Recent Submissions

Now showing 1 - 5 of 11
  • Publication
    Demografinių pokyčių poveikis aukštųjų mokyklų veiklai : Lietuva pasauliniame kontekste
    [Impact of demographic changes on higher education institutions: Lithuania in a global context]
    research article ;
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, T. 63, p. 49-67
    Over the past decades, the population growth rate has been losing its pace in the developed countries of the world. However in some of them, including Lithuania, population has been decreasing. Current demographic situation implies a reduced number of students at higher education institutions. It is predicted that by 2020 the overall number of prospect students will have decreased by 40 per cent due to the on-going demographic changes. For a state with an extensively-developed network of higher education institutions this means a drastic reduction. The present article raises the following problematic questions: how have higher education institutions prepared themselves for facing challenges coming from the environment modified by demographic changes? What new strategic directions in higher education institutions operation are determined by a steadily-decreasing number of students? This research purposes: firstly, to inquire into the impact of demographic changes on higher education institutions activities, and, secondly, to determine how higher education institutions adapt to the changing environment. Objectives of the research include the following: 1. Show the trends in demographic changes and forecasts within the Lithuanian context; 2. Analyse the impact of demographic changes on the activities of higher education institutions, focusing on new strategic activities directions adopted by them; 3. Inquire into the adaptation of Lithuanian higher education institutions to the environment modified by demographic changes. Theoretical context of the subject under investigation is revealed by means of the systemic literature analysis method. The statistical data analysis method is used for grounding the theoretical approach. [...]
      57  122
  • Publication
    Asmeninių charakteristikų įtakos vartotojų lojalumo formavimuisi nustatymas
    [The evaluation of customers’ personal characteristics impact on loyalty formation]
    research article ;
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, nr. 63, p. 113-124
    Building customer loyalty often becomes the activity that further guarantees successful competition for the organization in ever-changing business world. According to A. Bakanauskas and L. Pilelienė (2009), the basis of company‘s competitive advantages is customer loyalty: loyal customers generates stable income with the potency to grow, keeping loyal customers becomes cheaper than attracting new ones, loyal customers generates positive word-ofmouth, they are less price sensitive and are ready to pay more for the same product than disloyal customers. Analyzing the process of customer loyalty formation, researchers mention different tools for loyalty building; distinguish various factors, affecting customer loyalty formation. Summarizing various researchers’ (Fassnacht and Daus, 2004) positions, factors, affecting customer loyalty formation, could be analyzed in three aspects: associating them with company and its products / services, associating them with relationship development and associating them with customers’ personal characteristics. Company’s efforts to gain customer loyalty are treated as unconsciously understandable, but studies show, that customers’ personal characteristics have a big impact on loyalty formation too. The impact of customers’ personal characteristics on loyalty formation still meets withlittle attention from academic site – despite the thought, that some customers are more inclined to become loyal than others, it is still unclear, which personal characteristics have positive impact for customer loyalty formation. This article is based on the scientific research, assessing customers’ personal characteristics impact on loyalty formation. Quantitative research and data processing methods were used for identification customers‘personal characteristics, which have positive effect and which are insignificant in customers’ loyalty formation. [...]
      199  187
  • Publication
    Švietimo organizacijų vadyba: etikos kodekso vaidmens interpretacija
    [Management of educational organizations: code of ethics role interpretations]
    research article ;
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, T. 63, p. 125-137
    Ethics in the educational organizations is often comprehended as a natural thing which manifests itself through the conscience of every person, however, an educational organization should not confine itself only to this. Being the spawn of the intellectuals of the society, modern educational organization has to show an example by fostering and developing human values and the infrastructure of ethics. Many educational organizations manifest their ethical values by means of the code of ethics, therefore in this work one aspect of the manifestation of ethics, i.e. the code of ethics, will be explored more deeply. In order to analyze ethics in any given organization and its managerial activities, first of all it is necessary to discuss the notion of ethics that will be used in this article. When talking about ethics, clarification of the concepts associated with ethics is one of the most important things. The concept of ethics is often linked with other concepts such as virtue, morality, value, etiquette, etc. These concepts associated with ethics can be interpreted in many different ways. N. Vasiljevienė (2000) suggests classifying ethics as either descriptive or normative. According to the scholar, normative ethics includes etiquette, pedagogy of virtue, codes of ethics, and normative moral systems. Normative ethics is regulating, managing, and teaching us how the person should conduct him/herself (Vasiljevienė, 2000). An educational organization is understood in this paper as an organization that provides general and primary vocational education services as well as higher education. The functions of the educational organization are not different from any other organization. [...]
      275  171
  • Publication
    Relationship between job satisfaction and employee behavioral intention toward work performance : mediation effect of communication content
    [Vadovo - darbuotojo komunikacijos poveikis sąryšiui tarp pasitenkinimo darbu ir darbuotojo elgsenos]
    research article
    Žemgulienė, Jolanta
    Organizacijų vadyba : sisteminiai tyrimai, 2012, nr. 63, p. 139-157
    The paper extends prior research on job satisfaction-job performance relationship by investigating the mediation effect of supervisor-subordinate communication upon the relationship between employee‘s job satisfaction and behavioral intentions toward the job performance in terms of task accomplishment, quality service performance, loyalty to the organization. The results of empirical research reveal that task communication and career communication have a mediating influence on the relationship between job satisfaction and behavioral intentions toward job in terms of the task accomplishment and quality service performance.
      108  117
  • Publication
    Asmeninių ir organizacinių vertybių kongruentiškumo Lietuvos organizacijose diagnozavimas
    [Diagnosis of congruence of personal and organizational values in Lithuanian organizations]
    research article ;
    Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, T. 63, p. 99-112
    The article presents the results of values congruence. Respondents regarded all named blocks of values as highly relevant and important to themselves. Many of them gave the highest rank to moral and physical values. Professional, aesthetic and spiritual values seemed to be least important to the respondents. It was found that the following fundamental humanistic values such as honesty, dutifulness, responsibility, respect, support, communication, information sharing, supply of high-quality goods and services to customers seemed to be the most important to the respondents. Respondents subjectively assessing the importance of values to the organization, assessed values of all blocks as more or less important to the organization, importance of all blocks of values ranges from medium important to important. According to respondents, economical values are most important to the organization, meanwhile physical and moral – a little less important. The results showed that the organization and its activities are an integral part of its key – economic values, these values mostly function in reality, the organization recognizes them, cherish and seek to embody them by specific actions. After the research has been completed and distribution of organization values compared to distribution of personal values according to importance it has been noted that priorities of personal and organizational value differ, but the core of values both to the person and the organization is made of moral, physical, economic and social values. [...]
      270  144