The paper explores the interrelations between ethical organisational culture and organisational innovativeness in two different socio-cultural contexts, Finland and Lithuania. According to the Global ...Innovation Index 2013, Finland ranked 6th and Lithuania 40th in terms of the national capacity to produce innovations. Prior research by Riivari and Lämsä (J Business Ethics 124:1-17, 2014) and Riivari et al. (Eur J Innov Manag 15:310-331, 2012) argues the importance of the ethical dimension of organisational culture in fostering the organisational capacity to innovate. In this paper, a different context is taken to test hypothesised differences between the two multidimensional phenomena. The paper discusses the findings of 2 surveys in Finnish and Lithuanian public organisations (respectively, nFI = 477 and nLT = 757). Data analysis shows that ethical organisational culture affects organisational innovativeness, in particular process and behaviour innovativeness in both organisations. The findings suggest that some ethical virtues such as congruency of management, discussability and clarity can be explained by an institutional rather than socio-cultural context. However, the effect of transparency and sanctionability in the Finnish organisation and congruency of supervisors, supportability and feasibility in the Lithuanian organisation rests on peculiarities of a socio-cultural context.
In this article interpersonal communication in Gender Studies teaching is mapped and compared in feminist pedagogy in three universities: Södertörn University in Sweden, Novgorod State University in ...Russia and Vilnius University in Lithuania. The aim of this article is, first, to compare the uses of feminist methodologies in teaching during the first semester undergraduate Gender Studies courses in a cross-case comparison. And secondly, to suggest developments needed to pursue teaching in Gender Studies in the three countries. Scholarly discussions about feminist pedagogies are accounted for and characteristics from the field are identified and compared in the three empirical cases. The article further draws on qualitative feminist methodology and concludes that while the contexts investigated are different, the methodologies used have similarities. In all three universities the teaching methods focus on students’ experiences and differences, teacher’s reflexivity, working in smaller groups, highlighting community building and empowerment. In the conclusion these teaching holdings are discussed, and further development of interpersonal communication in Gender Studies teaching is suggested.
Straipsnyje aptariama tarpasmeninė komunikacija lyčių studijose, ją lyginant su feministinės pedagogikos principais 3 universitetuose: Siodertiorno universitete Švedijoje, Novgorodo valstybiniame universitete Rusijoje ir Vilniaus universitete Lietuvoje. Straipsnyje siekiama, pirma, palyginti, kaip naudojamos feministinės metodologijos dėstant lyčių studijų kursus pirmos pakopos studentėms (-ams) sukryžminant lyginamus atvejus. Antra, straipsnyje siekiama pateikti siūlymus, kaip toliau plėtoti lyčių studijų dėstymą 3 šalyse. Straipsnyje pristatoma mokslinė diskusija apie feministines pedagogikas, identifikuotos analizuojamo lauko charaktristikos ir trijų empirinių atvejų palyginimas. Remiantis kokybine feministine tyrimo metodologija paremta analize, straipsnyje daroma išvada, kad nors lyginti atvejai veikia skirtinguose kontekstuose, naudojamos dėstymo metodologijos turi panašumų. T. y. visuose 3 universitetuose dėstymo metodai fokusuojami į studenčių (-tų) patirtis ir skirtumus, dėstytojų reflektyvumą, darbą mažomis grupėmis akcentuojant bendruomenės kūrimą ir įgalinimą. Apibendrinant aptariami šie dėstymo ypatumai ir pasiūlomi galimi sprendimai, kaip plėtoti tarpasmeninę komunikaciją lyčių studijų kursuose.
Ethical organizational culture as a social phenomenon has drawn scholars and organizations’ attention after the global economic crisis in 2008 which, once again, proved the importance of the ethical ...component of organizational culture as a phenomena potentially accounting for organizational failures. A practical need for management of ethics in organizational culture calls for robust measurement instruments which could help to diagnose potential ethical risks and improve ethical dimensions of organizational culture. The paper presents results of explorative validation analysis of a measurement instrument for ethical organizational culture or the corporate ethical virtues model that was originally developed by Kaptein (2008). The model encompasses 8 virtues, i.e. clarity, congruency of supervisors, congruency of management, transparency, feasibility, discussability, supportability and sanctionability, by 58 item scale. Drawing on the argument that self-reported and ethics-related measurements can be highly sensitive to a socio-cultural context, we assume that a measurement instrument tested in a Dutch company may be differently handled in Lithuania. The results of validation by accomplishing factor analysis in a sample of 757 respondents in Lithuanian public organization show that the overall fit of the model is quite high; although some additional conclusions potentially describing socio-cultural context can be formulated.
Results of representative survey among Lithuanian population (2016) show that public trust in civil service organizations and public officials is moderate (6 points of 10). Statistical analysis ...reveals that level of the trust is predetermined by individual (i.e. the officials’ responsibility, respect to the client principles) and institutional / system based (i.e. principles of fairness and objectivity, institutional self-regulation and integrity) factors. Thus, improvements and developments of the factors would lead to increase in public trust.
Results of representative survey among Lithuanian population (2016) show that public trust in civil service organizations and public officials is moderate (6 points of 10). Statistical analysis ...reveals that level of the trust is predetermined by individual (i.e. the officials’ responsibility, respect to the client principles) and institutional / system based (i.e. principles of fairness and objectivity, institutional self-regulation and integrity) factors. Thus, improvements and developments of the factors would lead to increase in public trust.
The aim of this paper is to study the effect of leadership relationship on the interplay between ethical culture of an organisation and organisational trust, in particular, its affective and ...cognitive components in public and private sector organisations in Lithuania. The empirical data were collected with an electronic and paper survey using a standardised questionnaire in 2013-2014 (n=1070, seven private organisations, n^sub pr^=313 and one public organisation, n^sub pub^=757). A series of linear regression analysis established a mediating effect of leadership relationship on the interplay between ethical culture of an organisation and organisational trust in private organisations, without significant difference on its affective and cognitive components.
Corporate social responsibility, business ethics and sustainability – often bracketed under responsible management education (RME) – are topics that are increasingly adopted by universities and ...business schools across the globe. However, one region where our knowledge regarding the extent of RME is still limited is Central and Eastern Europe (CEE). Bringing together a team of scholars (currently or formerly) based throughout the region, we were able to conduct the largest survey to date of RME practices in the CEE region, covering 13 countries. Our findings suggest that, at a declarative level, RME is very much present at CEE universities and business schools, in particular in terms of teaching. However, a pro-RME rhetoric is not necessarily backed-up with substance; in particular, a lack of financial resources was identified as the major barrier to greater engagement with RME practices. We also observed a gap between commitment to RME in teaching versus in research, which could be a potential source of concern as teaching should be informed by research; otherwise faculty remain dependent on imported teaching materials. We contribute to strengthening the RME agenda in management education by discussing the implications of our findings for individual faculty, business school leaders, governments and international associations of management education.
•We conducted the largest survey of responsible management education in Central and Eastern Europe (CEE) to date, undertaken by a team of 20 researchers who mostly are (or were at the time of research) based in the region.•RME is very much present at CEE universities and business schools, in particular in terms of teaching, as 77% of our respondents state that their institution has at least one course on an RME topic on offer.•However, the pro-RME rhetoric is not necessarily backed-up with substance; in particular, a lack of financial resources was identified as the major barrier to greater engagement with RME practices.•We also observed a gap between extensive commitment to RME in teaching versus lesser engagement in research, which might leave CEE universities and business schools dependent on imported teaching materials.
The aim of this study to identify dominant personal and professional values of current nursing professionals. The study was conducted among professional nurses who were working in 5 (out of 10) ...regional hospitals in Lithuania. According to rules of multi-stage (clustered and, following it, random) sampling, 1000 questionnaires were distributed, and 872 of them were returned filled out (response rate, 87.2%).
The statistically significant differences were determined while comparing the ranking of values of comfortable life, a world beauty, pleasure, and true friendship. In ranking the value of comfortable life, statistically significant differences were revealed comparing the second and fourth cohorts. While analyzing the evaluation of the instrumental values and their changes, some statistically significant differences within cohorts were determined. It was revealed that good salary was most related to professional activity, followed by social security, a chance of self-realization, and others. Career opportunities and innovative initiatives were the least important factors related to nursing work. The approach to professional activity differs depending on the generation.
Our study demonstrates that a result of numerous formal re-definitions since the very beginning of 1990s, nursing has been developing as an independent profession in Lithuania very rapidly. However, notwithstanding expanded responsibilities of nurses and increased requirements for the professionals, there are no signs that the profession would be more empowered in the society and/or obtained higher status among medical professionals. In addition, in terms of internal qualities of the professionals, terminal, instrumental, and work-related values, which posses current Lithuanian nurses, are rather similar and very tenuously differ among generations.
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