Career development system in the Lithuanian civil service: integration of individual and organizational levels
Valickas, Andrius |
Smalskys, Vainius | Disertacijos gynimo komisijos pirmininkas / Dissertation Defence Board Chairman |
BaleÅŸentis, Alvydas | Disertacijos gynimo komisijos narys / Dissertation Defense Board Member |
AdamonienÄ, RÅ«ta | Disertacijos gynimo komisijos narys / Dissertation Defense Board Member |
GruÅŸevskis, Boguslavas | Disertacijos gynimo komisijos narys / Dissertation Defense Board Member |
ArimaviÄiÅ«tÄ, Malvina | Disertacijos gynimo komisijos narys / Dissertation Defense Board Member |
Disertacijoje nagrinÄjama karjeros vystymo problematika Lietuvos valstybÄs tarnyboje naudojantis metodologiniais sisteminio poÅŸiÅ«rio principais. Atlikus teorinÄ analizÄ konstatuojama, kad mokslinÄje literatÅ«roje yra pastebimas menkas ÅŸmogiÅ¡kųjų iÅ¡teklių vystymo ir individualios karjeros vystymo teorijų susietumas, kol kas koncentruojamasi į atskirus karjeros vystymo sistemos komponentus ir procesus. Taigi Å¡ios disertacijos tikslas buvo atlikti teorinÄ ir empirinÄ valstybÄs tarnybos karjeros vystymo sistemos analizÄ, identifikuojant pagrindinius veiksnius individo ir organizacijos lygmenyse, bei nustatant sÄ veikos tarp jų mechanizmus. Disertacijoje yra pateikiamos ir pagrindÅŸiamos naujos karjeros, karjeros vystymo ir karjeros vystymo sistemos sÄ vokų sampratos ir interpretacijos, pristatomas teorinis karjeros vystymo sistemos modelis, taikytinas valstybÄs tarnybai. Modelyje integruojamos individualios karjeros vystymo ir ÅŸmogiÅ¡kųjų iÅ¡teklių vystymo koncepcijos valstybÄs tarnybos ÅŸmogiÅ¡kųjų iÅ¡teklių valdymo srityje. Pristatomas modelis yra laikomas empirinio disertacijos tyrimo pagrindu. Disertacijos iÅ¡vadose, remiantis atliktu tyrimu, pagrindÅŸiama ir konstatuojama, kad karjeros vystymas, atsiÅŸvelgiant į veiksnius individo ir organizacijos lygmenyse, sukuria prielaidas sinergijos efektui karjeros vystymo sistemoje ir įgalina pasiekti suinteresuotoms pusÄms (valstybÄs tarnautojui ir valstybÄs tarnybos sistemai) priimtinų rezultatų. Kurio nors iÅ¡ lygmenų ignoravimas sukuria disbalansÄ karjeros vystymo sistemoje. Disertacijoje pateikiamos rekomendacijos, skirtos Lietuvos valstybÄs tarnybos karjeros vystymo sistemos tobulinimui.
Career development problems in the Lithuanian civil service are investigated using the methodological principles of systemic approach. Having carried out the theoretical analysis it was stated that much of empirical material was collected and many theoretical conceptions were developed in respect to separate components and processes of the career development system, human resource development and career development theories were not sufficiently integrated to generate research ideas based on the both approaches. Thus the aim of this dissertation was to carry out theoretical and empirical analysis of career development system identifying the main factors on the individual and organizational levels and determining the mechanisms of their interaction. New career, career development and career development system concepts and their interpretations are suggested and grounded in the dissertation. Theoretical career development system model is introduced, in which individual and organizational levels of the system, the main factors, mechanisms and directions of their interaction are identified. The model integrates the individual career development and human resource development conceptions in the context of human resource management of the civil service. The introduced model is considered to be the basis of empirical research of the dissertation. Following to theoretical and empirical research it is concluded that career development taking into consideration the factors on the both levels creates the assumptions for the synergetic effect in the system and enables to reach the acceptable results for the both involved parties (civil servants and civil service system). The recommendations for the Lithuanian career development system improvement are presented in the dissertation.