Greičiūtė-Solovejė, Aušrinė

Akademinė karjera grindžiama aukšto produktyvumo lygio, profesinio mobilumo ir nuolatinio pasiekiamumo lūkesčiais, todėl tėvystė ir motinystė akademinėje aplinkoje tampa aktualiu darbo organizavimo ir karjeros galimybių klausimu. Straipsnio tikslas – atskleisti nevienodų karjeros galimybių akademinėse organizacijose vaikų turintiems darbuotojams prielaidas. Tyrimas grindžiamas kokybiniu interpretaciniu dizainu, duomenys rinkti pusiau struktūruotu interviu. Tyrimas išryškino tris tarpusavyje susijusius procesus, kuriems vykstant akademinėje aplinkoje formuojasi nevienodos karjeros galimybės. Tai – profesinių reikalavimų persikėlimas už formaliai apibrėžto darbo laiko ribų, sąlygiškai taikomas ir nevienodai prieinamas lankstumas bei šių procesų poveikis darbuotojų profesiniam tempui, įsitraukimui ir karjeros sprendimams. Nustatyta, kad darbuotojų patirtys skiriasi ir tai priklauso nuo lyties, karjeros etapo bei turimų paramos išteklių. Straipsnyje parodoma, kaip kasdienės akademinio darbo praktikos tampa karjeros galimybių nelygybės formavimosi prielaida.

This article examines differences in workplace mobbing across genders and employment sectors, based on quantitative data from 387 Lithuanian employees. The study aims to identify how the prevalence, intensity and consequences of mobbing differ between men and women, as well as between the public and private sectors. Data were collected via an anonymous online survey, statistical analyses included χ² tests, Mann–Whitney U tests and Spearman’s correlation. The results indicate that men reported experiencing mobbing significantly more often and rated its intensity higher, whereas women were more likely to experience horizontal, socially mediated forms of mobbing. Employees in the public sector experienced mobbing significantly more frequently than those in the private sector and the negative outcomes - such as decreased motivation, reduced work performance, career setbacks and distrust in the organization - were particularly pronounced in the public sector. These findings confirm that mobbing is a structurally conditioned phenomenon linked to hierarchy, proceduralism, power relations, organizational culture, suggesting that prevention should focus on institutional rather than individual interventions.

Šis vadovėlio skyrius skirtas supažindinti su organizacijos vidaus rinkodaros samprata, tikslais, strategijomis, priemonėmis bei praktiniais panaudojimo būdais. Organizacijos vidaus rinkodara – tai tarpdisciplininė sritis, integruojanti Žmonių išteklių valdymą, rinkodarą ir komunikaciją. Organizacijų gebėjimas suteikti kokybiškas paslaugas savo klientams, vystymasis, sėkmė ir konkurencingumas priklauso nuo organizacijos darbuotojų. Organizacijos darbuotojai yra organizacijos „veidas“ ir bendraudami su organizacijos klientais perduoda jiems savo emocijas. Darbuotojų svarba organizacijos sėkmei, klientų patirčiai, reputacijai ir konkurencingumui skatina organizacijas vis labiau domėtis savo darbuotojais, jų lūkesčiais, poreikiais bei jų patirtimi organizacijoje. Būtent tuomet išryškėja organizacijos vidaus rinkodaros – kaip strateginio įrankio svarba kuriant atvirą, bendradarbiaujančią organizacijos kultūrą, skatinant darbuotojų įsitraukimą, motyvaciją, lojalumą organizacijai bei formuojant darbuotojus kaip organizacijos ambasadorius. Organizacijos vidaus rinkodara traktuoja darbuotojus kaip savo vidinius klientus ir siekia pirmiausia patenkinti jų poreikius, kad sėkmingai įgyvendinti organizacijos išorinius tikslus ir užtikrinti organizacijos klientų aptarnavimo kokybę.

The purpose of the study is to determine what factors affect the career opportunities of employees in the organization. A quantitative survey was conducted using the Anketa.lt website. Statistical Package for Social Science (SPSS) version 24.0 was used for statistical analysis of the survey data. The data analysis was carried out using descriptive statistics, comparisons between groups (Mann-Whitney, Kruskal-Wallis, χ² tests, Z-tests) and tests for statistical relationships (Spearman). The results of the study showed that the most important factors affecting career management and career opportunities in an organisation were the pandemic, the organisation's lack of concern for employees' careers, too much competition and a lack of cooperation between the organisation and employees. Environmental uncertainty factors were found to have a greater impact on younger and less experienced employees. Remote or hybrid workers are less likely to be exposed to uncertainty factors. The results of the study show that during the Covid-19 pandemic, uncertainty was amplified and affected men more than women. Most respondents are from the business sector, so restrictions on the survey are possible. The results of the study should help organizations respond more adequately to the influence of environmental uncertainty factors on the career management of their employees. The paper analyses the uncertainty factors that influence the career management process in organisations.

Purpose - to identify the prevailing types of mobbing, the effects on employees, the awareness of managers of the problem and possible solutions. Design/methodology/approach - quantitative survey. The survey data were analysed using SPSS (Statistical Package for Social Science) version 24.0. Findings - Mobbing negatively affects employees' psychological and physical health, motivation, performance, trust in the organisation, and motivates them to change jobs. The study found that mobbing is widespread in organisations and that mobbing problems go unaddressed. Mobbing was found to affect employees who work on the premises of the organisation rather than remotely. The results also show that mobbing problems affect men more than women. Research limitations/implications - 387 employees took part in the study, 70.5% women and 29.5% men. The disproportion between men and women in the sample may cause some limitations of the study. Practical implications -It is hoped that this article will help to raise public awareness and prevent possible mobbing incidents, as the best way to control mobbing in organisations is to create an environment that is not conducive to the spread of mobbing. Originality/Value - A study shows that teleworkers are less likely to experience mobbing in their organisations.

Purpose – Based on theoretical analysis and interview data, the aim is to reveal the impact of virtual team reflection on organisational collaboration. The authors identify the challenges faced by virtual teams and reveal the characteristics of the virtual team reflection process; Design/methodology/approach – the work uses methods of analysis of scientific literature and semi-structured interviews with managers, as well as comparative analysis. Findings – The use of more advanced communication technologies makes virtual teams more functional and flexible. Virtual teams face several challenges that have a negative impact on collaboration that arise in the team collaboration process: low trust, conflicts, lack of motivation of members, leadership/leadership difficulties and cultural diversity. It is therefore necessary for the virtual team to apply reflective practices in its activities. Successful reflection is determined by the creation of an open environment, psychological factors such as a sense of evaluation and security clear rules for meetings. Reflection strengthens the virtual team, increases the sense of community, and contributes to the development of each team member and the team as a whole. The study showed that reflection is used as a risk management tool in virtual teams to mitigate threats by preventing obstacles from becoming problems; Research limitations/implications – The study was carried out in the field of project management, which prevents the generalisation of the findings to other fields. Practical implications – Advances in information and communication technologies and globalisation have led to the emergence of new ways of organising work, such as virtual teams, teleworking, and others. With the Covid-19 pandemic, which has forced many organisations to implement virtual teams in a rapid and sudden manner, this article will help practitioners to structure their knowledge about virtual teams and discover new ways to improve collaboration in such teams; Originality/Value – the pandemic has fundamentally changed the way work is organised, forcing teams to look for ways to collaborate effectively virtually and to cope with the challenges. This paper presents a tool for continuous reflection in virtual teams that will lead to better results in organisations;.