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Article
Publication date: 1 March 2019

Modesta Morkevičiūtė, Auksė Endriulaitienė and Evelina Jočienė

The purpose of this paper is to investigate the relationship between dimensions of the perceived transformational leadership style and the employees’ workaholism.

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Abstract

Purpose

The purpose of this paper is to investigate the relationship between dimensions of the perceived transformational leadership style and the employees’ workaholism.

Design/methodology/approach

The quantitative approach with a cross-sectional research design was adopted in the present study. The study involved 250 employees working in different Lithuanian organisations. The perceived transformational leadership style was assessed with the help of the Transformational Leadership Inventory (Podsakoff et al., 1990). The ten-item Dutch Work Addiction Scale developed by Schaufeli et al. (2009) was used for measuring workaholism.

Findings

The results revealed a significant positive correlation between the perceived high expectations of the manager, employees’ excessive work and general workaholism. The perceived individualised support was negatively related to the employees’ excessive, compulsive work and general workaholism. It was also found that high performance expectations could predict the employees’ greater excessive work and general workaholism. Moreover, a higher level of individualised support appears to be the most important factor decreasing the employees’ excessive work and proneness to general workaholism. It was further found that the probability of higher levels of workaholism was stronger among the middle managers than among the non-executive employees.

Originality/value

This study contributes to limited empirical research into the negative effect of the transformational leadership style in determining the employees’ health-damaging work behaviour.

Details

Baltic Journal of Management, vol. 14 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 13 January 2023

Modesta Morkevičiūtė and Auksė Endriulaitienė

In the literature, work addiction is proposed to be considered a construct that requires an extensive approach for understanding it; consequently, it should be analyzed as the…

Abstract

Purpose

In the literature, work addiction is proposed to be considered a construct that requires an extensive approach for understanding it; consequently, it should be analyzed as the interaction between personal and situational factors. Therefore, the aim of the present study was to examine the mediating role work motivation plays in the relationship between perceived demanding organizational conditions and employee work addiction.

Design/methodology/approach

A cross-sectional study was conducted on a convenience sample of 669 workers from different organizations in Lithuania. Data were collected using online self-administered questionnaire. To test a mediation model, a structural equation modeling path analysis was performed.

Findings

Demanding organizational conditions (i.e. work addiction of a manager, the workload, a work role conflict, a competitive organizational climate and the family-unsupportive organizational environment) were related to increased work addiction through higher extrinsic motivation. The mediator of intrinsic motivation yielded different results: the indirect relationship between demanding organizational conditions and work addiction was significant only at lower levels of intrinsic motivation. Even having controlled work motivation as a mediator, the proposed direct links remained significant in most cases.

Originality/value

The study gives a profound understanding of work addiction and explains the mechanism activated by an organization that is of great importance for its development and maintenance.

Details

Baltic Journal of Management, vol. 18 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 5 June 2020

Modesta Morkevičiūtė and Auksė Endriulaitienė

This paper aims to deal with a study aimed at clarifying the relationship between the dimensions of the perceived transformational leadership style and work motivation in a sample…

1710

Abstract

Purpose

This paper aims to deal with a study aimed at clarifying the relationship between the dimensions of the perceived transformational leadership style and work motivation in a sample of female employees.

Design/methodology/approach

A total of 168 Lithuanian employees participated in the empirical study. Work motivation was assessed using the work extrinsic and intrinsic motivation scale (Tremblay et al., 2009). The perceived transformational leadership style was assessed with the help of the transformational leadership inventory (Podsakoff et al., 1990).

Findings

The results revealed that both intrinsic and extrinsic work motivation of female employees was enhanced when the leader was perceived as a person articulating the vision of the future, providing an appropriate role model, fostering the acceptance of group goals and applying intellectual stimulation. High-performance expectations of the transformational leader lead to an increased level of women’s extrinsic motivation.

Originality/value

This study contributes to the limited empirical research into the role of discrete dimensions of transformational leadership in determining both intrinsic and extrinsic work motivation of female employees.

Details

Gender in Management: An International Journal , vol. 35 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 30 June 2022

Modesta Morkevičiūtė and Auksė Endriulaitienė

Earlier authors suggested that a combination of different factors leads to the development of work addiction, hereby indicating that no single perspective is enough to fully…

Abstract

Purpose

Earlier authors suggested that a combination of different factors leads to the development of work addiction, hereby indicating that no single perspective is enough to fully understand this phenomenon. Hence, the aim of this study was to examine the moderating role of perceived work addiction of managers in the relationship between employees' perfectionism and work addiction.

Design/methodology/approach

The present cross-sectional study was conducted on a convenience sample of 964 workers from different organizations in Lithuania. Data were collected by means of online self-administered questionnaires. To test the moderating effect, a covariance-based structural equation modeling (CB-SEM) path analysis was performed.

Findings

At the level of bivariate correlations, both self-oriented and socially prescribed perfectionism showed positive links with employees' work addiction. However, in structural equation models only self-oriented perfectionism was related to higher levels of work addiction. Further, although the results of the study did not confirm the assumption about the moderating effect of perceived work addiction of managers on the relationship between employees' self-oriented perfectionism and work addiction, the results showed that a positive relationship between employees' socially prescribed perfectionism and work addiction was strongest when a manager was perceived to be highly addicted to work.

Originality/value

The study enriched understanding of the roots of work addiction by employing trait activation theory (Tett and Burnett, 2003) and explaining how both dispositional and contextual factors interacted in predicting this phenomenon.

Details

Baltic Journal of Management, vol. 17 no. 5
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 13 February 2017

Aukse Endriulaitiene, Aurelija Stelmokiene, Giedre Geneviciute-Janoniene, Loreta Gustainiene, Gabija Jarasiunaite and Loreta Buksnyte-Marmiene

The purpose of this paper is to investigate how perceived leadership effectiveness is related to staff members’ attitudes towards development of elderly care organizations in…

Abstract

Purpose

The purpose of this paper is to investigate how perceived leadership effectiveness is related to staff members’ attitudes towards development of elderly care organizations in private and public institutions.

Design/methodology/approach

A cross-sectional quantitative survey was conducted using self-report questionnaire that contained Modified Leadership Effectiveness Questionnaire (Heck et al., 2000), the scale of attitude towards change from Preziosi’s Organizational Diagnosis Model (1980) and organizational development intentions measure developed for the study. The respondents were 510 Lithuanian social workers and other staff members employed in different public and private elderly care organizations.

Findings

The results revealed that perceived higher leadership effectiveness was associated with more positive employees’ judgements on organization’s readiness to change both in private and public sector elderly care organizations. But perceived leadership effectiveness was not associated with staff members’ intentions to change. Also it was found that different models for private and public sector that explained the importance of particular leadership behaviours in the prediction of employees’ judgements on organizational change and intentions to change were valid.

Originality/value

This study may add to further broaden knowledge on attitudes of staff members towards development of elderly care organization and the role of leadership effectiveness taking into account the type of organization.

Details

International Journal of Public Leadership, vol. 13 no. 1
Type: Research Article
ISSN: 2056-4929

Keywords

Article
Publication date: 6 January 2012

Laura Seibokaite and Aukse Endriulaitiene

The purpose of this paper is to combine individual (personality traits and profiles) and organizational (perceived safety climate and work motivation) factors and look for a model…

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Abstract

Purpose

The purpose of this paper is to combine individual (personality traits and profiles) and organizational (perceived safety climate and work motivation) factors and look for a model that explains safety performance in a sample of professional drivers. The authors hypothesize that the effect of personality on risky driving is moderated by perceived organizational safety climate and work motivation.

Design/methodology/approach

The sample consisted of 166 professional drivers (males). The subjects completed the self‐reported questionnaire that consisted of the Big Five Inventory, Driver Behaviour Questionnaire, Work motivation and Safety Climate Questionnaires. Cross‐sectional methodology, analysis of variance, cluster analysis and structural equation modeling were used to predict the relationships between personality traits, organizational factors, and risky driving.

Findings

The results revealed that personality profile is very important in occupational setting, predicting work motivation, perceived safety climate in organization as well as risky or safe driving. Results encourage making a conclusion that “socially oriented” drivers drive less riskily if they have higher levels of work motivation and the perception of organizational climate being safe. “Emotionally unstable” professional drivers are probably driven by neuroticism and are non‐responsive to organizational factors.

Research limitations/implications

The design does not allow making causal statements. In addition, the sample is quite small and may not be representative. Self‐report data may bias the results due to social desirability or lack of experience in self‐reflection.

Practical implications

The results of the present investigation have expanded understanding of the role of personality and organizational interaction in predicting occupational safety of professional drivers. The main implication for practitioners is to develop such selection procedures that could identify drivers with safe driving personalities.

Originality/value

The research contributes to the field of occupational safety by integrating individual attributes with organizational factors by providing empirical findings and theoretical interpretations.

Article
Publication date: 9 January 2009

Loreta Gustainienė and Auksė Endriulaitienė

The aim of this study is to examine gender and age correlates of job satisfaction and to test the relationship between job satisfaction and subjective mental and physical health…

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Abstract

Purpose

The aim of this study is to examine gender and age correlates of job satisfaction and to test the relationship between job satisfaction and subjective mental and physical health in a sample of sales managers.

Design/methodology/approach

Survey of 200 employees holding the managers' positions (105 men and 95 women) in sales' organizations across the biggest Lithuania's cities were conducted. Job satisfaction was assessed by 20‐item Minnesota Satisfaction Questionnaire developed by Weiss, Davis, England and Lofquist in 1967. Subjective health was assessed by questions measuring subjective physical health, and the 12‐item General Health Questionnaire developed by Goldberg (1970). Correlation analysis was used to test the relationship between job satisfaction and subjective health.

Findings

The study results demonstrate that men sales managers, as compared to women, had higher scores on overall extrinsic job satisfaction. Younger men managers were less satisfied with their job in general and social service and achievement in particular (intrinsic satisfaction). Sales managers with higher education (n=139) were more satisfied with responsibility (3.64±0.75 vs 3.25±0.80, respectively) and creativity (3.76±0.87 vs 3.43±0.95, respectively) levels in organization, as compared to managers having other than higher education (n=61). No distinct gender‐related differences were seen regarding managers' subjective health. Our research supports general findings in literature, relating lower job satisfaction scores with worse health. Worse subjective mental health was related to dissatisfaction with independence, variety, social status, ability utilization, and working conditions. Worse subjective mental health among women managers was related to dissatisfaction with independence, activity, variety, social status, moral values, and compensation, and satisfaction with authority level. Women sales managers, unlike men managers, with better subjective physical health were more satisfied with variety, moral values, social service, and responsibility.

Research limitations/implications

Nonprobability sampling does not allow larger generalizations. Small sample size restricted the analysis of the constructs more deeply. Groups, used for data analysis, were not adjusted by age, education, work experience, etc. Methods used in the study are still under adaptation. Reporting bias because of social desirability effects was not studied in this research as well.

Practical implications

Job satisfaction plays an important role in peoples' lives and is an important research topic of human resource management having both theoretical and practical implications. Understanding the impact of job facets upon satisfaction with work can initiate positive changes in organizations, which could improve working conditions of employees, resulting in lower turnover, absenteeism, and higher organizational commitment – healthy workers in a healthy organization.

Originality/value

The research contributes to job satisfaction literature by providing empirical findings regarding the relationship between job satisfaction and subjective health.

Details

Baltic Journal of Management, vol. 4 no. 1
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 22 May 2007

Lina Labatmedienė, Auksė Endriulaitienė and Loreta Gustainienė

The goals of the present study are three‐fold. First of all, the paper aims to test the three‐component model (emotional, continuance and normative components) of organizational…

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Abstract

Purpose

The goals of the present study are three‐fold. First of all, the paper aims to test the three‐component model (emotional, continuance and normative components) of organizational commitment in the Lithuanian population. The second goal is to analyze the relationships among individual factors (age, gender, personality traits) and organizational commitment. Finally, the paper aims to test the hypothesis if there was a relationship between organizational commitment and intention to leave the organization in the Lithuanian sample.

Design/methodology/approach

The participants of the study were 105 employees working in various Lithuanian organizations (41 men and 64 women). The average age was 34.9 (SD = 11.6). The subjects completed the questionnaire that included responses to three‐dimensional measure of organizational commitment, self‐reported measure of temperament, as well as questions about demographic information. Following Meyer et al., intention to leave the organization was assessed with three questions: first, how frequently the employee thinks about leaving his or her current employer; second, how likely it is that employee will search for a job in another organization; and third, how likely it is that an individual will actually leave the organization within the next year. The regression analysis was used to predict the relationships between individual factors and organizational commitment.

Findings

The results of the investigation revealed that the three‐component measure of organizational commitment is valid in Lithuanian sample. Contrary to expectations, it was found that there was no significant relationship between personality traits and organizational commitment, but there was a significant relationship between organizational commitment and intension to leave the organization. It was also found that there was a significant relationship among organizational commitment, age, and the level of education.

Research limitations/implications

The design of the study does not allow making causal statements. In addition, the sample is quite small and may not be representative, so one should be careful to make generalizations to other populations. Third, since all measures used are self‐reports, common method variance is a problem, as well as social desirability effects.

Practical implications

Organizational commitment is an important research topic of human resource management, having both practical and theoretical implications. Managers could benefit from understanding the predictors of committed manpower because they can initiate the interventions when the problem exists.

Originality/value

The research contributes to organizational commitment literature by providing empirical findings and theoretical interpretations regarding the role of individual factors in explaining interrelationships among different forms of organizational commitment and employee behaviour.

Details

Baltic Journal of Management, vol. 2 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 6 July 2015

Aurelija Stelmokiene and Aukse Endriulaitiene

The purpose of this paper is to identify the model that explains transformational leadership in perceptions of subordinates from Lithuanian organizations and to find out the…

1956

Abstract

Purpose

The purpose of this paper is to identify the model that explains transformational leadership in perceptions of subordinates from Lithuanian organizations and to find out the interactive predictive value of perceivers’ personality traits and social identification.

Design/methodology/approach

The self-administered questionnaires that consisted of global transformational leadership scale, social identification questionnaire and NEO-FFI from 505 employees provided data for this study. Cross-sectional methodology, group comparison, correlational and linear regression analyses, structural equation modeling were used to answer the main research questions.

Findings

Results of this study suggest that integrative model in which social identification and neuroticism are predictors of perceived transformational leadership and extraversion and agreeableness have links with social identification explains how subordinates perceive transformational leadership. More extraverted and agreeable subordinates tend to report higher levels of social identification with work-unit that together with less emotional stability are related to seeing leader as more transformational.

Research limitations/implications

Self-report data may bias the results due to social desirability. Future research should include group’s and individual’s prototypes as important variables in the model that explains perceived transformational leadership.

Practical implications

Data of the study revealed that social characteristics of subordinates are important factors in a process of meaning making about a leader. Moreover, human resource managers should be aware that different team building interventions are recommended to employees with different personality profiles.

Originality/value

This study is based on a leading transformational leadership theory from under-estimated follower-centric perspective. In addition, it specifically examines interactive predictive value of individual and social subordinates’ characteristics to perceived transformational leadership.

Details

Baltic Journal of Management, vol. 10 no. 3
Type: Research Article
ISSN: 1746-5265

Keywords

Content available
Article
Publication date: 1 January 2014

557

Abstract

Details

Baltic Journal of Management, vol. 9 no. 1
Type: Research Article
ISSN: 1746-5265

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