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The electroencephalography (EEG) source tomography in bio‐electromagnetics is to estimate current dipole sources inside the brain from the measured electric potential distribution on the scalp surface. A traditional algorithm is the low‐resolution electromagnetic tomography algorithm (LORETA). In order to obtain high‐resolution tomography, the LORETA‐contracting algorithm is proposed.

The relation between the dipolar current source J at the nodes in source region and the potential U at the observed points on the scalp surface can be expressed as a matrix equation U=KJ after discretization. K is a coefficient matrix. Usually its simultaneous equation is an under‐determined system. The LORETA approach is to find out min‖BWJ‖², under constraint U=KJ where B is the discrete Laplacian operator matrix, W is a weighting diagonal matrix. Its solution is J=(WB^TBW)⁻¹K^T{K(WB^TBW)⁻¹K^T}⁺U where {}⁺ denotes the Moore‐Penrose pseudo‐inverse matrix. The improvement on this approach is to establish an iterative program to repeat LORETA and reduce the number of unknown J quantities in the step i+1 by contracting the source region excluding some extreme little quantities of J given in the step i. The simultaneous equations will gradually turn to a properly determined system or to an over‐determined system. Finally, its solution can be obtained by using the least square method.

Repeating to make the low‐resolution tomography by contracting the source region, we can get a high‐resolution tomography easily.

The LORETA‐contracting algorithm is based on the assumption that the dipolar current sources inside the brain are sparse and concentrated based on the physiological study of the brain activity.

It is new to repeat LORETA combined with the contracting technique. This algorithm can be developed to solve EEG problems of realistic head models.

This paper aims to present a study using encephalography (EEG) to investigate consumer responses to narrative videos in energy efficiency social marketing. The purpose is to assess the role of attention, working memory, emotion and imagination in narrative transportation, and how these stages of narrative transportation are ordered temporally.

Consumers took part in an EEG experiment during which they were shown four different narrative videos to identify brain response during specific video segments.

The study found that during the opening segment of the videos, attention, working memory and emotion were high before attenuating with some introspection at the end of this segment. During the story segment of the videos attention, working memory and emotion were also high, with attention decreasing later on but working memory, emotion and imagination being evident. Consumer responses to each of the four videos differed.

The study suggests that narratives can be a useful approach in energy efficiency social marketing. Specifically, marketers should attempt to gain focused attention and invoke emotional responses, working memory and imagination to help consumers become narratively transported. The fit between story object and story-receiver should also be considered when creating consumer narratives.

Policymakers and organisations that wish to promote pro-social behaviours such as using energy efficiently or eating healthily should consider using narratives.

This research contributes to theory by identifying brain response relating to attention, working memory, emotion and imagination during specific stages of narrative transportation. The study considers the role of attention, emotion, working memory and imagination during reception of stories with different objects, and how these may relate to consumers’ narrative transportation.

Corporate social responsibility (CSR) does not always create added value. Depending on the employee attributions to a socially responsible organisation, it can lead even to negative behaviour. One of the dangers discussed in this article is the employees’ turnover intentions. To analyse the relationship in-depth, it is important to identify phenomena that could be significant to the strength of the relationship between the employees’ attributions to socially responsible organisations and the turnover intention. Organisational justice can be considered as such a phenomenon. This article is aimed at analysing the relationship between employees’ attributions to socially responsible organisations, organisational justice and turnover intention in a post-Soviet country context.

The study involved 83 employees from different socially responsible organisations operating under the United Nations Global Compact and belonging to LAVA (Lithuanian Responsible Business Association). Regression analysis was used to analyse the data.

Employees whose attributions to a socially responsible organisation are other-oriented are less likely to have turnover intention and perceive the organisation as fair. The organisational justice perceived by employees does not affect the relationship between the other-oriented attributions and turnover intention.

In Lithuania, CSR is a very new concept and it still lacks evidence-based answers to the issue of sustainable employee–organisation interaction. Although many scholars in Western countries have studied CSR at the macro and micro levels of an organisation, there is still a lack of evidence-based research in post-Soviet countries to assess the impact of organisational social responsibility practices on employees’ behaviour. In addition, researchers have so far done more research into the positive relationship between CSR and employees’ behaviour, and there is a lack of research to answer whether employees’ attributions to socially responsible organisations can have a negative impact on employees’ behaviour, e.g. stimulating their turnover intention.

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.

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.

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.

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.

Through a review of historically famous cases and a chronicle of neurotechnology development, this chapter discusses brain structure and brain function as two distinct yet interrelated paths to understand the relative contributions of anatomical and physiological mechanisms to the human brain–behavior relationship. From an organizational neuroscience perspective, the chapter describes over a dozen neuroimaging technologies that are classified under four groupings: morphologic, invasive metabolic, noninvasive metabolic, and electromagnetic. We then discuss neuroimaging variables that may be useful in social science investigations, and we underscore electroencephalography as a particularly useful modality for the study of individuals and groups in organizational settings. The chapter concludes by considering emerging science and novel brain technologies for the organizational researcher as we look to the future.

This paper aims to examine the use of online social networks by doctoral students.

A quantitative online survey was conducted – 448 doctoral students from 15 universities and 11 research institutes in Lithuania were asked about their participation in both academic and non-academic online social networks.

The results show that despite efforts to link academics to society, doctoral students are not supported by universities/research institutes nor are doctoral students trained for this purpose, including regarding such threats as offensive posts. Additionally, more comprehensive information is disclosed in academic social networks, but these networks are less common and less frequently used.

International doctoral students in Lithuania cover about 4.4 per cent of the total population of doctoral students. They were not invited to participate in the survey. Furthermore, doctoral students consider any online social network as their professional (academic) network, as was found from our results. This resulted in the confusion of our definition of academic online social networks.

Learning about the diverse online roles doctoral students may take could be facilitated were doctoral students to receive clear and consistent awareness-raising and develop self-awareness in the importance of the roles, the most central online social networks and potential threats, and related institutional support to address them.

This study provides results on how engagement of doctoral students in online social networks might affect their links with society and what academic institutions should promote in doctoral education.

This article aims to explore the advantages of integrating a new generative artificial intelligence (AI) technology in education. It investigates the use of ChatGPT in personalized learning, assessment and content creation and examines ways to manage its limitations and some ethical considerations. The purpose is to stimulate discussion on the effective application of ChatGPT as a tool for learning and skill development while remaining mindful of the ethical issues involved.

The methodology in this article includes four steps: a literature search, screening and selection, analysis and synthesis. The literature was thoroughly screened and selected on the basis of its relevance to the research question, before selected material were carefully read and analyzed. The insights gained from this analysis were then synthesized to identify key considerations in integrating ChatGPT in education.

The study concludes that ChatGPT can be effectively integrated into education to automate routine tasks and enhance the learning experience for students, ultimately increasing productivity and efficiency and fostering adaptive learning. However, the limitations of ChatGPT, even when updated, must be borne in mind, including factual inconsistencies, potential bias promotion, lack of in-depth understanding and safety concerns. The study nevertheless highlights the benefits of responsibly integrating ChatGPT within the field of education.

This study has practical implications for educators and policymakers who are interested in the integration of AI technology in education. The study provides insights of using ChatGPT in education.

This article contributes to the existing literature by specifically examining the advantages of integrating ChatGPT in higher education and offering recommendations for its responsible use. Moreover, the article emphasizes ethical considerations in the context of ChatGPT integration.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

We applied minimum norm estimations using different regularization techniques to the solution of the biomagnetic inverse field problem. Using magnetic field data measured with a multi‐channel‐SQUID‐sensor‐system we computed reconstruction of the impressed current density distributions which were generated by extended current sources placed inside a human torso phantom. The common inverse techniques usually applied in modern biomedical investigations in bioelectricity or biomagnetism are compared, and their aptitude for reconstruction of 3D current sources in space was evaluated. We analyzed the impact of using magnetic data, electrical data, and combination of both respectively on the localization of an equivalent current dipole (ECD). Finally, we use a visualization tool which enables a comparison of current density reconstruction. The study is, in parts, related to the new TEAM problem No. 31.