Ieva Urbanaviciute

The role of prosocial and intrinsic motivation in employees’ citizenship behaviour

Purpose – The purpose of this paper is to examine the role of prosocial and intrinsic motivation and their interaction in predicting employees’ organizational citizenship behaviour (OCB) and its dimensions. Design/methodology/approach – In total, 884 employees from Lithuanian public sector were surveyed. The hypotheses were tested using hierarchical regression and moderation analyses. Findings – The results revealed that prosocial and intrinsic motivations predicted OCB and its dimensions. Moreover, intrinsic motivation was found to moderate the relationship between prosocial motivation and OCB and four of its dimensions, i.e. intrinsic motivation strengthened the relationship between prosocial motivation and OCB and its dimensions of altruism, courtesy, conscientiousness, and initiative. Research limitations/implications – The correlational design of the study does not allow making causal statements. In addition, the sample consisted of public sector employees only; therefore, caution should be made when...

From psychosocial working environment to good performance: the role of work engagement

The purpose of this paper is to examine the role of work engagement in the relationship between job and personal resources and performance results.,Two samples from public (n=250) and private sector (n=475) organizations were surveyed. The hypotheses were tested through AMOS using structural equation modeling.,The results of the study confirmed the assumptions of the Job Demands-Resources Model. Specifically, job resources and personal resources predicted performance results via work engagement in both samples. Moreover, in alignment with previous studies (e.g. Bakker et al., 2004), work engagement was moderately related to job performance.,The present study expands previous research by investigating how job and personal resources facilitate engagement and performance expressed in terms of annual performance appraisal results.

Capturing Serendipity in Careers: An Evaluation of the Planned Happenstance Career Inventory With Lithuanian Undergraduates

In the contemporary world, career counseling professionals need to focus on skills that help people bring benefit from positive chances and minimize the damage of negative events. The Planned Happenstance Career Inventory (PHCI) was created to measure these skills. The main aim of the present study was to test the dimensionality and concurrent validity of the PHCI scores in a Lithuanian student sample. A heterogeneous sample of undergraduates participated in the study (N = 1,064). Confirmatory factor analyses revealed four interrelated planned happenstance skill factors. A fifth––the flexibility factor––was found to function in a separate manner. To further test for concurrent validity, the PHCI scores were correlated with a range of positive career development variables, namely, goal adjustment, academic major satisfaction, and vocational identity. The results supported the hypothesized links, thereby providing evidence on the validity of PHCI scores among Lithuanian students.

THE ROLE OF CAREER FACTORS IN QUALITATIVE AND QUANTITATIVE JOB INSECURITY: A STUDY IN DIFFERENT ORGANIZATIONAL CONTEXTS

Background. The aim of this study is to analyse the determinants of the occurrence of qualitative and quantitative job insecurity. It focuses on three career variables (employability, career exploration, and career uncertainty) and the way they contribute to individual reactions (defined as financial and social strain) to job insecurity. In addition, it takes into account the contextual factors, such as sector and organizational change in explaining how job insecurity is perceived and responded to. Methods. An online survey was carried out in a sample of 205 respondents employed in various Lithuanian organizations. They filled out a questionnaire which included measures of job insecurity, career attitudes, and financial/social strain. The data were analysed in the full sample, as well as in four subsamples that were split regarding two parameters (public vs. private sector; no recent organizational change reported vs. recent organizational change reported). Results and conclusion . The hierarchical regression analysis showed job insecurity to be strongly related to financial and social strain. However, it draws a slight distinction between qualitative and quantitative job insecurity as predictors of strain. Furthermore, a moderator analysis has revealed sev- eral moderating effects of career variables in the relationship between job insecurity and financial/social strain. Finally, it was found that organizational change and type of sector may play a role in determining the interplay between career factors, job in- security and strain, as job insecurity effects were quite different across different sub- samples. To generalize, this study emphasizes the importance of understanding how personal variables, such as career attitudes and beliefs, might change the subjective experience of job insecurity in objectively different contexts.Â

The Role of Career Factors in Qualitative and Quantitative Job Insecurity: A Study in Different Organizational Contexts

Background. The aim of this study is to analyse the determinants of the occurrence of qualitative and quantitative job insecurity. It focuses on three career variables (employability, career exploration, and career uncertainty) and the way they contribute to individual reactions (defined as financial and social strain) to job insecurity. In addition, it takes into account the contextual factors, such as sector and organizational change in explaining how job insecurity is perceived and responded to. Methods. An online survey was carried out in a sample of 205 respondents employed in various Lithuanian organizations. They filled out a questionnaire which included measures of job insecurity, career attitudes, and financial/social strain. The data were analysed in the full sample, as well as in four subsamples that were split regarding two parameters (public vs. private sector; no recent organizational change reported vs. recent organizational change reported). Results and conclusion . The hierarchical regression analysis showed job insecurity to be strongly related to financial and social strain. However, it draws a slight distinction between qualitative and quantitative job insecurity as predictors of strain. Furthermore, a moderator analysis has revealed sev- eral moderating effects of career variables in the relationship between job insecurity and financial/social strain. Finally, it was found that organizational change and type of sector may play a role in determining the interplay between career factors, job in- security and strain, as job insecurity effects were quite different across different sub- samples. To generalize, this study emphasizes the importance of understanding how personal variables, such as career attitudes and beliefs, might change the subjective experience of job insecurity in objectively different contexts.Â