Ilona Bučiūnienė

The linkage between HRM, CSR and performance outcomes

Purpose – The purpose of this paper is to look into the current corporate social responsibility (CSR) and human resource management (HRM) developments in Lithuania and to study the relationship between CSR, HRM and organisational performance outcomes.Design/methodology/approach – A survey of 119 medium and large‐sized organisations (over 100 employees) in Lithuania was conducted to study CSR and HRM implementation in the country and to test the relationship between CSR, HRM and organisational performance outcomes.Findings – In total, 78.1 per cent of the respondent organisations have a written or unwritten HR strategy. Only 38.8 per cent have a CSR statement, but more than half of respondent organisations have a code of ethics, corporate values statement and diversity statement (respectively 65.4, 63.0 and 53.1 per cent). Research findings show that there is a linkage between HRM, CSR and performance outcomes – organisations with more developed HRM, i.e. those where HRM performs a strategic role and the H...

The reality of human resource management in Central and Eastern Europe

Purpose – The purpose of this paper is to introduce and contextualize this special issue of the Baltic Journal of Management and provide a route map for the reader through the various contributions.Design/methodology/approach – This overarching paper contextualizes the theme and introduces the selected papers.Findings – The findings call attention to the unique practice and research environment that is Central and Eastern Europe (CEE) and highlight the varying trajectories of these economies during the post‐socialist transition.Research limitations/implications – The evidence points to a dearth of research on contemporary management practice in CEE and suggests this research context to be an important test bed for the spread and institutionalisation of international practice.Originality/value – Combined the papers explore aspects of the landscape of human resource management in contemporary CEE and showcase international theoretical and empirical work focused on this region.

HR function developments in Lithuania

Purpose – The purpose of this paper is to provide an overview of past and current developments in human resource (HR) function in Lithuania.Design/methodology/approach – The paper discusses the antecedents of HR function developments in Lithuania through an analysis of the countrys demographic, economic, legal and cultural environments and historical human resource management (HRM) developments. Current HR function status is shown through findings of an HR manager/specialist survey conducted at 119 medium‐ and large‐sized organisations, which was part of the 2008‐2009 Cranet survey.Findings – The majority of organisations have HRM departments and an HR strategy, and in about half HR is represented on the board and is involved to some extent in business strategy development. HR responsibility is shared by line management and HR function. About 90 per cent of organisations have a mission statement and a business strategy. Trade union power is currently low due to historic and political reasons; however, fi...

Human Resource Management in the Central and Eastern European Region

The aim of this chapter is to examine recent developments of human resource management (HRM) practices in the Central and Eastern European (CEE) region and to compare these against the similarities and differences of their national contexts.

The role of work characteristics in enhancing older employees' performance: : evidence from a post-Soviet country

This paper showcases the contextual development of age diversity in one post-Soviet country – Lithuania – and explores the theoretical grounding and empirical evidence of the role of work characteristics (work-scheduling autonomy (WSA), decision-making autonomy and social support) in the age–individual performance linkage. The individual performance was conceptualized in terms of task, adaptive and proactive performance. Based on empirical findings from multisource data (non-managerial employees and their direct supervisors), this study contributes to the existing literature by showing that high WSA and social support can buffer the negative age effect on performance and that the age–performance pattern depends on the performance criteria used and is not universal.

CSR and Responsible HRM in the CEE and Nordic Countries

The purpose of this chapter is to shed light on the debate about the congruence between the corporate discourse on corporate social responsibility (CSR) and the implementation of respective policies, and the contextual influences on this. This chapter will be based on Cranet data from Nordic and Central and Eastern European (CEE) countries.

Migration intentions of Lithuanian physicians, nurses, residents and medical students

Due to a flow of healthcare professionals and students from emerging to industrialized economies, healthcare systems in source countries are facing increasing threats to a people-centered quality of care. This study investigates the prevalence and underlying reasons for emigration intentions among physicians, nurses, residents, and medical students in Lithuania (total N = 1080). In our sample, 39% of students, 21% of residents, 12% of nurses, and 6% of physicians had decided to emigrate within the next two years. Based on statistical analyses of the survey data, we conclude that emigration decisions are linked to socio-demographic (age, gender, family situation), financial, organizational (teamwork climate in hospital) and social (perceived social worth) factors. Implications for policy-making and retention of healthcare workforce are discussed.