Tyrimo objektas – darbuotojų lojalumo sporto organizacijai įtaka ketinimui keisti darbą. Tyrimo problema – daugelis autorių tyrė ketinimo keisti darbą ryšį su įmonės įvaizdžiu (Wheeler et al., 2006), profesinio perdegimo sindromu (Lingard, 2003; Hughes, 2001), darbo vertės suvokimu (Van Vianen et al., 2007), darbo krūviu ir santykiais su vadovais (Firth et al., 2004). Taip pat buvo tirtos išėjimo iš darbo sąsajos su patirtu šoku darbe (Morell et al., 2004). Tačiau darbuotojų lojalumo raiškos sporto organizacijose tyrimų aptinkama mažai (Komskienė et al., 2009), ypač sporto organizacijų darbuotojų lojalumo ir ketinimo keisti darbą, todėl manome, kad darbuotojų lojalumo sporto organizacijai įtakos tyrimai ketinimui keisti darbą išlieka aktualūs. Tyrimo tikslas – nustatyti darbuotojų lojalumo sporto organizacijai įtaką ketiniui keisti darbą. Tyrimo uždaviniai: 1. Atskleisti lojalumo sąvoką ir lojalumo naudą organizacijai. 2. Nustatyti darbuotojų lojalumą sporto organizacijai. 3. Atskleisti darbuotojų lojalumo sporto organizacijai įtaką ketinimui keisti darbą. Išvados: 1. Mokslinėje literatūroje organizacinio lojalumo sąvoka apibrėžiama skirtingai ir vis dar kelia daugybę ginčų ir diskusijų, o tiriamuosiuose darbuose nėra vieningos nuomonės apie tai, kas yra organizacinis lojalumas. Visuose lojalumo apibrėžimuose vyrauja du svarbiausi elementai: ištikimybė ir atsidavimas. Žmogus sąmoningai ir racionaliai pasirenka būti ištikimas ir atsidavęs savo lojalumo objektui. Darbuotojų... [toliau žr. visą tekstą] / Object of study – influence of employees‘ loyalty to sports organization on intent to change a job. Problem of study – many authors have studied relation of intent to change a job with the image of company (Wheeler et al., 2006), with professional burnout syndrome (Lingard, 2003; Hughes, 2001), with realization of work value (Van Vianen et al., 2007), with work load and relationships with the managers (Firth et al., 2004). Also relation between leaving a job and shock at work has been analyzed (Morell et al., 2004). However, there are few studies on expression of sports organization employees‘ loyalty (Komskienė et al., 2009), especially on loyalty and intent to change a job, therefore, we believe studies on influence of employees‘ loyalty to sports organization on intent to change a job remain actual. Aim of study – to determine influence of employees‘ loyalty to sports organization on intent to change a job. Objectives of study: 1. to reveal the concept of loyalty and importance of loyalty to organization; 2. to determine employees‘ loyalty to sports organization; 3. to reveal influence of employees‘ loyalty to sports organization on intent to change a job. Conclusions: 1. in scientific literature, the concept of organizational loyalty has different descriptions and still cause many arguments and discussions; what is more, investigative works do not contain a single opinion on the concept of organizational loyalty. All descriptions of loyalty include two main elements:... [to full text]

The aim of this thesis was to evaluate the financial demands of actual motivation program in a chosen company, to analyze it, compare and to describe the development of benefits provided by the company in the course of time in the terms of costs. Next was to find and identify linkages and connections between employee benefits and economic variables of the company and to describe their potential interactions. It was proved that the actual motivational program is very financially demanding for the company considering the deteriorating economic results in last years. It was suggested that if this economy trend continues, it would be better to lower the amount of provided benefits despite their undeniable stabilization effect. It was proved that the company is orientated to tax and insurance advantaged benefits. This can bring the savings in the field of labor costs, on the other hand the increase of additional costs which come from unclear tax system. It showed, that the benefits as well as the wages adapt to economic reality very slowly and also their structure changed according to economic results, from benefits orientated to consumption during economically successful years to the long term responsible benefits during the years of economic decline.