Pirmoje darbo dalyje apibūdinamas ir analizuojamas darbuotojų pasitenkinimas darbu ir įvairūs jo aspektai. Taip pat pateikiama suteiktos atsakomybės darbuotojui atliekant darbus reikšmė bei darbuotojų įtraukimas į organizacijos sprendimus. Apibūdinamos klasikinės motyvavimo teorijos bei pasitenkinimo darbu veiksniai. Antroje darbo dalyje aptariami ir lyginami įvairūs mokslininkų atlikti empiriniai tyrimai, išskiriamos trys dalys, kur pirmoje pateikiami pasitenkinimo darbu empiriniai tyrimai, antroje detaliau delegavimo ir įtraukimo į valdymą reikšmė. Pateikus ir apibūdinus tyrimus iškeliamos hipotezės ir sukuriamas tolimesnis tyrimo modelis. Trečioje dalyje pateikiama tyrimo metodika, atliekama apklausos tyrimo analizė. / Thesis is concludes three parts. The first part deals with describing and analysing job satisfaction and its aspects. Moreover represented the influence of responsibility to job satisfaction and personal involvement to company decisions. Also characterize classical motivation theories and job satisfaction. In second part is discussing and comparing various empirical researches. It is produced job satisfaction empirical researches, particularly delegation ant involvement to management importance. Moreover, it is defining hypothesis and research model. Third part is represented research methodology and survey research analysis.

Pasitenkinimas darbu yra emocinis atsakas į tam tikras darbo charakteristikas – atlyginimą, fizines ir emocines darbo sąlygas, paaukštinimo galimybę, santykius su kolegomis ir vadovais ir t.t. Plačiai tyrinėjamas pasitenkinimo darbu ryšys su skirtingomis darbo, darbuotojo, vadovo ir kitomis charakteristikomis. Šiame darbe bus nagrinėjamas darbuotojų pasitenkinimo darbu ryšys su suvoktu tiesioginio vadovo vadovavimo stiliumi ir darbuotojo darbo autonomiškumu. Šio darbo tikslas: nustatyti tyrime dalyvavusių darbuotojų pasitenkinimo darbu, dabartiniu atlyginimu, paaukštinimo galimybėmis, vadovu, bendradarbiais ir bendro pasitenkinimo darbu lygį, apklaustųjų pavaldinių tiesioginių vadovų vadovavimo stilių paplitimą, darbuotojų darbo autonomiškumo laipsnį; analizuoti ryšį tarp darbuotojų pasitenkinimo darbu, paaukštinimo galimybėmis, vadovu, bendro pasitenkinimo darbu ir suvokto vadovavimo stiliaus; taip pat ryšį tarp bendro darbuotojų pasitenkinimo darbu ir jų darbo autonomiškumo. Naudojami šie tyrimo metodai: Aprašomasis Darbo Indeksas (Job Descriptive Index; Smith, Kendall, ir Hulin, 1969); kontrolės skalė (Job Control Scale; Jackson, Wall, Martin, Davis, 1993); vadovavimo stiliaus klausimynas (Flood, Hannan, Smith, Turner, West ir Dawson, 2000). Darbe keliamos tokios prielaidos: egzistuoja teigiamas ryšys tarp darbuotojų pasitenkinimo darbu, paaukštinimo galimybėmis, vadovu, bendro pasitenkinimo darbu ir transformacinio bei transakcinio vadovo suvokto vadovavimo stiliaus... [toliau žr. visą tekstą] / Job satisfaction is emotional reaction to certain job characteristics – salary, physical and emotional work conditions, promotion opportunities, relationships with colleagues and manager, etc. A lot of research on the relationship between job satisfaction and various work, employee, employer and other characteristics has been done. The relationship between job satisfaction and perceived leadership style and employees’ job autonomy will be analyzed. The purpose of this research is to explore the level of respondents’ job, salary, promotion opportunities, employer, colleagues’ satisfaction and overall job satisfaction; respondents’ managers’ perceived leadership styles, employees’ job autonomy level; analyze the relationship between employees’ job, promotion opportunities, employer satisfaction, overall job satisfaction and perceived leader’s leadership style; and the relationship between employees’ overall job satisfaction and their job autonomy. Research methods are: Job Descriptive Index (Smith, Kendall, ir Hulin, 1969); Job Control Scale; Jackson, Wall, Martin, Davis, 1993); Leadership Style Questionnaire (Flood, Hannan, Smith, Turner, West ir Dawson, 2000). The hypotheses are these: there is a positive relationship between employees‘ job, promotion opportunities, employer and overall job satisfaction and managers’ transformational and transactional perceived leadership style; there is a negative relationship between employees‘ job, promotion opportunities, employer... [to full text]

Magistro darbo objektas – bibliotekininkų pasitenkinimas darbu. Darbo tikslas - apibrėžti pasitenkinimo darbu reiškinį ir išanalizuoti svarbiausius jo aspektus bei atlikti apklausą Lietuvos universitetų bibliotekose. Darbo uždaviniai: apibrėžti pasitenkinimo darbu reiškinį ir apžvelgti šį reiškinį nagrinėjančias teorijas; apžvelgti svarbiausius pasitenkinimą darbu lemiančius veiksnius; ištirti pasitenkinimo darbu lygį Lietuvos universitetų bibliotekose. Naudojantis statistinės duomenų analizės metodais buvo išanalizuoti pagrindiniai bibliotekininkų pasitenkinimą darbu lemiantys veiksniai ir ryšiai tarp jų Lietuvos universitetų bibliotekose. Padarytos išvados bei rekomendacijos. Lietuvos universitetų bibliotekų darbuotojai yra labiau patenkinti savo darbu negu nepatenkinti, tačiau ši riba nėra žymi. Bibliotekininkai vertina savo darbą panašiai kaip ir dauguma kitose organizacijose dirbančių žmonių, nors bendrasis pasitenkinimo vidurkis yra šiek tiek žemesnis už standartinį. Darbuotojams didžiausią nepasitenkinimą kelia atlyginimai, socialinės garantijos, paaukštinimo galimybės, apdovanojimų ir paskatinimų sistema, o labiausiai patenkinti jie yra savo tiesioginiais vadovais, bendradarbiais, darbo pobūdžiu, darbo tvarka ir procesais bei komunikacija bibliotekoje. Trumpiau dirbantys bibliotekininkai yra labiau patenkinti savo darbu negu dirbantieji ilgą laiką. Tuo tarpu skirtumas tarp pasitenkinimo darbu lygio ir darbo užmokesčio, išsilavinimo ir darbo pagal specialybę nėra... [toliau žr. visą tekstą] / In these days there is a great interest in organizational behaviour and in job satisfaction among all kinds of professions. Plenty of researches are made to measure job satisfaction and the influence of different aspect of work, such as pay, promotion, supervision etc. This study is one of the first attempts to establish job satisfaction among librarians of Lithuanian universities. The object of this study is to determine the conception of job satisfaction, to analyze the most important aspects of it and to survey librarians at the libraries of universities. The research was done in six biggest central libraries of Lithuanian universities. After estimating and comparing the data, weighty conclusions and recommendations were made. The librarians are satisfied with their jobs, but the line between satisfaction and dissatisfaction is very thin. Librarians are mostly satisfied with their immediate supervisors, co-workers, nature of work, operating procedures and with communication in the workplace. The dissatisfaction is though with pay, promotion, benefits and contingent rewards. These librarians who work for a longer time in the same library are less satisfied than these who work only for a short time here. Other differencies between job satisfaction and pay, education have no statistical significance. According to these findings recommendations can be made. The managers of libraries and politics in culture should reconsider the motivation schemes and look for new, more various... [to full text]

Aim of the study: to study hospital employees‘ job satisfaction and organizational commitment in Šilalė district hospital and Klaipėda county hospital. The methods of the study. The anonymous questionnaire, containing 23 questions, was developed for the survey. The respondents were asked to score responses on a 7-point Likert scale where 1 stood for „completely disagree/completely dissatisfied“ and 7 – „completely agree/completely satisfied“. The response rate of Šilalė hospital employees‘ was 91 % (N = 117) and of Klaipėda hospital – 60 % (N = 378). The collected survey data was analysed using SPSS statistical analysis package, version 11.0. Results. Employees‘ overall job satisfaction (5,5) and the level of organizational commitment (4,2) is not high. Šilalė hospital employees, comparing them with Klaipėda, are more satisfied with the job (accordingly 5,9 ir 5,3) and are more commited to the organization (accordingly 4,7 ir 4,0). Health professionals are mostly satisfied with such job dimensions as relationship with their colleagues (5,7), opportunity for professional growth (5,1) and possibility for using their skills at work (4,9). The main dissatisfiers are salary (2,8), opportunity for advancement (3,7), social security (3,9). The level of affective and continuance commitment is not high (accordingly 4,7 and 4,4), and normative commitment – low (3,6). The strongest correlation (Spearmen‘s ratio) was observed between overall job satisfaction and satisfaction with... [to full text]

Aim of the study. To assess job satisfaction of Lithuanian physical therapists. Objectives. 1) to assess overall job satisfaction of physical therapists; 2) to determine factors, affecting job satisfaction of physical therapists. Methods. The survey was carried out during the congress of Lithuanian Physical Therapy Association (28 May 2004). 224 questionnaires were distributed and 202 returned (response rate - 90.1%). 179 questionnaires were analysed. Job satisfaction was evaluated in scores from 1 (completely dissatisfied) to 5 (completely satisfied). Data analysis was performed with the help of statistical package SPSS 10. Statistical procedures: chi-square‘s test (χ²), Spearman rank correlation, Student (t) test, dispersion analysis (ANOVA). Results. 77.6% of physical therapists were satisfied with their work, 17.9%- neither satisfied nor dissatisfied, 4.5% - dissatisfied. The score of overall job satisfaction was 3.8 out of 5.There were no significant differences in job satisfaction by gender, age groups, working experience, and workplace. Respondents with higher university education were more satisfied in their work than respondents with higher non-university education (scores 3.9 and 3.68; p<0.05). We found negative correlation between job satisfaction and the intent to change profession or workplace (correlation coefficients - 0.39 and -0.46; p<0.05). Statistically significant relationships between job satisfaction and pay (correlation coefficient 0.25), opportunity to... [to full text]

Aidukas, D. (2006). Factors influencing motivation of the leaders in the organization. Final thesis. Vilnius: ISM Management and Economics University. SUMMARY The man is the biggest and most competitive advantage, on the manager depends present and future situation of organization, leadership is leading towards reaching the goals... P.Drucker was right – organizations must motivate managers, concentrate on present and new manager’s development, to think about their commitment, because future of The Organization will depend on Them. The main purpose of this final thesis – to identify and evaluate the main factors, which influence the motivation of the leaders and their commitment to the organization. The role of the manager in today’s organization, effective leader portrait and leadership styles were analyzed in the theoretical part. As well to identify theoretical factors of organizational attractiveness, analysing motivation, job satisfaction and organizational commitment. Research was done to identify the main factors influencing the motivation of Lithuanian leaders working as marketing & sales managers in the pharmaceutical market. The style of leadership (transactional versus transformational) was analysed together with leadership potential. After research results, interesting combinations between motivation, job satisfaction and commitment were found. Research finding: most leaders participated in research are using transformational leadership style, utilizing... [to full text]

Tyrimo tikslas – nustatyti pasitenkinimo darbu sąsajas su kūrybiškumu ir saviveiksmingumu, apžvelgti pasitenkinimo darbu skirtumus sociodemografinių veiksnių grupėse bei atskleisti veiksnius geriausiai prognozuojančius darbuotojų pasitenkinimą darbu. Tyrime dalyvavo 180 Kauno mieste dirbančių ir įvairias pareigas užimančių, bei turinčių skirtingas profesijas asmenų. Iš jų 38 (21,3%) buvo vyrai ir 140 (78,7%) moterų. 31 (17,2%) darbuotojas užėmė vadovaujančias pareigas ir 145 (80,5%) darbuotojai užėmė nevadovaujančias pareigas. Aukštąjį išsilavinimą turėjo 96 (53,3%) darbuotojai, o žemesnį nei aukštasis išsilavinimą turėjo 80 (44,4%) darbuotojų. Tiriamųjų amžiaus vidurkis buvo 48,62 metų. Pasitenkinimui darbu įvertinti buvo naudojama P. E. Spector pasitenkinimu darbu skalė (Job satisfaction survey), sudaryta iš 36 teiginių. Kūrybiškumas buvo vertinamas remiantis J. Zhou ir J. M. George kūrybiškumo skale (Creativity scale), kurią sudaro 13 teiginių. Saviveiksmingumo įvertinimui buvo naudojama M. Jerusalem ir R. Schwarzer saviveiksmingumo skalė (The General Self-Efficacy Scale), kuri sudaryta iš 10 teiginių. Tyrimo duomenų analizė parodė, kad vyrai yra labiau patenkinti savo darbu lyginant su moterimis. Taip pat nustatyta, kad užimantys vadovaujančias pareigas darbuotojai ir darbuotojai, turintys aukštąjį išsilavinimą yra labiau patenkinti savo darbu nei užimantys ne vadovaujančias pareigas ar žemesnį nei aukštasis išsilavinimą turintys darbuotojai. Amžius, šeimyninė padėtis... [toliau žr. visą tekstą] / The aim of this study was to assess workers job satisfaction relations with creativity and self – efficacy; to overlook job satisfaction differences in sociodemographical groups and to identify factors that best forecast job satisfaction. The subjects of the study were 180 persons working in Kaunas. They had different professions and occupations. 38 (21,3%) of them were men and 142 (78,7%) women. 31 (17,2%) participant took the leading positions and 145 (80,5%) had non-leading position. 96 (53,3%) worker had higher education and 80 (44,4%) had lower than higher education. Mean age of the participants were 48,62 years. Job satisfaction was measured with P. E. Spector Job satisfaction survey which is composed of 36 statements. Creativity was measured with J. Zhou and J. M. George Creativity scale, composed of 13 statements. Self – efficacy was measured with M. Jerusalem and R. Schwarzer self – efficacy questionnaire - The General Self-Efficacy Scale, which is composed of 10 statements. The study results revealed that men are more satisfied with their jobs than women. Moreover, workers who took leading positions and those who had higher education were more satisfied with their jobs than non-leading position workers and workers who had lower education. Age, family status and work experience were not significant variables for job satisfaction. It was found that higher worker creativity is related to higher job satisfaction. However, this relation was not observed when... [to full text]

Esminiai žodžiai: pasitenkinimas darbu, savirefleksija, pedagogai. Šio tyrimo tikslas – nustatyti pedagogų pasitenkinimo darbu sąsajas su poreikiu savirefleksijai ir įsitraukimu į savirefleksijas. Tyrime dalyvavo 122 Utenos ir Švenčionių pedagogai. Respondentams buvo pateikta anketa, sudaryta darbo autorės ir naudota demografiniams kintamiesiems rinkti. P. E. Spector (1994) pasitenkinimo darbu klausimynas (Job Satisfaction Survey ) ir A. M. Granto (2001) sukurta SRIS skalė (Self-reflection and Insight Scale). Tyrimo rezultatai parodė, kad amžius susijęs su pasitenkinimo darbu aspektais: bendradarbiai ir komunikacija; pedagoginis stažas susijęs su pasitenkinimo darbu aspektais: vadovavimas, bendradarbiai ir komunikacija; pedagogų turimas darbo krūvis susijęs su bendru pasitenkinimu darbu ir pasitenkinimu darbo aspektais: bendradarbiai ir komunikacija. Tiek bendras pasitenkinimas darbu, tiek ir pasitenkinimas jo aspektais skiriasi priklausomai nuo auklėjamosios klasės turėjimo bei kvalifikacinės kategorijos. Taip pat tyrimo metu buvo nustatyta, kad poreikis savirefleksijai yra susijęs su pedagogų turimu darbo krūviu ir kvalifikacine kategorija. Įsitraukimas į savirefleksijas yra susijęs su amžiumi. Tyrimo rezultatai atskleidė ir pedagogų poreikio savirefleksijai sąsajas su bendru pasitenkinimu darbu bei jo aspektais: vadovavimas, darbo pobūdis bei komunikacija. Įsitraukimas į savirefleksijas yra susijęs su pasitenkinimo darbu aspektais: darbo pobūdžiu ir pripažinimu. Tyrimo... [toliau žr. visą tekstą] / The aim of the study was to evaluate teacher satisfaction with work associations with need for self-reflection and involvement into self-reflections. The subjects of the study were 122 teachers from Utena and Švenčionys towns. The study subjects were given a questionnaire that included demographical questions, Job Satisfaction Survey by P. E. Spector (1994) and Self-reflection and Insight Scale (SRIS) by A. M. Granto (2001). Results of the study showed that participant age is related to satisfaction with work in aspects of associates and communication; pedagogical experience correlates with satisfaction with work in aspects of leadership, associates and communication; teacher‘s workload is associated with general satisfaction with work and satisfaction with work in aspects of associates and communication. General satisfaction with work and satisfaction with work in separate aspects differs depending on having educating class and pedagogical qualification category. The research found that the need for self-reflection is related to teacher‘s workload and pedagogical qualification category. Involvement into self-reflection is associated with participant‘s age. It was discovered that the need for self-reflection is correlated to work satisfaction in aspects of leadership, work specification and communication. Involvement into self-reflections is related to satisfaction with work in aspects of work specification and acceptance. The predictive models revealed that... [to full text]

Darbo tikslas - įvertinti Anglijos N slaugos namuose dirbančių slaugytojų pasitenkinimą darbu. Uždaviniai -įvertinti slaugos darbuotojų pasitenkinimo darbu lygį; nustatyti ryšį tarp slaugytojų pasitenkinimo darbu ir jį veikiančių veiksnių; įvertinti ryšį tarp slaugytojų pasitenkinimo darbu ir pastangų geriau dirbti. Tyrimo metodika. Slaugytojų pasitenkinimo darbu tyrimas buvo atliktas Anglijos N slaugos namuose 2007 m. Iš viso išdalinta 350 anketų, grąžinta 259 anketos (atsako dažnis 74,0 proc.). Ryšiai tarp požymių buvo vertinami chi kvadrato kriterijumi bei laisvės laipsnių skaičiumi. Statistinių hipotezių reikšmingumui įvertinti pasirinktas statistinio reikšmingumo lygmuo p. Rezultatai: Beveik du trečdaliai slaugytojų (62,5 proc.) tvirtino, jog yra patenkinti savo darbu. Daugiau nei pusė slaugytojų (56,8 proc.) pažymėjo, jog yra patenkinti darbo krūviu. Statistiškai reikšmingo skirtumo tarp slaugytojų pasitenkinimo darbu ir amžiaus nenustatyta, tačiau pasitenkinimas darbu skyrėsi pagal slaugytojų lytį. Didesnė dalis slaugytojų vyrų (56,4 proc.) nei moterų (34,2 proc.) tvirtino, jog yra nepatenkinti darbu (p<0,01). Didesnė dalis patenkintų darbu slaugytojų yra patenkinti ir darbo krūviu (62,1 proc.), lyginant su nepatenkintais darbu (47,9 proc.). Didesnė dalis patenkintų darbu (88,8 proc.) nei nepatenkintų darbu (40,2 proc.) slaugytojų teigė, jog juos tenkina darbe suteiktas savarankiškumo laipsnis (p<0,001). Daugelis patenkintų darbu slaugytojų (81,4 proc.) ir daugiau nei... [toliau žr. visą tekstą] / The aim of the study is to investigate job satisfaction among nursing staff in N caring home in England. Objectives are to evaluate job satisfaction level among nursing staff, to establish relationship between job satisfaction and work factors, and relationship between job satisfaction and nursing staff efforts to work better. Methods. The study of job satisfaction in England nursing home was carried out in 2007. A sample of 259 nurses was questioned with using anonymous questionnaire. Statistic data reliability was tested by chi square test of independence, degree of freedom and statistical significance (p). Results. Almost two thirds of nursing personnel (62.5%) claimed, that they are satisfied with their job. More than a half of them (56.8%) noted, that they are satisfied with the workload. There was no difference among nursing staff age and job satisfaction. The major part of male nurses (56.4%) noted that they are dissatisfied with the job than female (34.2%). The majority of satisfied nursing personnel were satisfied with the workload (62.1%), in comparison with unsatisfied ones (47.9%). The major part of nurses (88.8%) satisfied with work stated that they are satisfied with the degree of independence at work in comparison with unsatisfied ones (40.2%) (p<0.001). The majority of satisfied nursing staff (81.4%) and more than a half (56.3%) of dissatisfied ones agreed that the organization is careful about their health and welfare at work (p<0.001). The major part of... [to full text]

Darbo tikslas - ištirti anestezijos slaugytojų pasitenkinimą darbu. Uždaviniai: 1. Ištirti slaugytojų pasitenkinimą profesija ir specializacija, bei įvertinti bendrą pasitenkinimą savo darbu tarp KMUK, VULSK ir VUGPL dirbančių anestezijos slaugytojų. 2. Įvertinti slaugytojų darbo sąlygas (tarpasmeniniai santykiai, stresas,profesinis savarankiškumas, darbo užmokestis)ir pasitenkinimą darbo aspektais tarp KMUK, VULSK ir VUGPL dirbančių slaugytojų. 3. Nustatyti slaugytojų, ketinančių palikti darbą ryšį su darbo sąlygomis. 4. Nustatyti, slaugytojas geriau dirbti skatinančius veiksnius. Hipotezė – KMUK, VULSK ir VUGPL dirbančių anestezijos slaugytojų pasitenkinimas darbu ir darbo aspektais yra vienodas. Tyrimo metodika: Tyrimo objektas – anestezijos slaugytojos, dirbančios Kauno medicinos universiteto klinikose, Vilniaus universiteto ligoninės Santariškų klinikose ir Vilniaus universitetinėje greitosios pagalbos ligoninėje. Tyrimo metodai – anketinė apklausa. Statistinė duomenų analizė buvo atliekama Microsoft Excel 2003 programa. Duomenų priklausomybei nustatyti naudota SPSS for Windows 11.0 programa. Tyrimo rezultatai ir išvados: Anestezistės darbu patenkintos 86% slaugytojų. Slaugos profesiją iš naujo pasirinktų 44% visų slaugytojų, nesirinktų 29% (p≤0,05).Bendras respondenčių pasitenkinimo darbu vidurkis yra aukštesnis nei vidutinis – 7,1balai. VULSK (7,3 balai) ir KMUK (7,2 balai) darbuotojos yra labiau patenkintos darbu nei VUGPL darbuotojos – 6,7... [toliau žr. visą tekstą] / The aim of the study – to investigate anesthetic nurse’s job satisfaction. The objectives of the study: 1. To investigate satisfaction with nursing profession and specialty, also evaluate general job satisfaction between anesthetic nurse’s, working at KUH, VUHSC, VUEH. 2. To evaluate nurse’s working conditions ( interpersonal relationships, stress, autonomy, salary) and satisfaction with job aspects between nurse’s, working at KUH, VUHSC, VUEH. 3. To identify nurse’s, which are intent to leave the job, connections with working conditions. 4. To identify factors, most motivating nurses to work better. Hypothesis – job satisfaction and satisfaction with job aspects between nurses, which are working at KUH, VUHSC, VUEH, is the same. Methodology: Investigative – anesthetic nurses, which are working at Kaunas University Hospital, Vilnius University Hospital Santariškių Clinics, Vilnius University Emergency Hospital. Investigation method – Questionnaire – based inquiry. Statistical analysis has been made by Microsoft Excel 2003 program. The obtained findings were processed using SPSS for windows 11.1 statistical software package. The results and conclusions of the study : 86% of nurses are satisfied with anesthetic nurse job. Nursing profession would choose again 44 % of nurses, would‘n choose 29% of nurses(p≤0,05). Average of general job satisfaction is higher than medium - 7,1 points. VUHSC (7,3) and KUH (7,2) nurses are more satisfied with job than... [to full text]