Generolo Jono Žemaičio Lietuvos karo akademija

Public organizations, including the armed forces, like other employers, are looking for candidates for soldiers and military personnel in the labor market. Taking into account the attributes that make up the attractiveness of an employer and their interdependence, a study was carried out in the course of which the aim was to find out how one of the public organizations, the armed forces, is perceived by people who may become soldiers or who may take up a job in the military how the sources of information through which it reaches them are assessed, and which of its features may attract their attention. The goal was achieved by carrying out, in the first quarter of 2022, a nationwide survey of people between the ages of 18 and 44. Aiming to better understand the opinions of respondents, an analysis of the labor market situation in all voivodeships was carried out. To analyze the collected data and present the results, Statistica v.13.3 and R/RStudio software were used. As a result of the survey, it was possible to establish that the armed forces enjoy a high level of trust among citizens. Respondents assessed the qualities and motives, tangible and intangible, that may encourage service and work in the military due to the potential benefits for candidates. From the perspective of the armed forces, indications as to individual elements can be the basis for improving personnel policies and marketing communications.

Primarily, purpose of the current research was to examine the influence of Human resource factors like job security, job autonomy and promotional practices on employee motivation and job satisfaction among employees of petroleum firms in Indonesia. Moreover, the research has also surveyed the mediating aspect of employee motivation among mentioned HR factors and job satisfaction. For data collection, the survey methodology was chosen for the present study. The researcher used convenience sampling for collecting data from employees of petroleum organizations. The response rate of the present study was 73%. For analysis, PLS-SEM tool was used by the researcher. Findings of the study revealed that all these HR factors, job security, job autonomy and promotional practices are significant predictors of employee motivation and employee job satisfaction. Moreover, employee motivation mediates significantly among job security, job autonomy, promotional practices, and job satisfaction. The present study fills the gap of limited studies regarding the application of HR factors to enhance motivation and job satisfaction of the petroleum sector employee. Findings of current research are beneficial for the policymakers, petroleum sector and academicians of HR discipline.

The basic objective of the present study is to examine the mediating role of employee loyalty among organizational leadership, organizational culture, employee empowerment, human relational values and profitability of the firm. Moreover, the present study also examined the direct impact of organizational leadership, organizational culture, employee empowerment, human relational values on employee loyalty and the effect of loyalty on profit as well. The researcher used a survey method to collect data from the employees of the cement industry of Indonesia. The valid response rate of the study was 80.5%. For the analysis of the data, the researcher used Smart PLS-3. The findings of the study revealed that organizational culture plays a mediation role between organizational leadership, organizational culture, employee empowerment, human relational values and profitability of the firm. Moreover, loyalty has a significant positive impact on firm profitability and organizational leadership, organizational culture, employee empowerment, and human relational values significantly impact employee loyalty. The present study fills the gap of limited HR studies to enhance organizational profit. The findings of the study are helpful for the policymakers to use these HR strategies to retain customers for a longer period of time.

The article aims to present financial analysis in determining the possibilities of human capital development, i.e., increase in the value of an enterprise through development of human capital. The market value of an enterprise is to a large extent dependent on its intellectual capital, including human capital. It may be said that human capital constitutes a ground for an enterprise’s development through work, creativity in operation, adjustment to a fast-evolving environment. Emphasizing the importance of the above content, as “hidden” assets of the enterprise, human capital is not fully included in the company’s financial reporting. Despite the often enormous intangible contribution into preparation, use of complex methods for selecting the right employees, implementation of an incentive system, performance evaluation and staff development, organizational procedures that absorb a series of activities to ensure growth of the company’s value and which should be included in its financial statements, are underestimated.

Currently, it has become generally accepted in the leading countries of the world to consider human capital as the basis of the state, society and the economy. In the modern post-industrial society of the leading states of the world, the life and creative potential, human abilities are the core of all socio-economic processes, this is especially relevant in the context of the globalization of the world economy and the free flow of any capital, including human capital, both inter- and in-country. Meanwhile, in Kazakhstan, human capital is perceived as something burdensome and unnecessary. In Kazakhstan society, it is still not customary to talk about the priority of the quality of human capital in the process of creating products. Separate studies of recent years unequivocally indicate that Kazakhstan as a whole and Kazakhstani enterprises in particular will soon face serious difficulties in the area of human resources. Managers of enterprises, both in the public and private sectors, relate to the creation of conditions for the development of the human capital of their employees as a waste of time and money. Such a position essentially reflects not only the low level of management culture, but also strategic mistakes in doing business in Kazakhstan. On this basis, for Kazakhstan, the trends in the development of human capital are of undoubted interest and have practical significance.

A profound transformation of modern culture in line with increasing individualism and self-interest have been observed in the last few decades. While competing for limited resources, public organizations have to tackle the issues of lower commitment and turnover of employees. A recent shift of Lithuania’s defence policy revealed the issues, related to the attraction and retention of qualified personnel. It appears that organizations have to fulfil the demand for loyal and committed personnel and to deal with increasing individualism and self-interest. Thus, the research aims to investigate if and how values congruence of defence organization is interrelated to intentions of personnel to continue and organizational commitment. Theoretical discussion, related to person and organization fit, vlues congruence and organizational commitment, let to develop a questionnaire. The analysis is grounded on the survey of personnel deployed in one unit of defence organization. The final sample comprised 56 respondents. The results confirm the assumption that higher affective commitment increases intentions to stay with organization. In addition, the conclusion that personnel demonstrate identification with organization can be made. Second, the study demonstrates that physical values congruence is positively interrelated with affective commitment. Hence, the sense of favourable social guarantees, benefits, appropriate work place and health consideretaions influence individual’s identification with organization. The implications for top-level management lie in the possibility to monitor values congruence and subsequently, increase organizational commitment of staff.

Institutional identity is probably seen as the best and the only effective way for dealing with the uncertainties of postmodern society. The theory of institutional identity as positive interaction and development of personal and social identities and the foundation of self-image and self-esteem is especially important in the context of military organization. Defining or redefining the identity and its role in contemporary society has become the priority for the scientist. Mutable character of postmodern identity and identities’ diversity put to inconvenience the traditional understanding of this phenomenon. The phenomenon of postmodern identity has brought some difficulties into creation of universal concept of institutional identity. Institutional identity of the Armed Forces is reasoned by the postmodern transformations of the society. Transformations in the Armed Forces (changes in mission, structure, woman’s role, etc.) have shifted traditional identity of the militaries toward contemporary society: i.e. it has become multidimensional and fragmented. The process of creation of institutional identity in the Armed Forces should be based on peculiarities of postmodern individuals: rational way of thinking and their self-esteem.

Despite the great popularity of employer branding among practitioners, research in the field still poses a number of critical questions and issues for management scholars. Given an implicit but undeveloped employer branding theory and its conceptual ambiguity, this paper reviews terminology of the phenomenon, clarifying the essence of employer branding from both marketing and management perspectives. Employer branding process is investigated through comparative analysis of available employer branding frameworks and, overcoming their limitations, an integrative conceptual employer branding model is developed and an analytical three-step process for employer brand development is suggested as a means towards sustainable organization.

Due to a dynamic environment, human resource competency evaluation and factors influencing its outcome are in constant change. Evaluation of human resource competency and factors influencing its quality are widely discussed subjects in scientific literature with ample controversial viewpoints. Various definitions, points of view and models makes it difficult to choose the best option when evaluating human resource competency and may be the source of the following problem: how to know that the chosen competency evaluation method will convey reality and deliver objective results that could be used as a basis for human resource development related decision making in the future. This study analyses different scientific views on the human resource competency evaluation process. The purpose of this study is to develop a conceptual model for competency evaluation of professional military service in the Lithuanian armed forces that would allow for human resource potential evaluation and form a basis in human resource development related decision making processes in organization. Multiple criteria assessment methods were used for identification and evaluation of factors influencing human resource competency. As a result of conducted research, authors developed the conceptual complex model for competency assessment of professional military service in the Lithuanian armed forces, which enables objective identification of human resource competency influencing factors and forms the foundation for decisions related with development of human resources in organization.