Generolo Jono Žemaičio Lietuvos karo akademija

Leadership competence is a unique set of qualities, skills, knowledge and abilities attributed to specific social and professional groups. Cultural circumstances mean that societies in different countries may have different views on the nature, development opportunities and scope of leadership competences. There are also more and more differences occurring in the views resulting from generational differences. In addition, existing stereotypes in societies are constantly fuelled by media messages, which determines how the image of different formations, including soldiers, is assessed. Bearing in mind the complexity of the nature of leadership, different views of both theoreticians, practitioners and laymen in terms of leadership competence, or even the natural attribution of leadership competence to soldiers and the essence of leadership in the military environment, the author of the article has made efforts to show what kind of leadership competence is held by the soldiers in Poland in the opinion of representatives of the youngest generation (generation Z). This article is based on an in-depth analysis of the source literature (Polish and foreign) and the results of empirical research. Ascertainments and conclusions presented in the article confirm the conviction about the complexity of the nature of leadership, leadership competences, as well as the functioning of stereotypes in the society, which in a certain natural way determine the ways of thinking and the course of cognitive processes.

In order to compete in current international and local markets, organizations must find ways to reduce their cost. One of the reasons for the increased cost of organizations is employee absenteeism. The present study aimed to assess the impact of work overload, role ambiguity, and role conflict on job stress and absenteeism. The present study also explored the mediating impact of stress among mentioned independent variables and absenteeism. The data of the study was collected from the employees working conducted electronic goods-producing firms of Indonesia through convenience sampling. The findings of the study confirmed all proposed hypothesis. The findings of the study fill the gap of few studies tried to identify the role of different factors, creating stress and causing absenteeism among employees of the manufacturing sector of Indonesia. The results of the research are helpful for the policymakers of the sector and HR managers to device policies by which they can engage the employees.

The purpose of the present research was to explore the impact of procedural justice on organizational learning, employee knowledge sharing, and organizational trust. The present study also examined the mediating effect of organizational trust and knowledge sharing as well. The researcher adopted a survey method for the collection of data in the present study. The data was collected from the employees of automobile firms in Indonesia. The valid response rate of the data collected was 63.27%. For the analysis purpose, the study used PLS 3 software. The findings of the study support all of the proposed direct and mediation hypothesis. The study contributes to filling the gap of few studies regarding HR factors to enhance the organizational learning in the automobile sector of Indonesia. The present study is also helpful for the policymakers of the automobile sector and academicians of HR to better design their strategies for organizational learning and to achieve long term goals.

The prime objective of the current study was to examine the relationship between self-efficacy, work environment, career identity, work engagement and job embeddedness. Furthermore, the mediating association of work engagement is also examined in the proposed model. This study is conducted in the hotel industry of Indonesia. The data was gathered from the workers of different hotels. The response rate of the present study is 75.3%. PLS-SEM tool is used by the researcher for the analysis of the present study on the basis of data collected. The findings of the study point out that work engagement of the employees is significantly impacted by self-efficacy, career identity and work environment, which in turn have a significant link with job embeddedness. Moreover, mediating relationship work engagement is also proved significant statistically in the present paper. The findings of the study fill the gap of limited studies conducted to examine strategies for the creation of job embeddedness among employees. In the end, the results are important for the policymakers of the hotel industry by which they can develop strategies to create work engagement and job embeddedness among employees of the hotel sector.

Achieving positive production and economic results in the businesses is no longer a product of the efforts of an organic circle of people, but a result of the activity of the members of the entire organization.Thus, the issue of employee motivation and commitment to the business entity becomes one of the basic prerequisites for the organizational efficiency and success. The lack of motivation and attachment to the goals of the company lead to increased staff turnover and reduced efficiency. This makes the investment of training, qualification and professional development of the human resources meaningless. The aforementioned necessitates the study and analysis of the main factors, which determine the people’s behavior at work, their motivation and involvement in the business entity.The purpose of this research is to investigate the relationship between the motivation of human resources and their commitment to the business organization. Establishing the interaction between the different determinants is essential in practical terms, as it allows one to predict the appearance of a certain attitude or behavior in the presence of the others.

The scientific work illustrates the newly developed methodical approach to complex statistical research of environmental security of differentiated territories. It is based on the method of integrated assessment of the level of environmental security as the result of the mutual influence of industrial and economic, nature-protective activities of environmental innovations. On its basis, the analysis of environmental situation has been carried out both of the countries of the world and separate territories. The directions of improvement of statistical observation have been justified in the field of environmental security, which include modernization of the forms of manifestation of international observation practice. This provides a combination of statistical indicators and the correct conduct of interterritorial comparisons.

The research work considers the essence and features of human capital accumulation at the company level in order to provide its economic security. The main components of intellectual capital in the format of human, organizational and customer capital have been studied. The managerial rationality of using the method of direct evaluation of intellectual capital and the method based on market capitalization has been proved. Both methods give the greatest organizational effect in providing economic security. The empirical study of using the quantitative assessment of human capital of a machine-building company has been carried out in order to strengthen its economic security.

With regard to its territorial size, economy and political power; Germany represents one of the most sustainable, competitive and economically developed Member States of the European Union. However, development of the knowledge-based economy on one hand and negative demographic trends on the other hand will force Germany to cover the growing demand for high-skilled labour force from non-EU countries in the coming years to keep this position. The paper analyses competitiveness within the framework of security and sustainability of the Federal Republic of Germany concerning labour migration from the third countries. Main research question of this article is formulated as follows: How can migration from the third countries influence economic development and competitiveness of Germany in terms of state’s demographic problems? With regard to the above, we try to verify our hypothesis claiming that compensation of the domestic workforce through regulated migration flows – necessary because of declining and aging population and skill disharmony in Germany – is only a short-time solution of the current situation on the German labour market, but it is not sustainable in the long run.

Network capital is a little explored phenomenon, but it is difficult to imagine the existence of man and society without networking effect. Network capital is a special type of social capital, its new branch in the e-society, the result of scientific and technical progress, in particular, the development of information and communication technologies (ICT). Network capital has a huge impact on the formation of modern society, accelerating and facilitating the development of globalization process and processes of global resource sharing and redistribution. Due to this positive influence, it blurs boundaries between global and local problems, creating new opportunities beyond the limitations of space or time, contributing to the economic development of enterprises at the local, regional and global level. Thereby becomes topical the necessity for a more efficient management of network capital, as well as the need to develop methods of its measurement and analysis. In the first part of the paper, authors examined the relevance of network capital phenomenon and generalized examples of its use in the modern e-society. In the second part of the article authors identified place of network capital in the context of aggregate capital, conducted a literature review, summarizing the main principles and concepts of network capital theory. The literature review showed that the role and possibilities of network capital development are poorly understood, a very small number of researches have been carried out on the subject and they do not present enough empirical analysis. The differences in terminology and interpretation of the phenomenon was revealed as well. In the third part of the article, authors analysed dynamics of the main ICT infrastructure indicators and indicators, which effect the development of network capital. The research helped to identify the main trends in network capital infrastructure changes over the past 10 years, as well as to ascertain the main problems and imbalances in its development. The analysis showed that between network capital and economic development of the country presents a very strong logarithmic dependence. At the end of the article authors presented conclusions on the work done. The paper is a preparatory base for further research in the field of network capital.

The present study is devoted to researching the peculiarities of the hierarchy of motives in the structure of professional motivation 44as a sign of success of the professional activity of private security company employees in Latvia. C. Zamfir’s Work Motivation Inventory (WMI) was applied as the research method. The results have revealed that the motives directly related to professional activity do not have a leading function. The presence of the authoritarian syndrome as an axiological political phenomenon, which serves the regulating function of company employee behaviour, indicates the existence of an internal crisis and the necessity of changes in the operation of the companies. It is stated that the combination of motives with high ranks in the structure of professional motivation can be viewed as a prognostic factor of sustainability/unsustainability of development of the company as a whole.