Vilnius University Proceedings
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The Reasons Behind Sustainable Product Purchases. What Affects Consumers More – Cognition or Emotions?
Get PDFMore and more scientists are pointing to the need for sustainable consumption research in order to find an effective way to promote sustainable products among consumers. Scientists note that sustainable consumption is often illusory. The research shows that consumers have a positive attitude towards sustainable products, but that does not always correlate with actual consumers’ purchasing behaviour. Accordingly, the question arises of how to promote consumers to buy sustainable products. Recent theories in the field of decision-making, such as Dual Processing theories, place increasing importance on emotional response. The aim of this article is to investigate the emotional and cognitive factors that affect consumers’ intentions to buy sustainable products. Based on theoretical aspects, a model that examines the intersection between the emotional and cognitive responses on consumers’ intentions to buy sustainable products is proposed
Managers’ Strategies to Support Employee Well-Being in Remote Work Environment
Get PDFIn today’s dynamic environment, employees’ well-being at work has become a matter of concern not only to employees, business but also to scholars. Workplace well-being relates to how employees feel about their work, their working environment, the climate at work and of course work organisation. Over the past few years in businesses environment numbers of remote workers had increased, thus this change leads to the need for theory and research on how managers can support employees’ well-being in remote work environments. The analysis of the scientific literature allowed to detect aspects of employees’ well-being, reveal managers’ strategies related to supporting well-being at remote work. Based on the obtained results and scientific literature review, the conceptual model of managers’ strategies to support employees’ well-being in remote work environments is presente
The Abstract Book of the International Conference Populism in National and Global Media (24-25 November, 2023)
No full textThe theme of the Conference − Populism in Local and Global Media − appeared naturally from the insightful observation of the rise of nationalist political discourses in media, citizens’ protests, and their views expression on social media, associated with major political events and campaigns - the COVID-19 pandemic, Russia’s war in Ukraine, and the dramatic economic setback in recent years. This situation was well exploited by a range of actors (media professionals, politicians, influencers, and celebrities) in their populist communication and rhetoric across different media channels. In the light of all these constellations and challenges in Europe and worldwide, an idea evolved to invite media scholars and practitioners to discuss the nexus between populism, politics, communication, media, and wider society. Thus, we were pleased to receive numerous insightful proposals by media and communication scholars from Lithuania and abroad and to hold this illuminating conference on the populist communication and the multiplicity of the populist discourses in media. The The Abstract Book includes the welcoming text by the organizers, the conference programme, the abstracts of the keynote panels, and the abstracts of the thematic paper panels
Links Between Leader Identity, Leadership Identity and Their Fusion
Get PDFGrowing body of research in leader and leadership identity exhibits the topic’s importance in today’s turbulent and uncertain global environment. Leader identity, which is related to the personal development of the leader, analysed at personal, relational and collective (group) levels. However, leader identity does not fully support leadership. Leaders operate and grow within the context of the people they lead – the group, the followers, who collectively possess social (group) identity. Researchers view this as a complex phenomenon involving shared values, perspectives and goals. There is no distinct line that separates leader identity from group identity, but there is an area where they clash. As a personevolves as a leader, leader identity is expected to incorporate more elements of group identity and develop towards it, although that is not inevitable. The current studyemphasises leader-follower interactions and identity fusion, linking them to identity leadership development and suggesting possible outcome
Big Data Application for Traffic Estimation on a Website: Big Daddy Case
Get PDFWhile living under rapidly changing conditions innovation, flexibility and readiness to change are grounding prosperity of the firm. But any changes for companies should be reasoned and made on the basis of analytical approach. Big data usually could help in this situation without spending time and money on expensive research activities. Therefore, this paper is focused on big data application on customers’ behavior switching from one product to new its look. Modeling is based on few monthsˈ daily data with application of regression analysis and the least squares method. The major finding comes up with the estimation output that the new webpage is more popular among IOS and WEB users, although Android systems showing negative impact on switching to new websit
Intergenerational Divide: Can One Motivational Approach Drive Them All?
Get PDFIn the past decade, Human Resource professionals have faced an increasing challenge in dealing with issues related to intergenerational divide in the workplace, as four different cohorts coexist. This divide is influenced by a variety of factors such as increased life expectancy, rapidly evolving technologies, the era of social networks, declining demographics, and many others. Moreover, the turbulences in the world over the last few years, such as the Global pandemic, have only highlighted existing problems and presented additional challenges. Motivating employees is inherently a complex issue, and dealing with generational differences becomes even more so. Due to that, organizations, their HR professionals, and managers are confronted with the question of whether it is possible to create a single motivational system for employees of all generations, or whether a tailor-made approach is needed. Even though it is nearly impossible to answer the mentioned question unequivocally, the goal, while writing this article, was at least to move towards the point of better understanding. After analysing multiple studies carried out by various scholars, as well as research papers, not only generational differences were touched upon, but also similarities in the context of motivation. Moreover, four motivation drives were characterized, which, as it turned out, correlate quite closely with the main similarities of cohorts in the context of motivatio
58. Linguistisches Kolloquium: Sprachenvielfalt in der Welt und für die Welt
No full textThe thematic area of this year’s Conference is linguistic diversity, which we understand as diversity of cultures, diversity of attitudes and values reflected in language, and opportunities for mutual understanding and cultural enrichment. Linguistic diversity is exciting not only as a phenomenon by itself, but also as an object of research, which makes it possible to draw interesting parallels from typological and comparative perspectives as well as to investigate individual languages and viewpoints expressed in them.
Linguistic diversity is also closely connected with multilingualism, which emphasises the individual and communicative aspects of linguistic diversity. In many everyday situations people communicate in several languages. Multilingual individuals or groups are more the rule than the exception, which is especially relevant in the context of small countries and small languages. Multilingualism is a way to deal with linguistic diversity on an individual level, as linguistic diversity highlights the necessity of speaking more than one language in order to understand the world and human beings better. Therefore, the topic of linguistic diversity also embraces the possibilities of learning several languages. Das Thema dieses Jahres ist Sprachenvielfalt, die wir mit der Vielfalt der Kulturen, der in der Sprache eingefangenen Welt(an)sichten und daraus entspringenden Möglichkeiten des gegenseitigen Verständnisses und der Bereicherung verbinden. Sprachenvielfalt ist nicht nur als Erscheinung, sondern auch als Forschungsobjekt faszinierend: ermöglicht nicht nur interessante sprachtypologische und kontrastive Betrachtungsweisen, sondern auch die Untersuchung der sich durch und in der jeweiligen Sprache äußernden Weltbilder.
Sprachenvielfalt ist außerdem eng mit der Mehrsprachigkeit verknüpft, welche die individuelle und kommunikative Dimension der Sprachenvielfalt in den Vordergrund rückt. In vielen Lebensbereichen und Situationen kommunizieren die Menschen heutzutage in mehreren Sprachen. Die Mehrsprachigkeit einer Person oder einer ganzen Personengemeinschaft ist eher die Regel als die Ausnahme. Besonders trifft es auf kleine Länder und Sprecher der kleinen Sprachen zu. Mehrsprachigkeit ist der Weg, mit der Sprachenvielfalt auf individueller Ebene umzugehen. Denn schließlich bedeutet Sprachenvielfalt, dass man immer mehr als eine Sprache beherrschen muss, um die Welt und die Menschen besser zu verstehen. Somit umfasst das Thema der Sprachenvielfalt auch die Möglichkeiten des Erlernens von mehreren Sprachen
The Impact of Green Human Resource Management Practices on Organisational Performance
Get PDFGHRM integrates environmentally friendly principles into human resource policies and strategies, positively impacting the environment and organisational outcomes. By adopting GHRM practices, organisations can enhance their reputation, attract and retain top talent, and increase employee engagement. Initiatives such as eco-friendly recruitment processes, training programs on sustainability, and green employee benefits contribute to a positive organisational culture focused on environmental stewardship. Furthermore, GHRM practices promote resource efficiency, waste reduction, and eco-innovation within the organisation. These efforts result in cost savings, improved operational efficiency, and increased competitiveness. GHRM also facilitates compliance with environmental regulations and reduces the risk of legal and reputational damage. Ultimately, the implementation of GHRM practices leads to improved organisational performance by aligning environmental goals with strategic objectives, fostering employee commitment, and gaining a competitive advantage in the marketplace. Embracing sustainable HR practices is essential for organisations seeking long-term success in the context of environmental challenges and changing societal expectations