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Jaunų vadovų pokyčių valdymo strategijos skirtinguose organizacijos raidos etapuose.
No full textOrganizations today operate in an environment of constant change characterized by globalization processes, digital transformation, market volatility, and evolving employee expectations. Under such conditions, effective change management becomes one of the key factors determining organizational sustainability and long-term competitiveness. At the same time, a growing tendency can be observed for organizations to appoint young managers to leadership positions, expecting them to demonstrate initiative, flexibility, and the ability to manage complex organizational changes. However, young managers often face additional challenges related to limited managerial experience, formal authority, and credibility within the organization, which may influence the change management strategies they choose. The stage of organizational development and the level of organizational maturity create a specific context in which change management takes place. Organizations operating at different stages of development differ in their degree of structural formalization, centralization of decision-making, organizational culture, and readiness for change. As a result, change management solutions that are effective at one stage of organizational development may be less effective at another. Although the scientific literature extensively examines change management models and organizational life-cycle theories, there is still a lack of empirical studies that integrate these perspectives and analyze the change management strategies applied by young managers at different stages of organizational development. The object of the study - organizational change management strategies applied by young managers. The aim of the study - to identify patterns in the selection of change management strategies used by young managers at different stages of organizational development. Main results of the study. The research results indicate that the change management strategies applied by young managers vary depending on the stage of organizational development. In earlier stages of organizational development, young managers tend to apply more flexible, adaptive, and emergent approaches, focusing on active communication, employee involvement, and informal leadership practices. In more mature organizations, structured and planned change management strategies become more prominent, supported by more formalized processes, clearly defined roles, and established organizational systems. The findings also show that limited formal authority and decision-making autonomy encourage young managers to rely more strongly on inclusive communication, interpersonal relationships, and participatory decision-making in order to secure employee support during change processes. The results confirm that there is no single universal change management strategy suitable for all organizational contexts; therefore, change management approaches need to be aligned with both the level of organizational maturity and the competencies and operating capacity of young managers. The findings contribute to a deeper understanding of the role of young managers in change management and provide practical insights for organizations seeking to systematically strengthen young managers’ capabilities in managing organizational change
The relationship between personalization and customer loyalty in e-commerce.
No full textSummary As consumers’ expectations for convenient, fast, and personalized shopping continue to rise, personalization is becoming one of the key drivers of e-commerce success and competitive advantage. It enables companies to better understand individual customer needs and to create tailored content, offers, and experiences, thereby strengthening trust in the brand and fostering loyalty. Technological progress and data-driven decision-making allow businesses to operate globally and provide a seamless, continuous shopping journey at any time and from any location. As a result, e-commerce is increasingly focused on customer experience and value creation, while the pursuit of individualized interaction is becoming a major strategic direction for organizations. In this context, personalization not only increases customer engagement but also supports long-term relationships between the consumer and the online store
Assessment of electric vehicle demand factors in Lithuania.
No full textThe assessment of demand factors for electric vehicles is a relevant topic in Lithuania, as transport is one of the largest sources of pollution that hinders the achievement of the European Union's climate change goals, which define the increasingly accelerated transformation of the transport sector in Europe, the aim of which is to reduce greenhouse gas emissions and air pollution and to strive for our planet to be as clean as possible, and the consequences of climate change to be as small as possible. Meanwhile, the demand for electric vehicles depends not only on technological progress, but also on a set of political, ecological, economic and social factors, and each of these factors can either promote or limit the demand for electric vehicles, or reduce the implementation of climate change goals or the effectiveness of their implementation. This paper aims to empirically assess which factors of demand for electric vehicles are the most significant and most promote or limit the development of electric vehicles in Lithuania. Research object. Factors determining the demand for electric vehicles in Lithuania. Research aim. To assess the main factors determining the demand for electric vehicles in Lithuania. Project results. The assessment of the factors of demand for electric vehicles in Lithuania showed that the demand is mainly determined by the technological factor, the development of electric vehicle charging stations. The quantitative study revealed that, judging by objective data, this factor is the most significant for the growth of the number of electric vehicles in Lithuania. The average annual net salary, as an economic factor, also has a positive effect on the demand for electric vehicles in the long term, but this factor is insignificant in the short term. The quantitative study revealed that the factors of electricity and traditional fuel prices in Lithuania are insignificant. According to the results of the qualitative study, the demand for electric vehicles in Lithuania is also driven by ecological factors, i.e. the totality of factors of GHG emission reduction, energy efficiency and sustainable energy, air quality improvement and climate change prevention and strategic goals. Along with ecological factors, there are also a set of political factors such as international agreements and market strategic goals, international agreements and climate goals, Lithuanian transport and infrastructure policy and political stability, and a set of social factors such as cultural beliefs and education. The results of the study revealed that the demand for electric vehicles in Lithuania is most limited by a set of political factors such as subsidies and financial stability and regulatory and legal factors and social factors such as consumer attitudes and awareness and consumer trust in technology
Expression of burnout among veterinary medicine specialists in the Baltic countries.
No full textOccupational burnout syndrome has become a significant problem in the modern work environment, particularly affecting employees in the veterinary medicine sector. Research indicates that veterinarians face one of the highest risks of burnout, depression, and suicide compared to other professions. Studies conducted in the United States show that more than half of veterinarians experience burnout, and their suicide risk is 2–3 times higher than that of the general population. Risk factors include chronic stress, workplace conflicts, euthanasia procedures, easy access to lethal medications, a heavy workload disproportionate to salary, and societal pressure. Furthermore, empathy and strong emotional involvement in the lives of animals and their owners often lead to compassion fatigue and loss of motivation. In the Baltic States, this issue remains largely unexplored; however, professional practice suggests similar trends. With limited mental health resources, intensive work pace, and market growth, veterinarians in this region are also at risk of emotional exhaustion. To achieve more effective prevention, systematic research on burnout in veterinary practice and the implementation of targeted interventions are essential. Key findings of the study. The qualitative study revealed that burnout among veterinary medicine sector employees in the Baltic States is predominantly driven by organizational factors – excessive workload, demanding busy schedules, imbalance between workload and salary, and a toxic work environment. Professional factors such as client conflicts, work schedules, complex clinical cases, and ethical challenges (e.g., euthanasia) also emerged as highly significant, while individual factors (perfectionism, empathy, psycho-emotional health) were less prominent. Country specific differences were also observed: in Lithuania, greater emphasis was placed on internal workplace factors such as team incompatibility, monotony, and material working conditions. In Latvia, the mismatch between workload and salary, as well as toxic work environments, were strongly highlighted. In Estonia, in addition to common factors, social environment aspects were emphasized more prominently. Regarding burnout manifestations, emotional exhaustion (e.g., fatigue, deteriorating emotional state, inadequate behavior) was the most frequent. Depersonalization (e.g., cynicism, apathy) appeared more strongly in responses from Latvian participants, while reduced personal accomplishment (e.g., loss of motivation, doubts about career choice) was more pronounced in the Lithuanian context
The impact of hybrid work on employee well-being in the healthcare sector.
No full textThe master’s thesis “The Impact of Hybrid Work on Employee Well-Being in the Healthcare Sector” examines one of the most relevant contemporary forms of work organization, hybrid work, which became particularly widespread after the COVID-19 pandemic. In the healthcare sector, the application of hybrid work is especially relevant yet complex, as this sector requires both direct contact with patients and the performance of administrative, managerial, or analytical tasks. Employee well-being in healthcare organizations is critically important, as it is directly related to service quality, employee motivation, and organizational sustainability. Therefore, it is essential to examine how the hybrid work model affects different dimensions of employee well-being in the healthcare sector. The object of this research project is the impact of hybrid work on employee well-being in the healthcare sector. The aim of the project is to reveal the impact of hybrid work on the well-being of employees in the healthcare sector. The first part of the thesis presents a theoretical analysis of scientific literature, examining the concept of hybrid work, its typology, and application characteristics in organizations. It also analyses the concept of employee well-being and its main dimensions: emotional, psychological, physical, and organizational well-being. Previous empirical studies are reviewed to identify the links between hybrid work, employee well-being, and work organization specifics in the healthcare sector. The second part of the thesis presents the methodology of the empirical study. The study involved 399 employees working in the Lithuanian healthcare sector. Data were collected using a questionnaire survey and analysed with IBM SPSS Statistics and Microsoft Excel. The analysis applied descriptive statistics, the Mann–Whitney U test, the Kruskal–Wallis H test, and Spearman’s correlation analysis. Main results. The findings revealed that the hybrid work model has a multidirectional impact on employee well-being. One of the strongest positive relationships was identified with organizational well-being employees with greater autonomy and the ability to choose their workplace evaluated managerial support and the organizational environment more positively. Positive effects were also found for psychological and physical well-being, indicating that more flexible work organization promotes employee autonomy and better overall well-being. However, a paradoxical relationship was identified with emotional well-being: greater flexibility in hybrid work was negatively correlated with emotional well-being. This may be related to the blurring of work–life boundaries, increased self-organization demands, and a constant sense of availability. The analysis of demographic characteristics showed that male employees evaluated their well-being more positively in three out of four dimensions, while the largest differences by job position were observed in physical and organizational well-being assessments. The main conclusions indicate that the hybrid work model in the healthcare sector has a dual effect. It positively influences organizational, psychological, and physical well-being, while simultaneously posing risks to emotional health. To maximize the benefits of hybrid work, healthcare organizations should combine flexibility with clear working time boundaries, consistent communication, and targeted emotional well-being support measures. Recommended practices include working time regulation policies, emotional well-being prevention programs, and managerial training to recognize burnout symptoms. Properly managed hybrid work can serve as an effective tool for strengthening employee well-being; however, it requires a systemic approach and continuous attention to employees’ emotional health
Transformations in strategic decision-making using artificial intelligence.
No full textIn the contemporary global economy, strategic decision-making is increasingly based on big data analysis and advanced digital technologies. One of the most significant transformations of the past decade is the integration of artificial intelligence (AI) into organizational management processes, where decisions are shaped through algorithms, predictive models, and real-time insights. The implementation of AI is associated with the challenges of digitalization; however, it also brings to the fore new problematic aspects related to decision transparency, algorithm reliability, and managers’ trust in AI-generated recommendations. This suggests that the process of strategic decision-making is undergoing transformation, yet the manifestation of these changes in organizational practice remains insufficiently explored empirically
Expression of green organizational culture features in the Utena municipality district.
No full textSustainable development goals, social responsibility, Green Deal, climate neutrality – all these phenomena and requirements encourage organisations to change, rethink their operating principles and values. A new concept has emerged – green organisational culture, which is the result of green practices and initiatives in organisations. Green organisational culture explains why some organisations are more successful in implementing environmental strategies. Municipalities are important implementers of environmental policy, and their environmental performance is assessed in the Lithuanian municipal environmental efficiency rating. The Utena District Municipality stands out for its high environmental performance, which suggests a strong expression of green organisational culture features. An analysis of these features in this municipality allows to understand the factors of success, identification of challenges and planning of measures that could strengthen the implementation of environmental protection principles in the public sector. Object of the study: expression of green organisational culture features. The aim of the study is to reveal the expression of green organisational culture features in a public administration organisation. To achieve this goal, the following tasks have been set: 1) to reveal the concept, structural elements and features of green organisational culture; 2) to identify internal and external factors determining the formation of green organisational culture and the expression of its features; 3) to identify the expression of green organisational culture features in public administration and to develop a theoretical model of feature expression; 4) to identify the expression of the features of green organisational culture in the Utena District Municipality. Methods used in the study: review of scientific literature, mixed methods strategy applied in the empirical part of the work, triangulation of data collection and analysis. Considering the specifics of the public administration entity, a theoretical model of the expression of green organisational culture features was constructed. The research directions became clear: external factors, the expression of green organisational culture features at the political and executive levels. To determine the role of external factors and reveal the expression of green organisational culture features at the political level, a qualitative study was conducted – document content analysis, with 43 documents analysed. At the executive level, a quantitative method was applied – a written survey using a standardised research instrument – a questionnaire. The organisational culture assessment questionnaire by Denison et al. (2006) was selected and modified. A total of 161 respondents participated in the study, and the quantitative data obtained were analysed using descriptive statistical methods. An analysis of national, regional and local government documents showed that external environmental factors act as catalysts, determining the formation of a green organisational culture and the expression of its features in the Utena District Municipality. It was found that political, legal, economic, social and technological factors not only set mandatory guidelines for activities but also encourage voluntary green initiatives that exceed legal requirements. Empirical data confirm the structure of green organisational culture features identified in the theoretical part – all groups of green organisational culture features are present in the organisation, although their intensity varies. The Utena District Municipality has revealed a mature, value-based green organisational culture focused on environmental goals
The impact of business digitization on the Lithuanian labor market.
No full textIn recent years, digitalization has become one of the most important factors changing the economy and the labor market. Artificial intelligence, robotics, data analytics, cloud computing and automation solutions are transforming business processes and work organization. This paper examines the interrelationship between business computing and the Lithuanian labor market, in order to assess how the penetration of digital technologies into enterprises is associated with key labor market indicators. Research object. The impact of business digitalization on the labor market. Research aim of the study. To assess the impact of business digitalization on Lithuanian labor market indicators. The first part discusses the research issues and current trends: it reviews the development of digitalization, the most important directions of technology implementation and their potential impact on the structure and dynamics of the labor market. It also discusses why digitalization is becoming not only a source of competitive advantage, but also an inevitable condition, and the skills and adaptability of employees are gaining increasing importance in the labor market. The second part presents theoretical solutions defining the concept of business digitalization and indicators measuring digital progress. The concept of the labor market, its main indicators (unemployment, employment, activity, job vacancies) and changes in the context of digitalization are discussed in more detail. In addition, theories explaining the impact of digitalization on the labor market are reviewed and the results of previous empirical studies and methods that are most often used to assess such relationships are presented. The third part describes the research methodology for the empirical assessment of the links between business digitalization and the Lithuanian labor market. The data used, their period, the principles of variable selection, and the applied analysis stages are indicated. The methodology justifies how the most appropriate models are selected and what criteria are used to decide on the acceptance or rejection of hypotheses. The fourth part presents the research results and discussion. An econometric assessment is performed to show which digitalization variables are statistically significantly related to specific labor market indicators, and a regression analysis of the dependent variables is presented. Finally, the main results are summarized, their interpretations and connections with the findings of previous authors are discussed, formulating general conclusions about the significance of business digitalization for changes in the Lithuanian labor market. It was found that digitalization is more related to the dynamics of labor market “tensions” (unemployment) than to activity or vacancy indicators, which are more strongly determined by demographic and cyclical factors
EEG signalų analizė Alzheimerio ligos ir frontotemporalinės demencijos atpažinimui, naudojant statistinius ir giliojo mokymosi metodus.
No full textAlzheimer’s disease (AD) is the most common form of dementia, associated with gradual decline in cognitive functions, particularly memory and learning. Another common cause of dementia is frontotemporal dementia (FTD), which is characterised by behavioural changes or language impairments. While there are several diagnostic methods for differentiating dementia subtypes, they are expensive, slow and not widely accessible. Therefore, there is a need for more affordable and accessible differential diagnostic tools. The aim of this study was to implement an EEG signal analysis to recognise AD from FTD using statistical and deep learning methods. Resting-state, closed- eyes electroencephalogram (EEG) recordings from individuals diagnosed with AD and FTD were analysed. Spectral analysis was performed using Fast Fourier Transform, and functional connectivity (FC) was calculated using Pearson’s correlation and coherence. The FC matrices were used as input features for a convolutional neural network (CNN) and, for comparison, for a support vector machine (SVM) classifier. The performance of models was evaluated using leave-one-subject-out cross-validation. Feature importance for the CNN classification was obtained using gradient input saliency. The results revealed that theta band power was significantly higher in the AD group compared with the FTD group, while no significant differences were observed in other frequency bands. Furthermore, the AD exhibited a tendency toward higher theta band FC in frontal and posterior temporal regions, while FTD exhibited a tendency toward higher alpha band connectivity in central regions. The CNN-based model achieved higher classification accuracy than the SVM classifier, with accuracies of 85.6% (SD = 25.8) and 57.1% (SD = 35.4). Frontal and occipital region connections were identified as the most important connectivity features for distinguishing between AD and FTD. These results show the potential of EEG features combined with deep learning models as a more affordable and accessible tool for differentiating dementia subtypes
Research on bending elements of wood - concrete composite structures.
No full textThe application of timber and concrete composites in construction is expanding due to their effective mechanical properties. However, the essential challenge in order to ensure the monolithic operation of the structure remains the selection of a suitable interlayer connection and the evaluation of its behavior. In the final master's thesis, a timber-concrete composite beam floor is analyzed, the elements of which are connected by an adhesive connection. The literature review confirmed that adhesive connections, mostly epoxy–based, are considered rigid in engineering calculations due to their minimal deformations. Analytical calculations were performed based on the Eurocode 5 methodology and applying the rigid connection assumption. Normal and tangential (shear) stresses were calculated according to classical mechanics formulas, and deflections were calculated applying Timoshenko beam theory, which evaluates shear deformations. These theoretical results were verified by creating a numerical model in the "Robot Structural Analysis Professional" software environment, which was also based on the rigid connection assumption. In the experimental part, laboratory push-out tests were performed investigating connections with silicate adhesives and their mixtures with pozzolanic materials. Based on the obtained test results, the real slip modulus of the connection was calculated. This experimental value was applied in the "Gamma" method described in Eurocode 5 Annex B in order to refine the theoretical model and evaluate the real behavior of the structure