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The Evolution of Theoretical Models of Employee Engagement: from Instrumental Effectiveness to a Holistic Psychological Well-Being Approach

Dovilė Švažė Rimantas Stašys

https://doi.org/10.15181/rfds.v49i2.2821

Pub. online: 2 Jul 2026 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 49, Issue 2 (2026), pp. 181–192

Abstract

Although employee engagement has dominated management practice for several decades, the scientific discussion still encounters

the fragmentation of the construct. This article examines the transformation of the concept of employee engagement, from early

notions of organisational effectiveness to modern complex multi-dimensional constructs. A systematic analysis of scientific sources

revealed that the concept of engagement has evolved from a limited, results-oriented approach to a holistic (full engagement) model.

The review highlights fundamental theoretical frameworks, including the job demands-resources model, social exchange theory,

and the caring human resource management approach. The lack of consensus indicates the complexity of the phenomenon under

investigation, and contemporary trends emphasise the need to align organisational goals with employees’ personal needs and values.

Fatherhood and Motherhood in Higher Education Institutions: the Formation of Inequality in Career Achievement / Tėvystė ir motinystė aukštojo mokslo institucijose: nelygybės formavimasis siekiant karjeros

Agota Giedrė Raišienė Sigita Juravičiūtė Aušrinė Greičiūtė-Solovejė All authors (4)

https://doi.org/10.15181/rfds.v49i2.2817

Pub. online: 2 Jul 2026 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 49, Issue 2 (2026), pp. 128–140

Abstract

Academic careers are based on expectations of high productivity, professional mobility and constant availability, therefore parenthood

and motherhood in the academic environment become a relevant issue of work organization and career opportunities. The aim

of the article is to reveal the preconditions for unequal career opportunities for employees with children in academic organizations.

The study is based on a qualitative interpretative design, and data were collected through semi-structured interviews. The study highlighted three interrelated processes that take place in the academic environment, which form unequal career opportunities. These are

the transfer of professional requirements outside the formally defined working hours, conditionally applied and unequally accessible

flexibility, and the impact of these processes on employees professional pace, engagement and career decisions. It has been established

that employees‘ experiences differ and this depends on gender, career stage and available support resources. The article shows how everyday academic work practices become a prerequisite for the formation of unequal career opportunities.

The ASSessment of Leadership Coaching Style in an Organisation

Marijus Grigaliūnas

https://doi.org/10.15181/rfds.v47i3.2762

Pub. online: 4 Dec 2025 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 47, Issue 3 (2025), pp. 55–71

Abstract

In a rapidly changing business environment, leaders are required not only to deliver agreed results and ensure operational control,

but also to actively develop employees by strengthening their autonomy in everyday situations, increasing engagement, and fostering

responsibility in solving organisational challenges. However, in the context of organisational management, the concept, features and

application methods of leadership coaching differ. Organisations lack clear criteria for evaluating the effectiveness of leadership

coaching, its application remains inconsistent, and the understanding of the concept among managers and employees is often contra􀀐

dictory. The scientific problem: what evaluation criteria can be used to analyse the educational leadership style? This article presents

a literature analysis, discussing the theoretical aspects and evaluation criteria of leadership coaching, while emphasising termino􀀐

logical overlaps between leadership coaching, coaching, mentoring, and related approaches. Theoretical insights are applied in an

empirical study conducted in a Lithuanian enterprise, integrating the 70:20:10 learning model. The findings revealed that leadership

coaching is applied only fragmentarily: managers tend to overestimate their developmental abilities, while employees often do not

perceive consistent support or clear developmental processes. The article proposes measures to systematically strengthen leadership

coaching, ensure employee involvement, and evaluate the effectiveness of developmental practices in organisations.

Assessment Methods for the Corporate Culture Level in Enterprises

Iryna Fedotova Nadiia Bocharova

https://doi.org/10.15181/rfds.v46i2.2726

Pub. online: 4 Jul 2025 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 46, Issue 2 (2025), pp. 31–48

Abstract

The article examines methods for assessing the level of corporate culture in an enterprise, their characteristics, and their application in the modern business environment. The main approaches to evaluating corporate culture, including quantitative and qualitative methods, are analysed. Special attention is given to their role in improving management efficiency and shaping a company’s development strategy. The study highlights the importance of corporate culture as a factor influencing the competitiveness and sustainability of an enterprise. The findings may be useful for managers, analysts and researchers in the field of corporate governance.

An Examination of the Relationship Between Training and Development, Retention and Employee Engagement: a Selective Literature Review

Indrajit Goswami Nigel D’Silva Vimal Kumar

https://doi.org/10.15181/rfds.v45i1.2703

Pub. online: 18 Mar 2025 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 45, Issue 1 (2025), pp. 37–48

Abstract

This research examines the interrelationships between employee engagement, retention and strategically designed training and development (T&D) programmes, examining their collective impact on organisational growth and success. A selective review of extant

literature, coupled with a secondary qualitative methodological approach, was employed to develop a holistic understanding of these interconnected constructs. The findings underscore the critical role of effectively designed and implemented T&D programmes in driving

organisational growth. The analysis of innovative approaches adopted by various organisations reveals that such programmes generate

a range of positive outcomes, including enhanced employee performance, increased productivity and improved revenue generation.

Moreover, these strategic initiatives contribute to an enhanced organisational reputation and a more favourable public image.

Logistikos įmonės sandėliavimo paslaugų teikimo gerinimas taikant komandinį darbą

Justinas Žvaginis Arnoldas Petrulis

https://doi.org/10.15181/rfds.v44i3.2643

Pub. online: 25 Oct 2024 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 44, Issue 3 (2024), pp. 126–140

Abstract

Komandinis darbas leidžia organizacijoms išlaikyti aukštą konkurencingumo lygį, spręsti kompleksines problemas ir įgyvendinti

išsikeltus tikslus. Remiantis mokslinės literatūros autoriais, pateikiamos komandinio darbo sampratos, aptariamos komandos narių

savybės ir kompetencijos, vadovo poveikis komandiniam darbui. Tai leido išskirti tyrimo atlikimo vertinimo kriterijus. Nustatytas

kompetencijų komandiniame darbe vertinimo, vidutinio ir žemiausio lygmenų darbuotojų tarpusavio supratimo trūkumas. Apibendrinus

vadovo, vidutinio ir žemiausio lygmenų darbuotojų tyrimo duomenis, galima apibrėžti komandinio darbo logistikos įmonėje

gerinimo galimybes.

The Role of the Leader‘S Communication in the Organisation

Rasa Dobržinskienė

https://doi.org/10.15181/RFDS.V42I1.2599

Pub. online: 5 Mar 2024 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 42, Issue 1 (2024), pp. 26–36

Abstract

Nowadays it is not enough to be a good manager, because that model of managing creates a distance between the administration

and the employees in an organisation. Leadership is a new category of managing an organization, and it creates a closer relationship

between the staff. The leader must have certain qualities, one of which is good communication. It makes for a reliable communicative

network connecting the management, colleagues and employees. Communication is an important factor in an organisation’s activity

and in the relationships between the staff. The concept of leadership is a complex concept, as it is constantly changing, depending on

global changes relating to the management of organisations. Modernity requires a different attitude and behaviour from leaders: they

become guides, mobilisers of the team with which they pursue common goals. In order to achieve common goals together, a leader

must communicate properly. The ability to gather teams and gain their trust is important for effective communication by a leader, so

that communication goes smoothly, and this allows for achieving the common goals of the organisation.

Didelės gamybos įmonės žmogiškųjų išteklių valdymo sistemos modelis

Algirdas Giedraitis Rimantas Stašys

https://doi.org/10.15181/rfds.v36i1.2509

Pub. online: 21 Feb 2023 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 39, Issue 1 (2023), pp. 36–45

Abstract

Šiame straipsnyje pateikiama priemonė, leisianti tobulinti žmogiškųjų išteklių valdymo sistemą didelėse gamybos įmonėse, siekiant

veiklos efektyvumo. Tyrimo tikslas – išanalizavus žmogiškųjų išteklių valdymo sistemos praktikas ir pasekmes, pateikti žmogiškųjų

išteklių valdymo sistemos tobulinimo modelį. Remiantis mokslinės literatūros šaltinių analize ir atliktu kokybiniu tyrimu (16 informantų

– vidutinio lygio vadovų) didelėse gamybos įmonėse Klaipėdos apskrityje, sukurtas žmogiškųjų išteklių valdymo sistemos

tobulinimo didelėje gamybos įmonėje modelis. Jame pateikti trys pagrindiniai žmogiškųjų išteklių valdymo sistemos etapai, nurodant,

kad sistemą sudarančių priemonių rinkiniu siekiama veiksmingumo. Modelis apima griežtai reguliuojamą ir lankstų požiūrį į

žmogiškųjų išteklių valdymą. Derinant bendruosius gamybos įmonės poreikius ir darbuotojų siekius, vykdomi organizaciniai procesai,

užtikrinant kiekvieno darbuotojo tobulėjimą ir organizacijos veiklos efektyvumą.

Savanorių pritraukimo į ne pelno siekiančias organizacijas priemonės

Jolanta Vaicekavičienė Arnoldas Petrulis

https://doi.org/10.15181/rfds.v38i3.2447

Pub. online: 13 Oct 2022 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 38, Issue 3 (2022), pp. 83–95

Abstract

Ne pelno siekiančių organizacijų vykdomų veiklų sėkmė daugeliu atvejų priklauso nuo savanorių. Straipsnyje aptariamos ne pelno

siekiančios organizacijos ir savanorystė. Remiantis mokslinės literatūros šaltiniais, pateikiamos ne pelno siekiančių organizacijų ir

savanoriškos veiklos sampratos, skiriami savanorių pritraukimo vadybiniai aspektai, į kuriuos atsižvelgus pasirinkti tyrimo atlikimo

kriterijai. Nustatyta, kad savanorių patiriamų pagrindinių išlaidų kompensavimas paskatintų juos įsitraukti į ne pelno siekiančių

organizacijų veiklą. Apibendrinus savanorių ir organizacijų darbuotojų (ekspertų) tyrimo duomenis, atskleisti savanorių pritraukimo

į organizacijos veiklą motyvuojantys veiksniai.

Vadovų požiūrio į darbuotojų asmenines ir organizacines pasipriešinimo technologiniams pokyčiams priežastis kokybinis tyrimas

Birutė Paulikienė Julius Paulikas

https://doi.org/10.15181/rfds.v38i3.2444

Pub. online: 13 Oct 2022 Type: Article

Open Access

Journal: Regional Formation and Development Studies Volume 38, Issue 3 (2022), pp. 43–51

Abstract

Organizacijų gebėjimas sklandžiai diegti technologinius pokyčius savo veikloje yra vienas esminių veiklos sėkmės veiksnių. Technologinių

pokyčių diegimo nesėkmes dažnai lemia ne technologiniai, o žmogiškieji aspektai. Straipsnyje tiriamas viešojo keleivinio

transporto įmonių vadovų požiūris į jų organizacijų darbuotojų pasipriešinimo technologiniams pokyčiams priežastis, analizuojami

asmeninių ir organizacinių pasipriešinimo pokyčiams priežasčių skirtumai. Kokybinio tyrimo – organizacijų vadovų interviu – rezultatai

atskleidė, kad pagrindinės pasipriešinimo pokyčiams priežastys priklauso nuo asmenybės, o svarbiausias pasipriešinimo

impulsas – nerimas ir baimė, pabrėžta amžiaus ir išsilavinimo svarba šiam poveikiui. Atlikus tyrimą nustatyta, kad organizacinės

priešinimosi pokyčiams priežastys yra ne pačios svarbiausios, nes darbuotojams užtikrinus esmines darbo sąlygas, nesant baimės

būti atleistiems, smulkūs darbo organizavimo pokyčiai darbuotojų pasipriešinimo technologiniams pokyčiams neskatina.

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