Klaipėdos universitetas

The significance and novelty of the paper is the fact that the study unveils the expression of positive emotionality in the work environment of health-care professionals, with a view to linking the phenomenon to other relevant social phenomena, such as job satisfaction and self-esteem. The article analyses the concept of positive emotionality, its significance, factors leading to the expression of positive emotionality, its relationship with activities performed with satisfaction, self-awareness and self-esteem, motivation, etc. The research shows that the expression of positive emotionality of health-care professionals increases their job satisfaction, as there is a direct correlation between the two. The expression of positive emotionality also has a beneficial impact on health-care professionals’ self-esteem. The research has verified that maturity, career success and self-esteem increase positive emotionality. Although job satisfaction among health-care professionals is moderate, the direct link between their job satisfaction and motivation shows that the more motivated the employees are, the more satisfied they are with their job, with the opportunity to work in their chosen profession, and with the performance of activities that reflect their abilities, skills and competences.

The article is devoted to a review of the results of the study of the features of professional well-being among representatives of various professions. The following main indicators of the study were used: indicators of professional well-being, subjective economic well-being, occupational psychological well-being, professional demand for personality, professional motivation, work engagement, life satisfaction, subjective social well-being, meaningfulness of life, psychological capital, job satisfaction, psychological climate. The study involved 403 representatives of various professional groups: economists, engineers, police inspectors, cook-confectioners, managers, unskilled manual workers, medical representatives, salesmen, police investigators. The hierarchy of professional groups by mean indicators of professional well-being was revealed. The strength of the relationship between the general indicators of the study and professional well-being in each professional group is determined. Possible reasons for differences between groups for each indicator were explained. The predictors of professional well-being for different professional groups were identified. The results of the study confirmed that the structure of predictors of professional well-being can differ significantly for representatives of different professional groups. The differences between the groups are related to the hierarchy of predictors of professional well-being within a single semantic field. In addition, it was found that the scales of general indicators can contribute to the differences between professional groups, which requires additional study of the features of professional well-being, at the level of the items behind each general indicator.

Studies based upon surveys in different countries demonstrate that work-life balance (WLB) is one of important factors of job satisfaction (JS). The present article tries to reveal WLB as a factor of JS in social care services in Lithuania. This sector is interesting due to the fact that personal social services as a separate area of welfare, as well as the profession of social work, was established in Lithuania only after 1990 and, therefore, is little researched. The research findings showed that, if to build upon the overall evaluation approach, WLB is an important factor of JS in social care services in Lithuania. In other words, employees satisfied with WLB in their organisation are more likely to be satisfied with job in general. On the other hand, if to use the components approach, whereby WLB consists of multiple aspects that define the balance and give specific meaning to it, not all WLB factors identified in the research have been found significant for both overall assessment of WLB and JS. Therefore, the overall assessment of WLB does not provide basis to formulate recommendations for improving social policy. This requires creating a framework of WLB that is as detailed and systematic as possible, while restricted list of factors may produce incomplete WLB “picture” within the organisation.