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  1.  16
    Expert Evaluation of Diagnostic Instrument for Personal and Organizational Value Congruence.Jolita Vveinhardt & Evelina Gulbovaitė - 2016 - Journal of Business Ethics 136 (3):481-501.
    The article aims to evaluate the quality of a newly constructed diagnostic instrument for personal and organizational value congruence. To attain this, an expert evaluation was invoked. The selected experts evaluated the questionnaire scales and their constituent subscales as well as the eligibility of the contained statements for diagnosing of personal and organizational value congruence. It should be emphasized that the experts were provided a possibility of commenting on each of the statements, making observations and providing suggestions in regard to (...)
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  2.  2
    Bullying Trends Inside Sport: When Organized Sport Does Not Attract but Intimidates.Jolita Vveinhardt & Vilija B. Fominiene - 2020 - Frontiers in Psychology 11.
    Bullying is acknowledged by scientists as a considerable and still unresolved problem in sport. By triggering stress-related emotions, they determine the behavior of those experiencing bullying and cause various negative effects on their physical and mental health. However, in the presence of the tenacious trend in sports “to put one’s own house in order,” athletes, coaches, teams, and sports organizations themselves often do not emphasize bullying or state that they do not encounter the problem at all, and adheres to the (...)
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  3.  20
    Models of Congruence of Personal and Organizational Values: How Many Points of Contact are There Between Science and Practice?Jolita Vveinhardt & Evelina Gulbovaite - 2017 - Journal of Business Ethics 145 (1):111-131.
    The paper aims to analyse the structure of the formed models of congruence of personal and organizational values, opportunities of their application in order to conceptualize the guidelines for the formation of an integrated model. The models for analysis were selected from the articles published in international databases with the keywords associated with value congruence models and grouped by the types of models: models that represent the origin of the phenomenon of value congruence and methodology of evaluation, and models, which (...)
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  4.  11
    Знущання інкорпоруючого мобінгу на робочому місці: Теоретичні основи.Jolita Vveinhardt & Regina Andriukaitiene - 2016 - Гуманітарний Вісник Запорізької Державної Інженерної Академії 66:219-225.
    The problem of mobbing in the workplace incorporating bullying has been looked into for three decades, at the same time searching for ways of reducing harm to organisations and their members made by the phenomenon. In Lithuania, single cases of research into the phenomenon were started only a little more than a decade ago, so both organisations and general public still lack knowledge about the phenomenon. Besides, variations of the definition of mobbing and bullying among the definitions of Lithuanian and (...)
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  5.  7
    Strategies for a Nonviolent Response to Perpetrator Actions: What Can Christianity Offer to Targets of Workplace Mobbing?Jolita Vveinhardt & Mykolas Deikus - 2023 - Scientia et Fides 11 (2):175-195.
    This study sought to identify what strategies Christianity can offer for a morally justifiable, nonviolent response to mobbing actions. A qualitative content analysis of the Gospel of Luke was performed, and Heinz Leymann’s action groups of workplace mobbing were used to create categories. Three strategies of nonviolent response to attacks on communication, personal and professional reputation as well as social exclusion and physical attacks were identified. Their set consists of active efforts to maintain the observers’ support, refusal to engage in (...)
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  6.  4
    How Do Nepotism and Favouritism Affect Organisational Climate?Jolita Vveinhardt & Rita Bendaraviciene - 2022 - Frontiers in Psychology 12.
    This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one (...)
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  7.  9
    The Dilemma of Postmodern Business Ethics: Employee Reification in a Perspective of Preserving Human Dignity.Jolita Vveinhardt - 2022 - Frontiers in Psychology 13.
    Management practices prevailing in business organizations receive considerable criticism for often treating the employee as one of many resources or an instrument to achieve the organization’s goals. As employee reification has so far been largely investigated in the scientific literature from the perspective of neo-Marxist approach, this article seeks to broaden the discussion by showing how social teaching of the Catholic Church can serve to solve the problem of reification. Although there is no doubt that universal norms of business ethics (...)
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