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subject:(Subjektyviai vertinama darbo atlikimo kokyb ) – OATD
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 1. Drūlienė, Indrė. Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_144016-11465 ;
 Tyrimo tikslas - nustatyti iš vadovo gaunamo grįžtamojo ryšio ir reakcijų į jį sąsajas bei nustatyti, koks šių veiksnių ryšys su darbuotojų subjektyviai vertinama darbo... (more)
 Tyrimo tikslas - nustatyti iš vadovo gaunamo grįžtamojo ryšio ir reakcijų į jį sąsajas bei nustatyti, koks šių veiksnių ryšys su darbuotojų subjektyviai vertinama darbo atlikimo kokybe. Tyrime dalyvavo 143 įvairių organizacijų darbuotojai, turintys savo darbo vadovą, kuriam jie yra pavaldūs. Tiriamieji pildė klausimyną, kurį sudarė Grįžtamojo Ryšio Aplinkos Skalė, Grįžtamojo Ryšio Valdymo Elgesių Skalė darbuotojų grįžtamojo ryšio siekimo, jo vengimo ir tikėtino neigiamo grįžtamojo ryšio sušvelninimui nustatyti, 2 klausimai autorių Steelman, Levy, Snell (2004) ir vienas šio darbo autorės sukurtas klausimas Motyvacijos naudoti grįžtamąjį ryšį įvertinimui bei Prailginto Delft matavimo rinkinio bendro darbo atlikimo subskalė. Taip pat buvo įtraukti socialiniai, demografiniai klausimai. Tyrimo rezultatais nustatyta, kad grįžtamasis ryšys nėra susijęs su darbuotojų grįžtamojo ryšio siekimu. Taip pat gauta, jog vadovo mažesnis patikimumas, jo prastesnės kokybės grįžtamojo ryšio pateikimas, mažesnis vadovo prieinamumas ir retesnis darbuotojų skatinimas siekti grįžtamojo ryšio susijęs su darbuotojų dažnesniu grįžtamojo ryšio vengimu. Be to, didėjant vadovo patikimumui, gerėjant grįžtamojo ryšio kokybei, jo pateikimui, didėjant grįžtamojo ryšio palankumui, grįžtamojo ryšio nepalankumui, vadovo prieinamumui bei dažnėjant grįžtamojo ryšio siekimo skatinimui dažnėja ir darbuotojų iš savo vadovų gaunamo tikėtino neigiamo grįžtamojo ryšio sušvelninimas kaip ir darbuotojų motyvacija naudoti... [toliau žr. visą tekstą]
 The aim of the study is to determine relationships between the feedback from supervisor and responses to this feedback. To define correlations between these factors and employees’ subjectively evaluated performance quality. The research involved 143 employees from various organizations. Including only employees having their supervisor and being subordinate to them. They had to fill in a questionnaire made up of the Feedback Environment Scale, the Feedback Management Behaviors Strategies Scale to determine employees’ feedback seeking, feedback avoiding and feedback mitigating behaviors, Steelman, Levy, Snell (2004) 2 questions and one question author of this research to evaluate motivation to use feedback from supervisor, and Extended Delft Measurement Kit General Performance subscale. Social - demographic questions were included. The research results showed that there is no relationship between feedback from supervisor and employee’s feedback seeking behavior. Also, the research results showed that the lower is supervisor credibility, feedback delivery, the more rarely is supervisor availability, promotes feedback seeking - the more frequently employees are avoiding feedback. Furthermore, the higher is supervisor credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback and the more frequent is supervisor availability, promotes feedback seeking – the more frequently employees are mitigating feedback and the more frequently they are motivated... [to full text]
 Advisors/Committee Members: Bukšnytė, Loreta (Master’s thesis supervisor), Pilkauskienė , Ina (Master’s degree session secretary), Endriulaitienė, Auksė (Master’s thesis reviewer).
 Subjects/Keywords: Grįžtamasis ryšys; Reakcijos į grįžtamąjį ryšį; Subjektyviai vertinama darbo atlikimo kokybė; Feedback; Reaction to feedback; Subjectively evaluated performance quality
 Drūlienė, Indrė. (2011). Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_144016-11465 ;
 Drūlienė, Indrė. “Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.” 2011. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_144016-11465 ;.
 Drūlienė, Indrė. “Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.” 2011. Web. 06 Aug 2020.
 Drūlienė, Indrė. Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys. [Internet] [Masters thesis]. Vytautas Magnus University; 2011. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_144016-11465 ;.
 Drūlienė, Indrė. Iš vadovo gaunamo grįžtamojo ryšio, darbuotojų reakcijų į jį bei subjektyviai vertinamos darbo atlikimo kokybės ryšys. [Masters Thesis]. Vytautas Magnus University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_144016-11465 ;
 2. Kvietkauskaitė, Vaida. Darbuotojų saviveiksmingumo, socializacijos organizacijoje ir subjektyviai vertinamos darbo atlikimo kokybės sąsajos.
 Kvietkauskaitė, Vaida. “Darbuotojų saviveiksmingumo, socializacijos organizacijoje ir subjektyviai vertinamos darbo atlikimo kokybės sąsajos.” 2010. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20100607_154420-79382 ;.
 Kvietkauskaitė, Vaida. “Darbuotojų saviveiksmingumo, socializacijos organizacijoje ir subjektyviai vertinamos darbo atlikimo kokybės sąsajos.” 2010. Web. 06 Aug 2020.
 Kvietkauskaitė V. Darbuotojų saviveiksmingumo, socializacijos organizacijoje ir subjektyviai vertinamos darbo atlikimo kokybės sąsajos. [Internet] [Masters thesis]. Vytautas Magnus University; 2010. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20100607_154420-79382 ;.
 3. Vengrienė, Daina. Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_162006-57969 ;
 Tyrimo tikslas: nustatyti statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšius bei nustatyti ir palyginti statutinių pareigūnų įsitraukimo į... (more)
 Tyrimo tikslas: nustatyti statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšius bei nustatyti ir palyginti statutinių pareigūnų įsitraukimo į darbą ir organizacinio pilietiškumo prognostinę vertę subjektyviai vertinamai darbo atlikimo kokybei bei atskiriems jos aspektams (darbo užduočių atlikimo kokybei, darbuotojų vaidmens atlikimo kokybei). Tyrime dalyvavo 148 Kauno mieste dirbantys policijos pareigūnai. Buvo apklausti 86 statutiniai pareigūnai vyrai ir 62 statutinės pareigūnės moterys. Statutinių pareigūnų įsitraukimas į darbą buvo matuojamas pritaikyta imčiai ir modifikuota įsitraukimo į darbą skale (Lorance ir Mortimer, 1985). Statutinių pareigūnų organizaciniam pilietiškumui išmatuoti buvo panaudotas faktorizuotas organizacinio pilietiškumo klausimynas (Podsakoff ir MacKenzie, 1989) ir altruizmo, sąžiningumo, kilnumo bei pagarbumo subskalės (faktoriai). Subjektyviai vertinamai darbo atlikimo kokybei išmatuoti buvo naudojamas R. A. Roe, A. Zinovieva, I. L. Dienes ir L. A. Ten Horn (2000) matavimo rinkinys. Šis rinkinys leido išmatuoti statutinių pareigūnų darbo atlikimo kokybę bei atskirus jos aspektus: darbo užduočių atlikimo kokybę, darbuotojų vaidmens atlikimo kokybę. Pagrindiniai tyrimo rezultatai parodė, kad didėjant statutinių pareigūnų įsitraukimui į darbą, didėja jų organizacinis pilietiškumas bei tokie jo aspektai kaip altruizmas, sąžiningumas ir pagarbumas bei gerėja subjektyviai vertinama... [toliau žr. visą tekstą]
 The aim of the research was: to identify the relationship between job invovement of statutory officers, organizational cityzenship and subjective evaluation of the job performance quality and identify, if job involvement and organizational cityzenship of statutory officers were able to predict their subjective evaluation of the job performance quality. The partizipants of the present study were 148 statutory officers ( police officers) from Kaunas (62 females and 86 males were questioned). The job involvement of statutory officers was evaluated with the modified Job Involvement Scale (Lorance ir Mortimer, 1985). The organizational citizenship of statutory officers was evaluated with Organizational Cityzenchip Questionaire (Podsakoff ir MacKenzie, 1989). The factors of organizational citizenship allowed to explore altruism, conscientiousness, sprotsmanship and respectful citizenship of statutory officers. The measurement set by R. A. Roe, A. Zinovieva, I. L. Dienes ir L. A. Ten Horn (2000) was used to research the subjective evaluation of job performance quality in general, task performance quality and in – role performance quality. Major outcomes of the research showed that increasing the statutory officers' involvement in job, increase their organizational citizenship (altruism, conscientiousness, respectful citizenship) and improving the subjective evaluation of job performance quality in general, work tasks performance quality and the in-role performance quality. The... [to full text]
 Advisors/Committee Members: Bukšnytė, Loreta (Master’s thesis supervisor), Gustainienė, Loreta (Master’s thesis reviewer), Gudonis, Vytautas (Master’s degree committee chair), Gustainienė, Loreta (Master’s degree committee member), Endriulaitienė, Auksė (Master’s degree committee member), Bukšnytė, Loreta (Master’s degree committee member), Miškinytė, Audronė (Master’s degree committee member).
 Subjects/Keywords: Įsitraukimas į darbą; Organizacinis pilietiškumas; Subjektyviai vertinama darbo atlikimo kokybė; Job involvement; Organizational cityzenship; Subjective evaluation of job performance quality
 Vengrienė, Daina. (2012). Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_162006-57969 ;
 Vengrienė, Daina. “Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.” 2012. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_162006-57969 ;.
 Vengrienė, Daina. “Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys.” 2012. Web. 06 Aug 2020.
 Vengrienė, Daina. Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys. [Internet] [Masters thesis]. Vytautas Magnus University; 2012. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_162006-57969 ;.
 Vengrienė, Daina. Statutinių pareigūnų įsitraukimo į darbą, organizacinio pilietiškumo bei subjektyviai vertinamos darbo atlikimo kokybės ryšys. [Masters Thesis]. Vytautas Magnus University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_162006-57969 ;
 4. Kilkutė, Erika. Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151604-22226 ;
 Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą SANTRAUKA Personalo atranka yra viena iš svarbiausių darbo elgsenos tyrimo sričių. Įvairūs metodai, o... (more)
 Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą SANTRAUKA Personalo atranka yra viena iš svarbiausių darbo elgsenos tyrimo sričių. Įvairūs metodai, o tarp jų ir testai, kurie naudojami profesinėje atrankoje, yra skirti prognozuoti tolesnį darbuotojo elgesį. Konkretus atrankos metodas pasirenkamas tam, jog manoma, kad jis yra validus tokių ypatumų matavimas, kurie svarbūs konkrečiam darbui. Užsienyje yra atlikta šimtai darbų, kuriuose analizuojamas įvairių testų ir darbo atlikimo vertinimo rodiklių ryšys, tačiau mūsų šalyje tokių tyrimų labai trūksta. Atsižvelgiant į tai, pagrindinis šio tyrimo tikslas yra įvertinti keturių atrankos metodų kriterinį validumą, kriterijumi pasirinkus darbo atlikimo vertinimo rezultatus. Tyrime dalyvavo 44 pardavėjai, kurie užpildė IST-2000R, Apibūdinimų, Socialinės kompetencijos bei biografinių duomenų metodikas. Jų darbo atlikimas buvo vertinamas remiantis subjektyviais ir objektyviais darbo atlikimo vertinimo kriterijais. Pagal subjektyvius darbo atlikimo vertinimo kriterijus tiriamuosius vertino 13 vadovų, o objektyviaisiais kriterijais pasirinkti realūs tiriamųjų pardavimo rezultatai. Statistinė duomenų analizė atskleidė, jog geriausiai prognozuoti pardavėjų darbo atlikimo rezultatus gali IST-2000R metodika. Aukščiausiais prognostiniais rodikliais pasižymėjo SP, AU, MŽ ir SE subtestai. Tuo tarpu Apibūdinimų ir Socialinės kompetencijos metodikos rezultatų analizė nepatvirtino... [toliau žr. visą tekstą]
 Criterion Validity of Intelligence Abilities and Personality Characteristics in Salesmen’s Job Performance Appraisal SUMMARY Personnel selection is one of the central topics in the study of work behavior. Tests and other assessments in personnel selection are used to predict future performance of the employees. A particular assessment is chosen because it looks as though it may be a valid measure of attributes that are important for a particular job. Hundreds of studies have examined the relationship between scores on tests and measures of job performance, but in our country is a lack of such research. Accordingly, the main purpose of this study was to measure a criterion validity of four selection methods. The sample for the study was 44 salesmen, who completed IST-2000R, Adjective Check List, Social competency and biodata questionnaires. Job performance was assessed using subjective and objective job performance appraisal criteria. Subjective criteria evaluations were based on the judgments of 13 supervisors and objective – on real sales results. Statistical data analysis indicated that IST-2000R is the bets predictor of salesmen’s job performance. Four IST-2000R subtests (SP, AU, MZ and SE) revealed good predictive properties. Meanwhile, Adjective Check List and Social competency questionnaire results analysis do not support the hypothesis about the ability of personality tests to predict job performance criteria. The study only disclose, that total job performance... [to full text]
 Advisors/Committee Members: Gintilienė, Gražina (Master's thesis supervisor).
 Subjects/Keywords: Kriterinis validumas; Darbo atlikimo vertinimas
 Kilkutė, Erika. (2011). Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151604-22226 ;
 Kilkutė, Erika. “Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą.” 2011. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151604-22226 ;.
 Kilkutė, Erika. “Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą.” 2011. Web. 06 Aug 2020.
 Kilkutė, Erika. Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą. [Internet] [Masters thesis]. Vilnius University; 2011. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151604-22226 ;.
 Kilkutė, Erika. Intelektinių gebėjimų ir asmenybės charakteristikų kriterinis validumas vertinant pardavėjų darbo atlikimą. [Masters Thesis]. Vilnius University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20110709_151604-22226 ;
 Brazauskaitė, Simona. “Darbuotojų ir organizacijos vertybių atitikimo, organizacinio pilietiškumo ir subjektyviai vertinamo darbo atlikimo kokybės ryšys.” 2011. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_141001-97721 ;.
 Brazauskaitė, Simona. “Darbuotojų ir organizacijos vertybių atitikimo, organizacinio pilietiškumo ir subjektyviai vertinamo darbo atlikimo kokybės ryšys.” 2011. Web. 06 Aug 2020.
 Brazauskaitė, Simona. Darbuotojų ir organizacijos vertybių atitikimo, organizacinio pilietiškumo ir subjektyviai vertinamo darbo atlikimo kokybės ryšys. [Internet] [Masters thesis]. Vytautas Magnus University; 2011. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110617_141001-97721 ;.
 6. Merkytė, Alina. Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2014~D_20140604_155753-64288 ;
 Tyrimo tikslas – ištirti moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybes aktyvaus gydymo laikotarpiu. Tyrime dalyvavo 105 krūties vėžiu sergančios moterys, besigydančios... (more)
 Tyrimo tikslas – ištirti moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybes aktyvaus gydymo laikotarpiu. Tyrime dalyvavo 105 krūties vėžiu sergančios moterys, besigydančios Vilniaus universiteto Onkologijos instituto III-iajame onkochirurgijos skyriaus krūties ligų chirurgijos ir onkologijos poskyryje. Tyrimo dalyvės buvo atrenkamos pagal šiuos kriterijus: moteriška lytis, nustatyta I-IV krūties vėžio stadija (karcinoma), laukiama arba jau padaryta krūties vėžio operacija gydantis stacionare, sutikusios dalyvauti tyrime. Siekiant įvertinti sergančių krūties vėžiu moterų sveikatą, pablogėjusią nuotaiką ir nusiskundimus sveikata buvo naudojamas subjektyviai vertinamos sveikatos klausimynas, pablogėjusios nuotaikos vertinimo metodika ir klinikinis struktūruotas interviu apie nusiskundimus sveikata, savijauta (Goštautas, 1998). Taip pat buvo naudojama Beko depresijos skalė – II. Norint įvertinti dėl krūties vėžio operacijos kylančius sunkumus buvo naudojama įvykio poveikio skalė – revizuota lietuviška versija (Kazlauskas, Gailienė, Domanskaitė-Gota, Trofimova, 2006). Trauminiams įvykiams vertinti Vrana-Lauterbach trauminių įvykių klausimynas civiliams (Vrana, Lauterbach, 1994). Taip pat buvo taikytas pusiau struktūruotas interviu įvertinti dėl krūties vėžio kylančius pokyčius, prašoma užpildyti klinikinius ir sociodemografinius duomenis. Atlikus tyrimą, buvo įvertinamas asmens elgesys naudojant emocinės įtampos skalę. Tyrimo rezultatai parodė, kad... [toliau žr. visą tekstą]
 The aim of the research is to analyze peculiarities of the self – rated health and general condition during the period of active treatment among women with breast cancer. In this research were participating 105 women with breast cancer, at this time treated in Vilnius University Institute of Oncology of breast disease surgery and oncology section of III-rd oncosurgery department. Participants of the research were selected by these criterions: female, I-IV stage of cancer diagnosed (carcinoma), expected or already done for breast cancer surgery during stationary treatment, agreed to participate in the research. In order to assess health, mood and health complaints among women with breast cancer were used self – rated health questionnaire, mood assessment methodology and clinical structured interview about complaints of health and general condition (Goštautas, 1998). Also been used Beck Depression Scale - II. To evaluate for breast cancer surgery the difficulties were used the Impact of Event Scale – the revised Lithuanian version (Kazlauskas, Gailienė, Domanskaitė-Gota, Trofimova, 2006). To assess traumatic events were used Vrana-Lauterbach traumatic events questionnaire for civilians (Vrana, Lauterbach, 1994). In addition, the semi-structured interview was used to assess the changes that result from breast cancer, and asked to complete the clinical and socio-demographic data. In order to assess behavior of women immediately after the research was used observational scale of... [to full text]
 Advisors/Committee Members: Goštautas, Antanas (Master’s thesis supervisor), Pilkauskienė, Ina (Master’s thesis reviewer), Gudonis, Vytautas (Master’s degree committee chair), Pilkauskienė, Ina (Master’s degree session secretary), Goštautas, Antanas (Master’s degree committee member), Bukšnytė-Marmienė, Loreta (Master’s degree committee member), Petraitis, Timas (Master’s degree committee member).
 Subjects/Keywords: Krūties vėžys; Subjektyviai vertinama sveikata; Savijauta; Breast cancer; Self – rated health; General condition
 Merkytė, Alina. (2014). Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2014~D_20140604_155753-64288 ;
 Merkytė, Alina. “Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu.” 2014. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2014~D_20140604_155753-64288 ;.
 Merkytė, Alina. “Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu.” 2014. Web. 06 Aug 2020.
 Merkytė, Alina. Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu. [Internet] [Masters thesis]. Vytautas Magnus University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2014~D_20140604_155753-64288 ;.
 Merkytė, Alina. Moterų, sergančių krūties vėžiu, savo įvertintos sveikatos ir savijautos ypatybės aktyvaus gydymo laikotarpiu. [Masters Thesis]. Vytautas Magnus University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2014~D_20140604_155753-64288 ;
 7. Tukanaitė, Agnė. Psichologinio atsparumo, subjektyviai vertinamos psichikos sveikatos ir pasitenkinimo gyvenimu sąsajos.
 Tukanaitė, Agnė. “Psichologinio atsparumo, subjektyviai vertinamos psichikos sveikatos ir pasitenkinimo gyvenimu sąsajos.” 2009. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20091221_154323-00246 ;.
 Tukanaitė, Agnė. “Psichologinio atsparumo, subjektyviai vertinamos psichikos sveikatos ir pasitenkinimo gyvenimu sąsajos.” 2009. Web. 06 Aug 2020.
 Tukanaitė, Agnė. Psichologinio atsparumo, subjektyviai vertinamos psichikos sveikatos ir pasitenkinimo gyvenimu sąsajos. [Internet] [Masters thesis]. Vytautas Magnus University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20091221_154323-00246 ;.
 8. Mockutė, Simona. Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120201_085458-99220 ;
 Tyrimo tikslas - įvertinti vyresnio amžiaus žmonių subjektyvią sveikatą, dvasingumą, laimingumą bei socialinį aktyvumą ir nustatyti subjektyviai vertinamos sveikatos sąsajas su dvasingumu, laimingumu, socialiniu aktyvumu.... (more)
 Tyrimo tikslas - įvertinti vyresnio amžiaus žmonių subjektyvią sveikatą, dvasingumą, laimingumą bei socialinį aktyvumą ir nustatyti subjektyviai vertinamos sveikatos sąsajas su dvasingumu, laimingumu, socialiniu aktyvumu. Ilgėjant gyvenimo trukmei ir senstant visuomenėms, ypač Vakarų Europoje, vis aktualesne tema tampa vyresnio amžiaus žmonių aktyvus ir sveikas gyvenimas. Tobulėjant medicinai ir augant medikamentinių priemonių pasirinkimui ieškoma alternatyvių vyresnio amžiaus žmonių sveikatą palaikančių ir stiprinančių būdų. Žinoma, tarp pastarųjų ne išimtis, o gal net vienas iš svarbiausių yra ir paties žmogaus elgesys skatinantis sveikatą. Tyrime dalyvavo 173 (102 moterys ir 71 vyras) Šilutės miesto ir rajono gyventojai nuo 59 iki 85 metų amžiaus. Subjektyviai vertinama sveikata matuota sudaryta keturių klausimų skale paimta iš A. Goštauto (1999 m.) mokomosios medžiagos sveikatos psichologijos kursui. Dvasingumas tirtas trumpa plataus profilio religingumo/dvasingumo matavimo skale sudaryta 1999 metais bendradarbiaujant Fetzer istitutui su Nacionaliniu senėjimo instituto darbo grupe. Respondentų laimingumas apskaičiuotas Subjektyvaus laimingumo skale, sukurta S. Lyubomirsky 1999 m. Socialinis aktyvumas matuotas naudojant modifikuotus klausimus sudarytus 2008 m. doc. dr. Loretos Gustainienės ir Vilijos Banevičienės. Tyrimo rezultatai parodė, kad subjektyviai vertinamai sveikatai įtakos turi amžius, išsilavinimas, darbinė veikla ir gyvenamoji vieta. Dvasingumas priklauso nuo... [toliau žr. visą tekstą]
 The purpose of this study is assess subjective health, spirituality, happiness, social activity and estimate subjective valued health relations with spirituality, happiness and social activity between older people. At the last time when the life expectancy is rising and the societies are aging constantly especially in western Europe, one of the more relevant topic becomes active and healthy life of elderly‘s. Here helps advance of medicine and growing choise of medical devices. Furthermore there are looking for alternative choices for older people in health – supporting and enhancing ways. And of course the own human behavior is not an exception as it can promote the health too. The study included 173 (102 women and 71 men) residents of Šilute town and district whose age was from 59 to 85 years old. Subjectively assessed health measured by a scale consisting of four questions taken from A. Goštautas (1999) teaching materials health psychology course. Spirituality was studied in a short broad profile of religious/ spirituality dimension scale formed in 1999 in collaboration with the Fetzer Institute and National Institute on Aging Worging Group. Happiness of the respondents estimated with subjective happiness scale developed by S. Lyubomirsky 1999. Social activity was measured using a modified version of the questions drawn up by doc. Dr. Loreta Gustainienė and Vilija Banevičienė in 2008. The results of the research showed that the subjectively valued health of the elderly is... [to full text]
 Subjects/Keywords: Subjektyviai vertinama sveikata; Dvasingumas; Laimingumas; Socialinis aktyvumas; Subjective valued health; Spirituality; Happiness; Social activity
 Mockutė, Simona. (2012). Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120201_085458-99220 ;
 Mockutė, Simona. “Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu.” 2012. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120201_085458-99220 ;.
 Mockutė, Simona. “Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu.” 2012. Web. 06 Aug 2020.
 Mockutė, Simona. Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu. [Internet] [Masters thesis]. Vytautas Magnus University; 2012. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120201_085458-99220 ;.
 Mockutė, Simona. Vyresnio amžiaus žmonių subjektyviai vertinamos sveikatos sąsajos su dvasingumu, laimingumu bei socialiniu aktyvumu. [Masters Thesis]. Vytautas Magnus University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120201_085458-99220 ;
 9. Ramanauskaitė, Julija. Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142750-95250 ;
 Tyrimo tikslas - nustatyti patiriamų patyčių darbe, psichosocialinių stresorių darbe ir darbuotojų subjektyviai vertinamos sveikatos sąsajas. Tyrime dalyvavo 167 vieno didžiojo Lietuvos miesto įmonės, susijusios... (more)
 Tyrimo tikslas - nustatyti patiriamų patyčių darbe, psichosocialinių stresorių darbe ir darbuotojų subjektyviai vertinamos sveikatos sąsajas. Tyrime dalyvavo 167 vieno didžiojo Lietuvos miesto įmonės, susijusios su prekių gamyba, darbuotojos moterys. Patiriamoms patyčioms darbe įvertinti buvo naudojamas Patikslintas negatyvių veiksmų klausimynas (NAQ-R) (Einarsen, Hoel, Notelaers, 2009). Klausimynas sudarytas iš 22 klausimų. Psichosocialinius stresorius darbe įvertinti buvo naudojamas trumpasis klausimynas įvertinti psichosocialinius rizikos veiksnius (SIMPH) (Notelares, De Witte, Van Veldhoven, &Vermunt, 2007). Klausimynas sudarytas iš 36 klausimų. Darbuotojų subjektyviai vertinamai sveikatai įvertinti buvo naudojamas klausimynas, kurį sudaro 20 klausimų, susijusisų su nusiskundimais sveikata (Smith, Johal, Wadsworth et al., 2000). Tyrimo metu buvo atlikta faktorinė analizė ir išskirti šeši faktoriai, iš kurių penki buvo naudoti duomenų analizėje (nusiskundimai, susiję su peršalimu, su nuovargiu ir stresu, galvos ir nugaros skausmai, nusiskundimais, susiję su virškinimo ir kvėpavimo sistema). Taip pat buvo įtrauktas klausimas apie asmens subjektyvų savo sveikatos vertinimą – „Kaip įvertintumėte savo bendrą sveikatos būklę?“ (McDowell, 2006). Tyrimo rezultatai parodė, kad tam tikri psichosocialiniai stresoriai darbe yra susiję su patyčiomis darbe, taip pat su nusiskundimais sveikata ir prasčiau subjektyviai vertinama darbuotojų sveikata bei vyresniu amžiumi. Dažniau... [toliau žr. visą tekstą]
 The aim of the study was to assess the relationships among women‘s bullying at work, psychosocial stressors at work and subjectively assessed health. The subjects of the study were 167 women who work in an organization related to production of goods in one of the biggest cities of Lithuania. For the assessment of bullying at work, Negative Acts Questionnaire-Revised (NAQ-R) was used (Einarsen, Hoel, Notelaers, 2009). It consists of 22 items. For the assessment of psychosocial stressors at work, Short Inventory to Monitor Psychosocial Hazards (SIMPH) was used (Notelares, De Witte, Van Veldhoven, &Vermunt, 2007). It consists of 36 items. The questionnaire of health symptoms was used for the assessment of subjective health (Smith, Johal, Wadsworth et al., 2000). It consists of 20 items. Factor analysis was done, six factors were developed, five factors were used for the further data analysis. Factors were named as follows: symptoms of cold, symptoms of tiredness and stress, headaches and back pain, symptoms of the digestive system and symptoms of the respiratory system, an additional question was used: „In general, how would you rate your overall health now?“. The results of the study showed that some psychosocial stressors at work are related to bullying at work, health symptoms, lower assessment of subjective health, and older age. More frequent bullying at work is related to some health symptoms, lower assessment of subjective health, also older age and lower education level.... [to full text]
 Advisors/Committee Members: Perminas, Aidas (Master’s thesis supervisor), Čepukienė, Viktorija (Master’s thesis reviewer), Gudonis, Vytautas (Master’s degree committee chair), Pilkauskienė, Ina (Master’s degree session secretary), Goštautas, Antanas (Master’s degree committee member), Bukšnytė-Marmienė, Loreta (Master’s degree committee member), Lemešiūtė-Frejienė , Jurgita (Master’s degree committee member).
 Subjects/Keywords: Patyčios darbe; Moterys; Psichosocialiniai stresoriai; Subjektyviai vertinama sveikata; Workplace bullying; Women; Psychosocial stressors at work; Subjective health
 Ramanauskaitė, Julija. (2013). Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142750-95250 ;
 Ramanauskaitė, Julija. “Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos.” 2013. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142750-95250 ;.
 Ramanauskaitė, Julija. “Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos.” 2013. Web. 06 Aug 2020.
 Ramanauskaitė, Julija. Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos. [Internet] [Masters thesis]. Vytautas Magnus University; 2013. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142750-95250 ;.
 Ramanauskaitė, Julija. Moterų patiriamų patyčių darbe, psichosocialinių stresorių darbe ir subjektyviai vertinamos savo sveikatos sąsajos. [Masters Thesis]. Vytautas Magnus University; 2013. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_142750-95250 ;
 10. Pūkė, Živilė. Linkusių ir nelinkusių savęs žaloti nuteistų vyrų vidinės darnos ryšys su jų savigarba bei subjektyviai vertinama sveikata.
 Pūkė, Živilė. “Linkusių ir nelinkusių savęs žaloti nuteistų vyrų vidinės darnos ryšys su jų savigarba bei subjektyviai vertinama sveikata.” 2010. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101220_152211-14870 ;.
 Pūkė, Živilė. “Linkusių ir nelinkusių savęs žaloti nuteistų vyrų vidinės darnos ryšys su jų savigarba bei subjektyviai vertinama sveikata.” 2010. Web. 06 Aug 2020.
 Pūkė, Živilė. Linkusių ir nelinkusių savęs žaloti nuteistų vyrų vidinės darnos ryšys su jų savigarba bei subjektyviai vertinama sveikata. [Internet] [Masters thesis]. Vytautas Magnus University; 2010. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101220_152211-14870 ;.
 11. Narbutas, Justinas. Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_153534-45687 ;
 Tyrimo tikslas – atskleisti studentų polinkio į maksimalizmą, su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajas. Tyrime dalyvavo 181 studentų iš įvairių Lietuvos... (more)
 Tyrimo tikslas – atskleisti studentų polinkio į maksimalizmą, su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajas. Tyrime dalyvavo 181 studentų iš įvairių Lietuvos aukštųjų mokyklų (131 moterų ir 50 vyrų). Studentų polinkis į maksimalizmą buvo tiriamas naudojant MS – Maksimizacijos klausimyną. Respondentai buvo prašomi atsakyti į 13 šio klausimyno klausimų, pasirinkdami vieną iš 7 atsakymo variantų. Tuo tarpu studentų su sveikata susijęs elgesys buvo tiriamas naudojant HRBI – Sveikatai rizikingo elgesio klausimyną, kurį sudaro 28 klausimai su atsakymų variantais. Studentų subjektyviai vertinama fizinė sveikata buvo tiriama naudojant 4 klausimų klausimyną apie studentų sveikatą įvairiais laiko intervalais. Tyrimo rezultatai parodė, kad studentai maksimalistai pasižymi tokiomis su sveikata susijusio elgesio charakteristikomis: mažesniu fiziniu aktyvumu ir saugesniu seksualiniu elgesiu negu studentai ne maksimalistai. Didėjant sveikatai palankiam elgesiui, gerėja ir sveikatos vertinimas tiek studentų maksimalistų, tiek ne maksimalistų tarpe.
 The aim of the study was to evaluate the association between maximization tendency, health related behavior and subjective physical health among students. There were 181 participants in the study. All students were from various Lithuanian higher education establishments (131 women and 50 men). Maximization tendency was assessed with MS – Maximization Scale. Respondents were asked to fill in the form of 13 questions with 7 possible answers. Whereas health related behavior was assessed with HRBI – Health Risk Behaviours Inventory, which is composed of 28 questions with possible answers to choose. Subjective physical health was assessed with 4 questions scale assessing subjective physical health of students in diferent intervals of time. The results of the study showed that students maximizers have such health related behavioral characteristics: reduced physical activity and safer sexual behavior than students nonmaximizers. Subjective physical health increases as the number of healthy behaviors increases among students maximizers and among students nonmaximizers.
 Advisors/Committee Members: Pauliukevičiūtė, Klaudija (Master’s thesis supervisor), Pilkauskienė, Ina (Master’s thesis reviewer), Gudonis, Vytautas (Master’s degree committee chair), Pilkauskienė , Ina (Master’s degree committee member), Endriulaitienė, Auksė (Master’s degree committee member), Bukšnytė , Loreta (Master’s degree committee member), Miškinytė, Audronė (Master’s degree committee member).
 Subjects/Keywords: Maksimalizmas; Su sveikata susijęs elgesys; Subjektyviai vertinama fizinė sveikata; Studentai; Maximization tendency; Health related behavior; Subjective physical health; Students
 Narbutas, Justinas. (2012). Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos . (Masters Thesis). Vytautas Magnus University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_153534-45687 ;
 Narbutas, Justinas. “Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos.” 2012. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_153534-45687 ;.
 Narbutas, Justinas. “Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos.” 2012. Web. 06 Aug 2020.
 Narbutas, Justinas. Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos. [Internet] [Masters thesis]. Vytautas Magnus University; 2012. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_153534-45687 ;.
 Narbutas, Justinas. Studentų polinkio į maksimalizmą (pagal B. Schwartz), su sveikata susijusio elgesio ir subjektyviai vertinamos fizinės sveikatos sąsajos. [Masters Thesis]. Vytautas Magnus University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_153534-45687 ;
 12. Juciūtė, Simona. Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose.
 Degree: Master, Marketing and Administration, 2012, Siauliai University
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_111424-05395 ;
 Magistro baigiamajame darbe nagrinėjama švietimo darbuotojų darbo atlikimo vertinimo sistema bei tobulinimo galimybės. Darbe nagrinėjami šie probleminiai klausimai: kaip yra atliekamas švietimo darbuotojų darbo atlikimo... (more)
 Magistro baigiamajame darbe nagrinėjama švietimo darbuotojų darbo atlikimo vertinimo sistema bei tobulinimo galimybės. Darbe nagrinėjami šie probleminiai klausimai: kaip yra atliekamas švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose ir ar skiriasi vertinimo reikšmingumas pagal mokyklos statusą t. y. ar yra skirtumas tarp pagrindinių mokyklų ir gimnazijų. Teorinėje dalyje apibrėžiama darbo atlikimo samprata, analizuojama vertinimo reikšmė mokyklai, išskiriami vertinimo procese naudojami metodai, kriterijai, vertinimo eiga, vertinama kaip mokyklų vidaus bei išorės auditas prisideda, atliekant švietimo darbuotojų darbo atlikimo vertinimą. Empirinėje darbo dalyje pristatomi tyrimo vykdymo etapai, metodai, pagrindžiami tyrimo instrumentai, pristatomas empirinio tyrimo organizavimas. Apklausus 198 bendrojo lavinimo mokyklų pedagogų ir 4 mokyklų direktorius, įvertinta švietimo darbuotojų darbo atlikimo vertinimo sistema gimnazijose ir pagrindinėse mokyklose, įvertintos objektyvaus vertinimo siekimo galimybės, nustatytas pedagogų vertinimo statistiškai reikšmingas skirtumas tarp pagrindinių mokyklų ir gimnazijų, atskleistas bendrojo lavinimo mokyklų vadovų požiūris į pedagogų darbo atlikimo vertinimo sistemą.
 The system and improvement capabilities of this system of performance appraisal of educators in general education schools are being examined in this thesis. The following issues are being analysed: how the performance appraisal of educators in general education schools is being evaluated and are there significance changes depending on the school status – is there a difference between primary schools and gymnasiums. The concept of performance is defined in the theoretical part, the significance of evaluation to the school is analysed, identifies the methods used in the evaluation process, criteria, evaluation process, evaluation of schools as the internal and external audit shall contribute to the education staff in the performance appraisal. The empirical part presents the research stages of implementation, methods, tools based on research, the organization of the empirical research. Survey of 198 secondary school teachers and 4 school principals, the system of performance appraisal of educators in primary schools and gymnasiums was assessed, the abilities of impartial evaluation were assessed, statistically significant difference of evaluation of educators between gymnasiums and primary schools assessed, the approach of the general education school principals’ to performance appraisal of educators was revealed.
 Advisors/Committee Members: Želvys, Rimantas (Master’s thesis supervisor), Šaparnis, Gintaras (Master’s thesis reviewer).
 Subjects/Keywords: Darbo atlikimo vertinimas; Švietimo darbuotojas; Bendrojo lavinimo mokykla; Performance appraisal; Educator; General education schools
 Juciūtė, Simona. (2012). Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose . (Masters Thesis). Siauliai University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_111424-05395 ;
 Juciūtė, Simona. “Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose.” 2012. Masters Thesis, Siauliai University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_111424-05395 ;.
 Juciūtė, Simona. “Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose.” 2012. Web. 06 Aug 2020.
 Juciūtė, Simona. Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose. [Internet] [Masters thesis]. Siauliai University; 2012. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_111424-05395 ;.
 Juciūtė, Simona. Švietimo darbuotojų darbo atlikimo vertinimas bendrojo lavinimo mokyklose. [Masters Thesis]. Siauliai University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120702_111424-05395 ;
 13. Sesickaitė, Jolita. Studenčių nepasitenkinimo savo kūnu sąsajos su subjektyviai vertinama fizine sveikata, priklausomybę sukeliančių medžiagų vartojimu ir psichologine gerove.
 Sesickaitė, Jolita. “Studenčių nepasitenkinimo savo kūnu sąsajos su subjektyviai vertinama fizine sveikata, priklausomybę sukeliančių medžiagų vartojimu ir psichologine gerove.” 2010. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101221_134657-54395 ;.
 Sesickaitė, Jolita. “Studenčių nepasitenkinimo savo kūnu sąsajos su subjektyviai vertinama fizine sveikata, priklausomybę sukeliančių medžiagų vartojimu ir psichologine gerove.” 2010. Web. 06 Aug 2020.
 Sesickaitė, Jolita. Studenčių nepasitenkinimo savo kūnu sąsajos su subjektyviai vertinama fizine sveikata, priklausomybę sukeliančių medžiagų vartojimu ir psichologine gerove. [Internet] [Masters thesis]. Vytautas Magnus University; 2010. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101221_134657-54395 ;.
 14. Talalaitė, Agnė. Pasitenkinimo darbo sąlygomis, saviveiksmingumo ir subjektyviai suvokiamo darbinės veiklos efektyvumo sąsajos.
 Talalaitė, Agnė. “Pasitenkinimo darbo sąlygomis, saviveiksmingumo ir subjektyviai suvokiamo darbinės veiklos efektyvumo sąsajos.” 2012. Masters Thesis, Vytautas Magnus University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_161831-92170 ;.
 Talalaitė, Agnė. “Pasitenkinimo darbo sąlygomis, saviveiksmingumo ir subjektyviai suvokiamo darbinės veiklos efektyvumo sąsajos.” 2012. Web. 06 Aug 2020.
 Talalaitė, Agnė. Pasitenkinimo darbo sąlygomis, saviveiksmingumo ir subjektyviai suvokiamo darbinės veiklos efektyvumo sąsajos. [Internet] [Masters thesis]. Vytautas Magnus University; 2012. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120611_161831-92170 ;.
 15. Urbanavičienė, Rasa. Drausminės atsakomybės sąvoka ir principai.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140625_174727-11100 ;
 SANTRAUKA Drausminės atsakomybės sąvoka ir principai Drausminė atsakomybė yra individuali, savarankiška ir viena iš teisinės atsakomybės rūšių. Darbo teisiniuose santykiuose darbuotojui ir darbdaviui iškyla daug... (more)
 SANTRAUKA Drausminės atsakomybės sąvoka ir principai Drausminė atsakomybė yra individuali, savarankiška ir viena iš teisinės atsakomybės rūšių. Darbo teisiniuose santykiuose darbuotojui ir darbdaviui iškyla daug klausimų, nes normos, kurios reglamentuoja drausminę atsakomybę, yra suprantamos ir taikomos nevienodai. Todėl drausminės atsakomybės sąvokos turinio atskleidimas, jos požymių analizavimas yra labai svarbus tiek teoriniu, tiek praktiniu požiūriu. Šio tyrimo pradžioje analizuojama drausminė atsakomybė, kaip atskira teisinė kategorija, jos bendrieji požymiai, taikymo ribos ir kt. Analizuojamas darbo drausmės pažeidimas, kaip atsakomybės taikymo pagrindas ir jo būtinosios sąlygos. Aptariamas bendrosios drausminės atsakomybės reglamentavimas Lietuvos Respublikos norminiuose teisės aktuose. Pagal pasirinktus kriterijus lyginama drausminė atsakomybė ir kitos teisinės atsakomybės rūšys. Analizuojant drausminės atsakomybės specifinius bruožus, juos išskiriant ir palyginant su kitomis teisinės atsakomybės rūšimis, darbe formuluojama drausminės atsakomybės sąvoka. Šiame magistro darbe aptariama darbo teisinius santykius reglamentuojantys principai ir jų svarba taikant drausminę atsakomybę bei formuluojami specifiniai drausminės atsakomybės principai.
 Summary “Concept and principles of disciplinary responsibility” Disciplinary responsibility is individual, self sustaining and one of the kind of juridical responsibilities. Employers and employees encounter various difficulties in labour law relations, because rules of law which regulates disciplinary responsibility are perceived and conceived irregularly. That’s why disclosing of concept and content of disciplinary responsibility and analysis of its features is very important in academic and practical view. At the beginning of presented research juridical responsibility are analyzed as detached juridical category, its general features, its apply bounds and so on. Labour discipline delict is discussed as a cause of responsibility and its obligatory conditions. We discussed common disciplinary responsibilities regulations in Lithuanian standard law acts. Disciplinary responsibility compared with other forms of juridical responsibilities by chosen criterions. The concept of disciplinary responsibility was formulated by analyzing disciplinary responsibilities specific features and comparing them with other juridical responsibilities forms. In this master paper we discussed principles that regulates labour law relations and they importance in applying disciplinary responsibility and we formulated peculiars principles of disciplinary responsibility.
 Advisors/Committee Members: Martišienė, Beata (Master's thesis supervisor).
 Subjects/Keywords: Darbo drausmė; Darbo tvarkos taisyklės
 Urbanavičienė, Rasa. (2014). Drausminės atsakomybės sąvoka ir principai . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140625_174727-11100 ;
 Urbanavičienė, Rasa. “Drausminės atsakomybės sąvoka ir principai.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140625_174727-11100 ;.
 Urbanavičienė, Rasa. “Drausminės atsakomybės sąvoka ir principai.” 2014. Web. 06 Aug 2020.
 Urbanavičienė, Rasa. Drausminės atsakomybės sąvoka ir principai. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140625_174727-11100 ;.
 Urbanavičienė, Rasa. Drausminės atsakomybės sąvoka ir principai. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140625_174727-11100 ;
 16. Pavasarienė, Gintarė. Darbo konfliktų valdymo modelis.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192050-78307 ;
 Darbo konfliktų valdymo svarba integruojasi į organizacinės kultūros bendrą aplinką, o pastarosios praktinė reikšmė pasireiškia kalbant apie darbo rezultatyvumą. Konfliktų egzistavimas organizacijoje, tam tikrais veiklos... (more)
 Darbo konfliktų valdymo svarba integruojasi į organizacinės kultūros bendrą aplinką, o pastarosios praktinė reikšmė pasireiškia kalbant apie darbo rezultatyvumą. Konfliktų egzistavimas organizacijoje, tam tikrais veiklos periodais, nėra klaidingo valdymo rodiklis, valdymo efektyvumą greičiau apibūdina tikslingi konfliktų sprendimo ir valdymo metodai, todėl svarbu teisingai pasirinkti darbo konfliktų valdymo veiksmus. Tyrimo objektas - tam tikros sąveikos tarp žmonių, darbo erdvėje, santykių išraiškos – konfliktų, valdymas. Darbo tikslas - surasti veiksmų planą valdant konfliktines situacijas kylančias darbo vietoje. Darbe aprašytas tyrimas, kuriame dalyvavo 74 respondentai iš 8 Lietuvos organizacijų. Įvardintos pagrindinės darbo konfliktų valdymo tendencijos: darbo konfliktų lygis organizacijose dažniausiai yra vidutinis; organizacijose daugiausiai konfliktų kyla tarp vadovų ir kitų tarnautojų; darbo konfliktų valdymas – visos darbo grupės kompetencijoje; darbo konfliktų valdymas yra ne tik konkrečios iškilusios konfliktinės situacijos valdymas, bet ir kiti gretutiniai prieškonfliktiniai ir pokonfliktiniai veiksmai; geriausia darbo konfliktų prevencinė priemonė – grupinės veiklos pagrindu kuriamos lanksčios taisyklės, nuostatos. Minėtos tendencijos, susijusios su darbo konfliktų valdymu, padėjo suformuoti darbo konfliktų valdymo modelį, kuris išsiskiria platesniu procesiniu žvilgsniu, apima prieškonfliktinę, konfliktinę, pokonfliktinę plotmę.
 The importance of conflict management at work integrates into the common environment of organizational culture, however the significance of the latter opens while talking about the results of actions. Existance of conflicts at work, usually at certain periods of practice, is not a sign of a faulty management, rather efficiency of management is discribed with purposeful conflict decisions and methods of management. Object of this paper – special interactions among people in the working space, expressions of relationships – conflicts and management. Object of the research – to find optimal set of actions while managing conflictual situations in the working place. During the research some clear tendencies were recognized and they are related to the management of conflicts at work: conflict level at work is usually moderate; most of the respondents are usually satisfied with the end of their conflict solution; most of the respondents think, that management of conflicts at work is a competence of the whole working group; conflicts at work are identified, but their analysis and search of the most efficient solution is implemented quite rarely. An offered conflict management model was created by appealing to practical research tendencies, it diverges with a wider process regard and involves not only management of a particular conflict which has already risen up, but also pre-conflict and after-conflict plane.
 Advisors/Committee Members: Bartkus, Edverdas Vaclovas (Master's thesis supervisor), Staniulienė, Sonata (Master's degree committee chair), Čiegis, Remigijus (Master's degree committee member), Bartkus, Edverdas Vaclovas (Master's degree committee member), Štreimikienė, Dalia (Master's degree committee member), Čiutienė, Rūta (Master's degree committee member).
 Subjects/Keywords: Darbo konfliktai; Darbo konfliktų valdymas
 Pavasarienė, Gintarė. (2009). Darbo konfliktų valdymo modelis . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192050-78307 ;
 Pavasarienė, Gintarė. “Darbo konfliktų valdymo modelis.” 2009. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192050-78307 ;.
 Pavasarienė, Gintarė. “Darbo konfliktų valdymo modelis.” 2009. Web. 06 Aug 2020.
 Pavasarienė, Gintarė. Darbo konfliktų valdymo modelis. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192050-78307 ;.
 Pavasarienė, Gintarė. Darbo konfliktų valdymo modelis. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192050-78307 ;
 17. Kutkaitytė, Ramunė. Darbo ginčų instituto ypatybės.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152135-49335 ;
 Darbo ginčų instituto ypatybes Magistro darbe išnagrinėtos darbo ginčų instituto ypatybės: instituto dualizmas darbo teisės šakos viduje bei tarpšakinis instituto dualizmui. Magistro darbe analizuojami elementai,... (more)
 Darbo ginčų instituto ypatybes Magistro darbe išnagrinėtos darbo ginčų instituto ypatybės: instituto dualizmas darbo teisės šakos viduje bei tarpšakinis instituto dualizmui. Magistro darbe analizuojami elementai, per kuriuos pasireiškia darbo ginčų instituto šakinis dualizmas: darbo ginčų šalys, darbo ginčų turinys, darbo ginčų kilimo pradžia, darbo ginčų nagrinėjimo procedūros. Daroma išvada, kad nors darbo ginčų institutas pasižymi dualizmu, tačiau šiuolaikiniame visuomeniname gyvenime vyksta darbo ginčų sintezė, vienodėjimas. Darbo ginčų instituto tarpšakinis dualizmas tiriamas ir atskleidžiamas per tris aspektus: pirma, darbo ginčų instituto dvejopą –materialinį-procesinį-pobūdį, antra, darbo ginčų institutą reglamentuojančius principus (bendruosius teisės principus, civilinio proceso, darbo teisės principus bei specialiuosius darbo ginčų instituto principus). Pažymima, kad specialieji darbo ginčo instituto principai formuojami specifiniu būdu apjungiant darbo teisės ir civilinio proceso teisės. Specialūs darbo ginčų instituto principai detaliai ištiriami. trečia, darbo ginčų instituto procesinių normų dualizmą. Atsižvelgiant į išnagrinėtas darbo ginčų instituto ypatybes, pateikiamas teisinis esamo darbo ginčų instituto reglamentavimo vertinimas.
 Distinctive features of labor disputes The final paper of Master analyzes the distinctive features of labor disputes: dualism of institute in the branch of labor law and dualism of institute between the branches of law. The final paper of Master analyses elements revealing dualism in the branch of labor law: the parties of labor dispute, the object of labor dispute, the origin of labor disputes and the procedures of labor disputes resolution. Drawing the conclusion that although dualism in the branch of labor law is the specific feature of labor disputes, nowadays labor disputes becoming more and more resemblance. The dualism of labor disputes between the branches of law are studied and displayed in three dimensions: Firstly, dual-nature (material and procedural) of the institute of labor disputes; Secondly, the principle regulating the institute (common law principles, principles of labor law, civil procedure and specific labor disputes principles). Indicating that the specific principles of labor law disputes are formulating integrating civil procedure and labor law principles in the specific way. These specific principles of labor law disputes are analyzed in detail; Thirdly, the dualism of procedural rule of the institute of labor law disputes. The labor dispute institute is legally assessed in accordance to distinctive features of the institute.
 Subjects/Keywords: Darbo ginčai; Darbo ginčų ypatybes
 Kutkaitytė, Ramunė. (2011). Darbo ginčų instituto ypatybės . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152135-49335 ;
 Kutkaitytė, Ramunė. “Darbo ginčų instituto ypatybės.” 2011. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152135-49335 ;.
 Kutkaitytė, Ramunė. “Darbo ginčų instituto ypatybės.” 2011. Web. 06 Aug 2020.
 Kutkaitytė, Ramunė. Darbo ginčų instituto ypatybės. [Internet] [Masters thesis]. Vilnius University; 2011. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152135-49335 ;.
 Kutkaitytė, Ramunė. Darbo ginčų instituto ypatybės. [Masters Thesis]. Vilnius University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152135-49335 ;
 18. Markova, Olga. Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192049-39920 ;
 Daugumoje išsivysčiusių šalių darbo ginčai yra sprendžiami specializuotuose darbo teismuose. Europos Sąjungos valstybėse tokie teismai yra labai paplitę. Darbo ginčų sprendimo procedūros turi užtikrinti socialinės... (more)
 Daugumoje išsivysčiusių šalių darbo ginčai yra sprendžiami specializuotuose darbo teismuose. Europos Sąjungos valstybėse tokie teismai yra labai paplitę. Darbo ginčų sprendimo procedūros turi užtikrinti socialinės taikos atkūrimą tarp šalių, procesas turi būti greitas, nemokamas arba pakankamai pigus, bylų nagrinėjimo formalumai – minimalūs, o pats ginčo sprendimas turi būti vykdomas specialiai kompetetingo organo darbo byloms nagrinėti. Šiuo metu dauguma Europos Sąjungos valstybėse veikiančių darbo teismų atitinka šiuos kriterijus. Šis darbas yra skirtas išnagrinėti užsienio valstybių specializuotų darbo teismų organizavimo ir veiklos principus bei ypatumus. Pažymėtina, kad darbo ginčų nagrinėjimo procedūra specializuotuose teismuose yra paprastesnė, mažiau formali, greitesnė ir pigesnė nei bendros kompetencijos civiliniuose teismuose. Darbo bylas specializuotose teismuose nagrinėja kolegijos, susidedančios iš teisėjų – profesionalų ir neprofesionalių tarėjų. Dažniausiai teismo sudėtis atspindi trišalį bendradarbiavimą, bet kartais darbo bylos nagrinėjamos tik neprofesionalių teisėjų – socialinių partnerių atstovų, o dar rečiau – tik profesionalaus teisėjo. Bet kurioje teisminio nagrinėjimo proceso stadijoje pirmiausiai privalomai yra bandoma sutaikyti šalis. Lyginamoji užsienio valstybių darbo teismų patirties analizė suteikia galimybę nuodugniau apsvarstyti darbo teismų steigimo Lietuvoje galimybes. Nuolatinių diskusijų dėl specializuotos darbo justicijos įvedimo Lietuvoje... [toliau žr. visą tekstą]
 In the industrialized market economies, labour courts which serve as vehicles for adjudicating labour disputes, have become quite prevalent. Resolution of industrial disputes requires, in order to ensure social justice, that cases be heard and decided rapidly, at no or with a minimum of cost to the litigants, with a relative lack of formality, and by bodies with specialized capability in labour matters. In the present situation labour courts in the most of European Community countries in which such courts exist substantially meet these criteria. This work presents the analysis of labour courts operating bases in foreign countries. The procedures in labour courts are somewhat simplified as compared with those before ordinary courts, cheaper and faster. Composition of labour courts is mostly tripartite (in some countries bipartite or unipartite). All judges, lay or professional, have a decision-making role. There are compulsory conciliation procedures in the majority of labour courts. Comparative analysis of labour courts practice enables to weigh is it necessary to establish specialized labour courts in Lithuania. World experience is very useful to deal with this difficult question, particularly in the period then lively discussions on the matter of labour court institution in Lithuania constantly take place. Lithuanian laws permits of establishment of bodies with specialized competence in labour matters but there are many economic obstructions to make it. In the work the... [to full text]
 Advisors/Committee Members: Bužinskas, Gintautas (Master's thesis supervisor), Nekrošius, Ipolitas (Master's degree committee chair), Maculevič, Jurij (Master's degree committee member), Davulis, Tomas (Master's thesis reviewer).
 Subjects/Keywords: Darbo teismai; Specializuota darbo justicija; Darbo teismų perspektyvos Lietuvoje; Darbo ginčų sprendimo procedūros; Darbo bylų nagrinėjimo darbo teismuose ypatumai
 Markova, Olga. (2009). Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192049-39920 ;
 Markova, Olga. “Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai.” 2009. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192049-39920 ;.
 Markova, Olga. “Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai.” 2009. Web. 06 Aug 2020.
 Markova, Olga. Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192049-39920 ;.
 Markova, Olga. Darbo teismai užsienio valstybių teisėje: lyginamieji aspektai. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192049-39920 ;
 19. Petrošiūtė, Skaistė. Darbo bylų nagrinėjimo ypatumai civiliniame procese.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140623_192902-44977 ;
 Magistro darbe analizuojama tema yra gana sudėtinga, kadangi darbo teisinių santykių nagrinėjimas teisme apima tiek darbo teisės, tiek ir civilinio proceso teisės nagrinėjimo dalykus. Būtent... (more)
 Magistro darbe analizuojama tema yra gana sudėtinga, kadangi darbo teisinių santykių nagrinėjimas teisme apima tiek darbo teisės, tiek ir civilinio proceso teisės nagrinėjimo dalykus. Būtent dėl to, ši tema yra aktuali ne tik teoriniu, bet ir praktiniu aspektais. Darbo ginčų institutas savo dvilype prigimtimi ir tik jam būdingais požymiais yra išskirtinis darbo teisėje. Skirtingai nei daugelis kitų darbo teisės institutų, jo ypatybė pasireiškia ne tik jo, kaip darbo ginčo, skirstymu į kolektyvinius ir individualius darbo, ar ekonominius ir teisinius ginčus, bet ir dėl to, jog šis institutas, yra tarpšakinis – reglamentuojamas tiek darbo teisės, tiek ir civilinio proceso teisės normomis (materialinis – procesinis institutas). Įsigaliojus naujiesiems Lietuvos Respublikos darbo kodeksui ir Civilinio proceso kodeksui pakito ir šio instituto teisinis reglamentavimas. Civilinio proceso kodekso atskirame (XX) skyriuje nustatyti darbo bylų (darbo ginčų) nagrinėjimo teismuose ypatumai. Galiojančiose teisės aktuose įtvirtinta darbo bylų nagrinėjimo teisme tvarka nustato minimalius pasirengimo bylos nagrinėjimui bei jos išnagrinėjimui terminus, ribojamas šalių rungtyniškumo principo įgyvendinimas, teismas šios kategorijos bylose turi būti aktyvus – savo iniciatyva gali rinkti įrodymus, įtraukti į bylą papildomą atsakovą, ar netgi keisti ieškinio reikalavimus. Tačiau tokių normų laikymasis praktikoje retai kada būna įgyvendinamas, dėl ko paprastai ne tik nukenčia abi darbo teisinių... [toliau žr. visą tekstą]
 Master thesis topic of the subject-matter has been disclosed and analyzed by the examination of practical aspects of employment rules of law at courts. Whereas the investigation of legal employer-employee relationship at court involves both Labor Law, and Civil Procedure rules, the problem of contradiction of those rules of law often emerges in practice. That’s exactly why the selected topic is relevant both in theoretical and practical aspects. The institute of employment disputes is exclusive in Labor Law by its ambivalent nature and characteristic features. As distinct from many other Labor Law institutes, peculiarities of institute of employment disputes are manifested not only in employment dispute differentiation to collective and individual employment disputes, economic and legal disputes, but also because this institute is inter fields – regulated by rules of Labor Law and Civil Procedure Law (material-procedural institute). When a new Labor Code and a new Civil Procedure Code have come into force, legal regulation of this institute changed a lot. Separate Chapter XX of Civil Procedure Code establishes peculiarities of hearing of lawsuits of employment disputes. Effective legal acts stipulate procedure of employment disputes hearing by legitimizing and establishing minimal deadlines to preparation for lawsuit hearing at court and investigation included but not limited to restrictions of the implementation of competitive participation principle of parties to a lawsuit.... [to full text]
 Subjects/Keywords: Darbo ginčai; Darbo bylos; Teisminė procedūra
 Petrošiūtė, Skaistė. (2014). Darbo bylų nagrinėjimo ypatumai civiliniame procese . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140623_192902-44977 ;
 Petrošiūtė, Skaistė. “Darbo bylų nagrinėjimo ypatumai civiliniame procese.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140623_192902-44977 ;.
 Petrošiūtė, Skaistė. “Darbo bylų nagrinėjimo ypatumai civiliniame procese.” 2014. Web. 06 Aug 2020.
 Petrošiūtė, Skaistė. Darbo bylų nagrinėjimo ypatumai civiliniame procese. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140623_192902-44977 ;.
 Petrošiūtė, Skaistė. Darbo bylų nagrinėjimo ypatumai civiliniame procese. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20140623_192902-44977 ;
 20. Zamara, Svetlana. Darbo sutarties sąlygų keitimas.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140625_205820-70388 ;
 Darbe analizuojamos darbo sutarties sąlygų rūšys, darbo sutarties sąlygų keitimas, taip pat nagrinėjamas perkėlimo į kitą darbą institutas. Analizuojamas darbuotojų teisių gynimas, jeigu darbdavys neteisėtai... (more)
 Darbe analizuojamos darbo sutarties sąlygų rūšys, darbo sutarties sąlygų keitimas, taip pat nagrinėjamas perkėlimo į kitą darbą institutas. Analizuojamas darbuotojų teisių gynimas, jeigu darbdavys neteisėtai pakeitė darbo sutarties sąlygas. Minėtų klausimų analizė ir apibendrinimas atliekamas lyginant darbo teisės doktriną su Lietuvos Aukščiausiojo Teismo praktika, taip pat analizuojami moksliniai straipsniai bei užsienio šalių literatūra ir teisės aktai.
 Institute of changes in the conditions of an employment contract is analized in this Master thesis. The analysis and generalizations of peculiarities of changes in the conditions of an employment contract and other important themes is presented in the way of comparing the doctrine and practice of The Supreme Court of Lithuania, also are analyzed scientific papers and foreign doctrine of law.
 Subjects/Keywords: Darbo sutarties sąlygos; Darbo sutarties sąlygų keitimas
 Zamara, Svetlana. (2014). Darbo sutarties sąlygų keitimas . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140625_205820-70388 ;
 Zamara, Svetlana. “Darbo sutarties sąlygų keitimas.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140625_205820-70388 ;.
 Zamara, Svetlana. “Darbo sutarties sąlygų keitimas.” 2014. Web. 06 Aug 2020.
 Zamara, Svetlana. Darbo sutarties sąlygų keitimas. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140625_205820-70388 ;.
 Zamara, Svetlana. Darbo sutarties sąlygų keitimas. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140625_205820-70388 ;
 21. Zaščiurinskas, Arvydas. Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai).
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204535-92465 ;
 Šiame darbe nagrinėjami du šiurkštūs darbo pareigų pažeidimai, kurie yra pagrindas nutraukti darbo sutartį darbdavio iniciatyva, t.y. 1) valstybės, tarnybos, komercinių ar technologinių paslapčių atskleidimas... (more)
 Šiame darbe nagrinėjami du šiurkštūs darbo pareigų pažeidimai, kurie yra pagrindas nutraukti darbo sutartį darbdavio iniciatyva, t.y. 1) valstybės, tarnybos, komercinių ar technologinių paslapčių atskleidimas arba jų pranešimas konkuruojančiai įmonei (DK 235 straipsnio 2 dalies 2 punktas); 2) veikos, turinčios vagystės, sukčiavimo, turto pasisavinimo arba iššvaistymo, neteisėto atlyginimo paėmimo požymių, nors už šias veikas darbuotojas ir nebuvo traukiamas baudžiamojon ar administracinėn atsakomybėn (DK 235 straipsnio 2 dalies 7 punktas). Šio darbo uždaviniai buvo: 1) analizuoti DK normas, reglamentuojančias darbo drausmės pažeidimus; 2) nagrinėti šiurkščių darbo pareigų pažeidimų, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus, ypatumus; 3) remiantis teismų praktika, analizuoti kaip praktikoje taikomos DK normos, reglamentuojančios šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus; 4) palyginti kaip šie pažeidimai reglamentuojami užsienio valstybių teisės aktuose; 5) remiantis teismų praktika, atskleisti darbo sutarties nutraukimo, už šiurkštų darbo pareigų pažeidimą, tvarką. Darbo pabaigoje pateikiamos apibendrinančios išvados ir pateikiami pasiūlymai, kurie manytina, galėtų teigiamai įtakoti darbo sutarties nutraukimo už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus, procesą Lietuvoje.
 In this master thesis are pending two gross breach of work duties, which constitute the basis for terminating a contract of employment on the initiative of an employer, scilicet: 1) disclosure of state, professional, commercial or technological secrets or communicating them to a rival enterprise (Article 235 part 2 point 2 of the Labour code of the Republic of Lithuania); 2) acts with elements of theft, fraud, appropriation or embezzlement of property, unlawful taking of a reward even though these activities did not involve the employee in criminal or administrative liability (Article 235 part 2 point 7 of the Labour code of the Republic of Lithuania). The tasks of this master thesis were: 1) to analyse the rules of the Labour code of the Republic of Lithuania, which regulate breaches of labour discipline; 2) to analyse gross breaches of work duties encroaching on property, property rights and property interests; 3) refer to practice of Courts, to analyse how the rules of the Labour code of the Republic of Lithuania, which regulate gross breaches of work duties encroaching on property, property rights and property interests are applying in practice; 4) to compare how these breaches are regulating in foreign countries laws; 5) refer to practice of Courts, to show the course of the termination of an employment contract for gross breach of work duties; The master thesis is ended by summarizing examined issues and presenting appropriate suggestions that are believed may cause... [to full text]
 Subjects/Keywords: Darbo drausmės pažeidimas; Šiurkštus darbo pareigų pažeidimas
 Zaščiurinskas, Arvydas. (2009). Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai) . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204535-92465 ;
 Zaščiurinskas, Arvydas. “Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai).” 2009. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204535-92465 ;.
 Zaščiurinskas, Arvydas. “Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai).” 2009. Web. 06 Aug 2020.
 Zaščiurinskas, Arvydas. Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai). [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204535-92465 ;.
 Zaščiurinskas, Arvydas. Darbo sutarčių nutraukimas už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į nuosavybę, turtines teises ir turtinius interesus (Darbo kodekso 235 str. 2 d. 2 ir 7 punktai). [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204535-92465 ;
 22. Smilginaitė, Žaneta. Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20101124_204102-15319 ;
 SANTRAUKA Magistro darbe aptariama individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai. Darbo ginčai kyla tarp svarbiausių socialinių partnerių - darbuotojo ir darbdavio. Darbdavys... (more)
 SANTRAUKA Magistro darbe aptariama individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai. Darbo ginčai kyla tarp svarbiausių socialinių partnerių - darbuotojo ir darbdavio. Darbdavys yra nepalyginamai pranašesnis socialiniu ir ekonominiu požiūriu nei darbuotojas, todėl egzistuoja viešasis interesas apsaugoti silpnesnę šalį. Darbo ginčų nagrinėjimas ikiteisminė ginčo nagrinėjimo stadijoje ypatumai yra specifiniai ir teoriniu, ir praktiniu aspektu, kuriuos būtina analizuoti. Šiame darbe remiamasi Lietuvos valstybės normine ir specialiąja literatūra, teismų praktika, bei siekiama aptarti esminius ikiteisminio ginčo nagrinėjimo stadijoje ypatumus, pavyzdžiui darbo ginčų komisijos sudarymas, jos aktyvus vaidmuo priimant sprendimus ir jų vykdymas, bei sprendimų apskundimo tvarka.
 Summary The peculiarities of the analysis of individual industrial disputes in the pretrial stage of analysis of disputes were discussed in this Master Thesis. The industrial disputes arise between the main social partners – an employee and an employer. The employer is undoubtedly superior to the employee in the social as well as the economical point of view. So, there is a public interest that protects the weaker side. The peculiarities of individual industrial disputes in the pretrial stage of analysis of disputes are specific ones in both – theoretical and in the practical aspects, so these peculiarities are necessary to be analysed. This work is based on Lithuanian standard and special literature as well as jurisprudence. Moreover, it was pursued to discuss the essential peculiarities of the disputes in the pretrial stage, for example, the decision-making, execution as well as the appeal.
 Advisors/Committee Members: Judickienė, Jurgita (Master's thesis supervisor).
 Subjects/Keywords: Darbo ginčų nagrinėjimo ypatumai darbo ginčų komisijoje
 Smilginaitė, Žaneta. (2010). Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20101124_204102-15319 ;
 Smilginaitė, Žaneta. “Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai.” 2010. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20101124_204102-15319 ;.
 Smilginaitė, Žaneta. “Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai.” 2010. Web. 06 Aug 2020.
 Smilginaitė, Žaneta. Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai. [Internet] [Masters thesis]. Vilnius University; 2010. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20101124_204102-15319 ;.
 Smilginaitė, Žaneta. Individualių darbo ginčų nagrinėjimo ikiteisminėje ginčo nagrinėjimo stadijoje ypatumai. [Masters Thesis]. Vilnius University; 2010. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20101124_204102-15319 ;
 23. Ilginis, Mykolas. Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140625_204448-11022 ;
 Dėl augančio nedarbo šalyje didėja emigracijos srautai, įtakojami Lietuvos ekonomikos rodikliai, kadangi nesurenkami mokesčiai, o pridėtinę vertę asmenys kuria ne Lietuvoje, bet kitose valstybėse. Prie... (more)
 Dėl augančio nedarbo šalyje didėja emigracijos srautai, įtakojami Lietuvos ekonomikos rodikliai, kadangi nesurenkami mokesčiai, o pridėtinę vertę asmenys kuria ne Lietuvoje, bet kitose valstybėse. Prie nedarbo didėjimo labai stipriai prisideda ir šalyje vykdoma politika. Be to, darbdaviai esant tokioms jiems palankioms sąlygoms darbuotojus gali išnaudoti, įpareigodami juos dirbti viršvalandžius už juos papildomai nemokėdami. Pasirinktos temos nagrinėjimo aktualumą lemia tai, kad esanti sparti technologijų pažanga, stiprėjanti konkurencija, bekeičiantys vartotojų poreikiai lemia būtinybes tradicinį darbo santykių modelį pritaikyti pokyčiams bei itin dinamiškiems ekonominiams virsmams. Šiame magistro darbe analizuojami Lietuvos ir užsienio valstybių – Danijos bei Estijos - darbo įstatymų pakeitimai, kurie buvo atlikti pasaulinės krizės metu, siekiant liberalizuoti darbo santykius. Užsienio šalių analizei pasirinkome Estiją, kadangi ši valstybė priskiriama prie pokomunistinės transformacijos lyderių bei laikoma geriausiai Baltijos regione su pasauline ekonomikos krize susidorojančia valstybe. Daniją pasirinkome, nes šios valstybės sugebėjimas derinti lankstumo ir saugumo komponentus laikomas pavyzdžiu visai Europai. Danijos pavyzdys geriausiai atspindi, kaip suderintomis socialinėmis priemonėmis galima pasiekti ekonomikos augimo, aukšto užimtumo lygio ir patikimų viešųjų finansų. Magistro darbe atskleidžiamas ir įvertinamas ekonominės krizės sąryšis su Lietuvos Respublikos darbo... [toliau žr. visą tekstą]
 Growing unemployment rate increases the emigration flow in the country which affects general economic indicators of Lithuania: the taxes isn‘t collected and the added value made by Lithuanian people are being createded in other countries. Country policy plays very important role in the process of unemployment rate increase too. Besides, employers in these favorable conditions can exploit workers by obliging them to work overtime without paying extra money. The chosen theme is relevant due to the fact that rapid technological advances, increase of competition and changes in consumers demand requires the traditional labor relations model in Lithuania to be adapted for very dynamic economic changes. In this master’s thesis labour law changes which were implemented during economic crisis in Lithuania and other foreign countries - Denmark, Estonia – are being analyzed. Estonia was chosen as the country with which Lithuania had experienced post-communist transformations. Estonia is known as post-communist transformation leader. Denmark was chosen because of being an example in Europe how to implement “flexicurity” model ant how to achieve economic growth, high employment and sound public finances at the same time. In master’s thesis the relationship between economic crisis and the liberalization of labour relations in the Republic of Lithuania is detected and revealed. It is compared Lithuanian and foreign labor laws change provisions in 2009 - 2010, it is submitted their summaries... [to full text]
 Subjects/Keywords: Darbo teisinių santykių liberalizavimas; Darbo teisinių santykių modernizavimas; Darbo santykiai Lietuvoje; Darbo santykiai
 Ilginis, Mykolas. (2014). Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140625_204448-11022 ;
 Ilginis, Mykolas. “Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140625_204448-11022 ;.
 Ilginis, Mykolas. “Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje.” 2014. Web. 06 Aug 2020.
 Ilginis, Mykolas. Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140625_204448-11022 ;.
 Ilginis, Mykolas. Ekonominė krizė ir jos įtaka darbo santykių teisinio reguliavimo liberalizavimui Lietuvoje. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140625_204448-11022 ;
 24. Žalaitė, Kristina. Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_203601-63667 ;
 Santrauka Lietuvoje individualius darbo ginčus nagrinėjančių organų sistema skirstoma į dvi grandis – ikiteisminę ir teisminę. Ikiteismine tvarka individualius darbo ginčus nagrinėja darbo ginčų komisijos,... (more)
 Santrauka Lietuvoje individualius darbo ginčus nagrinėjančių organų sistema skirstoma į dvi grandis – ikiteisminę ir teisminę. Ikiteismine tvarka individualius darbo ginčus nagrinėja darbo ginčų komisijos, sudaromos įmonėse, įstaigose ar organizacijose. Darbo ginčų komisija – privaloma pirminė individualių darbo ginčų institucija. Ikiteisminis nagrinėjimas yra būtina kiekvieno individualaus darbo ginčo nagrinėjimo stadija. Tai, kad įstatymas atskiras individualių darbo ginčų kategorijas priskiria tiesiogiai teismui, traktuojama kaip bendros taisyklės išimtis. Ikiteisminė individualių darbo ginčų nagrinėjimo tvarka Lietuvoje įsigaliojo 1940 metais. Atkūrus nepriklausomybę Lietuva mažiausiai reformavo ikiteisminę individualių darbo ginčų nagrinėjimo tvarką ir su tam tikrais pakeitimais ši tvarka galioja iki šiol. Pagrindinė ikiteisminės stadijos funkcija – šalis sutaikyti. Individualaus darbo ginčo išsprendimas ikiteisminėje stadijoje reiškia, jog pasiekiamas ikiteisminio nagrinėjimo tikslas – ginčas išsprendžiamas taikiai, nesikišant teismui. Lietuvos Respublikos darbo kodekso normos, reglamentuojančios ikiteisminę darbo ginčų nagrinėjimo tvarką, taikinimo funkcijos realiai neįgyvendina. Į pirmą vietą yra iškeliamas ginčo išsprendimas, darbo ginčų komisija prilyginama teismui. Ikiteisminės individualių darbo ginčų institucijos teorijos ir praktikos lyginamoji apžvalga darbe atliekama analizuojant ikiteisminio individualių darbo ginčų nagrinėjimo istoriją, ikiteisminės stadijos... [toliau žr. visą tekstą]
 Summary Before-the-trial Institution of Individual Labor Conflicts: Comparative Review of Theory and Practice In Lithuania, the system which deals with the resolution of individual labour disputes can be divided into two segments: pretrial and juridical. During the pretrial stage, individual labour disputes are handled by labour disputes commissions which are established internally by companies, institutions and organizations. Labour dispute commission is an obligatory primary institution for handling individual labour disputes. Pretrial procedure is a mandatory stage of every individual labour dispute resolution. The fact that the law assigns certain categories of individual labour dispute as falling within direct competence of court is considered an exception to the common rule. Pretrial procedure for resolving individual labour disputes in Lithuania was established in 1940. After the restoration of the Independence of the Republic of Lithuania, the pretrial individual labour dispute resolution system did not undergo major reform, and therefore, with only slight changes, the same order prevails at present. The main function of the pretrial stage is to help the parties to reach settlement. When an individual labour dispute is resolved during the pretrial stage, it means that the goal of the pretrial procedure has been achieved: the conflict has been settled peacefully and without juridical intervention. The provisions of the Labour Code of the Republic of Lithuania, which... [to full text]
 Subjects/Keywords: Darbo ginčų komisija
 Žalaitė, Kristina. (2014). Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_203601-63667 ;
 Žalaitė, Kristina. “Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_203601-63667 ;.
 Žalaitė, Kristina. “Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga.” 2014. Web. 06 Aug 2020.
 Žalaitė, Kristina. Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_203601-63667 ;.
 Žalaitė, Kristina. Ikiteisminė individualių darbo ginčų institucija: teorijos ir praktikos lyginamoji apžvalga. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20140626_203601-63667 ;
 25. Marčenko, Diana. Terminuota darbo sutartis.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140626_204308-19057 ;
 Terminuota darbo sutartis Santrauka Šiame magistro darbe analizuojama terminuotos darbo sutarties, kaip lankstaus darbo organizavimo formos, specifika, jos sudarymo, vykdymo bei nutraukimo aspektai. Pagrindinis dėmesys... (more)
 Terminuota darbo sutartis Santrauka Šiame magistro darbe analizuojama terminuotos darbo sutarties, kaip lankstaus darbo organizavimo formos, specifika, jos sudarymo, vykdymo bei nutraukimo aspektai. Pagrindinis dėmesys yra skiriamas terminuotų darbo sutarčių reguliavimui Lietuvos Respublikoje, tačiau siekiant palyginti, pateikiama ir kitų užsienio šalių pavyzdžių. Magistro darbą sudaro keturios pagrindinės dalys. Pirmoje dalyje nagrinėjama terminuota darbo sutartis kaip viena iš darbo sutarčių rūšių. Šioje dalyje pateikiama terminuotos darbo sutarties samprata, atvejai, kada tokia sutartis gali būti sudaroma. Trumpai aptariami svarbiausi sezoninės ir laikinosios darbo sutarties aspektai, bet plačiau šios darbo sutartys nėra analizuojamos. Antroji magistro darbo dalis skirta pateikti terminuotų darbo santykių lankstumo ir saugumo svarbiausius aspektus. Kadangi terminuota darbo sutartis ilgainiui įvardijama kaip viena iš galimų lanksčių santykių įgyvendinimo formų, todėl šioje darbo dalyje nagrinėjama būtinybė lankstumą vienaip ar kitaip derinti su saugumu darbo santykiuose. Trečioje magistro darbo dalyje dėmesys yra skiriamas terminuotos darbo sutarties sudarymo ir vykdymo analizei. Nagrinėjamos terminuotos darbo sutarties sudarymo prielaidos, termino nustatymo klausimai bei apžvelgiamas terminuotos darbo sutarties vykdymas. Ketvirtoji magistro darbo dalis skirta terminuotos darbo sutarties pasibaigimo analizei. Šioje dalyje pirmiausia analizuojamas terminuotos darbo sutarties... [toliau žr. visą tekstą]
 Fixed-term Employmet Contract Summary This master’s thesis analyses specificity, and formation, implementation and termination aspects of the fixed-term employment contract as a flexible form of work organisation. The focus is on the regulation of fixed-term employment contracts in the Republic of Lithuania; however, the examples of other foreign countries are also presented for comparison. The master’s thesis consists of four major parts. The first part analyses the fixed-term employment contract as one of the types of employment agreements. This part presents the concept of fixed-term employment contract and the cases when such contract may be concluded. Types of the fixed-term employment contracts, such as seasonal and temporary employment contracts, as well as their main aspects, are also introduced in brief, though they are not analysed thoroughly. The second part of the thesis is intended to provide the information on the main aspects of flexibility and security of fixed-term labour relations. Since the term-fixed contract is eventually named as one of the possible implementations of flexible labour relations, this section of the thesis examines at what extent the flexibility should be combined with security in labour relations. The third part of the master's thesis is focused on the analysis of the formation of fixed-term employment contract and its implementation. Preconditions for creation of the fixed-term employment contract and term identification issues are... [to full text]
 Subjects/Keywords: Terminuota darbo sutartis
 Marčenko, Diana. (2014). Terminuota darbo sutartis . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140626_204308-19057 ;
 Marčenko, Diana. “Terminuota darbo sutartis.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140626_204308-19057 ;.
 Marčenko, Diana. “Terminuota darbo sutartis.” 2014. Web. 06 Aug 2020.
 Marčenko, Diana. Terminuota darbo sutartis. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140626_204308-19057 ;.
 Marčenko, Diana. Terminuota darbo sutartis. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20140626_204308-19057 ;
 26. Zagurskienė, Edita. Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_180922-83994 ;
 Pagal Darbo kodekso 109 straipsnį terminuota darbo sutartis nuolatinio pobūdžio darbui atlikti gali būti sudaroma tik išimtiniais atvejais, nustatytais Darbo kodekso 109 straipsnio 2 dalyje.... (more)
 Pagal Darbo kodekso 109 straipsnį terminuota darbo sutartis nuolatinio pobūdžio darbui atlikti gali būti sudaroma tik išimtiniais atvejais, nustatytais Darbo kodekso 109 straipsnio 2 dalyje. Sudaryti terminuotą darbo sutartį paprastai yra naudingiau darbdaviui, darbuotojo teisės ir interesai, esant terminuotai darbo sutarčiai, tampa labiau pažeidžiami. Viešąjį interesą daugiau atitinka darbuotojo ir darbdavio interesų pusiausvyrą užtikrinančios neterminuotos darbo sutartys, todėl kad nebūtų piktnaudžiaujama terminuotomis sutartimis, įstatymuose nustatyti tam tikri imperatyvieji reikalavimai. Šiame magistro darbe analizuojami terminuotų darbo sutarčių sudarymo, vykdymo bei nutraukimo ypatumai. Magistro darbą sudaro trys pagrindinės dalys. Pirmoje dalyje nagrinėjama bendrosios terminuotos darbo sutarties samprata, požymiai, prielaidos ir ribojimai. Antrojoje magistro darbo dalyje analizuojamas terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą. Atsižvelgiant į Darbo kodekso 109 straipsnio 2 dalies papildymus aptariamos terminuotos darbo sutarties prielaidos, termino nustatymo klausimai, akcentuojant maksimalią terminuotų darbo sutarčių trukmę ir termino nustatymo būdus apžvelgiamas terminuotos darbo sutarties vykdymas. Trečiojoje magistro darbo dalyje nagrinėjamas terminuotos darbo sutarties pasibaigimas. Šioje dalyje, visų pirma, analizuojamos termino pasibaigimo pagrindai, garantijos ir apribojimai bei teisinės terminuotos darbo... [toliau žr. visą tekstą]
 The fixed-term employment contract of a permanent nature to do the job can be awarded only in exceptional circumstances set out in Article 109 of the Labour Code, Part 2. To create a fixed-term employment contract is generally beneficial to the employeror the employee's rights and interests under a fixed-term employment contract, it becomes more vulnerable. The public interest is more consistent with open-ended contracts so that were no misuse of fixed-term contracts with certain statutory requirements. This thesis analyzes the fixed-term contracts, performance and terminationfeatures. Master's thesis consists of three main parts. The first part deals with the general concept of fixed-term contract, signs, assumptions and limitations. The second part analyzes the fixed-term employment contract, the worker admitted to a newly set up job. In view of the Labour Code, Article 109 paragraph 2 additions to the contract in question termintuotos assumptions, the term of issues with emphasis on the maximum duration of fixed-term contracts and the term gives an overview of the methods of fixed-term contract. The third part deals with fixed-term contract ends. In this section, in particular, theanalysis of the expiry of the basics, warranties and limitations of the legaltermination of the contract term consequences.
 Subjects/Keywords: Darbo teisė; Terminuota darbo sutartis; Darbo kodekso 109 str; Prielaidos; Nauja darbo vieta; Pasibaigimas
 Zagurskienė, Edita. (2014). Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_180922-83994 ;
 Zagurskienė, Edita. “Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_180922-83994 ;.
 Zagurskienė, Edita. “Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą.” 2014. Web. 06 Aug 2020.
 Zagurskienė, Edita. Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_180922-83994 ;.
 Zagurskienė, Edita. Terminuotos darbo sutarties sudarymas, kai darbuotojas priimamas į naujai steigiamą darbo vietą. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_180922-83994 ;
 27. Grucytė, Eglė. Darbo sutarties su administracijos vadovu ypatumai.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_181216-18211 ;
 Lietuvos teisėje, reguliuojant juridinio asmens adminitracijos vadovo teisinę padėtį, kyla nemažai prieštaravimų. Nors teisės aktuose yra įtvirtinta organinė juridinių asmenų valdymo organų teorija, teismų praktikoje... (more)
 Lietuvos teisėje, reguliuojant juridinio asmens adminitracijos vadovo teisinę padėtį, kyla nemažai prieštaravimų. Nors teisės aktuose yra įtvirtinta organinė juridinių asmenų valdymo organų teorija, teismų praktikoje juridinio asmens administracijos vadovas iki 2009 metų buvo laikomas įstatyminiu juridinio asmens atstovu. Pažymėtina, jog juridinių asmenų teisinė padėtį reglamentuojančiuose įstatymuose nurodyta, jog su administracijos vadovu privalo būti sudaroma darbo sutartis. Darbo sutarties sudarymas suponuoja darbo teisės normų taikymą. Kai kurie darbo teisėje įtvirtinti imperatyvai (pavyzdžiui, griežta darbuotojų atleidimo tvarka) trukdo taikyti įprastas juridinių asmenų veiklą reglamentuojančių įstatymų teisės normas. Taigi, faktinė juridinio asmens administracijos vadovo teisinės padėties reglamentavimo situacija yra gana problematiška. Vadovaujantis darbo bei juridinių asmenų teisinę padėtį reguliuojančių įstatymų nuostatomis paskiriant administracijos vadovą bei sudarant su juo darbo sutartį turi būti laikomasi specialios kolegialių juridinio asmens sprendimų priėmimo tvarkos. Taip pat pažymėtina, jog šalių sulygtos ir į darbo sutartį įtrauktos sąlygos šalims visais atvejais tampa privalomos ir sprendžiant ginčus į šias nuostatas turi būti atsižvelgiama. Dėl administracijos vadovo teisinės padėties ypatumų juridiniame asmenyje, su administracijos vadovu gali būti sudaromos tik terminuotos ir neterminuotos darbo sutartys. Administracijos vadovas dirbdamas vienasmeniu... [toliau žr. visą tekstą]
 There is considerable controversy in the regulation of the legal entity adminitracijos head legal situation in Lithuanian law. Although the legislation is enshrined in the organic management of legal persons, case-law legal person the head of administration by the year 2009 was regarded as a legal personal representative of the law. It should be noted that the legal status of the legal governing legislation provides that the head of the administration must have an employment contract. Employment contract implies the application of labor laws. Some of the imperatives of consolidating labor law (for example, strict redundancies in order) to hinder the normal activities of legal persons of laws rules. Thus, the actual head of administration of the legal person legal position of the situation is quite problematic. According to statutory provisions of the labor and legal persons the appointment of the head of administration and creating an employment contract with him to be complied with the specific legal entity of collegiate decision-making procedures. It should also be noted that the parties agreed and included in the contract countries to become mandatory in all cases and disputes with the following provisions must be taken into account. The administrative head of the legal features of the legal person status, the head of the administration may be awarded only to fixed-term and open-ended contracts .. Head administration while working in a single-entity body becomes not only... [to full text]
 Subjects/Keywords: Darbo sutarties ypatumai
 Grucytė, Eglė. (2014). Darbo sutarties su administracijos vadovu ypatumai . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_181216-18211 ;
 Grucytė, Eglė. “Darbo sutarties su administracijos vadovu ypatumai.” 2014. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_181216-18211 ;.
 Grucytė, Eglė. “Darbo sutarties su administracijos vadovu ypatumai.” 2014. Web. 06 Aug 2020.
 Grucytė, Eglė. Darbo sutarties su administracijos vadovu ypatumai. [Internet] [Masters thesis]. Vilnius University; 2014. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_181216-18211 ;.
 Grucytė, Eglė. Darbo sutarties su administracijos vadovu ypatumai. [Masters Thesis]. Vilnius University; 2014. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20140627_181216-18211 ;
 28. Šventickienė, Jurgita. Darbo sutarties sąlyga dėl darbo apmokėjimo.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152202-96688 ;
 SANTRAUKA Apmokėjimas už darbą visada buvo ir bus aktuali ekonominė ir teisinė problema. Darbo apmokėjimo sąlygos teisinis reguliavimas ir valstybės požiūris į jį itin svarbus... (more)
 SANTRAUKA Apmokėjimas už darbą visada buvo ir bus aktuali ekonominė ir teisinė problema. Darbo apmokėjimo sąlygos teisinis reguliavimas ir valstybės požiūris į jį itin svarbus plačiam gyventojų ratui, nes tik tinkamas ir stabilus darbo apmokėjimo sureguliavimas yra daugelio žmonių normalaus gyvenimo lygio garantas. Rinkos ekonomikos sąlygomis darbo apmokėjimas tampa darbdavio ir darbuotojo derybų objektu. Siekiant šias derybas teisiškai įgyvendinti, būtina išanalizuoti darbo apmokėjimo sąvoką, sistemas, formas, darbo užmokesčio struktūrą ir kita. Šiame darbe aptariami bei analizuojami pagrindiniai požymiai susiję su darbo apmokėjimo nustatymu darbo sutartyje. Pirmoje dalyje nagrinėjama darbo apmokėjimo sąvoka, struktūra bei darbo apmokėjimo forma. Taip pat yra pateikiami esminiai elementai, padedantys atskirti darbo užmokestį nuo atlyginimo, mokamo pagal civilines sutartis. Šioje dalyje apžvelgiami bei lyginami darbo užmokestį Lietuvoje reglamentuojantys teisės aktai, teismų praktika su tarptautinės, Europos Bendrijos teisės aktais bei ETT jurisprudencija, reglamentuojančia darbo apmokėjimą. Antroje darbo dalyje apžvelgiami darbo apmokėjimo organizavimo metodai bei tarifų sistemos, kurios tiesiogiai susijusios su darbo apmokėjimo organizavimu. Taip pat pateikiama darbo užmokesčio sistemų įvairovė, kuri leidžia kiekvienam darbdaviui pagal savo įmonės specializaciją pasirinkti tinkamiausią darbo užmokesčio sistemą. Trečia darbo dalis skirta klausimams, susijusiems su teisingu... [toliau žr. visą tekstą]
 SUMMARY Work payment has always been and will be an actual economic and legal problem. Legal regulation of work payment and state approach to that regulation is extremely important to the wide rate of residents because only the appropriate and stable regulation of work payment condition is the guarantee of normal life of the majority of people. According to the conditions of market economy the work payment is becoming the object of negotiations between the employer and employee. In order to legally implement such negotiations it is necessary to analyze work payment concept, systems, forms, salary structure, legal possibilities of the determination and other. The main features that are discussed and analyzed in this work are related to the determination of work payment in the employment contract. Work payment concept, structure and forms are examined in the first part. Fundamental elements that help to distinguish set work payment between employment contract and civil contract. In this part Lithuanian legal acts regulating work payment and relative court practise is reviewed and compared with acts of international law, European Community law as well as jurisprudence of the European Court of Human Rights regulating work payment. In the second part of this work methods of work payment organization and rate systems that are directly related to the organization of work payment are reviewed. The variety of work payment systems that allow every employer to choose the most... [to full text]
 Advisors/Committee Members: Stanevičius, Rimantas (Master's thesis supervisor).
 Subjects/Keywords: Darbo užmokestis; Darbo sutartis; Darbo apmokėjimo organizavimas; Darbo apmokėjimo nustatymo teisiniai pagrindai
 Šventickienė, Jurgita. (2011). Darbo sutarties sąlyga dėl darbo apmokėjimo . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152202-96688 ;
 Šventickienė, Jurgita. “Darbo sutarties sąlyga dėl darbo apmokėjimo.” 2011. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152202-96688 ;.
 Šventickienė, Jurgita. “Darbo sutarties sąlyga dėl darbo apmokėjimo.” 2011. Web. 06 Aug 2020.
 Šventickienė, Jurgita. Darbo sutarties sąlyga dėl darbo apmokėjimo. [Internet] [Masters thesis]. Vilnius University; 2011. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152202-96688 ;.
 Šventickienė, Jurgita. Darbo sutarties sąlyga dėl darbo apmokėjimo. [Masters Thesis]. Vilnius University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2008~D_20110709_152202-96688 ;
 29. Karvelienė, Laima. Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204209-69276 ;
 Santrauka Darbo teisės reforma Lietuvoje prasidėjo atkūrus Lietuvos Respublikos nepriklausomybę 1990 metais. Ją nulėmė visa eilė priežasčių, kurių pagrindinės: politinės bei ekoniminės priežastys. Minėtos priežastys... (more)
 Santrauka Darbo teisės reforma Lietuvoje prasidėjo atkūrus Lietuvos Respublikos nepriklausomybę 1990 metais. Ją nulėmė visa eilė priežasčių, kurių pagrindinės: politinės bei ekoniminės priežastys. Minėtos priežastys sudarė sąlygas keistis socialinei visuomenei ir tai negalėjo neatsispindėti darbo teisėje. Visą darbo teisės reformą galima skirti į du etapus: pirmąjį, - kurio metu darbo teisės normos buvo įtvirtinos atskirais darbo įstatymais, atitinkančiais atskirus darbo teisės institutus ir antrąjį, - pradėjus sisteminti darbo teisės normas viename teisės akte, - Lietuvos Respublikos darbo kodekse. Šie etapai negali būti suprantami vien tik kaip darbo teisės normų įtvirtinimo būdo pasirinkimo problema, tačiau etapais vykusi reforma pamažu keitė darbo teisės doktriną iš esmės. Palaipsniui buvo keičiamas normatyvinis darbo santykių teisins reguliavimas, sutartiniu darbo santykių teisiniu reguliavimu. Svarbu paminėti, jog darbo teisės liberalizavimas vyko atsižvelgiant į darbo santykių specifiką. Turint omenyje tai, jog darbo santykių subjektai nėra pripažįstami lygais (darbuotojas pripažįstamas labiau pažeidžiamu darbo santykių subjektu), valstybės vaidmuo reguliuojant šiuos santykius išliko. Ir nors prioritetas suteikiamas kolektyvinių santykių reglamentavimui, valstybė pasiliko sau teisę nustatyti minimalius, būtinus standartus siekiant užtikrinti darbuotojų apsaugą. Vykdant reformą, be darbo teisės liberalizavimo klausimo, buvo iškelta daugybė problemų, kurias stengtasi... [toliau žr. visą tekstą]
 The Reform of Labour Law in Lithuania after the Reestablishment of Independence Summary Labor law reform has started in Lithuania after the restoration of Independence in 1990. The reform was predetermined by a number of reasons, most important of them were political and economical. These circumstances created conditions for social changes in the society and all this could not have been neglected in the labor law. Labor law reform could be split into two phases. During the first period separate labor laws corresponding to certain labor law institutions have consolidated the norms of the labor laws. The second period marks the systematization of labor law norms into one single act, namely the Labor Codex of the Republic of Lithuania. These two phases cannot be simply regarded as the issue of choosing the way of entrenching labor law norms; stage-by-stage introduced reform has essentially changed the labor law doctrine. Gradually the normative legal regulation of labor relations has been replaced by the contractual regulation of labor relations. It is important to note that labor law liberalization has been carried out with respect to the specifics of labor relations. Bearing in mind that the subjects of labor relations are not regarded as equal entities (employee is acknowledged as a more exposed subject of labor relations) the role of state in regulating these relationship has been maintained. Therefore, in spite of the fact that priority is given to the regulation of the... [to full text]
 Advisors/Committee Members: Nekrošius, Ipolitas (Master's thesis supervisor).
 Subjects/Keywords: Darbo teisė; Reforma
 Karvelienė, Laima. (2009). Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204209-69276 ;
 Karvelienė, Laima. “Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo.” 2009. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204209-69276 ;.
 Karvelienė, Laima. “Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo.” 2009. Web. 06 Aug 2020.
 Karvelienė, Laima. Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204209-69276 ;.
 Karvelienė, Laima. Darbo teisės reforma Lietuvoje po Nepriklausomybės atkūrimo. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204209-69276 ;
 30. Valiuškienė, Irma. Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204527-52362 ;
 Santrauka Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste Teisė į darbą yra viena iš pagrindinių žmogaus teisių. Lietuvai tapus Europos Sąjungos nare, joje galiojanti... (more)
 Santrauka Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste Teisė į darbą yra viena iš pagrindinių žmogaus teisių. Lietuvai tapus Europos Sąjungos nare, joje galiojanti teisinė sistema tampa neatsiejama ir Lietuvos teisinės sistemos dalimi, todėl darbo autorius lygina terminuotos darbo sutarties sudarymo, vykdymo, nutraukimo galimybes, vadovaujantis galiojančiais teisės aktais, išskirdamas apribojimus, kurių nebuvo iki LR DK įsigaliojimo. Tokiu būdu yra analizuojama, ar į Lietuvos teisę yra perkeltos direktyvos, reglamentuojančios darbą pagal terminuotas sutartis, nuostatos. Darbe didžiausias dėmesys skiriamas terminuotai darbo sutarčiai, jos sudarymo galimybėms, bei įstatymų nuostatoms, draudžiančioms sudaryti tokią sutartį. Siekiant atkleisti terminuotos darbo sutarties ypatumus, darbo autorius apžvelgia būtinąsias darbo sutarčių sąlygas privalomas ne tik terminuotai darbo sutarčiai, bei ir kitoms darbo sutarčių rūšims, tokioms kaip laikinoji, sezoninio darbo, antraeilių pareigų, susitarimo dėl papildomo darbo. Darbo autorius atkreipia dėmesį į garantijas ir apribojimus, kurie atsiranda, kai sudaromos ne įprastinės, o terminuotos darbo sutartys. Ypatingai yra akcentuojama darbo sutartis su įmonės vadovu, išskiriami specifiniai tokios darbo sutarties pasibaigimo pagrindai.
 Summary Fixed-term Employment Contract in the Context of Other Employment Contracts A right to work is one of the basic human rights. After Lithuania joined the European Union, it‘s legal system became inseperable part of Lithuania‘s legal system, therefore the author of this thesis is comparing the possibilities for formation, pursuance and discontinuation of temporary job contract in accordance with acting legal regulations, emphasising the restrictions, which were not present until Labour Code of Republic of Lithuania came to act. Thus, the author gives the analysis if the provisions of directive, regulating the work by temporary job contracts, are implemented into the Lithuanian legal system. The thesis concentrates mainly on temporary job contract, it's formation possibilities and laws, prohibiting formation of such contract. In order to display the pecularities of temporary job contract, the author reviews necessary contract preconditions not only for temporary job contracts, but other job contracts as well, including temporary job, seasonal job, avocation, settlement for additional job. Author points out the guarantees and restrictions, which originate when a temporary job contract is signed instead of usual job contract. The author pays great attention to job contracts where the contractor is the head of a company, and emphasises the basis of discontinuation of such contracts.
 Valiuškienė, Irma. (2009). Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste . (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204527-52362 ;
 Valiuškienė, Irma. “Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste.” 2009. Masters Thesis, Vilnius University. Accessed August 06, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204527-52362 ;.
 Valiuškienė, Irma. “Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste.” 2009. Web. 06 Aug 2020.
 Valiuškienė, Irma. Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2020 Aug 06]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204527-52362 ;.
 Valiuškienė, Irma. Terminuota darbo sutartis kitų darbo sutarčių rūšių kontekste. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2007~D_20081203_204527-52362 ;