The aim of the present study is to assess whether reinforcing imagery affects the emotional valence and effectiveness of pro-environmental public service announcements (PSAs). Two experiments that utilized PSAs constructed from a combination of text-based appeal and an image were carried out. The first experiment used the following appeals; (1) highlighting injunction, (2) highlighting injunction together with a negative descriptive norm, and (3) highlighting injunction together with a positive descriptive norm. These appeals were written on a photograph that either depicted nature scenery or the same scenery with digitally added litter. The results of the first experiment demonstrated that a congruent combination of text appeals highlighting injunction together with a positive descriptive norm and positive descriptive imagery elicits the most positive emotions when compared to other appeal and image combinations. The second experiment demonstrated that appeals with positive descriptive norms and an injunctive message coupled with a congruent descriptive image affect behavioral intention more than appeals with an injunctive only message coupled with a congruent descriptive image, thus demonstrating the additive effect of descriptive imagery and appeals presented together.

Contemporary concept of career comprises not only vertical promotion to higher posts but also any change of posts, responsibilities and the related learning. Currently it is almost unanimously agreed that career is owned by an individual, but organizations, via their career development systems, can also actively participate in the employees' career development. The purpose of the empirical research was assessment and analysis of the following individual level career development and learning related constructs: career conception, career aspirations, conceived career possibilities, career barriers, career satisfaction, work engagement and evaluation of learning system suitability/non-suitability for career development in the Lithuanian civil service. The representative survey of the Lithuanian civil servants was carried out. The applied method enabled to clarify the career development and learning related tendencies and attitudes in the Lithuanian civil service. The main findings of the research were that the level of career aspirations in the civil service is much higher that the level of conceived career possibilities. The most important barriers for career in the civil service are considered lack of career opportunities in the civil service, unfavourable career policy towards civil servants and belief that selection and promotion processes are unfair.

The aim of the present study was to investigate the perceptions of differently worded and illustrated public service announcements (PSAs). The results of the first experiment revealed that participants were inclined to show the most preference for those PSAs that highlighted the extent of the problem if the appeals were not accompanied by an image; if the appeals were accompanied by an image, participants preferred the appeals that directly requested the change of behavior. Results of the second experiment revealed that when leaflets had no images, people preferred the appeal that highlighted the problem, however when an image was next to the appeal, people preferred the requestbased appeal.

Ca reer development is the i nsepara ble pa rt of the s ys tem of human resource mana gement of any s ocial organisation. The basi c idea underl ying the contempora ry model of ca reer development is that dynami call y changing organisa tions and dynami call y developed ca reers of the empl oyees mus t be considered to be the phenomena complementing ea ch other. The aim of this research was to ca rry out empi ri cal anal ysis of indi vidual level ca reer development fa ctors in the ci vil servi ce of Li thuania and to determine thei r level of expression and the mechanisms of thei r intera ction. The da ta indi cate tha t ca reer satis facti on has a stronger influence than job sa tisfa ction on such ca reer development resul ts as work enga gement, commitment to work in the ci vil servi ce and subjecti ve well-being.

No abstract