There is a widespread consensus in prior literature that innovative work behaviour is a crucial factor in enabling organisations to adapt to rapid changes, to gain a competitive advantage, and create a sustainable organisation. Despite its importance, knowledge about potential drivers of this behaviour is fragmented and inconsistent. As such, organisations may be restricted in their ability to innovate because they do not know how to induce the employees in a way that will encourage them to explore, generate, champion, and finally implement the ideas. Recently, human resource management (HRM) has been explored among potential drivers, considering it as primary means by which organisations can influence and shape the behaviours of employees. Despite the notion that HRM predicts innovative work behaviour, there is a lack in the literature of insights into the ways the organisations can stimulate behaviour by offering sustainability-focused HRM. Sustainable HRM refers to a new approach to people management with the focus on external business environment (openness), respect for the employee (respect), and balanced interests of employer and employee (continuity). Relying on the notion that organisations are gradually introducing sustainable HRM and trying to close the gap in the literature, the paper is designed to link a new approach to people management with innovative work behaviour. The aim of the paper is an initial assessment of whether sustainable HRM is a driver for innovative work behaviour. Disentangling four dimensions of innovative work behaviour makes it possible to determine whether sustainable HRM can stimulate different behaviour types linked to idea exploration, idea generation, idea championing, and idea implementation. The results of a preparatory survey of 306 employees working in Lithuanian companies showed that respect-oriented HRM and continuity-oriented HRM were positively related to innovative work behaviour and the appropriate dimensions (except for idea exploration in case of continuity-oriented HRM); meanwhile, there was no support for the relationship between openness-oriented HRM and innovative work behaviour. Overall, sustainable HRM was found to be a driver for enhancing innovative work behaviour and its dimensions.

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In recent years, many research achievements in the field of anodic aluminum oxide (AAO) membranes can be observed. Nevertheless, it is still an interesting research topic due to its high versatility and applications in various fields, such as template-assisted methods, filtration, sensors, etc. Nowadays, miniaturization is an integral part of different technologies; therefore, research on micro- and nanosized elements is relevant in areas such as LEDs and OLEDs, solar cells, etc. To achieve an efficient mixing process of fluid flow in straight nanopores, acoustofluidic physics has attracted great interest in recent decades. Unfortunately, the renewal of the electrolyte concentration at the bottom of a pore is limited. Thus, excitation is used to improve fluid mixing along nanosized diameters. The effect of excitation by high-frequency vibrations on pore geometry is also investigated. In this study, theoretical simulations were performed. Using theoretical calculations, the acoustic pressure, acoustic velocity, and velocity magnitude were obtained at frequencies of 2, 20, and 40 kHz. Moreover, nanoporous AAO membranes were synthesized, and the influence of high-frequency vibrations on the geometry of the pores was determined. Using a high-frequency excitation of 20 kHz, the thickness of the AAO membrane increased by 17.8%. In addition, the thickness increased by 31.1% at 40 kHz and 33.3% at the resonant frequency of 40 kHz. Using high-frequency vibrations during the anodization process, the electrolyte inside the pores is mixed, and as a result, a higher oxide growth rate and a deeper structure can be achieved. On the other hand, to obtain pores of the same depth, the reaction can be performed in a shorter time.

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