The paper presents a summarised theoretical background on leaders' spiritual intelligence (SI) and the service quality of organization research. SI is the new secular scientific paradigm of spirituality, which addresses fundamental challenges currently faced by businesses, influences all areas of life and provides individuals with the capability of sustainable performance at extraordinary levels. The links between SI and the service quality of organization is explained by the formed the conceptual interaction model which could help to emerge new possibilities for future theoretical and empirical research.

A long-standing belief is that spirituality has no place in the business world. This paper attempts to reveal a broader theoretical approach on the links between the spiritual intelligence of the leader and an organization's service quality. The scientific basis of the paper is the integration of two key insights related to different areas -spiritual intelligence and an organization's service quality. The problem of the paper is formulated as a question: what is the manifestation of the links between the spiritual intelligence of the leader and an organization's service quality? The aim of the paper was to disclose the manifestation of aforementioned links in the formed conceptual model of the interaction between the spiritual intelligence of the leader and an organization's service quality. The aim was achieved by performing the scientific literature analysis, synthesis, summary, comparison and interpretation of data. The analysis of scientific literature showed that SI touches core challenges currently faced by businesses, stimulates all areas of life, and gives individuals the ability to succeed in dealing with extraordinary situations. The importance of SI for the service quality of an organization is supported by the customers' satisfaction and perceptions of the quality of services, -which are significantly influenced by the behavior and attitudes of the service organization's employees -especially the leaders. The expression of the links between spiritual intelligence of the leader and an organization's service quality was revealed along with further research directions.

In the scientific literature the problematic of the salary and wage gets a lot of attention, however mostly of research is limited either by modeling of the theoretical determinants that determine the level of wages or by analyzing the effect of separate individual determinants on the level of company or a specific occupation. Meanwhile, on the sector, as well as on the agricultural sector, level there is not much of research or they are fragmented. The scientific problem of the article: what external determinants have a significant impact on the level of wages in the agricultural sector? That implies the study objective – how the determinants affect wages of agricultural sector. The methods of the research: a systematic analysis of the scientific literature, the study and analysis of legislation, the analysis of quantitative statistical data and correlation analysis. Main results: common determinants affecting wage level are being supplemented with determinants of kind of economic activities; wages in the agricultural sector depend on all the examined determinants, however effects are different. It has been disclosed that the agricultural sector’s wages in Lithuania are more than average affected by a minimum monthly wage, capital investment and direct foreign investment; less by basic monthly salary, the number of unemployed persons and gross value added.

Successful business trends in the 21st century cover new factors where economic viability and sustainability should address not only the economic criterion, but also the human managerial one. This leads to the creation of effective sustainable work systems including remuneration systems as a part of sustainable human resource management. The basic research object of sustainable work systems is work intensity, which covers many possible approaches including remuneration systems of organizations. Effective remuneration systems enhance the performance and contribution of employees by controlling labor cost, motivating employees and involving them in organizational processes. Nevertheless, there is a lack of evidence for the sustainability of both theoretical and empirical research of remuneration systems. This article pursues validating theoretical concepts related to sustainable human resource management (SHRM) and remuneration systems by empirical disclosure of the expression of SHRM principles in the characteristics of remuneration systems. The purpose of this paper is to reveal the characteristics of remuneration systems of organizations in real SHRM in enterprises in Lithuania. In order to achieve this, a qualitative study was conducted using semi-structured interviews with 21 corporate HR managers. The study empirically substantiated the relationship between the principles of sustainable human resource management and remuneration characteristics. Results disclosed that as many as 10 of the 12 SHRM principles allow to identify the remuneration system as a sustainable work system. All the identified characteristics of the remuneration system reveal various principles of SHRM through different features and indicators. Furthermore, it confirms the economic, social and environmental nature of sustainable remuneration systems.

Organizational maturity is a dynamic construct and a change that depends on both internal and external conditions. The COVID-19 pandemic provides an opportunity to examine, from the perspective of organizational maturity, what challenges companies faced during the economic slowdown, when decisions had to be made quickly, but very responsibly. The impact of the COVID-19 pandemic on organizations and their activities has led to a response from organizations to find solutions that are sustainable and not only able to survive the economic downturn, but also able to achieve/maintain a higher level of organizational maturity. Although information on the changes in the organizational maturity structure observed in organizations during the COVID-19 pandemic is already available, there is little research in this area. Thus, the purpose of the paper is to reveal changes in the organizational maturity structure during the COVID-19 pandemic. Authors used a qualitative research strategy to identify which indicators of organizational maturity elements and sub-elements occurred in the companies surveyed before and during the COVID-19 pandemic. The sample of experts in both studies consisted of 24 top executives from 24 companies, 12 at each stage before and during the COVID-19 pandemic. The research disclosed that, during the COVID-19 pandemic, the companies made sustainable decisions and they greatly strengthened the hard areas related to technology, work processes, and contributions to the organization’s operations. Meanwhile, the soft areas, related to employee competencies and, on the other hand, behavioural processes have become more vulnerable.