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Šio straipsnio tikslas – ištirti moterų karių karjeros galimybes Lietuvos kariuomenėje. Straipsnyje aptariama karjeros samprata, karių karjeros teisinis reglamentavimas. Empirinė straipsnio dalis remiasi originaliu moterų puskarininkių nuomonės tyrimu, kuris buvo atliktas 2019 m. pabaigoje mechanizuotoje pėstininkų brigados vadovybėje "Geležinis Vilkas". Ištyrus moterų puskarininkių nuomonę nustatyta, kad teisinė bazė, reglamentuojanti karių karjerą Lietuvos kariuomenėje, yra vienoda tiek moterims, tiek vyrams, tačiau dalis tyrimo dalyvių nurodė, kad ši bazė yra nepakankamai palanki nėščioms ir vaikų priežiūros atostogose esančioms moterims, nes, pavyzdžiui, vaikų priežiūros atostogose esančios moterys neretai perkeliamos į personalo rezervą, o jų pareigas užima kiti kariai ir pan. Tiriamųjų nuomonė apie moterų galimybes, lyginant su vyrais, siekti karjeros Lietuvos kariuomenėje išsiskyrė, nes dalis tyrimo dalyvių manė, jog moterų ir vyrų galimybės yra lygios visose jų profesinės veiklos srityse, o kitos teigė, kad galimybės lygios tik administravimo, aptarnavimo ir panašiose sferose. Nustatyta, kad daliai moterų puskarininkių yra sunku lygiomis sąlygomis su vyrais siekti vertikalios kario karjeros, kad mažai moterų karių užima vadovaujančias pareigas kariuomenėje, t. y. siekiant vertikalios karjeros moterys neretai susiduria su "stiklinių lubų" fenomenu. Taip pat nustatyta, kad kariuomenėje moterims karėms egzistuoja geresnės galimybės siekti horizontalios karjeros. Prie moterų karjerą kariuomenėje skatinančių veiksnių galima priskirti jų asmeninę motyvaciją bei finansines, materialines ir nematerialines paskatas, o prie trukdančių – kariuomenėje vis dar egzistuojančius stereotipus, vadų asmeniškumus, moterų neįtraukimą į sprendimų priėmimo procesą ir kt.

The aim of this research paper is to examine the career prospects of female soldiers in the Lithuanian Armed Forces. The article tackles the concept of career and legal regulation of careers in the military. The empirical part of the paper is based on an original survey of female noncommissioned officers' opinion, which was conducted at the end of 2019 at the command of the Mechanized Infantry Brigade "Iron Wolf". The opinion of female non-commissioned officers showed that the legal basis of career making for all soldiers in the Lithuanian Armed Forces is the same for both women and men, but some of the participants in the study pointed out that this is not sufficiently relevant to pregnant women and women on maternity leave, as, for example, women on maternity leave are often transferred to the personnel reserve, and their positions are filled by other soldiers, etc. The respondents' opinion on women's opportunities to pursue a career in the Lithuanian Armed Forces compared to men was divided, as some of the respondents believed that women and men have equal opportunities in all areas of their professional activities, while others stated that opportunities are equal only in administration, service and similar areas. It was found that some female NCOs find it difficult to pursue a vertical military career on equal terms with men, that few female soldiers are in senior positions in the army, in other words, women often face the phenomenon of the 'glass ceiling' when pursuing vertical careers. In contrast, there are better opportunities for women soldiers to pursue horizontal careers in the army. Factors that encourage women's careers in the military include their personal motivation and financial, material and non-material incentives, while those that hinder them include the stereotypes that still exist in the military, the personalities of commanders, the exclusion of women from decision-making processes, etc.

The aim of this research paper is to examine the career prospects of female soldiers in the Lithuanian Armed Forces. The article tackles the concept of career and legal regulation of careers in the military. The empirical part of the paper is based on an original survey of female noncommissioned officers' opinion, which was conducted at the end of 2019 at the command of the Mechanized Infantry Brigade "Iron Wolf". The opinion of female non-commissioned officers showed that the legal basis of career making for all soldiers in the Lithuanian Armed Forces is the same for both women and men, but some of the participants in the study pointed out that this is not sufficiently relevant to pregnant women and women on maternity leave, as, for example, women on maternity leave are often transferred to the personnel reserve, and their positions are filled by other soldiers, etc. The respondents' opinion on women's opportunities to pursue a career in the Lithuanian Armed Forces compared to men was divided, as some of the respondents believed that women and men have equal opportunities in all areas of their professional activities, while others stated that opportunities are equal only in administration, service and similar areas. It was found that some female NCOs find it difficult to pursue a vertical military career on equal terms with men, that few female soldiers are in senior positions in the army, in other words, women often face the phenomenon of the 'glass ceiling' when pursuing vertical careers. In contrast, there are better opportunities for women soldiers to pursue horizontal careers in the army. Factors that encourage women's careers in the military include their personal motivation and financial, material and non-material incentives, while those that hinder them include the stereotypes that still exist in the military, the personalities of commanders, the exclusion of women from decision-making processes, etc.

The aim of this research paper is to examine the career prospects of female soldiers in the Lithuanian Armed Forces. The article tackles the concept of career and legal regulation of careers in the military. The empirical part of the paper is based on an original survey of female noncommissioned officers' opinion, which was conducted at the end of 2019 at the command of the Mechanized Infantry Brigade "Iron Wolf". The opinion of female non-commissioned officers showed that the legal basis of career making for all soldiers in the Lithuanian Armed Forces is the same for both women and men, but some of the participants in the study pointed out that this is not sufficiently relevant to pregnant women and women on maternity leave, as, for example, women on maternity leave are often transferred to the personnel reserve, and their positions are filled by other soldiers, etc. The respondents' opinion on women's opportunities to pursue a career in the Lithuanian Armed Forces compared to men was divided, as some of the respondents believed that women and men have equal opportunities in all areas of their professional activities, while others stated that opportunities are equal only in administration, service and similar areas. It was found that some female NCOs find it difficult to pursue a vertical military career on equal terms with men, that few female soldiers are in senior positions in the army, in other words, women often face the phenomenon of the 'glass ceiling' when pursuing vertical careers. In contrast, there are better opportunities for women soldiers to pursue horizontal careers in the army. Factors that encourage women's careers in the military include their personal motivation and financial, material and non-material incentives, while those that hinder them include the stereotypes that still exist in the military, the personalities of commanders, the exclusion of women from decision-making processes, etc.

The aim of this research paper is to examine the career prospects of female soldiers in the Lithuanian Armed Forces. The article tackles the concept of career and legal regulation of careers in the military. The empirical part of the paper is based on an original survey of female noncommissioned officers' opinion, which was conducted at the end of 2019 at the command of the Mechanized Infantry Brigade "Iron Wolf". The opinion of female non-commissioned officers showed that the legal basis of career making for all soldiers in the Lithuanian Armed Forces is the same for both women and men, but some of the participants in the study pointed out that this is not sufficiently relevant to pregnant women and women on maternity leave, as, for example, women on maternity leave are often transferred to the personnel reserve, and their positions are filled by other soldiers, etc. The respondents' opinion on women's opportunities to pursue a career in the Lithuanian Armed Forces compared to men was divided, as some of the respondents believed that women and men have equal opportunities in all areas of their professional activities, while others stated that opportunities are equal only in administration, service and similar areas. It was found that some female NCOs find it difficult to pursue a vertical military career on equal terms with men, that few female soldiers are in senior positions in the army, in other words, women often face the phenomenon of the 'glass ceiling' when pursuing vertical careers. In contrast, there are better opportunities for women soldiers to pursue horizontal careers in the army. Factors that encourage women's careers in the military include their personal motivation and financial, material and non-material incentives, while those that hinder them include the stereotypes that still exist in the military, the personalities of commanders, the exclusion of women from decision-making processes, etc.

Šio mokslinio straipsnio tikslas – išanalizuoti karinės tarnybos ir kario šeimos pareigų derinimo sprendimus. Straipsnyje aptariama kario šeimos samprata, karinės tarnybos ir kario šeimos sąveika, atskleisti Lietuvos kariuomenės (toliau – LK) sprendimai, susiję su karinės tarnybos ir kario šeimos pareigų derinimu. Empirinė straipsnio dalis remiasi originaliu puskarininkių nuomonės apie karinės tarnybos ir kario šeimos pareigų derinimo problemas ir LK taikomus sprendimus tyrimu, kuris buvo atliktas 2019 m. pavasarį. Tyrimo rezultatai atskleidė, kad LK sprendimai yra orientuoti į paramą kariui bei jo šeimai ir yra taikomi visuose karinės tarnybos ciklo etapuose; problemiškiausios sritys, kurioms reikalingi LK sprendimai – tai tarnybos užduoties vykdymo laikas, atskirtis nuo šeimos ir tarnyba Tarptautinėse misijose (toliau – TO misijos); daugiausiai problemų kyla finansų ir ne finansų srityse.

Properly trained and motivated in the civil service, statutory civil servants are one of the most important conditions for an effective civil service and its operation. The application of means of motivation to the officials serving in statutory organizations is of paramount importance, since the importance of the functions they perform in the society is undeniable. Motivated statutory civil servants are the guarantor of the security and stability of the Republic of Lithuania. In order to ensure the functions necessary for the existence of the state, it is very important to evaluate the level of motivation of statutory civil servants and the circumstances determining their direct influence. Thus, this work aims to determine the specifics, application and effectiveness of the statutory civil servants' motivation measures in the Fire and Rescue Department and to make suggestions on how to solve problematic areas. The problem of the article is to find out whether the motivation measures applied in the Fire and Rescue Department motivate statutory civil servants to serve. The object of the article: means of motivation for statutory civil servants serving in the Fire and Rescue Department. The aim of the article is to identify the priority means of motivation for statutory civil servants in the Department of Fire and Rescue. Methods of the research: analysis of scientific literature and documents, questionnaire survey, systematization and interpretation. The empirical research and the analysis of the factors determining satisfaction with the motivation means showed that the satisfaction of statutory civil servants is environment. Respondents were mostly unmotivated with low pay and lack of leisure activities organized by the organization. Also, most servants claim that they would work better if they had higher wages. In the opinion of the respondents, their wages are inadequate for the work performed and the responsibilities assigned. For these reasons, statutory civil servants feel underestimated in the organization. In terms of external motivation and motivation measures within the organization, the needs of the statutory civil servants are not met because the incentive system of the organization does not match the interests of the employees.

The following results of our investigation were obtained: -The convergence, including economic convergence, its factors and indicators identified in the research can be used to analyze the process of economic development, which is especially important to national sustainability of the country; -The economic convergence of Lithuania in the context of EU-28 can help eliminate social exclusion in Lithuania and its regions; -We argue that there is a need for comprehensive analysis of economic convergence factors and their impact for economic development in Lithuania. -The above observations allow us to summarize that the determination of different types of convergence, various factors of economic convergence helps to increase economic harmonization in the EU-28, including Lithuania.

The following results of our investigation were obtained: -The convergence, including economic convergence, its factors and indicators identified in the research can be used to analyze the process of economic development, which is especially important to national sustainability of the country; -The economic convergence of Lithuania in the context of EU-28 can help eliminate social exclusion in Lithuania and its regions; -We argue that there is a need for comprehensive analysis of economic convergence factors and their impact for economic development in Lithuania. -The above observations allow us to summarize that the determination of different types of convergence, various factors of economic convergence helps to increase economic harmonization in the EU-28, including Lithuania.

The purpose of this scientific article is to analyze the possibilities of reconciling military service and the soldier's family responsibilities. The article tackles the concept of the soldier's family, the interaction between military service and the soldier's family, and reveals the judgments of the Lithuanian Armed Forces (hereinafter – LAF) related to the harmonization of military service and soldier's family duties. The empirical part of the article is based on the original survey of noncommissioned officers on the problems of reconciling military service and soldier's family responsibilities and the solutions applied by LAF, which was conducted in the spring of 2019. The results of the research revealed that decisions of LAF are focused on supporting the soldier and his family and are applied at all stages of the military service cycle; the most problematic areas that require LAF solutions are time of service, separation from the family and service in international missions (hereinafter – IM); financial and non-financial problems are also problematic.

The following results of our investigation were obtained: -The convergence, including economic convergence, its factors and indicators identified in the research can be used to analyze the process of economic development, which is especially important to national sustainability of the country; -The economic convergence of Lithuania in the context of EU-28 can help eliminate social exclusion in Lithuania and its regions; -We argue that there is a need for comprehensive analysis of economic convergence factors and their impact for economic development in Lithuania. -The above observations allow us to summarize that the determination of different types of convergence, various factors of economic convergence helps to increase economic harmonization in the EU-28, including Lithuania.

Šio mokslinio straipsnio tikslas – išanalizuoti karinės tarnybos ir kario šeimos pareigų derinimo sprendimus. Straipsnyje aptariama kario šeimos samprata, karinės tarnybos ir kario šeimos sąveika, atskleisti Lietuvos kariuomenės (toliau – LK) sprendimai, susiję su karinės tarnybos ir kario šeimos pareigų derinimu. Empirinė straipsnio dalis remiasi originaliu puskarininkių nuomonės apie karinės tarnybos ir kario šeimos pareigų derinimo problemas ir LK taikomus sprendimus tyrimu, kuris buvo atliktas 2019 m. pavasarį. Tyrimo rezultatai atskleidė, kad LK sprendimai yra orientuoti į paramą kariui bei jo šeimai ir yra taikomi visuose karinės tarnybos ciklo etapuose; problemiškiausios sritys, kurioms reikalingi LK sprendimai – tai tarnybos užduoties vykdymo laikas, atskirtis nuo šeimos ir tarnyba Tarptautinėse misijose (toliau – TO misijos); daugiausiai problemų kyla finansų ir ne finansų srityse.

The following results of our investigation were obtained: -The convergence, including economic convergence, its factors and indicators identified in the research can be used to analyze the process of economic development, which is especially important to national sustainability of the country; -The economic convergence of Lithuania in the context of EU-28 can help eliminate social exclusion in Lithuania and its regions; -We argue that there is a need for comprehensive analysis of economic convergence factors and their impact for economic development in Lithuania. -The above observations allow us to summarize that the determination of different types of convergence, various factors of economic convergence helps to increase economic harmonization in the EU-28, including Lithuania.

The following results of our investigation were obtained: -The convergence, including economic convergence, its factors and indicators identified in the research can be used to analyze the process of economic development, which is especially important to national sustainability of the country; -The economic convergence of Lithuania in the context of EU-28 can help eliminate social exclusion in Lithuania and its regions; -We argue that there is a need for comprehensive analysis of economic convergence factors and their impact for economic development in Lithuania. -The above observations allow us to summarize that the determination of different types of convergence, various factors of economic convergence helps to increase economic harmonization in the EU-28, including Lithuania.

Properly trained and motivated in the civil service, statutory civil servants are one of the most important conditions for an effective civil service and its operation. The application of means of motivation to the officials serving in statutory organizations is of paramount importance, since the importance of the functions they perform in the society is undeniable. Motivated statutory civil servants are the guarantor of the security and stability of the Republic of Lithuania. In order to ensure the functions necessary for the existence of the state, it is very important to evaluate the level of motivation of statutory civil servants and the circumstances determining their direct influence. Thus, this work aims to determine the specifics, application and effectiveness of the statutory civil servants' motivation measures in the Fire and Rescue Department and to make suggestions on how to solve problematic areas. The problem of the article is to find out whether the motivation measures applied in the Fire and Rescue Department motivate statutory civil servants to serve. The object of the article: means of motivation for statutory civil servants serving in the Fire and Rescue Department. The aim of the article is to identify the priority means of motivation for statutory civil servants in the Department of Fire and Rescue. Methods of the research: analysis of scientific literature and documents, questionnaire survey, systematization and interpretation. The empirical research and the analysis of the factors determining satisfaction with the motivation means showed that the satisfaction of statutory civil servants is environment. Respondents were mostly unmotivated with low pay and lack of leisure activities organized by the organization. Also, most servants claim that they would work better if they had higher wages. In the opinion of the respondents, their wages are inadequate for the work performed and the responsibilities assigned. For these reasons, statutory civil servants feel underestimated in the organization. In terms of external motivation and motivation measures within the organization, the needs of the statutory civil servants are not met because the incentive system of the organization does not match the interests of the employees.