The purpose of the research was to study the relationship between the elements of a company’s ethical responsibility and the outcomes of the digital transformation of work, considering the dynamic processes of open innovation. Based on the results obtained, the paper proposes a conceptual model to address the following research questions. How does the ethical responsibility of a company impact the digital transformation of work? How does the digitalization of work relate to the ethical responsibility of a company? How does open innovation advance the ethical responsibility of a company? The research follows the logic of the elaboration of a conceptual model. The theoretical novelty of the article is expressed in the fact that 25 criteria, through which the relationships between the studied concepts are manifested, were identified and systematized. To assess the significance of the criteria, a survey of experts was developed and conducted to obtain a diverse opinion. Kendall’s coefficient of concordance (W) and Pearson’s chi-squared were used to measure the level of agreement of the experts’ evaluation. A conceptual model established the relationship pathways as well as inbound and outbound flows, and highlighted the key findings of the research. Namely, the guiding role of open innovation as the external circumstances for corporate ethical responsibility, and the necessity to apply all elements of ethical responsibility to ensure the viable digital transformation of work.

Commitment to the organization has a significant connection with operational productivity, turnover, employee satisfaction and loyalty, affects the quality and efficiency of work, facilitates staffing challenges, enables the organization to properly and efficiently use its human resources. Aviation professionals often change organizations in the hope of better working conditions: better pay, a safer work environment and a more favorable working climate in the workplace. Therefore, it is important to strengthen the organizational commitment of aviation personnel in order to maintain qualified employees and specialists and ensure the successful operation of the organization. In the face of new threats and tasks set for the Lithuanian Air Force (LAF), more funding is allocated for their implementation, and the number and the need for personnel is growing. The aim of the article is to study the expression of pilots‘ organizational commitment in LAF and the factors that determine it, using Meyer‘s and Allen (1991) three­dimensional model of organizational commitment. After conducting the research, it was found that the expression of organizational commitment of LAF pilots is low, emotional commitment is slightly higher, while continuous commitment is low. A negative relationship between holding civilian commercial pilot‘s license and organizational commitment was discovered.