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The growing role of institutions and their influence on the labour market outcomes, i.e. wage rates and labour allocation, has been among the most significant characteristic features of labour markets in recent decades. Labour market economics built its paradigm on the principles of marginalism, which brought suitable instruments for analysis of market agents´ individual decisions capable of achieving effective solutions. Smith´s "invisible hand" has gradually been limited by institutional interventions – by governments, corporations and trade unions with government legislation, corporate personnel policies and collective bargaining. The expanding regulatory interventions into the labour market and the effort to explain the reality leads inevitably to the fact that modern labour market economics incorporates more and more institutional theories. The contribution outlines the gradual invasion of neoinstitutional topics and theories into the neoclassical labour market paradigm and it analyses the differences in the neoclassical and neoinstitutional interpretation of labour markets' functioning. The recent discussion on the consequences for labour market economics theory is presented. A conclusion about the gradual direction towards a changed paradigm of labour market economics is presented.

The article deals with sex discrimination prohibition in the European community law as well as in the Czech law & it describes antidiscrimination juridical practise in the Czech Republic It judges selected institutes of the antidiscrimination act from the point of view of their economic consequences. It shows to which behaviour the economic subjects are forced & analyses whether this behaviour is in accordance with economic rules of market economy, with principle of private property & free choices It pays attention to equal opportunities & affirmative action as measures to ensure them, & the institute of burden of proof transfer to the accused It concludes that the antidiscrimination act does not respect the natural rules of peoples behaviour in real economic relations & it seems to be an artificial authority construct, which serves special purposes. Adapted from the source document.

This paper tests the selected determinants shaping the careers of women. It uses data from an exclusive survey conducted in 2011 in the Czech Republic and confronts the results with Hakim's preference theory. The results suggest arguments both for against the preference theory. We formulated four hypotheses and verified them by binary probit models. In accordance with the Hakim's theory we were able to demonstrate that the preference for work (work-centered preference) has a positive and significant impact on the career choices of women on the Czech labor market. According to the results of the model is the work-centered preference associated with 52% increase in likelihood that a woman will spend most of the energy in employment. The impact of higher education has been shown to be positive and significant - higher education increases the likelihood that a woman will spend most of the energy is employment by more than 14%. The impact of motherhood is according to our data negative and significant. It reduces the likelihood of career choices by more than 19% and this effect is the same for one and more children which is in contrast to Hakim's theory. Adapted from the source document.