Suchergebnisse

The aim of the paper is to evaluate the expectations of cohorts of workers from Generations X, Y, and Z with regards to their perceptions of what a "good workplace" is. Two research questions were formulated accordingly. Respondents representing workers from Generations X, Y, and Z, from Italy and Austria, were asked to consider and rate (on a 1-5 scale) eighteen criteria on work environment and managerial approach. Multi-sample testing was applied during processing with the ANOVA and Shapiro-Wilk and the Kruskal-Wallis test was subsequently used for multi-sample testing. The findings show that the most popular criterion for all three generational cohorts is "good work atmosphere", followed by "all employees are valued, treated, and rewarded fairly". Interestingly, generational differences were observed for "customer orientation", which was more important for Generation X, and "autonomous organization of work (time)", which was more important for Generations Y and Z. The most surprising result was the significance of corporate image, with less than 4% identifying this as an important issue across all three generations. These findings can help human resource managers create appropriate working environments and motivational tools that meet the real expectations of employees. Doi: 10.28991/ESJ-2023-07-03-013 Full Text: PDF

The aim of the article is to identify and quantify the impact of selected social environment indicators on students' propensity to do business. A survey-based questionnaire was conducted with students in the last year of their economic studies at 25 universities. The database contains 1,352 filled-out questionnaires showing Slovak, Czech and Polish students' attitudes. A linear regression analysis was used to evaluate the formulated hypotheses. This approach was implemented separately for each country (Czech Republic-CR, Slovakia – SR, and Poland – PL). The results showed several findings. The comparison of social environment indicators' impact on students' propensity to do business confirmed common attitudes (significant indicator – support of family environment; not significant indicator – media) of students based on their nationality. The businessperson in a student´s family is the most important social environment indicator according to students' attitudes for each country. The fact that society generally appreciates business people has a positive impact on Czech and Slovak students´ propensity to do business. Politicians and public perception of entrepreneurs as a social indicator has a negative impact on Czech students´ propensity to do business. The results are important for national and non-profit organizations that help young people to start a business. © Foundation of International Studies, 2021 © CSR, 2021.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.

Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.