Aktuální články z ekonomiky a managementu


MANAGEMENT PRACTICES IN AREA OF HUMAN RESOURCES AND MONITORING RESULTS AS DETERMINANTS OF SME’S SUCCESS IN POLAND AND THE CZECH REPUBLIC

Krzysztof Łobos, Vojtěch Malátek, Mirosława Szewczyk

Towards the end of the 1980s, all the countries of the former socialist bloc had to wrestle with structural and systemic problems. At the moment of entering the period of transformations, Poland and Czechoslovakia were characterized by different conditions, among others, GDP per capita, the range of macroeconomic imbalance, inflation rate, indebtedness, or the share of the private sector. In Poland, private ownership dominated in agriculture, while in trade and service its share was significant. On the other hand, as regards Czechoslovakia, private ownership was scarce. The 1990s saw far-reaching systemic changes going on both in Poland and Czechoslovakia (and following the split of the latter – the Czech Republic). Privatization of enterprises was the fundamental part of the economic reforms program implemented in both countries. The introduction of free market principles, the influx of foreign investment and restructuring actions, undoubtedly influenced the change in the way enterprises functioned in the market. At present, small and mediumsized enterprises are of the key importance to the economic development of Poland and the Czech Republic.
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DEMOTIVATION OF MEDICAL STAFF IN THE SELECTED HEALTH FACILITY IN SLOVAKIA

Stanislav Szabo, Bohuslava Mihalčová, Jozef Lukáč, Peter Gallo, Veronika Čabinová, Iveta Vajdová

In the context of the research on human behaviour, the issue we deal with is the reason why a people’s message is precisely that, and not another one, what forces them to act as they do. Is it an external compulsion – e.g. to escape from danger, or that they want to achieve something – to satisfy some of their needs, interests in hobbies, or because they consider it right and moral? Can a person behave in a way that has no cause, or reason? Although we distinguish between involuntary and voluntary behaviour, human behaviour in the work process is largely influenced by the will, the desire that results from the impact of several motives. The concept of motivation is the internal process, the process of psychological causes of human behaviour. These causes are motives, internal presuppositions, and internal impulses leading to certain target behaviour. The process of motivation is thus the process of activating internal assumptions, guiding human action to a certain goal of their pursuit (Nakonečný, 1992). Motivation can be defined as processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal (Robbins, 2001).
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THE APPLICATION OF DATA ENVELOPMENT ANALYSIS FOR EVALUATION OF EFFICIENCY OF HEALTHCARE DELIVERY FOR CVD PATIENTS

Kristína Kočišová, Małgorzata Cygańska, Magdalena Kludacz-Alessandri

Leading cause of death in Europe and worldwide are cardiovascular diseases (CVDs). According to AstraZeneca (2014), they are estimated to account for 31% of all global deaths, 47% of all deaths in Europe and 40% of all deaths in the European Union (EU). The economic costs to societies of cardiovascular problems are enormous, including sick leave and lost employment, reduced efficiency at work and premature mortality. Patients with CVD cost the EU economy around 210 billion EUR per year. As mentioned by Wilkins et al. (2017), funding for CVDs as a proportion of the total health budget in the EU is estimated to account for 8%, and it ranges from around 19% in Hungary to around 3% in other countries like Denmark, Sweden and Ireland. Around 53% of the total cost is due to direct healthcare costs, 26% to productivity losses and 21% to the informal care of people with CVD. The relatively significant burden of cardiovascular diseases and a high level of resources allocated to healthcare delivery for CVD patients makes the performance in this health area very critical important issue.
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THE IMPACT OF SUPPLY CHAIN LEADERSHIP AND FOLLOWERSHIP ON CSR: AN EMPIRICAL STUDY ABOUT A PORTUGUESE ENERGY SUPPLIER

Pedro Fontoura, Arnaldo Coelho

Sustainability is a theme that has gained interest among researchers and practitioners due to the increase of stakeholder awareness regarding environmental and social issues. In this context, the purchasing power of a company may turn out to be an important booster to bring positive changes to society. Corporations have to use this power to accomplish a goal and turn their supply chain in a driver for inclusive growth (Szegedi & Kerekes, 2012). Consequently, businesses have become conscious of the requirement of developing strategies, which can spread their usual corporate governance methods beyond the company’s borderline to their supply chain partners. According to Keating, Quazi and Kriz (2007), the appearance of purchasing approaches in favour of Corporate Social Responsibility (CSR) is the most noticeable display of this extension.
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ANTECEDENTS OF TURNOVER INTENTION: A META-ANALYSIS STUDY IN THE UNITED STATES

Ahmet Hakan Ozkan, Meral Elci, Melisa Erdilek Karabay, Hakan Kitapci, Cinar Garip

In mature markets such as the markets of the United States, the organizations aim to form the best teams to be more effective in a competitive environment. But turnover is a threat to effective organizations. It is also an extra cost for the institutions. Therefore the managers try to keep turnover under control. But it is a challenging task because there is a lot of variables that influence turnover intention. Job satisfaction, organizational commitment, and empowerment are chosen as the main antecedents of turnover intention. Meta-analysis studies showed that organizational commitment and job satisfaction are the strongest predictors of turnover intention (Tett & Meyer, 1993; Choi & Kim, 2016; Coomber & Barriball, 2006; Kim & Kao, 2014). Tett and Meyer (1993) reported that job satisfaction and turnover intention had the highest negative correlation among the other factors affecting turnover intention. The metaanalysis study of Pagilagan (2017) accepted organizational commitment and empowerment as the main antecedents of turnover intention.
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