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As a consequence of political changes, the process of transitioning a centrally controlled economy to a market economy has influenced the development processes of the states in which this transformation has occurred (Hlaváček & Bal-Domanska, 2016). It was expected that the entry of foreign investors would bring an inflow of capital, new investment, export potential, and technological transfer (Estrin et al., 2009; Rapacki & Prochniak, 2009). Foreign direct investment (FDI) is generally considered to be the contribution of holders of know-how, technology, new management methods and skills, initiators of innovation activities, strategic employers, and exporters. FDI can lead to economic growth, changes in the business or institutional environment, restructuring of the economy and, ideally, also to the increase of labour productivity in the host region and the improvement of macroeconomic indicators (Damborský, 2013). Moreover, for transition economies, FDI is the key indicator for evaluating their economic transformation (Starzyczná, 2010). FDI in the Czech Republic, and in transition economies in general, is regarded as a crucial criterion for a successful economic transformation (Hlaváček & Bal-Domanska, 2016).

Organizational commitment, along with job satisfaction, is one of the two most often researched work attitudes (Riketta, 2008). It is the center of attention because it affects key variables in organizations such as the wellbeing of employees (e.g. Sui, 2002), absence due to illness (e.g. Meyer & Maltin, 2010), length of stay in an organization (e.g. Porter, Steers, Mowday, & Boulian, 1974), turnover intentions (e.g. Vandenberghe & Trembla, 2008), job satisfaction (Ulbegi & Yalcin, 2016) and job performance (Riketta, 2002). Despite being a key construct in management, we are not aware of any published studies on a validated scale of organizational commitment in Czech. Such a situation is a limitation for researchers intending to examine organizational commitment, or at least monitor its influence when examining other variables. There is also a lack of a reliable scale which could be used when surveying employee attitudes within an organization. In this study, we address this gap and adapt an internationally used organizational commitment scale into Czech. The adapted scale will allow professionals and researchers to measure organizational commitment in Czech organizations reliably and to compare the commitment of Czech employees with foreign samples.

Owing to a special role of agriculture in the national economy, governments have become the main suppliers as well as the main users of agricultural predictions (forecasts). They require internal forecasts to implement policies that provide technical and market support to the agricultural sector (Hedtrich, Loy, & Mueller, 2012). Forecasts of agricultural production and prices ought to be helpful not only for the governments, but primarily for farmers and the entire agriculture industry. Thus, agriculture is an area where politicians, consumers, scientists and environmentalists encounter (Rivera-Ferre, 2008). Remeikiene, Rozsa, Gaspareniene and Pěnčík (2018) state that supportive political attitudes towards the agricultural sector along with employment of protectionist measures determine ignorance of the rules of supply and demand, distortion of the conditions of free market competition, closeness of the agricultural sector in comparison to other economic sectors, incomplete international agricultural price transmission, inkonsistence of long-term market prices for agricultural commodities and existence of agriculture in disfavoured areas.

Presumably complex systems can be better understood when they are broken down into their constituent elements and structured hierarchically. Then, judgments about these elements can be synthesized on the basis of their relative importance at each level of the hierarchy into a set of overall priorities. By breaking down a reality into homogenous clusters and subdividing them into smaller ones, it is possible to integrate large amounts of information into the structure of a problém and form a more comprehensive picture of the whole system. There is a decision support methodology (DSM) which conforms to the above prescription. It is called the Analytic Hierarchy Process (AHP) and was devised at the Wharton School of Business by Thomas Saaty (1980). Its contemporary applications can be found, for example in Lidinska and Jablonsky (2018), Abdelmaguid and Elrashidy (2016), Kramulová and Jablonský (2016), and Ponis et al. (2015).

In the contemporary business setting, the implementation of innovative management practices is recognized as a crucial factor (Damanpour, 2014) for strategic change, organizational renewal and achieving longterm competitive advantage (Walker, Chen, & Aravind, 2015). Still, it is surprising how little research is conducted on largescale surveys according to possible approaches to measure innovative management practice which will lead to organizational innovations (Armbruster, Bikfalvi, Kinkel, & Lay, 2008). The proportion of this research topic amounts to only 8% among the innovation research process, while only 3% of research studies analyze this subject (Mihalache, 2012, p. 2). In the paper, the basic research objective is reflected in the analysis of the degree of innovative management practice impact on organization’s performance, and the analysis of the relationship between implementation of innovative management practice and dynamic business environment.