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1
Content available remote

UNREGISTERED EMPLOYMENT AS SEEN BY EMPLOYEES (Zatrudnienie nierejestrowane od strony pracowników)

100%
Walewski M.
Polityka Społeczna
|
2009
|
vol. 36
|
issue 10(427)
30-33
EN
The paper presents findings of the research project carried by the CASE and SMG/KRC Company on employees perceptions on unregistered employment. Research covered such issues as the scope, as well as structure of unregistered employments and its major structural determinants.
2

NOVÁ PRÁVNA ÚPRAVA DOMÁCKEJ PRÁCE A TELEPRÁCE

80%
Barancová H.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2022
|
vol. 105
|
issue 1
3 – 18
EN
The amendment to the Labour Code, which entered into force on 1 March 2021, brought about fundamental changes in the legal regulation of domestic work and telework. It changed not only the concept of domestic work and telework, its positive and negative definition, but also the content of domestic work. For the employers, the amendment to the Labour Code extended the scope of legal obligations and for the employees the scope of subjective rights. The rights and obligations of the employee and the employer in the performance of domestic work or telework depend mainly on the way of organizing working time. If the working time of domestic work or telework is scheduled by the employer, his/her interference in the way the employee performs work is significantly wider than in the scheduling of working time by the employee himself/herself, for which there are more deviations compared to the performance of „standard“ employment. In addition to their positive effects, new technologies and related digital forms of work have begun to blur the differences between an employee‘s work and family life. Therefore, for the first time, the legislator has regulated the employee‘s right to „disconnect“.
3
Content available remote

Empowerment – strategia zarządzania oparta na zaufaniu

80%
Krawczyk-Bryłka B.
Zarządzanie i Finanse
|
2012
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vol. 4
|
issue 1
313-330
EN
The article presents the empowerment methods based on employees’ commitment and autonomy, which requires providing employees with the necessary skills and support to enable creating organizations value. The organizational trust is presented as the most important condition of empowerment strategy. It is understood as the climate of open communication, sharing the common values and the belief of the coworkers’ positive intentions and competencies. The survey was designed to test the trust level in the organizations. There are the results of research presented that shows the activities in companies that create trust climate and the respondents’ attitudes about organizational trust importance and its correlation with firms’ results and employees’ satisfaction.
4

CORPORATE SOCIAL RESPONSIBILITY AND THE EMPLOYEES (Spoleczna odpowiedzialnosc przedsiebiorstw a pracownicy)

80%
Szelagowska-Rudzka K. I.
Pieniądze i Więź
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2010
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vol. 13
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issue 4(49)
67-72
EN
Successful implementation of the concept of corporate social responsibility (CSR) needs firstly socially responsible action towards employees and than towards other stakeholders. Elaborating human resources strategy and human resource management tools (related to the allocation of staff, training, movements, motivating and evaluating) compatible with general strategy aimed at CSR and applying fair play rules were recognized as main activities in shaping the CSR in relation to employees. The article proposes a model of employees' participation in the concept of CSR.
5
Content available remote

Pozycja ustrojowa Najwyższej Izby Kontroli – nowelizacja ustawy o NIK z 2010 r.

80%
Niezgódka-Medek M.
Kontrola Państwowa
|
2013
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vol. 58
|
issue 3 (350)
31-41
EN
Three years ago, amendments were introduced to the Act on the Supreme Audit Office that had been in force since 1994. The amendments were related, in the first place, to the audit proceedings and the status of NIK employees, but they also introduced modifications in the legal regulation comprised in chapters 1 and 2 of the Act, which influenced the position of NIK in the political system. Since, on one hand, the amendments emphasise the position of NIK as the supreme body of state auditing and, on the other hand, they change the scope of NIK’s subordination to the parliament. In her article, the author discusses the standing of NIK in the light of the currently binding law.
6

Fluktuace a vztahy s verejnosti

70%
Kupec V.
Communication Today
|
2010
|
vol. 1
|
issue 1
133-142
EN
The paper deals with connections between the fluctuation rate and public relations and the aim is to analyze them thoroughly. After the preliminary theoretical analysis of these problems and with contribution of knowledge not only from the field of management, psychology, personnel management and marketing, the main interest lies in fulfilling the setting. That is to record concrete facts which take place in relationship chain: management, employees and external environment, with the help of specialized methods intended for observing of ongoing in-house processes in the company. The collated information were summarized and presented as the results of this study, adverting to definite interconnection between fluctuation and relationships with public. To be specific, the results explain the processes where employees and their loyalty to their employers might be one of the main communication channels in PR companies. Moreover, in practice, the described findings have fundamental influence on final economic achievement of particular companies. In its conclusion, the article offers a recommendation showing the necessity to use appropriate management access when dealing with these problems, because the fluctuation rate goes far beyond the internal environment of the company.
7

RELATIONSHIP BETWEEN EMPLOYMENT AND EFFECTIVE TAXATION OF LABOUR ON ENTERPRISE LEVEL IN EU

70%
Tepperová J., Helman K.
Ekonomický časopis (Journal of Economics)
|
2019
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vol. 67
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issue 1
52 – 68
EN
The taxation of labour affects labour supply and demand, influencing the decisions of both employees and employers. As the effects of labour taxation are often contradictory, final relationships between the labour tax and other variables are not always transparent. In order to describe (reveal) the relationship between effective taxation of labour and the number of employees as well as between effective taxation of labour and the ratio of employment costs to total company costs, both adjusted for the company size and a country’s economic level, we conducted the empirical analysis of 19 EU countries using the Amadeus dataset of firms for the years 2010 – 2013. We emphasize the data-oriented discussion about the correct specification of a regression model. Over the whole research period, the results show a negative relationship for the two dependent variables analysed.
8
Content available remote

AFFECTIVE WELL-BEING OF PRIVATE SECTOR EMPLOYEES IN SLOVAKIA

61%
Martinkovičová M., Knapková M., Kaščáková A.
Sociológia (Sociology)
|
2020
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vol. 52
|
issue 3
273 – 299
EN
The primary aim of the paper is to present selected results of an original representative survey of the use of time in Slovak households, in which one of the methods of determining the affective component of subjective well-being was used for the first time in Slovakia. Based on the recommendations of the harmonized research on the use of time, we identified extremely positive emotion (happiness) by the means of 24-hour monitoring of the allocation and use of time for paid work, unpaid work and leisure time during the working day and free day. For this contribution, we selected those respondents who are private sector employees. We evaluated and processed the perception of the affective component of subjective well-being (SWB) in terms of age categories of employees, gender, and household category. The research has shown that the hedonic component of SWB, meaning an extremely positive emotion, is the most common among employees in the 25-49 age groups at performing unpaid work activities during the working day. Employed women perform more unpaid work and they feel more positive emotions during its performance than working men. Employees living in households with children up to 15 years of age feel more positive emotions at performing unpaid work activities than employees without young children. On the other hand, employees living in households without children (up to 15 years of age) experience more positive emotions during leisure time activities.
9

PERSONALITY TRAITS IN RELATION TO THE TURNOVER INTENTIONS OF THE QUALIFIED EMPLOYEES IN THE MANUFACTURING INDUSTRY

61%
Bozogáňová M., Ivan O.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2018
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vol. 21
|
issue 2
56 – 67
EN
Turnover has a significant negative impact on an organization. This phenomenon can have an impact within an organization; when employees leave there may be a reduction in the productivity of employees who remain because of reduced employee morale. Turnover can affect the organization's overall performance and results (Abbasi, & Hollman, 2008; Tnay, Othman, Siong, & Lim, 2013). The Slovak Republic is one of the countries where the manufacturing industry has expanded, with large manufacturing companies such as Volkswagen Slovakia, a. s., Kia Motors Slovakia, a. s., PCA Slovakia s.r.o., Samsung Electronics Slovakia s.r.o., Schaeffler Skalica s.r.o., and U.S. Steel Košice. Turnover is generally described as a voluntary act of leaving a current job, or organization (Milovanovic, 2017). In our study we will deal with personality traits in relation to the turnover intentions of qualified employees in the manufacturing industry. The aim of the paper is to find out what the relationships are between the personality traits and the turnover intentions of qualified employees in the manufacturing industry. Neuroticism, level of aspiration and willingness to risk are related to the turnover intentions of qualified employees in the manufacturing industry. Neuroticism and willingness to risk are significant predictors of turnover intentions and, together with other personality traits, explain one-fifth of turnover intentions variation. The main benefit of our research is the examination of the turnover intentions of a specific sample - qualified employees in the manufacturing industry - which is very current due to the boom in the manufacturing industry in the Slovak Republic, as staff turnover has far-reaching consequences for the economy and performance of an organization.
10

PRÁVNA ÚPRAVA NADNÁRODNÉHO ŠTRAJKU AKO NEVYHNUTNÁ PODMIENKA GLOBÁLNEHO TRHU PRÁCE

61%
Bulla M., Švec M.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2011
|
vol. 94
|
issue 5
183 – 500
EN
This paper analyzes the issue of transnational industrial action in the European Union. European Union law neither national legal orders in individual the Member States do not deal with the matter in an explicit way. Hence the legal framework for a multinational strike is derived from the fundamental guarantees of the right to strike, contained in several international instruments (including the Charter of Fundamental Rights of the EU) as well as in constitutions or other national regulations. Likewise decision making process of both European and national courts plays an important role in creating the legal environment for realization of the transnational forms of industrial action. The authors present their proposals de lege feranda in relation to the possible development of legislation in the field of the issue in question on the basis of analysis of legal environment in the EU law and selected national legislations.
11

UNETHICAL PRACTICES IN THE SLOVAK BUSINESS ENVIRONMENT

51%
Remišová A., Lašáková A., Stankovičová I., Stachová P.
Ekonomický časopis (Journal of Economics)
|
2021
|
vol. 69
|
issue 1
59 – 87
EN
This study aims to map the occurrence of various unethical business practices in the Slovak business environment, and to examine potential differences in incidence of these practices towards five key company stakeholders. Furthermore, the hypothesized connection between the occurrence of unethical practices and the company size and regional location is analysed. Data acquired by means of a questionnaire on the sample (n = 1295) stratified according to company size and regional location suggest that compared to the other stakeholders, the group “employees” is significantly less exposed to unethical practices. While the company size and the incidence of unethical practices are connected, with smaller companies being substantially more exposed, the relationship between the regional location and the occurrence of unethical practices was not confirmed.
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