M54 - Personnel Economics: Labor ManagementReturn

Job crafting agility is considered as an essential component of today’s challenging and uncertain working environment. Given the importance of job design techniques in the organizational context, it has become crucial to redesign work roles that enhance the competitiveness and sustainability of both human resources and organizations. Therefore, the aim of this research is to explore the antecedents and consequences of job crafting agility from the perspective of white-collar employees. Within the scope of this research, semi-structured interviews were conducted with white-collar employees. The data obtained from these interviews were coded, categorized, and interpreted using the MAXQDA qualitative data analysis software. Code density tables, code maps, comparative analyses, and relational analyses were used to visualize the codes and categories. The analysis results illustrated the concept and indicators of job crafting agility through graphical representations. The factors influencing job crafting agility were presented in a proposed model under three sub-themes: individual, organizational, and current-situational factors. In addition, the consequences of job crafting agility were categorized into two sub-themes: positive and negative outcomes.

This study investigates the obstacles faced by female employees working in male-dominated sectors in Turkey, along with the underlying reasons and consequences of these obstacles. To achieve this aim, a qualitative research design was adopted, and in-depth interviews were conducted with 15 blue- and white-collar female employees from various sectors, including defense, engineering, administration, justice, labor, finance, and technical services. The participants were selected using a purposive sampling method to ensure diversity across occupations and organizational contexts. Thematic content analysis was applied to the interview data using the MAXQDA software. The findings reveal that women working in male-dominated sectors experience a variety of challenges, such as discrimination, limited career advancement, physical difficulties, lack of family support, and social stereotyping. Moreover, the study identifies both individual and organizational factors that influence women’s willingness to remain or change professions. Positive and negative approaches toward female employees, as well as practical suggestions to reduce gender-based discrimination, are also presented. The results emphasize the importance of organizational and societal awareness regarding gender inequality in Turkey’s labor market. The study offers practical recommendations for policymakers and sector representatives to develop gender-inclusive strategies that prevent sexism in the workplace and promote sustainable sectoral improvement.

The object of investigation in this article are motivational factors or benefits that Slovak companies offer to their employees. The aim of the contribution is to find out what benefits employers offer to motivate their employees and whether they are effective from the employees' point of view. The intention is to find out the differences in the perception of the importance of benefits between genders and age categories of employees. The main data collection method used is a sociological survey in the form of a questionnaire survey, in which 263 employees of Slovak companies participated. The results are evaluated using descriptive statistics, Mann-Whitney U test, Kruskal Wallis test, Pearson's Chi-square test and Cramer's V. The research results confirm that employees have different motivational factors and benefits that they consider important. Gender plays a role in deciding benefit requirements, but it is not the only factor. Some benefits are more popular in certain age groups.

The authors of this text aimed to the possibility of determination of citizens' satisfaction with services provided by authorities at the municipal level in the Czech Republic. The analysis of current approaches used for the citizens' satisfaction determination was performed. Based on fund fact the authors proposed the application of methodology used by companies, modified for the municipality purposes. The application and the verification of methodologic proposal were performed in the town of Pardubice in the year 2014. The questionnaire research was used for data collection.

The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. The authors developed mathematical formulas enabling calculation of these costs that they can be used in the business sphere when identifying costs related to the employees turnover. The authors tried to identify costs resulting from the loss of an employee. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. The paper deals with the identification of costs associated with advertising vacant job positions and selection of new employees. These expenses involve also costs of training and admission of a new employee. In case of employee turnover, the highest costs are associated with an initial low performance of a new employee. Overall costs associated with the employee turnover may be as much as 1.5 - fold higher than the average annual wage of the leaving employee.

Communication tools are nowadays generally in literature considered to be the key factors, which influence the intra-enterprise systems and management processes. In different way, they also play a key role in terms of improving quality of the processes. Mainly modern, e-communication tools and their use in intra-enterprise communication show many results of improving the effectiveness of intra-enterprise corporate environment. They also create the environment in which employees are actively supported to be engaged in problems related to solving different assignments. In an open economy, such as Slovakia, the importance of e-communication tools in intra-enterprise communication is rising. However, the answer to the question of how employees really pay attention to this fact we tried to give in this contribution. We provide an analysis of results from monitoring e-communication tools in small and medium sized enterprises in automotive industry in Slovakia. The aim of the article is to point out some of the chosen (ongoing) problems in use of e-communication tools in intra-enterprise communication in the selected sample of small and middle enterprises operating in Slovakia. The aim of the article isn't complex analysis of the given topic.

The aim of the authors is to analyze the stages of the development of human resource management in Central and Eastern Europe since the change of the economic system and the beginning of transition to market economy as well as the consequences and the impact of the crisis on the human resource management function based on the survey conducted in 7 countries of Central and Eastern European region on the sample of 150 FDI-invested companies from manufacturing and service sector that were chosen randomly. 67 companies agreed to participate on the survey and complete the questionnaires. They were completed by the directors, heads or managers responsible for human resources. Human resource management has moved from simple administrative role to the position of strategic partner, however this new function is perceived, implemented and executed differently in the companies in the region. This position as well as HR priorities and activities have been severely touched by the economic and financial crisis in the region: the study shows the major trends in this area.