Labour Migration Trends in the Slovak Republic

Grenčíková, Adriana; Španková, Jana

doi:10.14254/2071-789x.2016/9-2/11

Cited by 13 publications

(9 citation statements)

References 8 publications

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“…Labour market issues in Slovakia are relatively attractive topics from the point of view of regional development, and disparities and have been observed by, e.g., Szekely (2001) and Bezák (2001). Grenčíková & Španková (2016) are directly concerned with the issue of differences in the labour market. The regional income inequalities of social groups in Slovakia and their impact on social classes and poverty were examined by Michálek (2010), and the income stratification was detailed by Pauhofová (2010).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Regional Differences in the Labour Market in Slovakia and the Czech Republic

Koišová¹,

Masárová²,

Habánik³

2018

JOC

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At present, Slovakia and the Czech Republic are experiencing favourable economic conditions. The socioeconomic development in regions in the country except a new created product is also affected by labour market factors, employment and average salary. This paper assesses and compares the development trends in employment and average wages in the regions of Slovakia and the Czech Republic, and defines development differences over a selected time period: 2007-2016. We used statistical indicators to monitor the observed phenomenon variability by means of setting the minimum, maximum and average variation ranges and coefficients. To set a position, from descriptive characteristics a simple arithmetic mean was used. From the results of the analyses, it can be seen that significant regional differences exist in the Czech and Slovak labour markets due to different primary potentials, different possibilities of development, economic structures, demographic differences and levels of infrastructure. The situation in the Czech labour market is better than in Slovakia, and the differences among regions are smaller in the Czech Republic. For the particular regions, we chose territorial units at the NUTS III level.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Regional Differences in the Labour Market in Slovakia and the Czech Republic

Koišová¹,

Masárová²,

Habánik³

2018

JOC

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“…These types of epidemiological approaches can explain the different leisure preferences between individuals from different countries of origin. As per Grenčíková and Španková (2016), the approximate data for measuring this trend in the labor market can be collected from health insurance companies.…”

Section: Discussionmentioning

confidence: 99%

Taxes and the incentive to work under flat and progressive tax systems in Slovakia

Nadirov¹,

Dehning²,

Pavelková³

2021

Economics &Amp; Sociology

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This study examines the impact of taxes on the incentive to work under flat and progressive tax systems. Of particular interest are the changes from progressiveto-flat and flat-to-progressive tax conditions. To measure the impact of taxes on the incentive to work under both scenarios, we relate hours worked with the effective marginal tax rates. Using national accounts data and the Prescott's ( 2004) labor market model, Slovakian work hours were examined at points in time around the adoption of a flat tax system in 2004 and a progressive tax system in 2013. In Slovakia, there was a transition from a progressive to a flat tax system in 2004, followed by a reversion back to a progressive tax system in 2013. Theoretically, the incentive to work increases when a progressive tax structure is replaced with a flat tax, while the incentive to work decreases in the opposite case. However, the findings show that when Slovakia replaced its progressive tax with a flat one, the actual hours worked decreased, contrary to predictions. When the flat tax was abandoned in favor of a progressive tax structure, hours worked also decreased, but less than when the flat tax was introduced, and significantly less than predicted by the model.

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“…The young generation is becoming a challenge for employers because as they tend to change employers. This negative trend in Slovakia is reinforced by the migration of the young generation abroad [60]. The employers will have to consider the interests and needs of Generation Z beyond financial compensation such as open communication, fair action, and flexibility in employment or social responsibility.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

Babeľová¹,

Stareček²,

Koltnerová³

et al. 2020

Sustainability

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Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.

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Labour Migration Trends in the Slovak Republic

Cited by 13 publications

References 8 publications

Regional Differences in the Labour Market in Slovakia and the Czech Republic

Regional Differences in the Labour Market in Slovakia and the Czech Republic

Taxes and the incentive to work under flat and progressive tax systems in Slovakia

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

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