The aim of this paper is to analyze the real impact of ICT (Information and Communications Technology) skills mismatch on SME’s (small and medium enterprises) sustainable competitiveness in the presence of a guaranteed minimum wage. As part of public policies—the minimum wage needs to maintain a balance between increasing employment and not being a burden for the companies, leading them to bankruptcies, especially in times of disruptive change, in which economies have to be more resilient. The rapid progress in information and communication technologies has dramatically redefined rising unemployment as a result of skills mismatch. This paper aims to understand, on the one hand, whether there is a match between the supply demand of ICT skills, and how increasingly powerful digital technologies affect the skills, jobs, and demand for human labor. On the other hand, it aims to understand whether increasing productivity and a fair minimum wage could be an integrated approach for stimulating SME’s in increasing sustainable competitiveness.

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Employees’ engagement (EE) and well-being (WB) are considered two interesting issues by many scientific researchers and practitioners within organizations. Most research confirms a positive correlation between EE and WB. EE is an essential premise for specific dimensions of employees’ WB. At the same time, satisfied and physically and mentally healthy employees increase EE, both EE and WB thus being fundamental to individual and organizational performance. This paper aims to evaluate the relationships between EE and WB and between the dimensions of these two complex constructs. These relationships were assessed based on data obtained from a sample of 269 employees in Romania, using as a method a mix of analyses based on structural equation modeling (SEM) and artificial neural network analysis (ANN). The results highlighted a positive two-way relationship between EE and WB. Among the dimensions of EE, motivation and work environment are those that ensure a more pronounced perception of WB by the employee. Emotional WB, occupational WB, and social WB are the dimensions of WB with a significant influence on the general level of EE.

In this paper, we studied the manner in which, at the same time with the growth of companies' corporate 23 At the same time, financial communication has benefited from the emergence of a new communication channel, namely the Internet, which has allowed an unprecedented opening of financial and accounting information towards an extremely diverse audience. Thus, social responsibility and sustainable development have become subjects extensively addressed in the specialized literature, focusing on three main directions: environmental protection, social responsibility of companies and sustainable economic development, all under the attention of a public that has grown exponentially with the help of easy access to information via the Internet. Given the increasing access of the population to the Internet, we intend to study to what extent the concerns of corporations to increase the corporate governance index, along with the high level of R & D expenditures produce concrete effects on Biodiesel production, recycling and waste measured in kg / capita as essential components of the bio-economy. Using a model of Autoregressive Panel Vector type (PVAR), we have identified the relations that develop between the increasing access to internet of the population and the increase of corporate governance index and level of R&D expenditures on recycling, waste and production of biodiesel in the European Union.

The concept of work–life balance derives from the vision that professional life and personal life are two elements that balance each other synergistically in the development of an individual. Work–life balance can positively and negatively influence employees’ performance through employee satisfaction. Using the structural equation modeling (SEM) method (partial least squares), we empirically analyzed the work–life balance of a sample of 452 employees in Romania. The study highlights that work–life equilibrium or disequilibrium significantly affects professional and personal satisfaction, influencing employee motivation and turnover intention. Following the empirical study, we found that a state of balance between professional and personal life generates satisfaction, a higher degree of motivation, increased performance, and reduced employee turnover.