PurposeThe aim of the paper is to identify the determinants of the marketing and managerial knowledge transfer from a foreign subsidiary located in a post-transition country to its headquarters established in a developed country.Design/methodology/approachThe authors combined the critical literature studies and empirical research, where the method of Computer-assisted Telephone Interview (CATI) was applied. The empirical data was gathered from 231 manufacturing foreign subsidiaries established in Poland (as one of the post-transition economy). To test the hypotheses logistic regression was applied.FindingsThe knowledge accumulated in the foreign subsidiary, the amount and level of novelty of innovation in the foreign subsidiary and its strategic autonomy is crucial for the occurrence of the reverse knowledge transfer. However, the more powerful the foreign subsidiary is, the less eager it is to transfer marketing and managerial knowledge to the headquarters.Research limitations/implicationsThe study is concentrated just on the manufacturing sector in the Polish economy. The results are based on the opinions and perception of managers, but they represent the corporate perspective (not their individual ones).Practical implicationsThe study provokes asking the question about the proper level of strategic autonomy of a foreign subsidiary. The implication related to the autonomy is much about the proper strategy for human resources management. The obtained results indicate that the intensity of innovation in a foreign subsidiary “translates” to the outflow of knowledge from a foreign subsidiary to its headquarters. Thus, encourages headquarters to let their subsidiaries innovate still monitoring their power.Social implicationsFSs are entities more or less embedded in the host markets, thus their strength and sustainable existence is important for their stakeholders, in particular – internal entities such as employees and external entities such as suppliers, and other cooperating organisations and institutions in the host market. The contribution of FSs to the innovation performance and knowledge pool of external partners is determined much by their absorptive capacity. Thus, the results obtained indirectly point to the importance of external agents ability to absorb and exploit the knowledge.Originality/valueThe originality of the paper concerns three issues. Firstly, the previous studies are mainly focused on either developed or emerging markets and as a result, the peculiarity of post-transition economies, like Poland has been neglected. Secondly, the determinants of reverse knowledge transfer are presented from the corporate perspective. Thirdly, authors focus on marketing and management knowledge distributed from a foreign subsidiary to its headquarter.
Too much data describing a given phenomenon requires synthesizing them. For this purpose, researchers can use various methods of analysis. Factor analysis is one of them. In this section, first the basic theoretical aspects of factor analysis, as well as the stages of its use are described while presenting the essential minimum necessary to understand the essence of the method. The second part presents an example of the use of this method in research on sustainable consumption. The last part of this chapter presents case study of the use of factor analysis in research on managers’ ethics in retail industry.
Summary:In recent years, discussions concerning retirement age have focused mainly on its extension. The rise of interest in this issue is caused by demographic changes and the resulting problems faced by the system of retirement provision. Apart from increasing retirement pension premiums or decreasing the replacement rate, regular extending the retirement age is one of the ways of balancing the difference between the proceeds from premiums and the obligation to pay pensions. In view of the above, the aim of this article is to specify the factors influencing the intention to continue professional work after reaching retirement age (these intentions are measured by means of expectations towards the amount of money acquired for work continued in retirement). These determinants were identified by comparing the results obtained by means of two methods: linear regression and logistic regression. The article includes the results of representative survey studies carried out in 2014 in Poland on a randomised sample of 1163 households. The results of the study suggest that the determinants of the continuation of professional work after reaching retirement age include, in particular: age, education, occupation, household status, state of health, the perceived "proper age" to start saving up additionally for retirement and relations with children. The article was written within the research project by National Science Centre "Saving Practices and Financial Pension Security in Households -Determinants, Attitudes, Models" (No. UMO-2012/05/B/HS4/04183). Keywords: retirement age, consumer behaviour, linear and logistic regression.Streszczenie: W ostatnich latach dyskusje dotyczące wieku emerytalnego koncentrują się przede wszystkim wokół jego wysokości oraz wprowadzanych zmian. Jedną z przyczyn wzrostu zainteresowania tym zagadnieniem są zmiany demograficzne i wynikające z nich problemy systemu zabezpieczenia emerytalnego. Systematyczne podnoszenie wieku emerytalnego jest, obok wzrostu składki emerytalnej lub obniżenia stopy zastąpienia, jednym ze sposobów zrównoważenia wpływów między składkami a zobowiązaniami z tytułu wypłat świadczeń emerytalnych. W związku z powyższym celem artykułu jest określenie Intention to continue professional work after reaching retirement age... 29czynników, które wpływają na zamiary kontynuacji pracy zawodowej w przyszłości -nawet po osiągnięciu wieku emerytalnego. Determinanty te określone zostały przez porównanie wyników dwóch metod: regresji liniowej i logistycznej. W artykule wykorzystane zostały wyniki reprezentatywnych badań ankietowych przeprowadzonych na ogólnopolskiej próbie losowej 1163 osób w 2014 roku. Wyniki badań wskazują, że determinantami kontynuacji pracy zawodowej po osiągnięciu wieku emerytalnego są przede wszystkim: wiek, wykształcenie, zawód, status gospodarstwa domowego, stan zdrowia, postrzegany wiek, w którym należy rozpocząć dodatkowo oszczędzać na zabezpieczenie emerytalne, oraz ocena relacji z dziećmi.Słowa kluczowe: wiek emerytalny, zachowania konsumentów, regresja lin...
The main goal of the chapter is to present how to use qualitative methods in sustainability research. First, the theoretical basis of the methods is presented, i.e., the essence of qualitative methods, what differs them from quantitative methods, and their types. The second part of this chapter covers designing and conducting a focus group interview (FGI): its essence and main stages, sampling, projection techniques and the script, as well as it contains the case study of ecological culture of Bulgarians. The third part presents considerations necessary to conduct a qualitative research, i.e., the organizational aspects of FGI and the guidelines for the work of the moderator. Finally, the last part shows considerations concerning data analysis—using CAQDAS software.
Demographic changes taking place in many countries are contributing to deteriorating pension systems. In the near future, these systems may become insufficient in many countries, and may lead to a reduction in the amount of pension benefits. One way to reduce the risk of poverty for future retirees is for them to save for retirement in employee pension programs (EPPs). In developed countries, EPPs have become an HR policy and are included the employer branding strategy (EB). The main objective of the article is to indicate the place and relationship between the EB and EPPs. We assume that the perception of the relation between EPPs and EB differs as far as employers or employees are concerned. Another factor which may have significance in that evaluation is whether or not the organization offers an EPP to its employees. The results of research conducted among 151 respondents allowed the formulation of a few conclusions which may suggest the need for a different approach to work by employees and to recruitment policy by employers. According to the research, EPPs are perceived as a benefit offered to employees, and at the same time they are a part of the EB strategy. However, that perception depends on whether we ask employees or employers, or whether the company offers EPP programs or not.
One of the sustainable goals refers to the tourism services sector—by 2030, devise and implement policies to promote sustainable tourism that creates jobs and promotes local culture as well as products. Responsible tourism (RT) means to: – minimise the negative impact on the economic, environmental and social sphere (3P model); – generate greater economic benefits for local communities; – support the welfare of host communities; – improve working conditions and access to the tourism industry; – engage local residents in making decisions that will have influence on their lives, surroundings and possibilities; – support the preservation of heritage in the sphere of nature and culture for maintaining diversity; – provide tourists with new experiences through closer and more meaningful contact with local culture and people. Below, of the following forms of tourist services are discussed—all-inclusive vacations and Airbnb. The goal is to invite readers to take part in the discussion on those popular forms of spending leisure time—how to make them—if possible—more sustainable.
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