The level of employee motivation in the countries of Central and Eastern Europe (Slovakia, Lithuania and the Czech Republic) is analysed in the paper. Sampling unit consisted of 6,961 respondents (hereof 3,862 males and 3,009 females). The age, education, seniority and job position of respondents were various. Significance of differences of averages and standard deviation of specific motivation factors at the level of significance =0.05 in terms of nationality and the age of respondents was verified in tests. Subsequently, the samples were tested using the Tukey's HSD test. Following the research, the order of 8 most important motivation factors in analysed countries was defined. The subtle difference was observed in the order of their importance. Differences are dependent on the nationality; however, they do not depend on the age. The importance of motivation factors in Lithuania differs from those in Slovakia and the Czech Republic. Basic salary, atmosphere in the workplace, supervisor's approach, fringe benefits are the most important motivation factors in all three countries. The importance of further motivation factors is almost equal in Slovakia and the Czech Republic (motivation factors relating to finances and relationships). The difference is seen in Lithuania, where the motivation factors relating to personal development and career are considered the most important. The research and its outcomes can be considered a part of further research carried out in other countries of Western, Central as well as Eastern Europe.
In Industry 4.0 completely new production worlds are emerging, where robots are becoming a key element and where common human skill activities and thinking are commonly surpassed. The growing degree of automation and the interconnection of the digital and the real-world create an environment that requires a set of interdisciplinary skills. For the sustainability of enterprises in this environment, human creativity acquires an irreplaceable role. The aim is to compare the application of selected values in corporate culture, which creates a space for increasing the creativity of employees from the perspective of different sizes of enterprises. The research sample consists of 1,716 companies of the Czech and Slovakia that participated in the questionnaire survey. The results of the independent T-test confirmed significant differences in the applied values between the countries being compared. Differences in terms of business size have been further explored through the ANOVA test and the Tukey HSD test. The results subsequently confirmed that the values: work meaningfulness, passion for work, and trust are applied more significantly to microenterprises in both the countries, creating an environment that supports creativity.
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