Nowadays, corporate social responsibility is an important factor in sustainable growth. The paper aims to examine the relationship between selected characteristics of firms (firm age, firm size, firm performance, and gender diversity of boards) and the application of a corporate social responsibility concept in the Czech transportation and storage industry. Using the data from own survey, the Albertina database, and the Business Register, and applying the Pearson and Spearman correlation coefficients and regression analysis, it has been found that there is a statistically significant relationship between firm size, firm financial performance, and CSR practice of firms. On the other hand, firm age and gender diversity of boards are not the factors affecting the CSR practice. These findings have brought new insights in the area of CSR and its application in the Czech Republic.

The aim of the paper is to evaluate the effect of firm size to the economic performance of firm belonging to the raising of swine sector (CZ-NACE 01.460). The economic performance is assessed using multiplecriteria evaluation of alternatives methods where the selected coefficients of the profitability ratios, labour productivity and operating ratio are used as the indicator of economic performance. To assess the relationship between firm size and firm performance, the linear regression model is used. The study uses data collected from the database Albertina CZ Gold Edition for the year 2013 that are provided by Bisnode company and from Business Register. The results showed that the larger firms reached higher economic performance compared with smaller ones. These finding indicates that economies of scale are likely to play an important role in sector of raising swine.

Abstractrevenues, number of employees and total assets. The study uses data collected from the database Albertina CZ Gold Edition. Final dataset includes the data about more than 35,000 fi rms. The validity of Gibrat's law was tested with the help of linear regression model with fi rst-order autoregressive process. Gibrat's law is rejected for all three indicators of fi rm size. Hence, the selected indicator of fi rm size is not proved to be important factor in verifi cation of Gibrat's law validity. It is also found out that the small fi rms in profi t industries (A-N according to CZ-NACE classifi cation) grow faster than their larger counterparts in the Czech Republic.

Abstract:The paper is devoted to gender wage dif erences; it especially focuses on the impact of the gender characteristics of the manager on gender wage disparity. Under the social identity theory, women in managerial positions, that can af ect the wage of their subordinates, are likely to evaluate female employees better than male employees. The purpose of this paper is to investigate the ef ect of the gender characteristics of middle managers on the wages of directly subordinated rank-and-i le employees using a variation within the i rm. We have used two methods to consider the ef ect of the manager gender characteristics on subordinates: the estimation of the wage function and the average treatment ef ect on the treated, both supplemented by a matching procedure. We concluded that women in middle management in comparison to their male counterparts have a lower tendency to apply wage discrimination against women. The presence of a female head of department led to a decrease in the gender pay gap by almost 7 percentage points.

The paper examines the effect of gender composition of executive body on financial performance and financial health of the firms. The data of more than thousand Czech travel agencies and tour operators for the period 2008–2015 was employed in the paper. To test the relationship between firm performance and gender diversity in leadership, the regression model was applied. After using alternative measurement for gender diversity of executive body and controlling for firm size, firm age, executive body size, leverage ratio and industry, the results have shown that the gender composition of executive body has no statistically significant effect on both firm performance and financial health of firms. The study deepens empirical knowledge about the relationship between gender diversity of executive body and corporate performance and financial health and brings new insights into the link between these phenomena in the Czech Republic.

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The study aims to determine whether the unexplained gender wage gap varies in the different sectors of the economy and to identify the possible causes of these differences. Firstly, we estimate average treatment effect on the individual sectors to identify the unexplained part of gender pay gap. To identify the possible causes of observed variability in unexplained gender wage differences, we use a linear regression model. Using European Union Statistics on Income and Living Conditions (EU-SILC) data for 24 European Union (EU) members, we conclude that the unexplained gender pay gap in the individual sectors varies both within the individual EU countries and among the countries. The most important factors in explaining the differences in the gender pay gap among the individual sectors are ownership and the proportion of women in the sector. On the other hand, the proportion of female managers and the proportion of small companies are not statistically significant factors for the explanation of the variation in the sector-specific gender pay gaps. To the best of my knowledge, this study is the first to present fully comparable estimates of the unexplained sector-specific gender pay gap for the 24 EU countries and to identify the causes of the differences in the unexplained gender pay gap at the sectoral level.

There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender‐specific personal characteristics, such as non‐cognitive skills and life–work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on the gender wage gap. It also shows that the gender of the manager and his/her subordinate has only a weak impact on the remuneration of an employee´s non‐cognitive skills and life–work preferences.