Determinants of Employee Motivation in Slovakia, Lithuania and the Czech Republic 10 years after Joining the European Union

Hitka, Miloš; Balážová, Žaneta; Gražulis, Vladimiras; Lejsková, Pavla

doi:10.5755/j01.ee.29.5.13953

Cited by 7 publications

(2 citation statements)

References 34 publications

(35 reference statements)

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“…Moreover, it was important to conduct research in Lithuania where business has undergone fundamental changes from the Soviet nomenclature-based approach to the concept of business adopted in the Western countries and where employees consider salary as the most important motivating factor (Hitka et al , 2018).…”

Section: Introductionmentioning

confidence: 99%

Relationship between employees’ attributions of corporate social responsibility, organisational justice and turnover intention: evidence from a post-Soviet country

Valyte-Zeimiene

Bukšnytė-Marmienė

2022

SRJ

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Purpose Corporate social responsibility (CSR) does not always create added value. Depending on the employee attributions to a socially responsible organisation, it can lead even to negative behaviour. One of the dangers discussed in this article is the employees’ turnover intentions. To analyse the relationship in-depth, it is important to identify phenomena that could be significant to the strength of the relationship between the employees’ attributions to socially responsible organisations and the turnover intention. Organisational justice can be considered as such a phenomenon. This article is aimed at analysing the relationship between employees’ attributions to socially responsible organisations, organisational justice and turnover intention in a post-Soviet country context. Design/methodology/approach The study involved 83 employees from different socially responsible organisations operating under the United Nations Global Compact and belonging to LAVA (Lithuanian Responsible Business Association). Regression analysis was used to analyse the data. Findings Employees whose attributions to a socially responsible organisation are other-oriented are less likely to have turnover intention and perceive the organisation as fair. The organisational justice perceived by employees does not affect the relationship between the other-oriented attributions and turnover intention. Originality/value In Lithuania, CSR is a very new concept and it still lacks evidence-based answers to the issue of sustainable employee–organisation interaction. Although many scholars in Western countries have studied CSR at the macro and micro levels of an organisation, there is still a lack of evidence-based research in post-Soviet countries to assess the impact of organisational social responsibility practices on employees’ behaviour. In addition, researchers have so far done more research into the positive relationship between CSR and employees’ behaviour, and there is a lack of research to answer whether employees’ attributions to socially responsible organisations can have a negative impact on employees’ behaviour, e.g. stimulating their turnover intention.

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Section: Introductionmentioning

confidence: 99%

Relationship between employees’ attributions of corporate social responsibility, organisational justice and turnover intention: evidence from a post-Soviet country

Valyte-Zeimiene

Bukšnytė-Marmienė

2022

SRJ

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“…Corporate management needs to discover ways to find the right employees at the right time and using the right recruitment tools, which can currently be social media platforms using Erecruitment or recruiting videos. Besides, corporate management must continually improve access to employee performance to identify their needs and expectations, to improve human relationships and opportunities for education and personal growth as part of internal HR marketing (Hitka et al, 2018).…”

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confidence: 99%

Social Media Platforms as HR Marketing Tool in Selected Healthcare Service Providers

Bejtkovský

2020

MMI

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The research paper summarizes the arguments and counterarguments within the scientific discussion on the issue of social media platforms, HR marketing, E-recruitment and human capital management. The primary purpose of the research is to determine whether the size of the selected healthcare providers influences (1) the active use of social media platforms and (2) the creation of the recruitment videos to address potential employees on the internal or external labour market. Systematization literary sources and approaches for solving the problems of the social media platforms, HR marketing, E-recruitment and human capital management indicate that the implementation of IT technologies in the field of human resources management is becoming a necessity in today’s world. Regarding methodological tools of the research methods, this research study used quantitative and qualitative marketing research as the essential primary sources of information and data. For the precise questionnaire survey and understanding of the individual questions in the questionnaire, a pretest questionnaire survey was also carried out. The pretest was conducted in the fourth quarter of 2018 on a sample of eight respondents. A significant marketing quantitative research followed after the removal of minor shortcomings, from October 2018 to January 2019. The object of the study was selected healthcare service providers in the Czech Republic. Fifty-eight healthcare service providers were thus analysed. Besides other things, two research hypotheses and one research question were formulated. In the research study, the Pearson’s chi-square test, Microsoft Excel 2013 and IBM SPSS Statistics 23 were used to verify the research hypotheses. The research paper presents the results of an empirical analysis showing that (1) there is no statistically significant relationship between the size of the selected healthcare service provider and the active use of the social media platforms as an HR marketing tool; (2) there is a statistically significant relationship between the size of the selected healthcare service provider and the creation of recruiting videos to address potential employees on the internal or external labour market; (3) social media platforms are used for the communication with the patients, clients, public and further for PR or promotion of selected healthcare service provider and the recruitment purposes of human resources and HR marketing. The research also empirically confirms and theoretically proves the need for IT knowledge and the active use of IT technology in the area of human resources management, today in the 21st century. The results of the research can be useful for the domestic and foreign healthcare service providers such as hospitals, maternity hospitals, children’s hospitals, hospital wards, field hospitals, nursing homes, asylums, clinics, sanatoriums of long term disease, health resorts, thermal baths, healing spas and other health and medical institutions or for academicians that are interested in human resource management. Keywords E-recruitment, healthcare service provider, human capital management, HR marketing, social media platforms.

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Employee Attitude to Organisational Change in Small and Medium-Sized Enterprises

Karácsony¹,

Metzker²,

Vasic³

et al. 2023

E+M

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The crisis caused by the coronavirus pandemic affects the daily operation of organisations, which also brings changes in the life of their workforce. Managing organisational change has been a significant challenge for organisations for several decades. The aim of the research is to assess the behaviour of affected employees toward organisational change. It is examined how different groups of employee’s experience change in general and what they think about organisational change. Furthermore, it is explored whether employees understand the motivation behind the change and how does the change impact their organisation. To answer the research questions, a comprehensive questionnaire survey of small and medium-sized enterprises in Hungary was conducted in autumn 2021. The suitability of the application of factor analysis evaluating the dependence of selected areas of the questionnaire was supported by Barlett test a Cronbach’s alfa coefficient. For individual hypotheses two-sample t-test, contingency table analysis, and Pearson’s Chi-squared test, were applied. The evaluation of the 215 questionnaires shows that the behaviour of employees toward organisational changes is different. The difference in attitudes to the benefit of organizational change for employees were identified, but not for enterprise. Furthermore, the difference in attitudes between employees who have undergone organizational change in the enterprise and those who have not undergone organizational change, were identified too. It is interesting that contingency between the extent to which managers play a role in change and the well-executed nature of change were detected. The practical usage of the research can be helpful for SME management, especially in the HR field. The management can consider that employees may be afraid of the changes if they are ahead of them, but if the change is handled well, people will think positively of it.

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Determinants of Employee Motivation in Slovakia, Lithuania and the Czech Republic 10 years after Joining the European Union

Cited by 7 publications

References 34 publications

Relationship between employees’ attributions of corporate social responsibility, organisational justice and turnover intention: evidence from a post-Soviet country

Relationship between employees’ attributions of corporate social responsibility, organisational justice and turnover intention: evidence from a post-Soviet country

Social Media Platforms as HR Marketing Tool in Selected Healthcare Service Providers

Employee Attitude to Organisational Change in Small and Medium-Sized Enterprises

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