Human Capital Management in Transport Enterprises with the Acceptance of Sustainable Development in the Slovak Republic

Kucharčíková, Alžběta; Mičiak, Martin

doi:10.3390/su10072530

Cited by 47 publications

(33 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…McArdle et al [129] also mentioned that the relationship between education and advancement is very weak. Other authors [130][131][132] mentioned that even though there is a correlation between the education and career success, the effect is modest, and the importance of other motivation factors can be of the same or higher importance. In the research, the fact that these factors were considered important only by employees with completed higher or upper secondary education was statistically proven.…”

Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

Self Cite

View full text Add to dashboard Cite

The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

show abstract

Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

Self Cite

View full text Add to dashboard Cite

show abstract

“…The issues addressed during this very productive period are multiple, although certain key terms appear: green management; the impact on companies of CSR practices, where methods of analysis are sought to measure performance; and the impact of CSR and HRM on employees and other stakeholders. Research deals with how to generate the right balance between economic, social, and environmental objectives in an organization [60][61][62][63][64][65], the importance of internal and external stakeholders [66][67][68], green management of human resources [65,[69][70][71][72][73], or how to adequately measure the impact of CSR, HRM, and sustainability on business practices and the company's image [74][75][76][77][78][79]. Of the 314 articles analyzed, if we take into account the affiliation of the first author of the chosen research, researchers from the United States of America are the ones that publish the most on this subject with 53 articles, followed by researchers from Spain with 35, China with 29, Australia with 23, and England with 21 (these are the ones that exceed twenty).…”

Section: Activity Indicators In the Csr And Hrm Literaturementioning

confidence: 99%

Corporate Social Responsibility and Human Resource Management: Towards Sustainable Business Organizations

Herrera

Heras-Rosas

2020

Sustainability

View full text Add to dashboard Cite

Today’s organizations are immersed in a global market, where any detail can provide a competitive advantage over rival companies and condition their sustainability. Corporate Social Responsibility and Human Resource Management have become very powerful tools within companies. However, the potential, development, and measurement of Corporate Social Responsibility (CSR) and Human Resource Management (HRM) have not been sufficiently explored. The literature has developed multiple case studies on CSR and HRM and has studied the combination of both factors and their link to economic, environmental, and social sustainability, but has not yet found a solid basis from which to address the new functionality of CSR, HRM, and sustainable business management. This work aims to investigate trends in scientific production related to Corporate Social Responsibility and Human Resource Management. Bibliometric techniques and SciMAT software have been used for this purpose. A total of 314 articles from Web of Science (WOS) indexed journals were analyzed. The results obtained confirm that the interest in the study of these concepts has grown exponentially in the last decade. It should be noted that the definitions of CSR and HRM, and even the relationship between the two, continue to be subject to multiple interpretations. The contribution of this work lies in the fact that, through the longitudinal analysis carried out, light is shed on the groups of issues that emerge with special projection, such as green-management, stakeholders, commitment, competitive-advantage, satisfaction, performance, sustainability, or research-methods-analysis, and which must continue to be explored in order to respond to the demands that business organizations have in this respect, and to help the total integration of the different approaches related to CSR and HRM.

show abstract

“…At present, an important factor is the use of IT resources to simplify the customization of loyalty programs [16][17][18]. The company can influence all the above mentioned factors, namely by purchasing marketing in the creation of a supply of goods, by ensuring affordable, quality goods in the required assortment, also by arranging on the sales area and the overall atmosphere in the shop [19], but above all by quality services based on staff, which is trained, willing and pleasant [20][21][22][23] and also by the company's overall approach to customers [24,25].…”

Section: Introductionmentioning

confidence: 99%

Customer’s View and Experience with Loyalty Programs in the South Bohemia

2020

View full text Add to dashboard Cite

The aim of the article is to determine the attitudes of South Bohemian customers to the loyalty programs. The article is based on the partial output of research focusing on customer loyalty to loyalty programs. The research was conducted in 2018 by a questionnaire survey with 267 respondents. Respondents interviewed were customers who live in the South Bohemian Region. The results presented in the article are based on the part of the questionnaire, where the respondents answered how much they agree with the fourteen claims concerning loyalty programs. Attention is also focused on looking for dependencies of overall evaluation in relation to loyalty programs in terms of identification variables: gender, age, education and the size of the respondent's place of residence. Two-choice statistical tests and the Kruskal-Wallis test are used to determine dependencies. The statistical program R. was used to perform these tests.

show abstract

Human Capital Management in Transport Enterprises with the Acceptance of Sustainable Development in the Slovak Republic

Cited by 47 publications

References 22 publications

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Corporate Social Responsibility and Human Resource Management: Towards Sustainable Business Organizations

Customer’s View and Experience with Loyalty Programs in the South Bohemia

Contact Info

Product

Resources

About