Journal of Economics - Obsahy ročníkov

In the current context of the Covid-19 pandemic, health systems worldwide have been subjected to hitherto unknown challenges. Public health policy makers are urged to find the best solutions to mitigate the effects of the pandemic. Vaccination is seen, more than ever, as the main medical solution to save lives, although in recent times many countries have seen an increase in their citizens’ hesitation to get vaccinated. The aim of our research is to analyze Europeans’ attitudes towards vaccination and the factors that influence this attitude, both in terms of individual profile and differences between groups of people and be-tween countries. The results confirmed that a positive attitude towards vaccination increases an individual's chances of getting vaccinated and that the vaccination depends on the socio-demographic characteristics of the individual.

Česká republika je donátorem oficiální rozvojové pomoci (ODA) od poloviny 90. let 20. století a její ODA byla v minulosti velmi fragmentovaná. Dosud nebyla publikována žádná výzkumná studie zaměřená na problematiku disperze ODA v rámci portfolia bilaterálních rozvojových projektů České republiky. Cílem příspěvku bylo zhodnotit disperzi oficiální rozvojové pomoci České republiky alokované do prioritních partnerských zemí s využitím bilaterálních projektů mezi léty 2011 a 2019, a ukázat, zda byl učiněn od roku 2011 nějaký pokrok směrem k nižší disperzi ODA. K naplnění cíle byly využity metody koncentrace, standardně využívané pro analýzu disperze ODA. Výzkumná zjištění ukázala, že ODA byla fragmentována zejména v zemích, které získaly větší objem ODA, a také, že od roku 2017 je činěn pokrok směrem ke koncentrovanější oficiální rozvojové pomoci.

This study aims to assess whether the individual phases of the talent management process are equally important with respect to overall organizational performance. We analyse 381 business organizations in Slovakia. Authors use a linear regression model and ANOVA to evaluate the impact of the phases of the talent management process on the development of organizational performance of an organization and focus group approach to explain the differences in the individual phases of a talent management process. The results revealed that not all talent management phases equally influence the economic situation of the organization. The final two phases (development and retention) significantly influence the progress of the organizational performance while the initial phases (strategy, identification, and assessment) seem to have no impact on organizational performance. Financial efficiency should prioritize Retention, and only after focus on Development of talents. Remaining resources should be invested into Strategy, Assessment, and Identification of talented people.

In this paper, we construct a computable general equilibrium model of the Slovak economy to evaluate an impact of different types of inclusive programmes on an economic performance. Furthermore, we apply individual microeconomic data to identify socially excluded communities and place them in the inclusive labour market in a form of inclusive employers or social enterprises. While the first ones operate as standard producers with additional subventions from government, the latter ones are explicitly designed for the employment of socially excluded communities. Our results show that both types of inclusive programmes help to reduce structural unemployment and improve potential production in the Slovak economy. While the application of the inclusive employers leads to a better improvement of potential production, in line with a higher productivity of production factors, the application of the social enterprises leads to a more significant reduction in structural unemployment, due to an absence of social dumping on the domestic labour market.

Digitalisation and new technologies transform current world into digital one and thus leading towards changes of customer behaviour, business models, innovations, methods of operation, as well as new generation of people, so called „Digital Natives”. Management of human resources should create conditions for application of Industry 4.0 principles into practice in advance, based on analysis of digitalisation impact on their own business and its strategy, adapt processes of human resource planning. In order to acquire employees with digital qualification and thinking, it will be necessary to alter their recruitment, especially with orientation on social media and mobile variations of traditional recruitment channels. This scientific article points out a change in human capital competence impacted by the fourth Industrial revolution. This scientific article eventuates into proposal of requests for skills and knowledge of managers on different levels of management determined by fourth industrial revolution.