Publikační činnost Katedry managementu / Publications of Department of Management (115)

Permanent URI for this collectionhttp://hdl.handle.net/10084/71168

Kolekce obsahuje bibliografické záznamy publikační činnosti (článků) akademických pracovníků Katedry managementu (115) v časopisech registrovaných ve Web of Science od roku 2003 po současnost.
Do kolekce jsou zařazeny:
a) publikace, u nichž je v originálních dokumentech jako působiště autora (adresa) uvedena Vysoká škola báňská-Technická univerzita Ostrava (VŠB-TUO),
b) publikace, u nichž v originálních dokumentech není v adrese VŠB-TUO uvedena, ale autoři prokazatelně v době jejich zpracování a uveřejnění působili na VŠB-TUO.

Bibliografické záznamy byly původně vytvořeny v kolekci Publikační činnost akademických pracovníků VŠB-TUO, která sleduje publikování akademických pracovníků od roku 1990.

V ak. roce 2024/2025 sloučeno s katedrou 153.

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Now showing 1 - 20 out of 31 results

Incorporating new variables into a model of brand extension in fast fashion
(LLC CPC Business Perspectives, 2024) Burešová, Jitka; Vavrek, Roman
This study tests a brand extension in fast fashion to explore the extension's effect on the parent brand. It investigates whether extensions to varyingly distant product classes modify customers' attitudes toward the parent brand. University students from the Technical University of Liberec, the Faculty of Economics (Czech Republic), aged 25 years, participated in an online survey for this study. The number of respondents was 310. The outcomes are relevant for this segment of customers. The model with classic brand extension factors (perceived fit (FIT), attitudes toward the brand extension (ATE), parent brand attitude change (PBCH)) was constructed. Factors of fashion leaders and emotional variables (e.g., trust and loyalty) were added to the model. The model was tested using structural equation modeling (SEM) in AMOS software and was statistically significant (Chi -squared value of 6.402, p = 0.171). A positive relationship was observed between FIT and ATE ((3 = 0.534, p -value = 0.000), the same as trust and ATE ((3 = 0.693, p -value = 0.000). Equally, ATE had a significant positive impact on PBCH ((3 = 0.722, p -value = 0.000) and trust and loyalty ((3 = 0.649, p -value = 0.000). Loyalty negatively affects ATE ((3 = -0.126, p -value = 0.010), indicating that these customers may have problems with brand extension, similar to a fashion leader ((3 = -0.126, p -value = 0.010). TRUST has a negative effect on the PBCH ((3 = -0.338, p -value = 0.000). Insights derived from this study hold substantial relevance for marketers in fast fashion aiming to prepare brand extensions effectively.
The impact of remote and hybrid work on the perception of burnout syndrome: a case study
(Entrepreneurship and Sustainability Center, 2024) Horváthová, Petra; Mokrá, Kateřina; Stanovská, Kateřina; Poláková, Gabriela
Remote work and working in a hybrid model have become terms that have been referred to quite often due to the coronavirus pandemic. This article aims to describe whether there is a direct link between the different work modes during the pandemic, the preference for the work mode in the post-pandemic period and the degree of perceiving burnout syndrome. The methods of an anonymous electronic questionnaire survey implemented by the CAWI method and statistical methods (calculation in IBM SPSS Statistics 28.0 software - frequency, percentage, valid percentage, cumulative percentage) were used. A test of the independence of two variables was used using Pearson's goodness-of-fit test, where Pearson's chi-square test statistic was used as the test criterion. Cronbach's alpha coefficient was used to calculate and determine the reliability of the entire questionnaire. The primary outcome was that during the post-pandemic era, respondents would prefer the hybrid work model (60.3 %). The perceived burnout symptoms among respondents working in different work modes vary (8.1 % - 15.8 %) but are generally low. The result of this study is a recommendation for the public sector, in the event of the coronavirus pandemic or any similar situation - to use a hybrid model that does not lead to burnout syndrome.
Are the values of family members consistent with the organizational culture of their business?
(Sage, 2024) Mikušová, Marie; Friedrich, Václav; Poláková, Gabriela; Linhart, Ondřej
In family businesses, as in other organizations, an informal organizational culture is formed. The purpose of the research was to determine if there is a relationship between intra-family relationship and the type of organizational culture. Quantitative research has been conducted. The OCAI questionnaire was used as well as a set of questions from the authors who called it the Family Involvement Model. Data were obtained from 860 respondents, family business owners. Key findings that the values of family members are not consistent with the organizational culture in their business have been statistically confirmed. Only the hypothesis of the consistency of family values and clan organizational culture was confirmed. The study contributes to the study of family involvement in family business. Practical implications for family business owners can be seen in the building of positive influence on the creation of the organizational culture in their business. The study addresses the nature of organizational culture and the values of the family what is the originality of the research.
Organisational culture as a prerequisite for human resource management in public administration and its change in the time of COVID-19
(EnPress Publisher LLC, 2023) Mikušová, Marie; Raguž, Ivona Vrdoljak; Krestová, Terezie; Klabusayová, Naděžda
Organisational culture stands as a fundamental prerequisite for the efficacious operation of any given organisation. The primary aim of this study is to discern potential alterations within the dimensions of organisational culture across the pre-COVID-19, contemporary, and favoured paradigms within the realm of public administration. The data set was obtained from a cohort of 1189 officials in the Czech Republic. The Organisational Culture Assessment Instrument (OCAI) was deployed for the purposes of conducting an online survey. The dominance of the clan archetype across all examined time frames has been corroborated. In addition, a statistically significant manifestation of these dimensions has been determined. In relation to pertinent variables, specifically gender, age, tenure, manager gender, and the dimensions typifying organisational culture, no statistically significant correlations have emerged. Respondents have not reported a sense of work-life imbalance in the aftermath of the pandemic. In summary, it is deduced that the pandemic has not exerted a drastic influence on the metamorphosis of organisational culture within the ambit of public administration. This study provides invaluable information on the repercussions of the pandemic within a sphere that, as an intangible constituent, often goes under-recognised. Mastery of the positioning of dimensions across diverse archetypes is of paramount significance for managers, as it can provide guidance in the cultivation of an apt organisational culture.
Have familiness values increased during COVID-19? Czech family business case
(Inderscience Enterprises Ltd., 2023) Mikušová, Marie; Friedrich, Václav; Horváthová, Petra; Meier, Vojtěch
The topic of this research is familiness which is made up of a number of items that are both visible and silent, influencing each other. The aim is to determine whether the familiness items have changed as a result of COVID-19, and thus highlight potential vulnerabilities. Online survey is based on the F-PEC model. Data from 900 respondents collected in 2019 and 2021 were statistically processed to test research questions and hypotheses. The basic outputs show that the items of Power and Experience grew stronger during the pandemic. Threats were identified in the Culture items. Theoretical implication lies in the contribution to the family business research base as this offers results from the view of their survival. The results of the Culture pillar are very worrying. There is a practical implication in identifying them, as these findings can direct relevant institutions to assist family businesses that clearly need it to survive.
Has COVID-19 affected the organisational culture of non-governmental organisations?
(Technická univerzita v Liberci, 2023) Mikušová, Marie; Rydvalová, Petra; Klabusayová, Naděžda; Konečný, František
Organisational culture, as one of the key features of any organisation, is related to its performance. This is also true for non-governmental organisations. The purpose of this research is to identify changes in the dimensions of the organisational culture of these organisations caused by the pandemic. Data from 586 respondents, identified through an online OCAI questionnaire, were collected for pre-COVID-19, current, and preferred state. Statistically significant representation of the dimensions was identified in the types of culture. It was found that hierarchy culture was prevalent in pre-COVID-19. The hypothesis of trying to increase competitiveness in times of threat was not confirmed. After COVID-19, clan culture prevailed. It can be noted that individual dimensions of organisational culture changed their location dramatically during the reporting period. But the dimensions in the preferred organisational culture returned mostly to the pre-pandemic state. According to McNemar’s test at an overall significance level of 0.05, there was a difference between the now and preferred periods for dominant characteristics in hierarchy type, organisational leadership in market and hierarchy type, management of employees in clan and hierarchy, strategic emphases in adhocracy type. Of the 24 options, a statistically significant difference was confirmed in six cases. The respondents do not significantly experience feelings of exhaustion or disruption of work-life balance in a post-pandemic situation. The practical findings emphasise the necessity for managers to know the location of dimensions, not only the type of organisational culture. Confirmed facts can help managers, leaders, and policy makers in choosing strategies for shaping organisational culture in non-governmental organisations to achieve the required performance.
Work engagement and burnout syndrome of civil servants during and after the covid-19 pandemic
(Czestochowa University of Technology, Faculty of Management, 2023) Mokrá, Kateřina; Poláková, Gabriela; Horváthová, Petra; Štverková, Hana
There have been a number of changes in organizations in the context of anti-epidemic measures, so the authors aim to examine the level of engagement of civil servants before the pandemic and now and to examine the correlation between engagement and burnout syndrome. Based on a review and analysis of the available Czech and foreign literature, a questionnaire survey was prepared, and a survey was conducted on a sample of 984 respondents (civil servants) in the Czech Republic. The Utrecht Work Engagement Scale and a questionnaire assessing burnout syndrome were used. The data were processed using statistical methods. In addition, parametric paired t-test and one-way ANOVA were used. This study provides insight into the current state of the issue and possible changes caused by the covid-19 pandemic. For the observed sample of respondents, it was found that burnout syndrome had no impact on the engagement of civil servants; age had no impact on the burnout syndrome of civil servants, and the level of engagement of civil servants was higher in 2022 than before the pandemic. The novelty of the study is the focus on the measurements mentioned above, as similar research has not been conducted in the Czech Republic yet. The findings from this research may be useful for practitioners and the management of public institutions if a similar situation arises in the future.
Evaluation of organisational culture dimensions and their change due to the pandemic
(Elsevier, 2023) Mikušová, Marie; Klabusayová, Naděžda; Meier, Vojtěch
The purpose of this research is to determine whether the Covid-19 pandemic has had an impact on the change of organisational culture in public high schools. Additionally, if there has been a change in organisational culture, to what extent does this change differ from the preferred type? Cameron and Quinn's OCAI questionnaire was used to determine the types of organisational culture. 453 valid responses were obtained from teachers of randomly selected public secondary schools in all regions of the Czech Republic. Pre-Covid-19, the present and preferred status were assessed. It was found that initially hierarchy culture was predominant, while currently preferences for adhocracy and market culture have increased significantly, although the hierarchy type still prevails. In the type of future, respondents will see the clan of organisational culture. The shift in each type, but also in each of its dimensions in the three periods studied, provides the researcher with a theme for deeper research into the context, and for school institutions and principals to develop strategies to support the creation of a healthy organisational culture.
The level of occupational safety and health promotion in Czech family manufacturing enterprises
(Elsevier, 2023) Horváthová, Petra; Mokrá, Kateřina; Konečný, František
The purpose of this article is to evaluate the level of occupational safety and health (OSH) promotion in micro, small and medium-sized enterprises (SMEs), which is currently a hot topic in the context of the coronavirus pandemic. SMEs are very often family enterprises in the Czech Republic. The goal of the research, conducted on a sample of 1056 respondents, was to find out how Czech family manufacturing enterprises approach the promotion of OSH. Empirical research methods were used and data were processed using statistical methods. Chi-square test was used to identify the specifics in manufacturing enterprises to determine the relationship between OSH principles or processes and the size of the enterprise. An analysis of the surveyed enterprises was done regarding their KPIs in the field of OSH. To understand changes in the KPIs significance before and during the Covid-19 pandemic, Wilcoxon signed rank test was used. All of the KPIs were tested with ANOVA analysis to find out, whether the importance of each indicator is related to the size of the enterprise. The most important finding is that although the situation regarding principles of OSH promotion is not good in the surveyed enterprises, they still manage to implement OSH promotion processes very well. The research can provide guidance on how to assess the level of OSH promotion in such SMEs and can help to define activities to improve OSH promotion. The paper may be beneficial for practitioners involved in OSH promotion and in another manufacturing SMEs.
Economic and social aspects of three generations' well-being. Czech study
(Taylor & Francis, 2022) Mikušová, Marie; Raguž, Ivona Vrdoljak; Horváthová, Petra
The subject of the research is the issue of understanding the values of well-being by three generations of age. The surveys were attended by 5,000 respondents. After evaluation using the Analytical Network Process (A.N.P.) method, when the significance of individual sub-criterion was compared, research questions about potential differences in well-being values were answered. Significant differences in view of well-being during the three generations have been identified. For the 'youth' group the evaluation of the finance criterion is significantly prevalent, a strong preference for community well-being is defined for the 'grandparents' group. For the 'parents' group the evaluation of the criteria is balanced. The existence of the U-shape was detected. The results provide further information to compare the understanding of well-being values, which differ not only within the national region, but also internationally. Practical implication lies in stimulating the debate about the need to know well-being, e.g., by employers and state institutions, not only at the local level, because this knowledge and subsequent relevant interventions bring benefits to all interest groups.
Are small businesses better prepared for crises? Czech case
(Wiley, 2022) Mikušová, Marie; Horváthová, Petra
Small businesses often suffer from a lack of resources, which in many cases they cite as a reason why they cannot prepare for crises. Increasingly frequent threats may have forced them to rethink their thinking. The aim of this study is to compare data from 2009, 2012, 2019 and 2021 and thus provide the basis for the non/confirmation of the hypothesis of continuously increasing crisis preparedness in small enterprises. A questionnaire survey was conducted within Czech small businesses in the mentioned years. More than 1000 respondents participated in the research each year. The outputs were statistically processed. Different prevention approach strategies in each year, barriers that complicate preparation and understanding of the not/importance of prevention have been identified. A basic hypothesis could not be confirmed. However, in the context of how highly the importance of crisis preparedness is assessed, actual active prevention is still low. Managers still do not consider crisis preparedness to be part of their competitiveness. The practical benefit of the research is to initiate their reflection on the necessity of crisis prevention. Theoretical contribution is its comparative character over time, allowing to monitor the evolution of the approach of small business managers.
Employee well-being evaluation and proposal of activities to increase the level of health's area - The Czech case
(MDPI, 2021) Horváthová, Petra; Kashi, Kateřina; Štverková, Hana; Mikušová, Marie
Well-being and its evaluation, is currently considered one of the key trends in the practice of companies in the world and in the Czech Republic. Research in the field of well-being confirms that there is a positive correlation between a company's well-being and the company's performance. Satisfied and healthy employees contribute to the prosperity of the company through their higher work productivity and efficiency, and indirectly, through reduced incapacity for work and presenteeism. The purpose of this paper is to evaluate the employees' well-being of a specific company in the Czech Republic and propose activities for increasing the level of the most problematic of five areas of employees' well-being. The authors formulated two research questions and two hypotheses. Research questions were answered on the basis of the evaluation of an online questionnaire survey among 463 production staff of the company, hypotheses were statistically confirmed. The main results of this article include the identification of the most problematic area of well-being-the area of health-as well as the proposal of specific activities to improve the level of this area, the introduction which should achieve higher level of employees work productivity. The benefits of well-being show that companies should pay attention to it.
Wellbeing as a core area of line managers' work in cross-border organizations
(Czestochowa University of Technology, Faculty of Management, 2020) Horváthová, Petra; Kashi, Kateřina; Štverková, Hana; Mikušová, Marie
According to a number of studies and experts, one of the most important aspects of current human resources management in the world and in the Czech and Polish Republic is wellbeing. Research in the field of wellbeing confirms that there is a positive mutual relationship between employees' wellbeing and organization business results. Employees with high level of wellbeing are more engaged, higher perform and then more contribute to the better organization performance through their higher work productivity and efficiency and lower turnover. How people are treated at work by organizations and their managers, especially line managers, strongly affect the level of their wellbeing. The aim of this study is to assess the wellbeing of employees of the selected cross-border organizations in the Czech and Polish Republic and propose measures for increasing the level of the worst rated area of employees' wellbeing. Two formulated research questions were answered on the basis of the evaluation of an online questionnaire survey. This study reveals the area of health as the worst evaluated area of wellbeing and proposes several measures to increase the level of this area, which can be considered as its main outputs. The implementation of these measures focused on the health area should bring higher level of employees' engagement and performance and better organizations' results of operation.
A general model based on the DuPont system of financial analysis for identification, analysis and solution of a potential crisis in a business
(MDPI, 2020) Kašík, Josef; Šnapka, Petr
The purpose of this article is to create a general model using the data commonly available in the managerial accounting system for the signalization of a possible potential crisis. The critical level of the input variables influencing the return of equity (ROE) and return on sales (ROS) was theoretically determined based on the DuPont system of financial analysis. To determine actual amount of the input variables for the test of their critical amount in a real company, we considered their average amount based on a simple arithmetic mean. For the real analysis in a potentially threatened company, we considered one month as a time unit for the time interval in a range of 14 months. We determined the average actual amounts of the input variables using confidence intervals. Because of the relatively small sample, we used Student's t-distribution for the construction of confidence intervals of the input variables. An analytical model-based system approach based on analysis of the complex value chain was used. By the means of logical derivations and testing this analytical model-based system approach in a real company, we proved, that this model enables not only to determine the critical level of the input variables leading to a crisis in a business but also to calculate their new adjusted amount, which the business needs to reach so that a potential crisis can be solved. The presented theoretical model was successfully applied to solve a real potential crisis in a particular Czech company which supports the correctness and practical applicability of this general model. There are two main advantages of this model: 1) it can use the data commonly available in the managerial accounting system, 2) this model is generally valid, i.e., it can be used in any business producing goods or services.
Who is more sustainable? Family business or non-family business? Czech evidence
(MDPI, 2020) Mikušová, Marie; Friedrich, Václav; Horváthová, Petra
The aim of this research was to find out whether family businesses create better opportunities for their economic sustainability in comparison with non-family businesses. That is, whether family businesses are more responsible in preparing for crises than non-family businesses. Having a sustainable business means being prepared for potential threats of all kinds. Research was carried out in 2019 on a sample of 2300 family and non-family enterprises. On the basis of statistically processed results, a minimum of significant differences in preparation for the crisis was identified. Even the basic hypothesis about a more responsible approach by family businesses to prepare for the crisis could not be accepted. It could not be noted that family businesses are building better conditions for their economic sustainability. The implication for praxis is to encourage owners to involve the family more in the preparation for crises, including development of formalised tools. Predetermined tools will help in solving crises that threaten the source of livelihoods of the whole family. The comparison of family and non-family businesses in this area, as yet unexplored, has the potential to contribute to the deepening of research in both crisis management and family business, which is the main contribution to the theoretical field.
Comparison of human resources management in non-family and family businesses: Case study of the Czech Republic
(MDPI, 2020) Horváthová, Petra; Mikušová, Marie; Kashi, Kateřina
Human resources management, which includes a wide range of activities, may vary between businesses. One of the reasons for these differences may be the fact that they are non-family or family businesses. The purpose of this study is to identify differences in the area of human resources management between non-family and family businesses operating in the Czech business environment. The authors formulated three research questions and two hypotheses. The article's main findings are: non-family and family businesses do not substantially differ in human resources management. The article is formulating more general conclusions in the researched area, which can serve as a starting point for further directions of possible research on this issue.
Evaluation of key positions and employees management level in manufacturing industry - The Czech case
(MDPI, 2020) Horváthová, Petra; Velčovská, Šárka; Kauerová, Lenka; Larsen, Fridrik Rafn
Human resources management, especially the key employees management, has fundamental influence on companies' sustainable business, which has to be considered as the priority of any business functioning. The aim of this paper is to evaluate current level of the key positions and employees management in the Czech business environment and to propose a process of its effective implementation and application in practice. Online questionnaire survey was provided using 105 companies operating in manufacturing industry of the Moravian-Silesian region as the sample. Statistical methods of data analysis were used. Fisher exact test, coefficients Phi and Cramer's V were counted to test relations between variables. The survey results include an evaluation of the present situation as it comes to the use of the key positions and employees management system as well as an identification of interests in new system implementation. There was a low rate of use of given system in these business, with two thirds of companies showing an interest in implementing the new system. The process of implementation and the use of the key positions and employees in practice was proposed. The process is suggested in the way to make its content and form be a certain guide and help for companies to realize particular activities of this process. It would contribute to the successful realization of complex and systematic approach towards the work with the key positions and employees.
Evaluation of the employees’ engagement factors importance methodology including generation Y
(Taylor & Francis, 2019) Horváthová, Petra; Mikušová, Marie; Kashi, Kateřina
Employee engagement has a major impact on both, staff performance and overall organisation performance. Factors affecting the level of engagement vary depending on the age of the workers. These differences should be recognised by the organisation and taken into account when increasing workers' engagement. Aim of this article is to introduce a new way how to evaluate the importance of employees? engagement factors including also generation Y and provide the results of practical implementation of pilot research. The methods used to fulfil the aim were the modification and addition of already existing engagement model, which, however, does not reflect the differences of young employees on the labour market, and also Saaty?s method of determining weights. To fulfil the objectives, the authors have executed a survey by using the written questionnaire on a sample size of 664 respondents. Main outputs of the article include proposal of adjusted engagement model, questionnaire used to evaluate the importance of engagement?s factors and pilot practical application of evaluating the engagement?s factors of employees in a selected company.
Methodology proposal of the creation of competency models and competency model for the position of a sales manager in an industrial organisation using the AHP method and Saaty's method of determining weights
(Taylor & Francis, 2019) Horváthová, Petra; Čopíková, Andrea; Mokrá, Kateřina
The aim of this paper is to create a competency model for the position of a sales manager in a manufacturing industry organisation according to the proposed methodology of the competency models creation. The competency model will be created using the AHP method and Saaty's method of determining weights. There is briefly explained the issue of competencies and competency models in the introductory part of the paper and then the used methods are clarified. The application part of the paper describes the methodology of the competency model creation and the process of the competency model creation for the position of a sales manager. The proposed methodology for the creation of competency models can be used in organisations of various specialisation and for any job position. Created competency models can be mainly used for employee selection, training and development, employee evaluation and remuneration.
Prepared for a crisis? Basic elements of crisis management in an organisation
(Taylor & Francis, 2019) Mikušová, Marie; Horváthová, Petra
The aim of this paper is to identify the basic elements that must be taken into account when constituting the complete process of crisis management in an organisation. This study explains the following: the identification of the basic elements; the sequence of the basic elements' relationships in the creation of crisis management; the reason for their importance in this process; terms; and the person/team responsible for their determination. The identification of the elements is based on a mind map. The logic progress of each action is presented in the network. Detailed graphical and tabular representations of the verbal accompaniment have been used to highlight the diversity of the activities and skills required when creating crisis management in an organisation. Thus, the elements presented and their relationships are a tool for managers. Their practical usefulness has been confirmed in several applications in different organisations.

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