Table 2 - uploaded by Dominika Vlacsekova
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Motivation plays a big role in each activity in a job. It is also important to maintain motivation and further motivate the staff. Otherwise employers are facing a difficulty in the labor market because more than two thirds of the Generation Z spend just a few months at workplace, and more than 70 % of them cannot hold their job more than a year. T...
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... calculated average and standard deviation, when we evaluated questions with Likert scale. Table 2 shows the average and the standard deviation of the answers. ...
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Citations
... However, people in Generation Z are considered a population that is always interested in new technology, and they live in the digital technology world all the time. They access information via the internet and connect to the internet via personal mobile phones (Dolot, 2018;Duzenli, et al., 2019;Farrell & Phungsoonthorn, 2020;Halasi, et al., 2016;Salleh, et al., 2017;Singh, 2014;Torocsik, et al., 2014). For them there should be a paradigm shift in business education (Bratianu et al., 2020;Fonseca et al., 2020). ...
This research aims to study the acceptance of the online technology of Thai people in Generation-Z during the incidence of COVID-19 disease. During this period, Thai people must quarantine themselves at home or work from home to prevent the outbreak of this disease and must comply with the laws of the Thai government. The researchers are interested in the Generation Z population because they are highly interested in technology. Previous literature and research used multiple models of acceptance and use of technology such as the Technology Acceptance Model, Unified Theory of Acceptance and Use of Technology model. This study adapted various variables from many models in the past, including personal innovativeness, performance expectancy, effort expectancy, social influence, trust, and behavioral intention to use technology. The research uses questionnaires as a research tool. 457 usable questionnaires from online data collection were used for data analysis. Descriptive and inferential statistical analysis was performed. The researcher tested the hypothesis by assessment of the Partial Least Square-Structural Equation Model. Research findings found that the behavioral intention to use online technology during COVID-19 disease is predicted by three key factors including performance expectancy, effort expectancy, and trust. Effort expectancy positively influences performance expectancy. In addition, personal innovativeness and the trust of users directly significantly affect performance expectancy and effort expectancy. The researcher suggests that the management level can use the findings in the planning of the organization’s management or marketers can utilize the results for the marketing strategy of the organization.
... One of the most important motivating factors that create harmonious relationships in business is a mutually acceptable and effective system of remuneration (Dugasová, Tkáčová, 2012;Takei, Ito, 2007;Pucko et al., 2013;Zauskova et al., 2013;Kubeš, Rančák, 2018). With motivating factors in human resource management in Post-Communist economies deal Hitka et al. (2017a), Anyim Chukwudi et al. (2018), Halasi et al. (2016), Horecký (2018) or in international comparison Bloom et al. (2003), Mateescu (2017) or Zulova, Svec, and Madlenak (2018). The real success of companies originate from employees' willingness to use their creativity, abilities and know-how in favour of the company and it is organization's task to encourage and nourish these positive employee inputs by putting effective reward practices in place (Markova, Ford, 2011;Stacho et al., 2016;Kováčik, Mariš, 2014;Jankajova et al., 2016;Olsovska, Svec, 2017;Stankeviciene et al., 2017). ...
Employee remuneration supports the achievement of strategic and short-term company objectives by helping to ensure a skilled and motivated workforce that is needed for each enterprise. The effective system of remuneration increases employee loyalty and performance quality and in consequence, enhances company competitiveness. Although each enterprise uses its own system of remuneration, it is always an important element of motivations and makes the company more attractive for potential job applicants. The aim of this paper is to bring about a comprehensive look at the issue of employee remuneration with attention to aspects of financial and non-financial rewards through the analysis and comparison of the used remuneration systems, as well as to identify the actual trends of employee remuneration in selected sectors of the Slovak economy.
