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The impact of Big Data on the organization of the European market


Based on the finding of the economic studies on the analysis of the performances of the companies from retails sector, this paper aims of analyzing the economic factors which are the basis of economic performances of the new companies from the retails sector of Romania. Starting with an econometric model based on current assets, fixed assets and number of employees, three research hypotheses were tested and validated through a multilinear regression model analyzed with the OLS method with the use of statistical software SPSS 23. The conclusions of the paper are in line with the other researches in the area and underline that the economic performances of the selected companies are determined by the current and fixed assets, as well as the number of employees.


Purpose: To incorporate a new value theory based on co-productivity into the value chain analysis.

Methodology: We develop a theoretical model of co-productivity and analyze selected examples of high co-productive value chains. Our theory modifies value theories based on the classical approach (A. Smith, D. Ricardo, K. Marx), production factors of land, capital, labor, and knowledge (J.B. Clark), subjective value for the consumer (C. Menger, W.S. Jevons, and L. Walras), exchange value (A. Marshall), energy value (I. Prigogine), value added for the customer (M. Porter and P. Drucker), information value (V. Rometty), and customer attention (M. Goldhaber).

Findings: We demonstrate that the co-productivity theory deeply connects all hermeneutic sources of value creation, but more importantly, it opens opportunities for adopting future-oriented sources.

Originality: We present an original theory based on co-productivity, previously unused in logistics. We show how the theory helps to shape more effective value chains.


Purpose: To compare two transformational leadership instruments, Bass’s Full Range Leadership Model and its instrument Multifactor Leadership Questionnaire with the Transformational Leadership Scale proposed by Rafferty and Griffin (2004), using empirical evidence from a single sample.

Methodology: The sample includes participants from different levels of the Estonian Defence Forces’ military hierarchy (N = 2570). The structures of the Transformational Leadership Scale and Multi‐factor Leadership Questionnaire were examined with exploratory and confirmatory factor analysis, while other methods were used to compare the two instruments.

Findings: The Multifactor Leadership Questionnaire is statistically significantly better at predicting outcome variables like satisfaction with leader, effectiveness, and extra effort; however, the Transformational Leadership Scale did predict outcome variables at a sufficient level.

Research & Practical Limitations/Implications: The current research contributes to the validation of the Transformational Leadership Scale proposed by Rafferty and Griffin (2004). The results indicated that the Transformational Leadership Scale is a valuable research tool to study transformational leadership; however, some subscales require further development. Moreover, we may conclude that there is a difference between subsamples – e.g. between commanders and conscripts – that describe outcome variables using the Transformational Leadership Scale as a transformational leadership instrument.

Originality/value: There is very limited research that compares different transformational leadership instruments.


The purpose of this paper was to determine the important role of Chief Executive Officer emotional intelligence to explain the interaction relationship between research and development investment and corporate social responsibility categories. This research relied on the completion of a questionnaire type inquiry structured around the table-based analysis. The questionnaire was sent out to a large sample of Tunisian firms’ Chief Executive Officer. The results of the 96 valid responses were entered for analysis by the partial least squares method. They show the significant effect of Chief Executive Officers’ emotional intelligence on the relation between corporate social responsibility categories (customer, employee, community, territory and environment) and research and development investment. In addition, the Chief Executive Officer emotional intelligence provided explanations into research and development investment for the corporate social responsibility problems in Tunisia. Firstly, this study emphasized the important role of research and development investment in the corporate social responsibility categories. Secondly, a new data analysis method “decision-tree” was applied to estimate the moderating effects of managerial emotional intelligence on the CSR – R&D relationship.


Purpose: Despite the popularity of employee engagement in the past decade, organizations across the globe struggle with disengaged employees at work. The purpose of this paper is to critically reflect on issues relating to employee engagement and to develop a conceptual framework that explains the linkages between organizational climate, procedural justice, distributive justice, perceived organizational support, and employee engagement with the aim of fostering higher levels of employee engagement in organizations.

Methodology: The paper provides a systematic review of the literature on employee engagement and reviews from peer-reviewed journals written in English on the topic and published in 1985–2019.

Findings: Research in this field shows that engaged employees are perceived as employees who work harder, are willing to go the extra mile, and are more passionate about the work they do and the quality they present to produce better results that drive business growth. Today, more than ever, organizations understand the importance of their employees and view them as the most important asset to their businesses. Hence, keeping employees committed and engaged has become one of the key focuses for organizations.

Originality: Previous studies have not considered a holistic model of employee engagement from the angles addressed in this paper nor has such a model been tested on a global or regional scale. This study contributes to the literature on employee engagement by proposing a conceptual framework through which organizations can have important insights into how to engage their employees. The conceptual framework of this study will be crucial for organizations attempting to improve their employee engagement.


The aim of the article is describinig the role and place of image and reputation in a university and research institution in the process of competing on the education market. The article presents current views on the scope of these concepts as well as the mutual relations between the image and reputation in business entities. The fundamental importance of university relations with internal and external stakeholders in shaping both image and reputation was pointed out. The second part presents a set of image and reputation determinants in the case of a university. In addition, the role and place of the university rector was emphasized in building the image and reputation of the parent university in the light of Act 2.0.


The paper focuses on the employer branding creation and HR marketing in selected healthcare service providers. The employer branding creation and HR marketing have become an interesting and creative area both in the field of HR management and marketing. The process of the employer branding creation and the conception of HR marketing coming from within the organizations and corporations could an interesting and effective tool that management not only in healthcare service providers could use to create a relationship with their current and also the potential employees. The aim of the article was to find out, among other things, which factors influence the choice of the employer (concerning the selected healthcare service provider). This study was researched on the gender and biological age of the respondents. For research purposes, a structured questionnaire was used. This questionnaire was distributed among selected healthcare service providers in the Czech Republic. The proposed research hypotheses have been verified through research. The statistical method of the Pearson’s Chi-square test was chosen to verify the research hypotheses. This research study has brought the compelling findings. Firstly, that there is a statistically significant relationship between the factors influencing the choice of the employer (the selected healthcare service provider) and the age of the respondents, and secondly that there is a statistically significant relationship between the factors influencing the choice of the employer and the gender of the respondents in selected healthcare service providers in the Czech Republic.


Marketing communication of scientific units has gained a lot of importance at the time of the emergence and development of the hypermedia environment, in particular the Web 2.0 era. The objective of this article is to assess the degree of use of the website by scientific units in the context of potential cooperation with companies. The article presents the results of research conducted in the period 09.2017–03.2018 using the method of critical analysis of secondary sources in the form of websites of all parameterized scientific units located in the Lodz region. Research of the content of websites of scientific units confirmed that scientific units do not use the available spectrum of marketing communication tools in cooperation with companies and that they do not use the language of market benefits in the description of knowledge being the subject of commercialization.


The dynamics of the business environment indicate that companies should become more flexible and value oriented. The competition within the IT sector leads to increased uncertainty for the players and a higher focus on the strategic direction of the company. Hence, many studies point out the significance of strategic agility as a tool of increasing company performance and achieving improved results. The paper highlights how the performance of IT companies is impacted by various factors. The main driver for company performance is strategic agility mixed with absorptive capacity. For a better understanding, the paper will analyze knowledge acquisition, knowledge assimilation, transformation and knowledge exploitation. These four dimensions represent the layers of absorptive capacity. Using as framework a survey developed based on the literature, there will be performed an analysis of the input received. The responses have been captured from stakeholders of the IT industry, who are employees of IT organizations with operations in Romania. For an enhanced output, there will be applied a regression analysis. This will contribute to the identification of factors determining company performance in the IT industry. The results of the regression analysis will demonstrate that strategic agility, knowledge acquisition and transformation have the highest impact on company performance. As only three out of the five tested dimensions are validated, further research can be grounded on understanding why knowledge assimilation and knowledge exploitation have not been confirmed as factors impacting company performance.