attitudes towards PRSAs on their employees’ choices to save for retirement. The presence or absence of employee members in pension schemes may be explained, in part, by the attitudes and decision-making processes of the small employers whichare formed within the legal and institutional environment shaped by government and pension providers. Adopting bounded rationality as the theoretical perspective on decision-making, the current paper aims to illuminate small employers’ decision-making processes on pension provision. Bounded rationality proposes that the decision-making
Andrea Margan and Metoda Dodič-Fikfak
Objectives. Alongside individual indicators of job performance, even workers’ health status could be a criterion for selection. The mechanisms for health selection are a reduction of productivity in relation to illness or certain health behaviour. The aim of the study was to establish how indicators of workers’ health status, which are accessible to the employer, influence the employer’s decision-making on which workers to retain and which to dismiss during personnel restructuring in the enterprise.
Methods. Due to a planned closure of a plant, the observed company began personnel restructuring which included a strategic decrease in the number of employees and the relocation of workers within the company. Two nested case control studies were conducted. The cases were divided into two groups and defined as follows: employees who were relocated and employees whose employment contract was terminated.
Results. The results show that the disability category and long-time sick leave exert the greatest influence on the employer’s decision on the selection of workers. Workers with work-related disability have lower odds to be relocated to a new workplace (OR=0.5; 95% CI 0.2 to 1.1) and higher odds to be dismissed (OR=6.51; 95% CI 3.33 to 12.72). The workers with a history of a long-time sick leave also have lower odds to be relocated (OR=0.31; 95% CI 0.11 to 0.88) and higher odds to be dismissed (OR=4.32; 95% CI 2.08 to 8.96).
Conclusions. Indicators of health which were accessible to the employer actually exerted influence on the employer’s decision-making, which could show a direct form of health selection.
Ernesto León Castro and Marcela Rebeca
. Drucker, P. (2006). Decision making. USA: Harvard Business Review. Galindo, J. (1998). Inventory management and its application in a company of perfumes and cosmetics. Guatemala: Universidad Francisco Marroquin. Jaramillo, J. (2008). Proposal for a Model of Financial Performance for exporting SMEs in Monterrey, Nuevo Leon, Mexico. Mexico: Universidad Autonoma de Tamaulipas. Koenes, A. (1995). Objective: Profitability. Madrid: Ediciones Diaz de Santos. Koontz, H. and. (2004). Administration. A global
Workers' safety in the workplace depends on the compliance of both employees and the employer with applicable regulations. The EU member states in internal law contain regulations in line with EU directives in this area. The author of this study decided to examine whether compliance by the employer with health and safety provisions is an element motivating employees to take up employment. he law applies to both employees and employers, but their content is not affected by any of the parties to the employment relationship. The purpose of the article was to answer the question whether compliance by the employer with health and safety at work rules is an element that influences the employee when making a decision about taking up employment. The method used was the diagnostic survey method and the survey tool. The research was conducted in 102 facilities-enterprises in the Silesian Voivodeship employing at least 20 employees. The respondents were employees within the meaning of the Labor Code who declared knowledge of basic regulations in the field of occupational health and safety. The unambiguous lack of impact of compliance with the health and safety at work regulations by the employer on the decision on employment was indicated by 29.3% of respondents, while 60.8% of all respondents declared such an impact. Among the surveyed employees there was a group of undecided people,
Erika Varga, Zoltán Szira, Kinga Ilona Bárdos and László Hajós
Engineering, (2), 105-110. Gáthy, V. (2013). Öregedő Európa, fogyó szakemberek - fiatal India, egyre több diplomás. Társadalomkutatás, 31 (1), 40-54. Kiss, P. (2010). Felsőfokú kompetenciákról nemzetközi kitekintésben. Retrieved from https://www.felvi.hu/pub_bin/dload/DPR/dprfuzet3/Pages17_26_kiss.pdf, [16.12.2015]. Magyari, J., & Hajós, L. (1998). A kisüzemi tevékenységek tervezése. Gazdálkodás, 42 (4), 52-56. Roizen, J., & Jepson, M. (1985). Degrees for Jobs: Employer Expectations of Higher Education
Maja Zajec, Davorin Kofjač and Matjaž Roblek
.html Škerlavaj, M. & Dimovski, V. (2006). Study of the mutual connections among information-communication technologies, organisational learning and business performance, Journal for East European Management Studies , 11 (1), 9-29. Turban, E., Aronson, J. E., Peng Liang, T. & Sharda, R. (2007). Decision Support and Business Intelligence Systems . New Jersey: Pearson Prentice Hall. Virant, J. (2003). Svet mehkega računanja, sklepanja in delovanja; Novo znanje za mlade in strokovnjake vseh strok [The world of soft
Ilze Buligina, Biruta Sloka, Ināra Kantāne and Anita Līce
, J. (2007). Simulation Entrepreneurial Learning, Integrating Experimental and Collaborative Approaches to Learning. Management Learning, 38 (2), 211–233. http://dx.doi.org/10.1177/1350507607075776 Pittaway L. Cope J. 2007 Simulation Entrepreneurial Learning, Integrating Experimental and Collaborative Approaches to Learning Management Learning 38 2 211 233 http://dx.doi.org/10.1177/1350507607075776 Polidano, C. & Tabasso, D. (2014). Making it Real: the Benefits of Workplace Learning in Upper-Secondary Vocational Education and