The purpose of this study is to introduce Sustainable Socially Responsible Society 6.0 as a new concept that is supposed to extend ‘Corporate Social Responsibility’ to the entire society for humankind to gain a new chance to survive beyond the dangerous neoliberalism that abuses the market and democracy to the benefit of very few humans—the richest one percent and a few around them—and beyond Society 5.0. This study aims to define the framework conditions of ‘Well-being Society 6.0’, where humans can both achieve and define their targeted quality of life, including work–life balance, etc. Mulej’s Dialectical Systems Theory provides requisite (i.e., sufficient and necessary) integrity/holism of approach that leads to a Sustainable Socially Responsible (SSR) Society without overlooking the necessity of personal, including managerial, responsibility. Most humans try to satisfy their basic survival needs by management, which is requisitely holistic; it can and shall contribute to setting the framework conditions, foremost with non-technological innovation management. The Economy for the Common Good can contribute to SSR Society 6.0, including ‘Well-being society’. In addition, in 2019–2021 humankind is experiencing the ‘new Corona Virus’ crisis, killing millions, but also enabling a crucial step toward a well-being society by returning worldwide economic governance from neoliberalism to Keynes-based state capitalism with no loud objections.

The main aim of this contribution is to outline the role and importance of key performance indicators in the frame of Industry 4.0 implementation. These key performance indicators are presented as a cornerstone for industry 4.0 implementation in organizational practice, since they represent key input for needed data in digitalized organization. In that framework, the contribution first exposes some of the essential characteristics of “Industry 4.0”, followed by the methodology of key performance indicators (KPI). Next, the contribution outlined a proposed methodology for implementing KPIs in frame of Industry 4.0 adoption in organizations. Another section of the paper is dedicatd to the linkage between corporate social responsilbty and KPIs in frame of Industry 4.0. The paper also outlines implications, limitations and further research directions are outlined.

Purpose: The purpose of this paper is to present the importance of a healthy working environment and approaches to establish a healthy working environment of older employees and their impact on work engagement of older employees. The working environment that is not suitable and adapted for older employees presents a big challenge for Slovenian and other companies in which the work force is getting older. Hence, this paper develops a model of a healthy working environment for older employees, in which they could feel well because of its positive affect on their health.Design/methodology/approach: The research method in this paper was the descriptive-correlative type. After a systematic review of literature, which relates to this topic, the authors used the compilation method. In addition to descriptive statistics, factor analysis and regression analysis were used in this paper.Findings: Considering the demographic changes and active ageing in the workplace, age diversity of employees has to become a part of the general strategy of a company to ensure equality and diversity. Adequate working conditions, which should exist in every company, contribute to the improvement of healthy working environment for older employees and their work-engagement. This paper presents that approaches to establish a healthy working environment of older employees have a positive impact on work-engagement of older employees.Practical implications: The stated findings will help companies to better understand and manage their older employees and the importance of establishing a healthy working environment for older employees with which the work-engagement of older employees can be improved. Socially responsible behavior benefits all in this way, too.Originality/value: This paper is based on forming a research model for creating a healthy working environment for older employees as a part of social responsibility. The main objective of this paper is to examine the impact of establishment of a healthy working environment for older employees on the work engagement of older employees in Slovenia.

Purpose: The aim of this paper is to report about a requisitely holistic examination of the business ethics, focused on internal gaps between company’s and employees’ ethics. Contribution considers reasons for emergence of business ethics’ internal gaps and their appearance forms.Design/methodology/approach: The authors specify and test model drawing upon modified versions of the ethics and management theory. In all, 1,125 responses were analyzed from an on-going survey conducted biannually among employees in Slovenian companies in the past decade.Findings: Results reveal that company’s real business ethics remained steady over the decade, while employees’ real business ethics have significantly improved. Significant differences exist between employees’ and company’s real business ethics and shape internal business ethics’ incompatibilities. Finally, results reveal a significant influence of employees’ real business ethics on company’s real business ethics.Research limitations/implications: Research is limited to postulated hypotheses, qualitative consideration of internal gaps of business ethics and quantitative analysis of business ethics’ development in the considered Slovenian companies in the past 10 years.Practical implications: The authors rethought the habit of separated consideration of managerial business ethics and employees’ ethics as well as the presumption about congruence between company’s and employees’ business ethics. The requisitely holistic understanding and consideration of internal gaps of business ethics is suggested.Originality/value: Available literature does not provide a similar model for a requisitely holistic consideration of internal gaps of business ethics. The study confirms the proposed model of business ethics gaps.

The purpose of the present study was to investigate the relationships between different dimensions of corporate social responsibility (CSR), as well as the mediating role of innovation between CSR dimensions and financial performance. Data was collected with questionnaires from 321 managers of Slovene companies to test a conceptual model with structural equation modeling (SEM). The field-research results were that CSR is the most relevant dimension for employees. It positively influences CSR to the natural environment, to customers, and to the local community. The mediating role of innovation between CSR and financial performance was confirmed. The results also showed that CSR to the natural environment and CSR to customers positively affect innovation, while CSR to the local community had a negative impact. In addition, the positive impact of innovation initiated by CSR on financial performance was confirmed. The principal limitation of this study was its focus on Slovenian firms and the fact that data was obtained from only one manager in each firm. Slovene companies should consider the global initiatives supportive of CSR as the way to create opportunities for innovation and differentiation from other companies and increase their financial performance. The conceptual model developed and tested on the data obtained by Slovene managers gives new perspective on the impacts of social responsibility, innovation and financial performance. It highlights the areas in which the theory of social responsibility needs more research.

The organizational culture is a significant construct in a time of change during the organizational transition, and it plays an important role in achieving goals of social responsibilities, which is an important part of sustainability. The literature shows the gap of socially responsible transfer of organizational culture with the impact on employee’s well-being. The cultural changes of the organization during the transition are particularly in connection with the impact on internal communication where organizational culture presents a part of values, norms, and ethics, which influences successfully implemented changes and in such a way has an influence on the stress and work satisfaction. The main purpose of the presented study is the development of the model of socially responsible transfer of organizational culture to the foreign subsidiaries on a basis of adjusted internal communication, which reduces stress and increases work satisfaction. Impacts of organizational culture on internal communication, stress, and work satisfaction are clearly presented, as well as inter-related impacts of the constructs concerning national culture, leadership, and organizational knowledge. Thus, the new holistic model of socially responsible transfer of the parent organization culture to foreign subsidiaries clearly defines steps of organizational culture, internal communication, stress management, and work satisfaction. Managerial implications are discussed.