The aim of the article is to examine the impact of green marketing on consumer behavior in the market for products containing palm oil. The first chapter addresses the theoretical approach—the impact of green marketing on consumer behavior. We considered a questionnaire survey to be the most appropriate method to conduct our research. In order to test our hypotheses, we applied Crosstab and Pearson’s chi-square test. The strength of the relationship between the variables was measured using Cramer’s V. The third chapter presents the research results based on the processed information of 527 obtained datasheets from the respondents. The data were collected from Slovak consumers in the summer of 2021. Hypotheses H1 (There is a significant relationship between the opinion of the consumer regarding purchasing products containing palm oil and the knowledge that the product does contain palm oil.) and H2 (There is a relationship between the consumer willingness to refuse the purchase of certain products if it has negative impact on the environment and the generational group the consumer belongs to.) were approved, however the relationship proved to be weak in both cases. The research makes it clear that the majority of consumers do not spend time reading descriptions on product packaging. It might be helpful for companies to make it clear and visible on the packaging that their product does not contain palm oil, informing the consumer and influencing them with the negative emotional message of the advert. The obtained research results are useful both for the producers and the customers.

Research background: The research examines the impact of emotional intelligence and ethics on knowledge sharing within organizations. It examines the impact of emotional intelligence (EQ) on the ethical behavior of the individual. The focus is on the individuals working in the SME sector. A questionnaire survey was considered the most appropriate technique to conduct the research. The study is based on 1162 responses, collected from three countries (the Czech Republic, Hungary and Slovakia). Purpose of the article: The aim of this article is to examine the relationship between knowledge sharing, ethics and emotional intelligence. Furthermore, nationality, gender, education, and the age of the respondents influencing EQ are also examined. The additional goal is to explore the factors that influence employee behavior. Methods: We identified four hypotheses. To test these hypotheses, we used variance analysis and logistic regression. The AES scale was chosen to assess EQ, which consisted of 33 items. The results obtained are compared with the opinion of SME owners resulting from structured interviews. Findings & value added: About 20% of enterprises are not using any motivation tool to initiate knowledge sharing of their employees. The most common (47.2%) reason for silencing knowledge ? the lack of appreciation ? did not appear among the answer of company owners. According to the employee perceptions, gender has impact on the level of emotional intelligence, while nationality, education and age group have no impact on the EQ. SME owners do not address much attention to gender. The occurrence of unethical behavior does not depend on the size of the enterprise. According to employee opinion, the EQ has positive impact on knowledge sharing, while it is not affected by ethics. The majority of owners also agreed with the positive impact of EQ. The attitude of employees and owners differ in different aspects. The results have shown that gender plays an influential role in EQ. The research of this complex problem laid down the empirical foundations for the V4 countries.

The socio-economic importance of entrepreneurship in the 21st century in relation to economic growth has become undisputable on local and global level both in terms of macroeconomic indicators, as well as the micro environment. Despite the above, this field still offers questions to be addressed, and these are related to the entrepreneurs themselves, entrepreneurial behaviour, motivation to start business, but also the entrepreneurial environment that encourages or hampers their activities or attitudes. Entrepreneurial motivation is often related to push and pull factors. This study analyses entrepreneurial motivation through push and pull factors. The central aspiration of this research, which was conducted according to problem-oriented quantitative methodology, is founded on the information analysis from the respondents in the following fields: motivation to start business, attitudes related to success and financial vs. non-financial success. To answer the research question the questionnaire survey was chosen as a data collection method. Findings indicated that people quit their employment because they are forced to do as a result of certain push factors, which have fundamental influence on decision or motivation to start their own business.

Over the last decades, researchers have been increasingly studying the field of emotional intelligence and knowledge management. However, the interaction between these two important factors has not received sufficient attention thus far, therefore this paper aims to assess it. The goal of this article is to assess the impact of emotional intelligence on the willingness of knowledge transfer and examine additional factors (such as gender and generation group). The research sample (N=508) consisted of employees of Slovak SMEs. The study was conducted in June-August of 2022. A two-way variance analysis and a binomial logistic regression were applied. In the case of Hypotheses 1 and 2, Emotional Quotient (EQ) figured as an independent variable, while gender and generation group were independent categorical variables. In the case of Hypotheses 3, 4 and 5, a model was set up using logistic regression, where the EQ, gender and generation group were all independent variables. The results show that gender has a real impact on the level of EQ. The willingness of knowledge transfer is influenced by both the level of EQ and gender. The importance of emotional intelligence in connection to knowledge transfer was examined during the crisis caused by COVID-19 and the Russia-Ukraine war, thus expanding the knowledge related to human resources. Previous research on the topic is quite limited and the present study is unique in considering the issue in the context of SMEs and the CEE countries.

Purpose: The objective of this research is to explore the relationship between person-organization fit and employee well-being in the context of uncertainty across three Central European countries: Lithuania, Slovakia and Hungary.Design/methodology/approach: This study employed a survey-based approach to gather primary data from Lithuania, Slovakia and Hungary, resulting in a total of 1,140 respondents. The survey utilized a structured questionnaire designed with a five-point Likert scale. The questionnaire consisted of three main sections: person-organization fit, employee well-being and demographic information. Person-organization fit was assessed through a 3-item scale, while employee well-being was evaluated using an 18-item scale that included 3 dimensions: life well-being, workplace well-being and psychological well-being. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the survey data.Findings: The findings of the study reveal significant positive relationships between person-organization fit and three dimensions of employee well-being – life well-being, workplace well-being and psychological well-being – in three Central European countries: Lithuania, Slovakia and Hungary. Notably, there were discernible differences between Hungary and Lithuania, as well as between Slovakia and Lithuania. Conversely, no significant distinctions were observed between Hungary and Slovakia in relation to these variables.Originality/value: This research has the potential to shed light on how the alignment between individual values and organizational values impacts employee well-being, particularly within the context of volatile periods such as the COVID-19 pandemic. This understanding can guide organizations in fostering a work environment that supports employees. Furthermore, the results of this study create the prospect of providing actionable guidance to organizations aiming to strengthen their approaches for enhancing employee well-being across dimensions such as life well-being, workplace well-being and psychological well-being.