This paper analyzes the transparency of reporting in e-commerce companies, which has a high impact on decision making. Stakeholders make sure that companies are as transparent as possible in their actions, and the information disclosed in annual reports is very credible. In this context, the highly asked for information refers to the structure of corporate governance, the activity of committees set by the board of directors, managerial strategies, human resource and sustainability policies, risks, financial reporting, financial and non-financial performance, etc. To test and validate the results of our research, we identified the 31 most efficient global e-commerce companies. For this purpose, 31 annual corporate reports were analyzed for 2019 and 2020 by extracting several independent variables: corporate governance, human resource policies, sustainable development, performance, risks and financial reporting. The results of the analysis were validated by using SmartPLS (v. 3.3.3) software.

This study analyzes the determinant factors contributing to the competitiveness of public institutions. To reach the aim of the study, we have identified seven determinant factors: employee development, employee performance, organizational communication, work organization, digitalization of activities, reduction in bureaucracy, and strategic management. For each of the factors, we formulated 35 items that influence, to a higher or lower degree, the competitiveness of public institutions. To validate the results, we designed and applied a questionnaire to employees of public institutions. The study included 1042 individuals who provided valid responses. To process the data, the confirmatory factor analysis was performed using the STATA and SmartPLS software. The novelty of this study lies in the multidimensional analysis of the competitiveness of public institutions, carried out using multiple determinant factors. Our research findings could be used by decision-makers for enhancing institutional strategies designed to grow competitiveness.

Work flexibility as an element of work flexicurity has had an impact on employment at the national level. In this study, work flexibility is expressed through flexible work arrangements. Organisations may implement various flexible work arrangements, depending on their size or specifically promoted policies in this sense. Thus, organisations indirectly contribute to higher employment at the national level. The aim of the study is to evaluate flexible work arrangements from the perspective of organizations in order to determine to what extent they are available for implementation. To test and validate the results, we develop a questionnaire that includes ten flexible work arrangements. Each flexible work arrangement is rated on a Likert scale from 1 to 5. The survey comprises 350 companies of different sizes from various sectors, located in urban and rural areas. In order to process, analyse and interpret the results, several statistical methods are used: principal component analysis, the ANOVA procedure and the post-hoc test. The findings show that some flexible work arrangements are better rated than others. Differences are also identified in the evaluation of flexible work arrangements by organization size. Our results provide evidence that some organizations show reluctance towards certain flexible work arrangements. Moreover, flexible work arrangements with higher scores are more likely to be implemented by organizations, which may lead to higher employment at the national level. Implications for Central European audience: Work flexibility is an important and promising element in the context of changing work paradigms. In this context, organizations need to adapt their HR strategies and policies by taking into account work flexibility trends. It will enable them to attract the required workforce both quantitatively and qualitatively. Likewise, organizations implementing different flexible work arrangements could contribute indirectly to increasing employment at the national level.

In this scientific endeavour we address continuous professional development in organizations. Taking into account that continuous professional development involves certain organizational efforts, including financial ones, it is necessary to determine its impact on organizational results in the short and medium term. Therefore, it is more than necessary to assess continuing professional development by linking objectives to the outcomes. In this paper, we have made a correlation between objectives and outcomes of continuing professional development. Thus, organizations can set several professional development objectives for different categories of employees. Likewise, the results obtained from continuing professional development are different and can have effects on the organization in the short and medium term. In order to analyse the perception of domestic organizations on continuous professional development, a questionnaire was applied and the sample was 350 enterprises, out of which only 278 had carried out staff professional development activities in the last three years. The results obtained from the data processing show that there are discrepancies in the objectives of professional development. Similarly, the outcomes of professional development are perceived differently. According to the respondents, professional development of employees has an impact on organizational performance.