In the contemporary landscape of digital transformation (DT), the wave of artificial intelligence (AI) is radically restructuring the managerial processes of organizations. As a result, the influence of top managers is emerging as a determining factor in the effectiveness of business strategies related to AI innovation. Academics have provided a large body of literature on this topic, drawing on upper echelons theory, which states that top managers' leadership influences companies' strategic decisions and performance. Leaders have revolutionized their roles and skills to exploit the full potential of AI and integrate it into the business decision-making process effectively. However, given the fragmented nature of existing studies, a systematic literature review is needed to consolidate and clarify how AI impacts top managers' leadership. This paper presents findings involving bibliometric and content analysis tools, examining 63 articles from 31 highly ranked academic journals. Three research clusters emerge: (1) AI-driven skills of top managers' leadership; (2) factors driving top managers' decision to adopt AI in organizations; and (3) the strategic use of AI. The article contributes to upper echelons theory, providing a holistic perspective on top managers' leadership in the AI era and a guidance framework for successfully integrating AI in businesses. Finally, the study offers scholars avenues for future research and provides practical insights for top managers seeking to harness AI technologies to enhance their strategic leadership in organizations.

Research background: Since SMEs lack the financial and human resources required for internationalization, they face more obstacles than large firms. In this regard, their internal/controllable risk management capabilities based on the Resource-based View (RBV) theory might help them overcome internationalization barriers. Purpose of the article: This study aims to investigate the positive impact of internal/controllable risk management capabilities, such as strategic, operational, and personnel risk capabilities, on the export intention of SMEs. Moreover, this paper finds out whether the impacts of these risk management capabilities on export intention differ depending on the countries where SMEs operate. Methods: This research uses a random sampling method and shares an online questionnaire with survey respondents. It includes research samples from Czech, Slovakian, and Hungarian SMEs. The researchers analyze the effects of enterprise risk management capabilities on export by performing Binary Logistic Regression analyses. Findings & value added: While personnel risk management does not affect the export intention of SMEs, strategic risk management and operational risk management positively affect the export intention of SMEs, depending on the countries where SMEs are located. For this reason, there are international differences in the impacts of strategic and operational risk management capabilities on the export intention of SMEs. This paper provides a more holistic approach to managing internal/controllable risk factors and investigates this construct’s effect on internationalization. A country comparison in this specific effect has been only performed in this study. Moreover, the construct of managing internal/controllable risk factors is also linked with the dynamic capability of RBV only in this paper.

Entrepreneurship and Sustainability Issues is a peer-reviewed journal which publishes original research papers and case studies

The scientific periodical journal (indexed on Web of Science) published by the Tomas Bata University in Zlin offers results of basic and applied economic research in the English language.

Human resources are the key factor in the development of countries and regions. They affect the prosperity and competitiveness of the countries and regions. The purpose of the study was to assess the human resource potential in the V4 countries and to identify the groups of regions that share similar socio-demographic characteristics. Changes in these characteristics were tracked in the years of 2000, 2008, 2016 at the NUTS II level. Hierarchical cluster analysis was utilised as the main research method in order to identify the groups of regions where measures need to be taken to maintain regional development. We found out that the best conditions for the potential of human resources are concentrated mainly in metropolitan areas. On the other hand, there are regions that do not make sufficient use of their potential in the area of human resources development, e.g. the region of Východné Slovensko. It is the region with future prospects of human resource potential In the future it is necessary to remove shortcomings and low human resources potential in lowperforming regions.

The economic development of countries is closely connected to human resources development. Education plays a pivotal role in the life of an individual and society as it provides chances for personal development and economic development of society. The Slovak Republic has been unable to cope with profound regional disparities in various areas for a long time. The existence of disparities is demonstrated by the evolution of educational attainment, which is integral to economic and regional development. The purpose of the paper was to determine the evolution of educational attainment of the economically active population in the regions of the Slovak Republic from 2000 to 2020. The educational attainment index was used to assess educational attainment. The research findings show that the educational attainment of the economically active population and employed population is increasing and is the highest in Bratislava. The educational level of the unemployed rises and falls irregularly depending on how the labour market evolves.