This page has only limited features, please log in for full access.

Dr. Jana Blštáková
University of Economics in Bratislava

Basic Info


Research Keywords & Expertise

0 Ethics
0 Performance Management
0 Reward Systems
0 Sustainability
0 human research management

Honors and Awards

The user has no records in this section


Career Timeline

The user has no records in this section.


Short Biography

The user biography is not available.
Following
Followers
Co Authors
The list of users this user is following is empty.
Following: 0 users

Feed

Journal article
Published: 30 June 2021 in Entrepreneurship and Sustainability Issues
Reads 0
Downloads 0
ACS Style

Nadežda Jankelová; Zuzana Joniaková; Jana Blštáková; Katarína Procházková; Zuzana Skorková; Lasha Abuladze. How companies overcome crisis through the sharing of information and teamwork performance during the COVID-19 pandemic. Entrepreneurship and Sustainability Issues 2021, 8, 757 -772.

AMA Style

Nadežda Jankelová, Zuzana Joniaková, Jana Blštáková, Katarína Procházková, Zuzana Skorková, Lasha Abuladze. How companies overcome crisis through the sharing of information and teamwork performance during the COVID-19 pandemic. Entrepreneurship and Sustainability Issues. 2021; 8 (4):757-772.

Chicago/Turabian Style

Nadežda Jankelová; Zuzana Joniaková; Jana Blštáková; Katarína Procházková; Zuzana Skorková; Lasha Abuladze. 2021. "How companies overcome crisis through the sharing of information and teamwork performance during the COVID-19 pandemic." Entrepreneurship and Sustainability Issues 8, no. 4: 757-772.

Journal article
Published: 14 April 2021 in Scientific Papers of the University of Pardubice, Series D: Faculty of Economics and Administration
Reads 0
Downloads 0
ACS Style

Zuzana Skorková; Nadežda Jankelová; Zuzana Joniaková; Jana Blštáková; Katarína Procházková. How to lead self-government employees through the crisis Empirical evidence on impact of crisis management competencies on team performance in COVID-19 pandemic. Scientific Papers of the University of Pardubice, Series D: Faculty of Economics and Administration 2021, 29, 1 .

AMA Style

Zuzana Skorková, Nadežda Jankelová, Zuzana Joniaková, Jana Blštáková, Katarína Procházková. How to lead self-government employees through the crisis Empirical evidence on impact of crisis management competencies on team performance in COVID-19 pandemic. Scientific Papers of the University of Pardubice, Series D: Faculty of Economics and Administration. 2021; 29 (1):1.

Chicago/Turabian Style

Zuzana Skorková; Nadežda Jankelová; Zuzana Joniaková; Jana Blštáková; Katarína Procházková. 2021. "How to lead self-government employees through the crisis Empirical evidence on impact of crisis management competencies on team performance in COVID-19 pandemic." Scientific Papers of the University of Pardubice, Series D: Faculty of Economics and Administration 29, no. 1: 1.

Journal article
Published: 11 March 2021 in Healthcare
Reads 0
Downloads 0

The level of leadership skills of healthcare team leaders has long been the subject of interest and many discussions. Several studies have pointed to their inadequacy, which is becoming a serious problem during the global crisis due to the Covid-19 pandemic. There is a direct link between the leadership in the healthcare system and its performance, conditioned by the level of decisions of leaders of medical teams. It is they who determine the performance of healthcare delivery. The study published in this article contains the results from the examination of the dependence between crisis leadership and team performance in healthcare providers. The subject of the research is the impact of cognitive diversity and the quality of crisis-leadership decision-making on the performance of medical teams in the acute crisis phase. The study was conducted on a research sample of 216 healthcare providers after the outbreak of the COVID-19 pandemic in Slovakia (April 2020). The respondents to the research sample involved team leaders in healthcare providers, who have been involved in managing the crisis. The study has justified the positive association between crisis leadership and team performance, which is mediated by cognitive diversity, supporting the quality of decision-making in crisis leadership. The results of the research have proven that the performance of the medical team in the acute crisis phase can be positively influenced through qualified decision-making in crisis leadership amplified by the usage of cognitive diversity.

ACS Style

Zuzana Joniaková; Nadežda Jankelová; Jana Blštáková; Ildikó Némethová. Cognitive Diversity as the Quality of Leadership in Crisis: Team Performance in Health Service during the COVID-19 Pandemic. Healthcare 2021, 9, 313 .

AMA Style

Zuzana Joniaková, Nadežda Jankelová, Jana Blštáková, Ildikó Némethová. Cognitive Diversity as the Quality of Leadership in Crisis: Team Performance in Health Service during the COVID-19 Pandemic. Healthcare. 2021; 9 (3):313.

Chicago/Turabian Style

Zuzana Joniaková; Nadežda Jankelová; Jana Blštáková; Ildikó Némethová. 2021. "Cognitive Diversity as the Quality of Leadership in Crisis: Team Performance in Health Service during the COVID-19 Pandemic." Healthcare 9, no. 3: 313.

Conference paper
Published: 30 October 2020 in SHS Web of Conferences
Reads 0
Downloads 0

The stabilization of human capital at the enterprise level presupposes the systematic and effective use of human resources management tools. One of these tools is the employees’ reward system. The paper in its theoretical contribution defines the conditions under which rewarding serves as an instrument for stabilizing human capital in an enterprise. Consequently, on the basis of its own survey data, the paper contains analysis of reward systems in companies in Slovakia in order to describe their development, current status and trends in the given context. Summary conclusions contains findings, that despite the significant and positive shift in several areas of remuneration systems in companies in Slovakia, the situation is still not optimal and offers room for further development.

ACS Style

Zuzana Joniaková; Katarína Grančičová; Jana Blštáková. Reward system design supportive to human capital stabilization in a company. SHS Web of Conferences 2020, 83, 01028 .

AMA Style

Zuzana Joniaková, Katarína Grančičová, Jana Blštáková. Reward system design supportive to human capital stabilization in a company. SHS Web of Conferences. 2020; 83 ():01028.

Chicago/Turabian Style

Zuzana Joniaková; Katarína Grančičová; Jana Blštáková. 2020. "Reward system design supportive to human capital stabilization in a company." SHS Web of Conferences 83, no. : 01028.

Journal article
Published: 11 September 2020 in Sustainability
Reads 0
Downloads 0

The study published in this article contains the results of examining the relationship between transformational leadership and natural performance in agribusiness. For the purposes of the study, natural performance refers to performance that considers the natural results of agrarian plant and animal production. This research focuses on the influence of transformational leadership on business performance through job autonomy and job satisfaction. The study was conducted on a research sample of 757 respondents from 49 businesses. The study verifies a positive association between transformational leadership and business performance, which is mediated by job autonomy and job satisfaction. The research results have proven that transformational leadership has a positive effect on agribusiness performance mediated through job autonomy and job satisfaction. The study contains important knowledge on agribusiness sustainability, as it provides verifiable findings on the relationship between management styles and natural performance of business.

ACS Style

Nadežda Jankelová; Zuzana Joniaková; Ildikó Némethová; Jana Blštáková. How to Support the Effect of Transformational Leadership on Performance in Agricultural Enterprises. Sustainability 2020, 12, 7510 .

AMA Style

Nadežda Jankelová, Zuzana Joniaková, Ildikó Némethová, Jana Blštáková. How to Support the Effect of Transformational Leadership on Performance in Agricultural Enterprises. Sustainability. 2020; 12 (18):7510.

Chicago/Turabian Style

Nadežda Jankelová; Zuzana Joniaková; Ildikó Némethová; Jana Blštáková. 2020. "How to Support the Effect of Transformational Leadership on Performance in Agricultural Enterprises." Sustainability 12, no. 18: 7510.

Journal article
Published: 27 June 2020 in Sustainability
Reads 0
Downloads 0

Organizations providing health services are often criticized because of inadequate and unsuitable management processes or procedures. Today’s challenge is focused on effective management and leadership skills in the area of health care. The aim of the research is to describe, analyze, and evaluate the current state of diversity management in details in the context of human resources management in the selected healthcare facilities. The source of the information was a questionnaire survey. The sample consists of 181 managers from various health care and health service organizations. The method of analysis of variance (ANOVA) was used for data processing. The results were processed in SPSS and Excel programs. Pearson’s coefficient was used to evaluate the cross-correlation of the variables. The level of significance was 5% on both sides. Basic awareness of diversity management in the healthcare facilities is low. Some tools of diversity management are used, but only in isolation, non-conceptually, and unsystematically. The acknowledgment of diversity concept is poor and chaotic. The basic models of this concept defining its goals, activities, programs, responsibilities, and measurements are not known. One of the strong areas of the diversity management in the healthcare facilities is the diversity of working teams. On other hand, the weak side is the diversity as part of the organization culture and diversity as a part of human resource management. The summarizing index Attitudes towards Diversity received a higher average value than the Diversity Management Implementation index. Significant variables influencing the level of aggregate indices were identified: Ownership, size of the organization in terms of number of employees, patients’ satisfaction, and employees’ satisfaction.

ACS Style

Nadežda Jankelová; Zuzana Joniaková; Katarína Procházková; Jana Blštáková. Diversity Management as a Tool for Sustainable Development of Health Care Facilities. Sustainability 2020, 12, 5226 .

AMA Style

Nadežda Jankelová, Zuzana Joniaková, Katarína Procházková, Jana Blštáková. Diversity Management as a Tool for Sustainable Development of Health Care Facilities. Sustainability. 2020; 12 (13):5226.

Chicago/Turabian Style

Nadežda Jankelová; Zuzana Joniaková; Katarína Procházková; Jana Blštáková. 2020. "Diversity Management as a Tool for Sustainable Development of Health Care Facilities." Sustainability 12, no. 13: 5226.

Journal article
Published: 25 June 2020 in Sustainability
Reads 0
Downloads 0

The European Union (European Parliament) understands industry 4.0 as a term for an environment of fast transformations of production systems and products. The basic characteristic of the change in the methods of creating added value in the conditions of the fourth industrial revolution is digitalization. Digitalization changes people management in two stages. The first stage is the adaptation of systems to the integration of physical inputs into digital systems, and the second stage is the redefinition of values for the internal and external customer. The purpose of this paper is to examine the content of the first digitalization stage and its impact on the transformation of values of corporate people management in the second stage of digitalization. The study published in this paper points out the level of digitalization applied towards the internal and external customer. The research results verify relations in the portfolio of corporate value and prove their present implementation of digitalization and its and importance for the future sustainability of the business. The study confirmed the independence of the levels of corporate digitalization and companies’ value portfolios. Furthermore, the study proved the universal nature of corporate value orientation, irrespective of the size, business focus or performance of the people management system. Meaningfulness, communication and cooperation dominate in terms of importance for business sustainability. The results of the study in Slovakia support the opinions of published foreign research, which emphasize the importance of introducing technological innovations aimed at employees to a much greater extent.

ACS Style

Jana Blštáková; Zuzana Joniaková; Nadežda Jankelová; Katarína Stachová; Zdenko Stacho. Reflection of Digitalization on Business Values: The Results of Examining Values of People Management in a Digital Age. Sustainability 2020, 12, 5202 .

AMA Style

Jana Blštáková, Zuzana Joniaková, Nadežda Jankelová, Katarína Stachová, Zdenko Stacho. Reflection of Digitalization on Business Values: The Results of Examining Values of People Management in a Digital Age. Sustainability. 2020; 12 (12):5202.

Chicago/Turabian Style

Jana Blštáková; Zuzana Joniaková; Nadežda Jankelová; Katarína Stachová; Zdenko Stacho. 2020. "Reflection of Digitalization on Business Values: The Results of Examining Values of People Management in a Digital Age." Sustainability 12, no. 12: 5202.

Conference paper
Published: 01 January 2019 in Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019)
Reads 0
Downloads 0
ACS Style

Katarína Stachová; Zdenko Stacho; Jana Blštáková. Human Resource Management Department as Strategic Partner in Organisation. Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019) 2019, 1 .

AMA Style

Katarína Stachová, Zdenko Stacho, Jana Blštáková. Human Resource Management Department as Strategic Partner in Organisation. Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019). 2019; ():1.

Chicago/Turabian Style

Katarína Stachová; Zdenko Stacho; Jana Blštáková. 2019. "Human Resource Management Department as Strategic Partner in Organisation." Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019) , no. : 1.

Journal article
Published: 01 October 2018 in Naše more
Reads 0
Downloads 0
ACS Style

Katarína Stachová; Zdenko Stacho; Jana Blštáková; Martina Hlatká; Larisa M. Kapustina. Motivation of Employees for Creativity as a Form of Support to Manage Innovation Processes in Transportation-Logistics Companies. Naše more 2018, 65, 180 -186.

AMA Style

Katarína Stachová, Zdenko Stacho, Jana Blštáková, Martina Hlatká, Larisa M. Kapustina. Motivation of Employees for Creativity as a Form of Support to Manage Innovation Processes in Transportation-Logistics Companies. Naše more. 2018; 65 (4):180-186.

Chicago/Turabian Style

Katarína Stachová; Zdenko Stacho; Jana Blštáková; Martina Hlatká; Larisa M. Kapustina. 2018. "Motivation of Employees for Creativity as a Form of Support to Manage Innovation Processes in Transportation-Logistics Companies." Naše more 65, no. 4: 180-186.

Journal article
Published: 01 March 2018 in Journal of Intercultural Management
Reads 0
Downloads 0

Objective: Our article was prepared to outline how Humen Resource Managememnt developed in Hungary and Slovakia. We considered it was important to highlight in light of empirical data on the most important features of this development in both countries. Methodology: Our research is based on the Cranet international research questionnaire. The survey was carried out in Hungary and Slovakia in 2015 and 2016. More than five hundred (527) organizations took part in the survey, and the findings of the report are based on normal statistical methods (mean, frequency, distribution). Our analysis was carried out with the help of SPSS software Findings: In Hungary and Slovakia, the ongoing economic transformation has produced significant changes in the practice of Human Resource Management (HRM) in both institutions and enterprises and its evaluation. The organization has become an increasingly important factor in the strategic significance of the function itself and of HR departments in general, and this survey details the personnel or human resources (HR) management policies and practices of organizations or enterprises in both the public and private sectors. Value Added: We believe that through our article we are able to expose the similar and different characteristics of HRM in the two countries examined. Recommendations: We believe that the similarities and differences between countries are not only to be reviewed in traditional areas, as in language, culture or economic development, it is worth looking at areas such as similarities and differences of HRM.

ACS Style

Jana Blštáková; Mártonné Karoliny; Ildikó Csapó; Ádám Szobi; József Poór. Practices of Human Resource Management in Light of Cranet Empirical Research 2015–2016. Journal of Intercultural Management 2018, 10, 101 -142.

AMA Style

Jana Blštáková, Mártonné Karoliny, Ildikó Csapó, Ádám Szobi, József Poór. Practices of Human Resource Management in Light of Cranet Empirical Research 2015–2016. Journal of Intercultural Management. 2018; 10 (1):101-142.

Chicago/Turabian Style

Jana Blštáková; Mártonné Karoliny; Ildikó Csapó; Ádám Szobi; József Poór. 2018. "Practices of Human Resource Management in Light of Cranet Empirical Research 2015–2016." Journal of Intercultural Management 10, no. 1: 101-142.

Journal article
Published: 12 December 2017 in International Journal of Engineering and Management Sciences
Reads 0
Downloads 0

Közép-Kelet Európa országaiban döntően az elmúlt évtizedekben terjedtek el a nyugati-európai menedzsment irányzatok, köztük az emberi erőforrás menedzsment modern szemléletű megközelítései. Az új elfogás központi eleme a stratégiai partneri szerep, melynek hátterében az emberi erőforrások felértékelődése áll. A HR a versenyképesség szempontjából kritikus funkcióvá vált. A vizsgált országokban a gazdasági-társadalmi változásoknak köszönhetően rohamos változás állt be az ott működő szervezetek menedzsment módszereiben. Sok helyen azonban a személyügyekkel foglalkozó részlegek egyszerű átnevezése történt csak meg, melynek következtében az ottani HR szakemberek továbbra is inkább a hagyományos tevékenységeikre koncentrálnak. Ezeket a fontos tevékenységeket természetesen ma is el kell látni, ám hogy a szervezeti versenyképesség kialakításában és fenntartásában befolyásos szerepet játszhassanak, új típusú, stratégiai szerep alkalmazására is képesnek kell lenniük. A tanulmány a vizsgálatban résztvevő szervezetek HR stratégiai szerepvállalását vizsgálja a nemzetközi Cranet vizsgálat tükrében hazánkban és a szomszédos Szlovákiában elvégzett empirikus vizsgálatok alapján.

ACS Style

Katalin Szabó; József Poór; Ádám Gergő Kiss; Jana Blštáková; Mártonné Karoliny; Péter Körösparti; Margit Csipkés. A HR stratégiai szerepe Magyarországon és Szlovákiában a nemzetközi Cranet kutatás tükrében (2015-2016). International Journal of Engineering and Management Sciences 2017, 2, 478 -489.

AMA Style

Katalin Szabó, József Poór, Ádám Gergő Kiss, Jana Blštáková, Mártonné Karoliny, Péter Körösparti, Margit Csipkés. A HR stratégiai szerepe Magyarországon és Szlovákiában a nemzetközi Cranet kutatás tükrében (2015-2016). International Journal of Engineering and Management Sciences. 2017; 2 (4):478-489.

Chicago/Turabian Style

Katalin Szabó; József Poór; Ádám Gergő Kiss; Jana Blštáková; Mártonné Karoliny; Péter Körösparti; Margit Csipkés. 2017. "A HR stratégiai szerepe Magyarországon és Szlovákiában a nemzetközi Cranet kutatás tükrében (2015-2016)." International Journal of Engineering and Management Sciences 2, no. 4: 478-489.

Journal article
Published: 18 December 2015 in Procedia Economics and Finance
Reads 0
Downloads 0

Due to demographic changes in society and the labor market in the European Union in the future there is expectation of major shortage of managers and specialists in certain professions. Therefore it will be necessary focus not only on the potential of young talents, but also categories of aging employees, which have lately been considered unpromising. Ability to retain workers in employment, to enhance sustainable performance and manage generational mix of staff requires a cultural change as well as changing practices of human resource management. It has requires to approach to managing holistically, but also individually. The solution to this problem is human resource management oriented on life phases that will provide employees throughout their working life with interesting and challenging work and therefore maintain their engagement and committed. The paper contains identification of human resources management practices and a policy oriented on life stages and analyzes the readiness of Slovak companies to meet this challenge of their application.

ACS Style

Zuzana Joniaková; Jana Blštáková. Age Management as Contemporary Challenge to Human Resources Management in Slovak Companies. Procedia Economics and Finance 2015, 34, 202 -209.

AMA Style

Zuzana Joniaková, Jana Blštáková. Age Management as Contemporary Challenge to Human Resources Management in Slovak Companies. Procedia Economics and Finance. 2015; 34 ():202-209.

Chicago/Turabian Style

Zuzana Joniaková; Jana Blštáková. 2015. "Age Management as Contemporary Challenge to Human Resources Management in Slovak Companies." Procedia Economics and Finance 34, no. : 202-209.