J21 - Labor Force and Employment, Size, and StructureReturn

The submitted paper is a literature review responding to the still existing controversy in the literature regarding the net result of structural changes in employment. These are caused by factors affecting labour demand and supply and can take either the form of polarized employment structure or professional upgrading. The objective of the paper is to explain the impacts of these incentives on individual skill groups of workers. These incentives act in mutual interaction and in a given institutional context. The polarized structure of employment can be rather seen in countries, which intensively trade with newly industrialized countries and invest in them then in countries with a lagging pace of growth in the supply of skilled workers, significant inflow of migrants, and finally, countries with more flexible labour markets.

Relatively higher unemployment rate in compare with other European countries is a persisting problem of Slovak republic, and distribution of unemployment is significantly differentiated in space. This paper aims to research on selected aspects of regional differences in unemployment in Slovakia, such as gender, age and education level, and to link local unemployment rates to wage levels. Analysis is used as a key method, focusing on statistical data of 2015 registered unemployment from the Central Office of Labour, Social Affairs and Family. Among the key findings, our research confirms growing rates of unemployment on axis west-east in general, with higher internal differences in regions with higher rates. While gender differences are not significant, education shows as an important factor for labour market position, and we confirm high youth unemployment rate in some regions. In the last part of the paper, we relate local unemployment rates with wage levels to show the impact of unemployment on income level.

The contribution is outlined as a theoretical and practical study of working motovation in general, and with a specific application to the conditions of an enterprise under examination. The contribution is supplemented with results of survey carried out by the author focused on motivation structure and motivation preferences of the enterprise's employees. The primary objective of the research was to identify and determine the factors of working motivation, their hierarchical structure, determined by objective socio-economic causes, and to identify the motivational preferences of employees of a selected company. For this purpose, the method of questionnaire was used. The research results show the following order of motivational preferences: factors of salary, opportunity of promotion and superior person's affection have ranked high on the scale of staff motivational preferences. All other motivational factors such as stability of employment and working hours, are minor compared to them.