M14 - Corporate Culture; Diversity; Social ResponsibilityReturn

This paper investigates the dependence of the investment behavior of Sovereign Wealth Funds (SWFs) on the Environmental, Social, and Governance (ESG) performance of their underlying investments in public equity holdings during the period of 2007 to 2022 collectively overseeing a substantial 71% of total public equity holding investments by SWFs globally. The unique data set with ESG control variables consist of mainly self-reported Corporate Social Responsibility (CSR) ESG information (ESG rating from Refinitiv/LSEG) and dynamic risk assessed ESG information purely based on external evaluation of the firms (Reputational Risk Indicator from RepRisk). The control variable which monitors the Corporate Social Irresponsibility (CSI) of target companies is novel to previous studies. Our findings suggest that SWFs still consider self-reported CSR information more than public CSI data in their investment decisions. Furthermore, a change in past ESG data of underlying public equity holdings – both CSR and CSI – does not seem to have a significant effect on the investment into underlying public equity holdings. Our conclusions could help to encourage greater ESG integration into SWF investment strategies and promote sustainable investing practices more broadly not limited to liquid assets.

The research presented aims to close a gap in the measurement of digital maturity for the domain of service which was identified through a systematic literature review. The study provides a holistic Digital Service Transformation Maturity Self-Assessment Model for service provider companies in a B2B-context based on analysis of different digital maturity models and by means of a qualitative approach through expert feedback in a Delphi-process and additional complementary literature review to define maturity assessment items. The presented Digital Service Transformation Maturity Model comprises 8 factors, 27 subfactors and 403 related specific assessment items describing digital maturity from a holistic point of view. The model has been further converted into a simple and practical tool to self-assess and visualize current state of digital maturity. The assessment model finally was pilot tested and the outcomes are also outlined in this article. The designed model provides practical implications for the ease of evaluating and improving digital maturity levels in every aspect of its factors and contributes to the successful management of digital transformation in service provider organizations by offering effective guidance how to move to the desired future maturity level based on a solid understanding of current digital maturity accomplishments.

COVID-19 has dramatically changed the economic scenery. Despite the austerity measures and decreasing resources, it might lead to an increase of the significance of Corporate Social Responsibility (CSR) as the key for sustainable growth and prosperity. The luxury fashion industry is known for its lavish commitment to CSR as expressed by owners and top management. However, the bottom perception is unclear. A longitudinal front-line case study of the perception of the significance of CSR by the low management and customers allows for filling in this vacuum and to comparatively assess the annual evolution from December 2019 to November 2020. The holistic Meta-Analysis using informal open-interview and mystery shopping techniques and the investigative questionnaire with the Pearson Chi-squared test reveals a fragmented and only slightly raised significance of the CSR by the low management and customers. This disappointing finding has inherent limitations and calls for further studies.

This paper empirically examines the influence of desk sharing on the various forms of employee commitment. Previous literature has examined the influence of innovative workspace on employee satisfaction as well as the possible the benefits and disadvantages of desk sharing, but not the influence desk sharing may have on employee commitment. Our study examines the level of commitment in organisations that apply desk sharing compared to those with traditional office settings, finding that desk sharing does not necessarily have a negative influence on commitment. Indeed, desk sharing employees show higher level of affective commitment when applied moderately. However, a radical application of desk sharing leads to lower commitment; thus, when applying desk sharing it is important to consider the specific conditions, organizational needs as well as managerial example. The findings point to a number of implications relating to the application of desk sharing and other flexible office settings.

This paper deals with cultural differences in states around Europe. People represent key resources of the companies where flexi forms are necessary way how to reach goals. Hofstede's Cultural Dimension Theory can find many answers. Application of new culture and flexi forms may improve work organization, working time and family life of employees. This paper utilizes survey data obtained from Hofstede Institute research fields and Eurostat database. Set hypotheses are supported by six auxiliary questions what help reach conclusions, how integration slowly cancelled national differences between nations.

The article focuses on the Age Management philosophy and the concept of Work-life balance in the selected Czech banking institutions. The objective of the article is, inter alia, to determine whether the selected Czech banking institutions are dominated by stereotypical perception of the employees and further to reflect over how the concept of the Work-life balance can affect the context of aging of the population and the Age Management philosophy. The article presents a view of some of the results of quantitative and qualitative research conducted in the selected Czech banking institutions in the Czech Republic. The research group of the questionnaire survey included in total 180 employees of banking institutions working in and responsible for the area of human resource management and 282 employees of the 50+ age category. The results of the inquiries show that these institutions are more or less not dominated by prejudices and the corporate culture is welcoming and friendly to all the employees regardless of their biological age. The satisfaction with the measures carried out in the Czech Republic in association with the 50+ employees was assessed rather negatively. The concept of Work-life balance is supported across the board, not based on the context of the Age Management philosophy.