Monika Gullerová

Gender equality has been a major principle of the European Union since the Treaty of Rome introduced the principle of equal pay for men and women in 1957. Gender equality means the same rights and opportunities for women and men across all sectors of society. The primary objective of the paper is to explore the management style of women, as well as their distinctive characteristics. It is believed that these distinctive features have a major influence upon their career-related behavior. The contribution tries to underscore the fact that women of the 21st century can prove themselves successfully in managerial positions within organizations, even though their career development is still hampered by gender inequality, since the world of management is a male-dominated field. Women in management positions have considerable, yet not fully utilized potential, which could help companies to succeed. In the paper, a questionnaire was used to obtain the relevant data on the management style and characteristics of female managers in the Trenčin region, Slovak Republic. At a later stage, the sepre-research findings will be used to conduct a comparative study in cooperation with the colleagues from the Universidad de Valencia and Universidad Catolica de Valencia San Vicente Martir in the Spanish region of Valencia.

Job satisfaction covers all factors affecting a particular work activity. Gender is one of the internal job satisfaction factors. The purpose of the paper was to find job satisfaction differences related to gender in selected characteristics of employees working in the engineering sector. A questionnaire method was used to conduct the survey. Questionnaire items were selected from the questionnaire developed by Paul E. Spector (1994) and the Minnesota Satisfaction Questionnaire (MSQ). The respondents were employed in a Slovak engineering company, and the sample consisted of 60 respondents with balanced basic and specific characteristics. Paper questionnaires were distributed to the respondents while observing all the ethical rules of the survey. The results are expressed in means, standard deviations and p-values. In addition, a two-sample t-test was used. It was found that job satisfaction is perceived differently by male and female workers in the areas examined. Statistically significant differences were established in the areas of remuneration, recognition, and use of one’s abilities at work. Statistically insignificant areas of job satisfaction include meaninglessness of work, experiencing happiness at work more than others, and satisfaction with the relationship with supervisors.

Acknowledgment
The paper was written under the project Multiplier Effects of Human Capital Quality on Economic Performance and Competitiveness of the Slovak Economy and supported by the Grant Agency VEGA of the Ministry of Education, Science, Research and Sport of the Slovak Republic [No. 1/0357/21].

The European Quality of Life Survey (EQLS) is a tool that assesses quality of life across different aspects. Monitoring the quality-of-life indicators in times of crisis and post-crisis is crucial for human resource management as the quality-of-life indicators provide valuable insights into the well-being and needs of employees. The study aimed to examine the impact of social and economic changes on the selected quality of life areas of the EU population by analyzing data from the ESQL of 2016 and 2020. It was found that the average EU life satisfaction score went down. In 2020, the EU optimism average dropped when compared to 2016. According to 2020 survey data, EU citizens found coping with life’s challenges harder than in 2016. The EU average regarding the difficulty of dealing with essential issues in life increased by 1.5% in 2020 compared to 2016. The time needed to get back to normality after some mishaps was also investigated. The EU average regarding subjective feelings of tension rose by 7.4%. In comparison to 2016, depression and downheartedness grew stronger across the EU nations and the EU average in 2020. The average value increased by 6.8%. The changes may provide insights into the effects of social and economic trends on people’s well-being across Europe.

Acknowledgment
The paper is written under the project Multiplier effects of human capital quality on economic performance and competitiveness of the Slovak economy and supported by the Grant Agency VEGA of the Ministry of Education, Science, Research and Sport of the Slovak Republic [No. 1/0357/21].

The aging of the population is the main global demographic trend of the 21st century and one of the main factors in the formation of supply in the labor market. This study focuses on the aging of the population, which, in the context of the labor market, represents a problem for countries to sustain economic growth. The aim is to determine, based on the analysis of available statistical data, the impact of population aging on labor productivity and the labor market in the Slovak Republic. It also seeks to define how to mitigate the effects of population aging on maintaining economic growth and social stability without raising the retirement age. The study analyzed statistical indicators, utilizing OECD population projections and linking them to macroeconomic indicators (GDP, employment). Assuming GDP growth (3%) and labor productivity (2%) per year while maintaining 70% employment in comparison with population growth presented in the OECD forecasts, there will be approximately 367,000 unfilled jobs on the labor market in the Slovak Republic. Proposed solutions include pension reforms, investment in innovation and education for increased productivity, support for families to raise birth rates, simplified employment of workers from third countries, and improved working conditions for women. Addressing women’s working conditions can help compensate for the shortage in the aging workforce when combined with other solutions.