Z13 - Economic Sociology; Economic Anthropology; Language; Social and Economic StratificationReturn

A long-term personnel crisis, especially among nursing staff, has been tormenting the Czech healthcare sector despite the fact that average salaries are continuously increasing. Therefore, the financial remuneration factor is not decisive for employee retention. There are a number of other factors influencing the turnover rate, such as job satisfaction and the role of clarity although this paper deals with the influence of value preferences. The aim of the study was to map the value preferences of employees in two departments of a selected healthcare facility. Technical staff members work for the first department while the other department involved medical staff. The comparison also focused on the values that were attributed by the employees to the organisation. Furthermore, the extent of the value setting by managers reflected in their management style and how it affects the frustration of their subordinates was investigated. The data needed to evaluate the above-mentioned objectives was obtained through a questionnaire based on The Portrait Value Questionnaire. The data obtained was converted into comparable values and further evaluated through the calculation of mean values and correlation analysis. It was found in selected workplaces of the given organisation that the individual value settings of employees and their perception of organisational values do not match. Furthermore, the frustration experienced by staff in a given workplace is related to the management style of their superiors, which is affected by their value preferences. By identifying the value setting of employees and its alignment with the organisation, it is possible to better understand the internal environment of the organisation in connection with the effort to retain employees and with regard to their further motivation and achieving alignment with the values of the organisation.

The paper offers a framework for an acculturation strategy for the Czech Republic. The survey aims to detect the situation of the three biggest immigrant groups in the Czech Republic (Slovaks, Ukrainians and Vietnamese) and their strategies of acculturation. Berry's theoretical concept of acculturation proposes four different acculturation strategies termed assimilation, integration, separation and marginalization. The model is based on the assumption that the way in which individuals acculturate depends on how they simultaneously deal with two fundamental issues. The first is the extent to which acculturating individuals regard maintenance of their cultural heritage as important or not. The other issue is concerned with the extent to which individuals regard contact with other cultural groups and participation in the new society as important or not. The paper reveals what effect prejudice, cultural differences, activities of expatriate organizations and other phenomena have on acculturation strategies of immigrants that are applied in the Czech Republic.