Jančíko á, Ka eřina
A icle
The issue o emune a ion o high- anking manage s in
en e p ises o he Czech Republic
T ends Economics and Managemen
P o ided in Coope a ion wi h:
Facul y o Business and Managemen , B no Uni e si y o Technology
Sugges ed Ci a ion: Jančíko á, Ka eřina (2018) : The issue o emune a ion o high- anking manage s
in en e p ises o he Czech Republic, T ends Economics and Managemen , ISSN 2336-6508, B no
Uni e si y o Technology, Facul y o Business and Managemen , B no, Vol. 12, Iss. 32, pp. 87-99,
h ps://doi.o g/10.13164/ ends.2018.32.87
This Ve sion is a ailable a :
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87
TRENDY EKONOMIKY A MANAGEMENTU
TRENDS ECONOMICS AND MANAGEMENT
ISSN 1802-8527 (P in ) / ISSN 2336-6508 (Online)
2018 32(2): 87–100
DOI: h p://dx.doi.o g/10.13164/ ends.2018.32.87
The issue o Remune a ion o High-Ranking Manage s
in En e p ises o he Czech Republic
Ka eřina Jančíko á
Abs ac
Pu pose o he a icle: The pu pose o his a icle is o analyse he emune a ion o senio
execu i es in la ge en e p ises in he Czech Republic h ough a s uc u ed ques ionnai e su ey
o analyse he ac o s ha a ec emune a ion, in e dependence and speci ica ion o he a ea.
Me hodology/me hods: This a icle uses seconda y esea ch esou ces om he Web o
Science and Scopus da abase sys ems. A da abase o Amadeus has been used o selec a sample
o companies, which con ains epo s o nea ly 20 million Eu opean companies, including
hose om he Czech Republic. Gene al scien i ic me hods such as he analysis, compa ison
and s a is ical me hods we e used o calcula e equencies, a e age, and median alues.
Scien i ic aim: The aim o he a icle was o highligh he sys em o ewa ding senio execu i es,
e ealing he ac o s ha a ec he amoun o ewa ds. The ques ionnai e su ey also ocused
on iden i ying he mo i a ion o hese wo ke s.
Findings: La ge i ms in he Czech Republic a e limi ed in he numbe and he e o e he
p esen ed s udy has ce ain limi s. This a icle ocuses on he e alua ion and analysis o he
sys em o ewa ding a selec ed g oup o employees in la ge en e p ises.
Conclusions: Remune a ion is a e y speci ic pa o business managemen . The ques ionnai e
su ey conduc ed among he Czech Republic’s la ge companies showed ha op managemen is
ewa ded in e ms o he pe o mance and company pe o mance. The manage ’s emune a ion
hen depends on he size o he en e p ise, and his p emise was also con i med by he Kendall
au s a is ical me hod.
Keywo ds: emune a ion CEO, compensa ion, wage, p incipal-agen model, and senio
manage
JEL Classi ica ion: D91, J33, M52
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
88
In oduc ion
The issue o ewa ding senio execu i es is a
key a ea o pe sonnel managemen and co -
po a e go e nance. This is a s ill e y discu-
ssed opic, which seeks o answe he mos
impo an ques ion: How o se up business
go e nance ules so ha all s akeholde s be-
ha e e ec i ely? High- anking manage s a e
a speci ic g oup in which he c ea ion o a e-
mune a ion con ac mus ensu e he op imal
linking o hei pe o mance wi h measu ab-
le business indica o s. The consequences o
hei decisions can be e iden o up o se e-
al yea s, and he e o e se ing op imal scales
is mo e han impo an .
In he cu en wo ld, almos e e y ela-
ionship is con ac ed. How should a wo-
-pa y con ac be concluded so ha he bes
possible solu ion is o e ed o bo h pa ies?
No is i o he wise in he business whe e he
p incipal-agen ela ionship is es ablished.
As a p incipal, we imagine he sha eholde
o he owne o he company, and as a ma-
nage agen . How o se up business go e -
nance ules so ha all s akeholde s beha e
e ec i ely?
The manage ’s emune a ion ac ually e-
lec s he cos o human capi al p o ided by
hem, he job he manage would o he wise
o e on he managemen ma ke . The e o e,
i s se ing mus be mo i a ing and economi-
cally a ac i e o he manage o espond o
he demand o he company, o assume he
unc ion and o emain in i . In addi ion, he
alue o he manage ’s wo k is inc eased by
he le el o educa ion, expe ience gained and
expe ience o pe sonal quali ies. I he man-
age ’s pe o mance is inadequa e o ine ici-
en , and o hese easons he manage loses
his / he posi ion, hen his / he alue in he
labou ma ke also d ops. Manage ial epu-
a ion in he labou ma ke is he e o e he
main d i ing o ce o him / he sel (Rich e ,
2005).
The aim o he a icle is o e alua e a
s uc u ed ques ionnai e su ey, he main
pu pose o which was o collec measu ab-
le pa ame e s ha a ec he emune a ion o
selec ed employees and he iden i ica ion o
he ways and o ms o emune a ion. O he
objec i es o he esea ch we e o ind in e-
es in he selec ed g oup o wo ke s on he
owne ship in e es s and mo i a ion o hese
wo ke s.
2. Theo e ical amewo k
The basic pa adigm o emune a ion is he
in e es o he company’s owne s o mini-
mise he cos s o ep esen a ion by aligning
he in e es s o sha eholde s and manage s
o he company. Mo i a ional ools he e o-
e ac as “ca o s and s icks” in he o m o
sanc ioning ools. I a manage is in ol ed in
he company’s p o i abili y, hen i is highly
likely ha by hei beha iou and decision-
-making he will con ibu e o he de elop-
men o he company, which will inc ease
he ewa d o hei e o s. The manage ’s
emune a ion should he e o e always e lec
he ue quali y o his/he pe o mance and
his / he con ibu ion o he company’s goals,
bo h sho - e m and long- e m (Eas e b ook,
Fischel, 1981).
Acco ding o Me hebi e al. (2006), in e -
na ional e idence con i ms he signi ican
link be ween company size and he op ma-
nage ’s ewa d. The la ges companies a e
supposed o hi e he bes and mos powe -
ul manage s o maximise he company p o-
duc i i y. Empi ical e idence suppo s his
heo y (Oe omo, Swan, 2003), which means
ha he size o he i m pa ly de e mines he
equi ed manage ial skills.
The esea ch by Me hebi (2006) shows
ha manage ial ewa ds signi ican ly co e-
la e wi h indus y and ma ke de elopmen s
when he ma ke and he economy a e in a
g owing pa o he business cycle. As he
economy ge s in o a ecession, such a s ong
co ela ion does no occu , and manage s’ e-
wa ds ei he emain he same o all sligh ly.
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
89
Acco ding o Klein, Co ee (2007), ewa -
ding he ewa d o he company’s inancial
pe o mance on a global scale is posi i ely
e alua ed. As wi h any ewa d, his o m o
emune a ion will also posi i ely in luence
he pe o mance o he manage i pe o -
mance c i e ia a e se in ad ance and ul il
he p omised ewa ds once hey ha e been
me .
The emune a ion (compensa ion o wo k)
o op manage s is, as wi h o he employees,
composed o a ixed and inancial a iable
wage componen . Like o he employees,
hey also gain a numbe o bene i s, whe h-
e inancial o non- inancial ones. The com-
ponen s o execu i e ewa ds a e, howe e ,
mo e nume ous and mo e complex han
hose o lowe -le el employees. Some ypes
o ewa ds a e unique o hei p o ession,
such as s ock op ions, p o i s, e c. (Payscale,
2018).
The main posi i e aspec o he o m o
emune a ion associa ed wi h he op ion p o-
g ammes is o ie managemen in e es s wi h
he in e es s o he owne s and educe ep e-
sen a ion cos s. Howe e , as has been shown
in honou , his o m o emune a ion can
also be misused. The au ho Co ee (2005)
desc ibes in his a icle Theo y o Co po a e
Scandals: Why he U.S. and Eu ope Di e
he nega i e e ec s o op -ou s whe e his
o m o emune a ion has in luenced he i-
nancial s a emen s in o de o app ecia e he
sha e p ice. This may ha e been due o he
linking o he alue o sha es wi h sho - e m
c i e ia a he han long- e m ones.
The e e -inc easing p essu e in a global-
ised economy leads he economis o y o
exp ess mo e e ec i ely and e alua e he
economic bene i s and success o business
ac i i ies. Fo an en e p ise, i should no be
c ucial o gene a e a ce ain amoun o p o i ,
bu i should always be ue ha he e u n on
equi y o he in es ed capi al is g ea e han
he al e na i e cos o capi al. I is he e o e
a dis inc ion be ween accoun ing p o i and
so-called economic gain ha a ises when no
only cu en cos s bu also cos s o capi al a e
paid (Holečko á, 2006).
The e o e, no mal pe o mance indica o s
ha a e calcula ed on he basis o he alues
in he inancial s a emen s a e no su icien
o look o o he measu emen and pe o -
mance al e na i es o hei alua ion and o
build indica o s o ma e ial in ol emen o
manage s. One o hese is he Economic Val-
ue Added (EVA) indica o p oduced by he
S ewa & Co. consul ing i m (Holečko á,
2006).
Acco ding o S e n (2014), EVA emune -
a ion is mos app op ia e, no only o he op
managemen le el, bu his o m o emune -
a ion is app op ia e o he whole o ganisa-
ion and mus be passed on. I we could il e
ou he economy, which accoun s o abou
50% o he join s ock company’s pe o -
mance and he in luence o indus y, ano he
25%, we would be able o achie e he le -
el o managemen ’s achie emen . I ollows
ha 75% o he company’s sha es a e a ec -
ed by he ac o s ha ha e no hing o do wi h
he managemen o he company.
The manage ’s emune a ion ac ually e-
lec s he cos o human capi al p o ided by
hem, he job he manage would o he wise
o e on he managemen ma ke . The e o e,
i s se ing mus be mo i a ing and economi-
cally a ac i e o he manage o espond o
he demand o he company, o assume he
unc ion and o emain in i (Rich e , 2005).
Remune a ion is a c i ical pa o a com-
pany s a egy ha a ec s he pe o mance o
he en i e company by mo i a ing employees
and a ac ing and e aining highly quali ied
employees (Ge ha , Rynes, Fulme , 2009),
wi h employee wages accoun ing o 60 o
95 pe cen o he company’s a e age cos .
Mos esea ch combining emune a ion
wi h business s a egy elies on agency-cos
heo y and ocuses on execu i e ewa ds.
I s impac on he co po a e s a egy is un-
deniable (e.g. Dal on e al. , 2007; Wowak,
Hamb ick, 2010), gi en he impo ance o
add essing and ec ui ing senio manage s
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
90
and hei inancial mo i a ion o deci-
sion-making. Ne e heless, he op manage-
men wage cos s a e on a e age only a ew
pe cen age poin s o he company’s o al
wage cos s (Whi lesey, 2006).
Acco ding o he managemen heo y o
he company, he main idea is ha manag-
e s add ess he op imisa ion ole o he long-
e m posi ion o he company on he ma ke .
The e o e, hei mo i a ion di e s om he
mo i a ion o he owne s, because hey a e
much mo e ied wi h he company. The e is
he e o e a eal disconnec ion o owne ship
om d i ing. Manage s do no e en maxi-
mise p o i s a any speci ic momen , as i
is abou he company’s long- e m posi ion
in he ma ke and long- e m s able p o i s
(Riegel, 2007).
2. Me hodology
F om he poin o iew o he p ac ical use
o s a is ical me hods in he ield o he e al-
ua ion o empi ical da a, es ing o s a is i-
cal hypo heses is one o he mos impo an
a eas. The ole o hypo hesis es ing is o
decide, based on he collec ion o da a and
in o ma ion ob ained om andom selec ion,
whe he i is possible o accep o ejec a
speci ic hypo hesis ega ding he base pop-
ula ion. The s a is ical hypo hesis can be un-
de s ood as any asse ion ha may ela e o
unknown pa ame e s gi en by he unc ion
o he pa ame e s and o he p ope ies o he
basic se (Řezánko á, 2011).
The e a e always 2 hypo heses, namely
he hypo hesis es ed (ze o – H0) and he al-
e na i e hypo hesis (H1). The objec i e o
he ze o hypo hesis es ing is o de e mine
whe he i is possible o no o accep o e-
jec a ze o hypo hesis in ela ion o he he
al e na i e hypo hesis. Since wo answe s o
he ques ion a e possible, hen he e a e wo
ypes o mis akes (Řezánko á, 2011).
The i s s ep in s a is ical es ing is always
he o mula ion o he s a is ical hypo hesis,
i.e. he o mula ion o esea ch ques ions in
he expe imen in o he o m o ze o and al-
e na i e s a is ical hypo heses ha a e pu
in es ing agains one ano he . The second
s ep in es ing he s a is ical hypo heses is
o de e mine he le el o signi icance o he
es (e o a chosen by he expe ), which is
he p obabili y ha he ze o hypo hesis will
be ejec ed, al hough i is ue. I should be
emembe ed ha we always accep o e-
jec he es ed hypo hesis based on he e-
sul s o andom selec ion, and he e o e he
ejec ion and ejec ion o he H0 hypo hesis
may be co ec bu also inco ec . E o s ha
we can commi a e summa ised in Table 1
(Řezánko á, 2011):
The inal s ep in es ing s a is ical hypo he-
ses is o o mula e he conclusion o he es .
I is usually done in wo ways, by compa ing
he calcula ed es c i e ion wi h he c i ical
alue (de e mined depending on he chosen
le el o signi icance a). In he s a is ics, he
p obabili y o e o o he i s species – he
le el o signi icance α – is chosen as he de-
cisi e inpu pa ame e o he es . In he ech-
nical a eas, he le el o signi icance α=0.05
is usually chosen, in special cases (some
medical applica ions), he p obabili y o e -
o o ype I is inc eased (selec ed α=0.01)
(Řezánko á, 2011).
The Kendall’s co ela ion coe icien is a
ype o a coe icien ha has a simple p oba-
bilis ic in e p e a ion. I s heo e ical alue is
Table 1. Tes ing hypo heses – Type I and Type II e o s.
Conclusion o he es Reali y
H0 is alid H0 is in alid
Accep H0The igh decision Type II e o
Deny H0Type I e o The igh decision
Sou ce: Řezánko á, 2011.

Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
91
called Kendall’s au. S a is ics a e based on
in e sions in o de . I is based on he me ic
o o dinal e alua ion o n objec s acco ding
o wo c i e ia X and Y, whe e each e alua-
ion is assigned o each objec (xi, yi). The
pai s mus be o de ed so ha he xi alues
o m a g owing sequence. I he e is a posi-
i e co ela ion be ween he a iables X and
Y, hen yi will ha e a compa able upwa d
end (wi h a nega i e associa ion, he en-
dency dec eases). In he i s case, he e is
a conco dance o disco dance in he second
case. The numbe o conco dances and dis-
c epancies is P o , Q hei di e ence is he
so-called Kendall’s S, a simple deg ee o
dependence. In ela ion o whe he P o Q
p e ails, he alue S is posi i e o nega i e
(Hendl, 2009).
The p esen ed a icle is based on he esul s
o a pilo s uc u ed ques ionnai e su ey
ocused on he emune a ion o senio man-
age s in la ge en e p ises in he Czech Re-
public. Fo he pu poses o he ques ionnai e
su ey, la ge companies we e de ined by he
Commission Regula ion (EC) No. 800/2008
acco ding o he ollowing pa ame e s:
● he numbe o employees is highe han
250,
● while he u no e o he company exceeds
EUR 50 million o he balance shee o al
o he annual balance shee exceeds EUR
43 million.
Acco ding o he ollowing c i e ia,
444 complian companies om he whole
Czech Republic we e selec ed o esea ch,
which could be in ol ed in he ques ionnai e
su ey. To ind a sa is ac o y se o compa-
nies, he Amadeus da abase was used. The
ques ionnai e su ey ook place in Augus
and Sep embe 2018 and du ing his ime,
wi h a o al o 75 esponden s, i.e. 75 com-
panies. The au ho o he con ibu ion based
on heo e ical knowledge and seconda y e-
sea ch assumes ha in he Czech Republic,
employees a e in he same o simila posi i-
ons in he same way. The e u n on he ques-
ionnai e is he e o e 16.89%.
The pa ial objec i es o he ques ionnai e
su ey we e:
● collec ing and analysing measu able pa a-
me e s ha a ec he emune a ion o se-
lec ed employees,
● inding ways and o ms o emune a ion,
● iden i ying in e es in owne ship o hese
employees in companies whe e hey cu-
en ly wo k,
● ob aining in o ma ion on he mo i a ion o
hese wo ke s.
The companies we e selec ed acco ding
o he main subjec o business ( he esea ch
was ocused on en e p ises wi h he main
business subjec alling in o he ca ego i-
sa ion o CZ NACE in o ca ego y C – ma-
nu ac u ing indus y). The objec i e o his
ques ionnai e su ey was o ob ain objec i e
da a om he sample o esponden s, which
would be su icien ly ep esen a i e. When
o mula ing he ques ions, he au ho elied
on a gene al eluc ance o p o ide sensi i e
in o ma ion, and so e e y hing was o mula-
ed so ha no esponden had any ese a i-
ons abou p o iding he in o ma ion.
Fo he p esen a icle, 3 wo king hypo-
heses we e o mula ed, which we e e alua-
ed in S a is ics Ve sion 24, which will be
desc ibed in mo e de ail on he ollowing
pages.
The ques ionnai e was di ided in o 4 pa s.
In he i s pa o he ques ionnai e, he in-
o ma ion was collec ed abou a pa icula
pe son, i.e. he sex, he age o he esponden ,
how long hey ha e been in he job, how
many employees hey manage o how many
hou s hey wo k on a weekly basis on holi-
day o on public holidays. I he esponden
s a ed ha hey wo ked on holiday o public
holiday holidays, hey we e s ill asked o
he a e age numbe o hou s hey spend wo -
king on a daily basis. The second pa o he
ques ionnai e was ocused on inding ways
o compensa e o he wo k o op manage s,
and his a ea con ained 13 ques ions, some o
which we e di ided in o sub-ques ions. The
manage should di ide hei compensa ion
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
92
in o a ixed and a iable componen and de-
ine he basic ways o ewa ding hei wo k,
a e aging hei mon hly g oss wage o ex-
p essing hei opinion on he company’s
emune a ion sys em. The hi d pa o he
ques ionnai e looked a wo ke mo i a ion
and con ained 2 ques ions. The i s ques ion
concealed 6 s a emen s o which he man-
age could choose om a ange o 5 answe s
. The second ques ion in his ca ego y was
op ional and he esponden could exp ess
hei desi e o a change in he company’s
emune a ion sys em, speci ically ela ed
o hei job posi ion. The las ou h pa o
he ques ionnai e su eyed he in o ma ion
abou he company, i.e. he egion in which
he company is based, how many s a mem-
be s i cu en ly employs, wha he com-
pany’s u no e was in he pas , wha line
o business i is engaged in, how long he
company has exis ed o whe he i is a pu-
ely Czech company o pa o mul ina ional
co po a ions. Finally, he esponden s could
lea e hei con ac o u u e collabo a ion.
Fo as e da a collec ion and mo e e i-
cien ques ionnai e e alua ion, he Google
online ques ionnai e was used and all e-
sponden s esponded elec onically. Mos
ques ions we e cons uc ed as closed ques-
ions. I he esponden had o exp ess hei
pe sonal opinion, he Like ’s 5-deg ee scale
was used.
3. Resul s and discussions
O he 75 esponden s who answe ed he
ques ionnai e, he e we e 56 men (74.7%).
In e ms o he age, he mos nume ous
g oup o esponden s was 36–45 yea olds –
30 (40%), he second la ges g oup was he
age g oup o 46–55 yea s (28%). In he op
managemen posi ion, some li e expe iences
a e needed, and he e o e he au ho belie es
ha he age s uc u e o he esponden s co-
esponds exac ly o his ac . On a e age,
he esponden s ha e been wo king on seni-
o managemen posi ions o 10 yea s, which
was answe ed by 41.3% o he esponden s.
In e es ing da a has been ob ained om he
ques ions abou he ime hey spend wo king.
A o al o 28 esponden s (37.3%) eplied ha
hey had a wo king week o 46–50 hou s;
ano he 26 esponden s (34.7%) said hey
we e wo king 41–45 hou s a week. 44 e-
sponden s (60%) s a ed ha hey we e wo -
king on holidays o on public holidays and
spend 2–3 hou s on a e age daily.
The i s se ies o he ques ions ocused
on changing he emune a ion sys em o
hese wo ke s, whe he he e has been a
change in he emune a ion sys em o e he
pas 3 yea s, and how his change has been
e lec ed in indi idual compensa ion com-
ponen s, i.e. he sala y, pe sonal alua ions,
o he mone a y ewa ds and bene i s. Due o
he wide ange o companies ha ha e been
app oached o he esea ch and each indi-
idual pe cei es o he concep s o bonuses
o ewa ds, he au ho chooses he gene ic
e m “o he mone a y ewa ds”. Bene i s
and employee bene i s ha e been included
he e o he easons o comp ehensi eness,
bu do no coun owa ds he mon hly g oss
sala y. Thus, i he e has been a change in
emune a ion, hese changes ha e e ol ed in
a posi i e di ec ion, especially o he ixed
pa o he sala y, i.e. he sala y base. Only a
ew g oups o he esponden s eplied wi h a
educ ion in some o he sala y componen s.
The esponden s also had o iden i y and
selec he ac o s ha , in hei iew, had an
impac on he change in emune a ion. They
could choose mo e answe s and he esul s o
his ques ion a e displayed in Figu e 1.
The a e age ea nings in o ma ion sys em
adminis e ed by he Minis y o Labou and
Social A ai s o he Czech Republic lis s he
amoun o ea nings b oken down by indi i-
dual job posi ions. Upda ing o hese da a
akes place a hal -yea in e als. F om he
selec ion o posi ions, he au ho chose he
posi ion o “ op ep esen a i es o compa-
nies”, whose job desc ip ion is desc ibed
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
93
acco ding o he me hodology o he Czech
S a is ical O ice as ollows: “These employ-
ees ha e, in pa icula , he esponsibili y o
decisions in he a ea o o e all s a egic and
ope a ional managemen o he en e p ise o
o ganisa ional uni goods p oduced, se i-
ces p o ided), in he a ea o budge s (how
many and o wha pu poses) and in he a ea
o he selec ion and dismissal o employees.
“(CSO, 2011). In he In o ma ion Sys em,
he ca ego y o op execu i es o 250 o mo e
employees was selec ed o de e mine hei
ea nings so ha his igu e could be com-
pa ed wi h he answe s o he ques ionnai e
su ey. Acco ding o a minis y su ey, he
weigh ed a e age wage o hese ep esen a i-
es is CZK 107,766 / mon h (MLSA, 2018).
The weigh ed a e age in he ques ionnai e
su ey was 103,833 CZK / mon h and is he-
e o e e y simila o he weigh ed a e age,
which was se in he In o ma ion Sys em o
he Minis y o Labou and Social A ai s.
The abo e-calcula ed weigh ed a e age
g oss sala y o manage s o la ge co po a-
ions is con i med by Me hebi’s heo e ical
assump ions (s a ed in he heo e ical pa
o he a icle) ha he sala y o a manage is
in luenced by he size o he en e p ise: he
bigge he business, he highe he ewa ds
o op managemen .
Due o he heo e ical assump ion o sala-
y dependence on he en e p ise size, i was
an a emp o con i m his claim also in he
ques ionnai e su ey. The esponden s selec-
ed he in e al o he g oss mon hly sala y as
pa o he ques ionnai e su ey. The en e -
p ise size o con i ming his hypo hesis was
ca ego ised acco ding o he numbe o em-
ployees in he en e p ise, which he espon-
den s s a ed in an open ques ion in pa 4 o
he ques ionnai e. To con i m his hypo he-
sis, he esponses we e me ged in o selec ed
in e als, and he dependence o hese wo
elemen s is desc ibed in Table 2.
Based on he able abo e, i is possible o
compa e he es esul based on chi-quad a-
e s a is ics and con i m o no o accep he
ze o hypo hesis. The hypo heses a e de e -
mined as ollows:
H0: Business size does no a ec he man-
age ’s g oss mon hly sala y.
H1: Business size a ec s he manage ’s g oss
mon hly sala y.
The Pea son’s Chi-quad a e es did no
con i m he dependence, bu his es anks o
mo e gene al s a is ical me hods ha use un-
so ed da a. As he au ho has so ed he da a,
he uses he Kendall’s co ela ion coe icien ,
o he wise known as Kendall’s au. Du ing his
es ing, he da a was so ed ou and speci ied.
Based on he signi icance o he Kendall
coe icien es , he close ela ionship be-
ween he selec ed a iables was ound. This
signi icance is 0.009 acco ding o Table 3.
Figu e 1. Fac o s in luencing he change in sala y componen s. Sou ce: Au ho ’s own s udy.
Ka eřina Jančíko á: The issue o Remune a ion o High-Ranking Manage s in En e p ises o he Czech Republic
94
F om he poin o iew o u u e esea ch
on he c ea ion o a new me hodology o he
emune a ion o op manage s in he Czech
Republic, one o he mos impo an issues o
he s uc u ed ques ionnai e su ey is: “Does
he emune a ion sys em in he company
gain owne ship?” 62 esponden s (82.7%)
ce ainly did no ag ee wi h his ques ion,
and 7 esponden s (9.3%) esponded a he
no . 92% o he esponden s ha e no oppo -
uni y o acqui e owne ship in he company.
25 esponden s (34.6%) also eplied ha he
company hey we e cu en ly wo king in is
pa o a mul ina ional co po a ion and used
he pa en company’s emune a ion sys em.
This ac can a ec he esponden s who said
hey did no ha e he oppo uni y o acqui e
a s ake in he company.
Based on he ob ained answe s, he au ho
sough o ind he dependence be ween he
possibili y o acqui ing he owne ship in e es
in he company and he main line o business
o he company acco ding o he CZ NACE
ca ego isa ion. Fo he ques ionnai e su ey,
la ge manu ac u ing en e p ises we e selec-
ed, i.e. ca ego y C. Table 4 summa ises he
da a on he ollowing a iables:
Table 4 summa ises he ques ionnai e
su ey da a o wo a iables, namely he
possibili y o acqui ing owne ship in e es
in he company and he main line o busi-
ness acco ding o CZ NACE. The answe s
Yes and No in he able summa ise he e-
sponden s’ answe s om he ques ionnai e.
Asked i hey ha e he oppo uni y o ge a
s ake in he company, he esponden s could
choose om he answe s: yes, a he yes, I
do no know, a he no and ce ainly no . To
con i m his hypo hesis, he e was a connec-
ion be ween he answe s yes and a he yes,
as well as he me ging o he answe s a he
no and de ini ely no . The answe s I did no
know we e excluded om his es . In ca e-
go y C acco ding o CZ NACE he e a e 24
sec ions, which ha e been g ouped in o se-
e al g oups acco ding o he ela ion o he
Table 2. De e mining he ela ionship be ween a iable income le els and he numbe o employees.
Income ca ego y Numbe o employees
Up o 500 501–1000 1001–1500 O e 1500
Up o 50 000 CZK 5 4 1 1
50 001–75 000 CZK 6 9 1 0
75 001–100 000 CZK 2 7 0 4
100 001–125 000 CZK 1 2 1 0
125 001–150 000 CZK 3 8 2 3
150 001–175 000 CZK 1 2 2 0
175 001–200 000 CZK 1 1 1 0
O e 200 000 CZK 0 2 0 3
Sou ce: Au ho ’s own s udy.
Table 3. Explaining he dependence o wo elemen s h ough Kendall’s au.
Symme ic Measu es
App oxima e Signi icance
Nominal by Nominal Con ingency Coe icien .159
O dinal by O dinal Kendall’s au-b .009
Kendall’s au-c .009
N o Valid Cases
Sou ce: Au ho ’s own s udy.