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Nanocellulose is a broader term used for nano-scaled cellulosic crystal and/or fibrils of plant or animal origin. Where bacterial nanocellulose was immediately accepted in biomedicine due to its “cleaner” nature, the plant-based nanocellulose has seen several roadblocks. This manuscript assesses the technological aspects (chemistry of cellulose, nanocellulose producing methods, its purity, and biological properties including toxicity and suggested applications in final drug formulation) along with legal aspects in REACH (Registration, Evaluation, Authorization, and Restriction of Chemicals) regulation by the European Union, EMA (European Medicine Agency). The botanical biomass processing methods leading to the nanoscale impurity (lignin and others) on nanocellulose surface, along with surface modification with harsh acid treatments are found to be two major sources of “impurity” in botanical biomass derived nanocellulose. The status of nanocellulose under the light of REACH regulation along with EMA has been covered. The provided information can be directly used by material and biomedical scientists while developing new nanocellulose production strategies as well as formulation design for European markets.

Technostress (TS) has previously been addressed mainly from a broader organizational perspective, leaving more specific salient settings in the background. This paper bridges this gap by exploring TS dynamics in consulting companies in Germany, a setting that was previously little investigated but is highly TS-prone. This study uses an exploratory mixed-methods approach (MMR) with three components: 1) quantitative validation of the TS test-battery, 2) qualitative exploration of workplace TS through employee experiences, and 3) analysis of the relationship between TS experiences and demographics (age, gender, rank). Quantitative data representativeness is achieved through context-specific test-battery validation and a tailored questionnaire. 702 consulting company employees (based in Germany, aged 18-65) of a renowned management consulting firm participated (m = 417, f = 275). Qualitative data representativeness was ensured through in-depth interviews with 15 employees of different ages, genders, and ranks and company affiliations (Accenture, Boston Consulting Group, Deloitte, Ernst & Young, Roland Berger). Quantitative results indicated that female employees and those above 35 experienced higher levels of Techno-Complexity. Female employees experienced higher TS overall, reflected in their higher Techno-Overload, Techno-Invasion, and Techno-Complexity scores. This applied even to female employees who disagreed with the gender-difference tendency. Additional findings indicated that senior-ranking employees experienced more Techno-Overload and Techno-Invasion. Qualitative results highlighted three themes that further shape the psychological profile of TS in the investigated workplace: a) factors influencing TS, b) TS impact on workplace habits, and c) coping strategies. These findings emphasize that understanding the relationship between creators and demographics is crucial for mitigating consulting workplace TS.

The revolution in technology has impacted the work and personal lives of human beings greatly. While it has introduced the mankind to a more comfortable life, it has brought in the stress too in the form of technostress, the situation where a person fails to cope up with the ever-advancing technology and experiences stress symptoms. The increasing intensity of technostress calls for more research on technostress diving deeper into the causes and coping mechanisms. However, technostress research requires successful and reliable assessment of stress. It has been observed in recent years that biomarkers such as cortisol and salivary alpha amylase are reliable indicators of stress. There are several reports where the researchers have used questionnaires and surveys to assess the technostress, but the number of studies using biomarkers for technostress assessment is limited. It has been established that biomarker assessment is an important complement to the surveys to study the technostress. Here, we summarize the important studies done on technostress using the biomarkers along with the rationale of using these biomarkers.

The aim of the study is to describe factors influencing the feeling of safety which significantly influences also the subjective well-being and life satisfaction among Czech seniors. The sample consisted of seniors in the age 55 and above, the total number of respondents was 3,071. In the beginning of presented study two crucial questions were asked. Do the Czech seniors feel safe? What are they mostly afraid of? The reported feeling of safety was higher in seniors who perceived their health as good or very good, almost 90% of these seniors reported they felt safe. The survey results showed that the seniors’ sense of safety was also influenced by the fact whether they lived with someone or alone where the living alone decreased the feeling of safety significantly. Hypothesis testing revealed that also gender affects the reasons why seniors do not feel safe, as well as household’s members and by the place of residence. The survey results have brought an intriguing finding that more than one fourth of Czech seniors reported that one of the reasons why they feel insecure is their fear of migrants. A detailed analysis of the primary data set is focused on factors determining Czech seniors’ feeling of safety and identification of possible specific features of the senior group with concerns about migrants.

The paper explores the effect of implementation of the Antidiscrimination Act 2009 (ADA) in the Czech Republic on a size of the motherhood penalty using the EU SILC data over the years 2006 through 2017. We employ several methods to estimate the impact and to show that ADA leads to a substantial decline in the motherhood penalty. Before the ADA implementation the average motherhood penalty fluctuated between 12% and 17,5%, after the ADA implementation the statistical significance of motherhood penalty disappeared. However, we also find that wage penalties stemming from the lower work experience due to motherhood-related breaks and lower work intensity during the motherhood are still substantial (10,12%).

This study explores the impact of two major labor market phenomena-the aging workforce and digitalization, which have global significance. The COVID-19 pandemic accelerated the adoption of digital technologies, resulting in economic growth, improved business processes, and reduced social isolation. However, the study also addresses the challenges and threats associated with digitalization, with a specific focus on technostress. The research analyses the primary techno-stressors experienced by older employees and self-employed individuals in four EU countries. Investigating various demographic factors such as gender, age, education level, employment type, and country of origin, the study aims to identify stress levels related to techno-demands and techno-disruption. This study utilized a quantitative research design with a cross-sectional survey approach. A Quota sampling method in combination with Computer Assisted Web Interviewing (CAWI) was used to collect data. The overall response rate was 42% (varied by country) in total data collected. A sample of 1306 workers (aged 50-64), representing diverse demographics, was recruited and interviewed. The techno-stressors were assessed using a 14-item scale encompassing major stress-creating conditions as already reported in earlier studies. The results reveal intriguing patterns, particularly notable gender-based differences in technostress experiences across age groups. Younger male seniors and female seniors reported higher levels of techno-disruption, while techno-demands were more problematic for female seniors. Additionally, respondents' country of origin also influenced their experiences with technostress. Overall, the study sheds light on the challenges of digitalization for older workers in central European perspective and provides important missing information and data on variation in technostress based on nationality, age, and gender. The results prompt further research on longitudinal trends and discussions on geography, industry, and country specific impact of digitalization on the modern workforce.

The rapid expansion of digital banking has revolutionised financial services globally and stipulated financial inclusion. Still, debates remain about the (in)equalities that digital banking can contribute to. Its impact varies significantly among different social groups, which is why this review will show how digital banking contributes to inequalities across them and what policy responses can be used to overcome challenges.The study employs a systematic literature review of 27 articles from 1999 to September 2023. Firstly, the review highlights a significant research gap in digital banking and inequalities in low-income countries. Secondly, there is an obvious shift in the research time from high-income countries to upper-middle and lower-middle countries, which may indicate that the problem of inequality under digital banking in high-income countries is not under urgent question. However, the issue of inequality remains relevant in upper-middle and lower-middle countries despite the previous experience gained in high-income countries, which may indicate gaps in the implementation of policy decisions. Thirdly, the most attention in research papers to inequalities is paid to age (74.1%), gender (66.7%), education (40.7%), and income (25.9%). The age gap, in particular, remains pronounced, with the elderly being disproportionately affected. The analysed research highlights that policies place significant responsibility on banks, but there is a pressing need for collaborative efforts involving the state, financial regulators, and banks, especially with an emphasis on training initiatives to bridge gaps in digital financial literacy.

Abstract As populations age, extending the working life appears to be widely accepted and promoted by governments (OECD 2006; 2017). Without exception, all countries with modern economies have responded in one way or another to the financial challenges arising from increased life expectancy and ageing populations. Policies to extend working life are ubiquitous, each based on the premise that unsustainable pension systems must be reformed, and public spending reduced. Although there are diverse perspectives on extended working life, gender and health consistently prevail as key dimensions. To date, policies extending working life have not taken sufficiently into account these two dimensions. A clear example in the case of gender concerns the shift towards equality in retirement ages between men and women. In this presentation, we set the stage by presenting the empirical and policy landscapes across 34 countries that characterise the trend of extended working life from gender and health perspectives.

This paper aims to examine the crucial role of employee engagement in the operational success and resilience of small and medium-sized enterprises in the European Union, with a specific focus on the impact of age diversity on engagement strategies. Tailored engagement strategies significantly improve job satisfaction, decrease turnover rates, and promote a cohesive organizational culture. The study is based on an extensive analysis of previous research and scientific publications, providing a comprehensive overview of the current state of employee engagement practices within small and medium-sized enterprises. It explores how various age groups within the workforce perceive and react to different engagement initiatives, emphasizing the necessity for customized approaches. The paper also delves into the specific engagement tactics that have proven effective across different age demographics, such as digital tools for younger employees and recognition programs for older employees. Moreover, the paper discusses the broader implications of these findings for human resources managers and business leaders, highlighting the strategic importance of implementing age-aware engagement practices. It calls for further research to explore the long-term effects of these strategies, particularly in the context of evolving workplace dynamics and technological advancements. By adopting such tailored strategies, small and medium-sized enterprises can not only enhance employee satisfaction and retention but also foster a more innovative and adaptable organizational culture. In conclusion, this study underscores the importance of a nuanced and flexible approach to employee engagement in small and medium-sized enterprises.

Diversity management encompasses dimensions such as gender and sexual orientation, age, disabilities, nationality, ethnicity, religion, and socio-economic status (SES) and is fundamental to sustainable development, enabling higher education institutions (HEIs) to foster inclusive, equitable, and resilient academic environments. This study examines diversity management practices in seven Czech and five Ukrainian HEIs recognized as leaders in the Times Higher Education (THE) Impact Rankings. Data were obtained from university websites, SDG reports, or annual reports focusing on SDG 1, SDG 2, SDG 4, SDG 5, SDG 8, SDG 10, and SDG 16. The analysis shows that Czech universities demonstrate structured policies and stable resources, enabling them to offer comprehensive support for professional growth, gender equality, and inclusivity. Examples include sabbatical opportunities, gender-balanced organizational policies, and adaptive measures for individuals with disabilities. Conversely, Ukrainian universities exhibit remarkable resilience and adaptability, addressing challenges posed by the ongoing war. Key initiatives include supporting displaced students and veterans, restoring damaged infrastructure, and integrating inclusive education practices under wartime constraints. Despite differing contexts, both countries emphasize financial aid and scholarships as critical tools for ensuring equitable access to education. The findings underscore the importance of leveraging diversity dimensions to develop effective strategies for achieving SDGs while adapting to regional and institutional specificities. AcknowledgmentThis publication is based upon work from 24-PKVV-UM-002, ‘Strengthening the Resilience of Universities: Czech-Ukrainian Partnership for Digital Education, Research Cooperation, and Diversity Management,’ supported by the Czech Development Agency and the Ministry of Foreign Affairs under the initiative ‘Capacity Building of Public Universities in Ukraine 2024’.