Anamaria Mișa

This econometric analysis models the conditional expectation of Europe’s shadow economy size as a function of technologization and institutional quality indicators, using a balanced panel of 29 countries from 2007 to 2022. Technologization is measured through the four dimensions of Desai’s Technological Achievement Index, and institutional quality via core World Government Indicators variables. Rigorous diagnostics select a random-effects model with year dummies and Driscoll-Kraay standard errors, explaining 61% of the variance in informality. Development of Human Skills delivers the largest individual reduction (−7.2 pp), strongly supporting the core hypothesis. Control of Corruption is also highly significant (−2.8 pp). While New Technology Creation showed a negative association, its statistical significance proved unstable across model specifications. Technology diffusion becomes insignificant when common global time shocks are absorbed, implying that mere adoption has limited independent effect. Furthermore, the impact of human skills intensifies significantly in countries with high New Technology Diffusion (−12,489), revealing a potent synergy between human capital and technological advancement. Policy priorities therefore include anti-corruption enforcement, Research and Development incentives, and sustained investment in skills, especially where technology diffusion is high, to draw hidden activity into the formal sector.

This study investigates the influence of education, professional development, and job satisfaction on the adoption of corporate social responsibility (CSR) practices among employees in the banking industry. A survey was conducted among 139 professionals employed in the banking sector in Romania to assess their engagement in CSR practices. In essence, the research explores four main objectives: the impact of demographic factors on CSR adoption, the influence of values formed during high school, the correlation between job satisfaction and CSR engagement, and the effect of professional development on CSR engagement. The findings from a hierarchical regression model indicate that job satisfaction plays a significant role in fostering stronger CSR practices within the banking sector, thereby contributing to broader social objectives. However, it is essential to conduct further research to elucidate the causal relationship between CSR adoption and job satisfaction, as the current study’s research design only establishes the existence of an association. Overall, this study holds implications for managers in the banking industry, highlighting the critical role of employee satisfaction in shaping individuals’ commitment to CSR initiatives.

This article analyzes the situation of human resources in Romanian banks, in the context of the implementation of the "remote" bank. With the acceleration of digitalisation, financial and banking institutions are going through a complex transformation process. Most of the recurring customer operations have been taken over by internet banking platforms. Banking 4.0 and the exclusively digital banking experience is becoming the desire of financial-banking institutions in our country, as well. In the context in which the "job description" of bankers is changing substantially, the question of their future arises. Therefore, digitalisation draws attention to the need for continuous retraining and continuous professional training of employees in this sector so that they can face the demands of the banking of the future. With the help of in-depth interviews conducted with 8 managers or experts from the financial-banking field, we tried to analyze whether Romanian banks are preparing for the full digitalisation of retail services through the professional training of employees. The study shows us interesting insights about the effectiveness of HR departments in banks. Also, a relevant result comes from branch employees where there is a solid concern about losing their job in the future. In addition, the research gives us some direction on the skills needed to design the banker of the future. The article shows us that, in the context of digitalisation, the qualification of human resources in the sector becomes essential and the efficiency of professional training and engagement programs turns into a strategic objective for organizations.