Purpose: To analyze search funds as a new group of investment vehicles in Poland that constitutes a group of potential investors for family companies facing the lack of succession.

Methodology: The theoretical part presents family businesses, considers the problem of succession in Poland, and analyzes the literature on available forms of divestment of a family business owner.

Moreover, the article presents the roots of search funds creation and their characteristics, which reveals these investment vehicles as theoretically perfect for family businesses without successors. The empirical part presents a study into the sale of a Polish family business to a search fund, which was the first and only search fund deal in Poland until the end of 2020.

Findings: The study revealed that the sale of a family business to a search fund should be included in the catalog of possible forms of divestment of a family business owner facing the lack of successors.

Originality: The article fills a gap in the literature on family entrepreneurship in the context of
selling a business to a search fund in Poland, which has not yet been indicated as one of the methods for owners to exit a business.

Purpose: This article’s primary purpose is to present and analyze the current state of board gender diversity and elaborate on the relatively sparse literature in this field in the Czech Republic, a post-transition Eastern European economy. The described study sought to identify and comment on the theoretical views concerning previous research in other, mainly Western European countries, by highlighting new perspectives on board gender diversity.

Design/methodology/approach: The study’s empirical analysis was based on 235 companies domiciled in the Czech Republic with 500 or more employees. We followed a selection protocol consisting of several filters in arriving at our final sample. We initially analyzed the data in relation to (a) the number of employees, (b) organization turnover, and (c) industrial classification. We calculated the mean (μ), standard deviation, (σ), and coefficient of variation (CV) of the data/variances, then tested our hypotheses through χ2, determining the significance through the p-value. Finally, we calculated the board diversity index (DI) for female/male board members.

Findings: Our findings showed that the representation of women on corporate boards of Czech Republic companies is well below the European directive target figure of 40%. There is a greater representation of women on supervisory than on statutory boards. Moreover, the research revealed that female directors are more likely to serve on boards of companies in health care, social, wholesale, retail, and administration sectors compared to the construction, manufacturing, transportation, and storage sectors. Furthermore, company turnover also plays a part in board gender diversity. Finally, we highlighted many reasons why the Czech Republic is a fertile ground for the study of board gender diversity.

Practical implications: We believe this article will be valuable to senior managers in industry and wider regulatory, corporate governance, and ethical environments, fostering diversity and equality on corporate boards. This article forms a sound foundation for future studies on board gender diversity in the Czech Republic and contributes to the ongoing discussion on any adoption of possible future quota.

Originality/value: This research presents a rare insight into the current board gender diversity structure in the Czech Republic, especially because the country is relatively under-researched in the corporate governance and gender diversity literature. Thus, the research adds to the theoretical views concerning earlier research undertaken in other, mainly Western European countries, highlighting new perspectives on board gender diversity.

Purpose: The Covid-19 pandemic disrupted the lives of people and organizations, including supply chains (SC). Therefore, this study aims to explore concepts, methods, and tools for managing SC during the Covid-19 pandemic.

Methodology: The main research methods were systematic and grey literature reviews, supported by 5W2H and 20/80 methods.

Findings: Three research gaps were identified, supported by concepts, methods, and tools for managing SC during the Covid-19 pandemic with other related findings.

Limitations: Short research horizon because the Covid-19 pandemic started two years ago, which precluded us from performing full results verification.

Implications: This study updates and enriches supply chain management theories, especially regarding resiliency, disruption, and risk SC management. One of the fifteen research criteria was related to applied concepts, methods, and tools, which thus can be used by SC managers to implement them into practice.

Originality/Value: Compared to the literature review, a systematic literature review is performed according to a structured procedure. This comprehensive study will enable researchers/managers to understand the problem and prepare measures against the pandemic in SC.

Purpose: The article explores links between the attractiveness of regional labor markets and internal migration as a change in the usual place of residence in Ukraine.

Methodology: Based on the migration theory of “push-pull” a study of the attractiveness of regional labor markets as determinants of the intensification of internal migration in 24 regions of Ukraine (2010–2020) was conducted with the use of integrated assessment and balance econometric modeling.

Findings: The study found that the internal migration activity in Ukraine is of urbanistic nature because the development of rural-urban area migration vectors dominates in the country. The most attractive regions in the focus of internal emigration and immigration processes are defined based on the developed rankings of the regions’ attractiveness by the system of labor market and employment development indicators.

Research limitations: This article studies a specific country and its regions, along with the local labor market. One should be careful when generalizing the results to other regional labor markets.

Originality/value: The level of regional labor markets’ attractiveness correlated with internal migration activity. The attractive regional labor market, high IT market development level, and increasing innovative-technological capacity proved the main attraction factors of these regions.