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Research background: The article deals with the issue of manager´s time management in the non-profit sector in Slovakia in the conditions of the globalization. We verified the dependence through hypotheses that we established for each of the factors according to empirical studies, in which the impact on work organization and time management on managers was identified. Factors of time management according to reliability represented setting goals and priorities, using time management techniques, organizing work and workspace, and controlling one’s own time. Purpose of the article: The aim of the article is to point out the influence of time management on managers. We evaluate this impact in relation to stress reactions such as work-related stress and the manifestation of somatic symptoms, but also positive effects in the form of increased job satisfaction and better evaluation of work performance. Methods: We evaluated the qualitative data by creating Contingency Tables, which served as a basis for testing dependence with Pearson’s χ2 independence test or Fisher’s exact test. The intensity of the dependence was determined by the most used Cramer coefficient. Findings & Value added: The results point to the dependence of individual time management factors on the areas of impact in the form of work-related stress, the emergence of somatic symptoms, job satisfaction and subjective evaluation of managers’ work performance. In the discussion, in the context of globalization, we compared the views of the authors of the issue with our results and we tried to point out the possibilities and measures that could be applied in the findings.

The aim of the paper is to define a global view of the role of psychology in the manager´s work. By analyzing managerial work in terms of psychology and research in the field of application knowledge of psychology between managers and employees of the world’s leading IT company. We reviewed their views on selected areas to improve their internal motivation and satisfaction, which leads to improvements in their work. To explore the motivation of our employees, we decided to use the knowledge of the International Model of Job Characteristics, which is one of the most popular in this area. This model and related survey method come from the 1970s. The model was designed by Richard Hackman and Greg Oldham. It is based on previous approaches called Job extensions based on adding responsibilities of the same difficulty. Oldham and Hackman tried to identify the global characteristics of internal motivation work in these older models and to explore their implications. Oldham and Hackman believed that employees were doing well under the influence of these factors while being internally motivated having a sense of happiness and happiness. This feeling motivates them to perform better. Characteristic model work presents five global aspects influencing internal motivation: skills variability, job identity, job importance, autonomy, feedback.