## 4 Results  
In order to answer the research questions, we focused primarily on identifying the level of knowledge sharing in companies operating in Slovakia in the period 2013 to 2017, and we found that, in most companies, knowledge is shared, but more than half of the respondents stated that they only shared knowledge necessary to work (Table 4). The above findings are positive, on one hand, mainly because most respondents gave a positive response; however, on the other hand, the fact that about half of the respondents were positive only in terms of sharing knowledge needed to work is very disturbing. This result indicates a lack of readiness in companies operating within Slovakia to use disposable human resources and their potential to the maximum extent possible, which ultimately reduces their overall competitiveness vis-a-vis companies that use this potential more effectively. We also focused on the analysis dealing with the basic index of changes in the monitored period in the area of knowledge sharing in companies (Table 5). Based on the above results, we observed two trends. On one hand, there is a positive trend in the increasing number of enterprises in which knowledge among employees is fully shared at the expense of a decreasing number of enterprises in which only the knowledge needed to work is shared. On the other hand, there was a negative trend, especially in the area of information use retention with the intention to keep working in a decision-making position. Most survey respondents in the question aimed at identifying assessment rates and forms of knowledge remuneration stated that the amount and quality of information sharing is not monitored or remunerated in any way (Table 6). \begin{table}
\begin{tabular}{c c c c c c} \hline \hline \multirow{2}{*}{**Level of Knowledge Sharing in Enterprises**} & \multicolumn{5}{c}{**Share of Enterprises as a \%**} \\ \cline{2-6}  & **2013** & **2014** & **2015** & **2016** & **2017** \\ \hline Completely shared & 7.2 & 14.4 & 14.1 & 15.9 & 17.7 \\ Almost completely shared & 31.8 & 33.3 & 33.1 & 31.1 & 33.0 \\ Only the knowledge that is essential to work is shared & 59.8 & 51.6 & 50.4 & 50.5 & 49.8 \\ Not shared, knowledge is a means of securing power & 0.2 & 1.4 & 1.4 & 1.7 & 2.4 \\ Not shared, knowledge is a means of securing a monopoly & 1.0 & 0.3 & 1.0 & 0.8 & 1.1 \\ from fear of losing a job & & & & & \\ \hline \hline \end{tabular} Source: own elaboration.  
\end{table} 
Table 4: Level of knowledge sharing in enterprises. \begin{table}
\begin{tabular}{c c c c c} \hline \hline \multicolumn{4}{l}{**Basic Index of Changes—Rate of Knowledge Sharing**} \\ \multicolumn{4}{l}{**in Enterprises**} & **bi14/13** & **bi15/13** & **bi16/13** & **bi17/13** \\ \hline Completely shared & 2.000 & 1.958 & 2.208 & 2.458 \\ Almost completely shared & 1.047 & 1.041 & 0.984 & 1.038 \\ Only the knowledge that is essential to work is shared & 0.868 & 0.842 & 0.845 & 0.833 \\ Not shared, knowledge is a means of securing power & 7.000 & 7.000 & 8.500 & 12.000 \\ Not shared, knowledge is a means of securing a monopoly from fear of losing a job & 0.300 & 0.000 & 0.800 & 1.100 \\ \hline \hline \end{tabular} Source: own elaboration.  
\end{table} 
Table 5: Basic index of changes—rate of knowledge sharing in enterprises. The above results show a very low level of interest and initiatives of companies operating in Slovakia in the area of employee motivation to share knowledge, as only about 40% of respondents paid attention to some extent to this issue in the monitored period. We also placed emphasis on the analysis dealing with the basic index of changes in the period under review in the field of assessment rate and forms of knowledge remuneration (Table 7). We observed only a minimal positive increase in all the monitored attributes and, therefore, we observed that their state remained almost unchanged during the survey period.