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The first article – The effects of foreign capital and labour – by István Polónyi, first analyses the flow of FDI into Hungary – considering, too, the economic theories related to this phenomenon, before illustrating the nature of the incoming capital by source country and the future prospects for inward investment. Following this, the article touches on the most important factors related to international labour migration and then considers the effects of investment flows and inward labour migration on educational policy and the education system. The article also offers a brief introduction to the other articles in the volume.
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The study by Attila Melegh (Globalization and migration: the case of Hungary) concentrates on how Hungary has been integrated into migratory processes shaped by the changes occurring in the era of globalization. The study argues that the collapse of state socialism in Hungary was an important consequence of the macro-economic changes in the era of globalization, and the migratory processes since the early 1980s can be explained by these changes. The study also argues that until the early 2000s Hungary was becoming a newly immigrant country with low intensity out-migration, and there was a utilization of some of the comparative advantages here in terms of economic well-being in the country; while, later, this process slowed down and, due to difficult labour market conditions, the country has lost most of its attractive features.
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It has been important to take advantage of these behaviors if they have had any impact on the person or society at all times, to subject them to research and examination, and to take lessons in social life and business life. It is essential to know both feelings and experiences in this regard and to establish a relationship according to it and to work more harmoniously and happily with social environment as business environment. What you should know at the beginning of what you are doing, what you are going to start working with, what you have been doing before, what issues have been taken into account when doing so.Predict positive developments and changes that different knowledge and practices will have on our lives, use them on the way to happiness and success, and ensure that others take part in society as happy successful individuals. Managing and organizing a business and establishing its strategic elements depends on the development of the individual's social environment, on the desire to possess and possess, on talent and experience. The desire to act strategically results in research, investigation and a job. This results in organizational usability and sharing by governments to feed both the material and the spiritual. In strategic governments, organizational behavior is the essence of conformity. Harmony is the balance and harmony in the working place, the family, the group of friends and so on. Equilibrium and harmony are the fact that different knowledge and behaviors do not distort the state of the system or the sides of the experience. Regardless of the conditions, the resultant value of the system should be organized by the happiness and desire of the parties.
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Talents management - from the theoretical dilem to a practical instrument for efficient management of human resources in organization
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Organization of Christian working environments and reception of Catholic social teaching on the territory of the Congress Poland was much delayed in comparison with other Polish territories. In the Upper Silesia in 1969 the first workers’ association was formed under the influence of Catholic social teaching which was being developed in Germany. The activity of Karol Miarka had a great impact on the development and promotion of solidarity-oriented solution of the so called “social issue”. In Wielkopolska father Augustyn Szmarzewski in 1862 set up St Joseph’s association for craftsmen and in 1871 he continued his work within the Union of Earning and Economic Companies. In this region father Piotr Wawrzyniak in cooperation with father Smarzewski engaged in extensive socio-economic and educational activity and started the association for Catholic apprentices in Śrem. The Catholic Church was able to get engaged in the activity among workers in the Congress Poland after political changes related to the revolution of 1905 and to the issuing by tsar Nicolas II the manifesto of 30 October 1905 granting Duma law-making rights and guaranteeing civil liberties. This article presents the formation of the Christian Workers Association in new political circumstances, particularly taking into account the activity of the Association in Łódź Industrial District.
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Intellectual capital plays a central role in smart cities. The aim of this paper is to apply the recently developed model based on intellectual capital to measure and manage cities'competitiveness. This model is applied to cities in Castilla-La Mancha and another 19 Spanish cities, enabling a comparative analysis between these cities. To this end, the study presents a synthetic indicator that allows us to rank Spanish cities based on available information and propose a comprehensive management strategy that addresses both tangible and intangible competitiveness. From the results, it can be concluded that the cities of Castilla-La Mancha feature excellent human capacities and a good quality of life but that there is room for improvement in terms of city infrastructure and planning.
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The Holevich family, whose personal archives I am currently researching, were some of the richest and most influential landowners (or chiflikchii) in the region of Dobrudja prior to WWII. The most prominent member of the family was hadji Vasil Holevich, who apart from having a serious political career, was also doing business with one of the most important industrialists in the young Bulgarian state – the Italian K.A. Vaccaro. At the end of the 19th century, they became partners in the sale of agricultural machinery. The paper researches the complicated business contacts between Holevich and Vaccaro, which started promisingly but ended up with serious losses for the Italian. At a moment when the Bulgarian state budget was dependent of Vaccaro and the European loan, he was negotiating, Holevich was in a position not to answer the Italian's letters and didn't seem very concerned with collecting the money that was requested of him. This can show the powerful position local landowning elites had in Dobrudja, which allowed them to have the upper hand even against some of the most influential men in Sofia.
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This paper analyzes the effects of the European Semester, EU's framework for socio-economic policy coordination, on change of Croatian employment policy. The case of Croatia is used to illustrate in what manner, under which conditions and to what extent the European Semester architecture actually influences Croatian employment policies. The focus is on two policy items: the Youth Guarantee and the retirement age provision. The findings on the Youth Guarantee lend crucial support to the expectation that intensified monitoring and reporting obligations will contribute to domestic policy change. Drawing on interview data, the author identifies administrative pressure and low familiarity with the European Commission's modus operandi within the European Semester as two crucial elements of influence. On the other hand, Croatia repeatedly neglected EU's recommendation to step up the harmonization of female and male retirement age. Reasons for low European Semester impact on this issue can be found in a number of constraining conditions that were at play: coalition politics, the stickiness of the policy issue, opposite policy beliefs and a highly uncertain political situation. These factors acted as deterrents from policy change despite potential EU sanctions down the pike.
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Demographic changes are often mentioned as one of the most important and long-lasting trends affecting economic development during the second half of the 20th and the early 21st century. They pose some significant challenges for economic policies, as well as for the individual behaviour of economic agents, especially with the world entering a time of profound technological transformation. This paper reviews the past effects of demographic changes on several aspects of the development of European economies and attempts to make predictions about the future interactions between the two processes.
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In the last decade, the primary focus of European Union policies has been on relating higher education to broader trends of present-day socio-economic changes as well as on the relationship between labor market and high education on regional, national and local levels. The regional Erasmus+ project „School-to-Work Transition for Higher Education Students with Disabilities in Serbia, Bosnia & Herzegovina and Montenegro“ is an important step toward the improvement of education-to-work transition processes for students with disabilities. The aim of Trans2Work project is to relate higher education to the labor market through strengthening capacities of higher education institutions to support students with disabilities in the transition process to the labor market, and improving the employer’s understanding of persons with disabilities in order to design working positions for them. In this paper we are going to a) present the project, b) present the legal framework in Bosnia and Hercegovina in that area, c) present needs analysis of students with disabilities in transition processes. The research results suggest that there are drawbacks in the legal framework and that students communicate the need for a better connection of higher education institutions with the labor market in order for them to be recognized as competent professionals in their fields of work.
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The future of jobs depends on the capacity of individuals to develop new skills all throughout their working lives. The technological changes taking place over the past decades which are to be fully reflected in the world of work in the coming years introduce new pressures on the labour force. The scope of current and newly anticipated skills and an individual’s responsibility to remain flexible over considerably longer periods of his/her working life is unprecedented. It is of particular concern to societies as to how individuals at all stages of life adapt to the changes. In many developed countries, keeping different age cohorts at work might be crucial for preserving a country's welfare system. At the same time the young generation in Europe struggles with effectively adapting to the knowledge received in formal education and too many young adults are not able to assume an adequate and full time job position. A demand for new skills is therefore evident at any stage of working life. Development of the opportunity identification conceptual framework followed a huge amount of research work on entrepreneurship that focused on the role and performance of individuals or companies and the factors determining the entrepreneurial success. However, this approach has not allowed nor produced a satisfactory conceptual framework for further advances in entrepreneurship studies. In the absence of a more encompassing concept, the overall picture of entrepreneurial processes remained diffuse and prevented deeper understanding of the role of organisational structures and employee or firm level learning processes involving skills and competences. The opportunity identification competence is being increasingly recognized in psychological, educational and economic research as a crucial skill closely connecting an individual and his/her future professional and personal prospects. The opportunity identification competence is linked to the ability of an individual to spot or generate ideas and solutions addressing particular needs or solving problems by new or improved products, services or processes. We discuss here the concept of the opportunity identification competence and how it relates to individual skills and their development from the point of view of individuals and firms. We present in more detail the recent experimental research on the opportunity identification competence at employee level developed by Lans et al. (2015a) and Baggen et al. (2015b) where also important links to innovation and the workplace learning were explored. We inquire about connections to the foundations of skills research and to the cognitive science concepts such as generativity, openness, creativity. Our interest to keep connections between the opportunity identification competence and socio-psychological concepts has also a pragmatic rationale. Activities including elements of applied psychology offered to companies have proved as particularly well suited arguments for approaching executive management and human resource development professionals at firm level in Slovakia in the process of recruiting companies for participation in the activity. This is related to the currently high popularity of psychology as a field of research. This paper is intended to serve as a methodological journal for the application of the Opportunity Competence Assessment Test (OCAT) in the Slovak environment and cross-country comparisons, especially with Lans et al. (2015a) research on small and medium sized enterprises. Until now there is no available evidence from research on the opportunity identification competence in Slovakia either from a sample of students or employees or individuals in general. Evidence on entrepreneurial perceptions/intentions of individuals as discussed above suggests interesting insights into the area of the formation of skills, competencies and related learning mechanisms. We discuss methodology issues, including possible enhancement and adjustments to data collection methods that could help improve the quality of collected data as well as help reaching a higher success rate in company recruitment efforts. The advantages of assessing employees of companies (as opposed to assessing respondents from the general population including those who are non-working or unemployed) are: i) a homogeneous work environment, ii) a shared organizational culture, iii) socio-economic homogeneity of groups in the sample. In promoting the opportunity identification competence as a learning process we argue that learning organizations are more likely to have higher levels of individual opportunities competence in its organization (Lumpkin, 2005). This is a strong argument that can be communicated to company owners and managers. The OCAT activity has more straightforward connections with alertness, problem solving, risks identification and evaluation. These often resonate in interviews with managements on the subject of lifelong learning needs of employees. Company executive managements and human resource professionals might be more open to arguments on improved flexibility and proactivity of employees (including planning, organizing, managing and evaluation).The proactive and initiative behaviour and the demand for turning ideas into actions are frequent motivational topics directed by management/owners towards employees. While even though inspirational, rhetoric often does not reach a wider range of employees, OCAT activity might be the right choice of activity that could mediate such outreach. In the context of changing professions and requirements for new skills, we are proposing that opportunity competence framework has relevance not only to entrepreneurs, (founders and or owners of new or existing ventures) but to individuals and employees in general. Lans et al. (2015b). We outline possible connections and importance for employability, skills upgrade, individual development and company development through incremental benefits of wider workforce. Improving employability is the key policy priority in the EU countries, concerning all generations of individuals. Youth unemployment( including graduates), unemployment of different age cohorts of individuals, incidence of long term unemployment, and hardships in dealing with long term unemployment of low skilled individuals are only a few items on the list of the current problems in contemporary societies. There exists an authentic demand for new approaches to individual skills development. The opportunity identification competence might be the crucial innovative approach because of its novelty, advocacy of employee importance irrespective of company hierarchy and promotion of lifelong learning and workplace learning mechanisms. This has been recognized also by European policies (EP 2006 a,b) in a decision on lifelong learning actions and recommendations on lifelong learning competencies and skills which list also entrepreneurship and specifically opportunity identification skills. Finally, we point to the generally limited empirical evidence on opportunity competence, and lack of such evidence for Slovak companies. An experimental approach to opportunity identification and application of the method developed by Lans et al. (2015a) and Baggen et al. (2015 a,b) might via its original and complex view of opportunity competence generate crucial and novel information on adults skills, competencies and employability development in Slovakia.
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In this article, the subject of research is the impact that globalization has on leadership in multinational companies. The main types of leadership that can be applied in a multinational company are defined with their specifics, benefits and problems - are defined. For this purpose, the model of five determinants (5-D model) by Heerte Hofstede for the measurement and comparison of national cultures and the leadership approach related to talent management is presented. On this basis, own assessments, conclusions and recommendations for enhancing the efficiency of management in a multicultural environment are formulated.
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Burnout is a phenomenon that affects employees’ labor efficiency negatively and reduces their professional efficacy. Burnout has been a topic of investigation in many studies as a dependent or independent variable. In this study, in which the effect of burnout on job satisfaction will be investigated, burnout will be used as an independent variable whereas job satisfaction will be used as a dependent variable. Maslach Burnout Inventory (MBI) will be used to measure employees’ burnout dimension. The scale was developed by Maslach (1981) and adapted to Turkish and tested for validity and reliability by Ergin (1992). The scale consists of three sub-dimensions, namely emotional exhaustion, depersonalization and a feeling of decrease in personal accomplishment, and 22 items. For job satisfaction, on the other hand, Minnesota Job Satisfaction Questionnaire will be used. This questionnaire was developed by Weiss et al. (1976) and its original (longer) form contains 100 statements. Its shorter version involving 20 questions will be used in this study. The study was conducted on 500 employees working in the textiles sector in the province of Konya and only 251 survey data could be used within the scope of the study. Statistical data were analyzed using SPSS 21.0 package software and some significant differences were found in terms of employees’ burnout and job satisfaction levels.
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In this study, it is aimed to determine the mediating effect of intention to remain and the moderating role of perceived alternative job opportunities on pay level-life satisfaction relationship. Field study is conducted on blue-collars working in bakeries. During the international and domestic literature review, it has not been come across to any research investigating these relationships and it was observed that researches on blue-collars are limited. With the assumption that study results can make contribution to relevant area, it was decided to conduct the field research. Research results indicate that there is a positive relationship between pay level and life satisfaction; and it is mediated by intention to remain. On the other hand, the moderating effect of perceived alternative job opportunities is found as statistically non-significant.
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The Defense Industry field has characteristics that make for a unique working environment. This paper presents a study conducted among the Software Engineering (SWE) employees working at a software development company in defense industry, which examined the relationship between the constructs; organizational culture, job satisfaction, innovative work behavior and the employees’ valuation of the external recognition. One hundred and forty one employees filled out the questionnaire. It was determined that there were positive relations between organizational culture and job satisfaction, whereas positive correlations were determined between job satisfaction and innovative work behavior as well as external recognition. The Structural Equation Modeling (SEM) employed to study the relationship grids among the observed variables. Limitations of the study are also presented along with future research recommendations. SWE managers can use this information to increase employee job satisfaction and innovative work behavior.
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The purpose of the study is to determine the effect of job satisfaction on employees’ burnout. The effect of employees’ job satisfaction on their burnout was tested with meta-analysis method which allowed for seeing the results of the independent quantitative research studies between 2005-2016. In total, 48 independent research studies collected and 10177 sample group was obtained. The results of meta analysis via random effects model show that employees’ emotional exhaustion and depersonalization is affected by their job satisfaction but employees’ reduced personel accomplishment is not affected by their job satisfaction. In this study moderator analysis was performed to see the effect level on different occupational groups.
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This study examines whether perceived organizational support and job-related affective well-being in the service sector impact counterproductive work behaviors exhibited by employees. Multivariate statistical methods such as descriptive statistics and structural equation modeling were used to analyze the questionnaire responses. The findings of this study reveal that perceived organizational support impacts job related affective well-being. Accordingly, while a positive impact exists between perceived organizational support and positive emotions, a negative impact exists between perceived organizational support and negative emotions. In addition, perceived organizational support partially impacts counterproductive work behaviors of employees such as theft of organizational property, withdrawal behavior, and abuse. Using employee emotions as a mediating variable as per the Job-related Affective Wellbeing Scale, we found that positive emotions do not impact employee theft, withdrawal behavior, and abuse, whereas negative emotions positively and significantly impact these behaviors. Furthermore, negative emotions play a mediating role in the relationship between perceived organizational support and counterproductive work behaviors.
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Managerialism is an approach that not have an intention to bring the employee to the fore since that it serves to the ultimate purpose of capitalism to “create surplus value and get greater share from the created value”, with its developed managerial tools. According to this approach, organizations need managerial/supervisory tools. Managerialism also offers a variety of tools used to meet this requirement has emerged as a concept. When considered from the perspective of organizations, the need for reconstruction over global dynamics brings about the quest for creating a new order in a chaotic environment. Meanwhile employers continue their efforts to reduce uncertainty, realizing flexibility to expand (consciously or unconsciously) the legitimacy of managerializm under the camouflage of emancipation of labor. Starting from this general perspective, employees' working life, modern, competitive blessed, they were taken by a managerializm understanding has been greatly influenced aesthetic becomes possible to argue. In this study, changes in perceptions about working life is argued and managerialism, which is criticized being subject of the human resources applications is discussed. Methodologically, from the general context, by going to the specific performance appraisal is intended to clarify the issue.
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Employee’s perception of organizational support is related to general beliefs concerning the extend to which organization values their contribution or cares about their well-being. Perceived organizational support is strongly associated with affective commitment which is one of the dimensions of organizational commitment. In particular, the role of job satisfaction of employees in this relationship are found quite a few in the literature. Some researchers thought it would be a mediating role on the relationship between perceived organizational support and affective commitment. Consequently, the mediating role of job satisfaction on the relationship between perceived organizational support and affective commitment were examined in a largescale public institution. The relationships between the variables were measured using structural equation modeling (SEM) with the data which is obtained from 844 employees. According to the findings of SEM, perceived organizational support have a significant and positive impact on employee’s affective commitment and job satisfaction. Job satisfaction have a significant and positive impact on affective commitment. It was also determined that perceived organizational support have impact on affective commitment through the partially mediating role of job satisfaction.
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