Suchergebnisse

International migration is one the greatest challenges in the era of globalization and has become a focus of political debate in recent years. Although the economic effects of migration increase the efficiency of labour markets, some governments have rigorously rejected solutions proposed for the current refugee crisis. Meanwhile, immigration policies have recently become stricter in several OECD countries. Based on this conceptual framework, several labour market institutions, such as a minimum wage, unemployment benefits, union density, and active labour market policies etc., are analysed in the context of enhancing the employment of immigrants. In order to support the findings of literature this paper concentrates on the determinants of immigration tendencies and dynamic regression models analysed to clarify how these institutions can affect native- and foreign-born migrants. Hence, our results also highlight that various reforms need to enhance the efficiency of labour market migration policies.

Magyarországon a felsőoktatási hallgatóságot, mint célközösséget megcélzó nyári, nagy tömegeket megmozgató, zenei fesztiválok között található a Debrecenben évente megrendezésre kerülő Campus Fesztivál. A Campus Fesztivál szervezői kiemelt nagy hangsúlyt fektetnek a zenei események mellett a látogatóközönség sportéletnek fellendítésére is, minden alkalommal megrendezésre kerül a Campus Sportfesztivál, melynek célja a sport és a sportolás népszerűsítése, olyan közösségi esemény megteremtése, ahol a magyarországi, és határon (romániai, szlovákiai és ukrajnai) túli felsőoktatási intézmények hallgatói, szurkolói és versenyzői kapcsolatot tudnak egymással építeni. 2017-ben megvalósított kérdőíves felmérés kiértékelésével a felsőoktatási hallgatók sportolási szokásait, sporttal és a sportfesztivállal kapcsolatos motivációit mutatja be a tanulmány, az egyes országokból érkező hallgatók véleménye közötti különbsége illetve egyezőségre helyezzük a hangsúlyt. Az elemzést SPSS programcsomag segítségével végeztük el, az országok közötti eltéréseket Pearson-féle Chi-négyzet próba, a Kruskal-Wallis test és Cathegorical Principal Component Analysis segítségével vizsgáltuk a sportmotivációs tényezőket.

As it has been already said in the 70's, the Hungarian football is ill, because it's players still lag behind their foreign counterparts. The sport professional and economical disadvantages of the Hungarian football against Western-European countries are still being felt today which have raised the need for comprehensive analysis of the Hungarian players market. The base of our research was the comparison to the neighbouring Croatian and Serbian championships by the following four aspects; the average age of the playerpool, the ratio of foreign players, the player's average market value and the transfer balance of the championships. We have determined that the Hungarian championship possess the worst conditions on every scale (oldest players, biggest foreign players ratio, lowest average market value, lowest transfer balance). Based on our research we have concluded, that the Hungarian players market falls under the category of "transferers", although the volume of the transfer should still be considered low. This can be explained by the fact, that the Hungarian players are not interested in signing abroad, because the players' salaries reach those of the smaller championships' ; Már a 70-es években elhangzott, hogy beteg a magyar labdarúgás, mert a magyar játékosok elmaradnak a külföldi társaiktól. Napjainkban továbbra is érzékeljük a magyar futball sportszakmai és gazdasági hátrányát a nyugat-európai országokétól, ezért merült fel a magyar játékospiac vizsgálatának szükségessége. A vizsgálatot a szomszédos horvát és szerb bajnokságok összehasonlításával végeztük el, négy szempont a játékoskeretek átlagéletkora, az idegenlégiósok aránya, a játékosok átlagos piaci értéke, illetve a bajnokságok transzferegyenlege alapján.Megállapítottuk, hogy minden viszonylatban a legrosszabb (legidősebb játékosok, legnagyobb idegenlégiós arány, legalacsonyabb átlagos piaci érték, legkisebb transzferegyenleg) kondíciókkal a magyar bajnokság rendelkezik. Kutatásunk alapján beazonosítottuk, hogy a magyar játékospiac a "szállítók" csoportjába tartozik, bár a szállítás volumene még alacsonynak tekinthető. Ezt többek között magyarázza az is, hogy a magyar játékosok nem érdekeltek a külföldre történő szerződésben, hiszen a játékosok fizetése eléri a kisebb bajnokságokban megszerezhető fizetések mértékét.

This research aims to examine the intention of talented employees to leave an organization and discover how talent management practices could affect employee intention to leave an organization. This paper`s framework intends to outline the relationship between variables to present the idea of talent management practices and employee retention. The hypothesis was tested using a survey data set of 210 questionnaires collected from employees working in 82 ICT companies in Jordan to attain the research objectives. The collected data were analyzed using the SPSS program, and EMOS program, and basic and initial statistical techniques were applied. The results show that talent management practices significantly affect employee intention to leave an organization. Accordingly, whenever firms applied talent management practices, employee intention to leave decreases. The results demonstrated that attracting talented employees has emerged to have the strongest effect on decreasing employee intention to leave; however, developing and rewarding talented employees was revealed to have the lowest effect. Thus, the ICT firms' managers have to generate specific training programs to reward and develop talented employees.
AcknowledgmentThe publication is supported by the EU-funded Hungarian grant EFOP-3.6.3.-VEKOP-16-2017-00007 for the project entitled "From Talent to Young Researchers" – Supporting the Career-developing Activities of Researchers in Higher Education".

The Covid-19 pandemic has caused changes in the social and economic environments for healthcare. Particularly, to avoid spreading the Coronavirus pandemic, release the stress among healthcare workers, and make them work effectively during the epidemic, high-reliability healthcare organizations give great importance to the improvement of their functions. This study aims to show the importance of high-reliability healthcare organizations comparing their effectiveness during a pandemic by applied qualitative research method with many statistical analyses. In order to achieve the aim of the study, a Likert scale survey technique is used to collect the data by using an online survey. 280 healthcare workers filled the survey from January 17, 2021, to February 22, 2021. Based on the outcomes of the analyses, it has been found that such functions as shared knowledge pattern, provision of self-care, awareness of the coronavirus consequences at the workplace of high-reliability healthcare organizations have a positive and significant relationship at p < 0.01 level with taken appropriate measures against coronavirus variable. Self-awareness of organizational role, organizational resources to provide safety, flexibility of work, environmental safety, and collective mindfulness do not have any relationship with the appropriate measures against Covid-19 variable. This outcome indicates that shared knowledge pattern, provision of self-care, and awareness of the coronavirus consequences at the workplace have a more important role in combating Covid-19 in high-reliability healthcare organizations.
AcknowledgmentsWe would like to thank all the healthcare workers, who filled the survey of the study. This paper is supported by EFOP-3.6.3-VEKOP-16-2017-00007—"Young researchers for talent"— supporting careers in research activities in higher education program.

The role of the effective human resource management became more important in the last decades. The globalisation trends, the effects of the micro- and macro environment including the labour market situation, the changes of acts, laws and regulations require the employment of well-trained HR specialists and the adaptation of skills and best practices regardless to the size of the organisation. Based on surveys nowadays the labour-hoarding, building commitment, and increasing loyalty became the most important activities of the human resource management. These topics are all strongly related to the workplace wellbeing. One of the special characteristics of the human resource management is the integrated approach means all the fields of human resource management belongs to each other and they all have effects on each other. Because of these changes new functions of the human resource management formed, including retaining, diversity management, generation management, talent management, work-experience management and HR branding. Recently, more attention is paid to those HR solutions which are combined with digitalisation and gamification. The attitudes regarding the traditional areas of human resource management also changed. The role of health preservation in the organisation in connection with labour safety activities also became important. The health preservation also has impacts on the workplace well-being. The aim of the study is to clarify the most important notions, concepts and approaches of the workplace well-being, their connections to other HR activities with special regard to the role of the health preservation based on domestic and international literature. We also expound the factors affecting the workplace well-being connected with the health preservation like commitment, stress, satisfaction, work-life balance, and health development.

On a global level, a healthy lifestyle is experienced more where sport and physical activityas a way of life has gained more importance. European Union documents (such as the White Paperon Sport—2007) further stressed the important role of physical activity, and member states havedeclared the same opinion. Almost all scientific research approaches the topic by measuring thesport-related activity rate and incidence. The findings of Eurobarometer (2014) revealed that 41%of responding European citizens pursue some kinds of sport or do some form of body movementonce a week, while 59% rarely or never do. In Hungary, compared to the findings of 2009, activityimproved. Still, 44% of Hungarian citizens never undertake any sports activity. Pursuing sport andshowing interests in a more active lifestyle are indicators that may truly reflect the social connectionbetween sport and the society itself, and we may apply both terms in the framework of engagement.These terms lead us to the topic of sport related involvement, including social, psychological, andeconomic dimensions. In a large sample representative survey, carried out among Hungarian peoplein the North Great plain region, we aimed to reveal the specifications of sport engagement and ourempirical findings have proved a very strong connection between sport and the population itself.

Considering the Hungarian civic sphere, its situation and characteristics are far from clear and unambiguous equally for nonprofessional and experts, despite the legal regulation. Nonprofit reports of The Hungarian Statistical Office provide data of the sector since 1993. The judicial online browser also runs a database to identify and acquire most important features of organizations of the civic sector. Still, there are only few results of secondary analysis or primary research, dependently or independently from them. The analysis of the reporting requirements seems to be novel field of the civic related researches, the main reason for the examinations are the latest media reports, where those organizations are highlighted, who cannot meet the subsidy related reporting requirement, who do not reveal their financial reports or simply there is some kind of an anomaly of the 1% personal income tax offering. Since 2011, civic organizations' reports are (or should be) available in the judicial browser, the objective of the examination is – in relationship with it – to understand how the way of reporting has changed and in what detail organizations are willing to report on their activities. Our results show that a not demanding reporting expectation of the court meets the reporting laziness of some of the civic organizations. ; Amennyiben ma Magyarországon a civil szféráról beszélünk, a törvényi szabályozás ellenére sem messze egyértelmű kép tárul a laikus vagy épp a szakember számára. A KSH nonprofit tájékoztatóiban 1993 óta állnak rendelkezésre adatok, a bírósági online kereső civil szervezetek azonosítására, főbb adatainak megismerésére működtet adatbázist, mindemellett, ezektől függetlenül vagy épp ezekre alapozva kevés a további másodelemzés, vagy épp empirikus jellegű kutatás. A civil szervezetek beszámolási kötelezettségeivel kapcsolatos vizsgálódás újszerű területe a civilek kutatásának, apropóját pedig épp a sajtóban egyre több alkalommal megjelenő cikkek adják: civilek, akik nem tudnak támogatásokkal elszámolni, akik nem teszik közé beszámolóikat vagy épp az SZJA 1% kapcsán vélelmezhető valamiféle anomália. 2011 óta a civilek beszámolói is hozzáférhetőek (vagy annak kellene lenniük) a bírósági online keresőben, és a kutatások célja ezzel összefüggésben pedig éppen az, hogy miként és hogyan változott a beszámolási kötelezettség, megfelelően kitöltötteke a beszámolók, és mennyire hajlandóak részleteiben is beszámolni a szervezetek működésükről. Az eredmények szerint úgy tűnik, hogy a kevésbé kiélezett elvárásnak a beszámolási hajlandóság lazasága is velejárója.

Workforce diversity is an international phenomenon in developed and developing countries. Diversity is an issue that has gotten a lot of attention in many fields; diversity and inclusion have become accepted as a global business topic. Workplace diversity (WPD) is a holistic concept that refers to company employees' disparities. It refers to the complex physical, sociological, and psychological characteristics characterising an individual or group, such as gender, race, sexual orientation, and religious or political beliefs. Academics and practitioners alike are paying increased attention to workforce diversity. This research aims to investigate and provide a conceptual understanding and significance of diversity, especially workplace diversity in different countries; the literature also examines their methodology to investigate workforce diversity. Also, this paper explores literature about the increasing global influence of workforce diversity and its effect on the workplace drawing on previous studies. In addition, because of the benefits to the organisation and the people who work there, diversity in the workplace has become a meaningful and significant topic. The research took a qualitative approach through a comprehensive review of previous literature. The primary purpose of this article is to review the literature on workforce diversity on a global basis.