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THE EFFECTIVENESS OF ETHICAL LEADERSHIP ON EMPLOYEE PERFORMANCE: SYSTEMATIC LITERATURE REVIEW
101-112Views:201This paper's goal is to develop an appropriate systematic literature review of the research that has investigated how ethical leadership affects employees' performance within an enterprise. The growth of multinational corporations provides a new dimension to the investigation of leadership that takes into account the effect of diverse country cultures. This systematic literature review analyzed publications and articles published within the last decade (2009- 2020). Based on the overall research of the 19 analyzed studies top managers, leaders, and supervisors are supposed to set a good example for their team members and employees by modeling ethical behavior. The effectiveness of top managers and leaders on employees and their performance has been thoroughly investigated in many research. All hypotheses were supported by the data collected from 19 papers, which showed that ethical leadership improves employees' in-role job performance. These findings have important research and practical consequences. Additionally, since ethical leadership is seen to be essential in enhancing the accepted business strategy in the achievement of organizations’ objectives and goals, this research will concentrate on the effects of an ethical leadership style on the performance of employees.
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CONNECTIONS BETWEEN SOCIODEMOGRAPHIC CHARACTERISTICS AND ATTITUDES TOWARDS EMPLOYEES WITH DISABILITIES
7-17Views:1281Since the annexation to the European Union, exceptional attention has been directed to equal opportunities and equal treatment of disadvantaged social groups in Hungary too. The Hungarian state tries to ensure the first and foremost with legal tools. It is, however, not enough to result in lasting changes in the attitude of society. Personal experiences, as well as, positive messages transmitted by others can produce a positive effect on the development of inclusive approaches. With respect to sociodemographic characteristics (e.g. gender, age, school qualification) investigations into this field suggest different research results. The questionnaire data collection took place in three districts of Hungary. The research was aimed at questioning two test groups, on one hand, the employees of social institutions who mainly deal with disadvantaged persons, on the other hand, the residents of the given districts, who have the knowledge and approach of an average citizen. The ingenuity of the research is put down to the fact that in Hungary there had never been researching to explore the attitudes of social employees. A total of 747 persons filled in the questionnaires, out of which 408 employees in social institutions and 339 district residents. This present study discloses the deeper connections of the research results which are observable between the two test groups’ attitudes to persons with disabilities and sociodemographic characteristics. Its significance is crucial in identifying the characteristics of the colleague playing an actual role in the integration who, as a reference person, with his own personal involvement can promote the integration of disabled persons into workplace communities. In the research of attitudes three well-distinguished clusters were outlined, which were named as follows: accepting, uncertain/indifferent, rejecting. The study investigates what kind of sociodemographic characteristics the residents, and social workers who belong to the three clusters have. Do people who belong to the same cluster posses similar attributes in both test samples? What kind of attributes has the residents and social workers got who show a higher level of acceptance? According to the findings of the research, the attitudes of the district residents differ in age, school qualification, and personal experience, whereas in the case of the social workers the difference in attitudes depends on age and school qualification.
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HEALTH AWARENESS IN WORKPLACES OF HAJDÚ-BIHAR COUNTY
7-18Views:180In our research, we examined the importance of maintaining the mental and physical health of employees from an employer perspective. To this end companies in Hajdú-Bihar county who are listed in the TOP 100 based on their net revenue were interviewed. The most represented economic sectors in this relation were processing, services, trade, agriculture, and construction. We examined whether companies provided any benefits to their employees concerning health awareness. Among respondents those who offered various services of medical specialists and/or discounted gym or swim passes in addition to compulsory medical examinations were hard to find, however, more employers organize health and sports days. In conclusion, while workplace health promotion is necessary it requires a change in employers’attitudes.
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Ethical Leadership in Cross-Culture
23-33Views:111The existing ethical leadership literature reflects a Western-based private sector perspective, implying a compliance-oriented view of ethical leadership. Developing a more comprehensive understanding of how ethical leadership is viewed in the Western and Eastern cultural clusters, as well as the private and public sectors, is crucial because today's leaders must lead ethically across cultures and sectors more and more. Addressing this issue, the present study explores how employees from Eastern cultures define ethical leadership and which characteristics they associate with ethical leaders. A qualitative study was conducted through interviews this study conducted 10 confidential individual interviews with leaders and employees in a public organization in Jordan. The findings indicate that while there may be similarities with Western perspectives on ethical leadership such as honesty; respect, fairness, and justice, there are also distinct characteristics and priorities that reflect the unique socio-cultural context of the region like religiosity, accountability, responsibility, and trustworthiness.
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CAREER PLANNING OF YOUNG PEOPLE WITH SPECIAL EDUCATIONAL NEEDS
21-30Views:509The study analyzes the possibilities of career planning of young people with Special Educational Needs in Hungary. This topic seems to be especially relevant, as the process of transforming the vocational education system in Hungary (Vocational Education 4.0, 2020) makes it even clearer that the vocational school appears to be the most achievable secondary educational goal for certain groups of students with Special Educational Needs. Skill workers trained in vocational schools could appear in the labor market as potential employees, however, partly because obstacle-free and automatic employment do not always happen after leaving secondary school. Career planning is a possible solution to the problem outlined. The career planning can be supplemented and intertwisted with the preparation of the Individual Transition Plan for young people with Special Educational Needs. Therefore, the purpose of the present study is to
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RESEARCH OF BURN-OUT WORK SATISFACTION DEPENDING ON ORGANIZATIONAL COMMITMENT AND MOTIVATION AMONG DOCTORS
15-29Views:539The aim of this study is to measure the level of burnout of the doctors asked and to find what connections it has with job satisfaction, the commitment of employees, and motivation. Do we wonder if a doctor who is satisfied with his work, committed to his organization, and has a proper motivation level, is less burnout? What can be the connection among these three factors? Can it be supposed that the doctors with different specializations will have different results? We have conducted research on four special groups: the research of internists, GP (General Practitioners), traumatologists, and psychiatrists. The different types of works and the different number of patients can be good reasons for getting different results. Moreover, we would like to know what influence age, sex, and being on duty have on the development of burnout syndrome.
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EFFECTS OF LABOR MARKET INTEGRATION, IN PARTICULAR CHANGES IN BEHAVIOR AND QUALITY OF LIFE
33-49Views:106The program you want to show is novel because it provides assistance to job seekers who face mental, social, or health problems, it also provides a complex service package that includes labor market, social and health services. The program can respond individually to the existing difficulties, thus improving the quality of life of the participants. The aim of the study is to examine the factors that determine the behavioral changes and the quality of life quality among the job seekers who can't be included in employment for mental, social, or health reasons. Methods: In our study, we monitored changes in general well-being, livelihoods, financial backgrounds, family backgrounds, health problems, work-related problems, social services, and healthcare services during the five months of the program, and analyzed the results obtained by quantitative and qualitative methods. Conclusion: Well-being has a positive effect on both the subjective emotional experiences of employees, their work performance, and their workplace behavior. We think that society should pay attention to sensitizing employers, develop insurance programs for complex packages of support, to ensure workplace factors influencing the improvement of the quality of life for workers' attention. The quality of life of our study confirmed that adequate support (mentoring, counseling, through programs supporting), to increase job satisfaction, workplace, which has many advantages in terms of not only the individual, but employers and society: improving the quality of work, the Workplace behavior and morale, less absenteeism, lower sickness, and fluctuation rates, and employment rate increases.
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HR TOOLS SUPPORTING EQUAL EMPLOYMENT OPPORTUNITY
7-17Views:188Hungarian statistical surveys, as well as previous research, point out the disadvantages experienced by persons with disability and a reduced work capacity on the labour market, due to which their employment falls behind the employment of the average population. In the background of these drawbacks, there are partially negative attitudes in the society and among employers which are based on prejudices. On the other hand, in the course of the integration and permanent employment of persons with disability and a reduced work capacity not only the accepting attitude of employers but also that of employees is essential. Employment policy instruments may facilitate the economic activity of the disadvantaged labour market groups but they may need their employers to help them further with employment, integration and work. The expected or received help of the open labour market or its degree do not always meet. No empirical research has been done into this topic yet. The aim of my research is to explore the attitude, approach, and knowledge of workers in social institutions in three districts of Hajdú-Bihar county and of the inhabitants in these districts regarding persons with disability and reduced work capacity. Questionnaire research was conducted, and altogether 747 persons (408 workers at social institutes and 339 citizens) were interviewed. The present study focuses on the exploratory-like results of the research which reveal the test groups’ familiarity with and knowledge of the application of those HR management tools that can further the employment of persons with reduced work capacity. The study assesses the results based on the following variables: sex, school qualification, position, previously gained knowledge about the reduced work capacity and work experience with persons with reduced work capacity. The results of the research suggest that for persons with a reduced work capacity the organisations mainly ensure the personalised field of work, preferential working hours, and accessible work environment, but it is not certain to be enough for the permanent employment of the target group as due to their mobility difficulties they would really need support to get to their work as well.