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Is the glass ceiling a self-fulfilling prophecy?! – Research of career opportunities among female workers
98-109Views:173„Is the glass ceiling a self-fulfilling prophecy?! – Connection between career opportunities and competencies among female workers” research has focused on the presence of women in the labor market. The objective of the questionnaire research is to assess whether women are stuck at certain career levels due to the lack of competence and motivation. During the research, I was able to gain insight into women’s attitudes towards careers, which showed a positive picture. I assessed that they were motivated, and I also got answer to the main question, that significant percentage of the 161- person sample would like to work as a leader, and they would have the appropriate skills. However, I was also told that they are building their own barriers to the workplace, many of them are happy with their current job, but not wanting more. The presence of a glass ceiling in the workplace is important to get proper attention as women make up a significant part of the labor market.
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Quantitative study of customer and consumer behaviour towards spas and balneo cosmetics, with special regard to the Central Hungarian region
131-148Views:64The starting point for the presentation of the topic indicated in the title of the study is the use of spas in Central Hungary (mainly belonging to Budapest Spas cPlc.), and the purchase and consumption of balneo cosmetics (especially the Budapest Spas product family, which is Budapest Spas cPlc.'s balneo cosmetics family) a description of a research model describing the relationship between factors - based on literature, secondary sources and qualitative research. This last phase of the research concludes with the interpretation of the result of single-phase online quantitative data collection (n = 218) based on the research model concept. The methods used in the study are one-, two- (cross-tabular) and multivariate (principal component analysis and cluster analysis) methods. Univariate methods show the prominent role of each key variable. Bivariate or multivariate methods explore the relationships between the variables examined and the lists of claims in the field of spas and balneo cosmetics. The objectives (and results) related to the data collection were as follows: The advantage of spas in Budapest is that they are relatively close to each other, so their frequency of visits is one or more times a year. The spas of Pest County are the least visited, which may be due to the unknown nature of the spas here. The frequency of visits to the examined Budapest spas can be explained by their awareness, frequency and breadth of services. The most common reason for visiting regional spas is the refreshment, which is behind the variable, the reason why consumers, in their conscious free time, look for the opportunities provided by medicinal waters, by which they can recharge and relax. The need for recreation, on the other hand, does not show a difference between each age group, as all age groups need rest and recharge. Among the spa services, a distinction can be made between basic, extended and extra packages, of which the basic and extended packages are used more by women and the extra packages are mainly used by men. Consumer groups can also be formed based on the reasons for using the spas. There are consumers who are open and there are those who are not open about their attitudes towards spa services. Spas are generally used by consumers for regeneration, disease prevention and recreational reasons. Balneo cosmetics are especially bought by women, both for medical, preventive and recreational purposes, and because they consider these cosmetic products to be anti-allergenic, ie they do not fear the risk of developing allergies. In terms of openness to balneo cosmetics, there is an open and an open group for balneo cosmetics, and an open group that cannot be called open for all factors examined. The practical applicability of the research is to make medicinal waters as widely known as possible in relation to both spas and balneo cosmetics.
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The social media’s influence on hungarian women’s health-consciousness
1-12Views:388Online media marketing is getting greater influence on the daily life, on the consumer and purchasing habits and on our health consciousness. The main goal of the research is to explore what the Hungarian women associate with health-consciousness on different social platforms, how their consumer activity look like and what kind of special groups can be formed. First of all, the posts appearing on the topic of health-consciousness on different platforms were analysed through a netnographic research. Then, with the involvement of 409 women, the influencing factors were measured to the participants on these pages in terms of health consciousness via questionnaire survey. As a result, special consumer groups appearing in the social platform were quantified and recommendations were formulated for companies who base their marketing strategy on online arenas.
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Analysis of Work Attributes According to Kano Modell and Paired Comparison in the Case of Higher Education Students
6-18Views:100The aim of our study is to examine university students' expectations about job attributes, what are their basic expectations and what factors are attractive when choosing a job. We analyzed the answers of 389 students learning at the University of Debrecen and the University of Nyíregyháza. In the study, we combined the Kano model and the pairwise comparison method. The former is related to Noriaki Kano and his colleagues, and categorizes product quality attributes according to their impact on customer satisfaction. The model is primarily used to assess the quality of a product or service, but has recently been used in areas of management like job satisfaction. The other method is the pairwise comparison, when answerers compare the attributes to each other thus setting up an order of importance. The possibility of merging Kano-model and importance is an opportunity to examine job characteristics more accurately and to apply a refined Kano-model that divides the original categories into two subcategories like critical (important must-be), necessary (less important must-be), high value-added (important one-dimensional), low value-added (less important one-dimensional), highly attractive, less attractive, potential (important indifferent) and care-free (less important indifferent) quality characteristics. In our research, we examined the following attributes’ effect on job satisfaction: wage, relationship with employees, long-term employment, the matching of field of education and work, the work environment, the career opportunity, the matching of education level and work, and company size. According to our results, there are job attributes with clear category, such as wage, which high value added attribute and a low salary causes dissatisfaction while high salary causes satisfaction. Long-term employment is a less attractive, modern environment is a highly attractive factor, so the absence of these does not cause dissatisfaction, but the presence increases satisfaction. Finding a matching job is a carefree attribute. This supports the literature that recent graduates take on jobs that require less education than theirs, if the salary and career opportunities compensate for it. At the same time, it is another question to what extent compensation can be realized if the overeducated earn a lower wage than their matched counterparts. It is possible that accepting the initial lower wage is part of the strategy that the employee moving up on his career ladder will be able to earn higher, but it does not work for everyone. Among the characteristics that cannot be clearly categorized, the career option should be highlighted, which was the most mixed category. For some people, it represents a highly value added attribute and its absence causes dissatisfaction (women), for others it is very attractive and its absence is not a problem (men), but in both cases its presence increases satisfaction. However, there is a group for whom this is a critical characteristic, i.e. its existence is natural, its absence increases dissatisfaction, and this is the MSc graduates. In the case of less congruent professions, matching the field of education to the job increases satisfaction more, but its absence does not cause dissatisfaction. The relationship with colleagues has a highly value added for women, i.e. its absence causes dissatisfaction, but it is very attractive for men, in their case its absence is not a problem. Small company size is a reversal (women) or care free characteristic. Employers should therefore pay attention to career opportunities in the case of freshmen’s with higher level of education, to find and integrate an employee who fits into the company’s environment in order to ensure good relationship with colleagues, as well as to the appropriate salary, since the lack of these causes dissatisfaction among significant groups of young applicants.
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Working conditions at the Cannery of Debrecen according to the house organ’s news
125-135Views:73The Cannery of Debrecen started their production in 1969 but the ceremonial handover only took place a year later. One hard argument for the company to be placed in Debrecen was that the city could provide the complete labour force for the completion of the production appropriation of the current plan. This was not always successful, despite the fact that they wanted to solve the employment of women and released agricultural workers with the establishment of the new factory. The management of the factory took different measures to attain and keep the employees, which was not an easy task because fluctuation was high since the working circumstances were unfavourable and the work was seasonal. The increase of domestic demand and export demand for canned products made the management of the company to reach for their “hidden reserves”. One possible form of this was the “socialist brigade movement”, who advertised work competitions. We can also see in the brigade journal entries that the socialist brigades took extra assignments, from these entries we can get an insight into the lives of the employees and what was expected from them.
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Examination of the motivation of generation Z university students in a sample of students from the Faculty of Economics and Business and the Faculty of Informatics at the University of Debrecen
81-91Views:164Nowadays, organizations place increasing emphasis on motivating employees, as the effectiveness of an organization is greatly influenced by the motivation level of the employees, knowing that a motivated employee can perform better and remain loyal to the organization. In order to motivate employees effectively, it is essential that managers are aware of the various incentives available. In this study, I focus primarily on intrinsic motivation, as it is increasingly proven that extrinsic motivation tools alone are not enough to achieve the desired level of motivation for employees. My overall goal is to assess the motivational characteristics of students in my environment, including the relationship between extrinsic and intrinsic motivation. In the first part of the article, I present the literature on intrinsic motivation, which presents the topic in a more and more practical way, adapting to the needs of the present age. In the following, I present my research using a shortened version of the Aspiration Index. A total of 470 people from the Faculty of Economics and Business and the Faculty of Informatics of the University of Debrecen took part in my quantitative research. For the evaluation of the results I used both descriptive and mathematical statistical methods. After analysing the answers, I concluded that intrinsic motivation has a greater impact on students than extrinsic motivation, but money is still an essential motivational tool. I thought there was a difference in the answers of men and women and students of different programs, which led me to the conclusion that the generation should not be treated according to a scheme, it is worth developing the methods and techniques of motivation considering the individual characteristics. In conclusion, I try to formulate suggestions for managers based on the conclusions drawn from the research results. Thereby I hope that the Z generation entering the labour market in the future will be motivated more effectively.
