Tourism and Hotel Management

Civil servants' performance is crucial to the success of the implementation of the Sustainable Development Goals (SDGs). The New Public Passion seeks to nurture high job satisfaction by ensuring that all civil servants feel directly engaged in improving the lives of their fellow citizens. Therefore, the motivation of public servants has become crucial in the shaping of ways and methods of the public sector reform. The goal of this study is to test a novel PSM (Public Service Motivation) model of the Hungarian public sector by adapting the New Public Passion research framework. The novel model tests the predictive relationship between PSM and Calling. By using an archive database of the ISSP 2015, four hypotheses were tested, and verified one of them. Results demonstrate that a PSM model could in fact be adapted to the Hungarian public sector. Comparing the public sector and private sector employees, significant difference was found between the effect of organizational commitment on work satisfaction. In the public sector employee model, calling had direct and indirect effects on work satisfaction.

The Public Service Motivation Theory (PSM) turned up in the USA in the 90's, the European civil services applied the PSM concept later. Very few studies addressed the PSM in Hungarian context. One of those prepared a PSM model adapted to Hungarian public service. In this study, we develop and complete this model with job security as new variable. We use the PLS-SEM method to analyze the representative database of ISSP. According to our result, the job security can be adapted to the previous PSM model. We also identify the direct and indirect effects of job security on the other variables of the model. The results of this study can be adapted in human resource management of the Hungarian public administration. Therefore, we suggest the public policy makers to confirm the motivation and job security among the public sector employees.

The motivation of public servants has become crucial in the shaping of ways and methods of the public sector reform. The goal of this study is to test a novel PSM (Public Service Motivation) model of the Hungarian public sector by adapting the New Public Passion research framework. The novel model tests the predictive relationship between PSM and Calling. By using an archive database of the ISSP 2015, four hypotheses were tested, and verified one of them. Results demonstrate that a PSM model could in fact be adapted to the Hungarian public sector. Comparing the public sector and private sector employees, significant difference was found between the effect of organizational commitment on work satisfaction. In the public sector employee model, Calling had direct and indirect effects on work satisfaction.

Workforce diversity management is fast becoming a significant component of in Multinational Corporations because it has outstanding benefits on inclusive workplace climate leading to improved work outcomes. The paper provides a conceptual background of the significance and implications of diversity management and inclusion, followed by a proposed insider research design. An employee perception focused approach is discussed that is believed to best capture the efficiency of diversity management and inclusion. Recommendations complement the conceptual framework and critical analyses.

The changes in technology and the advancements of the World Wide Web have resulted in a different way in which people interact, and locate, and share information. Virtual communities connect people from different geographic regions and allow for the exchange of ideas among a broader range of professional. Communities of Practice, despite their recent conception, have gained tremendous importance in educational settings. This paper will present the types of COPs (virtual and face-to-face), pointing out the characteristics of both. It will discuss the advantages and disadvantages and propose a merged model drawing on the advantages of both. Special attention will be laid on the issue of ‘trust’, as a building block of the successful cooperation between the members of the COPs.

The purpose of the chapter below is not to provide an additional interpretation of Durkheim’s concept of anomie or to represent the concept in terms of quantitative measures. As Merton said a few decades before us: “Like many of us who have tried to follow in his large footsteps and consequently wobble a bit in these excessively spacious areas, Durkheim did not afford explicit and methodical guidance to the various signs of anomie, to the observables of normlessness and deteriorated social relationships. Yet it is plain that indicators must be developed if the concept of anomie is to be utilized in empirical research.” (Merton 1968, 219) Rather, the authors’ attempt has been to design a complex measure, an experimental index to describe the symptoms of acute anomie in territorial units of various sizes.

1. Creative industries Creative industries’ expansion and growing importance relies on the increasing need of consumers, traditionally ’alienated’ from the means and processes of production, to be actively involved in the creative process. Firms are bound to incorporate new co-creation techniques in their product or services innovations. As consumers claim more active role, their eagerness to participate can be harnessed by firms and thus collective production or creation is a mechanism that cannot be disregarded today.

In light of the research gap in the entrepreneurship literature on the contextual variables and values impacting the entrepreneurial career decision-making, this thesis had been designed to combine - by means of rapprochement – threads of thought from three seemingly distinct disciplines: career development, entrepreneurial psychology and active citizenship. In order to resolve the gap, the research presented 'borrows' from vocational psychology into the entrepreneurship enquiry in order to understand more about: 1) how entrepreneurship may help express different career orientations and personal goals and 2) the consequences of these orientations and goals for business behaviours and success. It also addresses the research into the contextual variables and values by introducing two concepts which are new to the domain: calling and active citizenship behaviour. Active citizenship can be regarded as a distal personal variable in the Social Cognitive Career Theory model and is ...