@article{MTMT:34780155,
	title = {Psychological harassment at work in Hungary and Slovakia},
	url = {https://m2.mtmt.hu/api/publication/34780155},
	author = {Bencsik, Andrea and Poór, József and Juhász, Tímea},
	doi = {10.2478/mmcks-2024-0004},
	journal-iso = {MANAG MARK},
	journal = {MANAGEMENT AND MARKETING},
	volume = {19},
	unique-id = {34780155},
	issn = {1842-0206},
	abstract = {Bullying, harassment, and sexual harassment in the workplace are not new issues; they have always existed in various forms. Recent studies have highlighted their impacts on workers and their well-being at work. However, the perception of these problems differ across the United States, Europe, and Asia. These differences are reflected not only in terms of sensitivities, workplace policies, and relevant laws, but also in the language/vocabulary used to designate the same. Psychological harassment is a bitter issue for many who are affected by it. Unfortunately, it remains a less popular topic in academic research. This may be due to the sensitivity associated with the topic, the possible shame and value judgements of those involved, and the myriad cultural differences that complicate its perceptions. This study deals with the characteristics of psychological harassment in workplaces across Hungary and Slovakia. It addresses the following questions: How are the sources of psychological bullying perceived in the two countries, how do victims tolerate the abuse they are subjected to, and what factors influence the same. The study also examines whether the company’s tools for combating psychological bullying in the workplace have an impact on an employee’s decision to leave the organization as a result of mobbing. It conducted quantitative surveys involving 500 Hungarian and 108 Slovakian employees. The results were analyzed by the authors using SPSS version 28 with univariate and multivariate statistical methods. Frequency analysis, ANOVA, T- test and factor analysis, among others, were performed. The results show that the perception of the sources of psychological bullying and the tolerance of the related phenomena depend on a number of personal factors. However, the tools that firms use to deal with mobbing do not necessarily play a determining role in an employee’s decision to leave their workplace following psychological harassment.},
	year = {2024},
	eissn = {2069-8887},
	pages = {51-72},
	orcid-numbers = {Bencsik, Andrea/0000-0001-8204-3706; Poór, József/0000-0002-6873-0646}
}

@techreport{MTMT:34764756,
	title = {A VÁLLALATI-SZERVEZETI STABILITÁST VESZÉLYEZTETŐ TÉNYEZŐK – AVAGY GAZDÁLKODÁS, MENEDZSMENT ÉS HR A HÁBORÚ ÁRNYÉKÁBAN (IPAR-MEZŐGAZDASÁG-SZOLGÁLTATÁSOK-EGYÉB TERÜLETEK): CSEHORSZÁG–MAGYARORSZÁG–SZLOVÁKIA ÖSSZEHASONLÍTÓ ELEMZÉSE},
	url = {https://m2.mtmt.hu/api/publication/34764756},
	isbn = {9786150203393},
	author = {Balázs, Klaudia and Barna, Zsolt and Boros, József and Zdeněk, Caha and Dajnoki, Krisztina and Kálmán, Botond Géza and Kovács, Ildikó Éva and Kőműves, Zsolt Sándor and Láncz, Gábor and Molnár, Sylvia and Pató Gáborné Szűcs, Beáta and Poór, József and Seres, Huszárik Erika and Szabó, Szilvia and Szabó, Szentgróti Tibor and Szeles, Bence and Tóbiás Kosár, Silvia and Tóth, Arnold and Zsigmond, Tibor},
	unique-id = {34764756},
	year = {2024},
	orcid-numbers = {Barna, Zsolt/0000-0002-8844-0363; Kálmán, Botond Géza/0000-0001-8031-8016; Pató Gáborné Szűcs, Beáta/0000-0002-3009-3012; Poór, József/0000-0002-6873-0646; Tóth, Arnold/0000-0003-0860-6405}
}

@article{MTMT:34738193,
	title = {A COVID-19 és az orosz-ukrán konfliktus hatása a vizsgált szervezetekre // The Impact of COVID-19 and the Russian-Ukrainian Conflict on the Examined Organisations},
	url = {https://m2.mtmt.hu/api/publication/34738193},
	author = {Kőműves, Zsolt Sándor and Walter, Virág and Szabó-Szentgróti, Gábor and Dajnoki, Krisztina and Kálmán, Botond Géza and Tóth, Arnold and Módosné Szalai, Szilvia and Poór, József and Pató Gáborné Szűcs, Beáta},
	doi = {10.14267/VEZTUD.2024.03.02},
	journal-iso = {VEZETÉSTUDOMÁNY},
	journal = {VEZETÉSTUDOMÁNY},
	volume = {55},
	unique-id = {34738193},
	issn = {0133-0179},
	abstract = {Az elmúlt három évben a világ működése annyit változott, mint a megelőző évtizedekben összesen. A piaci folyamatok, rendszerek megváltozását egyértelműen két meghatározó jelenség irányította: a COVID-19 okozta pandémiás válság és az orosz-ukrán konfliktus. E két világesemény alapvető normákat változtatott meg, amelyek hatására a szervezeteknek stratégiát kellett váltaniuk. Jogosan vetődik fel tehát a kérdés: mit terveznek valójában a vizsgált szervezetek? Hogyan látják a válságot? Mi befolyásolja a reakciókat? A tanulmány célja annak bemutatása, hogy a két válság kezdeti szakaszában, miként gondolkodtak a szervezetek, képesek voltak-e felmérni a várható hatásokat, megtudták-e tervezni a megfelelő intézkedéseket? A szerzők empirikus kutatásának eredményei alapján a mikrovállalkozások pesszimizmusukat hajlamosak az egész gazdaságra kivetíteni. Megállapították, hogy szolgáltatásaik kevésbé függenek az ellátási láncok sérülésmentességétől. Továbbá a háború által kiváltott különböző intézkedéseik összefüggésben voltak a korábbi külkapcsolataikkal.},
	year = {2024},
	pages = {14-28},
	orcid-numbers = {Szabó-Szentgróti, Gábor/0000-0003-2129-9067; Kálmán, Botond Géza/0000-0001-8031-8016; Tóth, Arnold/0000-0003-0860-6405; Poór, József/0000-0002-6873-0646; Pató Gáborné Szűcs, Beáta/0000-0002-3009-3012}
}

@article{MTMT:34732581,
	title = {Effects of Institutional and Organizational Factors on the Changing Contours of Industrial Relations in Central and Eastern Europe},
	url = {https://m2.mtmt.hu/api/publication/34732581},
	author = {Berber, Nemanja and Morley, Michael J. and Poór, József and Slavić, Agneš and Gašić, Dimitrije},
	doi = {10.5771/0949-6181-2024-1-71},
	journal-iso = {J EAST EUR MANAG STUD},
	journal = {JOURNAL OF EAST EUROPEAN MANAGEMENT STUDIES},
	volume = {29},
	unique-id = {34732581},
	issn = {0949-6181},
	abstract = {Since the early 1990s, the industrial relations systems in the transition economies of Central and Eastern Europe have been undergoing complex transformation processes. As the business environment has radically altered from a centrally planned system to an open competitive one, trade unions in the region have struggled to carve out a role in the new order. We draw upon organizational survey level evidence gathered from 1604 HR managers to examine trade union recognition, trade union coverage, as well as the perceived ongoing influence of the trade union movement in Croatia, Estonia, Hungary, Latvia, Lithuania, Romania, Serbia, Slovakia, and Slovenia. Our analysis points to the legitimacy challenges faced by the labour union movement in the dramatically altered political and economic situation that emerged in the region as a result of the attenuation of socialism and the advent of a new market order. It also lends further support to the growing body of evidence on the lack of preparedness of the union movement for the new dispensation that emerged following the collapse of communism in the region.},
	year = {2024},
	eissn = {1862-0019},
	pages = {71-101},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}

@article{MTMT:34563801,
	title = {Egy HR-es átlagosan nem 100, hanem "csak" 50 embert szolgál ki},
	url = {https://m2.mtmt.hu/api/publication/34563801},
	author = {Poór, József and Jarjabka, Ákos and Balogh, Gábor and Szabó, Katalin and Kőműves, Zsolt Sándor and Szabó-Szentgróti, Gábor and Galambosné, Tiszberger Mónika and Karoliny, Mártonné},
	journal-iso = {HR PORTAL.HU},
	journal = {HR PORTAL.HU},
	volume = {2024},
	unique-id = {34563801},
	year = {2024},
	orcid-numbers = {Poór, József/0000-0002-6873-0646; Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:34510039,
	title = {A Practical Paradigm Shift in Human Resource Management},
	url = {https://m2.mtmt.hu/api/publication/34510039},
	author = {Poór, József and Tóth, Arnold and Kálmán, Botond Géza},
	doi = {10.15678/KREM.2024.1003.0101},
	journal-iso = {CRACOW REV ECON MANAG},
	journal = {CRACOW REVIEW OF ECONOMICS AND MANAGEMENT / ZESZYTY NAUKOWE UNIWERSYTETU EKONOMICZNEGO W KRAKOWIE},
	volume = {2024},
	unique-id = {34510039},
	issn = {1898-6447},
	abstract = {ABSTRACT
		Objective: The paradigm shift still taking place in the science of human resource management has resulted in numerous theoretical changes. This process was significantly accelerated by the COVID-19 pandemic. This study shows how new knowledge appears in everyday practice in the countries of Central and Eastern Europe (Austria, Bulgaria, Bosnia-Herzegovina, Czech Republic, Hungary, Romania and Slovakia) 
		Research Design & Methods: Based on the statistical processing of the data of a questionnaire survey, it shows how conservative crisis management is complemented by measures based on the new approach in the surveyed organizations. In addition to the comparison between individual countries, it also focuses on the size of the company as a factor determining crisis management decisions. Within the modern people-centric principles, it also examines the validity of general principles such as equal opportunities or difference management.
		Findings: The results of the survey show that the companies already have the necessary modern theoretical knowledge. Despite this, among the practical measures, conservative responses such as layoffs or wage freezes are still used in a significant proportion. The study draws attention to this time inequality and the need to speed up practical changes.
		Implications/Recommendations: If we summarize what is described in our article. It must be stated that the modern understanding and interpretation of HR is not alien or remote from the responding organizations. However, we have also shown in our investigations that the implementation of modern HR concepts is relatively slow.
		Contribution: In our study, we examined the question to what extent the theoretical paradigm shift in human resource management, which has been in place for more than a decade, is being realized in practice. We extended our research to seven countries in the Central and Eastern European region. Our goal was to create an international database that can serve as a basis for future research. among our results, we highlight the fact that we managed to prove that the effect of the HR paradigm shift can already be demonstrated in practice. Although the attachment to the past is strong, forward-looking crisis management measures that replace previous restrictive solutions are becoming more and more widespread.
		
		Article type: original article
		Keywords: human resource management, paradigm shift, crisis management, people-centeredness, COVID-19, Central and Eastern Europe
		JEL Classification: J10, J24, J50},
	year = {2024},
	orcid-numbers = {Poór, József/0000-0002-6873-0646; Tóth, Arnold/0000-0003-0860-6405; Kálmán, Botond Géza/0000-0001-8031-8016}
}

@techreport{MTMT:34762826,
	title = {Research and Analysis of the Employment Strategy of the V4 Countries in the Light of Individual Responses},
	url = {https://m2.mtmt.hu/api/publication/34762826},
	isbn = {9788081224911},
	author = {Antalík, Imrich and Balázs, Klaudia and Balogh, Kata and Zdeněk, Caha and Dajnoki, Krisztina and Gulyás, Szabina and Gyurián, Norbert and Hebeny, Fuchs Orsolya and Hollósy-Vadász, Gábor János and Lukasz, Háromszéki and Jenei, Szonja and Kálmán, Botond Géza and Módosné Szalai, Szilvia and Molnár, Sylvia and Pató, Gáborné Szűcs Beáta and Pálmai, László and Poór, József and Stor, Marzena and Szeiner, Zsuzsanna and Szabó, Dávid and Szabó, Szilvia and Szécsi, Gabriella and Tóbiás, Kosár Silvia and Tóth, Arnold and Varga, Erika},
	unique-id = {34762826},
	year = {2023},
	pages = {14-37},
	orcid-numbers = {Hollósy-Vadász, Gábor János/0000-0001-5555-4922; Kálmán, Botond Géza/0000-0001-8031-8016; Poór, József/0000-0002-6873-0646; Tóth, Arnold/0000-0003-0860-6405}
}

@article{MTMT:34755591,
	title = {Attitudes to migration and mobility issues at universities in Hungary and Slovakia},
	url = {https://m2.mtmt.hu/api/publication/34755591},
	author = {Poór, József and Ineta, Žičkutė and Suhajda, Csilla Judit and Veresné Valentinyi, Klára and Kristóf, Csizmadia and Visztenvelt, Andrea},
	journal = {Politische Psychologe, Journal of Political Psychology},
	volume = {2023},
	unique-id = {34755591},
	issn = {2193-3243},
	year = {2023},
	pages = {56-69},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}

@inproceedings{MTMT:34516591,
	title = {New ways of managing international human resources in times of multiple global crises and deglobalizatin},
	url = {https://m2.mtmt.hu/api/publication/34516591},
	author = {Szeiner, Zs. and Kovács, É. I. and Poór, József},
	booktitle = {Proceedings of the 28th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management},
	doi = {10.46541/978-86-7233-416-6_3},
	unique-id = {34516591},
	year = {2023},
	pages = {17-24},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}

@inproceedings{MTMT:34510334,
	title = {THE IMPACT OF ECONOMIC UNCERTAINTY ON CORPORATE MANAGEMENT AND HR: IN LIGHT OF THE IMPACT OF COVID-19, PANDEMIC RECOVERY, AND THE WAR},
	url = {https://m2.mtmt.hu/api/publication/34510334},
	author = {Poór, József and Endre, Hevesi and Zsuzsanna, Szeiner},
	booktitle = {12th International Conference on Management - "Sustainability-Security-Quality"},
	unique-id = {34510334},
	year = {2023},
	pages = {202-206},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}