@article{MTMT:35180480,
	title = {Effects of green human resource management practices on employee green behavior: the role of employee’s environmental knowledge management and green self-efficacy for greening workplace},
	url = {https://m2.mtmt.hu/api/publication/35180480},
	author = {Masum, Miah and Rahman, S.M. Mahbubur and Biswas, Subarna and Szabó-Szentgróti, Gábor and Walter, Virág},
	doi = {10.1108/IJOA-04-2024-4462},
	journal-iso = {INT J ORGAN ANAL},
	journal = {INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS},
	volume = {34},
	unique-id = {35180480},
	issn = {1934-8835},
	abstract = {PurposeThis study aims to examine the direct effects of Green Human Resource Management (GHRM) practices on employee green behavior (EGB) in the university setting in Bangladesh and to find the indirect effects of how GHRM promotes EGB through sequentially mediating employee environmental knowledge management (EEKM) (environmental knowledge and knowledge sharing) and green self-efficacy (GSE).Design/methodology/approachFor the empirical study, the researcher uses partial least squares structural equation modeling to test the proposed conceptual model built on existing literature for greening workplaces in the university in Bangladesh. The study has collected data from 288 Bangladeshi university employees using convenient sampling.FindingsThe findings that GHRM practices positively and significantly promote EGB, which captures the employee's tendencies to exercise green behavior in daily routine activities such as turning off lights, air conditioning, computers and equipment after working hours, printing on both sides, recycling (reducing, repair, reuse), disseminating good green ideas, concepts, digital skills and knowledge to peers and champion green initiatives at work. Moreover, the findings also revealed the sequential mediation of EEKM (environmental knowledge and knowledge sharing) and GSE of employees between the link GHRM and EGB. At last, the findings suggested that HR managers can implement the GHRM practices to promote green behaviors among the academic and non-academic staff of the university.Originality/valueThis study contributes to the field by extending knowledge of Social Cognition Theory and Social Learning Theory for greening workplaces in Bangladesh, particularly universities. Specifically, this empirical study is unique to the best of our knowledge and highlights the role of EEKM and GSE as mediation between GHRM and EGB association.},
	keywords = {PERFORMANCE; sustainability; DETERMINANTS; leadership; Organizations; campus; ENVIRONMENTAL KNOWLEDGE; mediating role; HRM; Green human resource management; Cognitive theory; green self-efficacy; employee green behavior; Employee environmental knowledge management},
	year = {2026},
	eissn = {1758-8561},
	pages = {1174-1208},
	orcid-numbers = {Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:36858371,
	title = {Effects of green HRM practices on environmental performance: the role of green organisational citizenship behaviour, psychological green climate, and green self-efficacy for greening healthcare organisations},
	url = {https://m2.mtmt.hu/api/publication/36858371},
	author = {Masum, Miah and Jannat, Fatema and Turner, Jason and Walter, Virág and Szabó-Szentgróti, Gábor},
	doi = {10.1108/SRJ-02-2025-0112},
	journal-iso = {SOC RESPONS J},
	journal = {SOCIAL RESPONSIBILITY JOURNAL},
	volume = {12},
	unique-id = {36858371},
	issn = {1747-1117},
	year = {2026},
	eissn = {1758-857X},
	pages = {725-759},
	orcid-numbers = {Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:37087203,
	title = {The Silent Signal: A Mirror Leadership and Intercultural Communication Beyond Strategic Boundaries},
	url = {https://m2.mtmt.hu/api/publication/37087203},
	author = {Bashir, Muhammad Atif and Banihashemi, Saeed and Taimoor, Muhammad and Islam, Mohammad Fakhrul and Szabó, Katalin},
	doi = {10.36923/jicc.v26i1.1328},
	journal-iso = {J INTERCULT COMM},
	journal = {JOURNAL OF INTERCULTURAL COMMUNICATION},
	volume = {26},
	unique-id = {37087203},
	issn = {1404-1634},
	abstract = {The post-pandemic work environment has intensified emotional strain, hybrid-work fatigue, and cognitive disengagement, making it increasingly difficult for leaders to sustain trust and authentic engagement in diverse, digitally disrupted teams. Existing leadership models emphasize cognition and behavior but overlook the real-time emotional, relational, and physiological processes that shape contemporary managerial dynamics. This study introduces Mirror Leadership, a novel theoretical framework grounded in Emotional Appraisal Theory (EAT) and Polyvagal Theory (PVT) to explain how leaders influence team well-being through emotional co-regulation, reflective attunement, and embodied presence. Using a conceptual research design and narrative synthesis across neuroscience, psychology, and leadership studies, the paper advances six propositions that describe how Mirror Leaders cultivate psychological safety, resilience, relational repair, and trust in hybrid and multicultural contexts. The model offers a distinct theoretical contribution by integrating cognitive appraisal mechanisms with neurophysiological processes of safety and connection, thereby reframing leadership as a symbolized, neuro-emotional, and intercultural process rather than a solely cognitive or strategic function. Findings suggest that emotionally attuned and synchronized leaders foster biologically grounded trust, intercultural cohesion, and affective stability during uncertainty. The study further outlines implications for research, including the need for empirical validation using physiological and behavioral measures, and implications for practice, such as enhancing leadership development, cross-cultural training, and emotionally intelligent management in hybrid workplaces. Mirror Leadership thus provides a foundational and globally relevant framework for understanding emotionally intelligent and culturally competent leadership in the new world of work.},
	year = {2026},
	pages = {115-130},
	orcid-numbers = {Bashir, Muhammad Atif/0009-0004-0999-4483; Banihashemi, Saeed/0000-0002-7438-1235; Taimoor, Muhammad/0009-0001-2739-9774}
}

@article{MTMT:37109006,
	title = {Organisational digital capabilities to international performance: knowledge-based view on employee perspective on international network capability},
	url = {https://m2.mtmt.hu/api/publication/37109006},
	author = {Awan, Usama and Albishri, Norah and Carayannis, Elias George and Gupta, Bhumika and Szabó-Szentgróti, Gábor},
	doi = {10.1108/JKM-09-2025-1382},
	journal-iso = {J KNOWL MANAG},
	journal = {JOURNAL OF KNOWLEDGE MANAGEMENT},
	volume = {2026},
	unique-id = {37109006},
	issn = {1367-3270},
	keywords = {KNOWLEDGE MANAGEMENT; international performance; digital capability; Social CRM capabilities; International network capabilities; International market growth},
	year = {2026},
	eissn = {1758-7484},
	orcid-numbers = {Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:37364115,
	title = {Diversity Practices and Engagement in Multicultural Workplaces. The Mediating Role of Organizational Trust Climate – Evidence from Hungary},
	url = {https://m2.mtmt.hu/api/publication/37364115},
	author = {USLU, SENA and Alshaabani, Ayman and Rudnák, Ildikó},
	doi = {10.56617/rbs.7069},
	journal-iso = {REG BUS STUD},
	journal = {REGIONAL AND BUSINESS STUDIES},
	volume = {18},
	unique-id = {37364115},
	issn = {2061-2311},
	abstract = {This study examines the role of diversity management practices (DMP) in employee engagement in Hungary’s service sector. It also studies the mediating role of trust climate in this relationship. Using a self-administered questionnaire completed by 461 foreign employees, the researchers employed structural equation modelling (SEM) to test this model. The results show that trust climate fully mediates the relationship between DMP and employee engagement. Among the studied DMP, diversity training and performance appraisal had the strongest positive impact on trust climate and employee engagement accordingly, while career development had no significant effect. The findings highlight the critical role of trust climate in enhancing the effectiveness of DMP in fostering positive employee outcomes, particularly in multicultural workplaces. This study advances diversity management literature by providing evidence from Hungary, and by emphasizing the strategic importance of trust in enhancing employee engagement through inclusive HRM practices.},
	keywords = {Hungary; service sector; engagement; diversity management; diversity; breed diversity; inclusive workplace; trust climate},
	year = {2026},
	eissn = {2732-2726},
	pages = {121-141},
	orcid-numbers = {USLU, SENA/0009-0004-3673-525X; Rudnák, Ildikó/0000-0003-1352-2126}
}

@article{MTMT:37393265,
	title = {Skill bricolage among millennial entrepreneurs in post-Soviet Eurasia},
	url = {https://m2.mtmt.hu/api/publication/37393265},
	author = {Lichy-Ferreira, Jessica Victoria and Szabó-Szentgróti, Gábor and Doargajudhur, Melina and Vershinina, Natalia},
	doi = {10.1108/IJEBR-11-2025-1701},
	journal-iso = {INT J ENTERPREN BEHAV RES},
	journal = {INTERNATIONAL JOURNAL OF ENTREPRENEURIAL BEHAVIOUR AND RESEARCH},
	volume = {online},
	unique-id = {37393265},
	issn = {1355-2554},
	year = {2026},
	eissn = {1758-6534},
	pages = {1-21},
	orcid-numbers = {Szabó-Szentgróti, Gábor/0000-0003-2129-9067; Doargajudhur, Melina/0000-0002-0287-9691; Vershinina, Natalia/0000-0002-7281-1043}
}

@article{MTMT:34772532,
	title = {Modelling employee retention in small and medium-sized enterprises and large enterprises in a dynamically changing business environment},
	url = {https://m2.mtmt.hu/api/publication/34772532},
	author = {Gelencsér, Martin and Kőműves, Zsolt Sándor and Hollósy-Vadász, Gábor János and Szabó-Szentgróti, Gábor},
	doi = {10.1108/IJOA-09-2023-3961},
	journal-iso = {INT J ORGAN ANAL},
	journal = {INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS},
	volume = {33},
	unique-id = {34772532},
	issn = {1934-8835},
	year = {2025},
	eissn = {1758-8561},
	pages = {1006-1038},
	orcid-numbers = {Hollósy-Vadász, Gábor János/0000-0001-5555-4922; Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:35684765,
	title = {Ethical Leadership and Organizational Resilience: Exploring the Interconnected Dynamics},
	url = {https://m2.mtmt.hu/api/publication/35684765},
	author = {Onsori, Mohammad Reza and Gyurián Nagy, Nikolett and Szabó-Szentgróti, Gábor},
	doi = {10.1108/IJOES-08-2024-0260},
	journal-iso = {INT J ETHICS SYST},
	journal = {INTERNATIONAL JOURNAL OF ETHICS AND SYSTEMS},
	volume = {41},
	unique-id = {35684765},
	issn = {2514-9369},
	year = {2025},
	eissn = {2514-9377},
	orcid-numbers = {Gyurián Nagy, Nikolett/0000-0001-9495-5382; Szabó-Szentgróti, Gábor/0000-0003-2129-9067}
}

@article{MTMT:35688820,
	title = {Elvárt és valós munkavállalói kompetenciák vizsgálata a köz- és versenyszférában},
	url = {https://m2.mtmt.hu/api/publication/35688820},
	author = {Bajkai-Tóth, Katinka and Garamvölgyi, Judit and Rudnák, Ildikó},
	doi = {10.14267/VEZTUD.2025.01.01},
	journal-iso = {VEZETÉSTUDOMÁNY},
	journal = {VEZETÉSTUDOMÁNY},
	volume = {56},
	unique-id = {35688820},
	issn = {0133-0179},
	abstract = {Jelen tanulmány a magyar közszféra és a versenyszféra munkaerőpiaci elvárásait, valamint a munkavállalók belépésekor és később megszerzett kompetenciáit vizsgálja. A szakirodalmi részben a magyar munkaerőpiac két nagy szegmensét – köz- és a versenyszféra – mutatják be a szerzők a munkaerőpiaci kompetenciákkal kapcsolatos kutatások és modellek tükrében. Az empirikus részben a kérdőív (N=617) válaszait elemzik statisztikai módszerekkel. Az eredmények azt mutatják, hogy mindkét ágazatban magasak az elvárások a munkavállalókkal szemben, függetlenül attól, hogy a kezdeti vagy a későbbi foglalkoztatási időszakban vannak. Az önbevallások által nyert munkavállalói kompetenciaértékek elemzése alapján megállapítható, hogy mindkét ágazatra magas és hasonló értékek jellemzők, amelyek közül kiemelkedik a segítőkészség, a problémamegoldás és a precizitás. Az elvárt kompetenciák, amiket a két szegmens munkáltatói jelölnek meg, ugyanazok mindkét szféra esetében: precizitás, problémamegoldás, elhivatottság, munkához való pozitív hozzáállás, valamint a csapatmunka képessége.},
	year = {2025},
	eissn = {3057-9376},
	pages = {2-13},
	orcid-numbers = {Garamvölgyi, Judit/0000-0002-6750-6474; Rudnák, Ildikó/0000-0003-1352-2126}
}

@book{MTMT:35712088,
	title = {Diversity in Business Education},
	url = {https://m2.mtmt.hu/api/publication/35712088},
	isbn = {9789636231095},
	editor = {Farkas, Attila},
	publisher = {Magyar Agrár- és Élettudományi Egyetem},
	unique-id = {35712088},
	year = {2025}
}