TY - JOUR AU - Masum, Miah AU - Rahman, S.M. Mahbubur AU - Biswas, Subarna AU - Szabó-Szentgróti, Gábor AU - Walter, Virág TI - 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 JF - INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS J2 - INT J ORGAN ANAL VL - 34 PY - 2026 IS - 4 SP - 1174 EP - 1208 PG - 35 SN - 1934-8835 DO - 10.1108/IJOA-04-2024-4462 UR - https://m2.mtmt.hu/api/publication/35180480 ID - 35180480 N1 - Funding text: Conflicts of interest: The authors declare no conflict of interest. AB - 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. LA - English DB - MTMT ER - TY - JOUR AU - Masum, Miah AU - Jannat, Fatema AU - Turner, Jason AU - Walter, Virág AU - Szabó-Szentgróti, Gábor TI - 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 JF - SOCIAL RESPONSIBILITY JOURNAL J2 - SOC RESPONS J VL - 12 PY - 2026 IS - 4 SP - 725 EP - 759 PG - 35 SN - 1747-1117 DO - 10.1108/SRJ-02-2025-0112 UR - https://m2.mtmt.hu/api/publication/36858371 ID - 36858371 LA - English DB - MTMT ER - TY - JOUR AU - Bashir, Muhammad Atif AU - Banihashemi, Saeed AU - Taimoor, Muhammad AU - Islam, Mohammad Fakhrul AU - Szabó, Katalin TI - The Silent Signal: A Mirror Leadership and Intercultural Communication Beyond Strategic Boundaries JF - JOURNAL OF INTERCULTURAL COMMUNICATION J2 - J INTERCULT COMM VL - 26 PY - 2026 IS - 1 SP - 115 EP - 130 PG - 16 SN - 1404-1634 DO - 10.36923/jicc.v26i1.1328 UR - https://m2.mtmt.hu/api/publication/37087203 ID - 37087203 AB - 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. LA - English DB - MTMT ER - TY - JOUR AU - Awan, Usama AU - Albishri, Norah AU - Carayannis, Elias George AU - Gupta, Bhumika AU - Szabó-Szentgróti, Gábor TI - Organisational digital capabilities to international performance: knowledge-based view on employee perspective on international network capability JF - JOURNAL OF KNOWLEDGE MANAGEMENT J2 - J KNOWL MANAG VL - 2026 PY - 2026 PG - 20 SN - 1367-3270 DO - 10.1108/JKM-09-2025-1382 UR - https://m2.mtmt.hu/api/publication/37109006 ID - 37109006 LA - English DB - MTMT ER - TY - JOUR AU - USLU, SENA AU - Alshaabani, Ayman AU - Rudnák, Ildikó TI - Diversity Practices and Engagement in Multicultural Workplaces. The Mediating Role of Organizational Trust Climate – Evidence from Hungary TS - The Mediating Role of Organizational Trust Climate – Evidence from Hungary JF - REGIONAL AND BUSINESS STUDIES J2 - REG BUS STUD VL - 18 PY - 2026 IS - 1 SP - 121 EP - 141 PG - 21 SN - 2061-2311 DO - 10.56617/rbs.7069 UR - https://m2.mtmt.hu/api/publication/37364115 ID - 37364115 AB - 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. LA - English DB - MTMT ER - TY - JOUR AU - Lichy-Ferreira, Jessica Victoria AU - Szabó-Szentgróti, Gábor AU - Doargajudhur, Melina AU - Vershinina, Natalia TI - Skill bricolage among millennial entrepreneurs in post-Soviet Eurasia JF - INTERNATIONAL JOURNAL OF ENTREPRENEURIAL BEHAVIOUR AND RESEARCH J2 - INT J ENTERPREN BEHAV RES VL - online PY - 2026 IS - online SP - 1 EP - 21 PG - 21 SN - 1355-2554 DO - 10.1108/IJEBR-11-2025-1701 UR - https://m2.mtmt.hu/api/publication/37393265 ID - 37393265 LA - English DB - MTMT ER - TY - JOUR AU - Gelencsér, Martin AU - Kőműves, Zsolt Sándor AU - Hollósy-Vadász, Gábor János AU - Szabó-Szentgróti, Gábor TI - Modelling employee retention in small and medium-sized enterprises and large enterprises in a dynamically changing business environment JF - INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS J2 - INT J ORGAN ANAL VL - 33 PY - 2025 IS - 5 SP - 1006 EP - 1038 PG - 33 SN - 1934-8835 DO - 10.1108/IJOA-09-2023-3961 UR - https://m2.mtmt.hu/api/publication/34772532 ID - 34772532 N1 - Department of Agricultural Management and Leadership Sciences, Hungarian University of Agricultural and Life Sciences, Gödöllő, Hungary Institute of Management, Budapest Metropolitan University, Budapest, Hungary Department of Corporate Leadership and Marketing, Széchenyi István University, Győr, Hungary Export Date: 09 January 2025; Cited By: 5; Correspondence Address: G. Szabó-Szentgróti; Department of Corporate Leadership and Marketing, Széchenyi István University, Győr, Hungary; email: szabo-szentgroti.gabor@sze.hu LA - English DB - MTMT ER - TY - JOUR AU - Onsori, Mohammad Reza AU - Gyurián Nagy, Nikolett AU - Szabó-Szentgróti, Gábor TI - Ethical Leadership and Organizational Resilience: Exploring the Interconnected Dynamics JF - INTERNATIONAL JOURNAL OF ETHICS AND SYSTEMS J2 - INT J ETHICS SYST VL - 41 PY - 2025 IS - 3 SN - 2514-9369 DO - 10.1108/IJOES-08-2024-0260 UR - https://m2.mtmt.hu/api/publication/35684765 ID - 35684765 LA - English DB - MTMT ER - TY - JOUR AU - Bajkai-Tóth, Katinka AU - Garamvölgyi, Judit AU - Rudnák, Ildikó TI - Elvárt és valós munkavállalói kompetenciák vizsgálata a köz- és versenyszférában JF - VEZETÉSTUDOMÁNY J2 - VEZETÉSTUDOMÁNY VL - 56 PY - 2025 IS - 1 SP - 2 EP - 13 PG - 12 SN - 0133-0179 DO - 10.14267/VEZTUD.2025.01.01 UR - https://m2.mtmt.hu/api/publication/35688820 ID - 35688820 AB - 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. LA - Hungarian DB - MTMT ER - TY - BOOK ED - Farkas, Attila TI - Diversity in Business Education PB - Hungarian University of Agriculture and Life Sciences CY - Gödöllő PY - 2025 SP - 134 SN - 9789636231095 UR - https://m2.mtmt.hu/api/publication/35712088 ID - 35712088 LA - English DB - MTMT ER -