Positive psychological capital (PsyCap) is a key measure of workplace positivity, yet its organizational impact may be somewhat limited by current measurement practices. Given its state-like and malleable nature, organizations need accurate yet brief measures to allow for repeated measurement of PsyCap. A very short PsyCap instrument could be used in various ways by organizations to measure and track employee positivity, thus enabling management to make decisions with more insight. Similarly, for researchers, a much shorter scale could dramatically improve research efficiency and response rate, opening up new perspectives in PsyCap research. In this paper, initial evidence is provided for the validity of a short PsyCap measure across multiple samples of working adult populations (N = 1331 in total) from four different countries (United States, China, Germany, and Hungary). Consistent with prior research, we propose a five-item PsyCap measure, the PCQ-5, consisting of one item from the dimensions of self-efficacy, resilience, and optimism and one item for each facet of the hope dimension (agency and pathways). The proposed PCQ-5 shows internal consistency reliability and good fit for a single factor global PsyCap model across all samples. Moreover, like the PCQ-24, the PCQ-5 is associated with meaningful workplace outcomes such as job performance, job satisfaction, OCBs, voice, and helping behaviors, and it is negatively related to deviant behaviors like CWBs.

Scientific research focusing on ice hockey is growing, although a complex model describing team performance is yet to be added to the knowledge base. The purpose of the study is to finalize the authors' proposed model of ice hockey team performance and gain insights on how the included factors contribute to the operation of the team and the coach. Based on the processed literature, it was assumed that the psychological aspect is among the key factors contributing to team performance. Semi-structured interviews were conducted with highly qualified experts on Hungarian ice hockey (five national team coaches and five senior national team players). The results indicate that the psychological factors of the coach and the team are essential for high team performance, along with the influence ability of both sides, creating two-way communication and feedback loops. The practical knowledge of the coach was emphasized over theoretical knowledge, and the team's tactical knowledge was emphasized over technical knowledge. It also emerged that the coach must know the team well in order to make appropriate decisions. The role of the coach is no longer to act as a stressor, but rather to set a good example as a role model while remaining open to feedback from the team's side. It was concluded that although many psychological methods are available to improve performance, the use of these methods has not yet been sufficiently exploited. While the use of these methods could improve performance, the team could experience more success and make sporting activity a fundamental part of players' health through bonding and belonging.

The paper identifies the characteristics of the post Y-Generation in relation to information processing and knowledge management in order to support the growing awareness of the digital age and the assumption that socialization and acculturation in the digital era rests on a significant paradigm change in the realm of social cognition. Digital culture is claimed to be acquired by the members of modern societies in a smooth and seamless way the result of which is the permeability between human agents and non-human agents in the contexts of information processing and communicative interaction. The fuzzy borderlines within the digital environment are deemed to result in parallel manner of knowledge management as opposed to the traditionally constituted manner of linear processing. The paper elucidates the process in which traditional cultural narratives get fragmented while the members of the community get profoundly engaged in digital social environments to provide for a cognitive net of augmented virtual realities. The paper draws attention to parallel tendencies in the study of social cognition and points at a direction that necessitates a novel perception of digital culture and digital literacy.

Our research project has been triggered by recent research findings in the field of cognitive info-communications. Our interest has been intrigued specifically by views and definitions of cognitive infocommunications (CogInfoCom) as formulated, e.g. in (Baranyi and Csapo, 2014 and Baranyi, Csapo and Sallai, eds, 2015). We have conducted empirical research to find out how the cognitive processes of the human mind co-evolve with infocommunications devices and interact with other cognitive systems. Our research suggests that smart systems (human and non-human cognizing entities alike) will be enabled in digital space to cooperate in efficient ways never experienced before, thus showing novel ways of information management. The central assumption of the paper draws on the claim about the irrevocable appearance of a new perception and conceptualization of information management and digital cognition. On the basis of an analysis of a representative sample of questionnaires of more than 1.700 respondents belonging to different generations of the staff of AUDI AG Germany and Audi Hungaria we put forward the characterization of a new phenomenon termed the Connected Cognitive Entity Generation (CCE Generation). The paper explains in what ways the concept of "generation CE" introduced in (Baranyi, Csapo and Sallai, eds, 2015) has been extended here. It is claimed that the perception of information management and the resulting behavior is not only faster involving greater complexities, but it also facilitates coping with virtualization in general, leading to efficiently shaping cultures taking into consideration augmented reality. The paper delineates the individual perspective on cognition and the socially embedded (connected) perspective of the cognitive personalities ("reasoning entities") on social cognition within a corporate environment. The paper makes an attempt to elaborate on the innovative drive which resides in interactive informational frameworks which consist of a multitude of connections of a cognitive personality to other cognitive entities, human and non-human alike. It is shown that management ought to be seen as the meta-level of organizational interactive behavior. The main objective of the paper is to show the possible impacts of digital culture on the nature of management and leadership in corporate settings. A particular focus of the paper is to throw light on the various aspects of identification for cognitive personalities in the context of corporate management.

Algorithmic management (am) has become a key research focus in the sociology of work, especially concerning platform work. However, am tools are also impacting traditional workplaces. This study investigates three main questions: the impact of ai on high vs. low-skilled jobs, its effect on employee's role, and the formation of collective voices around am, including non-traditional labour relations actors. The context is the Hungarian industrial relations system, known for low union membership and company-level bargaining. The study compares two cases: a medium-sized company in high-value-added business services and a Hungarian subsidiary of a multinational employing warehouse workers. Contrary to literature suggesting am reduces employee autonomy, the study finds its impact complex, decreasing employee's roles some areas while increasing it in others. Notably, transparency and wage predictability improved. The study also highlights the importance of considering new actors, such as clients and external consultants, in am analysis. Keywords