Gábor Szábo-Szentgróti
57222352266
Publications - 14
Ethical leadership and organizational resilience: exploring the interconnected dynamics
Publication Name: International Journal of Ethics and Systems
Publication Date: 2025-08-15
Volume: 41
Issue: 3
Page Range: 727-760
Description:
Purpose The purpose of this paper is to provide insights into the mechanisms through which ethical leadership impacts organizational resilience and fill the gap in the existing literature that has largely studied the two variables in isolation. Design/methodology/approach This study uses a systematic literature review, using peer-reviewed articles focused on ethical leadership and organizational resilience published between 2018 and 2024. This study uses databases like Scopus, Google Scholar and Web of Science and keywords including “ethical leadership,” “organizational resilience” and their intersections. Findings The findings of this study are based on the review of 14 selected papers. The review found that ethical leadership significantly enhances organizational resilience by nurturing organizational culture (organizational learning culture, ethical culture, ethical reporting, system thinking and ethical climate), promoting organizational flexibility (ability to adapt and ability to innovate) and positively impacting human capital (employee ethical conduct, trust, readiness to change, citizenship behavior, creativity and commitment). Key findings indicate that ethical leaders influence the organizational culture, supporting resilience strategies. Research limitations/implications This study’s limitations include a limited literature search, restricted to certain databases and peer-reviewed articles in English. The focus on studies conducted between 2018 and 2024 and the methodological diversity of the studies further limited the ability to draw overall conclusions. Originality/value This study’s originality lies in the lack of studies explicitly linking ethical leadership and organizational resilience. Most studies implicitly suggest that ethical leadership promotes organizational resilience through isolated mediating factors. This study contributes to advancing theoretical mechanisms through which ethical leaders impact resilience and suggests practical applications in organizations that want to achieve sustainability in turbulent times.
Open Access: Yes
Modelling employee retention in small and medium-sized enterprises and large enterprises in a dynamically changing business environment
Publication Name: International Journal of Organizational Analysis
Publication Date: 2025-06-04
Volume: 33
Issue: 5
Page Range: 1006-1038
Description:
Purpose: This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes. Design/methodology/approach: The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit. Findings: Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees’ organisational commitment and intention to leave, regardless of the size of the organisation. Research limitations/implications: As a result of this research, the models developed are suitable for identifying differences in organisational staffing levels, but there is as yet no empirical evidence on the use of the scales for homogeneous groups of employees. Practical implications: The results show that employees’ normative commitment and organisational commitment are critical factors for retention. Of the satisfaction factors examined, the nature of work, benefits and co-workers have a significant impact on retention in organisations, so organisational retention measures should focus on improving satisfaction regarding these factors. Social implications: The readers of the journal would appreciate the work, which highlights the significance of employee psychology and retention for organisational success. Originality/value: The study is based on primary data and, to the best of the authors’ knowledge, is one of the few studies that take a holistic approach to organisational staff retention in the context of the moderating effect of organisational size. This study contributes to a comprehensive understanding of the phenomenon of employee retention and in contrast to previous research, examines the combined effect of several factors.
Open Access: Yes
Effects of Tourists' Perceived Crowding on Tourist Loyalty Based on Overcrowded Tourist Attraction in Bangladesh: The Mediating Role of Destination Attractiveness
Publication Name: International Journal of Tourism Research
Publication Date: 2025-03-01
Volume: 27
Issue: 2
Page Range: Unknown
Description:
For the study, the researchers proposed a multidimensional way to measure tourist-perceived crowding (TPC) and an integrated approach to tourist loyalty from a customer perspective based on the stimulus organism response model. A structural equation modeling was applied to examine the relationship among variables using the data collected from Bangladesh's crowded and popular tourist attractions. The study found that neutral crowding has significant negative effects and personal crowding has significant positive effects on destination attractiveness, but social crowding has no relationship with destination attractiveness. Moreover, social crowding directly affects tourist loyalty, but neutral and personal crowding indirectly affect tourist loyalty by mediating destination attractiveness. This study suggested a new result: TPC has both negative and positive impacts on destination attractiveness in overcrowded destinations. From the management perspective, the study suggested interesting insights for crowding and destination management, which ultimately affect tourist loyalty.
Open Access: Yes
DOI: 10.1002/jtr.2764
Consumer Consciousness and Motivational Factors in Second-Hand Clothing Purchases: A Systematic Literature Review
Publication Name: Decision Making Applications in Management and Engineering
Publication Date: 2025-01-01
Volume: 8
Issue: 1
Page Range: 550-568
Description:
The fást fáshion industry poses significánt environmentál chállenges, which háve driven á growing number of consumers to ádopt more sustáináble shopping hábits. Alongside environmentál concerns, rising consumer prices háve ácceleráted the growth of the second-hánd clothing márket. The study áims to provide á theoreticál foundátion for reseárch on consumer motivátions in the second-hánd clothing márket. By systemáticálly reviewing recent internátionál literáture, the study identifies key fáctors, dimensions, ánd meásurement tools used to understánd consumer behávior in this domáin. A systemátic literáture review wás conducted using árticles from the Scopus ánd Web of Science dátábáses, focusing on publicátions from the lást 10 yeárs. Strict exclusion criteriá were ápplied to ensure the relevánce ánd quálity of the ánályzed works. Purchásing second-hánd clothing reduces wáste, minimizes the demánd for new clothing production, ánd decreáses resource use ánd pollution. Motivátionál fáctors include the "treásure hunting" áspect of second-hánd shopping ánd its environmentál benefits. Businesses cán cápitálize on these motivátions to engáge environmentálly conscious consumers. Businesses should emphásize the treásure-hunting experience of second-hánd shopping álongside the environmentál benefits, which could potentiálly reách the growing sháre of environmentálly conscious consumers. Policymákers should ádopt práctices for sustáináble consumption behávior, such ás second-hánd clothing purcháses with reduced táxátion, encouráging environmentálly friendly consumer behávior.
Open Access: Yes
GEOSPATIAL PATTERNS IN WOMEN’S TOURISM MANAGEMENT: ANALYSIS OF MANAGERIAL TRENDS AND GENDER IMPACT IN HUNGARIAN TOURISM SECTORS
Publication Name: Geojournal of Tourism and Geosites
Publication Date: 2025-01-01
Volume: 59
Issue: 2
Page Range: 608-627
Description:
Gender composition in tourism management plays a critical role in shaping operational efficiency, decision-making processes, and industry growth—particularly in geosites and tourist-dependent regions. This study investigates global geospatial patterns in women’s involvement in tourism leadership, analyzing how gender dynamics influence managerial trends across various tourism sectors.Employing geospatial mapping and statistical techniques, the research draws on a comprehensive dataset that spans multiple countries and tourism contexts. It examines the regional variation in gender representation in managerial roles and its correlation with tourism performance, with a special focus on geosites—natural and cultural landmarks that attract high tourist traffic.The results reveal a marked geospatial disparity in the inclusion of women in tourism management. Regions with higher gender diversity in leadership demonstrate stronger tourism outcomes, including increased visitor engagement at geosites, more adaptive decision-making structures, and improved organizational performance. In contrast, regions with low female representation often lag in tourism growth and service quality. The study identifies cultural norms, institutional frameworks, and policy environments as key drivers of these regional differences. It underscores the importance of inclusive leadership in fostering innovation, resilience, and sustainable tourism development.The findings advocate for targeted policy measures and institutional reforms to promote gender-inclusive management structures. Ultimately, the study concludes that empowering women in tourism leadership not only addresses equity goals but also enhances sectoral dynamism, especially in geosite-rich regions—offering a strategic path toward more sustainable and resilient tourism industries.
Open Access: Yes
The Impact of the Difficult Economic Situation on the Operation of Slovak Companies in the Shadow of War
Publication Name: Journal of Ecohumanism
Publication Date: 2024-09-20
Volume: 3
Issue: 7
Page Range: 2213-2230
Description:
Purpose: The purpose of this study is to examine the organizational and human resource (HR) responses to the challenging economic conditions caused by the war and the COVID-19 pandemic. Given the limited evidence available on how organizations adapt to such crises, this research aims to develop a conceptual model and empirically investigate the influence of two specific factors: organizational size and direct economic ties with the Russian and Ukrainian markets.This study employs a mixed-method approach, combining both theoretical and empirical research. A conceptual model was first developed to outline potential organizational reactions to crisis conditions. The empirical part of the study involved data collection from 128 organizations, including companies and institutions, in Slovakia. The analysis was conducted to test two hypotheses regarding how organizational size and economic connections with the Russian and Ukrainian markets affect organizational and HR responses in times of war.The findings of the study indicate that neither organizational size nor direct economic linkages with the Russian and Ukrainian markets significantly influenced the responses of the organizations studied to the economic difficulties caused by the war. This suggests that other factors may play a more critical role in shaping organizational and HR strategies in response to crises.For theory, this study contributes to the existing literature by challenging the assumption that organizational size and direct economic ties to conflict-affected markets are primary determinants of organizational responses to crisis. For practice, the findings suggest that managers and HR professionals need to consider a broader range of factors beyond size and market exposure when developing strategies to cope with economic disruptions caused by global crises.This research is original in its focus on the specific impacts of war and pandemic-induced economic conditions on organizations in Slovakia. The study provides valuable insights into how organizations navigate crises, expanding the understanding of crisis management and organizational adaptability. It adds value by highlighting the need for more comprehensive models that consider a wider array of factors influencing organizational behavior in times of global economic disruption.
Open Access: Yes
Understanding the Employment Expectations of Young Professionals: A Study by Education Level
Publication Name: Journal of Ecohumanism
Publication Date: 2024-09-20
Volume: 3
Issue: 7
Page Range: 564-577
Description:
Young employees have to make many trade-offs in their job search and are often confronted with a need for more skills and abilities. In our survey, we investigated the expectations of young employees towards employers about their level of education and the factors that influence/inhibit their job placement. The results confirmed that remuneration, motivation, an inspiring work environment, and career opportunities offered by employers play a significant role in job choice. The young employees' responses showed that they feel underprepared for the challenges of the labor market and see the solution to this problem in increasing the number of practical training hours. The study highlights the differences in the expectations of students at different levels of education and could be a starting point for further research.
Open Access: Yes
Support for universal basic income: A cross-disciplinary literature review
Publication Name: Journal of Infrastructure Policy and Development
Publication Date: 2024-01-01
Volume: 8
Issue: 10
Page Range: Unknown
Description:
The technological development and the rise of artificial intelligence are driving a significant transformation of the labor market. The technological unemployment predicted by Keynes poses challenges for the global labor market that require new solutions. Basic income research has become a significant field of study, attracting attention from various disciplines such as political science, law, economics, and sociology. The aim of this paper is to explore on the basis of a literature review, what factors influence the support for basic income among the population. A systematic literature review based on the Web of Science and Scopus databases, after screening 2623 publications, identified 23 articles that contained findings relevant to the research question. A significant number of authors (12/23) analyzed data from the same source, the European Social Survey 2016 (ESS Round 8, 2020), conducted in 2016, first published in 2017 and updated several times since then. The paper shows that the study of the topic has a strong European focus. The social, economic, social and cultural diversity of European countries makes these studies important from a European and EU perspective, but from an international perspective, further research on the topic is needed.
Open Access: Yes
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
Publication Name: International Journal of Organizational Analysis
Publication Date: 2024-01-01
Volume: Unknown
Issue: Unknown
Page Range: Unknown
Description:
Purpose: This 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/approach: For 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. Findings: The 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/value: This 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.
Open Access: Yes
The Holistic Model of Labour Retention: The Impact of Workplace Wellbeing Factors on Employee Retention
Publication Name: Administrative Sciences
Publication Date: 2023-05-01
Volume: 13
Issue: 5
Page Range: Unknown
Description:
This paper explores the holistic context of workforce retention. The global labour shortages in developed countries have made employers realise that in a world of scarce resources, employee wellbeing and retention are key factors in competitiveness. The aim of the research is to create a model to identify the key determinants of employee well-being and workforce retention. A quantitative research methodology was applied, using a questionnaire with 58 validated statements, completed online by the research participants (n = 406). The PLS-SEM method was used for data analysis and inner and outer modelling. The measurement model was tested for internal consistency reliability and convergent and discriminant validity. Cronbach’s α and CR values were above the 0.7 threshold for all constructions, indicating high internal consistency of measurements. In our model, there are a total of 36 significant relationships between latent variables. Based on the research results, the effect of organizational commitment on the intention to quit was determined. If the organizational commitment within an organization changes, the intention to resign changes. Thus, critical variables affecting workforce retention (benefits, promotion, communication, nature of work, coworkers, and normative commitment) have been identified, the changing of which will affect organizational commitment. The results support that if employees perceive these factors negatively, their commitment will drastically decrease.
Open Access: Yes
The Sustainable Contribution of Artificial Intelligence to Higher Education - Results of a Pilot Study
Publication Name: Chemical Engineering Transactions
Publication Date: 2023-01-01
Volume: 107
Issue: Unknown
Page Range: 487-492
Description:
The past year has seen revolutionary breakthroughs in the development of artificial intelligence-based (AI) products that can impact almost every aspect of life. The change raises the question of the sustainability of education and how technology will transform the way we currently teach. This study aims to develop a model and its hypothetical adaptation that can be used to analyse the adoption and use of artificial intelligence in university settings. The importance of AI in education can be captured in its ability to personalise learning pathways, improve teaching methods and automate related administrative tasks. AI technologies are able to adapt to the needs of individual learners, providing personalised instruction and improving learning outcomes. AI can also help educators by automating routine tasks, allowing them to focus on individualised instruction and create a more engaging and effective learning environment. Based on the accepted results of exploratory factor analysis as the applied method of this paper, the research concludes that the model adaptation is feasible, but it is worth considering changing the variable reflecting implementation to one that is accepted by educators as the concrete institutional implementation of AI is still a very distant scenario in higher education. Future research should incorporate these findings into the design of possible structural models, as this area of AI research has the potential to bring significant social science and educational benefits.
Open Access: Yes
DOI: 10.3303/CET23107082
WHY LEADERS ARE IMPORTANT FOR CROSS-FUNCTIONAL TEAMS: MODERATING ROLE OF SUPPORTIVE LEADERSHIP ON KNOWLEDGE HIDING
Publication Name: Problems and Perspectives in Management
Publication Date: 2022-01-01
Volume: 20
Issue: 3
Page Range: 178-191
Description:
Knowledge exchange has been a critical factor for cross-functional teams to master different tasks and problems and promote innovation. Cross-functional teams rely on the direct cooperation of senior employees from different departments, often with converging aims, leadership, culture, and communication. However, with the ever-increasing complexity in business decisions, decision-makers invested in the manufacturing industry sector need the support of a diverse team as an advisory tool to put well-thought measures into effect. The aim of this study is to analyze how cross-functional teams in commerce and industry rely on different key performance indicators to limit knowledge hiding. This paper conducted a quantitative study of 130 individual participants working in cross-functional teams in Germany. It also adapted multiple linear regression and used a conceptual model impacting the relationship between team performance, trust, and organizational citizenship behavior, including the moderating role of leadership. The disruptive effect of knowledge hiding was contextualized. The results indicate that team performance is directly affected by the selected variables. Furthermore, it is limited to knowledge hiding, while trust and the use of adequate leadership help to retain knowledge retention. Lastly, organizational citizenship behavior was found as the paramount factor, supported by individually tailored leadership methods, to foster information exchange and thereby promote organization-wide learning.
Open Access: Yes
A systematic literature review on green human resource management (GHRM): an organizational sustainability perspective
Publication Name: Cogent Business and Management
Publication Date: 2024-01-01
Volume: 11
Issue: 1
Page Range: Unknown
Description:
The purpose of this systematic literature review is to identify trends in Green HRM research related to sustainability over the past decade and to determine how green human research management (GHRM) research is related to sustainability, its antecedents, and the level of implementation. After analyzing keywords through the VOSviewer application, the results showed that green human resource management is an umbrella keyword, allowing the identification of related research areas such as environmental management and environmental sustainability. The results also showed that most (63%) of the selected articles were published in the last three years and most of the articles were published in Q1 journals. Furthermore, most articles used quantitative methodologies and were conducted in developing countries. It has also gained the highest interest in employees’ sustainable behavior and environmental sustainability, but there are few studies on social sustainability and economic performance. The study also found that the implementation level of GHRM in organizations is moderate, with very few studies in this aspect. The originality of this systematic review lies in examining the link between GHRM and corporate sustainability goals. This paper is limited to reviewing online sources using only academic articles from Scopus and Web of Science; other sources are ignored. It will help academics by providing future research directions for investigation. Top management can also better understand how GHRM helps organizations achieve sustainability goals.
Open Access: Yes
A multigroup analysis focusing on assessing the green behavior of university employees for greening the workplace: a signaling theory perspective
Publication Name: Asian Education and Development Studies
Publication Date: 2025-01-01
Volume: Unknown
Issue: Unknown
Page Range: Unknown
Description:
Purpose – This study aims to examine the effects of Top Management Commitment to Greening the Workplace (TMCGW) on Employee Green Behavior (EGB) through the mediating role of Green Human Resource Management (GHRM) and employee Green Self-Efficacy (GSE) at universities in Bangladesh. In addition, it aims to find the differentiating impact of these relationships between academic and non-academic employees in the university. Design/methodology/approach – Researchers employed partial least squares structural equation modeling (PLS-SEM) in an empirical study grounded in a conceptual model derived from existing literature. The sample size is 288 Bangladeshi university employees: academics (171) and non-academics (117). The study is non-random, particularly convenient sampling with self-administered questionnaires for data collection. Findings – The overall sample’s findings have revealed that TMCGW positively affects GHRM, which in turn fully mediates the relationship with EGB. In the overall sample, TMCGW also positively affects employee GSE, which in turn fully mediates the relationship with EGB. In addition, in the academic sample, TMCGW has a positive influence on employee GSE, which in turn fully mediates the relationship with EGB; however, GHRM doesn’t mediate the relationship between TMCGW and EGB. Furthermore, in the non-academic sample, TMCGW positively affects GHRM, which in turn fully mediates the relationship with EGB, but TMCGW positively affects employee GSE, with GSE not mediating between TMCGW and EGB. The multi-group analysis also reveals that the differences are significant only in the relationship between GHRM and EGB. Originality/value – This study makes unique contributions in that TMCGW acts as an antecedent of GHRM, and employee GSE in the university, subsequently affecting EGB by applying signaling theory. The study also found a unique contribution of how this relationship varies between academics and non-academic employees in the university. This study helps university top management and HR professionals to develop appropriate policies to promote sustainable behavior among academics and non-academics.
Open Access: Yes
