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Purpose The purpose of this paper is to discover how Hungarian manufacturing companies interpret technology and human resources as driving forces and barriers in terms of Industry 4.0 implementation. Design/methodology/approach The authors conducted 23 semi-structured interviews with corporate leaders and applied qualitative content analysis using Atlas.ti software. Findings The authors formulated a new definition of Industry 4.0 which emphasises the role of human factors. The authors identified driving forces (efficiency with speed/information flow/precision) and barriers (technology compatibility, human fears and lack of digital skills) in terms of Industry 4.0 implementation and developed the DIGI-TEcH performance management dimensions. Research limitations/implications Comparison with other countries is limited. Given the exploratory and qualitative nature, further quantitative research would be needed to generalise results. Finally, only manufacturing companies are examined. Practical implications It provides empirical evidence to practitioners to understand concerns about technology and human resource in terms of Industry 4.0 implementation. In addition, corporate performance management can be extended by the developed DIGI-TEcH dimensions. Originality/value This paper reveals key evidence for the uptake of technology and human factors in terms of Industry 4.0 implementation and their impacts on corporate operation and performance. It also provides an insight into a specific country context, which can be a useful benchmark for other Central and Eastern European countries.

Purpose The purpose of this study is to identify the individual and organizational factors that influence knowledge sharing (KS) behavior within Hungarian organizations. Design/methodology/approach The data were obtained from 238 completed questionnaires collected via the LimeSurvey system. The analysis is based on applied quantitative methodology, both descriptive and inferential statistics were used. The research investigated the relationships between individual and organizational characteristics and the KS behavior at individual and global levels. Findings Among individual factors, significant relationships have been identified regarding the generation and position of individuals, and KS behavior, while gender and education do not seem to play a significant role. With respect to organizational factors, the size of the organization and the tenure of individuals are found to be significant. Research limitations/implications The results of the analysis are limited because the data set was not large enough to investigate inter- and intra-industry variability. Practical implications The outcome of this research can support the design of managerial and organizational processes and incentives that will potentially facilitate KS in a more efficient and effective manner. Such improved KS is likely to improve the overall performance of knowledge-intensive organizations. Originality/value The original value of this research is that individual and organizational characteristics have been identified that influence KS behavior. The study focuses on a single country, Hungary, and provides relevant insight into the organizational dynamics of a specific national context.

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Purpose: The presented paper aims to reveal the relationship between emotional intelligence and knowledge sharing of employees of Hungarian organisations. Furthermore, the emphasis is placed on identifying the speciic emotional intelligence traits which enable knowledge sharing. Design/methodology/approach: The database includes 215 full questionnaires collected via LimeSurvey system. The research has applied quantitative methodology. After the Hungarian validation of TEIQUe (Petrides, 2009) emotional intelligence measurement and Kankanhalli's Knowledge Sharing scale (Kankanhalli et al., 2005), correlation analyses have been adopted to test the hypotheses. Findings: Signiicant positive relationship can be identiied between employees' emotional intelligence and knowledge sharing behaviour. Well-being, emotionality, self-control and sociability as emotional intelligence factors show relation to altruism, loss of knowledge and reputation. Among individual factors, differences can be identiied regarding generation and position, while gender and education do not seem to play a signiicant role in this relationship. Regarding organisational characteristics, differences can be detected according to the size of the organisation. Practical implications:The outcome of the research can help companies, managers and HR specialists to learn how to trigger knowledge sharing behaviour according to gender and position while taking the size of the organisation into consideration. DOI: 10.17951/ijsr.2015.4.1.7 Pobrane z czasopisma International Journal of Synergy and Research http://ijsr.journals.umcs.pl Data: 31/03/2019 19:17:24 Original value: The original value of the research is that speciic emotional intelligence traits have been identiied to detect knowledge sharing behaviour regarding individual and organisational characteristics. The presented paper has been the irst study to carry out applying trait emotional intelligence measurement in relation to knowledge sharing.