The current cross‐cultural study examined the construct of workaholism across European and Asian cultures during the pandemic caused by coronavirus disease 2019 (COVID‐19). A total of 2,617 recipients, aged 18–80 years from three Asian countries (China, India, and Indonesia) with higher levels of collectivistic values, and three European countries (Bulgaria, Germany, and Hungary) supposing to have higher individualistic values. The participants completed the online version of the two‐dimensional measure, dubbed the Dutch Workaholism Scale (DUWAS). The goal of the study was to demonstrate that during the COVID‐19 pandemic, it is the cultural context that mediates and influences the way of change in workaholics' attitudes. The results led to the conclusion that the way in which the COVID‐19 crisis affects workaholism and workaholics' behavior depends on cultural and sex differences, and stages of the human life cycle. The data analysis revealed that cultural differences and sex affect the configuration of workaholism (excessive/compulsive): in the Asian sample, unlike the European, there was a significant increase in the level of workaholism compulsive; European female participants reported higher levels of workaholism compulsive and workaholism excessive, but the sex difference was not found in Asian sample. Along with cultural context, and sex differences, age also influences the configuration of workaholism. In this case, the separate stages of the human life cycle contribute in different ways to changes in levels of workaholism excessive and workaholism compulsive.
In our article we would like to give an overview of the recent literature about special present work arrangements emphasizing the differences between 'traditional' work and '(virtual) project team' work. 'Traditional work' means that the employee has an invariable package of tasks that he/she is responsible for. In 'project teams' members have common complex goals and there are a lot of parts of assignments that one is responsible for in the team. 'Project' means that there is a specific exercise that must be carried out in defined time and budget. The nature of work is dynamically changing and there is a new view of work in project groups. There are different antecedences and emphasises than in 'traditional work'. There is a lot of information, and information acquisition is not a problem, but one has to be very clever to structure the abounding information he/she gets. Due to technical development, it is possible to work at home and people do not need to go out to work every day. Working together with others has also become special: you may not know personally the persons you work together with, you may have only virtual contact with them. The goals and the conditions of project team work are really special and it is important to know because more and more project groups are appearing. There are project groups appearing in Hungary also. According to the "Collectively for Workplaces of the Future" Foundation's ("Közösen a Jövő Munkahelyeiért" Alapítvány) competition in 2009 we began a research related to project works in Hungarian organizations. We tried to analyze project work as an atypical type of work and we tried to also analyze how it can be appropriate to make possibilities of labour market better and ensure flexible opportunities for organizations and individuals. We analyzed such Hungarian organizations, which have one or more project teams and we tried to reveal work psychological aspects of this type of work.
Nemzetközi összehasonlításban a magyarországi vállalatok innovációs teljesítménye gyenge. Bár a szerzők magyarországi feldolgozóipari vállalatok körében végzett kérdőíves felmérésének eredménye alapján kimutatható az ellátási láncban elfoglalt pozíció innovációs teljesítményre gyakorolt hatása, az innovációhoz való viszonyulást nem elsősorban ez határozza meg. Az ellátási lánc alján is találtak olyan vállalatokat, melyek az innovációt a vállalat sikerének tekintették, csak alacsonyabb arányban, mint a többi vállalat. A vállalatvezetők innovációra való nyitottsága és a sikeres vállalati innováció között szignifikáns kapcsolatot tártak fel. A vezető attitűdje meghatározó az olyan stratégiai kérdésekkel kapcsolatban, mint az innováció. Ha a vezető számára az innováció nem releváns, nem értékes, nem fogja támogatni azokat a kezdeményezéseket, amelyek innovációt eredményeznének. Ezzel magyarázható, hogy ahol a vezető innovációs attitűdje alacsony, azok a vállalatok kevés innovációs eredményt tudtak felmutatni. A vezetők innovációra való nyitottsága egyrészt függ a személyiségjellemzőktől, másrészt fejleszthető tudatosan és célirányosan. A fejlesztésben fontos szerepet tölthetnek be a vezetőképzések, vezetői coachingfolyamatok.
BackgroundThe present cross-cultural study examined the health locus of control construct during the COVID-19 pandemic. The scien-tific purpose of the study was to determine whether, during the pandemic situation, cultural and sex differences influence the health locus of control construct and change the internal health locus of control (IHLC), powerful others health locus of control (PHLC), and chance health locus of control (CHLC).Participants and procedureA total of 2617 recipients aged 18-70 years from Asia (China, India, and Indonesia), and Europe (Bulgaria, Germany, and Hungary) completed a questionnaire about their health. The participants completed an online version of the Multidimen-sional Health Locus of Control Scale – Form A.ResultsThe survey shows that in a pandemic life-threatening situation, most individuals strive to rely on IHLC and/or PHLC, and fewer of them tend to rely on CHLC. However, there are differences (p < .001) between the two cultural samples: the rep-resentatives of Asian collectivistic culture are more dominated by PHLC, compared to the representatives of the European individualistic culture. When the comparison is between individuals from different cultures, sex differentiation affects the health locus of control, and as a result, significant differences in relation to IHLC, PHLC, and CHLC levels (р < .05) appear.ConclusionsIn conclusion, the study indicates that cultural differences influence both the IHLC and PHLC levels, and that Asian partici-pants are dominated by PHLC more than European respondents. Asian females are more likely to seek support from pow-erful others (PHLC) compared to European women, who perceive themselves as more independent. Asian male partici-pants are prepared to rely on powerful others (doctors or medical institutions), while European male respondents are prone to rely on themselves mainly (IHLC). The results show that sex differences do not significantly affect the health locus of control within the same cultural group.
The present study examined workaholism in Bulgaria and Hungary during a critical pandemic situation caused by COVID-19. A total of 805 respondents aged 18–70 years from Bulgaria and Hungary completed the online version of the two-dimensional measure – dubbed the Dutch Workaholism Scale (DUWaS). The research aimed to reveal differences in the state and modifications of this phenomenon during a pandemic situation. The obtained results were processed with SPSS-25. The data analysis shows that in conditions of a pandemic, the socio-economic context is the one that causes the significant differences between Bulgarians and Hungarians in relation to the Excessive (WE) and Compulsive workaholism (WC) levels.
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