In our digital age, the effects of digital transformation, the scope and speed of current changes, and the emergence of digital technologies have led to a radical transformation of workplaces, resulting in a reduction of demand for employees carrying out routine, manual tasks, while evokes a need for digitally-skilled employees emphasising the importance of digital and soft skills for business growth. Organisations need to equip their employees with different types of skills to achieve organisational goals in order to benefit from investments in digital technologies. While practitioners and academics are increasingly focusing on the importance of the human factor of digital transformation processes, there is limited knowledge about the impacts of digital transformation on the digital skills of the employee and how organisations can guide employees through the digital transformation journey, yet. This study provides an important insight into a specific country's context, which has not been sufficiently examined. This paper aims 1) to investigate how the digital transformation has changed the demand for human workforce (Q1a) and the challenge in the lack of digital skills (Q1b) and 2) to examine the importance of soft skills as an impact of digital transformation (Q2). The target group of the research is the managers and white collar workers of Hungarian manufacturing companies. The data collection was in spring 2021. Descriptive statistics and relationship analyses (Cramer's V and Kendall's Tau) were used to analyse the collected data (n=489). The research investigates an important social-digital phenomena determining how digital transformation arises significant demands on digital and soft skills. Results indicate that digital and soft skills such as critical thinking, complex problem solving, adaptability, resilience and creativity are essential to successfully exploit the digital transformation. The result can add value and stimulate new research on digital and soft skills and provide a useful benchmark for other countries.

Internet, közösségi média, digitális transzformáció, dolgok internete, okos technológiák, mesterséges intelligencia: egyre inkább a hétköznapok részévé válnak. Az automatizáció és a robotika az Ipar 4.0 alapkövei. A vállalatoknak most kell dönteniük arról, hogy integrálják-e a mesterséges intelligenciát, robotokat a működésükbe, továbbá bátorítják-e a munkatársakat, hogy robotokkal dolgozzanak együtt. Néhány tanulmány készült már eddig arról, hogy ezekkel a változásokkal kapcsolatban milyen attitűdök jelennek meg a munkahelyeken. Jelen kutatás összefoglalja egy projekt első eredményeit, amelynek célja annak feltárása, hogy Magyarországon milyen előítéletek és attitűdök vannak jelen a vállalatoknál; mire van szükségük ahhoz, hogy elfogadják a változást és szélesebb körben alkalmazzák a technológia vívmányait. A kutatás kvalitatív módszertanra, vezetőkkel készített interjúkra épül. Az eredmények alapján a technológiai változásokkal szemben tartózkodó állásponton vannak a vállalatok, de ahol már bevezették az Ipar 4.0 egyes elemeit, ott a pozitív tapasztalatok felülírják a félelmet és hatékonyabban tudják a munkát elvégezni.

The measurement of organizational satisfaction is a popular topic in organizational science; however, less attention is given to organizational happiness. There are very few measuring tools designed to evaluate organizational happiness. While the value-mediating role of higher education is indisputable, to the best of our knowledge, this is the first study to address organizational happiness in the context of higher education. In addition, this study proposes new data-driven approaches to analyze patterns of answers (i.e. regarding individual happiness); therefore, the relationships among individuals, groups, and organizational happiness can be better analyzed. This study is based on survey data; nevertheless, in addition to measuring organizational happiness in Hungarian higher education, this paper proposes using infrequently used data-driven approaches to determine who feels happy/unhappy in what areas.

Given the significant role of universities in economic growth and social progress as well as the increasing demand for greater transparency regarding the use of public money, a valid assessment of university performance has become crucial for various stakeholders, including government, industry, funding agencies, and society at large. Contemporary assessments still focus solely on universities’ properties, thereby failing to capture their network relations. To overcome this limitation, this paper proposes a multilayer network-based method to measure the embeddedness of universities in collaboration and mobility networks. This method has several advantages: first, it is relevant for HEIs’ core missions, introducing a new dimension complementary to the existing rankings; second, it is size invariant; and last but not least, it is fully transparent. The proposed multilayer network approach enables the integration of further networks, which creates opportunities for a more comprehensive assessment of universities’ performance in achieving their core missions.