Building on theories of Corporate Sustainability, Triple Bottom Line, and Natural Resource-Based View, this study aims to predict the positive relationship between green transformational leadership, green human resource management practices, and employees’ green behavior. It applies a quantitative approach to analyze 252 data collected from the customers who are prospective employees of small and medium enterprises in Budapest. An online questionnaire was sent to 252 samples with the Snowball sampling method for about a month in Hungary. Based on a structural equation modeling analysis, green transformational leadership and green human resource management practices positively influence employees’ green behavior. Green human resource management practices mediate the relationship between green transformational leadership and employees’ green behavior. Small and medium enterprises should consider solving the green behavioral problems of their employees by promoting the green concept in leadership and human resource management practices. Such initiatives contribute to sustainability in small and medium enterprises.

This research investigates the positive relationship between leadership styles, high-involvement human resource management practices, and individual employee performance. In this study, we adopt servant, shared, and empowering leadership to explain leadership styles in the digital era. We propose four hypotheses and design a research framework to be analyzed. We develop a self-report questionnaire and distribute it online to three hundred targeted respondents, and collect two hundred and seventy-six complete responses from November 2021 to January 2022. This research applies a quantitative method, using structural equation modeling run by SPSS and AMOS. The results reveal well-distributed data, and all the indicators of the three variables are valid and reliable. The use of CFA confirms the indicators’ validity and reliability. The GoF analysis ensures that the research model is feasible for SMEs. The hypothesis analysis shows the acceptance of H1 and H3, but the rejection of H2 and H4. Leadership styles positively affect individual employee performance and high-involvement human resource management practices in SMEs operating in Lubuklinggau. High-involvement human resource management is not a mediator of the relationship between leadership styles and individual employee performance.

Management consulting, as we know it today, has existed for over 100 years. We review the basic concepts of consulting, outline the major steps in the development of business-related consulting, and highlight that consulting plays an important role in shaping the globalization of multinational firms. Next, we depict the specific evolutionary steps of consulting in Czechoslovakia and independent Slovakia in the light of global and regional trends. The development of Slovakia is described within the framework of the first (1919-1939) and the second (1945-1992) Czechoslovak Republics, and we discuss the development of Marketing, HRM, and other consulting in Slovakia. We also discuss clients' opinions of consultants in the light of an empirical research project carried out in 2018.  

There is a shortage of empirical human resource management (HRM) literature in respect to identifying new patterns of multinational company (MNC) involvement in the Central and Eastern Europe region and the impact of ongoing MNC operations on the patterns of the HRM behavior of these companies. To counter this lack of understanding within the field, our broadly based, international survey asked 279 subsidiaries located in Croatia, Estonia, Hungary, Poland, Romania, Serbia, and Slovakia and was conducted in 2010. It aimed to describe the relationships within the companies involved—between the influencing factors and the HR solutions applied—in a statistically valid way.

Das Ziel dieser Arbeit ist die Bestimmung der ethischen Position der Befragten in Ungarn, der Slowakei, Rumänien, Serbien, Polen, Estland, Finnland und Kroatien. Für diesen Zweck untersuchten die Autoren den Zusammenhang zwischen ethischen Positionen und bestimmte Variablen (Geschlecht, Nationalität und Staatsbürgerschaft). Der Beitrag erforscht ebenso die Beziehung zwischen einer ethischen Position und kulturellen Dimensionen. Hierfür liegt die Hypothese zugrunde, dass sich aufgrund der divergierenden nationalen Kulturen und Historie, die ethischen Positionen in diesen Ländern unterscheiden. Das Ergebnis kann zu einem besseren Verständnis der moralischen Standards in wirtschaftlichen Kontexten in den mittel- und osteuropäischen Ländern beitragen. The aim of this paper is to determine the ethical position of respondents in Hungary, Slovakia, Romania, Serbia, Poland, Estonia, Finland and Croatia, and to this end the authors studied the relationship between ethical positions and certain variables (gender, nationality and citizenship). The paper also investigates the relationship of an ethical position to cultural dimensions with the underlying hypothesis that, due to differing national culture and history, ethical positions will differ in these countries. The results obtained may contribute to a better understanding of moral standards in the Central and East European (CEE) business context. Das Ziel dieser Arbeit ist die Bestimmung der ethischen Position der Befragten in Ungarn, der Slowakei, Rumänien, Serbien, Polen, Estland, Finnland und Kroatien. Für diesen Zweck untersuchten die Autoren den Zusammenhang zwischen ethischen Positionen und bestimmte Variablen (Geschlecht, Nationalität und Staatsbürgerschaft). Der Beitrag erforscht ebenso die Beziehung zwischen einer ethischen Position und kulturellen Dimensionen. Hierfür liegt die Hypothese zugrunde, dass sich aufgrund der divergierenden nationalen Kulturen und Historie, die ethischen Positionen in diesen Ländern unterscheiden. Das Ergebnis kann zu einem besseren Verständnis der moralischen Standards in wirtschaftlichen Kontexten in den mittel- und osteuropäischen Ländern beitragen. The aim of this paper is to determine the ethical position of respondents in Hungary, Slovakia, Romania, Serbia, Poland, Estonia, Finland and Croatia, and to this end the authors studied the relationship between ethical positions and certain variables (gender, nationality and citizenship). The paper also investigates the relationship of an ethical position to cultural dimensions with the underlying hypothesis that, due to differing national culture and history, ethical positions will differ in these countries. The results obtained may contribute to a better understanding of moral standards in the Central and East European (CEE) business context. The Journal of East European Management Studies aims to promote dialogue and cooperation among scholars seeking to examine,explore and explain the behaviour and practices of management within the transforming societies of Central and Eastern Europe. The theoretical interests of the journal are organisational and management change, Central and East European societies (including those on the fringes of Europe) undergoing processes of transition or transformation, and scientific issues of business, management and organisation that arise in such contexts. The JEEMS aims to attract social scientific contributions from scholars of any nation and region, but particularly wishes to encourageauthors from those countries directly experiencing transformational change. Its potential readership is international, comprising academicsand practitioners with an involvement or interest in the management of change in transforming societies in Central and Eastern Europe.