témavezető: Kővári Edit
helyszín (magyar oldal): Pannon Egyetem helyszín rövidítés: PE
A kutatási téma leírása:
Description of the research topic:
Our present society is completely intertwined with both social media and information and communication technology (ICT in short), and businesses are no exception. For a small and medium-sized enterprise the use of information technology can make them competitive compared to larger enterprises, and can even be a competitive advantage amongst similar size enterprises (Vieru, 2015). ICT and digital media tools necessitate a lot of knowledge and skills to enable us to do our job successfully, solve problems, collaborate with others, share and / or create content, and to remain flexible or even to develop in our work. As a result digital intelligence is multifaceted. Advances in technology only broaden the view of what it means to be digitally intelligent. According to the DQ Institute in Singapore, it is a group of skills that when used together can help an individual adapt to the challenges of digital life. Such capabilities include digital emotional intelligence (DEQ), digital communication, and digital security (Ferrari, 2012; DQ Institute, 2018).
Present and future employees are expected to have digital intelligence skills and knowledge, as ICT has an impact on corporate governance and business strategy (Leahy & Dolan, 2010). Since the advent of the Internet, employees have been facing rapidly changing, new challenges in the job market. Some areas of work require more complex competencies, where continuous improvement is a basic need whether we talk about getting or keeping a job (Dachs, 2018). This affects all potential employees, but perhaps most of all managers. Managers are responsible for coordinating and mentoring their subordinates and bridging the generation as well as emotional and ability gap amongst their subordinates (Dachs, 2018; European Commission, 2016). The younger members of our society handle the most modern devices without any problems, while the X and Baby Boomer generations may be struggling with them. New technologies are changing the way young people think, identify, interpret and express their own and others’ feelings. As a result, they approach a given problem from a different direction, and completely new problems are created, which the older generation can no longer solve in the usual way (Földvári, 2017).
These different attitudes can not only refresh entrenched and familiar methods, but can even lead to serious conflicts. Especially if neither the two parties involved nor the manager who supervises them have the appropriate level of emotional intelligence (EQ).
The success and quality of work is also greatly influenced by the given work environment and the level of emotional intelligence of the employees (Kővári, 2016). One of the stress factors is not being able to keep up with the constantly evolving technology. It is also the task as well as in the interest of managers to keep their employees up-to-date and trained, and this can be achieved with motivation. Emotional intelligence also plays a major role here, as managing our and others’ emotions greatly increases corporate performance (Poór, 2008; Goleman, 2015).
The novelty of the research topic arises from the fact that the background is based on different research areas (eg. management, psychology, artificial intelligence), and it does not yet have international and domestic research history and research measurement tools have not been devised yet. Although a number of significant research has been conducted in the field of emotional and digital intelligence, little and mostly theoretical attention has been paid to digital emotional intelligence itself (Dachs, 2018).
The aim of the research:
The research seeks to provide an answer to how managers of different ages and work experience in small, medium and large enterprises can cope with the digital challenges of our society and keep pace with digital consumer habits. The aim of the research is to assess the level of digital and emotional intelligence of 21st century managers, and to explore the elements of digital emotional intelligence (DEQ) as well as to develop its measurement tool. Furthermore, the research aims to examine how generational and demographic differences, the type (manufacturing or service provider) and size (small, medium, large) of the company where the manager works relate to the individual’s level of digital emotional intelligence.
Research methodology:
The research consists of two parts. On the one hand, it aims to determine the elements and factors of DEQ based on qualitative exploratory semi-structured interviews, observations, previous research, and analysis of secondary data, thereby developing a digital emotional intelligence measurement tool. On the other hand, the developed measurement tool will be tested and validated, where the level of digital emotional intelligence of managers is measured with a questionnaire survey. For the data analysis, the analysis of variance will be used to assess the impact of age, gender and work experience of the managers on the level of their digital emotional intelligence. Furthermore, regression analysis will be applied to examine what other factors influence the level of digital emotional intelligence of managers. Correlation analysis will be used to examine the relationships between the factor and also their strength. The database for the research is provided by the Hungarian Chamber of Commerce and Industry, as well as the cooperation networks of the University of Pannonia and of their alumni.
Previous literature in the research topic:
Claro, M., Preiss, D., San Martín, E., Jara, I., Hinostroza, E., Valenzuela, S.,. . . Nussbau, M. (2012. 10). Assessment of 21st century ICT skills in Chile: Test design and results from high school level students. Computers & Education, 59 (3), 1042-1053. Download date: 09/10/2018
Dachs, B. (19/07/2018). The impact of new technologies on the labor market and the social economy. Brussels: Science and Technology Options Assessment. Download date: 09/10/2018
DQ Institute. (2018). What is DQ? Source: https://www.dqinstitute.org/what-is-dq/
European Commission. (2016). Employment and Social Developments in Europe. Luxembourg: Publications Office of the European Union. Download date: 09/10/2018
Ferrari, A. (2012). Digital Competence in Practice: An Analysis of Frameworks. Luxembourg: Publications Office of the European Union. Download date: 09/10/2018
Földvári, I. (2017). DQ project - Is your child ready for the digital future? New Public Education, 18-27. Source: http://olyoiratok.ofi.hu/uj-kozneveles/dq-projekt
Goleman, D. (2015). Emotional intelligence in the workplace. Érd: Edge 2000 Kft.
Kővári. (2016). Don't worry, be emotional intelligence: Hotel functional managers' trait emotional intelligence and its relation to. University of Derby.
Leahy, D., & Dolan, D. (2010). Digital Literacy: A Vital Competence for 2010? . IFIP TC 3 International Conference (pp. 210-221). 978-3-642-15377-8: Springer. Download date: 09/10/2018
Poór, F. (25.11.2008). The Concept and Interpretation of Emotional Intelligence - Part I. Source: HR portal: https://www.hrportal.hu/c/az-erzelmi-intelligencia-fogalma-es-ertelmezese-i-resz-20081125.html
Vieru, D. (2015). Towards a Multi-Dimensional Model of Digital Competence in Small- and Medium-Sized Enterprises. In Encyclopedia of Information Science and Technology (3rd ed., Pp. 6715-6725). United States of America: Information Science Reference. Download date: 09/10/2018
előírt nyelvtudás: angol ajánlott nyelvtudás (magyar oldal): angol felvehető hallgatók száma: 1
Jelentkezési határidő: 2022-12-30
2024. IV. 17. ODT ülés Az ODT következő ülésére 2024. június 14-én, pénteken 10.00 órakor kerül sor a Semmelweis Egyetem Szenátusi termében (Bp. Üllői út 26. I. emelet).
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