Dr. Varga Erika

The COVID-19 pandemic accelerated remote work adoption, reshaping work-life dynamics. This study examines its effects on employees’ work-life balance through social, psychological, economic, and long-term productivity factors. Using a mixed-methods approach, 150 employees from 20 countries completed structured questionnaires, and 16 participants were interviewed. Quantitative analysis, including linear regression and ANOVA, showed all four components positively influence work-life balance, with social factors having the strongest effect. Qualitative findings highlighted flexible schedules, technological infrastructure, virtual collaboration, and career development resources, alongside challenges such as reduced social interaction. In conclusion, it is indicated that well-supported remote work arrangements enhance well-being, productivity, and professional growth, offering practical insights for organizational policy and a foundation for future research on sustainable work-life integration in digital environments.
XIII. ÉVFOLYAM 2025. SPECIAL ISSUES 2. 59-64
DOI: 10.24387/CI.SI.2025.2.10

The objective of our article is to examine whether some countries with different HDI could meet their reduction commitment of the Kyoto Protocol and if it had any impact on their GDP growth. In addition to conducting a systematic literature review, statistical data analysis was also carried out to better identify a potential research gap. Countries with high HDI were only able to meet their reduction commitment in terms of total GHG per capita. However, the already low-HDI countries increased their overall GHG emissions while having low levels of consumption. The higher their GDP growth, the lower their CO2 levels. In the case of developing countries, it is less related to the changes in GPD.
XIII. ÉVFOLYAM 2025. SPECIAL ISSUES 2. 39-46
DOI: 10.24387/CI.SI.2025.2.7

Resilience and flexibility constitute fundamental components to foster employee satisfaction and problem-solving. Although a range of methods exists to enhance employees’ resilience and adaptability, coaching remains an underexplored and underutilized methodology. The present research investigated the role of coaching in promoting resilience at work, and increasing employees’ awareness of work-related challenges as a means of enabling more effective problem-solving and decision-making. Data were collected through a short questionnaire, interviews and coaching sessions involving employees from Iran and neighboring regions. It has been found that prior to the coaching sessions, participants exhibited ambivalent or negative affective responses toward their occupational roles and demonstrated limited awareness of the variables behind these feelings. Following the coaching session, participants reported enhanced clarity, resilience, flexibilty and problem-solving skill regarding their dissatisfaction, and they identified actions and solutions. These findings suggest that coaching serves as an effective method for cultivating resilience and enhancing problem-solving capabilities by promoting reflective awareness and action.
XIII. ÉVFOLYAM 2025. SPECIAL ISSUES 1. 41-45
DOI: 10.24387/CI.SI.2025.1.6