Perspectives of junior global talents at Bosch Budapest on job satisfaction and mental health An internal communications approach
Saved in:
| Main Author: | |
|---|---|
| Other Authors: | |
| Format: | Students’ Scientific Association paper |
| Kulcsszavak: | business marketing communication corporate culture human relations human resource management |
| Online Access: | http://dolgozattar.uni-bge.hu/57868 |
MARC
| LEADER | 00000nta a2200000 i 4500 | ||
|---|---|---|---|
| 001 | dolg57868 | ||
| 005 | 20250923115532.0 | ||
| 008 | 250923suuuu hu o 000 eng d | ||
| 040 | |a BGE Dolgozattár Repozitórium |b hun | ||
| 041 | |a en | ||
| 100 | 1 | |a Nguyen Linh Trang | |
| 245 | 1 | 0 | |a Perspectives of junior global talents at Bosch Budapest on job satisfaction and mental health |b An internal communications approach |c Nguyen Linh Trang |h [elektronikus dokumentum] |
| 516 | |a Students_Scientific_Association_paper | ||
| 520 | 3 | |a AbstractThe research was driven by an interest in the unexpectedly low level of well-being among Budapest residents and the persistent mental health issues within the business environment. It sought to initiate the question,“How do junior international professionals perceive well - being differently through communication frameworks to their personal and lived experiences in the Bosch Budapest firm?”. The study involved interviewing two groups of participants from the company, recruited through purposive and snowball sampling: non-Hungarian professionals with less than three years of experience and internal communications/HR specialists. The interviews focused on participants' perceptions of workplace well-being as conveyed through internal communications at Bosch Budapest.The subsequent thematic analysis uncovered three primary differences between the perceptions of the two groups: (1) junior international employees had a more proactively negotiated and implicitly co-created understanding of ideal working values and environment; (2) there was a difference in how engagement with the company through internal communications was evaluated; and (3) junior professionals experienced a more dynamic formation of a sense of community in their lived workplace experiences. | |
| 695 | |a business marketing | ||
| 695 | |a communication | ||
| 695 | |a corporate culture | ||
| 695 | |a human relations | ||
| 695 | |a human resource management | ||
| 700 | 1 | |a Merliot-Almássy Dr. Eszter |e ths | |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/57868/1/Linh%20Trang%20-%20tdk.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/57868/2/Linh%20Trang%20-%20tdk.docx |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/57868/3/Nguyen%20Linh%20Trang%20_KVIK_GE.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/57868/4/Nguyen%20Linh%20Trang_FCHT_TKJ.pdf |z Dokumentum-elérés |