Global Research Program and Network
By: Buzady Z., Almeida F. In: Thinking Skills and Creativity (D1 cat. 93%), December 2026 Full article HERE Highlights Abstract: This study addresses a gap in literature by empirically examining the role of FLIGBY in the development of thinking skills and creativity, contributing to a more holistic understanding of the pedagogical value of serious games…
By: Lipovka A., Buzady Z., Abeshev K. In: Problems and Perspectives in Management (Q2) Full article here: http://dx.doi.org/10.21511/ppm.24(2).2026.38 Keywords: artificial intelligence (AI), business simulation, gender, hard skills, leadership competencies, managers, resource-based view theory, strategic planning Abstract: Strategic planning is a driver of leaders’ performance in today’s turbulent and demanding environment, yet the relative importance of soft versus hard skills within it remains…
Authors DOI: https://doi.org/10.14267/VEZTUD.2026.06.04 Keywords: competency models, leadership development, FLIGBY, digital simulation, public service, self-assessment bias Abstract This paper explores how the FLIGBY digital simulation bridges the gap between the theoretical frameworks of international leadership competency models (ECQ, UNESCO, UN, OECD) and practical competency development within the public service. The research focuses on the tension between students’ self-perceived…
By: Gavkhar Turaeva and Zoltan Buzady, Corvinus University of Budapest At the IACCM (International Association of Cross-Cultural Competence and Management) Conferenceheld October 29-31, 2025 at Corvinus University of Budapesthttps://www.uni-corvinus.hu/post/landing-page/iaccm-2025/?lang=en Full presentation here: https://drive.google.com/file/d/1CmlwYwjW0I0fdFxbbd_iP72LWBHcAl2b/view?usp=sharing Abstract : This research explores the impact of sustainable and transformational leadership styles on decision-making skills in cross-cultural, simulated management contexts. Sustainable leadership prioritises…
Society, including mothers, colleagues, and supervisors at the workplace, often considers maternity leave as a natural, but problematic period regarding career. Especially in Hungary, where women generally take a 2-year break as stay-at-home moms, which can be a total of 8-10 years with 3 or more children. These women face several difficulties after they have…
By: Emese BELÉNYESI PhD, Associate Professor, Ludovika University of Public Service, Faculty of Public Governance and International Studies, E-mail: belenyesi.emese@uni-nke.hu andAndrea GYŐRFYNÉ KUKODA PhD, Assistant Professor, Ludovika University of Public Service, Faculty of Public Governance and International Studies, E-mail: gyorfyne.kukoda.andrea@uni-nke.hu Full text here: https://apubb.ro/intconf/wp-content/uploads/2025/07/The-Role-of-Universities-%E2%80%93-C-Hintea-M-Balogh.pdf Pages 37-57 – ISBN 978-606-561-258-7 Abstract: This study is based on…
Title: Strategic HRM Maturity in Higher Education: A Comparative Study of Hungary, Turkey, and Kazakhstan By: Saule Zhardayeva (Corvinus University of Budapest, Hungary), Zoltan Buzady (Corvinus University of Budapest, Hungary), Ainur Abdrazakova (SDU University, Kaskelen, Kazkahstan) Abstract This paper explores the maturity of Human Resource (HR) practices in the skills development across selected Turkic countries,…
Authors: Gavkhar Turaeva (Corvinus University of Budapest) and Zoltan Buzady (Corvinus University) Presented at: EAWOP congress of the European Academy of Work and Organizational Psychology, Transforming Working Environments: Challenges & Opportunities, Prague, 2025 May 21-24 Gavkhar Turaeva shared with us her professional impressions: I had the privilege of participating in the 22nd European Congress of…
by: Emese Belényesi and Andrea Győrfyné Kukoda (NKE, Ludovika University of Public Service, Hungary) AbstractThis study is based on using FLIGBY (Flow Is Good Business for You) – a digital serious game specifically designed for measuring and developing leadership skills – in higher education. It examines the aspects of decision-making based on Csíkszentmihályi’s flow theory,…
by: Corey Ames Ed.D. Abstract Individuals born between 1981 and 1996 are expected to be the dominant generation in the workforce by 2025. The problem is conventional leadership applications seem unrelated to the millennial generation’s need for workplace autonomy and adapting to volatile, uncertain, complex, and ambiguous conditions. There is a gap in information about…