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The purpose of this paper is to show that gig jobs could be considered an alternative way, albeit not the very best, to give work opportunities to older people. This could offset the continuously decreasing income from the pay-as-you-go pension system, which remains the main source of income for older Hungarians.

The paper reviews the most important aspects of employment of older people and highlights the digital divide which still restricts their participation in the labor market. The paper analyzes data from the Hungarian carpooling company Oszkár and compares it with official statistical data from the Hungarian labor market, focusing on the dynamics of the employment of older persons.

The findings show that the alienation of older workers from the gig economy is just transitory, and that an increasing proportion of older gig workers can be anticipated.

Compiling data on the gig economy faces a number of obstacles, as enterprises are disincentivized from revealing all their data.

Older people are more likely to be employed in lower-quality jobs, such as own-account self-employed. They are also increasingly more likely to become gig workers.

The paper articulates the importance of remaining active as one ages and moreover challenges the traditional belief that gig jobs mainly offer opportunities to the younger generations.

The main goal of this paper is to test whether older Hungarian women face age discrimination in the job market. The theoretical framework of this paper measures the level of discrimination and highlights that age discrimination leads to a waste of human resources.

Two pairs of fictitious CVs were created; each pair included a younger (34 years old) and an older woman (60 years old) with an age difference of 26 years. One pair was designed for office assistant positions, the other for economic analyst positions. The contents of the CVs with photos were entirely fabricated except for active email addresses and phone numbers to allow responses to be tracked. LinkedIn accounts were also created for the analysts. Applications were sent over a four-month period from November 2019. The rate of invitation to interviews was analysed with mathematical statistical methods and a small probability model.

The younger job seekers were invited to interviews about 2.2 times more often than the older ones. Based on the authors’ probability model, employers evaluate the skills of older applicants at only 45–67% of their actual skills.

The experiment had to be stopped due to the Covid-19 lockdown as there were no new job postings.

The experiment demonstrates that age discrimination exists in Hungary. In addition to traditional audit job applications through HR portals, we used LinkedIn too. The small probability model applies an old framework in a new environment.

Examines the tenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers in Hungary tested for age discrimination using two pairs of fictitious CVs containing younger (34 years old) and older (60 years old) female applicants. The results showed the younger job seekers were invited for interviewees 2.2 times more often than the older ones. They concluded age discrimination existed.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to expose librarians, scholars and other interested parties to the numerous films available concerning the 1989 and 1991 European revolutions. The films that are discussed can potentially be used as ancillary sources that will lead to a more in-depth understanding of these topics.

This paper is a literature review examining films relating to the 1989 and 1991 revolutions in Eastern Europe and the former Soviet Union. The findings are presented in the form of an annotated bibliography.

A total of 24 films from eight countries are presented in this annotated bibliography.

In researching this paper, the authors have been unable to find any similar works, which makes this work of particular value to those wanting to learn more about this period of change in Eastern Europe and the former Soviet Union.

During the building designing, it is very important to deal with the fire resistance of the structures. The designed materials for escape routes should be selected to ensure the usability of the structures until the time of escape. Planning affects the glass structures similarly, so these can also be partition walls and load bearing structures, although the latter is less applied on escape routes. The heat protection of the glasses can be improved with heat-protective foils, while fire protection is provided by gel intumescent material.

To research the topic of fire resistance, laboratory experiments were carried out on small-scaled glass elements with thermal protection foil at Budapest University of Technology and Economics at the Department of Construction Materials and Technologies.

Fire protection of small model specimens was tested with blowtorch fire and furnace heat load. During the experiments, six foils were tested. Single pane glass, double layered and triple glazed specimens were tested with blowtorch fire.

Fire protection of small model specimens was tested with blowtorch fire and furnace heat load. During the experiments, six foils were tested. Single pane glass, double layered and triple glazed specimens were tested with blowtorch fire. In case of heat-protected glazing, the foils on the “protected” side of the single pane glass do not have a fire protection effect based on blowtorch fire test. For double glassed specimens, the P35 foil has a perceptible effect, even for the requirements of the flame breakthrough (E, integrity), when the foil is placed on the inner side (position 3) of the second glass layer. The stratification of each triple glazed specimens was effective against blowtorch fire load (3 M, S4&P35), so (EI, integrity and isolation) it can meet the requirements of flame breakthrough and thermal insulation.

Previous studies have demonstrated that perceived job insecurity climate denotes an individual-level stressor. The present study reiterated this notion and investigated whether leadership responsibility moderated the association between perceived job insecurity climate and work-related strain about one year into the coronavirus disease (COVID-19) pandemic.

A sample of full-time workers (N = 1,399) in the USA was recruited, comprising 663 leaders and 763 non-leaders. Employing a cross-sectional design, the authors hypothesized that perceived job insecurity climate would be associated with work-related strain (i.e. burnout, absenteeism and presenteeism) and that these associations were stronger for employees with leadership responsibilities compared to non-leaders.

Findings revealed main effects of perceived job insecurity climate on burnout but not on absenteeism or presenteeism. Furthermore, leadership responsibility moderated the associations between perceived job insecurity climate and two out of three burnout measures in the hypothesized direction. The findings also revealed interaction effects regarding absenteeism and presenteeism, indicating that these associations are only positive and significant for employees with leadership responsibilities.

Perceptions of widespread job insecurity engender strain among leaders while simultaneously implying a heightened need for effective leadership. Organizations and practitioners should take the present findings into consideration when implementing preventive and restorative measures to address leaders' health and organizational competitiveness when job insecurity increases.

This study found that, as an individual stressor, perceived job insecurity climate is more detrimental to employees with leadership responsibility than to non-leaders.