This paper is devoted to the study of ethical positions of the respondents from Hungary, China, Turkey and Kyrgyzstan. In the context of globalization, when the process of global economic, cultural, social integration occurs, the effectiveness of interaction between countries and peoples, especially in trade and economic relations, depends on the understanding of the concept of business ethics. Therefore, the understanding of national aspects of business ethics plays a significant role. The idea of business ethics may vary depending on the national and cultural characteristics, traditions, mentality and stereotypes of the country with which the interaction takes place. Therefore, it is necessary to study the ethical position. To do this, we conducted a survey, using the Foresight questionnaire, among 905 respondents from Hungary, China, Turkey and Kyrgyzstan, who are students of the Department of Business, and had work experience in private and public sector. The results of the study confirm the hypothesis that ethical position differs depending of nation, gender, and work experience.

The current empirical study observes the impact of Emotional Intelligence (EI) and Cross-Cultural Adjustment (CCA) on Job Performance (JP) particularly Task Performance (TP) and Contextual Performance (CP) of Self-Initiated Expatriates (SIE) located in Central-Eastern Europe countries. The PLS SEM technique was implemented to analyze the data from a survey of 314 self-initiated expatriates. The findings showed that Emotional Intelligence has strong impact on CCA and Task Performance. As to CCA it has an influence on contextual performance. Considering that there have been few empirical investigations on the influence of Emotional Intelligence and cross-cultural adjustment on job performance of self-initiated expatriates, the insights gained from current study will contribute to the body of knowledge in the field of expatriate research, particularly in the areas of international human resource management and cross-cultural management. The practical significance of the findings will be valuable to HR professionals and multinational companies, especially in the area of expatriate selection, recruitment, and intercultural training and development.

The purpose of this study is to determine interrelations between the characteristics of HRM in local subsidiaries in six focal countries in the light of different organizational variables: year of establishment, sector of MNC, mode of entry and origin of MNCs in selected post-Soviet counties in comparison to Central and Eastern European countries. We profile the HRM practices of almost 234 foreign owned subsidiaries located in Kyrgyzstan, Kazakhstan, Hungary, Russia, Slovakia and Poland. Using descriptive statistics, we present the general characteristics of the sample and then we use bivariate statistical analysis to test our hypotheses relating to the impact of different factors on the HR practice mix implemented in the subsidiaries of MNCs covered in our survey. The results support a contention that multinational companies following different HR management practices/approaches due to institutional histories. For example, in post-Soviet countries, HR departments have more centralized decision-making with tight control and the number of expatriates is lower when compared to the practices of firms in the CEE region.

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