espEconomy: strategy and practiceEconomy: strategy and practice1997-99672663-550XИнститут экономики10.51176/1997-9967-2026-2-70-84esp-2051Research ArticleМЕНЕДЖМЕНТ И МАРКЕТИНГMANAGEMENT AND MARKETINGТехнологический человеческий капитал и организационная приверженность: данные по работникам ВенгрииTechnological Human Capital and Organizational Commitment: Evidence from Hungarian Employeeshttps://orcid.org/0000-0001-7559-0488КарачониП.KaracsonyP.

Карачони П. – PhD, профессор

Комарно,

Peter Karacsony – PhD, Professor

Komarno

karacsonyp@ujs.skhttps://orcid.org/0000-0001-5389-0666ХузкаП.HuszkaP.

Хузка П. – PhD, ассоциированный профессор

Дьер

Peter Huszka – PhD, Associate Professor

Gyor

husz-kap@sze.huУниверситет им. Я. СельеСловакияJ. Selye UniversitySlovakiaУниверситет им. Сечени ИштванаВенгрияSzechenyi Istvan UniversityHungary2026180720262127084Copyright © Карачони П., Хузка П., 20262026Карачони П., Хузка П.Karacsony P., Huszka P.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://esp.ieconom.kz/jour/article/view/2051

В условиях цифровой трансформации и ускоренного технологического развития конкурентоспособность работников всё в большей степени определяется не только профессиональными знаниями, но и способностью осваивать новые технологии, адаптироваться к изменениям и непрерывно развивать компетенции. Цель данного исследования заключалась в исследовании взаимосвязи между технологическими компетенциями, открытостью к обучению, адаптивностью и готовностью к переобучению, а также в оценке влияния этих факторов на организационную приверженность работников. Методологическую основу исследования составили разведочный факторный анализ, оценка надежности шкал с использованием коэффициента альфа Кронбаха, корреляционный анализ Пирсона и линейный регрессионный анализ. Эмпирическая база исследования сформирована на основе онлайн-опроса 281 работника малых и средних предприятий Венгрии, проведенного в январе 2026 г. Результаты эмпирически подтвердили гипотезу о том, что технологическая компетентность, ориентация на обучение, адаптивность и готовность к переобучению интегрируются в единый индекс адаптивного технологического человеческого капитала, значение коэффициента альфа Кронбаха для которого составило 0,837. Индекс адаптивного технологического человеческого капитала продемонстрировал сильную положительную связь с аффективной организационной приверженностью работников (r = 0,758; p < 0,001) и объяснил 57,4% ее вариации. Вместе с тем для продолжительной организационной приверженности была выявлена слабая, но статистически значимая положительная связь (r = 0,220; p < 0,001), что не подтвердило теоретически выдвинутое предположение об отрицательном характере данной взаимосвязи. Таким образом, в условиях цифровой экономики адаптивный технологический человеческий капитал выступает значимым ресурсом повышения устойчивости работников, укрепления их организационной приверженности и обеспечения долгосрочной конкурентоспособности организаций.

In the context of digital transformation and accelerated technological development, employees' competitiveness is increasingly determined not only by professional knowledge but also by the ability to master new technologies, adapt to change, and continuously develop their competencies. This study aimed to explore how technological competencies, openness to learning, adaptability, and willingness to retrain are interrelated and how these factors influence employees’ organizational commitment. The methodological basis of the study was exploratory factor analysis, evaluation of scale reliability using Cronbach's alpha, Pearson correlation analysis, and linear regression analysis. The empirical basis of the study was an online survey of 281 employees of small and medium-sized enterprises in Hungary conducted in January 2026. The results empirically supported the hypothesis that technological competence, learning orientation, adaptability, and willingness to retrain are integrated into a single adaptive technological human capital (hereinafter ATHC) index (Cronbach’s alpha = 0.837). ATHC showed a strong, positive relationship with affective organizational commitment (r = 0.758; p < 0.001) and explained 57.4% of its variance. However, a weak but significant positive relationship was found for continuance organizational commitment (r = 0.220; p < 0.001), which did not support the theoretically hypothesized negative relationship. The results indicate that developing adaptive technological human capital can not only enhance employees’ employability and adaptability but also contribute to organizational competitiveness by increasing organizational commitment. Thus, in the digital economy, adaptive technological human capital is an important resource for enhancing employee resilience, strengthening organizational commitment, and ensuring long-term organizational competitiveness.

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The authors declare that there are no conflicts of interest present.