Технологиялық адами капитал жəне ұйымдастырушылық міндеттеме: Венгрия жұмысшылары туралы мəліметтер

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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