Re-written by machine and new technology: Did the Internet kill the Video Star

The traditional way of understanding television content consumption and viewer reactions may be simply summarised: information about the program, viewing at airing time, and interpersonal discussion after the program. In our digital media environment due to crossmedia consumption and platform shifts, the actual trend in audiovisual, and traditionally television content consumption is changing, the viewer’s journey is different across contents and platforms. Content is becoming independent from the platform and the medium is increasingly in the hands of technologically empowered viewers. Our objective is to uncover how traditional content expressly manufactured for television (series, reality shows, sports) can now be consumed via other platforms, and how and to what extent audiovisual content consumption is complemented or replaced by other forms (text, audio). In our exploratory research we identify the typical patterns of interaction and synergies of consumption across classical media content. In this study we used a multimethodology qualitative research design with three research phases including focus groups, online content analysis, and viewers’ narratives. Overall, the Video Star stays alive, but has to deal with immediate reactions and has to change according to his or her audiences’ wishes

Magyarországi „munkavállaló-barát” (employee friendly) szervezetek – Valóság vagy utópia (avagy mit tanulhatunk tőlük?) = The Hungarian employee friendly organizations: reality or Utopia (or what can we learn from them?)

A szerzők feltáró kutatásukban munkavállaló-barát szervezeti megoldásokat kerestek és vizsgáltak multiparadigmikus (Primecz, 2008) megközelítéssel, kritikai és funkcionalista szemszögből. Munkavállalóbarát szervezeti gyakorlatnak tekintették azokat a szervezeti kultúrában gyökerező szervezeti kereteket és gyakorlatokat, amelyek nagymértékben támogatják a munkavállalókat a munka és magánélet egyensúlyának elérésében és megtartásában (Toarniczky et al., 2011). Eredményeik szerint a munkavállaló-barát gyakorlatokat akkor értékelik legjobban a szervezeti tagok, ha a közvetlen vezető és kollégák jól értik a támogatandó munkavállaló helyzetét és rugalmasan fordítják le a hétköznapokra a HR-rendszereket. Ezzel együtt több feszültség keletkezik a szervezetben a munkavállaló-barát gyakorlatokban, amelyekre figyelni lehetne, anélkül, hogy a kialakított gyakorlatokat felszámolnák. _____ The authors in their research investigated employee friendly practices, which they defined as frameworks and practices rooted in organisational culture that gives maximum support for employees trying to reach and keep balance between work and private life (Toarniczky et al., 2011) through multiparadigm research (Primecz, 2008). They conducted exploratory research (interviews, focus groups, document-analysis, and questionnaire) at ten Hungarian-based organizations, and they investigated employee friendly work practices through functionalist and critical lenses. Their results shows that employee friendly practices work well, when the immediate boss and colleagues understand the need of organization al member, who are supported, and HR procedures are translated flexibly. At the same time tension within the organization al subgroups always present, and this should be handled by the organization without cancelling employee friendly practices.