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Workplace FoMO is defined as the fear of missing important tasks, information, and knowledge. It is driven by the fear of the dread of experiencing the anger or psychological pressure, and indirect expectation of co-workers, managers or other stakeholders at the place of work. The term also refers to the loss of promising opportunities (Fear of Better Options - FoBO) and network possibilities which can lead to another phenomenon Fear of Doing Anything (FoDO) which refers to the state when someone is indecisive. After factorial analyses of the original 5 FoMO types of Alutaybi et al (2020) this study applies the following factors: valuable information gathering, professional networking, individual contribution to work, and social interaction. One of the influencing factors of FOMO is internal motivation which is connected to working style. Considering the internal motivation and attitude to work, based on Kahler's 5 positive drives (1975) Hay (2009) developed the following working styles: hurry up, be perfect, please people, try hard and be strong. This research presents the relationship between working styles and workplace FoMO based on a questionnaire filled by 201 employees of an international automotive company. Results shows that expect 'Try hard', the other 4 working styles indicate correlation with at least one of the factors of working FoMO. [ABSTRACT FROM AUTHOR]

The region of Balaton is the second most popular tourist destination in Hungary, so the sustainable development and the cooperation of its enterprises are essential. One of the arising solutions to this is to explore the possibilities of using knowledge-based networking tools (like social media technologies) and develop good practices and case studies for the local enterprises. Networking is a unity of independent persons and organizations that are combined with a common goal or interest. Members of such a network contribute to maintain the network and are involved in the communication and cooperation process. Knowledge-based networking tools, like social media have taken the world in a storm, it has become a mainstream, modified personal relationships, allowed individuals to contribute to number of cases and constitute new possibilities to facilitate collaboration. The advantage of implementing social media is enormous. With social networking, organizations can build business-level collaboration that is easy to use, fast and widely accepted, thus enhancing business efficiency. The purpose of the research is to explore the cooperation networks of the wineries, gastronomy units and start-ups of the Balaton Uplands, to explore the composition and characteristics of knowledge-based networking tools and to investigate what individual (generation, qualification/experience, emotional intelligence) and organizational characteristics (age, size/number of employees, income) influence the application of social media tools. The research will be executed within the Sustainable, intelligent and inclusive regional and city models (EFOP-3.6.2-16-2017- 00017) project. Considering the objectives of the project, qualitative research methodologies can be applied successfully, as it seeks to acquire deeper and more subtle knowledge for some selected enterprises. The qualitative research will be analyzed using the case study methodology. This paper aim is two folded: first to explain the whole research process by exhibiting research questions, hypothesis and the research model; second, to introduce the results of the preliminary study which explores the channels (social media sites) customers get information about wine and gastro events. [ABSTRACT FROM AUTHOR]

In the era of knowledge economy, knowledge is increasingly seen as the most important strategic asset. A significant part of the knowledge possessed by an organization is within the knowledge workers. Thus, it is important to understand what encourages and what holds back individuals from sharing knowledge. Employees' willingness to share knowledge can be influenced by individual factors like people behaviours, motives and characteristics. Emotional intelligence can be one of the individual factors that can play an important role in forming their knowledge sharing endeavours. The paper aims to reveal the relationship between emotional intelligence and knowledge sharing of employees of Hungarian organizations. More specifically the relationship between the factors of emotional intelligence such as Well-being, Selfcontrol, Sociability and Emotionality with the factors of knowledge sharing Altruism, Reciprocity, Reputation, Loss of Knowledge and Organizational reward have been investigated. Furthermore the study sheds light on the role of individual characteristics such as gender, generation, qualification and tenure considering size of the organization. The research has been carried out among more than 200 Hungarian employees from different industries. Significant positive relationship can be identified between employees' emotional intelligence and knowledge sharing behaviour. Well-being, Emotionality, Selfcontrol and Sociability as emotional intelligence factors show relation to Altruism, Loss of knowledge and Reputation. Among individual factors, differences can be identified regarding generation and position, while gender and education do not seem to play a significant role in this relationship. Regarding organizational characteristics, differences can be detected according to the size of the organization. The outcome of the research can help companies, managers and HR specialists to learn how to trigger knowledge sharing behaviour according to gender and position while taking the size of the organisation into consideration. The paper reviews the results of the empirical study and concludes with a discussion of a potential new research direction and practical implications. [ABSTRACT FROM AUTHOR]