Humán fókusz a kormányzati igazgatásban, a jóllét biztosításának jogszabályi és gyakorlati megközelítései

Paksi-Petró, Csilla (2025) Humán fókusz a kormányzati igazgatásban, a jóllét biztosításának jogszabályi és gyakorlati megközelítései. JOG ÁLLAM POLITIKA: JOG- ÉS POLITIKATUDOMÁNYI FOLYÓIRAT, 17 (3). pp. 41-62. ISSN 2060-4580

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Abstract

The study examines employee well-being in government administration, presenting both domestic and international regulatory frameworks and the practical implementation of well-being elements. The research highlights the significance of employee well-being in fostering a sustainable workplace culture and effective human resource management. The study analyzes the concept of employee well-being by distinguishing between welfare (financial security) and well-being (mental, emotional, physical, and social state). It explores how well-being is a fundamental human right and a key prerequisite for motivated and productive work. The empirical research is based on a large-scale representative survey conducted in 2024, examining the perspectives of over 12,000 government officials on factors related to workplace well-being. Among the Better Life Index dimensions, the study focuses on income security, working conditions, social connections, training opportunities, and work-life balance. The results indicate that strengths include predictable working hours and a supportive work environment, while financial recognition and career opportunities received lower ratings, highlighting areas for improvement. The study underscores the need to enhance regulatory frameworks, particularly regarding mental health protection and flexible work arrangements. It also considers adapting the UN Guiding Principles on Business and Human Rights and draws insights from international best practices which could inform the development of Hungary’s regulatory environment. Finally, the research proposes strategic human resource management measures to improve employee well-being, including expanding training opportunities, strengthening workplace feedback mechanisms, and integrating well-being elements into organizational culture.

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