Issue #4 (Volume 23 2025)

Type of the article: Research Article

Abstract
Artificial intelligence (AI) has become the most eye-catching new technology in recent years, and its application is driving the transformation of enterprise management. In order to cope with the impact of new technological changes and address key issues affecting enterprise management development, it is necessary to research and clarify the basic relationship between the application of AI and the development of enterprise management. This study aims to analyze the current situation and future development direction of AI-driven enterprise management through bibliometric analysis. Scopus and Web of Science data from 2014 to July 2025 were analyzed to explore the evolutionary time, geography, and scientific landscape of this topic. The findings contribute to understanding AI’s driving role in enterprise management development. The analysis reveals exponential growth in research output on AI-driven management, accompanied by a decreasing growth rate of publications on AI-driven enterprise management since 2021. The important factors that affect research output are population and total GDP. China, the United States, and India were identified as the leading contributors, with significant research activity in this field. Keyword analysis indicates that the thematic focus is becoming more technical and universal. Thematic analysis highlights that human resource management, financial management, supply chain management, and operational decision-making are the main aspects of AI-driven enterprise management, accounting for 94% of the total number of publications. The study proposes a new direction for the development of AI-driven enterprise management, including department integration, cognitive convergence, and ethical and social responsibility.

Acknowledgments
This research has been supported by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (IRN 19680544 “Innovation infrastructure of Kazakhstan in the context of digitalization: assessment of the state and development of an atlas”).

Type of the article: Research Article

Abstract
In today’s competitive landscape, faith-based institutions can gain advantages by leveraging strategic HR practices to build a strong religious image. This study examines the effects of religious HR practices comprising religious training and development, recruitment and selection, remuneration and compensation, and performance appraisal on religious organizational image. Religious work ethics was included as a moderator to assess its role in the relationship between religious training and development and religious organizational image. A survey was conducted in January 2025 in Jakarta, Indonesia, involving 418 academic staff from three universities representing three major religions: Yarsi University (Islam), Krida Wacana (Christianity), and Atma Jaya (Catholicism). The sample consisted of 274 Muslims, 70 Christians, and 74 Catholics, reflecting the national religious composition. Respondents were chosen for their direct experience with religious HR practices. Data were collected through face-to-face surveys and analyzed using PLS-SEM. Results show that religious training and development (β = 0.249), recruitment and selection (β = 0.103), remuneration and compensation (β = 0.129), and performance appraisal (β = 0.153) positively influence religious organizational image. Additionally, religious work ethics have a positive moderating effect on the relationship between religious training and development, as well as on the religious organizational image (β = 0.107). Multigroup analysis reveals the strongest combined effects among Catholic respondents (r² = 0.30), followed by Islam worshipers (r² = 0.252) and Christians (r² = 0.136), with no significant difference between groups (p > 0.1). These findings confirm that religious HR practices effectively enhance religious organizational image regardless of institutional religious affiliation.

Acknowledgments
The authors gratefully acknowledge the support of the Research Organization for Governance, Economy, and Community Welfare, Indonesian National Research and Innovation Agency, which provided funding under Decree No. 6/III.12/HK/2024.

Type of the article: Research Article

Abstract
Mandatory reporting regulations challenge management adaptation. Organizational response patterns during regulatory transitions in emerging markets require further investigation. The study examines managerial responses of Thai-listed companies to the mandatory One Report regulation in 2021 and classifies firms into strategic clusters based on adaptation patterns to International Integrated Reporting Framework components. The paper used a comprehensive Integrated Reporting Quality Index and two-step cluster analysis on 232 annual reports from 58 largest companies in Thailand’s SET50 index (2019–2022) to move beyond simple compliance measurement and identify distinct managerial strategies and their organizational implications. Results demonstrate significant improvement in the quality of managerial responses to the regulation, representing a 36.4% increase, from moderate levels (X̄ = 1.21, SD = 0.24) before implementation to high levels (X̄ = 1.65, SD = 0.18) afterward. Wilcoxon signed-rank tests confirmed statistical significance (Z values between –3.205 and –5.526, p < 0.001). Notably, cluster analysis identifies two distinct strategic approaches: Strategic adopters (Cluster 1), who demonstrate comprehensive integrated thinking, and compliance-oriented responders (Cluster 2), who adopt minimalist approaches. The study reveals significant organizational learning over the study period, with strategic adopters growing from 27 to 44 companies (46.6% to 75.9%) while compliance-oriented responders declined from 31 to 14 companies (53.4% to 24.1%). Mandatory implementation successfully catalyzed strategic differentiation, though challenges in disclosing non-financial capital persist. These findings provide crucial insights for managers seeking competitive advantage during regulatory transitions and for policymakers designing effective governance frameworks.

Type of the article: Research Article

Abstract
Burnout in the education sector has been extensively studied. Yet most research has focused on teaching staff, overlooking the experiences of administrative employees, despite their crucial role in implementing education policy. This study investigates the levels and correlates of burnout among administrative staff in the Greek Ministry of Education. It examines how demographic characteristics shape burnout dimensions and how burnout influences job satisfaction and turnover intention. Data were collected in 2023 through an electronic survey, reaching 40.2% of the Ministry’s workforce. Burnout was measured using the Maslach Burnout Inventory – General Survey (MBI-GS), job satisfaction with the Job Descriptive Index (JDI) and Job in General (JIG) scales, and turnover intention with custom-developed items. Results show moderate levels of exhaustion (M = 3.20) and cynicism (M = 2.82), while professional efficacy was high (M = 4.90), suggesting that staff remain committed despite institutional strain. Burnout was negatively correlated with job satisfaction (e.g., ρ = –0.651 for cynicism and satisfaction with work; ρ = –0.550 for exhaustion and satisfaction with the job in general), and positively associated with turnover intention. Tenure, education level, and gender were significantly associated with burnout dimensions (p < 0.05), while age showed no effect. By focusing on administrative staff, this study contributes new insights into an underexplored professional group in public education. Findings underline the systemic roots of burnout in the Greek public administration and highlight the need for structural HR reforms to foster employee well-being and organizational effectiveness.

Acknowledgments
We would like to thank the Research Ethics Committee of the University of West Attica for approving the study protocol. We are also grateful to the employees of the Greek Ministry of Education for their participation and valuable contributions to this research. No external funding was received for this study.

Type of the article: Research article

Abstract
The purpose of the study was is to assess the impact of key factors (including employment, income, poverty level, prices and social support) on the dynamics of social pressure in Kazakhstan. The analysis covered the period from 2014 to 2024 and utilized official data. The methodology combines entropy-based ranking of indicators, calculation of the Socio-Economic Pressure Index (SEPI), Social Stability Index (SSI), and Social Inertia Index (SII), as well as phase-portrait visualization. The entropy ranking revealed that the share of population below the food basket cost (di = 0.71; Wi = 0.2381) and housing assistance (di = 0.516; Wi = 0.1728) had the highest variability and the strongest influence on SEPI. Moreover, SEPI rose from 0.0967 in 2014 to its peak in 2023 – over 20 times higher – before falling to 0.53 in 2024. SSI dropped from 4.94 in 2017 to 0.44 in 2023, with minimal adaptive capacity, and partial recovery to 1.87 in 2024. There was recorded instability of positive changes and a high likelihood of renewed pressure due to the lowest value of SII (–3.24) in 2024. Thus, long-term stability and a reduction in the social sphere’s susceptibility to external and internal shocks require integrated policy measures that combine targeted support, income regulation, and adaptive governance.

Acknowledgments
This research has been funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (Grant “Development of mechanisms for reducing social inequality and improving the welfare of the population of Kazakhstan” AP19174744).

Type of the article: Research Article

Abstract
Open knowledge management has become a strategy for enhancing marketing innovation using internal and external knowledge resources. This study aims to examine the impact of open knowledge management on marketing innovation in an organization and the mediating role of technology empowerment in this relationship. This study adopts a quantitative research approach. Data were collected from November 2024 to April 2025 using structured questionnaires and semi-structured interviews with 150 marketing professionals representing a variety of industries in the Iraqi city of Nineveh. The results indicate that collaboration has a positive and significant effect on marketing innovation (β = 0.121, p < 0.011). Similarly, collaboration has a positive and significant effect on technological empowerment (β = 0.317, p < 0.000). In addition, accessibility to knowledge has a strong effect on marketing innovation (β = 0.080, p < 0.012) and technological empowerment (β = 0.210, p < 0.002). The mediating role of technological empowerment has a significant effect between open knowledge management and marketing innovation (β = 0.382, p < 0.000). Knowledge sharing has no significant impact on marketing innovation (β = 0.069, p < 0.065). On the other hand, knowledge sharing has a significant effect on technology empowerment (β = 0.181, p < 0.026). The findings highlight the need for managers to achieve a competitive advantage through significant impacts and knowledge-based strategies.

Type of the article: Research Article

Abstract
The organization’s trade union greatly increases worker productivity by fostering a healthy work environment, resolving employee complaints, and encouraging employee involvement. To ascertain how union practices (collective bargaining, democratic principles, and job security) affect worker performance in Nepal’s cement manufacturing sector, this study investigates their impact on employee productivity. A causal and descriptive research strategy was employed. Survey participants were the employees working in the selected cement manufacturing companies of Nepal. The primary cross-sectional data were collected from October 2024 to February 2025. The paper used purposive sampling techniques; a total of 476 structured questionnaires were distributed, and 247 were retrieved. This paper also employed descriptive statistics and correlation and regression analyses. Similarly, Cronbach’s alpha was used to determine the internal consistency. The study’s findings indicated a substantial positive and significant impact of collective bargaining on employee performance (β = 0.691, t = 18.08). A robust, positive, and statistically significant impact of democratic principles on employee performance was identified (β = 0.60, t = 16.76). The results indicated a robust positive and statistically significant impact of job security on employee performance (β = 0.85, t = 18.54).

Type of the article: Research Article

Abstract
The paper examines how digital human resource management (D-HRM) practice affects employee innovation behavior in the ICT sector in several Middle Eastern countries, especially regarding how organizational learning acts as a mediating variable. The analysis was quantitative, involving an online survey sent to 15 ICT organizations in Jordan, the UAE, Saudi Arabia, Egypt, and Qatar. A total of 658 valid responses were collected from HR specialists, innovation team members, supervisors, and managers between February and May 2025. Partial least squares structural equation modeling (PLS-SEM) was used to analyze the data. These findings showed that D-HRM (beta = 0.28, p < 0.001) affects employees’ innovation directly and significantly. In addition, D-HRM is found to have a significant impact on organizational learning (beta = 0.39, p < 0.001), which has a significant effect on innovation behavior (beta = 0.33, p < 0.001). The mediation effect was also justified (0.13, p < 0.001), and it is established that learning processes act as one of the significant mechanisms of HRM transforming digital into innovative ones. The findings highlight the significance of digital capability and organizational learning in supporting innovation in ICT companies. The study provides meaningful suggestions to HR leaders and policymakers to promote innovation with digital systems, learning culture, and human-centered strategy. These findings provide actionable insights for HR leaders and policymakers in the Middle East ICT sector, helping them design digital HR strategies that strengthen organizational learning and enhance employee innovation capacity.

Type of the article: Research article

Abstract
In today’s dynamic labor market, employee engagement has emerged as a critical organizational priority. The aim of the study is to assess the impact of stress factors on employee commitment and to identify differences in stress perception between mental and manual workers in the Hungarian small and medium-sized enterprise sector. The survey was conducted among 223 employees of the SME sector in Hungary in 2025. Participation was voluntary, anonymous, and confidential in accordance with GDPR requirements. A heterogeneous snowball sampling method was applied. The sample was nearly evenly split between white-collar (50.7%) and blue-collar workers (49.3%). Data were analyzed using IBM SPSS Statistics 23, and nonparametric methods such as the Jonckheere–Terpstra and Mann–Whitney U tests were applied. Descriptive statistics showed medium average levels for stress (Mean number = 3.07) and commitment (Mean number = 3.60). A significant negative trend between perceived stress and organizational commitment was confirmed (z = –3.230; p = 0.001), with higher stress levels. Pairwise comparisons showed that employees experiencing extreme or high stress reported moderate or low levels of commitment (p = 0.003 and p = 0.002). A significant difference in stress perception was found between occupational categories (U = 5129.000; p = 0.018), with higher levels among white-collar employees. Among knowledge workers, the most influential stressors included complex tasks (44.4%), tight deadlines (39.0%), lack of support (35.9%), insufficient information (34.1%), and unclear expectations (30.9%). Thus, workplace stress significantly reduces organizational engagement and highlights the importance of targeted stress management strategies in SMEs.

Acknowledgments
This research has been funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (Grant IRN AP23489234 “Research of new tools for the development of agro-technological hubs in the regions of Kazakhstan to increase the country’s competitiveness in the Eurasian region”).

Type of the article: Research Article

Abstract
This study examines how small and medium-sized enterprises (SMEs) in Kazakhstan perceive and prioritize global risks within an evolving resource-dependent economy. SMEs play a vital role in Kazakhstan’s economic development but remain highly vulnerable to macroeconomic instability, environmental shocks, and geopolitical uncertainty. The study aims to explore SMEs’ perceptions of global risks, assess how well these perceptions align with the World Economic Forum’s (WEF) global risk rankings, and identify key issues requiring policy attention.
The paper employs a structured survey and qualitative risk assessment methodology to analyze data collected from 127 SMEs across all 20 regions of Kazakhstan. The survey, conducted in October 2024, included questions on the perceived likelihood and impact of global risks over a 10-year horizon. Risk categories encompassed economic, environmental, geopolitical, societal, and technological domains. Respondents assessed each risk on a five-point scale for both probability and severity.
Findings indicate that inflation and labor shortages are perceived as the most critical risks by Kazakh SMEs, followed by environmental concerns such as extreme weather events and resource depletion. Geopolitical and technological risks were considered important but secondary. A risk matrix was developed to visualize the prioritization of these risks and support policy planning.
The results reveal a significant gap between global risk assessments and localized SME perceptions, underscoring the importance of context-specific risk management strategies. Targeted government interventions in workforce development, financial support, and climate resilience are essential to strengthen the adaptive capacity of SMEs facing global challenges.

Type of the article: Research Article

Abstract
This study investigates the challenges and opportunities of artificial intelligence (AI) adoption in human resources management (HRM) within the ICT industry of Armenia. Utilizing a mixed-methods approach, the analysis is based on a structured survey and in-depth interviews conducted with 30 HR specialists from Armenian ICT companies in Yerevan between January and February 2025. The results of the expert survey were analyzed using descriptive statistics, frequency analysis, and cross-tabulation tests in SPSS software. The findings revealed significant opportunities for using AI in human resources management within the ICT sector. These opportunities include improving management processes for employees and saving time and financial resources through the effective use of artificial intelligence in HRM. However, there are also evident challenges, such as the comparatively slow rate of AI integration in HRM (only 43.4% use AI tools in HRM), and risks associated with human–AI imbalance (27.8%), information protection (27.8%), job displacement (18.5%), AI bias (16.7%), and resistance to change (9.3%). Nevertheless, the findings revealed no correlation between company size and the level of AI implementation in HRM (Pearson Chi-Square = 0.143, p = 0.931), which does not support the hypothesis of a ‘digital divide’ within the sector whereby larger companies are more likely to implement AI than small and medium-sized enterprises. The study highlights the importance of balancing AI technology with the human factor, developing ethical standards, investing in AI literacy, and implementing targeted training programs.

Type of the article: Research article

Abstract
SMEs in East Java, Indonesia, play a crucial role in supporting the national economy, yet they continue to face significant obstacles in the context of global competition. Key challenges include limited access to financial capital, suboptimal adoption of green business strategies and technology, low awareness regarding environmental performance in business operations, and the need for human resource development. Furthermore, a substantial number of SMEs operate informally, which restricts their ability to access policy support and broader markets. This study aims to examine the mediating effect of green business strategy on the relationship between environmental performance and the marketing performance of SMEs. The analysis was conducted with 103 randomly selected batik SME entrepreneurs in East Java. A quantitative approach was employed, involving structured surveys and data analysis using the SEM-PLS technique. The empirical findings reveal that environmental performance has a significant positive impact on green business strategy (significance value p = 0.000***), and green business strategy, in turn, positively affects the marketing performance of SMEs (p = 0.003***). Additionally, environmental performance also directly contributes significantly to SME marketing performance (p = 0.001***). Indirectly, green business strategy is proven to mediate the relationship between environmental performance and SME marketing performance (p = 0.004***). These results indicate that environmental performance not only directly influences SME marketing performance but also exerts an indirect effect by strengthening green business strategies.

Acknowledgment
We acknowledge the invaluable support and resources provided by the leadership of Wijaya Putra University Surabaya, which were instrumental throughout the research. Furthermore, sincere gratitude is expressed to all individuals who contributed directly or indirectly, offering assistance and time that significantly facilitated the successful completion of this study.

Type of the article: Research article

Abstract
The growing prevalence of social media marketing, particularly Facebook advertising, offers SMMEs a cost-effective, flexible, and far-reaching promotional tool. Despite its potential, South African SMMEs have been slow to adopt Facebook advertising. This study seeks to investigate the antecedents of Facebook advertising usage amongst South African SMME owners/managers. The study employed a quantitative approach to collect data from a convenience sample of 400 SMME owners/managers from various sectors in 2024 across South Africa. Convenience sampling was selected due to time and cost constraints. Participants either completed a hand-delivered or online questionnaire, and the data were analyzed using structural equation modelling. The structural model reveals that perceived ease of use (β = 0.22, p < .001) and external pressure (β = 0.27, p < .001) influence behavioral intention to use Facebook advertising, and that perceived usefulness (β = 0.38, p < .001) and perceived compatibility (β = 0.57, p < .001) influence perceived value. Perceived value (β = 0.57, p < .001) together with perceived relative advantage (β = 0.43, p < .001) influence attitudes toward Facebook advertising. Attitude (β = 0.54, p < .001), in turn, predicts behavioral intention to use Facebook advertising. The model satisfied all specified model fit criteria (SRMR = 0.038, CFI = 0.911, GFI = 0.929), suggesting acceptable fit and accurate representation of the data.

Type of the article: Research Article

Abstract
The growing diversity of Hungary’s service sector has created both opportunities and challenges for organizations in fostering employee engagement. This study aims to examine the impact of diversity management practices (DMP) on employee engagement, emphasizing the mediating role of conflict management climate (CMC) and the moderating role of leadership support. Grounded in social exchange theory and the resource-based view, the paper addresses the need to understand how DMPs influence engagement within multicultural workplaces.
Data were collected through an online self-administered questionnaire distributed via social media and email channels. Using a snowball sampling approach, 744 potential respondents were reached across different service companies. After excluding incomplete responses, 461 valid questionnaires were retained, yielding a 62% response rate.
Well-established scales from prior research were employed to measure the constructs, and reliability and validity were confirmed through Cronbach’s alpha, AVE, CR, and CFA. Structural equation modeling (AMOS v22) and PROCESS macro (Model 8) were applied to test the hypotheses. Results indicate that DMP significantly improves employee engagement (β = 0.348, p < 0.001), with career development and performance appraisal showing the strongest effects. CMC positively predicts engagement (β = 0.193, pм < 0.01) and fully mediates the relationship between DMP and employee engagement (indirect effect: β = 0.196, p < 0.001). Leadership support significantly moderates the effects of DMP on engagement (β = 0.351, p < 0.001) but not on CMC. The model explains 29.9% of the variance in CMC and 49.2% in engagement.

Type of the article: Research Article

Abstract
The primary objective of this study is to examine how public support moderates the effect of external knowledge sourcing on firms’ innovation performance. It contributes to the literature on external knowledge acquisition, as the moderating effect of public support on external knowledge sourcing for innovation has rarely been investigated. This study uses postal survey data from 423 manufacturing firms in Thailand, collected between March and August 2021, with key respondents including senior managers and firm owners. The Negative Binomial Regression is used for data analysis, as the dependent variable – the number of registered intellectual property rights – is a count variable with a non-normal distribution. The key findings reveal that public support has a positive direct effect on firms’ innovations. However, its interaction with external knowledge sourcing is negative to innovation performance. Thus, contrary to expectation, public support negatively moderates the relationship between external knowledge sourcing and innovation, suggesting that receiving more support weakens the effect of external knowledge sourcing on innovation performance. Moreover, public support does not positively moderate the inverted U-curve relationship between external knowledge sourcing and innovation by augmenting the optimal efficiency of firms’ knowledge sourcing activities. Instead, firms that receive more support tend to achieve optimal efficiency in knowledge sourcing faster than those that receive less. Therefore, rather than complementing external knowledge sourcing, public support appears to serve as a substitute for it: receiving public support reduces firms’ need to seek external knowledge to strengthen their innovative capabilities.

Type of the article: Research Article

Abstract
The effectiveness of Kazakhstan’s civil service relies on strengthening personnel management systems that enhance leadership capacity, motivation, and organizational efficiency. Persistent challenges in managerial role alignment, low motivation, and rigid bureaucratic practices continue to limit institutional performance despite multiple waves of reform. This study examines the applicability of Adizes’ PAEI model for developing a citizen-oriented personnel management system and explores how leadership and motivation influence efficiency in public service. A structured questionnaire was administered to 150 civil servants from Astana and Almaty between March and May 2024, covering managers and non-managers across career stages and educational levels. Results show that 63% of respondents relied primarily on Producer and Administrator roles, with mean indices of 0.71 and 0.65, respectively, while Entrepreneur and Integrator roles scored lower (0.52 and 0.59), indicating weak innovation and team integration. Motivation levels, measured on a 10-point Likert scale, were significantly higher in departments with balanced role distribution (mean = 7.8, p < 0.01). Job satisfaction improved for 69% of respondents working in units that implemented participatory governance and recognition-based incentives. Tenure and education were positively associated with leadership effectiveness, whereas gender differences were negligible. Life cycle analysis suggests Kazakhstan’s civil service remains in a transitional growth phase, requiring stronger entrepreneurial and integrative leadership to sustain reforms. The findings highlight that balancing PAEI roles can strengthen motivation, leadership responsiveness, and overall efficiency, offering actionable guidance for public managers seeking to build a more citizen-oriented civil service.

Type of the article: Research Article

Abstract
Military veterans constitute a distinct social group whose socio-economic integration is becoming increasingly urgent due to the growing number of veterans, which today approaches one million individuals. The aim of this study is to assess the problems related to the socio-economic integration of military veterans and to explore potential solutions, taking into account public perceptions and the population’s readiness to support veterans. In 2024 a sociological survey targeted 516 veterans and 850 members of the general population in Ukraine. Data were processed using IBM SPSS Statistics (version 20). The findings indicate that, despite certain societal stereotypes, the relationship between these groups is predominantly positive. The mean population assessment of conflict in relations does not exceed 2.35 points (on a five-point scale), while veterans’ assessments do not exceed 2.75 points. Veterans’ relations with state authorities responsible for social guarantees are less favorable, with evaluations ranging from 2.46 to 3.24 points. The most prevalent form of support for veterans is the willingness to provide financial or material assistance (20.6% and 24.4% of respondents, respectively). There are promising conditions for encouraging support for veteran-led businesses: 7.8% of respondents indicated a preference for purchasing goods from such enterprises. Furthermore, 9.1% of respondents expressed support for the development of economic incentives for companies established by veterans or employing veterans. The results provide a basis for improving state programs for veteran integration, suggesting that traditional support measures may be significantly strengthened by policies aimed at increasing veterans’ active participation in economic life.

Acknowledgments
Supported by the National Research Foundation of Ukraine under project No.2021.01/0343 “Ensuring social protection of ATO / JFO participants and social integration of IDP under the condition of increasing threats to social security”.

Type of the article: Research article

Abstract
Artificial intelligence can be strategically integrated into human resource management to enhance employee well-being in the information technology (IT) industry. The paper deals with a quantitative approach using structural equation modeling (SEM) to examine the relationships between AI-enabled HR practices, employee engagement, and well-being. Data were collected through an online survey conducted between October 2024 and February 2025, employing a stratified random sampling method to select IT professionals across various roles and levels from leading IT companies in Chennai, India, a major hub for technology-driven enterprises. A standardized questionnaire was administered to collect data from 323 IT employees. The results indicate that AI-enabled training and development, performance appraisal, compensation, and reduced workload significantly and positively impact employee engagement (β = 0.560, 0.351, 0.366, 0.292; p = 0.000, 0.001, 0.000, 0.000), which in turn has a significant effect on employee well-being (β = 0.451; p = 0.001). Moreover, these HR practices directly enhance employee well-being (β = 0.253, 0.258, 0.330, 0.241; p = 0.000). Employee engagement was found to significantly mediate the relationship between AI-enabled HR practices and well-being (β = 0.194, 0.149, 0.121, 0.132; p = 0.000, 0.003, 0.000, 0.000), while technology readiness positively moderates the relationship between AI practices and engagement (β = 0.252, 0.158, 0.165, 0.212; p = 0.002, 0.000). These findings demonstrate AI’s positive impact on employee well-being and provide practical guidance for HR professionals in Chennai’s IT sector to effectively leverage AI technologies for a healthier, more engaged, and productive workforce.

Type of the article: Research Article

Abstract
Intangible assets represent a crucial source of competitive advantage, particularly for small and medium-sized enterprises in emerging markets. This study examines the moderating role of managerial ambidexterity in the relationship between intellectual capital and financial performance. A quantitative, non-experimental, cross-sectional design was employed, and data were collected from 530 manufacturing firm workers between March and August 2024. The measurement models were validated through assessments of convergent and discriminant validity, while the hypothesized relationships were tested using structural equation modeling with SPSS 27 and AMOS 28. The empirical results demonstrate that intellectual capital exerts a significant positive effect on financial performance (β = 0.257, p < .001). Moreover, managerial ambidexterity significantly moderates this association, further strengthening the intellectual capital–financial performance relationship (interaction β = 0.081, p < .001). In addition, the structural model exhibited satisfactory fit indices, confirming the robustness of the analysis. The study concludes that intellectual capital constitutes a key strategic resource for enhancing financial performance, and its impact is substantially amplified when firms develop managerial ambidexterity capabilities that enable a balance between efficiency and innovation. Finally, this study adds value by demonstrating how intellectual capital and managerial ambidexterity jointly enhance financial performance. Moreover, it addresses a critical research gap in emerging markets, where empirical evidence remains scarce. The findings extend the resource-based view by confirming the synergistic role of dynamic capabilities in emerging-market SMEs.

Type of the article: Research Article

Abstract
This study examines the relationships between green shared values, employee green behavior, green values, and organizational citizenship behavior toward the environment. Using partial least squares structural equation modeling, the study aims to enhance understanding of the antecedents of organizational citizenship behavior toward the environment, an underexplored concept. Data were collected from 384 respondents through an online survey. Analysis of the data revealed that all hypothesized relationships are statistically significant. Specifically, green shared values significantly influence environmental goals belief (β = 0.452, p < 0.01) and organizational citizenship behavior toward the environment (β = 0.410, p < 0.01). Employee green behavior also significantly impacts organizational citizenship behavior toward the environment (β = 0.460, p < 0.01). At the same time, green values strongly influence employee green behavior (β = 0.507, p < 0.01) and have a direct effect on the impact of organizational citizenship behavior toward the environment (β = 0.064, p < 0.05). These findings support earlier theoretical models, demonstrating the crucial role of green values and beliefs in promoting environmentally responsible behaviors in organizations. The study’s implications suggest strategies for fostering a green culture, such as sustainability training and green leadership, to enhance employee engagement in environmental initiatives.

Acknowledgment
We extend our appreciation to Prince Sattam Bin Abdulaziz University for funding this research work through project number (PSAU/2025/02/33957).

Type of the article: Research Article

Abstract
The interaction of humans with artificial intelligence and cyber-physical systems opens the way to understanding the role of humans in modern industrial ecosystems. The research purpose is to examine the roles and functions of humans in implementing Industry 5.0 through the analysis of personality transformations in social and labor entities. A structured review methodology that synthesizes existing research on Industry 5.0 as a human-centric direction using systematic and transparent procedures (framing the question, identifying relevant publications in the Scopus database, summarizing the evidence, and interpreting the findings) is used. Within Industry 5.0, the physiological needs of a bio-human (needs for food, water, living conditions, etc.) and the technocratic interests of a labor-human (the desire to earn money, career growth, prestige, etc.) are overwhelmed in terms of time and effort by the socio-human personality needs (intellectual development, the realization of creative abilities, and obtaining knowledge). In complex technical tasks and strategic decision-making processes, humans continue to play a key role, emphasizing that full automation is not possible in all areas, and a human-centric approach remains the basis of production systems. Among the key personality skills needed for Industry 5.0 are analytical and creative thinking, the ability to design technology, critical thinking, ability to solve complex problems, leadership skills, emotional intelligence, and generating new ideas. Industry 5.0 promotes the consumption of mainly information and services dictated by the informational (spiritual) nature of the personality and relatively depresses the use of materials and services, dictated by the material nature of the human-bio.

Acknowledgments
This study is conducted within the project “Restructuring of the national economy in the direction of digital transformations for sustainable development” (№0122U001232) from the National Research Foundation of Ukraine.

Type of the article: Research Article

Abstract
Corporate governance plays a crucial role in promoting sustainability by guiding firms toward responsible management that balance growth and accountability. This study examines the impact of corporate governance on sustainable growth of firms in the Thailand Sustainability Investment list and investigates whether the Stock Exchange of Thailand Sustainability Awards moderate this relationship. The analysis utilizes secondary panel data from 183 companies, comprising 778 firm-year observations from 2015 to 2022, sourced from the SETSMART database. The study considers board size, board independence, director shareholding, CEO duality, board meeting frequency, and the presence of risk committee as independent variables, with sustainable growth as the dependent variable. The multiple regression analysis was used to analyze the hypotheses. Empirical results reveal that board size (β = 1.3607, p < 0.05), independent directors (β = 2.1223, p < 0.01), executive shareholding (β = 0.0456, p < 0.10), and the presence of a risk committee (β = 0.1339, p < 0.10) positively affect sustainable growth, while CEO duality has a significant negative impact (β = –1.2335, p < 0.10). Furthermore, the Stock Exchange of Thailand Sustainability Awards played a moderating role, as its interaction with board size (β = 1.2307, p < 0.10) and independent directors (β = 1.3123, p < 0.05) strengthens their positive effects. These findings suggest that effective governance enhances sustainable growth, and sustainability awards amplify this influence among Thai listed firms. The study offers implications for regulators to foster governance frameworks and award programs supporting sustainable growth.

Type of the article: Research Article

Abstract
Drawing upon stakeholder theory, this paper aims to examine the link between servant leadership and corporate social responsibility (CSR) through organizational ethical culture as a mediation mechanism. The study deployed a quantitative method. Data were collected through a survey of 261 hotel managers, employees, and top managers at 12 hotels in major cities within the provinces of Balochistan, Khyber Pakhtunkhwa, Punjab, and Sindh, Pakistan, from January to May 2025. Hotels were chosen due to their active engagement in CSR and commitment toward sustainability. This study used SmartPLS 4.0 for data analysis with the PLS-SEM technique. The data revealed that servant leadership (t-statistic value 30.746, p-value 0.000) has a significant relationship with CSR implementation. Additionally, servant leadership (t-statistic value = 37.26, p-value = 0.000) is significantly related to organizational ethical culture. The findings indicate that organizational ethical culture (t-statistic value = 9.057, p-value = 0.000) is positively associated with CSR implementation. Finally, organizational ethical culture (t-statistic value 8.718, p-value 0.000) mediates the linkages between servant leadership and CSR implementation. This study contributes to the body of knowledge by integrating leadership-CSR domains as well as offering a unique and under-explored context, such as the hotel industry in South Asia, with a particular focus on Pakistan. These findings provide valuable insights to practitioners and leaders in the hotel sector by devising their CSR initiatives as a mindset of implementation rather than merely policy or practice.

Acknowledgment
We are thankful to the Internal Grant Agency of FaME TBU No. IGA/FaME/2025/010. Project Title: “Enterprise Performance and Innovation: The Role of Corporate Social Responsibility, Digitalization, Servant Leadership, and Uncertainty”.
This scientific work was supported by the Tomas Bata University in Zlin (IGA/FaME/2025/010).

Type of the article: Research Article

Abstract
The study examines regional convergence and divergence in the development of household solar energy in Ukraine during 2016–2022 and explores implications for adaptive energy management and policy coordination. Using β- and σ-convergence models, the analysis investigates whether regional household solar electricity generation demonstrates tendencies toward structural alignment or, conversely, follows autonomous trajectories that indicate the absence of a common attractor. The results reveal a lack of both beta- and sigma-convergence, implying that initial regional conditions exerted little influence on subsequent development and that disparities across regions have persisted or even deepened over time. These findings suggest a divergent and spatially fragmented pattern of solar energy expansion, where regional dynamics are determined not only by differences in economic and institutional capacity but also by disruptions linked to the onset of the full-scale Russian invasion in 2022. The study emphasizes the need for a more adaptive and integrated energy policy that recognizes regional heterogeneity, supports decentralized renewable energy deployment, and strengthens coordination between national and local authorities. Such an approach would enhance the effectiveness of planning and implementation of household renewable energy programs, contributing to a more balanced and resilient low-carbon transition in Ukraine.

Acknowledgments
The publication was prepared in the framework of the research project “Formation of economic mechanisms to increase energy efficiency and provide sustainable development of renewable energy in Ukraine’s households” (No. 0122U001233), funded by the National Research Foundation of Ukraine.

Type of the article: Research Article

Abstract
Nowadays, the challenge of increasing personnel retention by aligning organizational values with the expectations of active-duty soldiers remains relevant in the Lithuanian Armed Forces. Using the parallel mediation modeling method, this study focuses on the value of interest as a symbolic component of employer attractiveness, reflecting the perception of meaningful, intellectually engaging, and purposeful work. The research hypotheses are tested using a sample of 276 Lithuanian active-duty soldiers. The mediation effects are checked using PROCESS v3.5 and bootstrap 5000. The results show that the value of interest significantly predicts the perception of four main employer attributes: social, economic, developmental, and application values. The validated theoretical framework showed that symbolic perceptions shape several aspects of employer attractiveness. Furthermore, the study shows that developmental value and economic value significantly mediated the relationship between interest value and intention to continue serving, demonstrating that symbolic engagement alone is not sufficient, as soldiers are more likely to remain in service when clear career growth opportunities and adequate financial rewards reinforce such engagement. Conversely, social and applied values did not show a significant mediating effect, suggesting that they are less important in shaping long-term decisions about personnel retention in the military. Overall, the findings offer practical implications for employer branding and human resources strategies, highlighting the need to integrate both symbolic meaning and instrumental benefits to meet the evolving expectations of military personnel.

Acknowledgment
We acknowledge the General Jonas Žemaitis Military Academy of Lithuania for financial support in publishing this article.

Type of the article: Research Article

Abstract
Managerial innovation enables organizations to improve their competitiveness and financial sustainability through flexible practices. This study aims to assess the impact of managerial innovation on the performance and market value of listed companies in Morocco. The executives and managers of 42 companies, representing 55.26% of the companies listed on the Casablanca Stock Exchange at the beginning of 2025, completed a structured questionnaire.
Using SPSS version 28, multiple regression models were used to test six research hypotheses. The results suggest that human capital innovation had the strongest positive effect on firm performance and stock market value (β = 0.564, p = 0.002), ahead of organizational restructuring (β = 0.453, p = 0.003) and adaptive leadership (β = 0.406, p = 0.007). The results relating to digital transformation strategies (β = 0.221, p = 0.023) and financial forecasting tools integrating artificial intelligence (β = 0.223, p = 0.037) reveal weak positive effects. In contrast, regulatory flexibility does not show a significant effect (β = 0.106, p = 0.087), thus indicating that managerial innovation, particularly in terms of human resources, architecture, or management approaches, is beneficial for the company’s performance, and also for its stock market value.
These results are empirical in nature and provide strong evidence that managerial innovation, particularly in areas such as human resource management, structural agility, and leadership, can enhance business performance and market value. By prioritizing these dimensions, Moroccan companies could strengthen their strategic positioning and ensure their sustainability in a dynamic market environment.

Type of the article: Research Article

Abstract
The relationship between corruption and investment has attracted growing scholarly attention amid global concerns over governance quality, institutional efficiency, and capital mobility. This paper aims to systematize and critically assess how the relationship between corruption and investment has been explored in academic literature from 2015 to 2024, without limiting either concept to specific forms or levels. A bibliometric analysis was conducted based on 1,535 journal articles indexed in the Scopus database. The study identifies publication trends, dominant keywords, and seven thematic clusters, which reflect major research areas such as institutional quality, foreign direct investment, sustainable development, public policy, and social outcomes. A focused subset of 184 articles, containing both corruption- and investment-related terms in their titles, served as the basis for thematic classification. Three main research approaches are identified: (1) investment-type studies, which overwhelmingly focus on foreign direct investment (FDI), while domestic and informal investments are rarely addressed; (2) causal-explanatory models, which emphasize economic and institutional determinants but largely omit cultural and behavioral variables; and (3) case-based empirical analyses, which are often concentrated on single-country contexts. China is the most frequently studied country, whereas Central Asia, the Middle East, the CIS region, Western Europe, and the Commonwealth are all significantly underrepresented. The findings reveal thematic fragmentation, conceptual bias toward FDI, and persistent geographical imbalance. The study provides a foundation for future research and supports the development of more diversified, context-sensitive approaches to understanding the corruption-investment nexus.

Type of the article: Theoretical Article

Abstract
The rapid pace of digitalization is radically transforming the global economy, necessitating a rethinking of traditional competitive strategies. Accordingly, the purpose of this study is to advance the classical principles of Porter’s Five Forces model for assessing the competitive environment of the global digital economy. The paper proposes a refined interpretation of the competitive forces: threat of new entrants, bargaining power of suppliers, bargaining power of buyers, threat of substitutes and innovations, and the intensity of competitiveness within the global digital market. An expert-based methodology, supported by our evaluation framework, was applied to explore and characterize these competitive forces, comprising 25 indicators of competitive intensity and complemented by a comprehensive SWOT analysis.
The empirical foundation for the qualitative and quantitative assessment was drawn from international rankings and indices published by leading organizations and research institutions between 2020 and 2022. The qualitative and quantitative assessment findings indicate that the global digital economy exhibits high dynamism and intense competition, and market structure transformation. The SWOT analysis underscores substantial growth potential driven by demand, scalability, and innovation, while highlighting critical challenges related to cybersecurity, regulatory gaps, market concentration, and equitable access to digital resources.
Integrating the evaluation of competitive forces with SWOT insights allows for systematic identification of strategic development pathways, supporting evidence-based managerial and policy decisions at both national and international levels. The study emphasizes the need for empirical validation and further research on the evolving dynamics of competitiveness in the global digital era.

Acknowledgment
This paper has been/was/is funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (AP23485949) “Economic thinking, population’s behavior in the context of doctrine’s implementation to the new economic Kazakhstan’s policy: factors, prerequisites and mechanism.”

Type of the article: Research Article

Abstract
Hospital nurses are exposed to sustained cognitive, emotional, and organizational demands that elevate the risk of burnout. This study tests whether work engagement functions as a protective factor, whereas workload constitutes a risk factor for nurse burnout in hospital settings. We conducted a national cross-sectional survey of registered hospital nurses in Slovakia across public and private hospitals between September and October 2024. Given a finite population of 31,395 registered nurses in 2024, the minimum required sample at 95% confidence and a 5% margin of error was approximately 380; we analyzed 500 valid responses. Data collection was conducted using a standardized questionnaire, distributed online via Google Forms and in paper form upon request. Standardized scales captured work engagement (A1–A17), workload (Z1–Z6), and self-reported burnout; data were analyzed using multiple linear regression. Participation was voluntary and anonymous, and all respondents provided informed consent. The model was statistically significant and explained 39.3% of the variance in burnout (F = 64.09; p < 0.001). Higher engagement predicted lower burnout (β = −0.591; p < 0.001), whereas higher workload predicted higher burnout (β = +0.945; p < 0.001). These findings indicate that strengthening work engagement and managing workload represent complementary, actionable levers to mitigate nurse burnout in hospitals. The study provides effect-size estimates from a national sample, clarifies the protective role of engagement while controlling for workload, and offers direct targets for hospital HR policy (e.g., autonomy, recognition, staffing, and process optimization).

Acknowledgments
This study was supported by the ESG project No. D12_2024, “The impact of human resource practices on the sustainability of the nursing workforce (nurses) in hospitals,” and was also conducted as part of the completed APVV project No. 19-0579, “Personnel management processes set up in hospitals and their impact on the migration of physicians and nurses to work abroad.”

Type of the article: Research Article

Abstract
Digital innovation is critical to the competitiveness of university-based startups in emerging economies, yet empirical evidence contextualized to Peru remains limited. This study analyzes the effect of digital innovation, operationalized through digital marketing, process automation, and data analytics, on the performance of university startups in Peru using the PLS-SEM technique. We employed a quantitative design with a structured survey administered to founders or managers of 100 student startups affiliated with incubation programs at two private universities in Lima; the sample was selected for relevance (active operations and engagement with digital tools). Data were collected between August and November 2024 using multi-item Likert questionnaires. Reliability and validity were assessed with standard PLS-SEM criteria, and structural paths were evaluated via bootstrapping (5,000 resamples). Results indicate that digital marketing increases competitiveness (β = 0.54; p < .001), process automation improves operational efficiency (β = 0.41; p < .001), and data analytics strengthens strategic adaptability (β = 0.48; p < .001). Additionally, 56% of startups report financing constraints as the main barrier to digital transformation, followed by insufficient digital training (22%) and limited access to technology (15%). Taken together, these findings suggest that university incubators in resource-constrained contexts can enhance startup performance by prioritizing targeted financing instruments, hands-on training in automation and analytics, and affordable access to technology.

Type of the article: Research Article

Abstract
Administrative transparency is a critical lever for fostering effectiveness and entrepreneurial behavior in public agencies, especially in high-compliance settings. This study examines the effect of administrative transparency, disaggregated into information, decision-making, and communication transparency, on organizational entrepreneurial orientation and assesses whether organizational culture strengthens this relationship in the Jordanian Customs Department. A descriptive–analytical design was employed with a field survey administered in 2025; population descriptors were drawn from the Department’s 2024 Annual Report. We surveyed upper- and middle-level managers (directors, deputies, and section heads) across the Department’s directorates and units. Of 300 distributed questionnaires, 252 valid responses were analyzed (usable rate 84.0%). Simple regressions show that overall administrative transparency positively predicts entrepreneurial orientation (R = 0.579; R² = 0.335; F = 126.059; p < 0.001). Dimension-wise, information transparency explains 24.8% of the variance (R = 0.489; B = 0.610; p < 0.001), decision-making transparency explains 40.4% (R = 0.635; B = 0.664; p < 0.001), while communication transparency has a significant but weak effect (R = 0.172; R² = 0.030; B = 0.253; p = 0.006). Hierarchical regression indicates that adding organizational culture increases the model’s explanatory power from R² = 0.335 to 0.554 (ΔR² = 0.219; p < 0.001), evidencing a strengthening role of culture in the transparency–entrepreneurial orientation linkage. We conclude that institutionalizing transparent information and decision-making processes within a supportive culture can meaningfully enhance entrepreneurial orientation in public organizations.

Type of the article: Research Article

Abstract
In the context of China’s push for high-quality economic growth, analyzing the dynamic relationships between technological innovation and structural transformation in the sports industry is crucial. This study aims to empirically examine the long-term equilibrium and short-term dynamic relationships among technological innovation, industrial structure optimization, and the development of China’s sports industry. Using provincial panel data from 2008 to 2023, this study employs the autoregressive distributed lag–error correction model (ARDL-ECM) and Granger Causality tests to analyze these interactions. Results indicate that a 1% increase in technological innovation input leads to a 0.223% rise in sports industry output, while a unit increase in the growth rate of the sports service sector boosts gross output by 0.357%. However, innovation output shows a weaker impact (0.066%), and no long-run equilibrium exists between the industrial structure ratio and economic scale. These findings underscore the need for targeted innovation policies and structural reforms. This study provides empirical support for enhancing the quality and efficiency of China’s sports industry development.

Type of the article: Research Article

Abstract
This study examines how Islamic work engagement, Islamic work ethics, and Sharia-based transformational leadership affect the performance of Sharia policing in Aceh, Indonesia – the only province in the country where Islamic law is formally implemented. While prior research often focused on the structural and legal frameworks of Islamic governance, limited empirical studies explore the internal psychological and ethical drivers of law enforcement performance in Islamic contexts. Addressing this gap, the study develops and tests a model of faith-based policing performance grounded in Islamic organizational behavior. A quantitative survey was conducted with 378 active Sharia police officers (Wilayatul Hisbah) across 23 districts in Aceh. Respondents were selected through stratified random sampling to ensure proportional representation by rank, region, and function. Data were collected between August and October 2024 using a validated Likert-scale questionnaire. Partial least squares structural equation modeling (PLS-SEM) was used to test measurement and structural models, including moderation effects. Results show that Islamic work ethics (β = 0.634; p < 0.001) and Islamic work engagement (β = 0.120; p = 0.001) significantly and positively influence Sharia policing performance. Sharia-based transformational leadership also has a positive direct effect (β = 0.261; p < 0.001), but its moderating role is statistically insignificant. These findings emphasize the importance of intrinsic ethical values and personal motivation in shaping law enforcement outcomes. Leadership appears to have a greater direct than moderating impact. The study contributes empirical evidence for enhancing religiously inspired police performance and extends the literature on Islamic governance.

Type of the article: Research Article

Abstract
Sustainable leadership has become one of the widely addressed topics over the last decade, both in business and academia. This paper examines how personal, organizational, and industry characteristics influence sustainable leadership competencies across Turkic nations and how the country variable moderates these relationships. The study utilized the results of a comprehensive leadership assessment based on managers’ involvement in a business simulation, operated by artificial intelligence and rooted in scientific management. Assessment results of 1,756 managers from Hungary (N = 695), Kazakhstan (N = 647), and Türkiye (N = 414), employed in manufacturing and construction, education and research, finance, production and trade, information technologies, public relations and services, were analyzed. The two-step approach to structural equation modeling was implemented using Python software. The results showed that strategic and normative competences were partially dependent on managers’ gender (β = 1.450, p = 0.022), age (β = 5.678, p < 0.001; β = –3.587, p < 0.001), tenure (β = 3.767, p < 0.001; β = –1.898; p = 0.020) and industry (β = 1.194, p = 0.031; β = 3.092, p = 0.001), whereas interpersonal and anticipatory competencies remained unaffected. The country demonstrated a significant positive moderation in the relationships associated with normative competence (β = 3.260, p = 0.039) and interpersonal competence (β = 5.667, p = 0.041). In contrast, it exhibits a noteworthy negative moderation in strategic competence (β = –3.665, p = 0.043) and systems thinking competence (β = –3.853, p = 0.006). The moderation effect between the managers’ age, tenure, industry, and sustainable competencies was most pronounced in Kazakhstan, followed by Hungary, and least in Türkiye. This nuanced understanding highlights the diverse impact the country has on different aspects of competence, underscoring the importance of context in these relationships.

Acknowledgment
This research has been funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (Grant No. AP22687001) within the project titled “Designing a Conceptual Model of Managers’ Leadership Competencies in Kazakhstan through the Gender Potential Prism”.

Type of the article: Research Article

Abstract
Europe’s post-2022 energy shock has renewed concern about electricity markets as an inflation channel. This paper quantifies how shocks to day-ahead electricity prices and the share of renewables are transmitted to consumer inflation and tests whether the Russia–Ukraine war altered these pass-through mechanisms, thus informing public governance. A harmonized monthly panel for 26 European countries from 2019 to 2025 combines HICP inflation and industrial producer prices with electricity prices and the share of RES, and generates estimations using the TWFE model, event-study dynamics, and generalized synthetic control. Results show that the direct pass-through from wholesale electricity prices to monthly HICP is small and short-lived: Event-time profiles indicate one-month responses that revert to zero within two to three months once producer-price pressures and common shocks are controlled for. In contrast, industrial producer prices have a significant impact, adding approximately 0.05 percentage points to the monthly HICP for each 1 percentage point increase in producer prices. In comparison, the war-period average treatment effect on inflation is close to zero (≈ 0.004 percentage points) after accounting for latent factors. A higher share of RES is associated with modestly lower inflation and attenuates the marginal impact of electricity-price spikes, leading to smaller and less persistent responses in such systems. Public governance should prioritize de-risking renewable investment, strengthening system flexibility, and managing broader cost-push pressures rather than relying on price suppression in electricity markets. Targeted consumer protection, transparent retail pass-through rules, and forward-looking risk monitoring emerge as key elements of a more sustainable price-stability strategy.

Acknowledgment
The project was funded by the European Union’s Horizon 2020 Research and Innovation Programme on the basis of the Grant Agreement under the Marie Skłodowska-Curie funding scheme No. 945478 – SASPRO 2 and through the MSCA4Ukraine project 06030419. Views and opinions expressed are, however, those of the authors only and do not necessarily reflect those of the European Union, the European Research Executive Agency, or the MSCA4Ukraine Consortium. Neither the European Union nor the European Research Executive Agency, nor the MSCA4Ukraine Consortium as a whole, nor any individual member institutions of the MSCA4Ukraine Consortium can be held responsible for them.

Type of the article: Research Article

Abstract
This study examines the interrelationships among transformational leadership style, innovation capability, management accounting information systems (MAIS) utilization, and firm performance within Vietnam’s manufacturing sector. Survey data were collected from 378 managers at medium and large-sized manufacturing firms, and analyzed by partial least squares structural equation modeling (PLS-SEM) to test the proposed hypotheses. The findings demonstrate that the transformational leadership style has significant positive effects on innovation capability, MAIS utilization, and firm performance. Furthermore, innovation capability positively impacts both MAIS utilization and firm performance, while MAIS utilization directly enhances performance outcomes. Beyond these direct effects, the study also explores multiple mediating mechanisms: transformational leadership style indirectly helps improve firm performance via innovation capability and MAIS utilization, and it fosters MAIS utilization via the mediating influence of innovation capability. Similarly, innovation capability contributes to enhancing firm performance via the effective use of MAIS. These results underscore the strategic roles of leadership, innovation, and accounting information systems in driving and improving firm performance and offer valuable insights for managers aiming to sustain competitive advantage in manufacturing industries.

Type of the article: Research Article

Abstract
This study aims to examine how different EU economic models mediate the relationship between post-crisis economic restructuring and migration pressures by analyzing the co-evolution of immigration, public finance, social protection, and labor market indicators, and to identify which institutional configurations most effectively harness migration to support resilient and inclusive growth. The analysis employs a panel of EU member states, combining harmonized indicators (immigration, GDP per capita, at-risk-of-poverty rates, public finances, and labor market conditions) and two-way fixed-effects regressions with interactions for economic models (social market, neoliberal, and mixed) and predictive margins. The results indicate that immigration is associated with modest but statistically significant gains in GDP per capita in social market economies. A 1 percentage point increase in the share of immigrants corresponds to a rise of around 0.3–0.4% in GDP per capita (p < 0.05). The effect is smaller and only weakly significant in neoliberal economies, and approaches zero in mixed economies. The direct impact of immigration on at-risk-of-poverty rates is limited in all three models, with coefficients close to zero, and country-time effects explain the bulk of the variation in poverty. Neoliberal economies combine relatively higher average GDP with greater dispersion and higher poverty risks, whereas mixed economies exhibit lower GDP levels and more volatile poverty dynamics. The findings indicate that institutional design and welfare-labor market architectures condition whether migration supports resilient and inclusive post-crisis restructuring, implying that migration policy must be integrated with broader social, labor, and fiscal reforms.

Acknowledgments
The project was funded by the EU NextGenerationEU through the Recovery and Resilience Plan for Slovakia under the project No. 09I03-03-V01-00023 and the Ministry of Education, Research, Development and Youth of the Slovak Republic, and the Slovak Academy of Sciences (VEGA 2/0172/2). Oleksandr Matsenko acknowledges that his input to the publication was prepared within the framework of the research project “Restructuring of the national economy in the direction of digital transformations for sustainable development” (№0122U001232) funded by the National Research Foundation of Ukraine.

Type of the article: Research Article

Abstract
The current direction of state development is its focus on citizens (G2C). This transition is accompanied by digitalization, which enables the provision of services to citizens to reach a whole new level through e-government. The aim of this study is to identify the factors in the socio-economic and political environments that influence the formation of e-government across countries. Based on panel data (UN, World Bank, World Intellectual Property Organization, International Monetary Fund) for 48 countries for 2014–2024, regression and dynamic analyses were performed. It has been established that the main factors influencing the e-government index are the human development index (1.29–1.78), the ease of doing business index (–0.00069), the global innovation index (–0.0038), and gross domestic product per capita (4.47e-06). For developed countries, human development (1.9) and innovation (0.0081) are significant, while for developing countries, economic prosperity (1.62) and the business environment (1.61e-05) are significant. Dynamic models confirm the lag effect of the e-government rating (0.43), which indicates the stability of institutional factors. It has been found that the development of e-government is determined by the impact of the innovation economy, human capital, and the openness of state institutions, which form the cumulative effect of the digital transformation of governance.

Type of the article: Research Article

Abstract
Amidst growing employee-related challenges such as turnover, declining trust, and disengagement, examining the impact of CSR initiatives on behavioral outcomes, such as organizational commitment, becomes critical. This study systematically maps the social, conceptual, and intellectual structure of fragmented research on the CSR–organizational commitment link. Using Biblioshiny and VOS viewer, it analyzes 432 documents from the Web of Science spanning 2005–2025. Results show a consistent growth in publications over two decades, with China as the most prolific contributor and the UK as the top international collaborator. The study showcases recurring contributions from multiple journals and authors. Keyword co-occurrence reveals eight thematic clusters, and thematic evolution shows how the CSR–employee commitment relationship has expanded to include HRM practices, corporate governance, and the underexplored SME context. Analysis of trend topics indicates a clear shift in research focus from ethics and stakeholder theory to literature examining intervening variables in the CSR–organizational commitment association. The study suggests future research directions, including investigating new mediator–moderator variables, deeper integration of CSR and HRM, and greater focus on SMEs, where empirical data are limited. These findings reflect the growing interdisciplinary nature of CSR–employee commitment research, which merges sustainability, behavioral, and organizational perspectives.

Type of the article: Research Article

Abstract
Employee retention poses a significant challenge in the Indian IT services sector, where frequent turnover leads to the loss of organizational knowledge and reduced productivity. This study assesses the impact of organizational culture on employees’ intention to stay in Indian-origin IT services companies in Bengaluru. We used Denison’s Organizational Culture Model to measure culture across four dimensions, namely involvement, consistency, adaptability, and mission, and the Michigan Organizational Assessment Questionnaire to measure intention to stay. Using purposive sampling, we collected data from 384 employees of major Indian-origin IT firms between July 2023 and March 2024. Data were analyzed using factor analysis, linear regression, and Hayes’s PROCESS macro in SPSS 20.0. The results indicate that organizational culture has a significant and positive impact on employees’ intention to stay (β = 0.286, p < .001), accounting for 8.2% of the variance (R² = 0.082). Path analysis confirms a strong positive effect (effect size = 0.486, 95% CI [0.322, 0.650], p < .001). The factor analysis demonstrates that stronger cultural dimensions – especially empowerment, coordination and integration, organizational learning, and goals and objectives – enhance employee retention in IT services firms. The study recommends that HR policies integrate cultural development to strengthen employee commitment and retention. Future studies should explore additional job and organizational factors that influence employee loyalty.

Type of the article: Research Article

Abstract
Export performance has become crucial for Vietnamese manufacturing SMEs as they face digital transformation and stronger global competition. This study investigates how resource-based determinants affect the export performance of Vietnamese manufacturing SMEs, with absorptive capacity (mediation) and international competition (moderation). Cross-sectional survey data from 420 manufacturing SMEs in Vietnam were collected during February–August 2025 and completed by authorized firm representatives (owners/directors/senior managers). Partial least squares structural equation modeling (SmartPLS 4.1) with 5,000 bootstraps was employed. Digital transformation (β = 0.304, p < 0.01), logistics infrastructure (β = 0.289, p < 0.01), and human capital (β = 0.284, p < 0.001) are the strongest predictors; marketing capability (β = 0.124, p < 0.01) and access to finance (β = 0.108, p < 0.01) are positive. Absorptive capacity positively affects exports (β = 0.161, p < 0.01) and mediates four determinants (the most significant for human capital, indirect β = 0.046, p < 0.01). International competition strengthens the effect of human capital (β = 0.115, p < 0.01) but weakens marketing capability (β = –0.102, p < 0.01). The model explains 57.3% of the variance in export performance. These findings highlight the need for policies promoting digital adoption, logistics upgrades, and human-capital development, while firms should enhance learning capabilities and recalibrate marketing strategies under increasing competitive pressure.

Type of the article: Research Article

Abstract
Waste banks have emerged as a community-driven strategy that encourages households to sort and trade recyclable waste, generating economic value while reducing environmental burdens. This study examines the economic contribution of waste banks in rural areas and evaluates the level of community participation in their management. Data were collected through an online survey conducted from April to May 2024, involving 118 rural decision-makers, village heads, officials, village-owned enterprises’ (BUMDes) directors, and members of the village consultative body across Indonesia. Respondents represented from Java (34%), Sumatra (33%), Sulawesi (13%), Bali and Nusa Tenggara (7%), Kalimantan (5%), and Papua (3%), providing broad geographic coverage. A logit model was used to identify determinants of economic impact. Results show that routine waste bank operations, combined with training or socialization programs, significantly enhance economic benefits at the 1% level. Community participation in waste collection also makes a positive contribution. Overall, 70.3% of respondents reported improved village economic conditions, and 66.1% observed increased BUMDes revenue from waste bank initiatives. Participation analysis using Arnstein’s ladder reveals that most residents remain at the consultation stage, with limited decision-making power. Strengthening community empowerment and expanding capacity-building programs are, therefore, essential to maximize the social and economic potential of rural waste banks.

Acknowledgments
We would like to thank PT Bank Rakyat Indonesia (PT BRI) and Universitas Sebelas Maret [Sebelas Maret University] for the funding support and all the respondents who participated in this research. PT Bank Rakyat Indonesia (PT BRI) funded this research with Number 273.1/UN27.22/HK.07.00/2024 and Universitas Sebelas Maret [Sebelas Maret University] with Number 371/UN27.22/PT.01.03/2025.

Type of the article: Research Article

Abstract
This study develops and empirically tests a composite framework for assessing the digital and innovation capacity of Ukrainian regions. The aim is to evaluate the impact of digital innovation capacity on regional economic performance under conditions of systemic disruption with the Virtual Grow Poles Index (VGPI) which captures four dimensions using observable indicators: 1) digital infrastructure readiness, 2) mobile internet coverage and uptake of digital public services, 3) startup ecosystem activity, and 4) governance and civic collaboration, which reflects participatory budgeting intensity, use of civic tech platforms, and open-data engagement.
Using a panel dataset of 24 Ukrainian regions for 2018–2024, we apply correlation analysis and fixed-effects regression models to quantify the contribution of digital and innovation capacity to regional economic performance. The VGPI shows a moderate yet stable correlation with per capita GRP growth (r ≈ 0.50). Regression estimates show that a 0.1 increase in VGPI is associated with an additional 0.07–0.09 percentage point increase in regional GRP growth, controlling for unemployment, industrial structure, and war exposure. Most substantial effects are observed in regions with high digital readiness and collaborative governance (Kyiv City, Lviv and Dnipropetrovsk regions), while war-affected regions (Sumy, Chernihiv, Zaporizhzhia, and Kherson regions) show substantially lower VGPI values and weaker economic performance. These findings suggest that in conditions of severe structural disruption caused by Russia’s war against Ukraine, strengthened digital ecosystems and collaborative governance structures can partially compensate for damaged physical infrastructure and enhance regional resilience.

Type of the article: Research Article

Abstract
Discriminatory distribution of professions and wages affects the workforce. This paper aims to assess gender employment and pay gaps within Ukraine’s labor market, utilizing data from 2013 to 2021. Before the full-scale war, according to the Gender Employment Gap Index, female and male employment were concentrated in different occupational groups, with the list of female and male professions unchanged. While the Duncan index (0.338–0.364) confirmed pronounced gender occupational segregation, the Karmel-MacLachlan index (0.041–0.046) demonstrated that its weighted effect was moderate, as the most segregated occupations accounted for a relatively modest share of the employed population. The gender pay gap in Ukraine remained stable, with an unweighted gender pay gap of 8–12% and a weighted gender pay gap of 9–12%, and by type of economic activity, within these same limits. The most discriminatory industries did not impact the overall gender pay gap. Therefore, lowering gender gaps in Ukraine is not feasible without targeted policies in the major industries, where the largest number of people are employed. Since the full-scale war, women have become more proactive not only in registering sole proprietorships and assuming ownership in businesses but also in military employment. Yet, the results point to the structural entrenchment of women in less profitable industries that perpetuates inequality regardless of changes in the average pay gap.

Acknowledgment
The paper was funded as part of the “Financial tools for reducing economic inequality in Ukraine” research project (No. 0124U002254), conducted at the State Organization “Institute for Economics and Forecasting of the National Academy of Sciences of Ukraine.”

Type of the article: Research Article

Abstract
Military and economic turbulence transform the relationships between factors shaping national cyber resilience. This study aims to analyze the impact of technological, institutional, and financial determinants on cyber resilience under armed conflict and post-conflict recovery. The empirical analysis covers neighboring European non-EU countries within the European security space that are exposed to armed conflict or post-conflict instability (Ukraine, Moldova, Georgia, Armenia, Azerbaijan, and Serbia) from 2010 to 2024, using panel data from the World Bank, IMF, and ENISA. Cyber resilience is measured by the Global Cybersecurity Index. Institutional, technological, and financial factors are proxied by standard governance, digitalization, and the financial sector and estimated using a fixed-effects model with Driscoll-Kraay robust standard errors. The results reveal pronounced regime-dependent effects. Institutional capacity plays a decisive role during armed conflict: government effectiveness shows a strong positive association with cyber resilience (β ≈ 1.04) but becomes statistically insignificant in post-conflict and stable environments. Technological factors exhibit context-sensitive effects: digital government development is positively associated with cyber resilience during armed conflict (β ≈ 0.95) and relative stability (β ≈ 1.78), while its impact weakens in post-conflict recovery. Macroeconomic conditions exert systematic influences across regimes: higher unemployment reduces cyber resilience (β ≈ −0.027), whereas inflation shows a positive association (β ≈ 0.008). Financial indicators display mixed and predominantly negative effects under relative stability. Accordingly, cybersecurity policy should be explicitly regime-sensitive: institutional and digital interventions should dominate during armed conflict, while governance and risk-management mechanisms should prevail in post-conflict and stable environments.

Acknowledgment
The authors acknowledge with gratitude the financial support provided by the Ministry of Education and Science of Ukraine for the research project “Modeling mechanisms for countering organized and transnational cybercrime in wartime and post-war times” (state registration number 0124U000550).

Type of the article: Research Article

Abstract
Drawing on social exchange theory, this study aims to expand the literature on despotic leadership as a prominent indicator of organizational deviance using a moderate mediation framework. Data were collected from a two-wave study involving 185 randomly chosen full-time administrative staff members in October 2024, in six colleges at the University of Mosul. Hypotheses have been tested by hierarchical multiple regression analysis and an estimated confidence interval for the indirect effect using SPSS 21.0 and Mplus 6.0. The results indicated a positive effect between despotic leadership and between Psychological Contract Breach (PCB) (β = 0.23, p < 0.01), as well as a positive effect between PCB and organizational deviance (β = 0.17, p < 0.01). The results also demonstrated a mediating role for PCB, as its presence rendered the association between despotic leadership and organizational deviance non-significant (β = 0.04, p = n.s.). Furthermore, we demonstrated a moderating role for moral identity, as its interaction with PCB reduced the negative impact on organizational deviance (β -0.15, p < 0.01). The study recommends that organizations should focus on discouraging despotic leadership and addressing subordinates’ perceptions of PCB. Moreover, the results emphasize the importance of ethical identity and its beneficial influence on the reduction of the influence of despotic leadership on the deviance within the organization.

Acknowledgments
We would also wish to thank the University of Mosul and the colleges, which constituted study population in this work. Their support was significant to facilitate us conduct and complete the study.

Type of the article: Research Article

Abstract
This study investigates the interrelationships between strategic planning, strategic flexibility, and competitive advantage in private Yemeni cement companies. It specifically analyzes direct and indirect effects of strategic planning on competitive advantage through strategic flexibility. Data were collected via a questionnaire distributed to 452 managerial and specialist employees in three companies in January 2024 and analyzed using structural equation modeling with SmartPLS3. The findings indicate that strategic planning has a significant direct effect on competitive advantage (β = 0.031–0.227, p < 0.001) through strategic environmental analysis, strategic plan formulation, and strategic plan implementation. Strategic planning also significantly influences strategic flexibility (β = 0.100–0.360, p < 0.001) across all its dimensions. Strategic plan implementation emerges as the most influential on both competitive advantage (β = 0.227, p < 0.001) and strategic flexibility (β = 0.360, p < 0.001). Strategic flexibility directly affects competitive advantage (β = 0.391–0.454, p < 0.001) through the market flexibility, human capital flexibility, and production flexibility, among which production flexibility was the most influential dimension (β = 0.454, p < 0.001). All strategic planning dimensions exert significant indirect effects on competitive advantage mediated by strategic flexibility. The mediation was partial for strategic environmental analysis, strategic plan formulation, and strategic plan implementation (β = 0.050–0.181, p < 0.001), and full for strategic orientation (β = 0.115, p < 0.001). These findings provide managers with evidence-based strategic insights for navigating instability, underscoring that the synergy between planning and flexibility is paramount for achieving a sustainable competitive position in volatile markets.