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.