Issue #4 (Volume 22 2024)

Policymakers, educators, and businesses must develop artificial intelligence-related initiatives and strategies to effectively engage and benefit the population. The study aims to evaluate awareness and readiness to utilize artificial intelligence by the adult population of Ukraine in 2022. The paper employed a questionnaire consisting of two sets of questions: 1) awareness of artificial intelligence and 2) readiness to use artificial intelligence. A total of 806 respondents were interviewed via an online survey. The margin of error does not exceed 5%. The results indicate that while Ukrainians have a generally positive view of artificial intelligence, they remain skeptical about the prospect of robots functioning as workplace partners. The majority find it difficult to envision collaborating with a robot in a professional setting (only 36.9% of Ukrainians are ready to work with a robot). The survey highlights that the primary benefits of AI products and services valued by Ukrainians include timesaving, increased comfort, and enhanced service accessibility. Ukrainian men demonstrate a greater degree of commitment and awareness of artificial intelligence products/services than Ukrainian women. Young people are the most informed age group about artificial intelligence products/services. Residents of the western regions indicate a more significant impact of artificial intelligence on the present, unlike respondents from the eastern regions of Ukraine.

Acknowledgment
This research was funded by a grant “Restructuring of the national economy in the direction of digital transformations for sustainable development” (№0122U001232) from National Research Foundation.

Performance appraisal plays a crucial mediating role in the complex interaction between soft skills and career development. This practice provides a comprehensive view of workers’ competencies and directly influences their professional trajectories. This investigation checked the significance of these competencies in career development, employing performance appraisal as a mediating mechanism. The sample comprised 262 employees in Portugal. Data were collected from a convenience sample using the snowball sampling method, in which participants were asked to invite their contacts to participate in the study. The questionnaire included the short skills inventory, the career growth scale, and the performance management scale. The more developed the soft skills, the greater the tendency for employees to progress in their careers. Performance appraisal has a significant influence on employees’ career trajectories, as the possibility of career advancement largely depends on their performance. The data further revealed that by mediating the relationship between soft skills and career progression, performance appraisal helps guide and support the organization’s strategic decisions. However, when the mediating variable is introduced into the model, the influence of soft skills on career development is no longer significant, indicating a full mediation effect. The results suggest that 26.8% of the possibility of progressing in the career is explained by the performance appraisal results. These results act as a critical link between soft skills and career development. Soft skills exert a significant influence on career development, and performance appraisal emerges as a valuable means to recognize and promote these competencies.

This study focuses on the relationship between the Human Development Index (HDI) and public social expenditures, analyzing socio-economic models using the examples of selected European countries and Ukraine. The study used the values of the HDI, GDP, and indicators of public expenditures for social purposes, namely, healthcare, education, leisure, culture and religion, and social protection for the period from 2010 to 2021. The analysis targeted 13 European countries using data sets from Eurostat, the Office for National Statistics of the United Kingdom, the State Statistics Service of Ukraine, and the Ministry of Finance of Ukraine. The input time series were checked for lagged values using the STATISTICA software.
Empirical evidence suggests a relationship between HDI and public social spending. An increase in the share of public social expenditures in GDP leads to an increase in HDI and vice versa. European countries with a social-democratic model of development have the highest level of centralization of public expenditure in GDP (34.72%) and the highest HDI (0.930), while countries belonging to the Southern European model have the lowest share of socially oriented public expenditure (30.41%) and the lowest HDI (0.873). In addition, there is a time lag between the investment of public funds in healthcare, education, leisure, culture and religion, and social protection and their impact on HDI changes. Thus, ensuring a high level of HDI is achieved, among other things, through state financial support for the relevant components of the social sphere and social protection.

Acknowledgment
The study is funded by the EU NextGenerationEU through the Recovery and Resilience Plan for Slovakia under project No. 09I03-03-V01-00130.

The objective of this study is to examine the relationship between corporate governance and intellectual capital within Jordanian manufacturing firms. This study used a sample of Jordanian manufacturing firms and applied regression analysis to test the effects of board size, executive director duality, percentage of independent directors, and ownership concentration on intelligence capital performance. Thus, 64 Jordanian listed manufacturing firms represent the study sample for the study period (2014–2022). The study employs advanced statistical methods to evaluate how these governance mechanisms affect intellectual capital, including human, structural, and relational capital. The study results indicate that the board size and CEO duality had no significant impact on intellectual capital performance. A positive significant determinant is the firm performance measured by earnings per share with a coefficient estimate of 6.331 at p-value <0.0. The significant positive effect of firm performance on intellectual capital performance indicates that financial health is an important driver of intellectual capital utilization. Good firms are likely to have more resources to invest in human capital, technology, and innovation, which are necessary components of intellectual capital. Future research should continue to explore these dynamics across different contexts to inform more effective governance and management practices.

Employee training is one of the most important areas of human resources management and is key to the career development of employees. The aim is to determine how the sector and size of small and medium enterprises (SMEs) influence the corporate education of employees. Data were collected using a questionnaire distributed among 610 SMEs in the Czech Republic; valid answers were obtained from 581 enterprises. The respondents mainly include managers responsible for employee education or other representatives with relevant experience. This database was tested using statistical methods, including Pearson’s chi-squared test of independence, Kolmogorov-Smirnov normality test, and Kruskal-Wallis test. The results indicate that enterprises with 150-250 employees try to provide them with training that would correspond to the so-called work-life balance. Enterprises with 50-149 employees often have a larger budget and resources to invest in corporate training. The results show that in terms of SME size, employee training is most commonly applied by medium-sized enterprises. It is confirmed that the bigger the enterprise, the more frequently its employees are trained. On the other hand, the sector does not significantly influence employee training. Slightly above-average use of employee training is observed in the transport and logistics sectors, but the difference is not substantial.

Acknowledgment
This paper was supported by the project IVSUPS2303 “Current topics of the social pillar of CSR related to acquiring and developing human resources.”

This study aims to investigate the impact of organizational culture (i.e., rational, hierarchical, and group) on healthcare supply chain resilience (SCR) in Jordan. This paper further examines the moderating role of technology integration on the relationship between organizational culture and healthcare SCR. Cross-sectional research was conducted, and participants were recruited from different hospitals in Jordan. An electronic survey was employed to collect the responses from 304 participants, including senior professionals designated as doctors, nurses, ray technicians, physical therapists, procurement officers, pharmacists, and lab technicians with more than three years of work experience. There was no statistically significant influence of rational culture on healthcare SCR (p-value = 0.156) and an adverse impact of hierarchical culture on healthcare SCR (p-value = 0.030). Group culture had a statistically significant impact on healthcare SCR (p-value = 0.007). Technology integration had an influential moderating influence on the association between rational culture and healthcare SCR (p-value = 0.042) and the association between hierarchical culture and healthcare SCR (p-value = 0.0129). However, technology integration had no moderating influence on the association between group culture and healthcare SCR (p-value = 0.331). The analysis revealed that group culture has an influential impact on healthcare SCR, while hierarchical culture has a negative impact on healthcare SCR. Moreover, technological integration was observed to improve the beneficial influence of rational culture and the negative effects of hierarchical culture on healthcare SCR. However, the technology integration was not observed to moderate the relationship between group culture and healthcare SCR.

Acknowledgment
The author acknowledges all the associated personnel who, in any reference, contributed to the completion of this study.

This study investigates the relationship between strategic orientations and innovation within the Sudanese service sector: hospitality, postal, bank, education, communication, and insurance spheres. Drawing upon the resource-based view, the paper examines the influence of market, service, and learning orientations on both incremental and radical innovation. Moreover, the study explores the moderating role of technological capabilities in this relationship. A quantitative research design was employed, utilizing a convenience sample of 160 managers from various service sub-sectors in Sudan. Empirical findings reveal that market orientation, service orientation, and learning orientation have a significant effect on incremental innovation (estimates = 0.164, p = 0.00; estimates = .177, p = .014). In addition, market and service orientations demonstrate a significant relationship with technological capabilities (estimates = 0.612, p = 0.00; estimates = –.376, p = .018). Further, incremental innovation and radical innovation significantly correlated with technological capabilities (estimates = .131, p = 0.00; estimates = .365, p = 0.00), while service orientation and learning orientation do not have a significant correlation with radical innovation (estimates = .153, p =.129; estimates = .061, p = .491). Learning orientation does not have a significant correlation with technological capabilities (estimates = .168, p > .228). Furthermore, results indicate that technological capabilities do not moderate the relationship between strategic orientation and service innovation.

Acknowledgment
The author would like to thank Deanship of Scientific Research at Majmaah University for supporting this work under Project No. R-2024-1367.

This study examined how multinational corporations adapted their corporate social responsibility strategies while operating in russia during the ongoing war against Ukraine. Specifically, the analysis investigated the impact of different corporate social responsibility approaches on financial performance, stakeholder trust, and corporate reputation for multinational corporations operating in russia during the war. A game-theoretic model evaluated three distinct strategies: minimal corporate social responsibility engagement (Strategy 1), increased corporate social responsibility involvement (Strategy 2), and a complete exit from the russian market (Strategy 3). The quantitative analysis showed that companies choosing the exit strategy (Strategy 3) gained the highest payoffs for financial performance, stakeholder trust, and reputation. In contrast, minimal corporate social responsibility engagement (Strategy 1) resulted in negative outcomes, including reputational damage and potential exposure to sanctions. On the other hand, increased corporate social responsibility involvement (Strategy 2) produced neutral outcomes, offering short-term benefits but still leaving companies vulnerable to ongoing risks. The sensitivity analysis confirmed the stability of these outcomes. The study concludes that exiting the russian market not only aligns with ethical standards but also ensures long-term sustainability, offering critical insights for corporations navigating corporate social responsibility challenges in war zones.

Acknowledgments
We sincerely express our gratitude to Prof. Dr. Dr. h.c. Marko Sarstedt, the LMU Fellowship Grant (LMU Ukraine support-fund) for the support of Ukrainian scientists.

Social media has brought new opportunities to bridge employment and has become an essential channel for addressing the issue of an aging society. This study aims to explore the factors influencing bridge employment behavior among older adults on social media platforms. This analysis collected 757 older adults from China who continue to work as anchors in social media after retiring. Data collection was conducted over ten days via structured questionnaires divided into eight sections. Furthermore, this study conducts structural equation modeling (SEM) to process the data. The results indicate that social capital (beta = 0.183, p = 0.004) and bridge employment policies (beta = 0.123, p = 0.031) have a significant positive impact on intention to bridge employment. Subjective norms (beta = 0.197, p < 0.001), attitudes (beta = 0.204, p < 0.001), and perceived behavioral control (beta= 0.147, p = 0.004) also positively and significantly influence intention to bridge employment. Subjective norms, attitudes, and perceived behavioral control serve as crucial mediators in the relationship between social capital, bridge employment policies, and intention to bridge employment. Finally, intention (beta = 0.480, p = 0.001) is a strong predictor of bridge employment behavior and acts as a mediator within the model. The findings suggest that enhancing social capital and well-structured employment policies can significantly influence older adults’ acceptance and sustained participation in bridge employment on social media platforms.

Engaging in academic entrepreneurship enhances the potential for academics to generate scientific advancements, capitalize on findings, and create impactful contributions. This study examines how organizational support affects the relationship between entrepreneurial orientation and role integration on academic entrepreneurship performance at state universities in Indonesia. The population includes lecturers from eleven state universities with research results that can be commercialized. A purposive sampling method selected 330 respondents, focusing on science and social sciences lecturers with research at a technological readiness level of 6 to 9, demonstrating pilot stages and commercialization readiness based on national assessments. Data analysis used variance-based structural equation modeling and partial least squares (PLS). The findings indicate that entrepreneurial orientation significantly affects academic entrepreneurship performance (p < 0.05), and role integration significantly affects academic entrepreneurship performance (p < 0.05). Additionally, organizational support moderates the relationship between entrepreneurial orientation and academic entrepreneurship performance (p < 0.05), and organizational support moderates the relationship between role integration and academic entrepreneurship performance (p < 0.05).

Acknowledgments
We would like to thank the lecturers at eleven state universities in Indonesia who contributed to this investigation. Their assistance allowed the authors to obtain data that met the study criteria and generate accurate and exact data analysis per the research goals.

This study aimed to analyze the impact of auditor characteristics on audit quality in Saudi Arabia during the COVID-19 pandemic by assessing how auditor characteristics (such as gender, age, education level, professional certificate, sector, size of the employees, revenue, experience, and region) impact audit quality in crisis conditions. It employed a descriptive-analytical approach and quantitative regression analysis of cross-sectional data. The survey was conducted in 2021 among 203 auditors in Saudi Arabia. Data collection was facilitated through the assistance of the Saudi Organization for Chartered and Professional Accountants (SOCPA) to make the sample more structured and representative. The results reveal that auditor characteristics played a significant role in determining audit quality during the pandemic. Gender, education level, audit firm size, and professionalism experience showed a strong correlation (r = 0.619) between professional experience and adaptability to remote auditing conditions. The regression analysis indicates a positive impact on audit performance. The results suggest practical implications for improving auditor selection, training programs, and regulatory frameworks to enhance audit resilience in times of crisis. It offers theoretical contribution by validating existing models under pandemic conditions and providing insights for the future of auditing practices. It also assists in establishing confidence in financial reporting together with control, making investors feel secure, and maintaining stability in the business world.

Even though Indonesia’s start-up scene is experiencing rapid growth, the industry is grappling with considerable hurdles, such as a high rate of business closures, strong dependence on employee efficiency, and heavy reliance on technology. This paper examines the correlation between leadership styles, job challenges, job engagement, and job insecurity in Indonesian start-ups, which face unique challenges affecting employee job security. Unlike most research on how job insecurity impacts job engagement, this study explores whether higher job engagement impacts job insecurity, providing practical insights for leaders. The study was structured using a quantitative approach known as structural equation modeling-partial least squares (SEM-PLS), which analyzed 198 responses from Indonesian start-up employees. This study found that leadership styles significantly affect job insecurity (β = 1.337, p-value < 0.05), however, leadership styles do not substantially affect job engagement (β = 0,435, p-value > 0.05). Another finding states that job challenges do not significantly affect job engagement (β = 0.491, p-value > 0.05) and job insecurity (β = –0.037, p-value > 0.05). Job engagement significantly influences job insecurity (β = –0.428, p-value < 0.05). This study specifically targets employees in Indonesian start-ups to uncover mechanisms and offer practical recommendations for enhancing job security and motivation. The findings underscore the significant impact of leadership style on job insecurity, emphasizing the importance of engaging and motivating employees through personalized leadership style approaches to enhance job stability and overall workforce effectiveness in Indonesian start-ups.

The rapid advancement of digital technology has significantly affected various sectors, including education. Integrating digital tools and platforms in human resource management offers opportunities to enhance efficiency and organizational performance. This study investigates the impact of digital transformation on human resource performance in educational directorates in Egypt. A descriptive analytical methodology was employed, utilizing a structured questionnaire distributed to 450 administrative officials across eight randomly selected directorates out of the 27 directorates in Egypt, constituting approximately 30% of the total. The study retrieved 413 questionnaires, with about a 91% response rate. Data analysis reveals a significant positive correlation between digital transformation and the quality of human resource performance. Strategic planning (R² = 0.901), leadership development (R² = 0.699), skills acquisition (R² = 0.899), and institutional infrastructure (R² = 0.907) are identified as key factors that significantly influence HR performance. The findings suggest that embracing digital transformation and investing in these dimensions can lead to enhanced human resource performance in educational institutions. The study concludes that digital transformation can significantly improve human resource performance in the education sector, emphasizing the need for strategic planning, leadership development, skills acquisition, and a supportive organizational culture to fully leverage the potential of digital technologies.

This study delves into the total factor productivity growth in OECD countries, focusing on the crucial role of technological advancement and environmental management. By utilizing the Malmquist-Luenberger index, the paper encompasses both positive and negative outputs, such as pollution, providing a comprehensive productivity analysis by breaking it down into efficiency and technical change. Data from 36 OECD countries from 2000 to 2021 were examined to uncover trends and patterns in productivity growth and its unintended environmental consequences. The results emphasize the dominant influence of technological progress, particularly after 2006, as the primary driver of productivity growth, surpassing improvements in technical efficiency. A significant increase in technical change (1.56 in 2021) compared to technical efficiency (1.05) underscores the importance of sustained investment in research and development (R&D), which correlates positively with patent generation and technological advancement. The study also illustrates that OECD countries have effectively integrated eco-efficient practices, aligning with global trends in environmentally conscious productivity analyses. By integrating environmental outputs such as PM2.5 pollution, the analysis demonstrates that countries mitigating these adverse effects achieve higher productivity growth. These findings challenge conventional productivity models, where productivity diminishes when environmental aspects are considered. The analysis emphasizes the necessity for tailored policy approaches to address disparities in R&D investments, technological adoption, and eco-efficiency among countries. Countries with more significant R&D investments consistently demonstrate superior technological advancement in patents (0.745). Policymakers are urged to prioritize long-term strategies that foster technological innovation and environmental sustainability to ensure sustained productivity growth and economic resilience.

Young entrepreneurs are crucial participants in a country’s entrepreneurial ecosystem. This study analyzes the effects of entrepreneurial motivation and perceived university support on the entrepreneurial intention and behavior of Vietnamese students. A survey was conducted with 831 students who are studying logistics and supply chain management programs. Smart PLS and the Sobel test were utilized to validate the proposed hypotheses. The results indicate that financial motivation has a positive impact on student’s entrepreneurial intention and entrepreneurial behavior. Conversely, the desire for autonomy motivation has a direct negative impact on entrepreneurial behavior. Furthermore, perceived university support exerts a strong direct influence on student’s entrepreneurial intention and entrepreneurial behavior. Notably, entrepreneurial intention partially mediates the relationship between entrepreneurial motivation and entrepreneurial behavior and the relationship between perceived university support and entrepreneurial behavior. The research implications suggest that policymakers should prioritize assessing students’ entrepreneurial motivations before implementing entrepreneurship training programs. Additionally, universities should provide appropriate entrepreneurial support to students throughout their entrepreneurial behavior and their entrepreneurial careers.

Acknowledgment
This research is funded by the International School, Vietnam National University, Hanoi (VNU-IS) under project number CS.2023-12.