Issue #2 (Volume 23 2025)

Flexible work arrangements (FWAs) have become a cornerstone of modern organizational practices, offering solutions to enhance employee engagement and adapt to evolving workplace demands. The purpose of this study is to examine the impact of flexible work arrangements on job engagement, focusing on how dimensions such as workload flexibility, workplace flexibility, and flexible working hours influence employee vigor, dedication, and absorption within the Egyptian telecommunications sector. A descriptive-analytical approach was adopted, and data were collected through a structured questionnaire distributed to 300 employees across different departments in the Egyptian Telecom Company. Statistical analyses, including correlation and regression, were employed to test the relationships between the variables. The findings reveal that FWAs significantly enhance job engagement, explaining 62% of the variance in engagement levels. Flexibility in workload emerged as the strongest predictor (β = 0.28), followed by flexible workplace (β = 0.25) and flexible working hours (β = 0.22). Flexible workplace and working hours also had substantial impacts, reflecting the importance of spatial and temporal flexibility in addressing employee needs. While flexible working procedures contributed positively, their influence was comparatively lower, indicating the operational constraints of the telecommunications sector. The results underscore the practical value of FWAs in enhancing workforce motivation and organizational performance. By strategically implementing tailored FWA policies, organizations in dynamic sectors like telecommunications can foster a more engaged and adaptable workforce, ensuring resilience and competitiveness in a rapidly changing environment.

Acknowledgment
The authors are thankful to the Deanship of Graduate Studies and Scientific Research at University of Bisha for supporting this work through the Fast-Track Research Support Program.

This study investigates the mediating and moderating roles of data analytics and business intelligence in the relationship between e-HRM practices and job satisfaction in Jordanian SMEs. The data were obtained from a survey of 368 employees through questionnaires; the data were analyzed via SPSS and PROCESS Macro v3.5. The results show that e-HRM practices, such as e-recruiting, e-training, e-compensation, and e-performance, have a high and significant positive impact on job satisfaction (R² = 0.93, F = 1221.14, β = 0.613, p = 0.01). More precisely, concerning the dimensions of e-HRM, both e-training (β = 0.356, p < 0.001) and e-performance (β = 0.072, p = 0.02) were positively related to job satisfaction, while e-compensation had no statistical effect. Data analytics mediated this relationship positively by increasing its impact by 0.33 and contributing to an R² of 0.875 (p < 0.01). Furthermore, data analytics had a direct influence on job satisfaction (R² = 0.48, F = 333.93, β = 0.691, p < 0.001). Business intelligence moderated e-HRM-job satisfaction relationships through the amplification of its effect by 0.40 and had an indirect R² of 0.875 (p < 0.01). These results have presented the critical roles that data analytics and business intelligence play in the optimization of HR practices and employee satisfaction. The study has shown the need for Jordanian SMEs to adopt these technologies to enhance their HR capabilities and workforce engagement.

Limited resources have always been critical for the sustainability, growth, and development of micro and small enterprises. Understanding how the available limited resources can be best utilized during adverse conditions seems essential. Accordingly, this study attempts to understand key factors enhancing entrepreneurial bricolage (EB) among micro and small entrepreneurs, leading to better growth aspirations (GA). The study gathered a sample of 280 micro and small entrepreneurs from December 2024 to January 2025 through online and in-person visits to their business locations. Data were analyzed with the help of partial least square-structural equation modeling (PLS-SEM). The study has reported that commitment (COM) and soft skills development (SSD) are positively and significantly correlated with EB, and EB positively and significantly influences GA. Furthermore, EB mediates the relationship between COM, SSD, and GA. However, COM reveals no direct connection with GA, but SSD reports a positive connection with GA. The study provides theoretical and practical implications for policymakers, stakeholders, and academic researchers.

Acknowledgment
This work was supported by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia [Grant No. KFU251164].

Green accounting is becoming a top issue in global opinion, especially given the environmental and climatic conditions that have become a concern for all countries. The study aims to explore the role of environmental sustainability as a mediator in the relationship between green accounting and corporate performance in Jordan. In the sample of industrial company managers, 259 responses were deemed suitable for in-depth statistical analysis. Smart PLS 4 was employed to analyze sample responses. The structural modeling findings demonstrate a positive association between green accounting and environmental sustainability with a p-value of 0.000, which is significant at the 0.05 level. Path coefficients corroborated the statistically significant positive association between green accounting and company performance, which was significant at the 0.05 level with a p-value of 0.029. The findings also demonstrate an influential correlation between environmental sustainability and company performance with a p-value of 0.000, which is significant at the 0.05 level. The results confirmed that environmental sustainability had an influential mediating influence on the relationship between green accounting and corporate performance with a p-value of 0.000.

This study explores the integration of artificial intelligence (AI) into project management through a bibliometric analysis of scholarly publications and patents from 2001 to 2024. The paper aims to identify key trends, emerging applications, and global contributions to this evolving field. The study analyzes 51,752 patents from Lens, 5.5 million scholarly records from Google Scholar, and 436,380 records from Web of Science, providing a comprehensive overview of AI’s impact on project management. The analysis maps the evolution of AI-driven project management practices, focusing on resource allocation, risk management, and scheduling optimization. The findings reveal a substantial increase in AI-related project management research, with China and the United States leading in research output. A notable surge in publications post-2019 suggests acceleration due to the COVID-19 pandemic and the growing demand for digital transformation in project execution. Despite the rising adoption of AI in project management, research gaps persist, particularly in interdisciplinary methodologies, practical AI applications, and ethical concerns related to algorithmic decision-making. This study contributes to understanding AI’s transformative role in project management and highlights future research directions to enhance AI adoption for improved efficiency, decision-making, and project performance. The findings underscore the need for continued exploration of interdisciplinary approaches, practical implementations, and ethical considerations to foster innovation and efficiency in AI-driven project management.

Telecommunication technologies have entered all spheres of society, creating wide chances for improvement. The splendid, safe, and effective digital revolution in best practices and the productive use of resources in this field are the driving force behind the improvement of innovation. The aim of the study is to identify the main problems of the arrangement and evolution of the digital economy in Azerbaijan, as well as to offer recommendations for the successful usage of digital technology opportunities. Using regression analysis, the impact of the digital economy on economic growth was determined. The analysis showed a direct relationship between the indicators (r = 0.857) and a high closeness of the relationship on the Cheddock scale. The outcomes showed that during the last eight years (2015–2023), there has not been a significant growth in the ICT Development Index in Azerbaijan. According to the ICT Development Index, Azerbaijan ranks 87th, the Development Index of e-government – 83rd, and the Network Readiness Index – 75th in the world. The results stressed the necessity of state support for the digital economy in Azerbaijan to solve problems in this area and the significance of applying the progressive foreign countries’ experience in the digitalization of the economy. The study examines the factors influencing the development of the digital economy in Azerbaijan and offers proposals and recommendations for the effective use of digital technologies that have practical and scientific significance.

COVID-19 has propelled the tech industry in India into a cycle of extensive downsizing, leaving numerous layoff survivors in a vulnerable state and demanding an urgent need for appropriate strategies to counter this precarious situation. Hence, the objective of the study is to investigate the impact of layoff-induced role conflicts on the task performance of layoff survivors, along with the moderating role of perceived family support and perceived organizational support in Indian tech companies. A descriptive survey method was adopted, and data were collected through a structured questionnaire. A total of 256 responses were collected from 25 major tech companies that executed layoffs in the recent past. SPSS AMOS and Jamovi 2.4.11 were used for the analysis. The result reveals that layoff-induced role conflicts were significantly associated with the task performance of surviving employees (p < .026), though the impact was negative (β = –0.106). The moderating effect of both perceived organizational support (β = 0.647, [LLCI = 0.505], [ULCI = 0.785], p < 0.001) and perceived family support (β = 0.324, [LLCI = 0.181], [ULCI = 0.459], p < 0.001) was significant between role conflict and task performance. The results also demonstrate that the task performance of surviving employees is significantly diminished by role conflicts as it leads to work-related stress. Furthermore, the study also highlights that perceived organizational and family support plays a crucial role in tackling the overall negative impact of layoff-induced role conflicts on the task performance of surviving employees in post-layoff scenarios.

This study investigates the relationship between perceived job insecurity and employee creativity, emphasizing the roles of social cyberloafing and talent management practices as mediators and moderators in this relationship. Data were collected from 308 supervisor-subordinate pairs across various sectors in Jakarta, Indonesia. This study utilized Macro Process 4.0 for data analysis, hypotheses testing, and assessing moderation and mediation effects. The findings indicate that job insecurity is positively associated with social cyberloafing and negatively impacts employee creativity. Additionally, social cyberloafing positively influences creativity and mediates the relationship between job insecurity and employee creativity. Furthermore, talent management practices significantly mitigate job insecurity’s negative effects on social cyberloafing and creativity and influence the relationship between social cyberloafing and creativity. This study enhances the understanding of the process model connecting job insecurity and employee creativity in the workplace, highlighting the crucial roles that social cyberloafing and talent management play as mediators and moderators in these relationships.

The objective of this study is to explore the factors that contribute to disputes in contract farming and to understand the motivations behind selecting a dispute resolution method. Data for this study were obtained through in-depth interviews and group discussions with 15 lawyers, as well as surveys conducted among 525 respondents, comprising 323 farmers and 202 agribusiness representatives in the Central Coast region of Vietnam. The results of the partial least squares structural equation modeling (PLS-SEM) indicate that all research hypotheses are supported. The factors influencing the occurrence of disputes in contract farming agreements, ranked in ascending order of impact, are contract content, social influence, price volatility, risk perception, environmental uncertainty, and legal understanding. Additionally, these factors indirectly affect the intention to resolve disputes through courts, commercial arbitration, and mediation via the mediating role of contract farming disputes. Furthermore, the study reveals that when contract farming disputes arise, the preferred order of dispute resolution methods is courts, followed by commercial arbitration, and finally, mediation. This empirical analysis also provides evidence of significant differences in perceptions between two groups – farmers and agribusiness enterprises – regarding the intention to resolve disputes through courts and the impact of environmental uncertainty on contract farming disputes. The findings enrich empirical research on contract farming dispute resolution in emerging countries with conditions similar to those of Vietnam.

Acknowledgment
This study is the result of collaboration between a group of scientists from the University of Law, Hue University, and School of Business and Economics, Duy Tan University. The authors would like to acknowledge the support and facilitation provided by both institutions for the publication of this research.

The growing number of undergraduate students juggling jobs and studies poses problems for attaining work-life integration. Understanding the factors influencing this integration is critical, especially in the context of flexible work arrangements (FWA) and workload. The purpose of this study is to investigate the impact of FWA and workload on work-life integration among working students in Indonesia, focusing on the contradiction that flexibility promotes balance and increases job demands. Data were obtained from 125 working students in the service industry on Indonesia’s two most populous islands, Java and Sumatra, using structural equation modeling partial least squares (SEM-PLS). The study found that FWA considerably increases workload (β = 0.846, p = 0.000) and improves work-life integration (β = 0.638, p = 0.000). Workload is a mediator between FWA and work-life integration (β = 0.540, p = 0.000), indicating that flexibility increases job demands but improves work-life integration. Workload has an adjusted R² of 0.714, explaining 71.4% of the variance. Work-life integration is explained by workload and FWA combined, accounting for 83.0%. These findings emphasize that, while a higher workload may appear contradictory, it promotes better time management and financial stability, improving well-being and work-life integration. Institutions and employers must ensure that task expectations remain moderate to prevent stress from negating the benefits of flexibility. This study presents empirical evidence to support policies that promote flexibility while avoiding excessive job demands.

This study examines the impact of authentic leadership on job satisfaction in small and medium-sized enterprises (SMEs) in Vietnam, focusing on the mediating role of psychological empowerment and the moderating effect of organizational culture. A survey of 638 employees in the trade and service sectors in Ho Chi Minh City was conducted, and structural equation modeling was used for analysis. The findings reveal that authentic leadership positively influences psychological empowerment (β = 0.195, p < 0.001). Further, this factor also impacts job satisfaction both directly (β = 0.364, p < 0.001) and indirectly through psychological empowerment (β = 0.459, p < 0.001). Psychological empowerment significantly enhances job satisfaction (β = 0.424, p < 0.001), while organizational culture moderates the relationship between authentic leadership and job satisfaction (β = 0.234, p < 0.001). These results underscore the importance of transparent, ethical, and empowering leadership in fostering a supportive workplace environment. The study contributes to understanding leadership dynamics in non-Western, collectivist cultures and provides practical insights for improving employee satisfaction in Vietnamese SMEs.