Tracking changes in economic growth-quality conditions in Armenia: A multidimensional directional diagnostic approach

This paper studied the influence of strategic human resource management on human capital development through the mediation of employee commitment. A descriptive cross-sectional study design was used to collect data from 514 participants (medical staff) from five hospitals in northern Jordan. The hospitals involved were from different sectors, including governmental, private, and university hospitals. Several analysis methods were used in the study: Confirmatory Factor Analysis (CFA), discriminant validity, and composite reliability. Direct and indirect hypothesis testing was also utilized using Structural Equation Modeling (SEM). The study showed that the practice of strategic human resource management had a direct positive impact on employee commitment; the practice of strategic human resource management had a direct positive impact on human capital development; the impact of employee commitment on human capital development was positive and direct; employee commitment has a partial mediating effect between both of them. Accordingly, HR managers in hospitals should move from “softer” responsibilities and traditional HR activities to a more strategic level (i.e., developmental strategy), where HR strategies are aligned and reinforce the hospital’s vision and mission and link organizational strategy to HR strategies. Healthcare managers should invest more in human capital through formal education and training.

Acknowledgments
The Deanship of Research at Jordan University of Science and Technology (JUST) in Jordan is acknowledged by authors for providing facilities through the research No. 488/2020 and research environment to accomplish the goals of this work. The authors thank Professor Fareed Nusair at the Department of Health Management & Policy, the Faculty of Medicine.

The aim of this current study was to analyze recent development of talent management among public service managers in Malaysia. The study brings understanding on talent management and broader human capital issues within Malaysia context by analysing the comprehensive literature. Government of Malaysia is emphasizing on development of talent in the public sector, as it is the most significant resource for the public service. The study found that the government has invested in various programs and initiatives to develop and produce key talented human capital within the public sector. However, despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving. The study also indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch. Another key issue is the incapability to retain talented people that led to poor innovation and creativity within the country. Is key issue is part of the factors discussed in the 10th and 11th Malaysia Plan, and is a concern, as it plays a role in preventing the progress of Malaysia in achieving a developed nation by 2020. As one of the key aspirations of Malaysia is to enrich public service in Malaysia as a citizen centre that is having talented human capital. The study revealed that there is a need for in-depth quantitative and qualitative further research to discover new insights on talent management and retain talent among the public sector managers in Malaysia.

As an upper-middle-income country, Armenia should develop and implement targeted policies, such as increased R&D investments, education reforms, and industry-academia collaboration, to enhance its innovation performance. Strengthening these areas is expected to contribute to higher Global Innovation Index (GII) rankings, reflecting improved national innovation capacity.
This study aims to estimate the impact of various GII components (including pillars, sub-indices, and sub-pillars) on the overall GII and pillar scores for upper-middle-income countries. Based on these findings, the study seeks to identify Armenia’s key policy priorities and provide targeted recommendations for enhancing its innovation performance. This study employs a cross-sectional regression to analyze the factors influencing GII scores in upper-middle-income countries, assessing the impact of sub-indices, pillars, and sub-pillars. The analysis reveals that market sophistication and creative outputs strongly influence GII scores among upper-middle-income countries, contributing significantly to national innovation performance. Additionally, knowledge and technology outputs, human capital and research, and infrastructure pillars show a statistically significant impact at the 5% level. Notably, even minor improvements in innovation output sub-index scores account for substantial variations in GII rankings. These findings suggest that Armenia should prioritize targeted education reforms, increase R&D investment, and strengthen university-industry linkages to enhance its innovation ecosystem and improve its global competitiveness.

Acknowledgment
The research was supported by the Science Committee of the Republic of Armenia within the framework of the project No. 21T-5B234.