This study investigates the career expectations of individuals in Thailand’s emerging economy, emphasizing the critical factors that shape these expectations within the context of a rapidly evolving labour market in the digital era. A quantitative approach was employed, collecting data from 1230 Thai respondents through convenience sampling, utilizing a structured survey as the primary research instrument. Data analysis involved the use of percentages, means and logistic regression to provide a comprehensive understanding of the findings. The results indicate that factors such as gender, age, monthly income, professional identity, values, culture and technology usage (including devices like laptops, social media platforms, home internet access and usage hours) significantly influence career expectations. Understanding these influential factors is crucial for developing targeted strategies to enhance career satisfaction, preparedness and overall competitiveness in an increasingly globalized and digital economy. By addressing the unique needs and aspirations of the Thai workforce, particularly in this digital age, stakeholders can cultivate a more responsive and adaptive professional environment, ultimately contributing to national economic growth in the digital era.

Organizations in the modern, global environment have moved away from traditional methods of communication and toward creating all-encompassing plans that revolve around the engagement and motivation of their workforce. This change highlights the critical function of strategic internal communication, a still-emerging but increasingly important field of study and practice in the business sector. The modern workplace sees a change in the roles that employees play, with workers taking on more and more duties that were previously related to public relations. Understanding this shift in PR practice requires an understanding of role expectations, as norms and expectations have a significant impact on communication behavior and, in turn, organizational performance. To interpret the data in this context, a content analysis of secondary data was conducted. This made it possible to assess the body of knowledge in order to determine its applicability, consistency, replication, and rebuttal. The study makes the case that paramilitary organizations, like the Nigeria Customs Service, have internal communication procedures that are different from those of traditional corporate organizational structures. Given the agency’s diverse responsibilities in income generation, trade facilitation, and the abolition of smuggling, this discrepancy is especially noticeable. The study shows that the relationship between internal communication and employees’ job performance was mediated by employee participation and job satisfaction.

This research study was undertaken to complete a comparative study of the seminal work conducted by Anderson and Ruderman on procedural and distributive justice systems versus unionization. This research was conducted in 2023. The main focus of this research effort was to determine if current U.S. organizations were utilizing any form of justice system in protecting employees’ rights and providing processes that would prevent employees from having a desire to join a union for its protections. Parts of the original survey used by Anderson and Ruderman were used in this study to address the research questions and hypotheses posed for this study. A statistical analysis of the data was conducted, and the results indicated employees have a need for protection in their employment relationship. It is suggested that procedural and distributive justice systems be implemented as an alternative to unionization of employees to meet these employee protections.

Within this broader analytical framework, this paper seeks to explore the apparent impact of digital transformation on employee relations within the context of listed companies. A theoretical model is proposed, positing digital transformation as the independent variable, employee relations as the dependent variable, and what might be characterized as cultural fit as a potential moderating variable. Based on an analysis of 482 ostensibly valid questionnaires collected from a sample of 500 A-share listed companies in China, what seems to emerge from these findings is that the mean score for the digital transformation scale was approximately 3.62, which tends to point toward a stage of local optimisation. The mean scores for the employee relations and corporate cultural fit scales were found to be 3.55 and 3.58, respectively. What the evidence appears to reveal is that digital transformation seems to be substantially positively correlated with employee relations (r ≈ 0.62, p < 0.01), and corporate cultural fit appears to share a similar positive correlation with both. What the analysis tends to support, furthermore, is that digital transformation appears to have a substantial positive impact on employee relations (β ≈ 0.58, p < 0.01). What seems especially noteworthy in this analytical context is that corporate culture fit seems to lend support to what may represent a positive moderating role (β ≈ 0.21, p < 0.05). In the high-fit group, the impact of digital transformation on employee relations appears to tend to suggest it is seemingly stronger (β ≈ 0.68, p < 0.01). What appears to emerge from this evidence, therefore, is the construction of a tentative model of this three-way relationship, ostensibly providing a basis for companies to balance technological innovation and humanistic care.

Keywords: Digital transformation; listed companies; employee relations; corporate culture compatibility; moderating effects