This study explores the impact of online assessments on students’ academic performance and learning outcomes at the University of Technology in South Africa. The research problem addresses the effectiveness and challenges of digital assessment platforms in higher education (HE), particularly their influence on student engagement, feedback quality, and academic integrity. A qualitative case study approach was employed, involving semi-structured interviews with ten undergraduate and postgraduate students from diverse academic backgrounds. The findings reveal that while online assessments provide flexibility and immediate feedback, they also pose challenges related to technical issues, feedback delays, and concerns about long-term knowledge retention. The study highlights the necessity of aligning assessment strategies with constructivist learning principles to enhance critical thinking and student-centered learning. Implications for theory include strengthening the application of constructivist learning in digital environments, while practical recommendations focus on improving assessment design, institutional support, and feedback mechanisms. Policy adjustments should consider inclusive and equitable access to online assessments. Future research should further investigate the long-term impact of digital assessments on professional readiness. This study contributes to ongoing discussions on online education by offering a nuanced understanding of digital assessment challenges and opportunities in higher education.

In this study, the author investigates the evolving role of women in corporate boardrooms historically dominated by men, aiming to discern whether their inclusion merely serves as symbolic representation or carries substantive impact. Using a narrative literature review methodology, the author meticulously examines the historical impediments women faced in leadership positions. The findings suggest that deep-seated societal biases, rather than a lack of capability, traditionally constrained women’s leadership trajectories. While some studies suggest that corporations with genuine gender diversity in leadership may outperform in financial outcomes and innovation, this advantage is not consistently observed across all contexts and industries, necessitating a cautious interpretation of these mixed and context-dependent findings. The study argues that women’s inclusion in boardrooms is a strategic imperative for modern corporations striving for resilience, adaptability, and sustained growth in an intricate global landscape, yet also recommends further research to fully understand the broader impacts of such diversity. Furthermore, the study offers practical strategies for enhancing gender diversity in corporate leadership.

This systematic literature review examines data saturation in qualitative research within the context of entrepreneurship studies from 2004 to 2024. Data saturation, a critical concept in ensuring the rigor of qualitative research, remains inadequately defined in terms of sample size and assessment criteria across various studies. This review synthesizes 11 empirical studies, focusing on strategies such as stopping criterion, code frequency counts, and comparative methods for determining saturation. It identifies sample sizes ranging from 7 to 39 interviews, with an average saturation occurring between 10 and 12 interviews. Furthermore, the study explores the influence of different sampling methods and homogeneity of study populations on saturation outcomes. Despite the reliability of existing methods, the findings underscore the need for greater transparency and consistency in reporting saturation criteria. The review offers valuable insights for entrepreneurial researchers aiming to design qualitative studies, emphasizing the importance of tailored saturation standards based on research objectives and methodologies. This research contributes to a clearer understanding of data saturation in entrepreneurial studies and highlights the necessity for further empirical investigation into saturation across diverse qualitative methods.

The paper assesses the threshold at which climate change impacts banking system stability in selected Sub-Saharan economies by applying the panel threshold regression on data spanning 1996 to 2017. The study found that temperature reported a threshold of −0.7316 ℃. Further, precipitation had a threshold of 7.1646 mm, while the greenhouse gas threshold was 3.6680 GtCO2eq. In addition, the climate change index recorded a threshold of −0.1751%. Overall, a non-linear relationship was established between climate change variables and banking system stability in selected Sub-Saharan economies. The study recommends that central banks and policymakers propagate the importance of climate change uncertainties and their threshold effects to banking sectors to ensure effective and stable banking system operations.

The purpose of this research is to investigate the relationship between transformational leadership variables and organizational citizenship behavior (OCB) variables, investigate the relationship between job satisfaction variables and organizational citizenship behavior (OCB), and investigate the relationship between organizational commitment variables and organizational citizenship behavior (OCB). This research method uses quantitative methods. In this study, the researchers used a simple random sampling technique with a sample size of 368 SMEs employee. The data collection method for this research is by distributing an online questionnaire designed using a Likert scale of 1 to 7. The data analysis technique uses Partial Least Square—Structural Equation Modeling (PLS-SEM) and data analysis tools use SmartPLS software version 3.0. The stages of data analysis are validity testing, reliability testing and hypothesis testing. The independent variables in this research are transformational leadership, job satisfaction and organizational commitment, while the dependent variable is organizational citizenship behavior (OCB). The results of this research are that transformational leadership has a positive influence on organizational citizenship behavior (OCB), Job Satisfaction has a positive influence on organizational citizenship behavior (OCB) and organizational commitment has a positive influence on organizational citizenship behavior (OCB). The theoretical implications of this research support the results of previous research that transformational leadership, job satisfaction, and organizational commitment make a positive contribution to increasing organizational citizenship behavior in SME employees. The practical implication of this research is that SME owners apply transformational leadership, create work breadth and create organizational commitment within the SME organization to support increasing employee organizational citizenship behavior so that it can encourage increased performance and competitiveness of SMEs.

This study investigated the utilization of Artificial Intelligence (AI) in the Recruitment and Selection Process and its effect on the Efficiency of Human Resource Management (HRM) and on the Effectiveness of Organizational Development (OD) in Jordanian commercial banks. The research aimed to provide solutions to reduce the cost, time, and effort spent in the process of HRM and to increase OD Effectiveness. The research model was developed based on comprehensive review of existing literature on the subject. The population of this study comprised HR Managers and Employees across all commercial banks in Jordan, and a census method was employed to gather 177 responses. Data analysis was conducted using Amos and SPSS software packages. The findings show a statistically significant positive impact of AI adoption in the Recruitment and Selection Process on HR Efficiency, which in turn positively impacted OD Effectiveness. Additionally, the study indicated that the ease-of-use of AI technologies played a positive moderating role in the relationship between the Recruitment and Selection Process through AI and HR Efficiency. This study concludes that implementing AI tools in Recruitment is vital through improving HR Efficiency and Organization Effectiveness.