Recovery and resilience plan (RRP) approved by the European Commission fosters the development of lifelong learning programs to upgrade employees’ skills and knowledge for digital and green transitions. Within higher education, the field of information and communication technology (ICT) is also a priority area, so we compared the demographic variables of students enrolled in formal first-cycle higher education programs in ICT with those enrolled in lifelong ICT programs within the framework of the Advanced Computer Skills project funded by the RRP in Slovenia. The results show that formal first-cycle higher education in the field of ICT remains strongly male-dominated, whereas, among participants in lifelong learning, the percentage of females stands out. Bachelor programs in ICT are primarily enrolled by young people aged up to 24 years, while shorter university-based lifelong learning programs attract mostly older participants with higher completed formal education and from a broader range of prior educational backgrounds. Finally, when all three variables (gender, age and level of prior formal education) are considered, participants in lifelong learning are much more similar to part-time students than full-time bachelor ICT students, although the percentage of men in formal education is still predominant even in part-time studies. The research findings highlight the need for further efforts to offer lifelong learning in ICT to enable individuals to improve their employment prospects, progress in the workplace or even change their field of work.

This study investigates the influence of service quality, destination facilities, destination image, and tourist satisfaction on tourist loyalty in the Pasar Lama Chinatown area of Tangerang City. Utilizing data from 400 respondents, the study employed structured questionnaires analyzed through descriptive statistics, reliability analysis, exploratory and confirmatory factor analysis, and structural equation modeling (SEM). The results reveal that service quality (β = 0.47, p < 0.001), destination facilities (β = 0.33, p < 0.001), and destination image (β = 0.4, p < 0.001) all significantly enhance tourist satisfaction, which in turn has a strong positive effect on loyalty (β = 0.58, p < 0.001). Direct paths also show that service quality, destination facilities, and destination image independently contribute to tourist loyalty. Bootstrapping confirms satisfaction’s mediating role between these factors and loyalty. Practical recommendations suggest prioritizing service quality improvements, facility enhancements, and a positive destination image to foster loyalty and promote tourism sustainability in Pasar Lama, China. These insights assist tourism managers in developing strategies to enhance long-term visitor retention and engagement in the area.

The use of public transport is one of the concepts of sustainable transport. However, people prefer to use private vehicles, which causes various problems, one of which is the high carbon emissions produced. This research aims to encourage programs to use passenger public transportation through a carbon tax. The method in this research is descriptive quantitative with primary data and secondary data. Secondary data was developed in the research by collecting literature study sources on the concept of sustainable transportation development as well as primary data carried out by analyzing calculations regarding the implementation of the carbon tax. There are several proposals that can significantly accelerate the achievement of goals, namely a collaborative approach through collaboration between local government agencies, a policy of progressively implementing a carbon tax as a coercive policy and supported by a program to provide supporting facilities for public transportation. Decision making in this research was carried out by looking at the percentage increase in public transportation use based on the application of a carbon tax or carbon tax.

The present study aims at exploring the extent to which the quality standards of educational activities in Arabic language syllabi is practiced. For this goal, the research adopted the descriptive approach. For the objective of the study, the researcher resorted to the mixed method; quantitative and qualitative data collection and analysis. The mixed data collection methods comprised list of quality standards for educational activities, observation card, and semi-structured interviews. The research sample included 28 Arabic language teachers in government schools for boys in Abha city and 4 language teacher supervisors and 4 School Accreditation Evaluation Specialist. The respondents of the sample were distributed as follows: 10 teachers from the upper grades of primary school, 10 Arabic language teachers from intermediate school and 8 teachers from secondary school. The study tools include a list of quality standards of educational activities and a classroom observation card. An observation card was designed to reveal the extent of practicing the quality standards of educational activities in Arabic language courses. Regarding the list of quality standards, the research identified 25 quality standards for educational activities in Arabic language syllabi. Ultimately, the study concluded that the degree of practicing the quality standards of educational activities ranged from 2.28 to 1.18, which means that the degree of practicing them is between average and low. Moreover, the extent of practicing the quality standards of educational activities in Arabic language syllabi as a whole was 1.59, which means that they are practiced at a weak level. Accordingly, the researcher suggested some recommendations and future studies.

Despite many investigations concerning antecedents of organizational commitment in the workplace, very few studies so far have analyzed the direct or indirect impact of HR change leadership role on organizational commitment via HR attribution. Therefore, given the reciprocal principle of social exchange theory, attribution theory and signal theory, this study formulated hypotheses and a model to test the relationships between included variables by employing the mixed-method approach. In-depth interviews were initially conducted to develop questionnaires to collect quantitative data. Employing PLS-SEM to analyze the data collected from 1058 employees working in 24 sustainable enterprises in Vietnam, the findings show that the degree of adopting HR change leadership role was positive, directly affecting organizational commitment. Also, both well-being and performance HR attribution play partially mediated roles in the relationship. The findings suggest that the organizational commitment depends on not only how the degree of adopting HR change leadership role is executed, but also how employees perceive and interpret the underlying management intent of these practices. In a sustainable context, adopting HR change leadership role plays a critical role in shaping employees’ interpretations of sustainable HR practices and their subsequent attributions. Besides, employees’ belief on why are sustainable HRM practices implemented has an influence on the organizational commitment that in turn contributes to the overall sustainable performance.

This study aims to advance understanding of the factors affecting Generation Z employee commitment in the workplace of the information and technology (IT) companies in Vietnam. A survey of 450 Generation Z employees in IT companies shows that company remuneration, reward and welfare, work environment, colleagues, direct manager, promotion, job characteristics, green initiatives are positively related to Generation Z organizational commitment. More specifically, work environment and direct manager have the highest effect on Generation Z employee commitment to organization while promotion and colleagues have the lowest effect on Generation Z employee commitment to organization. Research results also revealed that green initiatives of the organization have significant effect on Generation Z employee commitment in companies. This finding suggests that including green initiatives in corporate strategy is a valuable approach for improving Generation Z employee commitment to organization. We discuss the implications for theory, practice, limitations, and directions for future research.