In the fast-paced modern society, enhancing employees’ professional qualities through training has become crucial for enterprise development. However, training satisfaction remains under-studied, particularly in specialized sectors such as the coal industry. Purpose: This study aims to investigate the impact of personal characteristics, organizational characteristics, and training design on training satisfaction, utilizing Baldwin and Ford’s transfer of training model as the theoretical framework. The study identifies how these factors influence training satisfaction and provides actionable insights for improving training effectiveness in China’s coal industry. Design/Methodology/Approach: A cross-sectional design that allowed the study to capture data at one point in time from a large sample of employees was employed to conduct an online survey involving 251 employees from the Huaibei Mining Group in Anhui Province, China. The survey was administered over three months, capturing a diverse sample with nearly equal gender distribution (51% male, 49% female) and a majority aged between 21 and 40. The participants represented various educational backgrounds, with 52.19% holding an undergraduate degree and most occupying entry-level positions (74.9%), providing a broad workforce representation. Findings: The research indicated that personal traits were the chief predictor of training satisfaction, showing a beta coefficient of 0.585 (95% CI: [0.423, 0.747]). Linear regression modeling indicates that training satisfaction is strongly related to organizational attributes (β = 0.276 with a confidence interval of 95% [0.109, 0.443]). In contrast, training design did not appear to be a strong predictor (β = 0.094, 95% CI: [−0.012, 0.200]). Employee training satisfaction was the principal outcome measure, measured with a 5-point Likert scale. The independent variables covered personal characteristics, organizational characteristics, and training design, all measured through validated items taken from former research. The consistency of the questionnaire from the inside was strong, as Cronbach’s alpha values stood between 0.891 and 0.936. We completed statistical testing using SPSS 27.0, complemented by multiple linear regression, to study the interactions between the variables. Practical implications: This research contributes to the literature by emphasizing the necessity for context-specific training approaches within the coal industry. It highlights the importance of considering personal and organizational characteristics when designing training programs to enhance employee satisfaction. The study suggests further exploration of the multifaceted factors influencing training satisfaction, reinforcing the relevance of Baldwin and Ford’s theoretical model in understanding training effectiveness. Ultimately, the findings provide valuable insights for organizations seeking to improve training outcomes and foster a more engaged workforce. Conclusion: The study concluded that personal and organizational characteristics significantly impact employee training satisfaction in the coal industry, with personal characteristics being the strongest predictor. The beta coefficient for personal characteristics was 0.585, indicating a strong positive relationship. Organizational characteristics also had a positive effect, with a beta coefficient of 0.276. However, training design did not show a significant impact on training satisfaction. These findings highlight the need for coal companies to focus on personal and organizational factors when designing training programs to enhance satisfaction and improve training outcomes.

This research intends to find out the compliance acts based on the manufacturing industry of Bangladesh and lead to the development of the integrated theory of compliance model. There are several compliance regulations, that are separately dealt with in any manufacturing organization. These compliance regulations are handled at various ends of the organization making the process quite scattered, time-consuming, and tedious. To fix this problem, the integration of organizational compliance regulations is brought under one platform. Researchers have applied the qualitative approach with multiple case studies methodology scrutinizing the in-depth interviews and transcripts. Furthermore, the NVIVO tool has been used to analyze, where the necessary themes of the Organizational Compliance Regulations are found. Therefore, we have proposed a conceptual framework to inaugurate a standalone combined framework, which is an innovative and novel measure.

A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

This article addresses the pressing issue of training and mediation for conflict resolution among employees within a corporate setting. Employing a methodology that includes literature analysis, comparative studies, and surveys, we explore various strategies and their effectiveness in mitigating workplace conflicts. Through a comprehensive comparison with metrics and conclusions from other scholarly works, we provide a nuanced understanding of the current landscape of conflict resolution practices. As a result of our research, we implemented a tailored training program focused on conflict resolution for employees within a mobile company, alongside the development of a competency framework designed to enhance conflict resolution skills. This framework comprises five integral components: emotional, operational, motivational, behavioral, and regulatory. Our findings suggest that training in each of these competencies is essential for fostering a healthy workplace environment and must be integrated into organizational practices. The importance of this initiative cannot be overstated; effective conflict resolution skills are not only vital for individual employee wellbeing but also crucial for the overall efficiency and productivity of the organization. By investing in these competencies, companies can reduce turnover, enhance team cohesion, and create a more positive and collaborative workplace culture.

This study examines the factors influencing e-government adoption in the Tangerang city government from 2010 to 2022. We gathered statistics from multiple sources to reduce joint source prejudice, resulting in a preliminary illustration of 1670 annotations from 333 regions or cities. These regions included major urban centers such as Jakarta, Surabaya, Bandung, Medan, Makassar, and Denpasar, as well as other significant municipalities across Indonesia. After removing anomalous values, we retained a final illustration of 1656 annotations. Results indicate that higher-quality digital infrastructure significantly boosts e-government adoption, underscoring the necessity for resilient digital platforms. Contrary to expectations, increased budget allocation for digital initiatives negatively correlates with adoption levels, suggesting the need for efficient spending policies. IT training for staff showed mixed results, highlighting the importance of identifying optimal training environments. The study also finds that policy adaptability and organizational complexity moderate the relationships between digital infrastructure, budget, IT training, and e-government adoption. These findings emphasize the importance of a holistic approach integrating technological, organizational, and policy aspects to enhance e-government implementation. The insights provided are valuable for policymakers and practitioners aiming to improve digital governance and service delivery. This study reveals the unexpected negative correlation between budget allocation and e-government adoption and introduces policy adaptability and organizational complexity as critical moderating factors, offering new insights for optimizing digital governance.

Leadership is one of the important factors that ensured organizational achievement. Servant leadership offers a unique point of view on leadership which developed around the idea of service to subordinates. The implementation of servant leadership can lead to various positive outcomes, including increased engagement, organizational citizenship behavior, and improved performance. However, engagement and organizational citizenship behavior can serve as mediators to enhance organizational performance even further. The present study aimed to explore a prediction model of servant leadership using mediating variables such as employee engagement and organizational citizenship behavior, with employee performance as the outcome. The sampling method used was purposive sampling. This study used a structural equation model analysis approach to determine the predicted model of servant leadership. The research showed that the role of mediating variables indicated that employee engagement and organizational citizenship behavior had a positive effect in mediating the relationship between servant leadership and employee performance. The study indicated that applying servant leadership, with employee engagement, and organizational citizenship behavior as mediating variables would have an impact on better results of employee performance.