Purpose: Drawing on the Resource Based View (RBV) and Dynamic Capabilities Theory (DCT), the study seeks to investigate the impact of Big Data Analytics (BDA) on Project Success (PS) through Knowledge Sharing (KS) and Innovation Performance (IPF). Design/Methodology: Survey data were collected from 422 senior-level employees in IT companies, and the proposed relationships were assessed using the SMART-PLS 4 Structural Equation Modeling tool. Findings: The results show a positive and significant indirect effect of big data analytics on project success through knowledge sharing. IPF significantly mediated the relationship between BDA and PS in IT companies. Originality/Value: This study is one of the first to consider big data analytics as an essential antecedent of project success. With little or no research on the interrelationship of big data analytics, knowledge sharing, innovation performance, and organizational performance, the study investigates the mediating role of knowledge sharing and innovation performance on the relationship between BDA and PS. Implications: This study, grounded in RBV and DCT, investigates BDA’s influence on PS through KS and IPF. Implications encompass BDA’s strategic role, KS and IPF mediation, and practical and research-based insights. Findings guide BDA integration, collaborative cultures, and sustained success.

The study evaluates to what extent logistics performance and its components impact Vietnam’s bilateral export value. The augmented Gravity model is applied on panel data in the period from 2010 to 2018. Logistics efficiency is measured by Logistic performance index (LPI) and its sub-indices developed by the World Bank. A variety of diagnostic tests and estimation methods are employed to ensure the stability of the results. The main findings confirm that all explanatory variables demonstrate the expected signs, and aggregate logistics performance and its sub-indices have positive impacts on Vietnam’s export flows, with the magnitude of logistics impacts is greater than other factors in the research model. Among LPI components of Vietnam, Ease of arranging shipments index is the most influential factor on exports, followed by Infrastructure, Timeliness, and Quality of logistics services. These export’s effects are also identified by partners’ LPI indicators namely Quality of logistics services, Customs, Infrastructure, and Tracking and tracing.

In the era of rapid technological development, the integration of technology in education has become crucial (Hashim et al., 2022). The digital transformation of education requires universities to transform their traditional operational models, strategic directions, and teaching practices, re-examine their own value propositions, and promote high-quality innovative development in universities. Transformation and change bring challenges to organizational management, especially leadership. Can digital leadership positively influence the innovative behavior of university teachers? Can digital leadership improve organizational innovation performance by influencing innovation behavior? These questions urgently need to be answered through practical surveys of digital transformation in universities. From March 2024 to May 2022, we conducted a survey of 1142 participants from 12 universities in Kunming, southwestern China. Our research findings indicate that digital leadership has a positive impact on the innovation performance of university organizations; Innovation behavior plays a mediating role between digital leadership and organizational performance. These findings provide new insights into the potential mechanisms by which digital leadership influences organizational innovation in universities. The research findings emphasize that in the process of transforming traditional operational models, strategic directions, and teaching practices in higher education, in order to achieve high-quality innovative development, it is necessary to attach importance to digital leadership and continuously stimulate innovative behavior.

This study is aimed at exploring the degree of association between workforce diversity dimensions and the academic performance of four universities in Ethiopia. The diversity management attributes were diversity, climate, values, and organizational justice; identity, schemas, and communication adapted to the contexts of higher education institutions. The universities were selected purposively, and stratified and systematic sampling techniques were further used to identify respondents. Quantitative and qualitative data were collected to achieve the purpose of the study. Correlation and regression analyses were used to analyze the data. Results from correlation analysis revealed that there are statistically significant positive relations between the dimensions of workforce diversity and academic performance. This implies that the organizational performance of higher education institutions can be significantly influenced by existing diversity. The freedom to express one’s own identity in the university workforce landscape was also observed to be limited in the universities studied, and this has to be improved. A democratic work environment is critical for the productivity of the staff, and an effort has to be geared towards the goal of creating such an environment. The regression analysis indicated that diversity, climate, organizational justice, identity, schema, and communication have statistically significant effects on the academic performance of higher educational institutions in Ethiopia. Finally, academic leaders are advised to apply the transformational leadership style, as it moderates the relationship between diversity management and academic performance.

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

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.