Psychological capital is recognized as a positive and unique factor that plays a crucial role in human resource development and performance management. It has the potential to increase employees’ efforts towards achieving organizational goals and improving their entrepreneurial strategy skills. The objective of this study was to examine the contribution of psychological capital in enhancing the entrepreneurial strategy skills of employees in Saudi universities. The study employed a descriptive approach, specifically utilizing the survey study method. The study sample was intentionally selected from different categories within the study population. Data was collected from 530 participants using two questionnaires. The findings revealed that employees exhibited an average level of psychological capital, while their practice of entrepreneurial strategy skills was rated as poor. The study also demonstrated that psychological capital significantly contributes to enhancing employees’ entrepreneurial strategy skills. Furthermore, statistically significant differences were observed in the psychological capital of employees across certain variables, such as personal and functional aspects. The average level of psychological capital among employees indicates the need for further development in this area. By focusing on enhancing psychological capital, organizations can effectively improve the entrepreneurial strategy skills of their employees. It is clear that investing in the psychological capital of employees can lead to significant improvements in their entrepreneurial strategy skills. This highlights the potential for organizations to foster a more entrepreneurial mindset and approach among their staff members. Additionally, the study’s findings underscore the need to tailor interventions and development programs to address specific aspects of psychological capital that may vary across different employees. Overall, the study emphasizes that psychological capital is a valuable resource that should be nurtured and developed within the organizational context. By doing so, organizations can not only enhance the entrepreneurial strategy skills of their employees but also cultivate a more resilient, motivated, and engaged workforce. This has the potential to contribute to the overall success and innovation of Saudi universities and similar institutions.

With the accelerated pace of society and increasingly fierce competition across various fields, people’s daily stress continues to increase, and anxiety disorders have gradually become a prominent issue in the field of public mental health. Using the psychology work When Panic Attacks: The New, Drug-Free Anxiety Therapy That Can Change Your Life as an example, this paper explores the application of Relevance Theory in the translation of psychotherapy popular science texts. It summarizes the textual features and translation principles of psychotherapy popular science texts, and analyzes the methods and strategies to achieve optimal relevance between the source text and target text on the lexical and syntactic levels, aiming to provide references for future popular science translation practices.

The "chain length system" is a breakthrough attempt made to adapt to the needs of industrial management under the new development pattern of dual circulation and its industrial policy form. The cultivation of cross-border e-commerce talents in vocational colleges has received much attention. Currently, there are still many problems in the construction and teaching mode of cross-border e-commerce courses in vocational colleges, which are highlighted as the disconnection between course offerings and industry needs, low practical value of course content, low professional literacy of graduates, and inability of graduates to handle practical work. Therefore, it is crucial to construct and innovate a golden course for the development of cross-border e-commerce careers in the new era, focus on strengthening and supplementing the cross-border e-commerce talent chain, and open up the "last mile" of the cross-border e-commerce talent chain, so as to  improve the specifications and quality of talent cultivation. Starting from the pain points and difficulties of industry enterprise demand, curriculum teaching patterns, characteristics, and main contradictions as breakthrough points, we will carry out the construction of golden courses, using "task driven", "module teaching", "project teaching", "project incubation", "achievement recognition", and "point exchange" throughout the entire teaching process, in order to enhance the core competitiveness of cross-border e-commerce talents and serve the chain leader system in the Guangdong Hong Kong Macao Greater Bay Area.

With the continuous growth of China's social economy, people's demand for spiritual life is increasing. Most of China's land is used to develop real estate and tourist attractions, which involves the protection of some traditional village buildings. Affected by the development of the times and historical factors, it is difficult to carry out the protection and reuse of traditional village buildings. Under the background of rural revitalization, traditional villages have been unable to meet the needs of current social development, and how to transform them into a common concern of rural workers and rural members. Based on this, this paper focuses on the protection and reuse of traditional village buildings, and emphatically analyzes the combination method of active utilization and protection of tradition and the reuse principle of traditional village buildings from the perspective of live transmission.

This article discusses one of the problems of using digital technologies, namely the complexity of assessing the effectiveness of their implementation. Since the use of digital twins at the enterprises of the fuel and energy complex (FEC) has recently become relevant, the authors have chosen the digital twins technology for consideration in this article. For the successful implementation of digital technologies, the authors propose a system of evaluation indicators that will measure the effectiveness of Digital Twins implementation and determine the benefits obtained. The advantages of digital twins include improved management and monitoring, optimization of production processes, prediction of equipment failures, as well as reduced maintenance costs and increased overall efficiency of FEC systems. As a methodological basis for the study, authors use the system of balanced indicators proposed by R. Kaplan and D. Norton, which served as the basis for the development of a set of performance indicators of the fuel and energy complex enterprise with the introduction of digital twins. As a result of the study, a list of indicators for monitoring the effectiveness of digital twins implementation was determined. The study identifies performance indicators for digital twin implementation, with future research aimed at quantitative assessments. The enterprise can implement a digital twin system with a WACC of 10.99%, payback period of 8.06 years, IRR exceeding the discount rate by 9.07%, a 3.5% reduction in harmful emissions, and a 2.5% efficiency increase.

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.