In Central and Eastern European countries, the labour shortage is becoming increasingly pronounced, posing a challenge for the economy. Labour shortages limit the potential national income as many positions remain unfilled, which could lead to a slowdown in economic growth. To address this issue, various solutions need to be explored. This research aims to analyze solutions for alleviating labour shortages, with particular emphasis on measures that encourage workforce participation. One strategy is introducing training and retraining programs that help workers develop skills and adapt to labour market demands. Another option is to promote part-time employment, which may be especially attractive to groups unable or unwilling to work full-time. Enhancing population mobility could also be crucial in addressing labour shortages, particularly in bridging regional disparities. Integrating certain inactive groups, such as retirees, homemakers, students, people with disabilities, and those with low education levels experiencing generational poverty, into the labour market could also yield significant benefits. The study employs quantitative analysis methods and includes a survey that examines citizens’ perspectives on the effectiveness of measures aimed at increasing labour market participation and their economic impact on the Slovak economy. The survey data were collected in 2023 in the region of Rožňava and its surrounding areas.

This study examines the contentment and commitment of rural residents from three different perspectives. The first is environmental management, followed by municipal services and finally territorial planning. The study’s objective is to analyze the causal relationships between the expected quality and perceived quality concerning perceived value, satisfaction and citizen loyalty to provide tools for decision-making to public managers. This research proposes a structural equation model to evaluate and validate five hypotheses. For this study, household-level surveys were implemented to a population sample of 450 families in the rural area of Tenguel in Ecuador. The results suggest that the public policies exercised by territorial managers significantly influence citizens’ perceived value, satisfaction, and loyalty, which impacts social welfare. This research shows that there are deficient areas that negatively impact perceived locality, which decreases the perceived value. Such as firefighting service, municipal police, veterinary services, preservation of historical and cultural assets and activities, and facilities for community use.

This research aimed to investigate the role of humanizing leadership in enhancing the effectiveness of change management strategies within organizations. Specifically, it focused on how humanizing leadership influences change outcomes and the extent to which organizational culture moderates this relationship. The study addressed critical questions regarding the impact of leadership behaviors, such as model vulnerability, emotional intelligence, open communication, and psychological safety on effective change management and employee performance. A quantitative approach was employed to provide a comprehensive analysis of the phenomena. Quantitative data were collected from a sample of 325 employees through surveys that measured perceptions of Humanizing leadership behaviors, organizational culture, and change outcomes. Data was analyzed by IBM SPSS 26.0. The findings revealed that humanizing leadership behaviors significantly enhances the success of change initiatives, primarily through improved employee engagement and reduced resistance. Organizational culture was found to play a moderating role, amplifying the positive effects of empathetic and inclusive leadership practices. The study provides actionable recommendations for organizational leaders and managers to foster a culture that supports humanizing leadership. By adopting leadership strategies that emphasize vulnerability, empathy, and inclusivity, organizations can enhance their adaptability and resilience against the backdrop of continuous change. These findings are particularly valuable for enhancing managerial practices and informing policy within corporate settings.

Molan, an intangible cultural heritage of the Zhuang nationality in China, faces a crisis due to traditional communication and inheritance models. In the digital era, leveraging advanced digital technology is crucial for revitalizing this ancient heritage. From a communication theory perspective, this paper uses field investigation and applies the classic 5W communication model by Lasswell to deeply analyze the crisis facing Molan culture. Integrating the media evolution theory of Levinson, it explores the benefits and methodologies of digital dissemination for ancient intangible cultural heritage and proposes a digital communication model. The paper emphasizes adopting the PGC (Professional Generated Content) + UGC (User Generated Content) production model and strictly adhering to the “Content is King” principle. It advocates for models such as “Social Media + Molan,” “Short Video + Molan,” and “Algorithm + Molan” to enhance communication effectiveness. These viewpoints aim to revitalize and preserve Molan culture in the digital age.

This study aims to determine the extent to which talent identification is implemented in talent management. A Systematic Literature Review (SLR) was conducted to summarize the application of talent identification in the last six years. Researchers use Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) to process scientific articles. The literature reveals that while topics related to talent management garner significant attention, research on talent identification within talent management remains relatively scarce despite a gradual increase each year. We compared documents indexed by Scopus Q1 and Q2. The results show that the United States accounted for a significant portion of research on talent identification, representing 16% of the total existing research. Researchers have conducted extensive studies on the medical and pharmaceutical sectors, public services, tourism, and hospitality. The number of citations varied greatly from 1 to 93, with a median value of 20. These studies have also used various research methods with different theoretical bases and produced different analyses. This finding enriches the perspective of talent identification.