Encouraging the social empowerment of persons with disabilities—also known as “people of determination” is a crucial step toward advancing equality and inclusion in our communities. Consequently, the current study aimed to identify the mechanisms for activating social empowerment for people of determination from the deaf category. Identify the most prominent mechanisms and proposals from the point of view of the deaf. The study used a social survey approach based on a questionnaire on a sample of (30) deaf males in the Kuwaiti Sports Club for the Deaf, and it is the full sample size. The study reached several results, the most important of which are: integrating deaf people with disabilities into jobs integrated into society, raising the level of cultural awareness of sign language, in addition to spreading awareness of how to deal with deaf people. The study presented some recommendations and proposals, including media focus on the deaf group, and working to hold conferences and workshops targeting the community to spread awareness about the deaf group.

This research explores the necessity and the effect of job resources for undergraduates’ career satisfaction during work experience in an apprenticeship program. Additionally, we examine the extent to which a supportive environment enhances apprentice career satisfaction by providing access to valuable learning experiences. We propose PLS equation modelling with a sample of 81 students who completed a dual apprenticeship degree in Business Administration and Management at Spanish University. The study finds that all three workplace job resources are necessary for career satisfaction among apprentices. Learning opportunities and social relations have significant effects, while job control contributes only marginally. It highlights that learning opportunities enhance social relations, emphasizing the importance of feedback. The study extends job resource research to university level apprenticeships, showing that without these resources, apprentices lack career satisfaction. It highlights that learning opportunities are crucial for satisfaction through social relations and offers guidance for designing effective workplace training programs.

In Urban development, diversity respect is needed to prioritize and balance the urban development design for sustainable eco-city development. As a result, this research aimed to investigate the causal factor pathways of social network factors influencing sustainable eco-city development in the northeastern region of Thailand through a quantitative research approach. With the aim to survey insightful information, the analysis unit was conducted at the individual level with three hundred and eighty-three (383) samplings in Khon Kaen and Udon Thani provinces, including univariate analysis and multivariate analysis, using path analysis and multiple linear regression. The study results indicated that two pathways of social network factors influencing sustainable eco-city development were indirect influence factors. The indirect influence factor consists of information exchange, benefits exchange in the network, and members’ role in the social network. Additionally, the study revealed that the pathway has influences through social network types and the economic and social dimensions of sustainable cities (R² = 0.330). Therefore, this study concluded that sustainable eco-city development should be implemented through community networks and economic and social network development for environmental development through social network types.

This study aims to evaluate theories and ideas about social values and determine the high quality of virtues that potentially change social practices, thinking, self-awareness, and behavior of the individual and society. The relevance of the study of value components is determined by the fact that such values as “spirituality and morality”, “responsibility”, “justice”, “rationality”, and “security” are capable of capturing the greatest value of many interests, which allows for the integration of society. An experimental study was conducted using sociological research methods based on developed questionnaires with questions touching on the parameters of sustainable development of society, determining the high quality of virtues and behavior of the individual and society. The study was conducted from May to June 2023 (N = 1387). Based on Demoethical values, special attention is paid to global problems related to climate change and inefficient use of energy and water resources, thereby achieving the Sustainable Development Goals. As a result of the study, Demoethical values are revealed in interaction with the economic components of demography, democracy, and demoeconomics as a tool for social transformation, as they shape the harmonious vision of the world, human behavior, decisions, and relationships with other people.

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.