Regions rich in natural resources often exhibit a high dependency on revenue from Revenue Sharing Funds (DBH). This dependency can pose long-term challenges, especially when commodity prices experience significant fluctuations. This study examines the role of Revenue Sharing Funds from Natural Resources (DBH SDA) on economic growth in 491 regencies/cities in Indonesia during the 2010–2012 period. The analysis employs panel data regression. The selection of this period was based on the occurrence of a resource boom characterized by a surge in global demand for natural resource commodities, accompanied by an increase in commodity prices. This condition positively impacted the revenues of both the nation and resource-rich regions. The results of the study show that economic growth is not influenced by DBH SDA but rather by General Allocation Funds (DAU). This indicates that the central government still plays a significant role in determining economic growth at the regency/city level in Indonesia. Regions need to prioritize economic diversification to reduce reliance on DBH SDA and DAU. Investment in productive sectors, such as infrastructure, education, and technology, can be a strategic approach to accelerating regional economic growth.

Rural tourism, which offers authentic cultural and nature-based experiences, is increasingly recognized as a vital tool for sustainable development. Ethiopia, with its rich rural landscapes and cultural heritage, holds immense potential for rural tourism, but the sector remains underdeveloped. This study assesses the facilitating conditions and challenges of rural tourism in Ethiopia using a mixed-methods approach. Results indicate that Ethiopia’s economic growth, improved rural infrastructure, large rural population, higher ethnic and religious diversity index, and 11 UNESCO World Heritage Sites provide strong foundations for rural tourism. However, significant challenges such as inadequate infrastructure, limited marketing, restricted access to financing, ethnic conflicts, environmental degradation, and insufficient stakeholder cooperation hinder its growth. To address these barriers, the study proposes a model encompassing strategic investments in infrastructure, enhancing marketing and promotion, access to finance initiatives, conflict resolution strategies, sustainable tourism practices, enhancing stakeholder coordination, and supportive policy frameworks. By employing these strategies, Ethiopia can harness the full potential of its rural tourism sector, contributing to economic development and community well-being while promoting cultural preservation and environmental sustainability. Also, the proposed model is highly applicable to other developing economies that share similar contexts. Besides, given the importance of the seven fundamental pillars of the model, it remains relevant across tourism types like coastal destinations.

The objective of this paper is to analyze the impact of infrastructure financing on economic growth in emerging markets through the application of both quantitative and qualitative research methodologies. In this study, the research will employ both primary and secondary data to investigate the impact of different structures of infrastructure financing on the performance of the economy through interviews with the stakeholders and policy documents alongside quantitative data from the World Bank and the IMF. The quantitative analysis employs the econometric models to establish the effect of infrastructure investment on the GDP growth of the selected countries, India, China, Brazil, and Nigeria. Additional secondary qualitative data obtained from interviews with policymakers and financial specialists from Brazil, India, and South Africa offer more practical information regarding the efficiency of the discussed financing approaches. This paper is therefore able to conclude that appropriate management of infrastructure investments, particularly those that involve the PPP, are central to the development of the economy. However, certain drawbacks such as the lack of regularity of data and the disparity in the effectiveness of financing instruments by the regions are pointed out. The research provides policy implications to policymakers and investors who wish to finance infrastructure in the emerging economy to enhance economic growth in the long run.

This study addresses the critical issue of employee turnover intention within Malaysia’s manufacturing sector, focusing on the semiconductor industry, a pivotal component of the inclusive economy growth. The research aims to unveil the determinants of employee turnover intentions through a comprehensive analysis encompassing compensation, career development, work-life balance, and leadership style. Utilizing Herzberg’s Two-Factor Theory as a theoretical framework, the study hypothesizes that motivators (e.g., career development, recognition) and hygiene factors (e.g., compensation, working conditions) significantly influence employees’ intentions to leave. The quantitative research methodology employs a descriptive correlation design to investigate the relationships between the specified variables and turnover intention. Data was collected from executives and managers in northern Malaysia’s semiconductor industry, revealing that compensation, rewards, and work-life balance are significant predictors of turnover intention. At the same time, career development and transformational leadership style show no substantial impact. The findings suggest that manufacturing firms must reevaluate their compensation strategies, foster a conducive work-life balance, and consider a diverse workforce’s evolving needs and expectations to mitigate turnover rates. This study contributes to academic discourse by filling gaps in current literature and offers practical implications for industry stakeholders aiming to enhance employee retention and organizational competitiveness.

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 aims to analyze the contribution of the Industrial World Business program in improving the work skills and work readiness of people with disabilities through the Systematic Literature Review method. The involvement of businesses and industries in developing inclusive programs for people with disabilities is an important key to bridging the skills gap and employment opportunities. This research identifies various programs, best practices, and challenges in implementing these programs. Based on the results of the literature reviewed, it was found that inclusive job training programs significantly improve the technical and non-technical skills of people with disabilities while strengthening their readiness to face a competitive job market. On the other hand, there are still obstacles in the accessibility and adaptation of training programs that must continue to be optimized. However, to achieve greater inclusivity, improvements are still needed in terms of accessibility, program adaptation, and efforts to reduce discrimination in the world of work. It is hoped that the results of this research can become a basis for policymakers, industry players, and educational institutions to continue to develop inclusive programs and empower people with disabilities in the world of work. Collaboration between industry and vocational service providers is critical to improving employment outcomes and facilitating a successful transition from education to employment for people with disabilities.