Cases of human trafficking are becoming more prevalent and represent grave abuses of human rights. Both locally and internationally, victims of human trafficking run the danger of being exploited, violent, or infected with contagious illnesses. The Indonesian government has not fully complied with the minimal criteria for safeguarding victims of human trafficking, notwithstanding Law Number 21 of 2007 for the Eradication of the Crime of Human Trafficking. Human rights restoration and respect for victims of human trafficking must be given priority in the implementation of legal protection for these individuals. To strengthen and increase the security of victims’ rights in the future, this study intends to conduct a thorough analysis of the humanism approach model and policies for safeguarding victims of human trafficking. This research uses an empirical technique to support its normative legal analysis. Primary and secondary legal sources are used in this research. The study’s findings show that the protection provided by humanist criminal law for victims of human trafficking is founded on humanitarian principles that derive from the divine principles found in the Pancasila ideology. There are additional requirements for punishment, such as its purpose, its ability to serve as therapy, and its determination to reflect the victim’s and society’s sense of justice. This criminal law is founded on the principles of legality and balance.

The objectives of this qualitative research are to study problems and factors promoting success in the career path of government officials in the Ministry of Higher Education, Science, Research, and Innovation (MHESI) in Thailand. The study also finds out career path model to opinions between executives and government officials. This qualitative employed in-depth interview and focus group discussion with executives, academics, and civil servants. It found that the problem was the planning and management of career path due to lacking of standard pattern. Also, it found that the model of career path provides practitioners with career advancement opportunities and job titles from the very beginning to the very top where they can advance and can plan their career progression. The model also provides an opportunity to explore officers’ competencies, aptitudes, and interests that are appropriate for any type of work in the organization and able to prepare them to perform the job, which will affect the success of civil servants’ work and human resource management to create career path and develop oneself to be able to compete for academic and professional excellence, as well as prepare the government officers for appropriate positions in the future.

This article examines the factors influencing sustainable entrepreneurship (SE) in Arab countries, focusing on economic, social, and technological dimensions. Using data from various sources and structural equation modeling, the study explores the relationships between these factors and SE sustainability. The findings reveal that economic factors, such as GDP per capita and foreign direct investment (FDI), positively influence SE sustainability, emphasizing the need for a conducive economic environment. Social factors, measured by Internet usage and the Human Development Index (HDI), also significantly impact SE sustainability, highlighting the importance of access to information and education. However, technological factors like patent applications and high-tech exports did not show a significant positive relationship with SE sustainability, suggesting a minimal direct impact on SE longevity in Arab countries. These insights have implications for policymakers, stressing the importance of fostering economic growth and enhancing social infrastructure to support sustainable entrepreneurial ecosystems. Despite its robust methodology, the study has limitations, such as incomplete data for certain countries, affecting the generalizability of the findings. Future research could explore additional factors influencing SE sustainability, further investigate the role of technology, and expand the geographical scope to include more Arab countries.

Intellectual capital is the sum of whatever organizational resources contribute to the value and competitiveness of a company. Though some metrics have been developed for measuring individual and collective capabilities, from a human resources point of view, it is difficult to translate the concept of intellectual capital" into, for example, financial terms. To better understand the field, the aim of this study is to draw a thematic analysis on the relations between intellectual capital and human resources. We provide an overview of publications and their courses on this subject. We accessed two widely used databases (Scopus and Web of Science) to produce the review. We set a period of 26 years, marked by the subject's theme entry. In order to handle duplicates, we used RStudio Software, and to manage the data, we used the Bibliometrix package tools (biblioshiny and thematic map). Our analysis revealed how intellectual capital and human resources are important for generating value in organizations. Some results explore innovative ways of managing these resources, such as integrating technological, commercial, organizational, and cultural aspects, using dynamic systems modeling, investing in long-term strategies and in education and training, and studying the relationship between green intellectual capital and green human resources management.

This study investigates the application of Operational Agility Management in Thai SMEs, examining its impact on Employee Dynamic Capability and the resulting Employee Value Proposition. Using a quantitative approach with a questionnaire survey targeted at Thai SME executives, the research analyzes the relationships between “Value of Work”, “Goal Orientation”, and “Network Communication” as independent variables, “Employee Dynamic Capability” as a mediating variable, and “Employee Value Proposition” as the dependent variable. The findings reveal that Thai Small and Medium-sized Enterprises (SMEs) struggle particularly with “Network Communication” in enhancing their “Employee Value Proposition”, primarily due to their predominant hierarchical command structure. This challenge highlights the need for Thai SMEs to reassess their organizational structures and communication practices to improve employee dynamic capabilities and overall employee value proposition. The study provides novel insights into the application of Operational Agility Management in Thai SMEs, bridging the gap between high-performance management theories and the practical realities faced by SMEs in unpredictable business environments, thus offering a unique perspective on cultivating employee dynamic capabilities in this setting.

In the current context of China’s vigorous development of its high-speed rail (HSR) network to accelerate the realization of connectivity, which is the aim of the “Belt and Road” initiative, it is crucial to study how the specific opening of HSR enhances enterprise human capital investment efficiency. Using a multiple-time-point difference-in-differences (DID) regression model, we empirically study data from listed Chinese companies. An HSR opening can promote the efficiency of an enterprise’s human capital investment. We further explore the relationship between HSR and a company’s human capital investment, by considering the moderating effects of firm property rights and foreign shareholding. Our findings indicate that these factors can enhance the impact of HSR on the efficiency of firms’ investments in human capital. Finally, to ensure the reliability of our experimental findings, we employed a combination of propensity score matching and the DID methodology. The findings of this study offer empirical evidence that can inform enterprise management strategies and provide valuable insights for policymakers seeking to promote economic growth.