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.

The purpose of this study is to address the issue of low local participation in ecotourism management in Indonesia, specifically at the Malela Waterfall ecotourism site in Cicadas Village, Rongga District, West Bandung Regency, West Java, Indonesia. The research method is action research, which includes observation data gathering, in-depth interviews, and Focus Group Discussions. The findings of the study show that by carrying out the process of developing social infrastructure, namely development that prioritizes strengthening human resources in carrying out social service functions in ecotourism activities such as skill training of residents in the field of ecotourism, massive ecotourism outreach, and strengthening social communities—Non-Governmental Organizations (NGOs) and youth organizations as ecotourism actors. This type of development serves to raise awareness and participation among local inhabitants in Malela Waterfall ecotourism in West Bandung Regency. This promotes harmony and mutually beneficial partnerships among all Malela Waterfall ecotourism stakeholders. Furthermore, increasing community participation benefits the well-being of residents in the tourist region.

Young people are a traditional risk group for radicalization and involvement in protest and extremist activities. The relevance of this topic is due to the growing threat of youth radicalization, the expansion of the activities of extremist organizations, and the need to organize high-quality preventive work in educational organizations at various levels. The article provides an overview of research on the topic under consideration and also presents the results of a series of surveys in general educational institutions and organizations of secondary vocational education (n = 11,052), universities (n = 3966) located in the Arctic zone of the Russian Federation. The results of the study on aspects of students’ ideas about extremism are presented in terms of assessing their own knowledge about extremism, the presence/absence of radically minded people around them, determining the degree of threat from the activities of extremist groups for themselves and their social environment, and identifying approaches to preventing the growth of extremism in society. Conclusions are drawn about the need to improve preventive work models in educational organizations towards a targeted (group) approach.

This study explores the role of arts management in regional economic development within major Chinese cities, including Beijing, Shanghai, and Shenzhen. Cultural organizations—such as museums, theaters, and galleries—contribute significantly to local economies through tourism, job creation, and the enhancement of cultural branding. Using a qualitative approach, 18 semi-structured interviews with arts managers and policymakers selected based on their influential roles in cultural organizations across these cities. The interviews were analyzed using thematic analysis, which identified key themes including the economic impact of cultural organizations, the influence of government policies, challenges in arts management, and the role of cultural tourism in fostering regional growth. The findings reveal that while government policies play a pivotal role in supporting cultural organizations, providing crucial funding, tax incentives, and infrastructure development, concerns remain about the long-term sustainability of funding due to shifting political and economic priorities. Additionally, arts managers face challenges related to balancing artistic goals with financial viability, particularly as the sector becomes increasingly competitive and technology-dependent. Key challenges identified include securing stable funding sources, adapting to digital technologies, talent retention, and maintaining artistic integrity amid commercial pressures. The study highlights the need for diversified funding models such as public-private partnerships and alternative revenue streams and suggests further exploration into the role of smaller cultural organizations in rural regions to promote inclusive regional development. Practical recommendations include developing strategies to enhance financial sustainability, investing in digital capabilities, and formulating policies that provide long-term support for the cultural sector. Overall, the research contributes to a better understanding of how effective arts management can drive regional economic development and offers practical recommendations for strengthening the sustainability of China’s cultural sector.

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.

In recent years, awareness of sustainability has increased significantly in the hospitality industry, particularly within the hotel sector, which is recognized as a major contributor to environmental degradation. In response to this challenge, hotel managers are increasingly implementing green human resource management (GHRM) practices to increase Organizational Citizenship Behavior. Considering job satisfaction, and organizational commitment as mediator. A survey was conducted with 383 employees from three- and four-star Egyptian hotels and the obtained data were analyzed using SPSS version 22 and Amos version 24. Structural equation modelling was used to analyze the data. The study revealed that GHRM practices positively impacts Organizational Citizenship Behaviors (OCB), job satisfaction and organizational commitment in addition, the study found that job satisfaction and organizational mediates the relationship between Green Human Resource Management and Organizational Citizenship Behavior. The study found a positive link between GHRM and OCB, partially mediated by job satisfaction and organizational commitment. The recommend that implementation of GHRM practices in the hotel industry can have significant positive implications.