The affectations caused by extreme events of natural origin such as droughts and floods in traditional homes in the province of Gran Chaco, in Bolivia, are frequent. These aspects compromise the habitat of the populations that occupy them, as is the case of the original Weenhayek people, as an alternative for the improvement of the human habitat of this town. Through theoretical and empirical methods, five variables used for the development of the adaptation model were determined, from the bases of planned adaptation as a component of urban-territorial resilience, in search of an improvement of socio-environmental systems in the face of the effects of climate change, exemplified in the Weenhayek native people. The model establishes the improvements of traditional dwellings, from a current trend of deterioration to one of preservation, conservation and growth in the Weenhayek culture, through various features, such as: Respects the cultural design of the house that integrates local patterns of the environment, ecosystem and contemporary construction elements without affecting its image, the materials and construction techniques used are of a traditional nature, but with contemporary elements that improve their application, durability, stability, as an articulated construction system, commits governments in all instances to the technical-constructive study of the rural areas of the human settlements of the Weenhayek people, and establishes a starting point towards new studies focused on native peoples.

Organizations are gradually focusing on creating a healthy workplace for their employees and becoming more people-centric. This occurs because a healthy workforce increases the work performance of the organisation and the personal development of its employees. This study aims to investigate the HR functions that impact employee motivation in the Malaysian banking sector. The three HR functions that were selected were training and development, rewards and recognition, and career management. The study utilised a cross-sectional design, and the research instruments were adapted from a number of past studies. A total of 350 respondents from the Malaysian banking industry were recruited. Using SPSS Version 26.0, the research hypotheses were examined. The results show that rewards and recognition are not significant predictors of employee motivation in the Malaysian banking industry; however, training and development and career management are significant predictors of employee motivation. These results will help the human resources department develop and improve its HR operations.

This paper aims to provide a comprehensive view of the E-Government Development Index analysis in Southeast Asia. Through a review of the results of an annual survey of 192 United Nations (UN) member states, the study identified 11 countries with the E-Government Development Index in Southeast Asia. The findings in this study revealed that the E-Government Development Index (EGDI) in Southeast Asian countries displays different levels of development. Singapore, Malaysia, and Brunei are the countries in the region with the highest EGDI scores. Singapore leads the area with a high EGDI score. These countries have effectively implemented advanced e-government services, such as online public services, digital infrastructure, and e-participation, which have greatly improved the quality of life of their citizens and the efficiency of their government function. On the other hand, countries such as Cambodia, Laos, and Myanmar lag in their e-government development as a result of factors such as limited Internet access, inadequate digital infrastructure, and low levels of digital literacy among the populations of these countries. In addition, some moderate progress has been made in the development of e-government in mid-level countries, such as Thailand, Indonesia, the Philippines, and Vietnam. These countries continue to improve their digital infrastructure and enhance their e-service offerings to close the digital divide. Overall, EGDI in Southeast Asia reflects different levels of digital transformation in the region, with each country facing its distinct set of difficulties and opportunities when it comes to leveraging technology for better governance and public service delivery.

This research explores the impact of employee green behavior on green transformational leadership (GTL) and green human resource management (GHRM), and their subsequent effects on sustainable performance within organizations. Utilizing a sample of 482 environmental quality promotion departments across Thailand, the study employs stratified random sampling to ensure representative data collection. Analysis was conducted using SPSS software, applying Ordinary Least Squares (OLS) regression to test the hypothesized relationships between the variables. The findings reveal a positive and significant influence of employee green behavior on both GTL and GHRM. Additionally, both GTL and GHRM are found to positively correlate with sustainable performance, indicating that enhanced leadership and management practices in the environmental domain can lead to better sustainability outcomes. This research utilizes the Ability-Motivation-Opportunity (AMO) theory as its theoretical framework, illustrating how organizations can leverage strategic HRM practices to promote environmental consciousness and action among employees, thereby enhancing their long-term sustainability success. Implications of this study underscore the importance of integrating green practices into leadership and HRM strategies, advocating for targeted training programs and energy conservation measures to boost environmental awareness and performance in the workplace. This contributes to the literature on sustainable performance by providing empirical evidence of the pathways through which green HRM and transformational leadership foster a sustainable organizational environment.

As China’s urbanization process accelerates, it has become common for rural men to go out to work and women to stay at home. The implementation of China’s rural revitalization strategy is in dire need of a large amount of high-quality human capital, and education and training are an important way to improve human capital and empower left-behind women. Starting from the background of China’s rural revitalization, this study focuses on the education and training of rural left-behind women, a topic that has received less attention. Through in-depth interviews and participatory observation, we analyzed the factors affecting rural left-behind women’s participation in education and training, as well as the problems that exist in China’s rural education and training process, and proposed strategies to solve them. The study found that education level, traditional attitudes, economic income, knowledge of education and training, and mental health are important factors affecting the participation of left-behind women in education and training in rural China. At the same time, there are some problems in the process of education and training, such as a single main body of supply and training methods, a lack of teachers, and a lack of management, etc., which affect the development of education and training, and thus also the promotion of rural revitalization.