This study investigates the changing nature of the psychological contract in the digital era, particularly how fluid work arrangements alter traditional employment dynamics. Utilizing a conceptual approach informed by a narrative review, this study examines the historical development of the psychological contract through foundational studies, while also integrating recent research that highlights the transformative influence of digital platforms in fluid work environments. The key contribution of this study is the innovative model it proposes, which captures the complexities of the psychological contract in modern digital and fluid work settings. This model provides a comprehensive theoretical framework to understand evolving employer-employee relationships and practical insights for organizations navigating these changes. It represents a significant advancement in both theory and practical application, connecting traditional employment principles with the dynamism of digital-era work.

This study will explore the direct and indirect impacts of collaborative governance innovation on organizational value creation in higher vocational education in China in the context of the digital era. This paper employs a mixed research methodology to construct and validate a model of the relationship between collaborative governance, digital competence, value chain restructuring, and value creation. This study first adopted an exploratory sequential design. In the qualitative interviews, 15 experts from education, business, and other related fields were used as respondents to explore accurate variable factors and determine the value of the research framework. The quantitative research used structural equation analysis to analyze 979 valid online questionnaires. Finally, the rationality of the research results was verified through case studies.  The findings are clear: collaborative governance significantly positively impacts value creation, indirectly affecting organizational value creation through value chain restructuring. Furthermore, digital capabilities significantly contribute to the value chain restructuring process. This paper provides a theoretical basis and practical guidance for higher vocational education organizations to improve their governance and innovation capabilities.

This research delves into the intricate dynamics of ethical leadership within the context of Vietnamese Small and Medium Enterprises (SMEs). By scrutinizing its impact on organizational effectiveness, the study unveils a comprehensive understanding of the interconnectedness between ethical leadership, knowledge sharing, and organizational learning. Employing a mixed-methods approach, the research investigates the mediating roles played by knowledge sharing and organizational learning in the relationship between ethical leadership and organizational effectiveness. Through empirical analysis and case studies, this study contributes valuable insights to the literature, offering practical implications for fostering ethical leadership practices in Vietnamese SMEs to enhance overall organizational effectiveness. The findings shed light on the nuanced mechanisms through which ethical leadership contributes to sustainable success, emphasizing the pivotal roles of knowledge sharing and organizational learning in this intricate relationship.

The paper reports on the results of research on the institution of public-private partnerships in the field of implementation of state youth policy, particularly through socially important social youth projects, including social-entrepreneurial. The study explores social projects that enjoy the full range of support from all subjects in public-private partnerships: the state represented by public authorities, business structures, non-profit organizations, and youth. The authors highlight that the infrastructure of youth policy in the implementation of social-entrepreneurial youth projects needs to be changed conceptually. There is a need to establish comprehensive creative and professional spaces that shape young people’s personalities and practice a future-oriented model of organizing collaborative social projects.

This study employed a deductive approach to examine external HRM factors influencing job satisfaction in the post-pandemic hybrid work environment. Explores the intermediary functions of age, gender, and work experience in this particular environment. The data-gathering procedure consisted of conducting semi-structured interviews with carefully chosen 50 managers representing various sectors, industries, organizations, and professions. The applied approach was adopted to allow a systematic and unbiased investigation of the mediating variables. The study used SPSS 25 and Smart PLS 4 to analyze the model, enhancing understanding of HRM challenges in a constantly evolving workplace. The findings offer valuable insights for HR experts and businesses, highlighting the value of comprehending what methods HRM components influence job satisfaction to optimize employee well-being and productivity. The study provides applied recommendations designed for enhancing employee contentment in the AI-evolving professional atmosphere, shedding light on the importance of supportive leadership strategies, particularly during AI-triggered downsizing. Additionally, we welcome a new era to push forward in integrating and managing AI tools and technologies to automate decision-making and data processing. Results propose that Exogenous influences of human resource management (HRM) influence manager job satisfaction considerably. Specifically, downsizing caused by AI was found to have negative consequences, whereas diversity and restructuring have favorable effects. Gender was recognized as a crucial factor that influences outcomes, then age and years of experience have the most visible effect.