In the era of rapid technological development, the integration of technology in education has become crucial (Hashim et al., 2022). The digital transformation of education requires universities to transform their traditional operational models, strategic directions, and teaching practices, re-examine their own value propositions, and promote high-quality innovative development in universities. Transformation and change bring challenges to organizational management, especially leadership. Can digital leadership positively influence the innovative behavior of university teachers? Can digital leadership improve organizational innovation performance by influencing innovation behavior? These questions urgently need to be answered through practical surveys of digital transformation in universities. From March 2024 to May 2022, we conducted a survey of 1142 participants from 12 universities in Kunming, southwestern China. Our research findings indicate that digital leadership has a positive impact on the innovation performance of university organizations; Innovation behavior plays a mediating role between digital leadership and organizational performance. These findings provide new insights into the potential mechanisms by which digital leadership influences organizational innovation in universities. The research findings emphasize that in the process of transforming traditional operational models, strategic directions, and teaching practices in higher education, in order to achieve high-quality innovative development, it is necessary to attach importance to digital leadership and continuously stimulate innovative behavior.

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Technological innovation allows nations to produce sophisticated products more efficiently and at higher quality to increase exports. Countries that aim to produce and export sophisticated products can improve their economic complexity and lead to the country’s economic development. Hence, the study investigates the impact of technological innovation on economic complexity in South Africa. Technological innovation, exports, and manufactured products were used as variables to examine South Africa’s economic complexity index. The study employed the ARDL method to determine the relationship among the variables. The ARDL F-bounds test reflected the long-run cointegration among the selected variables. The study produced long-run positive estimates of technological innovation, exports, and manufactured products on economic complexity, however, manufactured products and exports were insignificant. Granger causality indicated unidirectional causality on economic complexity to manufactured products, exports to technological innovation, and a bi-directional causal effect from exports to economic complexity and technological innovation to economic complexity. The study recommends that South Africa focus on innovation, create more diversified and sophisticated products and processes, and promote more manufacturing firms, particularly Agri-processed products.

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.