The Belt and Road Initiative (BRI) aims to enhance connectivity and collaboration among 60 countries and beyond in Asia, Africa and Europe. Information and communications technology (ICT) is an indispensable component of the initiative, critical in providing fundamental communication channels for global financial transactions, trade exchanges and transport and energy connectivity, and socio cultural collaboration and scientific exchanges between people, organizations and countries along the BRI corridors. Previously constrained by infrastructure deficits in ICT, the Asia-Pacific region is accelerating its efforts to provide reliable and affordable broadband networks throughout the region, to contribute to successful implementation of the Sustainable Development Goals (SDG).

Within the BRI corridors, this study which has been undertaken as part of the research programme of the United Nations Economic and Social Commission for Asia and the Pacific (ESCAP) on promoting regional economic cooperation and integration, focuses on the China-Central Asia Corridor (China, Kazakhstan, Kyrgyzstan, Tajikistan, Turkmenistan and Uzbekistan), giving attention to the sub-region’s specific challenges, namely limited international transit opportunities and an increase in bandwidth requirements that is expected to grow exponentially, as the fourth industrial evolution centered on automation and artificial intelligence gathers momentum. The sub-region is characterized as highly dependent on the ease and costs of connecting to neighboring countries for transit, as many countries in the sub-region are landlocked developing countries (LLDC). Because of the geographical features and other factors, the development potential of Central Asia and its integration into globalization, continues to be stymied by insufficient international bandwidth and high transit costs to access international links. Therefore, improved ICT connectivity in Central Asia through the BRI corridor could result in improved availability and affordability of broadband networks and services in the sub-region.

For the purpose of this study, a gap analysis is the methodology that underpins the proposed topology for the China-Central Asia Corridor. The analysis included examining the current state of the optic infrastructure, such as existing and planned fiber-optic networks, existing Internet Exchange Points (IXPs) and international gateways. The study also identifies the key factors that determine the desired future state of infrastructure deployment for the BRI initiative. A topology that consists of connecting Almaty (Kazakhstan) and Urumqi (China), as core nodes, is proposed based on a partial mesh topology. Over and above this core finding, the study concludes that digital infrastructure connectivity has a tendency of lagging behind the rapid opportunities evolving, and the study therefore advocates for sub-regional and regional approaches, including the BRI and Asia-Pacific Information Superhighway (AP-IS) in further expanding regional broadband networks. A key recommendation of the study is co-deployment of broadband infrastructure along passive infrastructure, as an additional cost effective means of achieving fast and affordable broadband connectivity for all.

The paper lays out basic design options for infrastructure policy. It first sketches mechanisms to assess demand. Then it sets out a hierarchy of issues starting with choice of market structure followed by conduct regulation. Ownership options are largely a function of market structure choices. The implications for finance—the topic of much day-to-day discussion in infrastructure policy-making—follow from these various prior choices. The discussion naturally circumscribes the role for the so-called public-private partnerships, their uses and pitfalls.

This study compares Human Resource Development (HRD) in Vietnam and Malaysia, looking at their methods, problems, and institutional frameworks in the context of ASEAN economic integration and Industry 4.0. Based on Cho and McLean’s (2004) integrated HRD model, this paper looks at recent research (from 2018 to 2023) to look at important topics such globalization, demographic changes, vocational training alignment, and technology disruption. Vietnam has a vast workforce, but it still has problems with low productivity, skill mismatches, and not being ready for the global market. On the other hand, Malaysia’s institutional HRD structures are making more progress, even though its workforce is getting older and not everyone is adapting to digital transformation at the same rate. The study shows that we need HRD policies that are tailored to each industry, training that is delivered in a decentralized way, and stronger relationships between the public and commercial sectors. It also stresses how important it is for national HRD policies to include global competences and initiatives that help everyone learn new skills. The study adds a unique framework for comparing HRD and gives policymakers, educators, and practitioners useful information, even though it is constrained by its use of secondary data. Future study should use mixed-methods to confirm results and look into interventions that work in specific situations. The study shows that Vietnam and Malaysia need personalized, inclusive, and forward thinking HRD systems to produce strong and competitive workforces in the post-pandemic, digital driven global economy.

The human factor of production is a significant player in increased organizational productivity. Due to the contemporary competitive work environment, the millennial in front-line jobs is faced with demanding work activities, resulting in challenges to their psychological well-being. Therefore, exploring the connectedness between work-life balance, employee engagement and psychological well-being of the millennial becomes imperative. Research was conducted, using an ex-post facto research design, among 320 purposively selected front-line millennial employees, with a mean age of 32 years. The instrument administered in a Google Form survey contained a 44-item self-report questionnaire, comprising work-life balance, employee engagement with components as vigor, dedication and absorption, and employee well-being. Data analyzed revealed that work-life balance significantly predicted employee well-being, accounting for 25% variance. The dimensions of employee engagement (vigor, dedication and absorption) collectively accounted for 7% variance in employee well-being. The study establishes the fact that to enhance the psychological well-being of Millennials in front-line jobs, organizational management should design the work structures to allow for work-life balance, which will as well increase their work engagement. They can encourage employees to find meaning and purpose in their work (dedication), provide opportunities for skill development and autonomy (vigor), and create an environment that allows employees to fully immerse themselves in their tasks (absorption). These could be implemented through organizational development strategies and work design. However, future research should target additional variables, replicate the study in different contexts and among another population of employees, employ longitudinal data collection methods, and increase sample sizes. Furthermore, measures should be taken to minimize the impact of social desirability and enhance the generalizability of the research.

This study examined the correlations between highly entangled variables such as leadership, work environment, effective communication, reward fairness, and physical facilities for faculty members. The data was gathered from faculty members of educational institutions in Pakistan using a survey questionnaire, and the sampling method was purposive sampling. For this study, data was obtained from a varied group of education professionals from several places in Pakistan, each with a distinct degree of education and experience. This study demonstrates how independent factors affect faculty performance and can have a further impact on organizational productivity. The findings indicated that good organizational behavior had a considerable favorable influence on faculty performance. The paper reviews significant literature on the proposed factors and makes recommendations for further research.

In a time of a growingly age-diverse workforce, modern organizations are facing the challenge of simultaneously maintaining job satisfaction for both younger and older workers. In that regard, this study aims to analyse and further explore the difference in job expectations of employees from the IT industry who belong to different age groups. Based on the extant literature, an appropriate research model was designed, which was subsequently tested using the data gathered through the surveys conducted over the past fourteen years. The research results show that the main difference between younger and older employees within the IT industry is related to professional and personal growth. Specifically, younger employees primarily look for personal development and rapid professional advancement, which are of minor importance to their older counterparts. Intriguingly, the obtained results showed no difference between the younger and older employees regarding the work environment, including its competitiveness.