This study aims to discover the relationship between growth sales, capital structure, and corporate governance on financial performance of energy and basic material sector public companies in Indonesia. Financial performance is observed from 2 aspects: market performance (Tobin’s Q) and profitability performance (ROA). The population in this study is firms in the energy and basic material sector on Indonesia Stock Exchange. The total population is 248 firms. 39 firms were selected as samples. The data is obtained from the annual report which starts from the period 2018 to 2022. A total of the population was determined as samples by purposive sampling method. Data analysis using panel data regression. The result shows: 1) Growth Sales have a significant influence on market performance; however, it does not have a significant effect on profitability performance. 2) Capital Structure significantly influences market and profitability performance 3) Corporate governance significantly influences market and profitability performance. Suggestions for companies that must strive to increase sales, maintain good corporate governance and pay attention to the company’s capital structure in a balanced manner.

In the fast-paced modern society, enhancing employees’ professional qualities through training has become crucial for enterprise development. However, training satisfaction remains under-studied, particularly in specialized sectors such as the coal industry. Purpose: This study aims to investigate the impact of personal characteristics, organizational characteristics, and training design on training satisfaction, utilizing Baldwin and Ford’s transfer of training model as the theoretical framework. The study identifies how these factors influence training satisfaction and provides actionable insights for improving training effectiveness in China’s coal industry. Design/Methodology/Approach: A cross-sectional design that allowed the study to capture data at one point in time from a large sample of employees was employed to conduct an online survey involving 251 employees from the Huaibei Mining Group in Anhui Province, China. The survey was administered over three months, capturing a diverse sample with nearly equal gender distribution (51% male, 49% female) and a majority aged between 21 and 40. The participants represented various educational backgrounds, with 52.19% holding an undergraduate degree and most occupying entry-level positions (74.9%), providing a broad workforce representation. Findings: The research indicated that personal traits were the chief predictor of training satisfaction, showing a beta coefficient of 0.585 (95% CI: [0.423, 0.747]). Linear regression modeling indicates that training satisfaction is strongly related to organizational attributes (β = 0.276 with a confidence interval of 95% [0.109, 0.443]). In contrast, training design did not appear to be a strong predictor (β = 0.094, 95% CI: [−0.012, 0.200]). Employee training satisfaction was the principal outcome measure, measured with a 5-point Likert scale. The independent variables covered personal characteristics, organizational characteristics, and training design, all measured through validated items taken from former research. The consistency of the questionnaire from the inside was strong, as Cronbach’s alpha values stood between 0.891 and 0.936. We completed statistical testing using SPSS 27.0, complemented by multiple linear regression, to study the interactions between the variables. Practical implications: This research contributes to the literature by emphasizing the necessity for context-specific training approaches within the coal industry. It highlights the importance of considering personal and organizational characteristics when designing training programs to enhance employee satisfaction. The study suggests further exploration of the multifaceted factors influencing training satisfaction, reinforcing the relevance of Baldwin and Ford’s theoretical model in understanding training effectiveness. Ultimately, the findings provide valuable insights for organizations seeking to improve training outcomes and foster a more engaged workforce. Conclusion: The study concluded that personal and organizational characteristics significantly impact employee training satisfaction in the coal industry, with personal characteristics being the strongest predictor. The beta coefficient for personal characteristics was 0.585, indicating a strong positive relationship. Organizational characteristics also had a positive effect, with a beta coefficient of 0.276. However, training design did not show a significant impact on training satisfaction. These findings highlight the need for coal companies to focus on personal and organizational factors when designing training programs to enhance satisfaction and improve training outcomes.

Creating products and services that satisfy individual and community needs is impossible without raw materials. This study takes a novel approach by integrating the economic dynamics and raw material consumption indicators of the European Union (EU). The study uses different econometric methods to analyze the relationship between GDP (gross domestic product) and the EU’s raw material consumption (RMC) from 2014–2023. Among the results, the panel data analysis model shows that the resource productivity of the EU improved during the period under review, whereas the material intensity decreased significantly. These trends significantly contributed to the relative decoupling of material consumption from GDP in the last decade. The results of the K-means cluster analysis highlight the regional economic differences within the EU. According to the results of the correlation analysis, EU member countries differ significantly in the efficiency of raw material use. Nevertheless, five member countries are robustly vulnerable to large-scale raw material use. The divergence calculation results show that while some countries use raw materials extremely efficiently to produce GDP, others achieve low efficiency. This unique approach and the resulting findings provide a new perspective on the complex relationship between economic growth and raw material use in the EU.

This paper explores the interconnected dynamics between governance, public debt, and domestic investment (also known as gross fixed capital formation (GFCF) in South Africa). It also highlights domestic investment as a key driver of economic growth, noting a consistent decline in investment since the country’s democratic transition in 1994. Moreover, this downward trend is exacerbated by excessive public debt, poor governance, and increased economic risks, discouraging domestic and foreign investments. The analysis incorporates two theoretical perspectives: endogenous growth theory, which stresses the significance of local capital investment and innovation, and institutional governance theory, which focuses on the role of governance in promoting economic development. The study reveals that poor governance, rising debt, and high economic risks have impeded GFCF and economic stability. By utilizing quantitative data from 1995 to 2023, the research concludes that reducing public debt, improving governance, and minimizing economic risk are critical to revitalizing domestic investment in South Africa. These findings suggest that policy reforms centered on good governance, effective debt management, and economic stabilization can stimulate investment, promote growth, and address the country’s economic challenges. This study offers insights into how governance and fiscal policies shape investment and capital formation in a developing nation, providing valuable guidance for policymakers and stakeholders working towards sustainable economic growth in South Africa.

This study addresses the critical issue of employee turnover intention within Malaysia’s manufacturing sector, focusing on the semiconductor industry, a pivotal component of the inclusive economy growth. The research aims to unveil the determinants of employee turnover intentions through a comprehensive analysis encompassing compensation, career development, work-life balance, and leadership style. Utilizing Herzberg’s Two-Factor Theory as a theoretical framework, the study hypothesizes that motivators (e.g., career development, recognition) and hygiene factors (e.g., compensation, working conditions) significantly influence employees’ intentions to leave. The quantitative research methodology employs a descriptive correlation design to investigate the relationships between the specified variables and turnover intention. Data was collected from executives and managers in northern Malaysia’s semiconductor industry, revealing that compensation, rewards, and work-life balance are significant predictors of turnover intention. At the same time, career development and transformational leadership style show no substantial impact. The findings suggest that manufacturing firms must reevaluate their compensation strategies, foster a conducive work-life balance, and consider a diverse workforce’s evolving needs and expectations to mitigate turnover rates. This study contributes to academic discourse by filling gaps in current literature and offers practical implications for industry stakeholders aiming to enhance employee retention and organizational competitiveness.