Graphene oxide can be referred to as oxidized graphene. Similar to graphene, oxidized graphene possesses remarkable structural features, advantageous properties, and technical applications. Among polymeric matrices, conducting polymers have been categorized for p conjugated backbone and semiconducting features. In this context, doping, or nano-additive inclusion, has been found to enhance the electrical conduction features of conjugated polymers. Like other carbon nanostructures (fullerene, carbon nanotube, etc.), graphene has been used to reinforce the conjugated matrices. Graphene can be further modified into several derived forms, including graphene oxide, reduced graphene oxide, and functionalized graphene. Among these, graphene oxide has been identified as an important graphene derivative and nanofiller for conducting matrices. This overview covers essential aspects and progressions in the sector of conjugated polymers and graphene oxide derived nanomaterials. Since the importance of graphene oxide derived nanocomposites, this overview has been developed aiming at conductive polymer/graphene oxide nanocomposites. The novelty of this article relies on the originality and design of the outline, the review framework, and recent literature gathering compared with previous literature reviews. To the best of our knowledge, such an all-inclusive overview of conducting polymer/graphene oxide focusing on fundamentals and essential technical developments has not been seen in the literature before. Due to advantageous structural, morphological, conducting, and other specific properties, conductive polymer/graphene oxide nanomaterials have been applied for a range of technical applications such as supercapacitors, photovoltaics, corrosion resistance, etc. Future research on these high-performance nanocomposites may overcome the design and performance-related challenges facing industrial utilization.

This study is aimed at exploring the degree of association between workforce diversity dimensions and the academic performance of four universities in Ethiopia. The diversity management attributes were diversity, climate, values, and organizational justice; identity, schemas, and communication adapted to the contexts of higher education institutions. The universities were selected purposively, and stratified and systematic sampling techniques were further used to identify respondents. Quantitative and qualitative data were collected to achieve the purpose of the study. Correlation and regression analyses were used to analyze the data. Results from correlation analysis revealed that there are statistically significant positive relations between the dimensions of workforce diversity and academic performance. This implies that the organizational performance of higher education institutions can be significantly influenced by existing diversity. The freedom to express one’s own identity in the university workforce landscape was also observed to be limited in the universities studied, and this has to be improved. A democratic work environment is critical for the productivity of the staff, and an effort has to be geared towards the goal of creating such an environment. The regression analysis indicated that diversity, climate, organizational justice, identity, schema, and communication have statistically significant effects on the academic performance of higher educational institutions in Ethiopia. Finally, academic leaders are advised to apply the transformational leadership style, as it moderates the relationship between diversity management and academic performance.

The Malaysian government’s heightened focus on Technical and Vocational Education and Training (TVET) reflects a strategic move towards economic and social development, particularly in addressing youth unemployment. Recognizing the potential of TVET to contribute to these goals, there is a specific emphasis on enhancing the marketability of women in the workforce from the current 62 percent to an ambitious 95 percent. However, a notable gender gap persists in entrepreneurial pursuits within the TVET sector in Malaysia, with female representation lagging. To bridge this gap, this study aims to construct a comprehensive framework that nurtures future-ready female TVETpreneur talent. This initiative aligns with the Malaysian Higher Education Blueprint, 2021–2025, i.e., fostering a diverse and innovative workforce. An extensive literature survey was conducted to identify the factors influencing female TVET students’ entrepreneurial intention. The literature revealed that social psychological and organizational approaches are commonly used to explore and analyze the relationship between the influence of female TVET students’ talents and behavior, their exposure to entrepreneurship, mentorship and support programs, role models in TVET, curriculum design, and access to resources. A comprehensive theoretical framework was developed based on these findings, which offers significant insights related to enhancing TVET opportunities for women and advancing Malaysia’s economic and social development goals in a sustainable way.

The global shortage of nurses has resulted in the demand for their services across different jurisdictions causing migration from developing to developed regions. This study aimed to review the literature on drivers of nurses’ migration intentions from source countries and offer future research directions. A search strategy was applied to ScienceDirect, Web of Science, and Scopus academic databases to find literature. The search was limited to peer-reviewed, empirical studies published in English from 2013–2023 resulting in 841 papers. The study followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines to conduct a systematic review of 35 studies after thorough inclusion and exclusion criteria. In addition, the VOSviewer software was utilized to map network visualization of keywords, geographic and author cooperation for bibliometric understanding. The findings revealed various socio-economic, organizational, and national factors driving nurses’ migration intentions. However, limited studies have been conducted on family income, organizational culture, leadership style, infrastructure development, social benefits, emergency service delivery, specialized training, and bilateral agreements as potential drivers for informing nurses’ migration intentions. Moreover, a few studies were examined from a theoretical perspective, mainly the push and pull theory of migration. This paper contributes to the health human resources literature and shows the need for future studies to consider the gaps identified in the management and policy direction of nurse labor migration.

This study investigates the integration of Yao ethnic cultural history into sustainable jewelry design and its implications for human resource planning, organizational management, and employee engagement techniques within creative sectors. The research emphasizes new approaches to improving employee well-being, work happiness, and organizational commitment by integrating cultural authenticity with circular economy concepts. The study specifically aims to (1) use Yao cultural elements to strengthen the organization’s identity and boost employee pride, (2) evaluate how consumers respond to circular economy ideas and how these ideas impact employee motivation and performance, and (3) explore how sustainability efforts based on culture affect consumer behavior and the morale of the workforce. We used a mixed-methods approach, combining qualitative interviews with fifteen experts in design, sustainability, and cultural heritage with a quantitative survey of 240 participants. Research indicates that using Yao motifs—such as traditional needlework and nature-inspired designs—enhances market attractiveness and promotes more employee alignment with business ideals, hence improving satisfaction and performance. The increasing customer acceptance of recycled and upcycled items enhances employees’ sense of purpose and engagement. These findings highlight the importance of incorporating sustainable HR practices, including culturally oriented training and open ethical principles, to enhance labor relations and foster equity. Utilizing cultural heritage in design innovation serves as a strategic instrument to enhance human capital and promote long-term organizational sustainability.

This study investigates the influence of government expenditure on the economic growth of the ASEAN-5 countries from 2000 to 2021. The study employs the Pooled Mean Group (PMG) ARDL model and robust least squares method. The importance of the current study lies in its analysis of the short and long-run impact of government expenditure on economic growth in ASEAN-5. The empirical findings demonstrate a positive relationship between government expenditure and economic growth in the long run. These results align with the Keynesian perspective, asserting that government expenditure stimulates economic growth. The study also confirms one-way causality from government expenditure to economic growth, supporting the Keynesian hypothesis. These insights hold significance for policymakers in the ASEAN-5, highlighting the necessity for policies promoting the effective allocation of productive government expenditure. Moreover, it is important to enhance systems that promote economic growth and efficiently allocated economic resources toward productive expenditures while also maintaining effective governance over such expenditures.