Despite the unpleasant conditions, such as lower and insufficient wages, higher working hours, longer length of service, total absence of casual workers union, indirect employment aided by the bank’s top directors, etc., casual workers are highly committed in performing their roles and achieving their organizational goals. Neoliberal theory and Equity theory were used for guidance in this study. The study employed qualitative analysis style; Total of ten banks were selected as a sample of the study involving sixty participants who were all casual workers; twenty-four female and the remaining thirty-six were male, have been selected using purposeful sampling. Content analysis was used as the method of data analysis. The study shows some of the functions performed by the casual workers of Nigerian banks include quick client service, amenability to work, client care services, opening of accounts, marketing, and timely task completion. Others include furnishing prompt client service, being prepared to work, and finishing assignments on schedule., thus, the study concludes that despite the outstanding performance of casual workers in achieving their organizational pretensions, they’re largely exploited. The recommendation of the study is that employment should be grounded on fair stipend, safety at work and protection for casual workers, in short, work should encompass fairness, equivalency, and freedom of association. Also, Payment of the benefit accumulated by the casual workers should be linked directly between casual workers and their associations.

This study highlights the importance of social capital within third sector organizations, as in other sectors of the economy, and confirms the influence of social capital on human capital. In this case, it contributes to the analysis of the structure and quality of relationships among members of a social organization, which enables motivation and commitment to collective action. Based on exploratory and confirmatory factor analysis, from a 45-item survey applied to 190 workers in social organizations; the constructs were reconfigured for the construction of the model of organizational social capital, was carried out using the structural equation methodology. It is argued that the cognitive and structural dimensions of social capital affect its relational dimension in terms of identification, trust and cooperation, which in turn influences worker motivation and other key aspects of human capital. The relational dimension, measured by workers’ identification, trust, and cooperation, has significant effects on their motivation and work engagement, which leads to important practical considerations for human resource policies in these organizations. The article contributes to the existing literature on human capital management by exploring the perception of workers in nonprofit organizations that are part of Ecuador’s third sector.

In response to the rapid and dynamic changes in the economic environment, companies must improve their processes to maintain competitiveness. This includes enhancing their intellectual capital, with particular emphasis on effective onboarding processes, which play a crucial role in integrating new employees and retaining talent. This enhances the value of the organization’s intellectual capital and emphasizes onboarding—the training and integration of new employees—whose proper functioning impacts staff retention. Drawing on both Hungarian and predominantly foreign literature, we highlight onboarding processes and examine their implementation in Hungarian companies of various sizes. The research employed a mixed-method approach, combining semi-structured interviews and questionnaires. In-depth interviews were conducted with HR leaders from 13 Hungarian organizations to explore the existence of mentoring programs. Additionally, 161 employees across Hungary completed questionnaires, which examined their perspectives on onboarding processes and the relationship between mentoring programs and company size. We analyzed the data using chi-square tests to assess the strength of these relationships. While all large companies in our sample had formal mentoring programs, smaller companies displayed more variability, with some relying on informal or ad-hoc onboarding processes. Based on these results, we identified several key areas for improvement in onboarding processes. These include enhancing the structure of feedback interviews, ensuring more comprehensive communication channels, and strengthening mentoring programs across companies of all sizes. By addressing these gaps, companies can improve employee retention, engagement, and overall integration during the onboarding process, contributing to a more stable and motivated workforce.

The study aims to investigate the impact of digital leadership on sustainable competitive advantage, digital talent, and knowledge workers. Additionally, it explores the mediating role of digital talent (DT) and knowledge workers (KW) in the relationship between digital leadership (DL) and sustainable competitive advantage (SC), using the Technology Acceptance Model (TAM) as its theoretical foundation. The researchers employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine survey data from 784 employees working in Egyptian travel agencies and tour operators. The results demonstrate that DL significantly enhances SC, DT, and KW. Moreover, DT and KW were shown to positively contribute to SC and serve as partial mediators in the relationship between DL and SC. The findings highlight the crucial role of developing DT and creating an environment that embraces technological acceptance and innovation. This approach amplifies the strategic effectiveness of DL, ultimately contributing to long-term organizational success.

The COVID-19 epidemic is a significant humanitarian crisis witnessed in contemporary times, necessitating the exploration of techniques and approaches that might augment the capabilities of individuals within society to mitigate the adverse consequences of this pandemic. Domestic workers have always been an important part of societal structure, and it is essential to ensure their awareness about the perils of the pandemic as well as implement preventive measures. This is crucial in order to effectively address the hazards associated with the ongoing epidemic. The primary objective of this study was to assess the efficacy of infographic technology in augmenting the level of knowledge among foreign domestic workers on the COVID-19 epidemic. The present study employed a quasi-experimental design to examine and compare the effects of infographic technology on the experimental group, while the control group received only public awareness messages disseminated to all citizens and residents. The study sample comprised (16) foreign domestic workers, who were assigned to the two research groups through a random allocation process. The development of the COVID-19 pandemic awareness scale was conducted. The measurement scale consisted of three dimensions: the cognitive awareness dimension, including a set of (12) statements; the performative awareness dimension, comprising a set of (8) statements; and the psychological awareness dimension, comprising a set of (10) statements. The findings demonstrated the superiority of the experimental group, which used the infographic approach, over the control group in fostering awareness of the COVID-19 epidemic throughout its three dimensions among the participants of the study. The study suggested the need of expanding the utilization of infographics in an attempt to enhance knowledge and awareness of the COVID-19 pandemic, alongside the establishment of varied databases for migrant domestic workers. The objective is also to develop an extensive digital awareness strategy about the impacts of the COVID-19 epidemic, so as to include an increased number of informative infographics.

The hospital is a complex system, which evolving practices, knowledge, tools, and risks. This study aims to assess the level of knowledge about risks at Hassan II Hospital among healthcare workers (HCWs) working in three COVID-19 units. The action-research method was adopted to address occupational risks associated with the pandemic. The study involved 82 healthcare professionals in the three COVID-19 units mentioned above. All participants stated they were familiar with hospital risks. Seventy-four HCPs reported no knowledge of how to calculate risk criticality, while eight mentioned the Occurrence rating, Severity rating, and Detection rating (OSD) method, considering Occurrence rating, Severity rating, and Detection rating as key elements for risk classification. Staff indicated that managing COVID-19 patients differs from other pathologies due to the pandemic’s evolving protocols. There is a significant lack of information among healthcare professionals about risks associated with COVID-19, highlighting the need for a hospital risk management plan at a subsequent stage.