As one of the key initiatives promoted by the Chinese government, precision poverty alleviation aims to lift information-blocked areas out of poverty and ensure their sustainable economic development. Yunnan Province, characterized by its combination of old, young, border, and poor areas, is the province with the most diverse types of poverty, the widest poverty coverage, and the deepest poverty levels in the country. Yunnan has carried out anti-poverty work in tandem with the national efforts for 42 years in a planned and organized manner, ultimately achieving the goal of zero absolute poverty. In this process, digital rural development has played a very important role. Based on the current experience of digital construction in developed regions, completing regional digitalization requires meeting the needs of information resources, information environment, and information supply and demand. Through keyword search, text analysis, and field visits, we summarized the factors considered by local governments in policy formulation. We also attempted to map out the path for rural governments to build digital villages. With the ultimate goal of bridging the urban-rural gap, the study of digital rural development in Yunnan will provide an effective case.

This study aims to identify and the implementation of ASN Management policies on career development aspects based on the merit system in the West Java Provincial Government and 6 Regency/City Governments in West Java Province. The failure of the institutionalization of the meritocratic system in ASN career development is partly triggered by the symptoms of the appointment or selection of officials in the central and regional levels not based on their professionalism or competence except for subjective considerations, political ties, close relationships and even bribery. This study uses a qualitative method with a descriptive approach. The operationalization concept in this study uses Merilee S. Grindle’s Policy Implementation theory which consists of dimensions of policy content and its implementation context. The factors that cause the implementation of the policy to be less than optimal include: 1. Uneven understanding of meritocracy; 2. Slowness/unpreparedness in synchronizing central and regional rules/policies; 3. The information integration system between the center and regions has not yet been implemented; 4. Limited supporting infrastructure; 5. Limited permits for related officials; 6. Transparency; 7. Collaboration across units/agencies; 8. External intervention; 9. Use of information systems/technology. To optimize these factors, an Accelerator of Governmental Unit’s Success (AGUS) model was created, which is a development of the Grindle policy implementation model with the novelty of adding things that influence implementation, including top leader’s commitment and wisdom, effectiveness of talent placement, on-point human development, technology savvy, cross-unit/agency collaboration, and monitoring and evaluation processes.

This study employed a deductive approach to examine external HRM factors influencing job satisfaction in the post-pandemic hybrid work environment. Explores the intermediary functions of age, gender, and work experience in this particular environment. The data-gathering procedure consisted of conducting semi-structured interviews with carefully chosen 50 managers representing various sectors, industries, organizations, and professions. The applied approach was adopted to allow a systematic and unbiased investigation of the mediating variables. The study used SPSS 25 and Smart PLS 4 to analyze the model, enhancing understanding of HRM challenges in a constantly evolving workplace. The findings offer valuable insights for HR experts and businesses, highlighting the value of comprehending what methods HRM components influence job satisfaction to optimize employee well-being and productivity. The study provides applied recommendations designed for enhancing employee contentment in the AI-evolving professional atmosphere, shedding light on the importance of supportive leadership strategies, particularly during AI-triggered downsizing. Additionally, we welcome a new era to push forward in integrating and managing AI tools and technologies to automate decision-making and data processing. Results propose that Exogenous influences of human resource management (HRM) influence manager job satisfaction considerably. Specifically, downsizing caused by AI was found to have negative consequences, whereas diversity and restructuring have favorable effects. Gender was recognized as a crucial factor that influences outcomes, then age and years of experience have the most visible effect.

This article examines the legal challenges associated with the utilization of marine genetic resources (MGR) at both the national level and beyond national jurisdiction (BBNJ). The legal challenges addressed are as follows: 1) MGR are located across various jurisdictions, encompassing both national and international domains. The analysis starts with an overview of the international regulations that govern the utilization of genetic resources (GR) and their influence on national legislation. It emphasizes the principle of state sovereignty over natural resources while defining MGR and determining ownership; 2) It further highlights the intersection of national and international laws, particularly in transboundary contexts and within Indigenous and Afro-descendant peoples (IADP) territories, analyzing how these regulations are interpreted and applied in such scenarios; 3) The legal challenges related to the use of MGR in international waters are examined. Special emphasis is placed on the recent United Nations (UN) Agreement concerning this issue. This includes an analysis of its impact and specific provisions related to the utilization of MGR, such as the quantity to be collected, the methodology employed, collection sites, among others. The article concludes by asserting that the equitable distribution of benefits from the use of GR should begin at the earliest stages of access to these resources, including project planning and sample collection, rather than being delayed until the patenting and commercialization phases. Early benefit-sharing is essential for promoting fairness and equity in the use of MGR.

In immigration services, it is essential to provide good service to the public, in line with the principles of public service. However, in reality, many people still feel that they have not received optimal public service. This study addresses the issue of whether there is a direct and indirect influence of employee competence on citizen satisfaction, with the indirect influence using service quality as a mediating variable. This research employs a quantitative associative method with a population of applicants at the Surakarta Class I Checkpoint Immigration Office over one month, totaling 6236 individuals. A sample of 259 people was obtained using the Isaac and Michael table. Data collection was conducted using a questionnaire distributed via Google Forms to the applicants. The results were then analyzed using descriptive analysis, hypothesis testing with SPSS version 26, path analysis, and finally, the Sobel test. The results of the study indicate that employee competence directly affects service quality with a t-value (18.119) exceeding the t-table (1.969), but does not directly affect citizen satisfaction with a t-value (0.831) less than the t-table (1.969). Meanwhile, service quality directly affects citizen satisfaction with a t-value (10.156) greater than the t-table (1.969). Path analysis and the Sobel test also show that employee competence indirectly affects citizen satisfaction through service quality, with a Sobel test t-value of (8.87) greater than the t-table (1.969). Based on these results, it is concluded that there is no direct influence of employee competence on citizen satisfaction, but there is an indirect influence of employee competence on citizen satisfaction through service quality.

The research explores academia and industry experts’ viewpoints regarding the innovative progression of Virtual Reality (VR)-based safety tools customized for technical and vocational education training (TVET) within commercial kitchen contexts. Developing a VR-based safety tools holistic framework is crucial in identifying constructs to mitigate the risks prevalent in commercial kitchens, encompassing physical, chemical, biological, ergonomic, and psychosocial hazards workers encounter. Introducing VR-based safety training represents a proactive strategy to bolster education and training standards, especially given the historically limited attention directed toward workers’ physical and mental well-being in this sector. This study pursues a primary objective: validating a framework for VR-based kitchen safety within TVET’s hospitality programs. In addition to on-site observations, the research conducted semi-structured interviews with 16 participants, including safety training coordinators, food service coordinators, and IT experts. Participants supplemented qualitative insights by completing a 7-Likert scale survey. Utilizing the Fuzzy Delphi technique, seven constructs were delineated. The validation process underscored three pivotal constructs essential for the VR safety framework’s development: VR kitchen design, interactive applications, and hazard identification. These findings significantly affect the hospitality industry’s safety standards and training methodologies within commercial kitchen environments.