Amidst the COVID-19 pandemic, the imperative of physical distancing has underscored the necessity for telemedicine solutions. Traditionally, telemedicine systems have operated synchronously, requiring scheduled appointments. This study introduces an innovative telemedicine system integrating Artificial Intelligence (AI) to enable asynchronous communication between physicians and patients, eliminating the need for appointments and providing round-the-clock access from any location. The AI-Telemedicine system was developed utilizing Google Sheets and Google Forms. Patients can receive dietary recommendations from the AI acting as the physician and submit self-reports through the system. Physicians have access to patients’ submitted reports and can adjust AI settings to tailor recommendations accordingly. The AI-Telemedicine system for patients requiring daily dietary recommendations has been successfully developed, meeting all nine system requirements. System privacy and security are ensured through user account access controls within Google Sheets. This AI-Telemedicine system facilitates seamless communication between physicians and patients in situations requiring physical distancing, eliminating the need for appointments. Patients have round-the-clock access to the system, with AI serving as a physician surrogate whenever necessary. This system serves as a potential model for future telemedicine solutions.

The fifth-generation technology standard (5G) is the cellular technology standard of this decade and its adoption leaves room for research and disclosure of new insights. 5G demands specific skillsets for the workforce to cope with its unprecedented use cases. The rapid progress of technology in various industries necessitates a constant effort from workers to acquire the latest skills demanded by the tech sector. The successful implementation of 5G hinges on the presence of competent individuals who can propel its progress. Most of the existing works related to 5G explore this technology from a multitude of applied and industrial viewpoints, but very few of them take a rigorous look at the 5G competencies associated with talent development. A competency model will help shape the required educational and training activities for preparing the 5G workforce, thereby improving workforce planning and performance in industrial settings. This study has opted to utilize the Fuzzy Delphi Method (FDM) to investigate and evaluate the perspectives of a group of experts, with the aim of proposing a 5G competency model. Based on the findings of this study, a model consisting of 46 elements under three categories is presented for utilization by any contingent of 5G. This competency model identifies, assesses, and introduces the necessary competencies, knowledge, and attributes for effective performance in a 5G-related job role in an industrial environment, guiding hiring, training, and development. Companies and academic institutions may utilize the suggested competency model in the real world to create job descriptions for 5G positions and to develop curriculum based on competencies. Such a model can be extended beyond the scope of 5G and lay the foundation of future wireless cellular network competency models, such as 6G competency models, by being refined and revised.

This study investigates the buying styles of young consumers, especially the millennials—Gen Y, and Gen Z whose idiosyncrasies and consumption peculiarities are quite different from the older generations. Besides Sproles and Kendall’s eight (8) consumer-style inventory dimensions, this study presents new dimensions and develops six constructs that define young consumers’ decision-style inventory in a developing market. The study population consisted of all younger consumers—Gen Y, and Gen Z in Lagos State, Nigeria. One hundred and twenty-five (125) respondents were selected randomly across all 20 Local Governments in Lagos State, Nigeria. Factor analyses through varimax rotation, latent root criterion (eigenvalue = 1), screen plot test and the percentage of variance were conducted to determine the significant factors to retain among the variables. The findings clearly showed that newly developed CSI constructs in this study (sexiness, trendiness, global branding, smartness, socialisation and entertainment) were strong and significant among young consumers’ decision-making styles. The six (6) constructs developed showed that the younger consumers’ consumption styles are evolving, becoming sophisticated and relatively dynamic, hence the reliance on Sproles and Kendall’s dimensions to measure the younger consumers’ consumption decision styles will be inadequate in business/behaviour strategy development. The dimensions of entertainment, sexy, social, trendy, smartness and global branding variables are mostly underpinned and dominate considerations in purchase decision styles and behaviours among young consumers.

The goal of this research is to focus on the impact of HR agility on Jordanian pharmaceutical manufacturing companies’ innovative performance. The study population of the study consists of managers at different levels of pharmaceutical companies listed on the Amman Stock Exchange. Convenience sample consists of 450 questionnaires was sent. PLS-SEM was employed in this work to assess the measurement model and to verify the study theories. The findings revealed that human resource agility has a positive impact on innovative performance. The implications of the research as this analysis have shown, a variety of factors influence the agility of human resources, allowing organizations to create and implement strategies that lead to better adaptability in a rapidly changing environment. Significant ramifications could arise from this review for organizations that prioritize fostering employee confidence, refining strategies to gain a competitive edge, enhancing employee skills, and adapting to both internal and external shifts in the work environment.

COVID-19 has amplified existing imbalances, institutional and financing constraints associated with a development strategy that did not take sufficient account of challenges with emissions, environmental damage and health risks associated with climate change in a number of countries, including China. The recovery from the pandemic can be combined with appropriately designed investments that take into account human, social, natural and physical capital, as well as distributional objectives, that can also address commitments under the Paris agreement. An important criterion for sustainable development is that the tax regimes at the national and sub-national levels should reflect the same criteria as the investment strategy. Own-source revenues, are essential to be able to access private financing, including local government bonds and PPPs in a sustainable manner. Governance criteria are also important including information on the buildup of liabilities at all levels of government, to ensure transparent governance.
Despite differences in political systems, the Chinese experiences are relevant in a wide range of emerging market countries as the measures utilize institutions and policies reflecting international best practices, including modern tax administrations for the VAT, and income taxes, and benefit-linked property taxes, as well as utilization of balance sheets information consistent with the IMF’s Government Financial Statistics Manual, 2014. The options have significant implications for policy advice and development cooperation for meeting global climate change goals while ensuring sustainable employment generation with transparency and accountability.

The Nigerian Civil Service faces ongoing challenges in optimizing employee commitment, which is fundamental for efficient service delivery and societal progress. Hence, this paper focuses on the mediating effect of job satisfaction on talent engagement and employee commitment in the Nigerian Civil Service. The study adopted a quantitative approach, which allowed for a survey design to be adopted. A sample of 198 middle- and lower-level managers in the civil service was used. Questionnaires were used for data collection, and SmartPls 3.9 was used for data analysis. The result showed that talent engagement significantly predicts employee commitment and that job satisfaction is a good mediator in the relationship between talent engagement and employee commitment in the Nigerian Civil Service. The findings suggest that creating an engaged workforce through talent engagement can have a positive influence on employee commitment within the public sector, which can result in improved public services and contribute to overall societal development.