Despite many investigations concerning antecedents of organizational commitment in the workplace, very few studies so far have analyzed the direct or indirect impact of HR change leadership role on organizational commitment via HR attribution. Therefore, given the reciprocal principle of social exchange theory, attribution theory and signal theory, this study formulated hypotheses and a model to test the relationships between included variables by employing the mixed-method approach. In-depth interviews were initially conducted to develop questionnaires to collect quantitative data. Employing PLS-SEM to analyze the data collected from 1058 employees working in 24 sustainable enterprises in Vietnam, the findings show that the degree of adopting HR change leadership role was positive, directly affecting organizational commitment. Also, both well-being and performance HR attribution play partially mediated roles in the relationship. The findings suggest that the organizational commitment depends on not only how the degree of adopting HR change leadership role is executed, but also how employees perceive and interpret the underlying management intent of these practices. In a sustainable context, adopting HR change leadership role plays a critical role in shaping employees’ interpretations of sustainable HR practices and their subsequent attributions. Besides, employees’ belief on why are sustainable HRM practices implemented has an influence on the organizational commitment that in turn contributes to the overall sustainable performance.

Choosing a university is a crucial decision for each field of study, as it significantly influences the quality of graduates. An important factor in this decision is the university’s annual benchmark scores. The benchmark score represents the minimum score required for admission. This study evaluates the benchmark scores in the logistics sector for several prominent universities in Vietnam during the period 2021–2023. The research process utilized data on the benchmark scores for the years 2021, 2022, and 2023. The weights of these benchmark scores were calculated using the Rank Order Centroid (ROC) method, and the Probability method was employed to compare the benchmark scores of the universities. The analysis identified C3 as the criterion with the highest importance, while U3 emerged as the top-ranked alternative. The two-stage comprehensive sensitivity analysis revealed that universities consistently ranked high or low regardless of the method used to calculate benchmark score weights or the method employed for ranking. Additionally, the smallest weight change that affected the overall Probability ranking was 4.61%. This study provides significant guidance for students in selecting a university for logistics studies and serves as a foundational reference for universities to assess their capabilities in logistics education, thereby fostering healthy competition among institutions.

This study examines the impact of innovation governance and policies on government funding for emerging science and technology sectors in Saudi Arabia, addressing key bureaucratic, regulatory, and cultural barriers. Using a mixed-methods approach, the research integrates qualitative insights from stakeholder interviews with quantitative survey data to provide a comprehensive under-standing of the current innovation landscape. Findings indicate a high level of policy awareness among stakeholders but reveal significant challenges in practical implementation due to bureaucratic inefficiencies and stringent regulations. Cultural barriers, such as a risk-averse mindset and traditional business practices, further impede innovation. Successful initiatives like the National Transformation Program (NTP) demonstrate the potential for well-coordinated efforts, highlighting the importance of regulatory reform and cultural shifts towards entrepreneurship. Strategic recommendations include streamlining bureaucratic processes, enhancing policy coordination, and fostering a culture of innovation through education and stakeholder engagement. This study contributes to the existing literature by offering actionable insights to enhance innovation governance, supporting Saudi Arabia’s Vision 2030 goals.

Using time series data covering the years 1980 to 2020, this study examines the effects of government spending, population growth, and economic expansion on unemployment in the context of South Africa. The study’s variables include government spending, population growth, and economic growth as independent factors, and unemployment as the dependent variable. To ascertain the study’s outcomes, basic descriptive statistics, the Vector Error Correction Model (VECM), the Johansen Cointegration Procedures, the Augmented Dicky-Fuller Test (ADF), and diagnostic tests were used. Since all the variables are stationary at the first difference, the ADF results show that there isn’t a unit root issue. According to the Johansen cointegration estimation, there is a long-term relationship amongst the variables. Hence the choice of VECM to estimate the outcomes. Our results suggests that a rise in government spending will result in a rise in South Africa’s unemployment rate. The findings also suggest that there is a negative correlation between unemployment and population growth. This implies that as the overall population grows, unemployment will decline. Additionally, the findings suggest that unemployment and economic growth in South Africa are positively correlated. This contradicts a number of economic theories, including Keynesian and Okuns Law, which hold that unemployment and economic growth are inversely correlated.

This study aims to advance understanding of the factors affecting Generation Z employee commitment in the workplace of the information and technology (IT) companies in Vietnam. A survey of 450 Generation Z employees in IT companies shows that company remuneration, reward and welfare, work environment, colleagues, direct manager, promotion, job characteristics, green initiatives are positively related to Generation Z organizational commitment. More specifically, work environment and direct manager have the highest effect on Generation Z employee commitment to organization while promotion and colleagues have the lowest effect on Generation Z employee commitment to organization. Research results also revealed that green initiatives of the organization have significant effect on Generation Z employee commitment in companies. This finding suggests that including green initiatives in corporate strategy is a valuable approach for improving Generation Z employee commitment to organization. We discuss the implications for theory, practice, limitations, and directions for future research.

The menace of road traffic accidents (RTAs) has become a major constraint to development in most developing countries because of driving behaviour. This study examines the effects of road users’ education programmes on driving behaviour toward RTA reduction in Nigeria. Data for the study were collected by random sampling of 287 respondents. The respondents comprising road safety officers and drivers were selected at six (6) zonal headquarters of the Federal Road Safety Commission. The questionnaire presented seventeen (17) statements in a 5-point Likert scale for the respondents to rank in order of importance as they have influenced driving behaviour. The data collected were analysed using exploratory factor analysis to identify the most significant effects of road user education on driving behaviour. The study found that road user education programmes have influenced driving behaviour by improving bad driving acts, maintaining good vehicle conditions, and obeying road communication signs. The finding implies that appropriate driving behaviour will reduce road traffic accidents.