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.

Water physico-chemical parameters, such as pH and salinity, play an important role in the larval development of Aedes aegypti, the primary vector of dengue fever. although the role of these two factors is known, the interaction between pH and salinity in various aquatic habitats is still not fully understood, especially in the context of endemic areas. this study explored how the interaction between pH and salinity affects the development of Aedes aegypti larvae in dengue hemorrhagic fever (DHF) endemic areas. this study used a pure experimental design with a posttest-only control group approach. Aedes aegypti instar iv larvae were obtained from eggs collected in north kolaka regency, a dhf endemic area. the independent variables tested were pH (6 and 8) and salinity (0.4 gr/L and 0.6 gr/L), with the control group using pH 7 and no salinity. a two-way anova test was used to evaluate the interaction between pH and salinity, followed by tukey’s hsd post-hoc test to compare treatment groups. the results showed that, independently, pH and salinity had no significant effect on larval survival. however, the interaction between the two variables had a significant effect (p < 0.001). the combination of pH 8 and salinity 0.4 gr/L resulted in the highest survival rate, while pH 6 and salinity 0.6 gr/L caused a significant decrease in larval survival. the combination of alkaline pH (pH 8) and low salinity (0.4 gr/L) is the optimal condition for Aedes aegypti larval survival. the results of this study highlight the importance of considering the interaction between pH and salinity in environmental-based vector control strategies in endemic areas. further research is needed to explore other factors, such as aquatic microbiota and environmental variations, that may affect mosquito larval development.

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.

The purpose of this study is to identify the effects of multidimensional (fuzzy) inequalities and marginal changes on the Gini coefficients of various factors. This allows a range of social policies to be specifically targeted to reduce broader inequalities, but these policies are focused primarily on health, education, housing, sanitation, energy and drinking water. It is necessary to target policy areas that are unequally distributed, such as those with access to unevenly distributed drinking water policies. The data are from the Household and Consumption Survey of 6695 households in 2003 and 9259 households in 2011. This paper uses Lerman and Yitzhaki’s method. The results revealed that the main contributors to inequalities over the two periods were health and education. These sources have a potentially significant effect on total inequality. Health increases overall inequalities, but sources such as housing, sanitation and energy reduce them. This article provides resources to disadvantaged and vulnerable target groups. Multiple inequalities are analyzed for different subgroups of households, such as place of residence and the gender of the head of household. Analyzing fuzzy poverty inequalities makes it possible to develop targeted measures to combat poverty and inequality. This study is the first to investigate the sources of Gini’s fuzzy inequality in Chad via data analysis techniques, and in general, it is one of the few studies in Saharan Africa to be interested in this subject. Some development policies in sub-Saharan Africa should therefore focus on different sources (negative effect), sources (positive effect) and the equalization effect.

Maintaining balance is essential for daily activities; deficits in hearing-impaired adolescents can severely impact their academics and daily life. Suspension training is employed to enhance the coordination of multiple muscle groups within the body and ultimately to improve balance. A total of 105 students with non-genetic hearing impairments, comprising 65 boys and 40 girls, participated in the study. Balance training using the TRS suspension belt included exercises such as prone elbow brace, supine back brace, kneeling elbow brace, lateral elbow brace, prone hip flexion, and supine hip lift. Strength training using equipment involved exercises like single-leg suspension squat, flying bird brace, supine suspension arm flexion, seated static brace, and standing butterfly pinch chest. The main outcome measures included static balance tests (lambda footwork, Wolfson postural stress test), dynamic balance tests (functional forward reach test, balance beam walk test), and vestibule function tests (rotation-walk test). The results of the lambda footwork and Wolfson postural stress tests revealed highly significant differences between 8 weeks and 16 weeks of intervention (p < 0.01). The Functional Forward Stretch test demonstrated a significant difference between 8 weeks of intervention and 2 weeks of intervention at 16 weeks (p < 0.05). The balance beam walking test indicated a significant improvement at 8 weeks (p < 0.05) and a highly significant improvement at 16 weeks (p < 0.01). In the spin-walk test, no statistically significant differences were observed between the pre-experimental test, the 8-week intervention, and the 16-week intervention (p > 0.05). Leveraging the expropriation system to mediate skeletal muscle movement and muscle contraction coordination can improve balance. Suspension training significantly improved balance during activities requiring static non-interference maintenance. However, suspension training did not demonstrate a significant effect on improving vestibule function. Overall, suspension training was effective in enhancing balance in all patients with non-hereditary deafness.

The main goal of this study is to assess the moderating role of digital leadership capabilities (DLC) in improving the overall performance of telecom companies through their organisational knowledge capabilities. The author builds a conceptual model with six hypotheses and tests them with data collected through an electronic questionnaire. The data is analysed using WarpPLS 8.0 software as an application of the structural equation modelling technique. The sample size included 528 participants. The study revealed that individual knowledge capability (IKC) does not significantly affect organisational performance (PR). Also, the results reveal that managerial knowledge capability (MKC) and organisational collaborative capability (OCC) have a positive but weak impact on the performance of telecom companies (PR). However, it was clear that individual knowledge capability (IKC) and organisational collaborative capability (OCC) do not affect organisational performance (PR) through the moderator, digital leadership capabilities (DLC). On the other hand, it was also evident that managerial knowledge capabilities (MKC) significantly negatively affect the performance of telecom companies (PR) through the moderator role of digital leadership capabilities (DLC). The author recommends that telecom companies adopt knowledge-based practices to ensure enduring high performance. He also suggests creating a knowledge management department to foster a culture of creativity and cooperation across departments, which is essential to establishing a work environment that promotes continuous learning and development. Findings may help telecom sector CEOs boost the company’s performance value. The research highlights the importance of fostering appropriate knowledge pillars and building digital leaders to shift telecom companies to a new successful stage. These findings offer tangible benefits that can be directly applied in the telecom industry, making the research highly relevant and valuable.