Volume 6, Issue 1 covers a wide range of fields, mainly discussing issues related to human resource management in enterprises, hotels, schools and organizations; spanning Indonesia, the United States, China, Malaysia and several other countries. By reading these articles, readers can gain a broader understanding of the status and development trends of human resource management and services in various fields and countries in today's society.

Within the Saudi Arabian banking sector, the quality of work life emerges as a crucial determinant shaping employee performance. This research delves into the nuanced impacts of diverse job quality facets on employee efficacy within this domain. Employing a stratified random sampling methodology, 500 institutions were selected, yielding a 49.6% response rate, or 248 completed surveys, with the active engagement of senior management. Utilizing a quantitative paradigm, the study harnessed descriptive statistics and structural equation modeling (SEM) to elucidate the interplay between job quality dimensions and performance outcomes. The analysis revealed that elements like compensation structures, work-life equilibrium, and growth opportunities substantially influenced employee productivity. In contrast, most job quality facets garnered positive evaluations, and aspects related to wage and compensation exhibited room for enhancement. The research accentuates the imperative of elevating job quality benchmarks within the banking sector to augment employee contentment and performance metrics. This study’s insights advocate for stakeholders and policymakers to champion job quality as a pivotal driver for optimizing organizational effectiveness.

The main purpose of this paper was to examine the impact of generative artificial intelligence (AI) on employee well-being and work dynamics. Using qualitative methodology, three semi-structured interviews were conducted to investigate the implications of generative AI on employee outcomes such as efficiency, job satisfaction, ethical considerations, and work-life balance. The findings highlighted the potential benefits and risks associated with generative AI implementation in the workplace. The study contributed to the literature by adopting a qualitative approach, allowing in-depth exploration of individual experiences with generative AI in the workplace. The study discussed the implications for employers, employees, and society.

Enhancing the emphasis on incorporating sustainable practices reinforces a linear transition towards a circular economy by organizations. Nevertheless, although studies on circular economy demonstrate an increasing trend, the drivers that support circular economy practices towards sustainable business performance in the Small and Medium-Sized Enterprise (SME) sector, especially in developing nations, demand exploration. Accordingly, the study examines circular economy drivers, i.e., green human resource management, in establishing sustainability performance and environmental dynamism as moderating variables. The study engaged 207 SMEs and 621 respondents who were analyzed utilizing structural equation modeling. The analysis indicated that sustainable business performance was affected by green human resource management and a circular economy. Subsequently, the circular economy mediated the linkage between green human resources management and sustainable business performance. The environmental dynamism moderated the linkage between green human resources management and the circular economy.

Human resources are considered an important resource for companies today because the knowledge that a person has can be used to become an organisation’s competitive advantage. In addition, digital marketing has an important role in determining the performance of business entities because we have now entered the digital era, which certainly cannot be separated from the influence of technology on marketing through social media. Therefore, this study aims to examine the effect of Strategic Human Resource Management (SHRM) in digital marketing on business entity performance, which is determined by digital marketing in a business entity. The data in this research was collected by distributing questionnaires to 455 Micro Small Medium Enterprises (MSMEs) in Indonesia. Data analysis used the Moderated Regression Analysis (MRA) method. The research results show that strategic human resource management variables influence business performance, and the support of digital marketing capabilities and activities strengthens this influence. Based on the results of this research, existing business entities must strengthen organizational performance by strengthening human resources in basic soft skills and hard skills and skills in digital marketing and improving marketing activities using digitalization.

This study critically examines the multifaceted dynamics of foreign employee integration within the Czech Republic, with a specific focus on the Mladá Boleslav region. Conducted prior to the Ukrainian crisis, this research serves as a crucial baseline for understanding integration in a pre-crisis context and provides comparative insights into the evolving challenges and opportunities amid the subsequent migration movements. The study explores various aspects of integration and inclusion, drawing upon migration theories, economic factors, and sociological perspectives to understand the motivators and challenges faced by foreigners, particularly in light of the majority society’s perception, which often leans towards skepticism and negativity. The research methodology builds on grounded theory and integrates both quantitative and qualitative approaches, utilizing surveys and semi-structured interviews to explore the experiences of foreign nationals, with an emphasis on immigrant women. A key finding of the study is the significant role of employers in facilitating integration. The paper discusses how businesses, through inclusive policies and practices, can profoundly influence the integration experience. Cooperation between employers, local integration centers, and other relevant organizations emerges as vital, providing additional resources and support systems to enhance the integration process. The study concludes by emphasizing the critical role of various stakeholders, particularly employers, in shaping sustainable human resources practices that foster a more inclusive and harmonious society.