With the deep integration of artificial intelligence technology in education, the development of AI integration capabilities among pre-service teachers—as the core of future educational human resources—has become crucial for enhancing educational quality and driving digital transformation in education. Based on the AI-TPACK (Artificial Intelligence-Technological Pedagogical Content Knowledge) theoretical framework, this study employs questionnaire surveys and structural equation modeling to explore the structural characteristics, influencing factors, and formation mechanisms of AI-TPACK competencies among pre-service teachers in Chinese universities. Findings indicate that while pre-service teachers demonstrate moderately high overall AI-TPACK levels, their technical knowledge (AI-TK) and technological integration competencies (e.g., AI-TPK, AI-TCK) remain relatively weak. School technical support, technological attitudes, and technological competence significantly influence their AI-TPACK capabilities, with institutional level and teaching experience serving as important external moderating factors. Building on these findings, this paper proposes a systematic framework for developing pre-service teachers' AI integration capabilities from a human resource development perspective. This framework encompasses four dimensions: curriculum optimization, practice enhancement, resource support, and policy guidance. It aims to provide theoretical foundations and practical pathways for pre-service teacher training and teacher human resource development in higher education institutions.

This quantitative survey was non-experimental and had two goals. An evaluation of predictor variables of empowerment, motivation, teamwork, interpersonal skills, and training and development in project environments was one goal to help explain the industry’s high project failure rate. Second, this research tested Bandura’s social learning theory and tested the hypothesis that empowerment and motivation boost performance. Using a survey-based questionnaire, the data was collected from 212 employees working in different IT companies in Pakistan. The results revealed that empowerment, motivation, teamwork, and training and development have a significant impact on project performance. Using the results, this study proposes theoretical implications for the researchers and managerial implications for the organizations.

The study focuses on the employees’ behavioral intentions towards the usage of disruptive technology in the industry. The digital technology application in consumer, retail, and hospitality, education and training, financial services, the health sector, infrastructure, government, and airports. The study objectives were to explore the possible adoption of innovation and creativity changes and their acceptance by the employees in the organization. To identify the variables impacting behavioral intention and analyze how these variables relate to perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. A structured questionnaire was used to collect data from 335 respondents, who were selected based on their relevance to the study objectives. The questionnaires were distributed through the Google Forms application, and the data were collected and analyzed periodically. The findings of the study provide valuable insights into the behavioral intention towards disruptive technologies in Kuala Lumpur and Putrajaya locations in Malaysia and highlight the significance of factors such as perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. The research contributes to the existing body of knowledge on Industry 4.0 by providing empirical evidence and practical implications for organizations seeking to leverage disruptive technologies in their operations management.

The purpose of this study is to investigate customer satisfaction with quality of service known as SERVQUAL improvement or service quality competitiveness in emerging markets. Using Indonesian government medical care as an example the author examines the satisfaction of patients. Information and data were collected through a survey of 399 BPJS users in Indonesia. All data were analyzed using Smart PLS. This study demonstrates that there is a negative value associated with the five-dimensional gap. As a result, the care provided to BPJS patients is below par. Specifically, the sensitivity dimension has the largest disparity at 0.15, while the physical evidence dimension has the smallest at 0.49. In order to raise the level of service provided, it may be necessary to take direct measures or examine tangible evidence. This study develops the relationship between different quality service models. There appears to be a substantial increase in the body of literature in the area of service quality, allowing for constant updates and the incorporation of the lessons learned from the experiences of the departed. These revised guidelines are intended to aid SERVQUAL study participants. The study gives practical support to academics and practitioners in directing service quality improvement through the use of data collected from large-scale surveys of patients and medical professionals as doctors in Indonesia.

Several studies have discussed the benefits of blockchain in human resources management (HRM) policies to support the efficiency of HRM routine practices in organizations. The discussion ranges from selection and recruitment to employee separation. With the growing interest in digital application usage, research focused on utilization and effective measurement is needed. However, the existing literature review on blockchain-based HRM practices linked to cost efficiency still needs to be improved. Hence, this study aims to review current studies on blockchain human resources management systematically. This study investigates the trends in blockchain application usage in terms of practices, methodologies, and settings. This study used a literature survey and Publish or Perish software with Google Scholar and Scopus as the databases. 123 articles published in 19 journals from 2010 to 2022 were selected. This study used systematic data to reveal trends in HRM practices and qualitative inductive analysis to define relevant themes within the topic. The results show that blockchain applications for efficiency are used mainly in the recruitment and selection process, ranging from personal data verification to the quality of decision-making in skill development and maintenance. Five HRM practices have been discussed, indicating potential explorative and exploitative future research to improve the effectiveness of using blockchain in HRM practices.

Orientation: Indeed, the 4th industrial revolution (4IR) has redefined the world of work. A new set of skills needs to be defined and made available to organisations. Human resource management practices now operate in a complex, interconnected, unpredictable, and evolving environment. The question that one needs to answer is: how can HR align its functions to meet the demands of the fourth IR? It is prudent that human resource functions evolve quickly and adapt to changing demands. Research purpose: This paper seeks to unpack the changes that have been brought about by the 4IR and suggest ways in which HR professionals in Lesotho can align with this inevitable era of digitalisation. Motivation for the study: Due to the dynamics and transformations that have been brought about by the 4IR, this study was motivated by the need to understand the effects of the 4IR in small economies on the HR function and offer lessons to embrace change. Research approach: The research was qualitative in nature, and data was collected purposefully from journal articles, newspapers, and book chapters. Content analysis was used for the data analysis. Research findings: The effects of the 4IR through digitalisation disruptions have been felt across all corporate functions, and HR is no exception. It has had a massive influence on both the economy and the labour force and impacted employee roles in terms of health, mobility, working hours, personal life, and general administration. HR leaders play a critical role in ensuring that businesses are able to successfully adopt and deploy new technologies. Contributions: The research unpacks the effects of 4IR and gives practical lessons for HR professionals in Lesotho.