This study is aimed at exploring the degree of association between workforce diversity dimensions and the academic performance of four universities in Ethiopia. The diversity management attributes were diversity, climate, values, and organizational justice; identity, schemas, and communication adapted to the contexts of higher education institutions. The universities were selected purposively, and stratified and systematic sampling techniques were further used to identify respondents. Quantitative and qualitative data were collected to achieve the purpose of the study. Correlation and regression analyses were used to analyze the data. Results from correlation analysis revealed that there are statistically significant positive relations between the dimensions of workforce diversity and academic performance. This implies that the organizational performance of higher education institutions can be significantly influenced by existing diversity. The freedom to express one’s own identity in the university workforce landscape was also observed to be limited in the universities studied, and this has to be improved. A democratic work environment is critical for the productivity of the staff, and an effort has to be geared towards the goal of creating such an environment. The regression analysis indicated that diversity, climate, organizational justice, identity, schema, and communication have statistically significant effects on the academic performance of higher educational institutions in Ethiopia. Finally, academic leaders are advised to apply the transformational leadership style, as it moderates the relationship between diversity management and academic performance.

Background: Bitcoin mining, an energy-intensive process, requires significant amounts of electricity, which results in a particularly high carbon footprint from mining operations. In the Republic of Kazakhstan, where a substantial portion of electricity is generated from coal-fired power plants, the carbon footprint of mining operations is particularly high. This article examines the scale of energy consumption by mining farms, assesses their share in the country’s total electricity consumption, and analyzes the carbon footprint associated with bitcoin mining. A comparative analysis with other sectors of the economy, including transportation and industry is provided, along with possible measures to reduce the environmental impact of mining operations. Materials and methods: To assess the impact of bitcoin mining on the carbon footprint in Kazakhstan, electricity consumption from 2016 to 2023, provided by the Bureau of National Statistics of the Republic of Kazakhstan, was used. Data on electricity production from various types of power plants was also analyzed. The Life Cycle Assessment (LCA) methodology was used to analyze the environmental performance of energy systems. CO₂ emissions were estimated based on emission factors for various energy sources. Results: The total electricity consumption in Kazakhstan increased from 74,502 GWh in 2016 to 115,067.6 GWh in 2023. The industrial sector’s electricity consumption remained relatively stable over this period. The consumption by mining farms amounted to 10,346 GWh in 2021. A comparative analysis of CO₂ emissions showed that bitcoin mining has a higher carbon footprint compared to electricity generation from renewable sources, as well as oil refining and car manufacturing. Conclusions: Bitcoin mining has a significant negative impact on the environment of the Republic of Kazakhstan due to high electricity consumption and resulting carbon dioxide emissions. Measures are needed to transition to sustainable energy sources and improve energy efficiency to reduce the environmental footprint of cryptocurrency mining activities.

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.

Despite the proliferation of corporate social responsibility (CSR) studies, it is accruing academic interest since there still remains a lot to be further explored. The purpose of the study is to examine whether/how CSR perception affect employee/intern thriving at work and its mediator through perceived external prestige in the hospitality industry. Data from 501 hospitality industry employees and interns in China were collected using a quantitative survey consisting of 35 questions. Statistical findings showed that CSR perception and thriving at work were positively related. Additionally, perceived external prestige partially mediated the connection between CSR perception and thriving at work. Furthermore, the study found that hotel interns generally exhibited lower levels of CSR perception and thriving at work compared with frontline or managerial staff. The study underscores the importance of collaborative efforts between hotel practitioners and university educators to enhance CSR perception and promote thriving among hotel interns. By prioritizing the improvement of CSR perception and thriving at work, the hotel sector can potentially mitigate workforce shortages and reduce high turnover rates.