The study aims to investigate the impact of digital leadership on sustainable competitive advantage, digital talent, and knowledge workers. Additionally, it explores the mediating role of digital talent (DT) and knowledge workers (KW) in the relationship between digital leadership (DL) and sustainable competitive advantage (SC), using the Technology Acceptance Model (TAM) as its theoretical foundation. The researchers employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine survey data from 784 employees working in Egyptian travel agencies and tour operators. The results demonstrate that DL significantly enhances SC, DT, and KW. Moreover, DT and KW were shown to positively contribute to SC and serve as partial mediators in the relationship between DL and SC. The findings highlight the crucial role of developing DT and creating an environment that embraces technological acceptance and innovation. This approach amplifies the strategic effectiveness of DL, ultimately contributing to long-term organizational success.

This article explores the implications of directive change management, characterized by top-down leadership and minimal employee involvement, on organizational dynamics, employee morale, and job security. This approach's psychological and operational impacts are underscored, emphasizing the imperative of addressing employee perceptions and fostering trust. Strategies for rebuilding trust and enhancing morale post-directive change management are presented, including transparent communication, participative decision-making, and recognition of employee contributions. The significance of enhancing job security through clear policies, open dialogue, and robust mental health and well-being support systems is highlighted. Practices that encourage job dedication are introduced, emphasizing goal alignment, meaningful work design, and a culture of innovation and continuous improvement. Long-term strategies for cultivating a healthy workplace, such as establishing feedback mechanisms, investing in leadership development, and maintaining organizational adaptability, are also discussed. This brief article is an introductory resource for business leaders, managers, and change practitioners seeking to be better equipped with the necessary tools and strategies to navigate the post-implementation effects of directive change management. It is anticipated that this information can assist leaders and organizations in navigating the challenges of directive change management, promoting resilience, employee well-being, and sustainable organizational success.

The purpose of the study is to create proposals and recommendations to improve the system evaluating the quality of governance and efficient use of budget funds in order to improve public welfare and sustainable development. The research methodology included application of statistical methods to review scientific articles, legislative acts and other documents, study models for evaluating the quality of governance and efficient use of budget funds. Mathematical modeling and forecasting methods were also used to assess aspects of governance and predict the results when changes are made, including building a trend model and determining the forecast values of accrued taxes and mandatory payments for 2024–2026. The conclusions highlight there is a positive correlation between the accrued taxes and mandatory payments to the budget of the Republic of Kazakhstan, and an economic growth and changes in tax legislation. The key factors influencing the quality of governance and efficient use of budget funds were identified. Recommendations were developed to improve the quality assessment system and governance of budget funds in order to increase efficiency and responsibility in financial management. The results of the study can be used by public administration bodies and financial institutions to optimize the governance of budget funds.

Unmanned Aerial Vehicles (UAVs) have gained spotlighted attention in the recent past and has experienced exponential advancements. This research focuses on UAV-based data acquisition and processing to generate highly accurate outputs pertaining to orthomosaic imagery, elevation, surface and terrain models. The study addresses the challenges inherent in the generation and analysis of orthomosaic images, particularly the critical need for correction and enhancement to ensure precise application in fields like detailed mapping and continuous monitoring. To achieve superior image quality and precision, the study applies advanced image processing techniques encompassing Fuzzy Logic and edge-detection techniques. The study emphasizes on the necessity of an approach for countering the loss of information while mapping the UAV deliverables. By offering insights into both the challenges and solutions related to orthomosaic image processing, this research lays the groundwork for future applications that promise to further increase the efficiency and effectiveness of UAV-based methods in geomatics, as well as in broader fields such as engineering and environmental management.

The need for strategic alignment within HR management increased managers' concern about individual behavior and how this behavior was related to the achievement of goals. In public management, effectively managing employees' performance has been necessary since Weber's bureaucratic administration. The individual performance appraisal is the right tool to assess employees' competencies. Thus, we proposed the following research question: Which factors, as pointed out by theory, have the most significant influence on the individual performance appraisal process? The quantitative method was applied to answer this question, developing and testing a scale via EFA and a hypothetical model via SEM-CB. The results indicated a scale with 25 items able to access the main points of the IPA process and a hypothetical model with 7 constructs that indicate the influence on employee engagement. The main finding is the significant influence of feedback on the whole process. The main theoretical contribution was the construction of the MIPAS scale, and the practical contribution was to identify the points where managers should focus on improving the IPA process with their subordinates.