Business organizations use job advertisements to find and attract the high-quality workforce they need. Skillfully crafted job advertisements not only provide job-related information to job seekers but also help develop a strong employer brand in the employee market. Based on signaling theory and person-environment fit theory, we propose that the content and specificity of information provided in job advertisements influence job advertisement effectiveness through various mechanisms. In a scenario-based experiment on 310 young job seekers, we probed the direct and indirect effects of job advertisement informativeness on job pursuit intentions. Using structural equations modelling and multi-group path analysis, the mediating roles of perceived job appropriateness and ad truthfulness, along with the moderating role of previous employment experience, were examined. By manipulating the information content of a hypothetical job advertisement, we demonstrated that: a) both advertisement informativeness and perceived job appropriateness had positive direct effects on application intentions, while the latter had a greater effect; b) perceived job appropriateness mediated the relationship between advertisement informativeness and job pursuit intentions; c) the indirect (mediated) effect of advertisement informativeness on application intentions was moderated by previous employment experience; d) perceived ad truthfulness did not exert any significant effect on application intentions. These findings imply that HR practitioners should provide specific information in job postings to help candidates, especially those with less work experience, evaluate how well the job suits them and increase their motivation to apply.

The ongoing dissemination of globalization and digitalization may suggest that personal relationships are becoming less crucial in the context of retail banking and financial services. In Hungary, in addition to private banking, which is associated with high income levels, personal banking also plays an important role. The objective of this study is to develop a model that can identify the factors that determine customer satisfaction and their relative importance. Furthermore, the aim is to incorporate gender and age as moderator variables to identify demographic differences in satisfaction. The analysis was conducted via a questionnaire survey in October to November 2023 employing a purposive sampling approach in a university environment, as the respondents are likely to possess the highest level of existing financial knowledge within this population. The 214 valid responses were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) approach, with the objective of contributing to the development of theory in this field of study. The results demonstrate that perception (β = 0.519) and reliability (β = 0.253) collectively explained 51.8% of the variance in satisfaction. Moreover, the results indicate that perception accounts for 49.2% of the variance in reliability, suggesting the existence of an indirect effect on satisfaction. Therefore, the findings suggest that, despite the advent of digital banking, face to face service remains a pertinent concern in Hungary, and financial institutions should prioritize the factors that shape customer satisfaction. The study contributes to the literature and to the development of customer loyalty strategies for banks based on these findings.

In today's highly competitive environment, enterprises strive for competitive advantages by actively responding to changes in the network environment through digital technology. This approach fosters continuous innovation and establishes new paradigms by creating new network structures and relationships. However, research on the relationship and transmission mechanisms between digital technology and innovation performance in dynamic environments is still in its early stages, which does not fully address the demands of current social practice. Therefore, exploring the impact mechanisms of digital technology applications on enterprise innovation performance is an important research area. Based on the dynamic capability theory, this paper utilized SPSS 26.0 and AMOS 24.0 software to conduct an empirical analysis of 490 valid samples from the network perspective, exploring the pathways through which digital technology capability influences enterprise innovation performance. The results indicate that (1) digital technology capability is positively correlated with enterprise innovation performance; (2) digital technology capability is positively correlated with network responsiveness; (3) network responsiveness is positively correlated with enterprise innovation performance; (4) network responsiveness plays a mediating role in the impact of digital technology capability on enterprise innovation performance; (5) environmental dynamism positively moderates the relationship between digital technology capability and enterprise innovation performance. This paper enhances the understanding of how digital technology capability influences enterprise innovation performance in dynamic environments, offering new insights for future research. The results suggest that enterprises should focus on enhancing their digital technology capabilities, optimizing network structures, and strengthening network relationships to drive digital innovation.

Using company size as a moderator, this article examines the MENA region’s gender balance on boards and how it influences capital structure. The study uses the Generalized Method of Moments (GMM) estimate technique to analyze data from a sample of 556 non-financial organizations across 10 MENA countries from 2010 to 2023. The results show that a lower debt ratio is connected with a higher percentage of female board members. Further steps towards debt reduction include increasing the number of independent female board members and decreasing the board’s overall size. The opposite is true for larger enterprises, more profitability, more expansion opportunities, and macroeconomic variables like inflation and GDP growth, which tend to raise the debt ratio. Capital structure decisions in the MENA area are influenced by gender diversity on boards and business characteristics. Therefore, Companies in the MENA area would do well to support initiatives that increase the representation of women on corporate boards. One way to achieve this goal is to establish gender diversity targets or launch programs to increase the number of women serving on boards of directors, particularly in positions of power.

The human factor of production is a significant player in increased organizational productivity. Due to the contemporary competitive work environment, the millennial in front-line jobs is faced with demanding work activities, resulting in challenges to their psychological well-being. Therefore, exploring the connectedness between work-life balance, employee engagement and psychological well-being of the millennial becomes imperative. Research was conducted, using an ex-post facto research design, among 320 purposively selected front-line millennial employees, with a mean age of 32 years. The instrument administered in a Google Form survey contained a 44-item self-report questionnaire, comprising work-life balance, employee engagement with components as vigor, dedication and absorption, and employee well-being. Data analyzed revealed that work-life balance significantly predicted employee well-being, accounting for 25% variance. The dimensions of employee engagement (vigor, dedication and absorption) collectively accounted for 7% variance in employee well-being. The study establishes the fact that to enhance the psychological well-being of Millennials in front-line jobs, organizational management should design the work structures to allow for work-life balance, which will as well increase their work engagement. They can encourage employees to find meaning and purpose in their work (dedication), provide opportunities for skill development and autonomy (vigor), and create an environment that allows employees to fully immerse themselves in their tasks (absorption). These could be implemented through organizational development strategies and work design. However, future research should target additional variables, replicate the study in different contexts and among another population of employees, employ longitudinal data collection methods, and increase sample sizes. Furthermore, measures should be taken to minimize the impact of social desirability and enhance the generalizability of the research.