The article investigates trade flows between the Shanghai Cooperation Organization (SCO) member-states and Belarus before the upcoming Belarus’ joining the organization. The export flows of the countries are modeled using a power function based on the time data. The results of the qualitative and quantitative analysis of foreign trade between the organization and the Republic of Belarus are presented, as well as the quantitative forecast of the prospects open to Belarus in connection with its joining the organization based on three original scenarios using econometric models. The results of the study show that Belarus has certain promising sectors of foreign economic activity, which can contribute to an increase in income from trade. It was found that the integration of the country will have a positive effect on increasing the volume of trade turnover with the participating countries, while in order to maintain sustainable economic growth of the country, domestic development of production should remain a priority, as evidenced by the obtained parameter estimates for the factors. An assessment of potential economic effects can be used to make a decision on whether a country should join an international organization. In particular, based on the assessments in our study in trade with Russia the expected increase in Belarus exports upon joining the Shanghai Cooperation Organization will constitute an increase of nearly 5%, exports to Kazakhstan are expected to increase by almost 75%, and to India and China by almost 90%. In the context of reshaping of international associations and organizations, the problems and issues raised in the study become even more relevant.

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

The food and beverage sector played a big part in contributing to the economic growth in Malaysia hence there was a major increase in the numbers of restaurants opening up for businesses. This study therefore examines factors with the aims of ensuring a sustainable development in full-service restaurants in West Malaysia. The results of this study have made a substantial contribution to restaurant owner’s’ comprehension of the fundamental components that underlie customer satisfaction and loyalty. By examining the moderating effect of the customer’s gender in full-service restaurants in West Malaysia, the objective of this study was to ascertain the relationships between the three variables (quality of the food served at the restaurant, service quality, and environment), as well as the degree to which each attribute was able to relate to diner satisfaction. The underpinning theory for this study was the Theory of Planned Behavior (TPB). Quantitative methods according to descriptive research and convenience sample strategy were utilized in this cross-sectional study. Questionnaires were distributed to 264 respondents through various online platforms such as WhatsApp, Telegram, Facebook, and email. Data collection was evaluated using the Statistical Program for Social Sciences (SPSS) version 27. In order to examine the connection between the three factors and diner’s satisfaction, various tests such as the multiple regression analysis, One-way ANOVA and Beta Coefficient test were carried out. The findings gave current restaurant owners and potential restaurant owners an overview of the different attributes influencing diner’s satisfaction at full-service restaurants in West Malaysia and also the extent of the moderating effect of diner’s gender had on each attribute. The outcome of this paper is expected to provide a sustainable growth in this industry.

Luxembourg institutions have the opportunity to reconcile environmental goals with financial stability by implementing Green Fintech solutions, as the banking sector increasingly recognizes the importance of sustainability. This study employs a quantitative approach and analyzes data collected from 150 participants working in the banking industry of Luxembourg. The research aims to assess the consequences of adopting Green Fintech on sustainable development. Banking institutions can boost their financial resilience and mitigate climate-related risks by adopting Green Fintech, which improves their sustainability. The paper emphasizes the importance of Green Fintech in the Luxembourg banking sector for advancing sustainable development goals. To effectively address the increasingly complex environmental concerns, it is crucial to embrace innovative Fintechs.

Urban planning is critical to managing rapid urban growth, particularly in African regions experiencing high urbanization rates. This study focuses on Bol, Lake Chad Province, a city facing significant challenges due to inadequate planning frameworks compounded by recurrent humanitarian and climate crises. It fills an empirical gap by analyzing how local planning mechanisms respond to these socio-environmental complexities, with a focus on the interplay between institutional structures, legislative frameworks, and resource allocation. The study assesses urban planning practices in Bol to identify challenges and opportunities, with the aim of improving institutional effectiveness, aligning policies with realities, and integrating climate resilience strategies. Using a qualitative methodology, it combines field surveys, stakeholder interviews, and document analysis, using SWOT (Strengths, Weaknesses, Opportunities, Threats) and PESTEL (Political, Economic, Sociocultural, Technological, Environmental, Legal) frameworks for data analysis. The findings reveal that ineffective institutions, poor inter-sectoral coordination, outdated legislative frameworks and resource constraints hamper sustainable urban development in Bol. To address these issues, the study proposes to strengthen local institutional capacities, foster stakeholder collaboration, and modernize urban planning policies through participatory approaches. The study highlights the need to integrate resilience strategies into urban settings to mitigate climate change impacts and improve governance. These measures not only address immediate challenges, but also advance urban planning theory and provide a basis for future research on adaptation strategies in crisis-prone regions. This study offers practical insights for policy makers and contributes to developing more sustainable and resilient urban planning systems in similar contexts.

This paper aims to explore how developing countries like Indonesia have an approach to managing talent to enhance career development using an application system. The application of talent management in the career development of civil servants in Indonesia includes planning, implementing, monitoring, and evaluating career development. Talent management is essential for the government sector and can help improve employee quality, organizational performance, and the achievement of human potential. This research aims to examine the application of talent management in organizations and develop a state civil apparatus information system (SI-ASN) to support the career development process of civil servants. The research methods used include library research and field research, including interviews with competent officials in West Java Province as primary data. The qualitative data was collected in 2022–2023. The results of this study show that the application of talent management for civil servants in Indonesia is considered appropriate, as it directs employees to positions that are in line with their qualifications, competencies and performance. However, it requires an improvement in the methods used, particularly for competency tests, which may be conducted with new methods that are more efficient in terms of budget and time. The study concluded that the application of talent management in the career development of civil servants in Indonesia has a positive impact on the quality of leaders and organizations because it ensures that the appointed leaders are the most competent ones in the field and shows the importance of talent management in succession planning and the career development of civil servants.