Primary reason for interpretation the paper was the creation of a starting position for setting up e-learning in the structures of the executive forces of the Slovak Republic, which absent in the current dynamic environment. Problems with education arose mainly in connection with the global problem of Europe, such as the influence of illegal migrants, and it was necessary to retrain a large number of police officers in a short time. We reflect on the combined model of LMS Moodle and proctored training through MS TEAMS and their active use in practice. We focused on the efficiency in the number of participants in individual trainings and costs per participant according to the field of training. We compared the processed data with the costs of the pilot introduction of analytical organizational unit providing e-learning and interpreted the positive results in the application of e-learning compared to conventional (face-to-face) educational activities. As a basic (reference) comparative indicator, the costs of educational activities of selected organizational unit of state institution represented by own educational organizations and the number of trained employees for the periods in question were chosen. To measure effectiveness, we set financial—cost KPIs. Our findings clearly demonstrated that it is possible to significantly optimize costs when changing the current form of ICT education to e-learning. The implementation of another educational activities form of education, e-learning, within public institutions, according to the results of the analysis, can simplify and at the same time make education processes more efficient in the context of individual subjects of the Ministry of the Interior of the Slovak Republic.

The purpose of this research was to investigate the influence of innovative organizational culture on innovativeness through human resource management and the innovative skills of personnel. The population of this study comprised small and medium enterprises (SMEs) in Thailand from both the manufacturing and service sectors. Purposive sampling was employed to gather information from entrepreneurs, executives, or department managers of SMEs through an online questionnaire distributed via email, obtaining a total of 440 responses. Data were analyzed using descriptive statistics and structural equation models (SEM) for hypothesis testing. The results indicated that SMEs in this context had a moderate level of innovative organizational culture, human resource management, innovative skills, and innovativeness. Moreover, the structural equation model was consistent with the empirical data, revealing that innovative organizational culture has a direct influence on innovativeness. Furthermore, human resource management and the innovative skills of personnel were found to be partial mediators in the relationship between innovative organizational culture and innovativeness. The indirect effect through these two variables was greater than the direct effect. These findings confirmed the relationship between innovative organizational culture, human resource management, innovative skills, and innovativeness among SMEs in Thailand, leading to guidelines for businesses to improve their innovativeness.

This study aims to examine the pathways through which the user experience (UX) of ChatGPT, a representative of generative artificial intelligence, affects user loyalty. Additionally, it seeks to verify whether ChatGPT’s UX varies according to a user’s need for cognition (NFC). This research proposed and examined how ChatGPT’ UX affect user engagement and loyalty and used mediation analysis using PROCESS Macro Model 6 to test the impact of UX on web-based ChatGPT loyalty. Data were collected by an online marketing research company. 200 respondents were selected from a panel of individuals who had used ChatGPT within the previous month. Prior to the survey, the study objective was explained to the respondents, who were instructed to answer questions based on their experiences with ChatGPT during the previous month. The usefulness of ChatGPT was found to have a significant impact on interactivity, engagement, and intention to reuse. Second, it was revealed that evaluations of ChatGPT may vary according to users’ cognitive needs. Users with a high NFC, who seek to solve complex problems and pursue new experiences, perceived ChatGPT’s usefulness, interactivity, engagement, and reuse intentions more positively than those with a lower NFC. These results have several academic implications. First, this study validated the role of the UX in ChatGPT. Second, it validated the role of users’ need for cognition levels in their experience with ChatGPT.

Despite many investigations concerning antecedents of organizational commitment in the workplace, very few studies so far have analyzed the direct or indirect impact of HR change leadership role on organizational commitment via HR attribution. Therefore, given the reciprocal principle of social exchange theory, attribution theory and signal theory, this study formulated hypotheses and a model to test the relationships between included variables by employing the mixed-method approach. In-depth interviews were initially conducted to develop questionnaires to collect quantitative data. Employing PLS-SEM to analyze the data collected from 1058 employees working in 24 sustainable enterprises in Vietnam, the findings show that the degree of adopting HR change leadership role was positive, directly affecting organizational commitment. Also, both well-being and performance HR attribution play partially mediated roles in the relationship. The findings suggest that the organizational commitment depends on not only how the degree of adopting HR change leadership role is executed, but also how employees perceive and interpret the underlying management intent of these practices. In a sustainable context, adopting HR change leadership role plays a critical role in shaping employees’ interpretations of sustainable HR practices and their subsequent attributions. Besides, employees’ belief on why are sustainable HRM practices implemented has an influence on the organizational commitment that in turn contributes to the overall sustainable performance.

Diabetic retinopathy (DR) is a major cause of blindness globally. Effective screening programs are essential to mitigate this burden. This review outlines key principles and practices in implementing DR screening programs, emphasizing the roles of technology, patient education, and healthcare system integration. Our analysis highlights key principles for establishing successful screening initiatives, including the importance of regular screenings, optimal intervals, recommended technologies, and necessary infrastructure. We emphasize the roles of healthcare providers, patients, and policymakers in ensuring the effectiveness of these programs. Our recommendations aim to support the creation of robust policies that mitigate the impact of DR, ultimately improving public health outcomes and reducing the incidence of blindness due to diabetic retinopathy.

Despite being controversial, teacher tenure policies are understudied, particularly in higher education contexts outside the Western world. Using semi-structured interviews with 15 university faculty members, this study explored how tenure systems influence the teaching practices, motivations, and job satisfaction of language teachers in Macau's universities. It was revealed that Macau implemented competitive, “up or out” tenure policies that were based on research output. Faculty were anxious as vague expectations heightened research priorities over teaching quality and student support. Requirements also strained collegial relationships as faculty goals focused on promotion. Veteran professors demonstrated resilience, maintaining intrinsic motivation despite policies. They advocated improving policies by promoting transparency, balancing workloads, accommodating disciplines, and communicating effectively. Using empirical data, this study identifies key policy implications for supporting teacher motivation while balancing inequality constraints. It provides empirical insight into optimizing tenure for teacher engagement and fulfillment.