The smallest administrative unit of the sixth national census-township (town) is selected as the basic unit, the population spatial distribution characteristics at the township (town) level in karst mountainous areas of northwest Guangxi are analyzed by using Lorenz curve and spatial correlation analysis method, and the influence intensity of natural factors on regional population spatial distribution is detected by using geographic detector method. The results show that: 1. the spatial distribution of population at the township (town) level has the characteristics of imbalance, showing generally significant positive correlation and certain aggregation; 2. There are significant differences in the impact of the spatial distribution of various natural factors on the population distribution. For the towns without karst distribution in the northwest and central south of the study area, the population density increases with the increase of factors conducive to human residence, but the average population density is only 79 people/km². In the towns with karst distribution in the East and south, the spatial distribution of population density and natural factors is not a simple increase or decrease relationship, but fluctuates with the change of karst distribution area. 3. The factor detection results of the geographic detector show that the altitude has the greatest impact on the spatial distribution of population. The interactive detection results show that the impact intensity of any two natural factors after superposition and interaction presents nonlinear enhancement and two factor enhancement. It can be seen that the karst mountain area in northwest Guangxi is similar to other areas. Altitude is one of the main factors affecting the spatial distribution of population, but the river network density and unique geological landform of karst mountain area have a strong catalytic effect on the spatial distribution of population. The superposition and interaction with other factors can further strengthen the impact on population distribution.

This paper explores diverse conceptualizations of leadership, emphasizing its profound impact on individuals and organizations. Leadership's influence on followers' daily lives, necessitating adaptation to modern complexities. Various theories offer distinct perspectives: distributed leadership emphasizes shared expertise. While charismatic leadership focuses on vision alignment. Authentic leadership promotes ethical climates, while Emotional Intelligence theory emphasizes emotional competencies. Ethical leadership underscores moral conduct. Five Domains Leadership highlights talent management and strategy execution, while Leadership Transition Theory discusses dynamic changes. Other theories include direct/indirect leadership, entrepreneurial leadership, and leader-member exchange. Participative leadership explores decision-making styles, and situational leadership aligns styles with follower maturity. Trait and behavioral theories focus on inherent traits and learned behaviours. This review underscores leadership's complexity, offering insights into its diverse conceptualizations and practical implications across contexts.

Effective small and medium enterprise (SME) leadership demands creative solutions to ensure organisations survive and thrive during the turbulent times that COVID-19 continues to bring. This paper explores how SME leaders (in micro and small organisations) prioritise and access the skills and development needed to provide effective and sustainable leadership to organisations, focusing on the role of resilience and the benefits it provides. Participants were selected through purposive and snowballing sampling. Online surveys and semi-structured interviews were conducted and provided qualitative data that contributes to an understanding of the role of resilience and the view of participants as to what is needed to effectively respond to a dynamic environment. Evidence shows that SME leaders prioritise learning and development opportunities that provide demonstrable benefits throughout the organisation. Building business resilience remains a fuzzy concept; however, viewing resilience as a multi-level construct offers benefits when designing and delivering development opportunities. It has been found that networking, partnerships, and relationship building promote resilience and may offer a solution to how to embed resilience building into development opportunities that SME leaders value and wish to engage with. This article contributes by illustrating and exploring leadership development within SMEs during a period of unexpected and untested uncertainty. The pandemic caused major shock waves within business communities, and SMEs were significantly affected. The research is limited in that it is expected to be a once-in-a lifetime event, and as such conditions may not be replicable, learning opportunities for other ‘shock’ events are possible. The findings of this paper have relevance to practice in that, while the event may be one-off, shocks to the business environment are not.

Military leadership is currently an extremely popular and important aspect of managing human resources in difficult, changeable, and unpredictable conditions. The solutions used in modernly managed, well-organized, subsidized, and ethically militarized systems become a point of reference and a model for organizations that encounter perturbations in the management of the organization’s human resources. The most important of them are certainly the sense of trust of subordinates in their superiors and the leaders’ responsibility for the level of staff development. The aim of the research undertaken was to verify the thesis that can be formulated in this affirmative sentence: “A modern commander should be honorable, self-confident, and have the ability to influence his subordinates and shape friendly interpersonal contacts in the group he reports.” The literature search in the field of leadership and questionnaire research were aimed at answering the main research question: “What mental properties and behavioural features should characterize a responsible leader in military organizations?”. The work uses the diagnostic survey method, and the interview was conducted using a multi-factor survey questionnaire on a 30-person study group consisting of professional soldiers aged 25–40. The adopted age range of the study group corresponds to the period of active military service, from the age of graduation to the year of termination of active military service. The Multifactor Leadership Questionnaire is composed of two scales, creating a total of 37 randomly ordered statements in the form of single-choice questions. To analyze the distribution of answers, ranks were used to assess the degree of their compliance with the respondents’ beliefs. Based on the conclusions from the conducted research, we have grounds to believe that professional soldiers expect their leader to be helpful to their subordinates and to ensure that the soldiers are motivated to act and perform their tasks. An important behavior that is expected from the commander is the desire to have a common mission in achieving the goal. Based on the research results, it was found that an undesirable feature is the inconsistency of commanders when pointing out the mistakes of their subordinates, who do not devote interest and time to learning how to avoid mistakes and to improve the competence of their subordinates.

Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.

Nigeria plays important roles in the overall socio-economic development of the entire African continent, including entrepreneurial activities. There is a less focus on the immersion of women and youths in playing participatory roles in digital entrepreneurship and digital technology innovation in order to boost the economic growth of the country. The primary objective of this study is to explore women and youths’ immersion, specifically in connection with digital entrepreneurship and digital technology innovation, for the purpose of fostering the growth of the economy. The methodology employed in this study is Critical Content Analysis (CCA) of cursory literature as an integral part of the qualitative method. The literature was sourced through different databases, such as library sources, journals, and the core collection of Web of Science (WOS), and the collections of studies used for analysis were between 2018 and 2023. The results demonstrated that small and medium enterprises (SMEs) play significant roles in digital entrepreneurship activities in the country. In addition, there are various entrepreneurship programmes in the country, such as the Youth Entrepreneurship Development Programme (YEDP), and there is awareness of the effectiveness and efficiency of digital entrepreneurship. In addition, the result further established that the use of digital technology is an important innovation for the success of digital entrepreneurship in the country. The study further indicated that five factors of women and youths’ immersion in entrepreneurship (perception and opportunities, business performance, digital adoption, skill acquisition, and enabling environment) can boost the growth of the economy in the country. In conclusion, the knowledge and skills of entrepreneurs are major drivers of wealth and job creations, with women and youths playing an active role in the overall entrepreneurship programmes. It is suggested that the stakeholders and actors in entrepreneurship should collaborate to foster the participation of women and youths in entrepreneurship programmes in the country.