Industry 4.0 is revolutionizing businesses’ operations and relationships with the communities to which they cater. The widespread use of computing and network programs compels firms to digitize their operations and offer novel goods, solutions, and business for practice. Universities appear to be slow to adapt to the changes in the education sector. This study suggests using consolidated digital transformation sources to evaluate the level of ability that universities have achieved in the implementation of digital procedures and to compare it to that of other business sectors across all cities and provinces in Vietnam. The text outlines specific factors that universities should consider when implementing the model. Although the objective with the expectation of education from digital transformation is high, compare it with other industries. And the scores achieved in structural agility and create of benefit for the transformative goals are 3.4, but the score of benefit of technologies is 3.0 lower than. Additionally, the organizational component’s scores were primarily focused on leadership and culture, digital strategy, market digitalization, dynamic and digital capabilities, and strengthened logistics within each industry during the digital transformation. Our findings indicate that universities lag behind other industries, perhaps as a consequence of inadequate leadership and cultural shifts. This is exacerbated by a lack of innovation and inadequate financial assistance.

Analysing external factors with a design-thinking approach is crucial for adaptation, identifying opportunities, and mitigating risks in native digital enterprises. This research introduces a framework rooted in design principles and future scenarios for external analysis, with the aim of meeting current market needs. The study employs a mixed qualitative-quantitative research approach, incorporating methods such as literature review, workshops, and surveys. These methods enable the collection and analysis of both qualitative and quantitative data, providing a comprehensive and accurate understanding of the research topic by using it in a DNVB case study. Developing a conceptual framework using a design-thinking approach which we call ASPECT contributes to a comprehensive interpretation of complexity, intertwining collective and individual factors. This reduces the risk of overlooking essential elements when making strategic decisions in ambiguous, uncertain, and volatile contexts. This method contrasts with traditional external analysis frameworks like CAME, Pestle, and SWOT. The document aims to contribute to the literature by exploring new models of external analysis based on the design process. This framework combines the conventional stages of a design thinking process with methodologies for future scenarios to identify relevant external factors for organizations. It provides an innovative conceptual framework for creating new business models and growth strategies for digital enterprises.

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.

The rapid advancement of artificial intelligence (AI) technology is profoundly transforming the information ecosystem, reshaping the ways in which information is produced, distributed, and consumed. This study explores the impact of AI on the information environment, examining the challenges and opportunities for sustainable development in the age of AI. The research is motivated by the need to address the growing concerns about the reliability and sustainability of the information ecosystem in the face of AI-driven changes. Through a comprehensive analysis of the current AI landscape, including a review of existing literature and case studies, the study diagnoses the social implications of AI-driven changes in information ecosystems. The findings reveal a complex interplay between technological innovation and social responsibility, highlighting the need for collaborative governance strategies to navigate the tensions between the benefits and risks of AI. The study contributes to the growing discourse on AI governance by proposing a multi-stakeholder framework that emphasizes the importance of inclusive participation, transparency, and accountability in shaping the future of information. The research offers actionable insights for policymakers, industry leaders, and civil society organizations seeking to foster a trustworthy and inclusive information environment in the era of AI, while harnessing the potential of AI-driven innovations for sustainable development.

Disaster Risk Management benefits from innovative techniques including AI and Multi Sensor Fusion. The Firefguard Approach uses such technologies to improve the Wildfire Management works in Saxony, Eastern Germany by supporting standing efforts in Early Warning, Disaster Response and Monitoring. Unmanned Aerial Systems (UAS) play a vital role in providing real-time information via a 5G network to a central information management system that delivers geospatial information to response teams. This study highlights the potential of combining UAS, AI, geospatial solutions and existing data for real-time wildfire monitoring and risk assessment systems.