With the rapid increase in electric bicycle (e-bikes) use, the rate of associated traffic accidents has also escalated. Prior studies have extensively examined e-bike riders’ injury risks, yet there is a limited understanding of how their behavior contributes to these accidents. This study aims to explore the relationship between e-bike riders’ risk-taking behaviors and the incidence of traffic accidents, and to propose targeted safety measures based on these insights. Utilizing a mixed-methods approach, this research integrates quantitative data from traffic accident reports and qualitative observations from naturalistic studies. The study employs a binary logistic regression model to analyze risk factors and uses observational data to substantiate the model findings. The analysis reveals that assertive driving behaviors among e-bike riders, such as running red lights and speeding, significantly contribute to the high rate of accidents. Moreover, the lack of protective gear and inadequate safety training are identified as critical factors increasing the risk of severe injuries. The study concludes that comprehensive policy interventions, including stricter enforcement of traffic laws and mandatory safety training for e-bike riders, are essential to mitigate the risks associated with e-bike use. The findings advocate for an integrated approach to urban traffic management that enhances the safety of all road users, particularly vulnerable e-bike riders.
The subject of traditional institutions cannot be undermined in the project of sustainable leadership and good governance in Nigeria given the locus and crucial role of the institution in the past and modern Nigeria. It is incontrovertible that traditional and aboriginal values are held highly with reverence and respect in virtually all parts of Nigeria. To discountenance their relevance will be too costly in any leadership-cum-governance discourse. Towns, villages and cities were duly recognized and protected as the harbingers of culture, mores, norms and values. The contemporary government structure in Nigeria duly recognizes the importance of traditional institutions by having a Commission for Local Government (LG) and Chieftaincy Affairs at all State levels. Moreover, 5% of allocations to LGs go statutorily to the tradition institution in the State. Hitherto, the recklessness and abuse of the native authority system of local government administration in the 1950s–60s had led to the moderation and reforms of the system, which has continued to affect traditional institutions to date. To this end, the paper argues that traditional institutions hold so much values and cohesive practices as well as socially integrative potentials for nation-building so much that the State can leverage on them for sustainable leadership and overall good governance. The methodology adopted for collecting data for this study is descriptive research method, which relies on primary direct observation (eye-witness) account and relevant secondary materials such as texts, journal articles, official documents and internet materials. The data collected were analyzed and presented using thematic analysis and tables. National and international data already analyzed were found essential to drive home the argument of this study. The outcome of the paper provides useful information on how traditional institutions serve as a veritable platform for sustainable leadership and good governance in Nigeria. The paper concluded that traditional institutions, with its rich culture, values and practices, possess sufficient merits to propel the country towards sustainable leadership that would concomitantly induce economic, technological and political growth in Nigeria.
Community policing has emerged as a vital instrument for combatting crime and enhancing public safety in South Africa. As a result, it has the capacity to go beyond traditional law enforcement functions as a mediator in disputes, fostering improved relationships between the police and the communities where they work. This paper analyses the implementation of community policing strategies by the South African police with the purpose of resolving conflicts. This study aims to address social crime prevention-related concerns through community policing methods in the Galeshewe police area within the Francis Baard policing regions of the Sol Plaatje Municipality, South Africa. The paper examines the tactics that community police employ to enforce the law, avoid social issues, and manage conflict resolution in the communities. A qualitative method and descriptive design were employed. Comprehensive document analysis, semi-structured interviews, and observations were employed as data collection strategies. An inductive reasoning model was used to analysis data. The findings of the study demonstrated that community policing plays an important role in optimizing problem mapping and it increases public knowledge of the importance of upholding security and order in the different police operations that support the community policing program.
This research investigates the determinants of digital transformation among Vietnamese logistics service providers (LSPs). Employing the Technological-Organizational-Environmental framework and Resource Fit theory, the study identifies key factors influencing this process across different three stages: digitization, digitalization, digital transformation. Data from in-depth interviews with industry experts and a survey of 390 LSPs were analyzed using covariance-based structural equation modeling (CB-SEM). The findings reveal that the factors influencing the digital transformation of Vietnamese LSPs evolve across different stages. In the initial phase, information technology infrastructure, financial resources, employee capabilities, external pressures, and support services are key determinants. As digitalization progresses, leadership emerges as a crucial factor alongside the existing ones. In the final stage, the impact of these factors persists, with leadership and employee capabilities becoming increasingly important.
The Malaysian government’s heightened focus on Technical and Vocational Education and Training (TVET) reflects a strategic move towards economic and social development, particularly in addressing youth unemployment. Recognizing the potential of TVET to contribute to these goals, there is a specific emphasis on enhancing the marketability of women in the workforce from the current 62 percent to an ambitious 95 percent. However, a notable gender gap persists in entrepreneurial pursuits within the TVET sector in Malaysia, with female representation lagging. To bridge this gap, this study aims to construct a comprehensive framework that nurtures future-ready female TVETpreneur talent. This initiative aligns with the Malaysian Higher Education Blueprint, 2021–2025, i.e., fostering a diverse and innovative workforce. An extensive literature survey was conducted to identify the factors influencing female TVET students’ entrepreneurial intention. The literature revealed that social psychological and organizational approaches are commonly used to explore and analyze the relationship between the influence of female TVET students’ talents and behavior, their exposure to entrepreneurship, mentorship and support programs, role models in TVET, curriculum design, and access to resources. A comprehensive theoretical framework was developed based on these findings, which offers significant insights related to enhancing TVET opportunities for women and advancing Malaysia’s economic and social development goals in a sustainable way.
In Ghana, youth unemployment remains significant challenges, with technical and vocational education and training (TVET) emerging as a potential solution to equip young people with practical skills for the job market. However, the uptake of TVET programmes among Ghanaian youth remains low, particularly among females. This study therefore explores the determinants that influence TVET choices among Ghanaian youth, with the goal of informing policy development to enhance participation in vocational education. Applying an enhanced multinomial logistic regression (MLR) model, this research examines the influence of socio-economic, demographic, and attitudinal factors on career decisions. The enhanced model accounts for class imbalances in the dataset and improves classification accuracy, making it a robust tool for understanding the drivers behind TVET choices. A sample of 1600 Ghanaian youth engaged in vocational careers was used, ensuring diverse representation of the population. Key findings reveal that males are approximately three times more likely to choose TVET programs than females, despite females making up 50.13% of Ghana’s population. Specific determinants influencing TVET choices include financial constraints, parental influence, peer influence, teacher influence, self-motivation, and vocational limitations. In regions with limited vocational options, youth often pursue careers based on availability rather than preference, which highlights a gap in vocational opportunities. Parental and teacher influences were found to play a dominant role in steering youth towards specific careers. The study concludes with recommendations for policymakers, instructors, and stakeholders to increase the accessibility, relevance, and quality of TVET programmes to meet the socio-economic needs of Ghanaian youth.
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.
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