Adolescent childbearing is a crucial problem challenging policymakers in sub-Saharan African countries. The objective of this study is to show how teenage pregnancy and motherhood is related to social determinants like place of residence, education level and wealth quintiles, and consequently to suggest pragmatic actions susceptible to control the burden of teenage pregnancy. Disaggregated data were analyzed using data covering the decade 2012–2022 and provided by Demographic Health Surveys. In each country considered, the index of dissimilarity (ID) was computed to illustrate the variation of teenage pregnancy and motherhood according to the level of education, the rural-urban residence and the income quintiles. Recent statistics were also used for a comparison between countries. This study showed that childbearing affected 22.7% of African adolescents (15–19 years). However, the rate of adolescent childbearing varied from 40.4% in Nigeria to 5.2% in Ruanda. Moreover, huge differences were found in each country. Teenage girls living in rural areas, illiterate or with low level of education and suffering from poverty are more likely to be early married and to be exposed to pregnancy. The rate of adolescent childbearing is higher in Sub-Saharan African countries compared with countries from Latin America and World Health Organization Eastern Mediterranean. Most of the 31 countries considered in this study suffer from high rate of adolescent childbearing and large iniquities by place of residence and/or education level and/or wealth quintiles. Consequently, policymakers should adopt urgent and efficient strategies to reduce (and ideally to end) early marriage and teenage pregnancy by developing a policy that targets disadvantaged girls living in remote areas, having low or no decent income and suffering from illiteracy or low level of education.

This research aimed to investigate the role of humanizing leadership in enhancing the effectiveness of change management strategies within organizations. Specifically, it focused on how humanizing leadership influences change outcomes and the extent to which organizational culture moderates this relationship. The study addressed critical questions regarding the impact of leadership behaviors, such as model vulnerability, emotional intelligence, open communication, and psychological safety on effective change management and employee performance. A quantitative approach was employed to provide a comprehensive analysis of the phenomena. Quantitative data were collected from a sample of 325 employees through surveys that measured perceptions of Humanizing leadership behaviors, organizational culture, and change outcomes. Data was analyzed by IBM SPSS 26.0. The findings revealed that humanizing leadership behaviors significantly enhances the success of change initiatives, primarily through improved employee engagement and reduced resistance. Organizational culture was found to play a moderating role, amplifying the positive effects of empathetic and inclusive leadership practices. The study provides actionable recommendations for organizational leaders and managers to foster a culture that supports humanizing leadership. By adopting leadership strategies that emphasize vulnerability, empathy, and inclusivity, organizations can enhance their adaptability and resilience against the backdrop of continuous change. These findings are particularly valuable for enhancing managerial practices and informing policy within corporate settings.

The objectives of this qualitative research are to study problems and factors promoting success in the career path of government officials in the Ministry of Higher Education, Science, Research, and Innovation (MHESI) in Thailand. The study also finds out career path model to opinions between executives and government officials. This qualitative employed in-depth interview and focus group discussion with executives, academics, and civil servants. It found that the problem was the planning and management of career path due to lacking of standard pattern. Also, it found that the model of career path provides practitioners with career advancement opportunities and job titles from the very beginning to the very top where they can advance and can plan their career progression. The model also provides an opportunity to explore officers’ competencies, aptitudes, and interests that are appropriate for any type of work in the organization and able to prepare them to perform the job, which will affect the success of civil servants’ work and human resource management to create career path and develop oneself to be able to compete for academic and professional excellence, as well as prepare the government officers for appropriate positions in the future.

Molan, an intangible cultural heritage of the Zhuang nationality in China, faces a crisis due to traditional communication and inheritance models. In the digital era, leveraging advanced digital technology is crucial for revitalizing this ancient heritage. From a communication theory perspective, this paper uses field investigation and applies the classic 5W communication model by Lasswell to deeply analyze the crisis facing Molan culture. Integrating the media evolution theory of Levinson, it explores the benefits and methodologies of digital dissemination for ancient intangible cultural heritage and proposes a digital communication model. The paper emphasizes adopting the PGC (Professional Generated Content) + UGC (User Generated Content) production model and strictly adhering to the “Content is King” principle. It advocates for models such as “Social Media + Molan,” “Short Video + Molan,” and “Algorithm + Molan” to enhance communication effectiveness. These viewpoints aim to revitalize and preserve Molan culture in the digital age.

This study aims to determine the extent to which talent identification is implemented in talent management. A Systematic Literature Review (SLR) was conducted to summarize the application of talent identification in the last six years. Researchers use Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) to process scientific articles. The literature reveals that while topics related to talent management garner significant attention, research on talent identification within talent management remains relatively scarce despite a gradual increase each year. We compared documents indexed by Scopus Q1 and Q2. The results show that the United States accounted for a significant portion of research on talent identification, representing 16% of the total existing research. Researchers have conducted extensive studies on the medical and pharmaceutical sectors, public services, tourism, and hospitality. The number of citations varied greatly from 1 to 93, with a median value of 20. These studies have also used various research methods with different theoretical bases and produced different analyses. This finding enriches the perspective of talent identification.

Understanding the factors that influence early science achievement is crucial for developing effective educational policies and ensuring equity within the education system. Despite its importance, research on the patterns of young children achieving science learning milestones and the factors that can reduce disparities between students with and without disabilities remains limited. This study analyzes data from the Early Childhood Longitudinal Study of Kindergarten Cohort 2011 (ECLS-K: 2011), which includes 18,174 children from 1328 schools across the United States, selected through a complex sampling process and spanning kindergarten to 5th grade. Utilizing survival analysis, the study finds that children with disabilities achieve science milestones later than their peers without disabilities, with these disparities persisting from early grades. The research highlights the effectiveness of center-based programs in enhancing science learning, particularly in narrowing the achievement gap between children with and without disabilities. These findings contribute to the broader discourse on equity in the education system and policy by introducing novel methodologies for assessing the frequency and duration of science learning milestones, and by providing insights into effective strategies that support equitable science education.

The purpose of the study was to examine the role of personalization in motivating senior citizens to use AI driven fitness apps. Vroom’s expectancy theory of motivation was applied to examine the motivation of senior citizens. The responses from participants were collected through structured interviews. The participants belonged to South Asian origin belonging to India, Bangladesh, Nepal and Bhutan. The authors adopted a content analysis approach where the gathered interview responses were coded in the context of elements of Vroom’s theory. The findings of the study indicated that a highly personalized approach in the context of motivation, expectancy, instrumentality and valence will motivate senior citizens to use AI based fitness apps. The study contributes to the personalization of AI fitness apps for senior citizens.

In the fast-paced modern society, enhancing employees’ professional qualities through training has become crucial for enterprise development. However, training satisfaction remains under-studied, particularly in specialized sectors such as the coal industry. Purpose: This study aims to investigate the impact of personal characteristics, organizational characteristics, and training design on training satisfaction, utilizing Baldwin and Ford’s transfer of training model as the theoretical framework. The study identifies how these factors influence training satisfaction and provides actionable insights for improving training effectiveness in China’s coal industry. Design/Methodology/Approach: A cross-sectional design that allowed the study to capture data at one point in time from a large sample of employees was employed to conduct an online survey involving 251 employees from the Huaibei Mining Group in Anhui Province, China. The survey was administered over three months, capturing a diverse sample with nearly equal gender distribution (51% male, 49% female) and a majority aged between 21 and 40. The participants represented various educational backgrounds, with 52.19% holding an undergraduate degree and most occupying entry-level positions (74.9%), providing a broad workforce representation. Findings: The research indicated that personal traits were the chief predictor of training satisfaction, showing a beta coefficient of 0.585 (95% CI: [0.423, 0.747]). Linear regression modeling indicates that training satisfaction is strongly related to organizational attributes (β = 0.276 with a confidence interval of 95% [0.109, 0.443]). In contrast, training design did not appear to be a strong predictor (β = 0.094, 95% CI: [−0.012, 0.200]). Employee training satisfaction was the principal outcome measure, measured with a 5-point Likert scale. The independent variables covered personal characteristics, organizational characteristics, and training design, all measured through validated items taken from former research. The consistency of the questionnaire from the inside was strong, as Cronbach’s alpha values stood between 0.891 and 0.936. We completed statistical testing using SPSS 27.0, complemented by multiple linear regression, to study the interactions between the variables. Practical implications: This research contributes to the literature by emphasizing the necessity for context-specific training approaches within the coal industry. It highlights the importance of considering personal and organizational characteristics when designing training programs to enhance employee satisfaction. The study suggests further exploration of the multifaceted factors influencing training satisfaction, reinforcing the relevance of Baldwin and Ford’s theoretical model in understanding training effectiveness. Ultimately, the findings provide valuable insights for organizations seeking to improve training outcomes and foster a more engaged workforce. Conclusion: The study concluded that personal and organizational characteristics significantly impact employee training satisfaction in the coal industry, with personal characteristics being the strongest predictor. The beta coefficient for personal characteristics was 0.585, indicating a strong positive relationship. Organizational characteristics also had a positive effect, with a beta coefficient of 0.276. However, training design did not show a significant impact on training satisfaction. These findings highlight the need for coal companies to focus on personal and organizational factors when designing training programs to enhance satisfaction and improve training outcomes.