Vietnam’s economic evolution presents a compelling case of transformative growth driven by its distinctive historical, cultural, and policy landscapes. Since the watershed Đổi Mới reforms of 1986, the country has navigated the complexities of market liberalization, socialist principles, and international integration, achieving remarkable development while preserving its economic sovereignty. Through a mixed-methods approach, this study delves into the impacts of Đổi Mới, assessing the successes and ongoing challenges in Vietnam’s economic restructuring. Results indicate a remarkable shift in GDP contribution from agriculture to industry and services, with a burgeoning private sector and enhanced international trade and investment. However, challenges in achieving equitable growth, inclusive development, and environmental sustainability remain salient amid global economic shifts. Vietnam’s experience underscores the critical need for targeted reforms in workforce development, economic diversity, infrastructural enhancement, environmental stewardship, and regulatory and financial governance. Vietnam’s proactive stance on economic autonomy and global participation highlights the importance of a nuanced approach in navigating the changing international landscape. In summary, Vietnam’s journey through economic structural reform provides a unique perspective on navigating development within a socialist-oriented market framework, serving as a distinctive exemplar for similar emerging economies contending with the vibrant currents of globalization.

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

 This study explores the primary drivers influencing sustainable project management (SPM) practices in the construction industry. This research study seeks to determine whether firms are primarily motivated by external pressures or internal values when embracing SPM practices. In doing so, this study contributes to the ongoing discourse on SPM drivers by considering coercive pressures (CP), ethical responsibility (ER), and green transformational leadership (GTL) as critical enablers facilitating a firm’s adoption of SPM practices. Based on data from 196 project management practitioners in Pakistan, structural equation modeling (PLS-SEM) was employed to test the hypothesized relationships. Results highlight that CP influences the management of sustainability practices in construction projects, signifying firms’ concern for securing legitimacy from various institutional actors. As an ‘intrinsic value’, ER emerges as a significant motivator for ecological stewardship, driven by a genuine commitment to promoting sustainable development. This study also unveils the significant moderating effect of GTL on the association among CP, ER, and SPM. Lastly, the results of IMPA reveal that ER slightly performs better than CP as it helps firms internalize the essence of sustainability. This research study expands our understanding of SPM drivers in construction projects by exploring the differential impact of external pressures and the firm’s intrinsic values. These findings provide valuable insights for policymakers and practitioners, aiding them in promoting SPM to attain sustainable development goals.

Organizational commitment (EOC) and employee loyalty are two critical constructs that contribute to organizational success. Understanding the intricate relationship between these factors is essential for organizations seeking to cultivate a loyal and committed workforce. This study delves into the mediating effect of EOC on employee loyalty, examining the mechanisms through which organizational culture fosters a loyal workforce. To investigate the mediating role of EOC, a sample of 300 employees from the Indonesian Port Corporation was surveyed. Path analysis, a statistical technique that assesses the strength and direction of relationships between multiple variables, was employed to test the study’s hypothesis. The findings revealed a strong association between organizational culture, EOC, and employee loyalty. Organizational culture dimensions, particularly teamwork, respect for individuals, stability, attention to detail, and outcome orientation, were positively related to EOC and employee loyalty. Furthermore, EOC was found to mediate the relationship between organizational culture and employee loyalty, indicating that EOC plays a crucial role in shaping employee loyalty within a supportive organizational culture context. These findings underscore the importance of fostering EOC to enhance employee loyalty and organizational success. Organizations seeking to cultivate a loyal workforce should create a supportive organizational culture that promotes teamwork, respect for individuals, stability, attention to detail, and outcome orientation. By nurturing these cultural traits, organizations can foster a strong sense of EOC among their employees, increasing employee loyalty, productivity, and organizational growth.

A panel data analysis of nonlinear government expenditure and income inequality dynamics in a macroprudential policy regime was conducted on a panel of 15 emerging countries from 1985–2019, where there had been a non-prudential regime from 1985–1999 and a prudential regime from 2000–2019. The paper explored the validity of the nonlinearity between government expenditure and income inequality in the macroprudential policy regime as well as the threshold level at which excessive spending reduces income inequality using the Bayesian spatial lag panel smooth transition regression (BSPSTR) and fix effect models. The BSPSTR model was adopted due to its ability to address the problems of heterogeneity, endogeneity, and cross-section correlation in a nonlinear framework. Moreover, as the transition variable often varies across time and space, the effect of the independent variables can also be time- and space-varying. The results reveal evidence of a nonlinear effect between government spending and income inequality, where the minimum level of government spending is found to be 29.89 percent of GDP, above which expenditure reduces inequality in emerging countries. The findings confirmed an inverted U-shaped relationship. The focal policy recommendation is that fiscal policy decisions that will reinforce the need for more emphasis on education and public expenditure on education and health, as important tools for improving income inequality, are crucial for these economies. Caution is needed when introducing macroprudential policies, especially at a low level of government expenditure.

Online shopping has eliminated the need to visit physical commercial centres. As a result, trips to these centres have shifted from primarily shopping-motives to leisure, companionship, and dining. The shifting in consumer behaviour is implicated in the growing spatial agglomeration of restaurants/cafes within commercial centres in European cities. Conversely, in southern cities, various casual restaurants/cafes also serve as leisure and companionship hubs. However, their spatial patterns are less explained. This article aims to elucidate the spatial pattern of these diverse restaurants/cafes in a typical southern city, Surabaya City. In this study, we employ the term ‘food services’ to encompass the various types of restaurants/cafes found in southern cities. We gather Points of Interest (POIs) data about food services via web scraping on Google Maps, then map out their spatial distribution across 116 spatial units of Surabaya City. Utilising k-means cluster analysis, we classify these 116 spatial units into six distinct clusters based on the composition of food service variants. Our findings show that City Centres and Sub-City Centres are locations for different types of restaurants/cafes. The City Centre is typically a location for fine dining restaurants and cafes, whereas Sub-City Centres are locations for fast casual dining and fast food restaurants. Cafes and fast food restaurants are centralised throughout downtown areas. Casual food service restaurants, such as casual style dining, coffee shops, and food stalls, are dispersed along business, residential zones, and periphery areas without intense domination of any specific variant.

This report intends to enhance the reviews on leadership literature by conducting a bibliometric study on 198 publications focused on transformational leadership research. These papers were published in the Scopus database between 1997 and 2023. Employing quantitative bibliometric analysis, the study aims to identify both current and prospective research trajectories pertaining to transformational leadership issues. To the best of our current understanding, there exists no scholarly investigation that examines the bibliographic data pertaining to transformational leadership domains. Therefore, this work represents a distinctive and original contribution to the existing body of literature. This study additionally offers a comprehensive examination of the patterns and paths inside a visual and schematic framework for the investigation of this subject matter. This may facilitate researchers in comprehending the prevailing patterns and prospective avenues for research, so empowering future authors to carry out their investigations with greater efficacy. There exists a number of underexplored themes or subjects pertaining to transformational leadership matters, such as knowledge sharing, leadership styles, digital transformation, innovative work behavior, competitive advantage and digital transformation. This discovery offers useful insights into the heterogeneous nature of this area across multiple disciplines.