Search Results (334)

In response to global sustainability challenges and digital transformation, this conceptual paper explores the intersection of Artificial Intelligence (AI), Human Resource Management (HRM), and Circular Economy (CE). Drawing on Resource-Based View, Stakeholder Theory, Institutional Theory, and the Socio-Technical Systems perspective, we propose an integrated framework in which AI and HRM function as complementary enablers of sustainable, circular transformation. The framework identifies enablers (e.g., green HRM, digital infrastructure), barriers (e.g., ethical concerns, skill gaps), and contextual mediators. This study contributes to sustainability and digital innovation literature and suggests practical pathways for ethically aligning workforce and AI capabilities in CE adoption. Full article

Due to globalization, companies are exposed to a culturally diversified workforce; therefore, great emphasis is placed on identifying the most effective leadership style that would be able to manage such a workforce. Although numerous studies have attempted to identify successful leadership styles in different cultural settings, none have focused on the perceptions of top managers who work in multinational corporations (MNCs) in culturally diversified surroundings. Thus, our research attempts to identify the most preferred leadership style and characteristics from the perspective of top managers in MNCs in the United Arab Emirates (UAE). The 13 leadership characteristics analyzed in this study were generated from the 21 characteristics found by Global Leadership and Organizational Behavior Effectiveness (GLOBE) research. The participants, top managers in MNCs, needed to evaluate leadership styles by considering leadership characteristics. To ensure the objectiveness of the study, we analyzed their answers by applying the Fuzzy Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method. The results indicated that the most preferred leadership characteristics were visionary, inspirational, collaborative team-oriented, and performance-oriented. Moreover, the transformational leadership style emerged as the most preferred leadership style. The study’s findings show that top managers believe that employees in MNCs in the UAE seek a leader with a vision who will inspire, motivate, and help them fulfill their true potential. Full article

The escalating climate crisis and global disruptions have prompted a critical re-evaluation of operations management within manufacturing and supply systems. This conceptual article addresses the theoretical and strategic gap in aligning resilience and sustainability by proposing an Integrated Sustainable Operational Strategy (ISOS) framework. Drawing on systems theory, circular economy principles, and sustainability science, the framework synthesizes multiple operational domains—circularity, localization, digital adaptation, and workforce flexibility—across macro (policy), meso (organizational), and micro (process) levels. This study constructs a conceptual model that explains the interdependencies and trade-offs among strategic operational responses in the Anthropocene era. Supported by multi-level logic and a synthesis of domain constructs, the model provides a foundation for empirical investigation and strategic planning. Key propositions for future research are developed, focusing on causal relationships and boundary conditions. The novelty of ISOS lies in its simultaneous integration of three strategic pillars—circularity, localization, and digital resilience—within a unified, multi-scalar architecture that bridges fragmented operational theories. The article advances theory by redefining operational excellence through regenerative logic and adaptive capacity, responding directly to SDG 9 (industry innovation), SDG 12 (responsible consumption and production), and SDG 13 (climate action). This integrative framework offers both theoretical insight and practical guidance for transforming operations into catalysts of sustainable transition. Full article

Introduction: Burnout syndrome, long described as an “occupational phenomenon”, now affects 15–20% of the general workforce and more than 50% of clinicians, teachers, social-care staff and first responders. Its precise nosological standing remains disputed. We conducted a mechanistic review of electroencephalography (EEG) studies to determine whether burnout is accompanied by reproducible brain-function alterations that justify disease-level classification. Methods: Following PRISMA-adapted guidelines, two independent reviewers searched PubMed/MEDLINE, Scopus, Google Scholar, Cochrane Library and reference lists (January 1980–May 2025) using combinations of “burnout,” “EEG”, “electroencephalography” and “event-related potential.” Only English-language clinical investigations were eligible. Eighteen studies (n = 2194 participants) met the inclusion criteria. Data were synthesised across three domains: resting-state spectra/connectivity, event-related potentials (ERPs) and longitudinal change. Results: Resting EEG consistently showed (i) a 0.4–0.6 Hz slowing of individual-alpha frequency, (ii) 20–35% global alpha-power reduction and (iii) fragmentation of high-alpha (11–13 Hz) fronto-parietal coherence, with stage- and sex-dependent modulation. ERP paradigms revealed a distinctive “alarm-heavy/evaluation-poor” profile; enlarged N2 and ERN components signalled hyper-reactive conflict and error detection, whereas P3b, Pe, reward-P3 and late CNV amplitudes were attenuated by 25–50%, indicating depleted evaluative and preparatory resources. Feedback processing showed intact or heightened FRN but blunted FRP, and affective tasks demonstrated threat-biassed P3a latency shifts alongside dampened VPP/EPN to positive cues. These alterations persisted in longitudinal cohorts yet normalised after recovery, supporting trait-plus-state dynamics. The electrophysiological fingerprint differed from major depression (no frontal-alpha asymmetry, opposite connectivity pattern). Conclusions: Across paradigms, burnout exhibits a coherent neurophysiological signature comparable in magnitude to established psychiatric disorders, refuting its current classification as a non-disease. Objective EEG markers can complement symptom scales for earlier diagnosis, treatment monitoring and public-health surveillance. Recognising burnout as a clinical disorder—and funding prevention and care accordingly—is medically justified and economically imperative. Full article

While the explosive growth in e-commerce stresses urban logistics systems, city planners lack of fine-grained data in order to anticipate and manage the resulting freight flows. Using a three-stage analytical approach combining descriptive zonal statistics, hotspot analysis and different regression modeling from univariate to geographically weighted regression, this study integrates one year of parcel deliveries from a leading courier with open spatial layers of land-use zoning, census population, mobile-signal activity and household income to model last-mile demand across different land use types. A baseline linear regression shows that residential population alone accounts for roughly 30% of the variance in annual parcel volumes (2.5–3.0 deliveries per resident) while adding daytime workforce and income increases the prediction accuracy to 39%. In a similar approach where coefficients vary geographically with Geographically Weighted Regression to capture the local heterogeneity achieves a significant raise of the overall R² to 0.54 and surpassing 0.70 in residential and institutional districts. Hot-spot analysis reveals a highly fragmented pattern where fewer than 5% of blocks generate more than 8.5% of all deliveries with no apparent correlation to the broaden land-use classes. Commercial and administrative areas exhibit the greatest intensity (1149 deliveries per ha) yet remain the hardest to explain (global R² = 0.21) underscoring the importance of additional variables such as retail mix, street-network design and tourism flows. Through this approach, the calibrated models can be used to predict city-wide last-mile demand using only public inputs and offers a transferable, privacy-preserving template for evidence-based freight planning. By pinpointing the location and the land uses where demand concentrates, it supports targeted interventions such as micro-depots, locker allocation and dynamic curb-space management towards more sustainable and resilient urban-logistics networks. Full article

In alignment with global educational trends, Australia has adopted a pluralistic approach to initial teacher education (ITE), encompassing traditional university-based programs, employment-integrated models and vocational training routes. This diversification of pathways has emerged as a strategic response to persistent workforce challenges, including chronic shortages, uneven distribution of qualified educators, and limited demographic diversity within the profession. Rather than supplanting conventional ITE models, these alternative pathways serve as complementary options, broadening access and enhancing system responsiveness to evolving societal and educational needs. The rise in non-traditional routes represents a deliberate response to the well-documented global teacher shortage, frequently examined in comparative educational research. Central to their design is a restructuring of traditional program elements, particularly duration and delivery methods, to facilitate more flexible and context-sensitive forms of teacher preparation. Such approaches often create opportunities for individuals who may be excluded from conventional pathways due to socioeconomic constraints, geographic isolation, or non-linear career trajectories. Significantly, the diversity introduced by alternative entry candidates has the potential to enrich school learning environments. These educators often bring a wide range of prior experiences, disciplinary knowledge, and cultural perspectives, contributing to more inclusive and representative teaching practices. The implications for student learning are substantial, particularly in disadvantaged communities where culturally and professionally diverse teachers may enhance engagement and academic outcomes. From a policy perspective, the development of flexible, multifaceted teacher education pathways constitutes a critical component of a sustainable workforce strategy. As demand for qualified teachers intensifies, especially in STEM disciplines and in rural, regional and remote areas, the role of alternative pathways is likely to become increasingly pivotal in achieving broader goals of equity, quality and innovation in teacher preparation. Full article

In the context of Industry 4.0, Total Productive Maintenance (TPM) is undergoing a major shift driven by digital technologies such as the IoT, AI, cloud computing, and Cyber–Physical systems. This study explores how these technologies reshape traditional TPM pillars and practices through a two-phase methodology: bibliometric analysis, which reveals global research trends, key contributors, and emerging themes, and a systematic review, which discusses how core TPM practices are being transformed by advanced technologies. It also identifies key challenges of this transition, including data aggregation, a lack of skills, and resistance. However, despite the growing body of research on digital TPM, a major gap persists: the lack of a standardized model applicable across industries. Existing approaches are often fragmented or too context-specific, limiting scalability. Addressing this gap requires a structured approach that aligns technological advancements with TPM’s foundational principles. Taking a cue from these findings, this article formulates a systematic and scalable framework for TPM 4.0 deployment. The framework is based on four pillars: modular technological architecture, phased deployment, workforce integration, and standardized performance indicators. The ultimate goal is to provide a basis for a universal digital TPM standard that enhances the efficiency, resilience, and efficacy of smart maintenance systems. Full article

Teacher mental health is a growing concern in educational and public health systems worldwide. This meta-analysis systematically examines the relationship between teacher self-efficacy—a core construct in social cognitive theory—and job satisfaction, both considered crucial indicators of occupational well-being. A total of 39 studies involving teachers across 18 countries were analyzed, yielding a significant positive correlation between self-efficacy and job satisfaction (r = 0.41, p < 0.001), with notable heterogeneity (I² = 97%). Subgroup analyses revealed that the relationship was significantly stronger among teachers in high school and post-secondary contexts, and in studies conducted in Southern Hemisphere countries, highlighting the role of contextual and systemic moderators such as educational level and geographic inequality. The findings underscore the need for school- and policy-level interventions that bolster teachers’ self-efficacy through professional development, emotional support, and improved working conditions. Such interventions are essential not only for enhancing job satisfaction and reducing attrition but also for promoting the psychological resilience and well-being of the global teaching workforce. The study provides evidence-based insights into education and health policymakers aiming to support teacher retention and mental health through scalable, targeted initiatives. Full article

This paper investigates how sustainable STEM education is being shaped within the pre-university systems of the 22 Arab countries. By categorizing these systems into four groups based on the Global Knowledge Index and two analytical tracks, this study examines in detail the factors that enable—or hinder—the development of long-term, sustainability-oriented competencies in science, technology, engineering, and mathematics. Beyond pedagogical dimensions, this study emphasizes STEM education as a strategic tool for achieving national sustainable development goals (SDGs), promoting workforce readiness, and informing education policy reform. The analysis highlights the policy efforts, systemic limitations, and the need for localized strategies to integrate sustainability into the STEM curricula and teacher training. It is structured in six sections: (1) an introduction to STEM and sustainability concepts, the Global Knowledge Index, and the Arab-region education landscape; (2) research questions, methodology, and data sources; (3) analysis of Groups 1 and 2, assessing their experiences in implementing sustainability-driven STEM initiatives; (4) analysis of Groups 3 and 4, evaluating their readiness for adopting sustainable STEM programs; (5) discussion of findings in light of sustainability policy frameworks; and (6) a concluding overview with actionable recommendations to align national education systems with global sustainability goals. Full article

In the world of globalization and increasing business competition, innovation has become a significant component of the sustainability of an organization. One of the important components affecting an organization’s ability to innovate is human resource management (HRM). This study analyzes how HRM practices relate to banking sector sustainability, testing theoretical pathways through organizational innovation and human capital as potential mediators. SPSS v25 was used to analyze data collected from 207 banking sector employees. The results demonstrate that the human capital of an organization can be increased by the practices of human resource management, which stimulates organizational innovation in the same fashion. This study also shows that human capital is a partial mediator of the relationship between human resource management practices and organizational innovation, highlighting its importance for converting human resource management activities into innovative results. Considering these results, banks are advised to implement complete human resource management strategies that combine operational efficiency with workforce capacity development to create a dynamic banking environment allowing for continued innovation. The proposed mediation model based on empirical data contributes to the literature and provides insights for banking institutions, which can use human capital to drive innovation in difficult situations. Full article

Graduate Teaching Assistants (GTAs) play a pivotal role in supporting and advancing the educational mission of universities globally. They are fundamental to a university’s instructional workforce and their roles are critical to the undergraduate student experience. This study examines the experiences and perceptions of GTAs (n = 74) at an R2 institution in the Midwest, U.S. Survey results reveal that the majority of surveyed GTAs have been at the institution for at least one year, teach in face-to-face formats with classes typically ranging from 12 to 30, and allocate 11–20 h/week to their instructional duties, although 30% of respondents report >20 h/week. Survey respondents reported a need for more teaching-focused onboarding, discipline-specific training, and more opportunities for feedback on their teaching practices, while almost 50% reported never engaging with discipline-based education research (DBER) literature. Although departmental and institutional training programs were acknowledged, so too was the perception of their lack of accessibility or relevance. Potential strategies for supporting GTAs, particularly early in their careers, include shadowing opportunities, sustained formal classroom management, and pedagogical training that includes an introduction to (and discussion of) the DBER literature, and a reduced teaching load in the first semester. Universities should prioritize and design GTA professional development using a cognitive apprenticeship framework. This would invest in the undergraduate student experience and directly support an institution’s educational mission. It is also highly effective in preparing highly skilled graduates to enter an increasingly connected global workforce and could positively contribute to an engaged alumni base. Full article

Background: Occupational therapists can address worldwide mental health (MH) needs and workforce shortages. Ways to advance occupational therapy education to build occupational therapist workforce capacity in MH require further investigation. Objective: This study aimed to identify perceived barriers to and facilitators for advancing MH occupational therapy education, as rated by occupational therapy educators from across the world, stratified into groups of high-income countries (HICs) and low- and middle-income countries (LMICs). Method: Global survey, Likert-type, created and distributed by the World Federation of Occupational Therapists. Data were subject to a secondary weighted and subgroup analysis. Results: A total of 155 responses were obtained from occupational therapy educators from 45 countries or territories; 69% of the respondents were from HICs. The weighted analysis showed that educational standards and student interest were large facilitators for both HICs and LMICs. Faculty expertise stood out as a facilitator and the lack thereof as a barrier, both across HICs and LMICs. For HICs, regulation issues, lack of recognition, lack of supervised/fieldwork practice, and lack of workforce demand were frequently reported barriers, whereas lack of teaching resources and practice evidence were often perceived as barriers in LMICs. Conclusions: Capacity building approaches are required to advance MH occupational therapy education, with tailored approaches for HICs and LMICs. Full article

Attempts towards achieving gender equality are widely considered to be ‘wicked’ problems and continue to be a global priority in line with other United Nations Sustainable Development Goals. In sport, longstanding gender inequities are reproduced and perpetuated through problematic heteropatriarchal, ableist, and colonial sporting structures and cultures. These negatively impact women and girls and gender expansive people, as well as their access to quality sporting experiences across different pathways. As key actors within sporting ecosystems, sport coaches have a critical role to play in terms of supporting the development of inclusive, ethical, and equitable sporting environments and, more broadly, in the mainstreaming of quality sporting experiences for all. Therefore, the development of a gender and diversity-sensitive, -responsive, and -transformative coaching workforce should be a critical concern. This position paper builds on previous empirical work which has identified gaps in coaching knowledge alongside a range of problematic understandings and assumptions which currently shape coaches’ ‘gender-responsive’ coaching practices. It does so by identifying challenges and ways forward for enhanced coach learning and development strategies targeting the development of a more gender and diversity-responsive coaching workforce. Full article

Digital transformation is the process of using digital technologies for creating or modifying existing business processes and customer experience, leveraging cutting-edge technology to meet changing market needs. Disruptions like the COVID-19 pandemic, regional wars, and climate-driven natural disasters create consequential scenarios, e.g., global supply chain disruption creating further demand–supply mismatch for healthcare enterprises. According to KPMG’s 2021 Healthcare CEO Future Pulse, 97% of healthcare leaders reported that COVID-19 significantly accelerated the digital transformation agenda. Successful digital transformation initiatives, for example, digital twins for supply chains, augmented reality, the IoT, and cybersecurity technology initiatives implemented significantly enhanced resiliency in supply chain and manufacturing operations. However, according to another study conducted by Mckinsey & Company, 70% of digital transformation efforts for healthcare enterprises fail to meet their goals. Healthcare enterprises face unique challenges, such as complex regulatory environments, cultural resistance, workforce IT skills, and the need for data interoperability, which make digital transformation a challenging project. Therefore, this study explored potential barriers, enablers, disruption scenarios, and digital transformation use cases for healthcare enterprises. A structured literature review (SLR), followed by thematic content analysis, was conducted to inform the research objectives. A sample of sixty (n = 60) peer-reviewed journal articles were analyzed using research screening criteria and keywords aligned with research objectives. The key themes for digital transformation use cases identified in this study included information processing capability, workforce enablement, operational efficiency, and supply chain resilience. Collaborative leadership as a change agent, collaboration between information technology (IT) and operational technology (OT), and effective change management were identified as the key enablers for digital transformation of healthcare enterprises. This study will inform digital transformation leaders, researchers, and healthcare enterprises in the development of enterprise-level proactive strategies, business use cases, and roadmaps for digital transformation. Full article

While digital transformation in e-commerce receives the most publicity, applications in energy and water utilities have been ongoing for decades. Using a methodology based on a systematic review, the paper offers a model of how it occurs in water utilities, reviews experiences from the field, and derives lessons learned to create a road map for future research and implementation. Innovation in water utilities occurs more in the field than through organized research, and utilities share their experiences globally through networks such as water associations, focus groups, and media outlets. Their digital transformation journeys are evident in business practices, operations, and asset management, including methods like decision support systems, SCADA systems, digital twins, and process optimization. Meanwhile, they operate traditional regulated services while being challenged by issues like aging infrastructure and workforce capacity. They operate complex and expensive distribution systems that require grafting of new controls onto older systems with vulnerable components. Digital transformation in utilities is driven by return on investment and regulatory and workforce constraints and leads to cautious adoption of innovative methods unless required by external pressures. Utility adoption occurs gradually as digital tools help utilities to leverage system data for maintenance management, system renewal, and water loss control. Digital twins offer the advantages of enterprise data, decision support, and simulation models and can support distribution system optimization by integrating advanced metering infrastructure devices and water loss control through more granular pressure control. Models to anticipate water main breaks can also be included. With such advances, concerns about cyber security will grow. The lessons learned from the review indicate that research and development for new digital tools will continue, but utility adoption will continue to evolve slowly, even as many utilities globally are too stressed with difficult issues to adopt them. Rather than rely on government and academics for research support, utilities will need help from their support community of regulators, consultants, vendors, and all researchers to navigate the pathways that lie ahead. Full article