Workplaces offer a practical setting for alcohol and other drug interventions, especially in industries where impairment introduces substantial risk. Screening, brief intervention and referral to treatment has demonstrated effectiveness in health care settings and shows promise in workplace settings. However, low participation and high attrition in previous workplace studies indicate a need for deeper understanding of feasibility and acceptability. This exploratory qualitative study aimed to identify likely determinants for implementing alcohol and other drug screening, brief intervention and referral to treatment in two safety-sensitive industries in Australia. Qualitative research design based on semi-structured online interviews, focussed on the construction and manufacturing industries. Participants included 23 professionals working in health and safety roles representing 21 organisations located across six Australian jurisdictions. Interview transcripts were coded against the five domains of the updated Consolidated Framework for Implementation Research. Sixteen determinants were identified that were expected to act as barriers (n = 10) or enablers (n = 5) or have bidirectional impacts (n = 1) on the implementation of screening, brief intervention and referral to treatment in construction and manufacturing. Enabling factors included freely available tools, flexible delivery methods and delivery by trusted, external, peer-based organisations. Pervasive barriers included workers' mistrust of management, concerns about confidentiality and fear of consequences for disclosing substance use. Successful workplace implementation of screening, brief intervention and referral to treatment appears to depend on organisational cultures where workers trust management, are assured of confidentiality and are not afraid of retribution for disclosure.

Interpersonal violence against athletes (including physical, psychological, and sexual abuse, harassment, and neglect) long remained a blind spot for sport organisations (Mountjoy et al., 2016). For decades, the status quo allowed these violences to be overlooked or dismissed. Yet, this silence has become increasingly untenable as media revelations of abuse cases, alongside expanding academic scrutiny, have exposed the systemic failures of sport to protect its participants (Constandt et al., 2023). In this evolving landscape, the concept of “safeguarding” has become central. Although international sport organisations (ISOs) have employed the term for over a decade and some have implemented initial protective mechanisms, the field has lacked conceptual clarity. This presentation examines how 40 international sport federations have engaged with the safeguarding agenda and to what extent they have translated the discourse of athlete protection into concrete governance mechanisms. It investigates (1) how these organisations articulate safeguarding in their policies and communications; (2) the tools and structures they have adopted and the temporal dynamics of their institutional responses; and (3) how safeguarding is perceived, prioritised, and legitimised within their organisational cultures. Methodologically, this research combines a systematic inventory of safeguarding documents implemented by the 40 international federations, recognised by the IOC; with semi-structured interviews conducted with key stakeholders working on these federations or linked to the field of safeguarding in sport. The findings will highlight shared concerns across the sport sector but reveal a persistent lack of coherence or coordination among organisations. Significant heterogeneity exists in the maturity and scope of safeguarding approaches, ranging from minimal compliance to comprehensive, proactive systems. The analysis ultimately underscores a wide diversity in strategies, resource commitments, and perceived seriousness of safeguarding responsibilities.

This study examines the influence of capital strengthening, corporate governance implementation, and risk management on financial performance and its implications for the business sustainability of PT BPR Rama Ganda Bogor during 2017–2024. The study is motivated by the critical need to integrate these three elements to maintain the stability and competitiveness of rural banks (BPR) amid global economic challenges, the pandemic, and increasing regulatory pressures. Financial performance is measured using CAR (Capital Adequacy Ratio), LDR (Loan to Deposit Ratio), NPL (Non-Performing Loan), and ROA (Return on Assets), while business sustainability is evaluated based on the bank’s ability to develop products, maintain customer trust, and comply with sustainable finance principles. Descriptive analysis indicates an average CAR of 21.36%, LDR of 90.01%, NPL of 11.30%, and ROA of 3.25%, reflecting adequate capital stability and sufficient liquidity but room for improvement in asset quality. Findings reveal that capital strengthening, corporate governance, and risk management collectively have a significant impact on financial performance. Furthermore, strong financial performance positively influences business sustainability, including regulatory compliance, expansion of sustainable credit portfolios, and maintenance of stakeholder confidence. The study emphasizes that the synergy between capital, governance, and risk management must be internalized integrally into organizational culture and strategy, enabling BPR to manage risks effectively, maintain profitability, and ensure long-term business continuity. The results provide strategic recommendations for BPR and similar microfinance institutions to optimize capital, governance, and risk management as foundations for growth and sustainable operations in an uncertain economic environment.

This looks at investigates the dynamics of technology integration inside public administration, focusing on the function of technological readiness, organizational subculture, and management support. Through a comprehensive analysis of survey records gathered from authorities’ employees, the have a look at examines the relationships among those key factors and the level of technology integration in authorities’ agencies. Descriptive records, correlational analyses, and regression models are hired to research the statistics and draw insights into the determinants of era adoption and usage. The findings underscore the important importance of fostering technological readiness, cultivating supportive organizational cultures, and making sure robust management dedication to pressure a success era integration initiative. Additionally, the examine highlights the need for targeted interventions tailor-made to the numerous needs and demanding situations confronted by using exceptional segments of the general public quarter group of workers. Overall, the observe contributes to the developing frame of information on technology adoption in public management, presenting practical insights for policymakers and organizational leaders searching for to navigate the complexities of virtual transformation.

This study aims to analyze the influence of leadership and organizational culture on organizational performance, as well as to examine the mediating role of knowledge sharing within the Muhammadiyah and ’Aisyiyah Regional Boards in Pekalongan City and Regency. A quantitative approach was employed using a survey method involving respondents who are active board members or organizational members. Data analysis was conducted using Structural Equation Modeling based on Partial Least Squares (PLS-SEM). The results show that leadership and organizational culture do not have a significant direct effect on organizational performance, while knowledge sharing has a positive and significant effect on organizational performance. Furthermore, knowledge sharing is proven to significantly mediate the relationship between leadership and organizational performance, as well as between organizational culture and organizational performance. These findings emphasize that leadership and culture will have an optimal impact when directed toward creating an environment that supports knowledge exchange. The practical implication of this study is the importance of strengthening knowledge-sharing mechanisms through the development of collaborative leadership, the establishment of an open organizational culture, and the implementation of effective knowledge management systems to improve the performance of socio-religious organizations.

This study aims to analyze the role of work-life balance in increasing job satisfaction and employee loyalty through a literature review approach. Data were obtained from scientific articles in accredited national and international journals published between 2020 and 2025 and relevant to the research topic. The analysis was conducted using content analysis and thematic analysis to identify patterns of relationships between work-life balance, job satisfaction, and employee loyalty. The results of the literature review indicate that work-life balance has a positive relationship with job satisfaction, which in turn is related to increased employee loyalty. Previous findings indicate that job satisfaction acts as a conceptual mechanism bridging the relationship between work-life balance and employee loyalty. However, this relationship is contextual and influenced by job characteristics, organizational culture, and generational differences, particularly among millennials and Generation Z.

Construction sectors in emerging economies continue to face persistent challenges related to procurement inefficiencies, weak contractor coordination, and inconsistent regulatory compliance. This study examines the extent to which innovation-led construction management strategies can address these structural limitations and improve overall project performance. Using a mixed-methods approach, the research combines quantitative analysis of 186 respondents across multiple project types with qualitative insights from key industry stakeholders. The study evaluates three core domains procurement systems, contractor coordination mechanisms, and regulatory compliance structures using descriptive statistics, structural equation modeling, data envelopment analysis, and thematic analysis. Findings reveal that projects adopting digital tools such as e-procurement platforms, BIM-based collaboration systems, and automated compliance monitoring achieve significantly higher levels of transparency, communication efficiency, schedule reliability, and audit readiness than those relying on traditional management practices. Innovation-led strategies produced measurable improvements across all domains, with procurement transparency and coordination efficiency showing the greatest gains. The study also identifies institutional capacity, technological readiness, and organizational culture as critical enablers of successful innovation adoption. Despite these promising outcomes, limitations such as reliance on self-reported data, regional sampling constraints, and the inability to measure long-term effects warrant caution in interpretation. The study concludes that innovation represents a transformative pathway for enhancing construction governance and project delivery in emerging economies, provided that supportive policy frameworks, capacity-building initiatives, and cross-sector collaboration are established. Recommendations include adopting standardized digital procurement systems, strengthening inter-agency regulatory coordination, incentivizing innovation uptake, and expanding training programs to build digital competencies across stakeholder groups. The research contributes to the growing literature on construction innovation by offering an integrated, evidence-based perspective on how emerging economies can modernize construction management practices to achieve more efficient, transparent, and sustainable infrastructure development.

This academic review consolidates current research on "best practices in Change Management within Information Systems (IS) projects" to address shortcomings in the amalgamation of organizational, technological, and human aspects in times of accelerated digital change. The chief aim of the review was to compare different change management models applied in IS projects, determine benchmarks for digital transformation alignment, recognize key success factors and their attendant challenges, contrast empirical results concerning user adoption, and examine adaptability to new technologies. A systematic review of a range of qualitative, quantitative, and mixed-method studies from assorted organizational settings was conducted, with a focus on theoretical concepts, empirical findings, and pragmatic approaches. The main findings clarify that comprehensive models that couple change management procedures with IS project execution considerably increase project success, but often lack empirical testing in leadership, communication, and organizational culture which impacting adoption and sustainability; the incorporation of knowledge management and technological innovation remains in its embryonic stages, showing restricted empirical resilience; and adaptability to artificial intelligence, Industry 5.0, and digital change requires pliable and inclusive solutions that current models do not adequately address. Collectively, these findings provide standardized, evidence-based, and technology-aware change management models that optimally balance human and technical factors. This review serves to advance both academic research and practitioner approaches by shedding light on integral enablers and prevailing gaps, and thus guiding future research efforts and optimizing change management results in dynamic IS project contexts. Keywords: IS project, Management, Framework Integration, Approach, Artificial Intelligence, Industry 5.0.

This study empirically evaluates the influence of green intellectual capital, green innovation, and environmental management on green competitive advantage, with corporate environmental ethics as a moderating variable. The associative hypothesis-testing method was used on primary data from a survey, distributing questionnaires to all employees of 238 industrial companies and 30 industrial companies in Indonesia, using purposive sampling, and the data were analyzed using the SEM method in AMOS software. Achieving Green competitive advantage through environmentally conscious human resources, strong corporate ethics, green structural and relational capital management, and sustainable organizational culture, although integrated implementation, is still a challenge in Indonesia. This research implication Incorporates environmental ethics, cultivates sustainable human resources, executes sustainability strategies, and emphasises the triple bottom line to attain a green competitive advantage; furthermore, the government can facilitate this through incentives, regulations, and the promotion of environmental awareness.

Abstract Wildlife trafficking represents a significant and complex form of organised crime. This study aimed to understand the challenges and opportunities related to countering organised wildlife trafficking, based on the perceptions of wildlife law enforcement personnel and other experts. Interviews were conducted with 112 individuals working to counter wildlife trafficking in South Africa, Hong Kong, and Canada, and several additional relevant jurisdictions. Interviewees reported the use of organised crime tactics by wildlife traffickers, including money laundering, corruption, violence, marketing, countersurveillance, and compartmentalisation. Despite this, many interviewees often felt unsupported by their governments and expressed concerns that the issue is inadequately prioritised, under-resourced, and under-staffed. Wildlife law enforcement agencies face a multitude of barriers to sharing information and collaborating within and outside of their borders, including legal barriers, bureaucracy, politics, ego, trust, fear, and a lack of will/interest among supporting law enforcement agencies. Interviewees also noted that there is often a reluctance to conduct complex advanced investigations into wildlife trafficking syndicates. Significant changes to law enforcement organizational culture and broader systemic changes are required to more effectively combat the innovative strategies of wildlife traffickers.

This study presents a systematic literature review examining the transformative role of artificial intelligence (AI) in corporate tax risk management. As globalization, regulatory scrutiny, and digitalization increase corporate tax complexity, AI technologies including machine learning, predictive analytics, and automated compliance systems are reshaping how organizations identify, assess, and manage tax-related risks. The review synthesizes research across taxation, corporate governance, risk management, and algorithmic decision-making, exploring AI applications in enhancing tax compliance, fraud detection, tax planning, and governance frameworks. It reveals that AI offers significant potential to improve efficiency and effectiveness in tax risk management, yet successful implementation requires robust governance structures, ethical organizational cultures, and supportive regulatory environments. Critically, the study examines challenges associated with algorithmic decision-making, including transparency, fairness, accountability, and trust. It identifies persistent research gaps concerning developing economies, long-term organizational impacts, and unintended consequences of automated tax decisions. By consolidating fragmented literature streams, the paper provides a conceptual foundation for strategically integrating AI into corporate tax risk management and offers directions for future research and policy development in this evolving field.

In today's globalized world, the surge in international trade has propelled maritime transportation to the forefront, underscoring the indispensable role of ports in facilitating global commerce. However, the consequential environmental footprint of maritime activities has become increasingly undeniable, prompting a critical reassessment of sustainability practices within port operations. To address these concerns, the implementation of environmentally friendly port practices has gained momentum worldwide as a strategic imperative to reduce ecological effects. This research investigates the significant power of green human resource management approaches on enhancing green port performance, utilizing data from ports in Turkey. SEM results indicate that Green human resource management positively influences green port performance, with green training having the strongest effect (β = 0.504) and green performance management the weakest (β = 0.050). Although green awareness significantly affects green port performance, the effect is weak. Green human resource management practices are instrumental in fostering environmentally responsible behaviors among employees and reducing environmental footprints within port operations. These practices not only foster an environmentally aware organizational culture but also elevate employees' awareness of sustainability issues, thus contributing to enhanced environmental performance within ports. The findings underscore a positive association between Green human resource management and green port performance. While factors like green awareness and creativity were explored, they were found not to mediate or moderate this relationship significantly. Nevertheless, the study highlights the essential impact of actions to strengthen environmental sustainability in the maritime industry, providing insightful directions for future research and strategic policymaking.

The digital era demands that the Indonesian bureaucracy adapt through the implementation of an Electronic-Based Government System (ESG). The success of digital transformation is largely determined by the capabilities of the State Civil Apparatus (Civil Servants) as public administration implementers. However, limited digital literacy, intergenerational skill gaps, irrelevant training, a conservative organizational culture, and disparities in digital infrastructure are obstacles to realizing an effective digital bureaucracy. This study aims to analyze the role of development administration in increasing the capacity of civil servants (ASN) using the Grindle capacity building approach, which encompasses individual, organizational, and system development. The method used is qualitative-descriptive through literature studies and policy analysis related to the digital transformation of the bureaucracy and the development of civil servant human resources. The results of the study indicate that improving digital literacy, technical competence, and adaptive mindsets of civil servants is necessary at the individual level, while organizations require flexible, collaborative structures and visionary leadership. At the system level, regulatory support, policy integration, and the provision of digital infrastructure are needed. The results of this study demonstrate that development administration plays a strategic role in directing digital transformation through comprehensive capacity building of civil servants

This study attempts to investigate the effect of transformational leadership, organizational culture, and the implementation of good governance principles on organizational performance with organizational commitment as an intervening variable. 300 Corruption Eradication Commission personnel participated in a survey as part of the study's quantitative methodology. Structural Equation Modeling (SEM) with LISREL was used to examine the data. The findings show that organizational performance is positively and significantly impacted by transformational leadership, organizational culture, and the application of good governance concepts. The link between the independent variables and organizational performance is not mediated by organizational commitment, nor does it significantly affect organizational performance. These results imply that leadership style and the application of good governance principles have a greater influence on improving organizational performance in the public sector than organizational commitment.

Artificial Intelligence (AI) has become a potent force for change management and cultural transformation in a variety of industries due to its quick development. AI technologies are being used by organizations more and more to improve strategic decision-making, operational effectiveness, and innovation. But more than just being technologically prepared, successful AI implementation necessitates a fundamental shift in workforce behavior, organizational culture, and leadership mindset. With a focus on human-centric approaches, this study explores how AI can support successful change management practices within industries and facilitate cultural transformation. The study addresses issues like resistance to change, skill gaps, and ethical concerns while examining how AI affects organizational values, work practices, leadership styles, and employee engagement.

Challenges of Madrasah Organizational Culture in Promoting Autonomy and Creativity of Islamic Education Teachers in the Implementation of the Merdeka Curriculum

Abstract This study investigates the quality of decision-making processes in corporate teams – a construct that is often overlooked or insufficiently operationalized in existing research. Based on the comprehensive framework by Spetzler et al. (2016), this research systematically assesses process quality, examines its influence on perceived decision-making success and identifies key factors that shape the decision-making processes quality in the context of team decision-making. A quantitative survey was conducted among 461 employees in Germany who regularly participate in team decision-making. Structural equation modeling was used to analyze the impact of a supportive organizational culture and the perceived relevance of the team decision on decision process quality, and subsequently the impact of this quality on the perceived success. Results show that both factors significantly enhance process quality, which in turn strongly predicts the perceived success. Additionally, the study explores how artificial intelligence (AI) as decision support influences process quality. A group comparison between employees with and without experience in AI-supported team decision-making and regression analyses reveal that actual use of AI is associated with higher trust in intelligent systems and a more favorable assessment of process quality. Trust in AI significantly predicts process quality across both groups. These findings contribute to the understanding of the determinants of decision-making quality and the emerging role of AI in organizational decision contexts. From a practical perspective, organizations can improve decision-making processes by providing sufficient resources and communicating the relevance of decisions. AI should be explored by users beforehand and fears addressed at an early stage to enhance trust and thus process quality.

Purpose Focusing on the interplay between individual, organisational and relational dimensions, this study investigates the drivers of crisis-resilience in businesses owned by women. Design/methodology/approach Using a mixed-methods approach, a quantitative survey is combined with qualitative interviews, in order to expose the key factors shaping resilience, including transformational leadership skills, individual passion and perseverance, a familial organisational culture and social support networks. Findings Our analysis of the findings indicates perseverance and passion drive transformational leadership, which itself fosters organisational resilience through robustness, agility and integrity. Research limitations/implications Future research could consider the institutional dimensions of resilience, particularly across different cultural and economic contexts. Practical implications Practitioners, women entrepreneurs, can employ these insights to create targeted strategies that enhance resilience and sustainability in times of crisis. Originality/value This study augments the existing literature on the importance of resilience in leadership, illustrating the critical role of gendered experiences and social support structures play in women-owned businesses. Furthermore, it bridges the gap between theoretical models and real-world contexts by demonstrating how resilience is useful in practice.

This study examines the influence of leadership style, training and development, organizational culture, and employee engagement on job satisfaction and employee performance in Indonesian organizations. Using a quantitative approach, data were collected from 250 respondents representing various sectors. A Likert scale (1–5) was employed, and data were analyzed using Structural Equation Modeling – Partial Least Squares (SEM-PLS 3). The results demonstrate that leadership style, training and development, organizational culture, and employee engagement each have a positive and significant impact on job satisfaction. Furthermore, job satisfaction significantly mediates the relationship between these variables and employee performance. Among the predictors, organizational culture and employee engagement exhibit the strongest influence on job satisfaction and performance. The findings highlight the importance of creating an empowering work environment that fosters leadership effectiveness, continuous learning, strong cultural alignment, and high engagement levels. These factors collectively contribute to enhancing employee satisfaction and organizational productivity. The study provides practical insights for human resource managers in Indonesia to design integrated management strategies that improve both employee well-being and overall performance.

This study aims to assess the extent to which organizational culture, organizational commitment, and job training contribute to improving employee performance at BPR Dana Nusantara located in Batam City. Data were obtained through the distribution of questionnaires to 104 respondents, which included all employees of BPR Dana Nusantara in Batam City. Data analysis methods included descriptive statistical testing, validity, reliability, classical assumptions, and multiple linear regression using SPSS software version 30. The research findings revealed that organizational culture, organizational commitment, and job training partially influence employee performance. Furthermore, simultaneous testing showed that these three variables simultaneously influence employee performance. Analysis of the coefficient of determination indicates that variations in employee performance can be explained by these three independent variables, while the remainder is influenced by external factors outside the research model.