Type of the article: Research ArticleAbstractThis study examines how two forms of perfectionism – self-doubt-driven and purpose-driven – affect employees’ mental health and well-being. Our study distinguishes between maladaptive and adaptive perfectionism and examines their relationships with burnout and job satisfaction. A quantitative online survey was conducted in Hungary with 478 participants (67% women, with a mean age of 29) via social media. The survey covered the staff of both Hungarian and foreign-owned companies, which were of different sizes. Participants were employed adults selected to obtain a varied sample across regions, education levels, and job positions. Data were analyzed using t-tests, ANOVA, factor analysis, and K-means clustering in SPSS to evaluate three hypotheses regarding the relationships between perfectionism and gender, job role, company ownership, burnout, and life satisfaction. Results showed that self-doubt-driven perfectionism strongly correlated with a higher burnout rate, whereas purpose-driven perfectionism was linked to greater life satisfaction. Contrary to assumptions, demographic factors such as gender, role, or company ownership did not consistently predict perfectionism levels. Two main perfectionism patterns – demanding perfection and doubt-driven – were identified, each producing different psychological outcomes.

Type of the article: Research ArticleAbstractThis paper aims to examine the influence of social support and mindfulness on job burnout of ground handling employees, using data from 197 employees in Tan Son Nhat International Airport, which is the busiest aviation hub in Vietnam. Partial least squares structural equation modeling (PLS-SEM) was utilized to explore this complex relationship. The study demonstrates that enhanced social support and strengthened mindfulness can substantially mitigate burnout among ground handling employees. The findings indicate that social support significantly reduced job burnout and strongly increased mindfulness, while mindfulness also exerted a substantial negative effect on burnout. An important effect of mindfulness partially mediated the relationship between social support and burnout. These results collectively suggest that social support operates as a critical organizational resource that enhances psychological resilience, while mindfulness serves as an internal coping mechanism that strengthens employees’ capacity to regulate stress and mitigate burnout. The study concludes that both social support and mindfulness play essential roles in reducing job burnout among ground handling employees and may offer effective strategies for reducing burnout in the aviation ground services context.

Type of the article: Research ArticleAbstractLocal government units in Egypt operate under high administrative centralization and complex procedures, which raises concerns about internal efficiency, service responsiveness, and citizen satisfaction. This study examines how lean management practices and business process reengineering (BPR) are associated with internal process transparency, service responsiveness, and perceived citizen satisfaction in Cairo and Giza local administrations in Egypt. A cross-sectional survey was conducted among 384 employees selected through multi-stage stratified sampling from district, city, and governorate units. Data were collected between January 1 and May 1, 2025, using a structured questionnaire covering five constructs measured on five-point Likert scales, and the proposed relationships were analyzed using confirmatory factor analysis and structural equation modeling. The measurement model showed good fit (χ²(160) = 285.4, CFI = 0.95, TLI = 0.94, RMSEA = 0.045, SRMR = 0.041). The structural results indicate that lean management practices have a strong positive effect on internal process transparency (β = 0.48, p < .001), internal transparency significantly enhances service responsiveness (β = 0.56, p < .001), and service responsiveness strongly predicts citizen satisfaction (β = 0.62, p < .001), while BPR has a small, non-significant direct effect on transparency (β = 0.09, p = .176). The model explains 32% of the variance in internal transparency, 31% in service responsiveness, and 39% in citizen satisfaction. Overall, the findings suggest that lean-based improvements – operating through clearer internal processes and stronger responsiveness – offer a practical pathway for strengthening local governance performance in Egypt, whereas BPR effects appear more contingent and indirect.

Type of the article: Research ArticleAbstractThis study aims to examine the effect of digital transformation in the Jordanian government on the efficiency of government accounting, with organizational culture as a moderating factor. Two hundred and fifty valid responses were obtained from the auditors of the Jordanian Audit Bureau, internal auditors at the Ministry of Finance, and employees of innovation, transformation, and digital empowerment at the Jordanian Ministry of Digital Economy. The study employed regression analysis using PLS-SEM. The results indicated that perceptions of digital transformation, technological infrastructure, digital transformation benefits, and barriers to digital transformation significantly affected the efficiency of government accounting. Conversely, human resources efficiency was negatively associated with government accounting efficiency. Regarding the moderating variable, it strengthened the relationship between digital transformation benefits and government accounting efficiency (O = 0.115, T = 4.354, p < 0.001) and between technological infrastructure and government accounting efficiency (O = 0.047, T = 2.724, p = 0.006). It also reinforced the positive effect of barriers to digital transformation (O = 0.057, T = 2.411, p = 0.016). In contrast, it weakened the impact of both digital transformation perception (O = –0.124, T = 3.763, p < 0.001) and human resource efficiency (O = –0.087, T = 4.492, p < 0.001) on government accounting efficiency. The findings recommend that the government strengthen its organizational culture to complete the digital transformation process, as it significantly influences the efficiency of government accounting. Furthermore, it should improve the efficiency of government human resources and enhance the perception of digital transformation.

Type of the article: Research ArticleAbstractThe emphasis on responsible business practices has increased interest in how socially responsible human resource management (SRHRM) shapes employee attitudes and behaviors. However, empirical evidence on how SRHRM contributes to employee job performance in emerging economies remains limited. This study examines the influence of SRHRM on job performance through employee commitment and organizational citizenship behavior (OCB). The analysis was conducted among full-time employees working in production, technical, and administrative positions in foreign direct investment (FDI) enterprises located in Vietnam’s Southern Key Economic Region. To ensure respondents had sufficient exposure to organizational HR practices, only employees with a minimum tenure of six months were included in the sample, consistent with recommendations that employees require adequate organizational experience to reliably evaluate HRM practices.A quantitative survey was administered from March to May 2025 using a structured questionnaire, yielding 868 valid responses collected through a stratified–convenience sampling approach. Structural equation modeling was applied to test the proposed relationships. The results show that SRHRM significantly enhances employee commitment (β = 0.579, p < 0.001) and OCB (β = 0.615, p < 0.001). Both mediators positively affect job performance, with employee commitment (β = 0.322) and OCB (β = 0.440) demonstrating meaningful contributions. Significant indirect effects were also observed via commitment (β = 0.187) and OCB (β = 0.271). The model explains 39.7% of the variance in job performance. These findings confirm the role of SRHRM in fostering positive employee attitudes and behaviors, thereby improving job performance in FDI enterprises operating in emerging markets.

Type of the article: Research ArticleAbstract Military and economic turbulence transform the relationships between factors shaping national cyber resilience. This study aims to analyze the impact of technological, institutional, and financial determinants on cyber resilience under armed conflict and post-conflict recovery. The empirical analysis covers neighboring European non-EU countries within the European security space that are exposed to armed conflict or post-conflict instability (Ukraine, Moldova, Georgia, Armenia, Azerbaijan, and Serbia) from 2010 to 2024, using panel data from the World Bank, IMF, and ENISA. Cyber resilience is measured by the Global Cybersecurity Index. Institutional, technological, and financial factors are proxied by standard governance, digitalization, and the financial sector and estimated using a fixed-effects model with Driscoll-Kraay robust standard errors. The results reveal pronounced regime-dependent effects. Institutional capacity plays a decisive role during armed conflict: government effectiveness shows a strong positive association with cyber resilience (β ≈ 1.04) but becomes statistically insignificant in post-conflict and stable environments. Technological factors exhibit context-sensitive effects: digital government development is positively associated with cyber resilience during armed conflict (β ≈ 0.95) and relative stability (β ≈ 1.78), while its impact weakens in post-conflict recovery. Macroeconomic conditions exert systematic influences across regimes: higher unemployment reduces cyber resilience (β ≈ −0.027), whereas inflation shows a positive association (β ≈ 0.008). Financial indicators display mixed and predominantly negative effects under relative stability. Accordingly, cybersecurity policy should be explicitly regime-sensitive: institutional and digital interventions should dominate during armed conflict, while governance and risk-management mechanisms should prevail in post-conflict and stable environments.AcknowledgmentThe authors acknowledge with gratitude the financial support provided by the Ministry of Education and Science of Ukraine for the research project “Modeling mechanisms for countering organized and transnational cybercrime in wartime and post-war times” (state registration number 0124U000550).

Type of the article: Research ArticleAbstractDiscriminatory distribution of professions and wages affects the workforce. This paper aims to assess gender employment and pay gaps within Ukraine’s labor market, utilizing data from 2013 to 2021. Before the full-scale war, according to the Gender Employment Gap Index, female and male employment were concentrated in different occupational groups, with the list of female and male professions unchanged. While the Duncan index (0.338–0.364) confirmed pronounced gender occupational segregation, the Karmel-MacLachlan index (0.041–0.046) demonstrated that its weighted effect was moderate, as the most segregated occupations accounted for a relatively modest share of the employed population. The gender pay gap in Ukraine remained stable, with an unweighted gender pay gap of 8–12% and a weighted gender pay gap of 9–12%, and by type of economic activity, within these same limits. The most discriminatory industries did not impact the overall gender pay gap. Therefore, lowering gender gaps in Ukraine is not feasible without targeted policies in the major industries, where the largest number of people are employed. Since the full-scale war, women have become more proactive not only in registering sole proprietorships and assuming ownership in businesses but also in military employment. Yet, the results point to the structural entrenchment of women in less profitable industries that perpetuates inequality regardless of changes in the average pay gap.AcknowledgmentThe paper was funded as part of the “Financial tools for reducing economic inequality in Ukraine” research project (No. 0124U002254), conducted at the State Organization “Institute for Economics and Forecasting of the National Academy of Sciences of Ukraine.”

Type of the article: Research ArticleAbstract Amidst growing employee-related challenges such as turnover, declining trust, and disengagement, examining the impact of CSR initiatives on behavioral outcomes, such as organizational commitment, becomes critical. This study systematically maps the social, conceptual, and intellectual structure of fragmented research on the CSR–organizational commitment link. Using Biblioshiny and VOS viewer, it analyzes 432 documents from the Web of Science spanning 2005–2025. Results show a consistent growth in publications over two decades, with China as the most prolific contributor and the UK as the top international collaborator. The study showcases recurring contributions from multiple journals and authors. Keyword co-occurrence reveals eight thematic clusters, and thematic evolution shows how the CSR–employee commitment relationship has expanded to include HRM practices, corporate governance, and the underexplored SME context. Analysis of trend topics indicates a clear shift in research focus from ethics and stakeholder theory to literature examining intervening variables in the CSR–organizational commitment association. The study suggests future research directions, including investigating new mediator–moderator variables, deeper integration of CSR and HRM, and greater focus on SMEs, where empirical data are limited. These findings reflect the growing interdisciplinary nature of CSR–employee commitment research, which merges sustainability, behavioral, and organizational perspectives.

Type of the article: Theoretical ArticleAbstractThe rapid pace of digitalization is radically transforming the global economy, necessitating a rethinking of traditional competitive strategies. Accordingly, the purpose of this study is to advance the classical principles of Porter’s Five Forces model for assessing the competitive environment of the global digital economy. The paper proposes a refined interpretation of the competitive forces: threat of new entrants, bargaining power of suppliers, bargaining power of buyers, threat of substitutes and innovations, and the intensity of competitiveness within the global digital market. An expert-based methodology, supported by our evaluation framework, was applied to explore and characterize these competitive forces, comprising 25 indicators of competitive intensity and complemented by a comprehensive SWOT analysis.The empirical foundation for the qualitative and quantitative assessment was drawn from international rankings and indices published by leading organizations and research institutions between 2020 and 2022. The qualitative and quantitative assessment findings indicate that the global digital economy exhibits high dynamism and intense competition, and market structure transformation. The SWOT analysis underscores substantial growth potential driven by demand, scalability, and innovation, while highlighting critical challenges related to cybersecurity, regulatory gaps, market concentration, and equitable access to digital resources. Integrating the evaluation of competitive forces with SWOT insights allows for systematic identification of strategic development pathways, supporting evidence-based managerial and policy decisions at both national and international levels. The study emphasizes the need for empirical validation and further research on the evolving dynamics of competitiveness in the global digital era.AcknowledgmentThis paper has been/was/is funded by the Science Committee of the Ministry of Science and Higher Education of the Republic of Kazakhstan (AP23485949) “Economic thinking, population’s behavior in the context of doctrine’s implementation to the new economic Kazakhstan’s policy: factors, prerequisites and mechanism.”

Type of the article: Research ArticleAbstract Drawing upon stakeholder theory, this paper aims to examine the link between servant leadership and corporate social responsibility (CSR) through organizational ethical culture as a mediation mechanism. The study deployed a quantitative method. Data were collected through a survey of 261 hotel managers, employees, and top managers at 12 hotels in major cities within the provinces of Balochistan, Khyber Pakhtunkhwa, Punjab, and Sindh, Pakistan, from January to May 2025. Hotels were chosen due to their active engagement in CSR and commitment toward sustainability. This study used SmartPLS 4.0 for data analysis with the PLS-SEM technique. The data revealed that servant leadership (t-statistic value 30.746, p-value 0.000) has a significant relationship with CSR implementation. Additionally, servant leadership (t-statistic value = 37.26, p-value = 0.000) is significantly related to organizational ethical culture. The findings indicate that organizational ethical culture (t-statistic value = 9.057, p-value = 0.000) is positively associated with CSR implementation. Finally, organizational ethical culture (t-statistic value 8.718, p-value 0.000) mediates the linkages between servant leadership and CSR implementation. This study contributes to the body of knowledge by integrating leadership-CSR domains as well as offering a unique and under-explored context, such as the hotel industry in South Asia, with a particular focus on Pakistan. These findings provide valuable insights to practitioners and leaders in the hotel sector by devising their CSR initiatives as a mindset of implementation rather than merely policy or practice.AcknowledgmentWe are thankful to the Internal Grant Agency of FaME TBU No. IGA/FaME/2025/010. Project Title: “Enterprise Performance and Innovation: The Role of Corporate Social Responsibility, Digitalization, Servant Leadership, and Uncertainty”.This scientific work was supported by the Tomas Bata University in Zlin (IGA/FaME/2025/010).