Adopting a circular economy (CE) can play a role in achieving economic sustainability for all countries. Material and production waste must be recycled to make better use of limited resources. Developments in the CE need to transition linear economies into circular ones. Although the CE has a role in reaching economic sustainability, few studies have investigated the effect of transitioning to a CE in emerging economies. Thus, it is critical to examine the effect of circular economic influences on economic growth. This paper analyses particular indicators of the CE in the Gulf Cooperation Council (GCC) countries. The analysis employs econometric techniques such as unit root tests, random-effect models, and the autoregressive distributed lag (ARDL) model to examine different components, including environmental, social, and economic. Panel data are used to determine the dependency of circular economic factors on economic growth in GCC countries. The data was collected from the World Bank database covering the years 2000 to 2020. The paper is based on the analysis of the CE filed in GCC countries and intends to contribute to the studies in the field. The results gained from the GCC situation are valuable for both emerging and developing countries looking to include sustainable development measures in their policies and regulations. The findings highlight the importance of the CE to sustainability within GCC countries. This investigation of CE indicators based on the results of the economic model contributes to the empirical literature on the transition to a CE in emerging and developing countries.

Purpose: The aim of this study is to evaluate how remote work affects workers’ productivity in the Saudi financial sector. It tries to analyze the interrelation of workers’ productivity when working remotely with job satisfaction and work management. Moreover, the paper tries to shed light and reflect widely on the cons and pros of remote work. Theoretical Framework: Remote work is one of the digital transformation consequences, it is a new form of work that allows workers to work away from the employer’s primary workplace. The framework of the study is adopted from the association of workers productivity with (1) working remotely, (2) job satisfaction and (3) remote work management. This framework aims to provide the magnitude of these three variables on the productivity of workers in the Saudi financial sector. Research Methodology: Primary data collected by conducting a survey, which covers a sample consisting of 1270 respondents from banks, financial, and insurance companies in Saudi Arabia. Secondary data is obtained from previous scientific studies, official reports issued by the Saudi Central Bank (SAMA), and other related international institutions. Findings: The Results of the descriptive and inferential analysis showed that there is a positive effect and association of workers’ productivity by job satisfaction, remote work, and work management during working remotely. As workers in the financial sector feel satisfied with their job due to remote work, their productivity increases. Analysis of remote work advantages revealed that remote work raises the sense of responsibility of staff, promoting self-censorship. Moreover, remote work contributes to balance in work and life, serenity, and enhances the psychological and physical comfort of the employee, consequently, it increases workers’ productivity. While physical isolation, lack of communication between co-workers, and low levels of learning due to limited direct contact between colleagues and clients can also challenge building social relationships at work and negatively affect the workers ‘productivity. Research, Practical & Social implications: This study can be generalized and undertaken to improve the application of remote work as a new pattern of work in the financial sector, benefiting from its advantages and tackling its drawbacks. Moreover, design work strategies and restructure the work policies to include the remote work beside the traditional presentism work. In addition to introduce new management system compatible for remote work and specialized training programs, ensuring efficient communication to enhance employee productivity. Originality/value: This study addresses an important contemporary issue in the field of work and productivity, remote work. It is a pioneer empirical study which focused on the linkage between remote work and workers productivity in the Saudi financial sector. It presents comprehensive conceptional framework and literature review and provides empirical results and policy implications for decision makers in the Saudi financial sector and related sectors.

This bibliometric analysis explores 214 peer-reviewed studies on Remote working and Sustainability that are accessible in the Web of Science database between 1997 and 2023. The study methodically investigates important aspects, such as primary publications, scientific information sources, authors, citations, co-occurrences, geographical origin, nation distribution, and authors' research output, using the R programming language for mapping. Apart from showcasing the existing status of research, the analysis seeks to identify gaps in the literature, forecast future directions, and identify recent hotspots and trends in the subject. The analysis highlights a notable absence of publications from Arab and less developed nations. Consequently, the study promotes greater understanding among academics in these areas, stressing the need to carry out excellent theoretical and empirical research on sustainability and remote working. Additionally, the study suggests promoting international scientific cooperation to incorporate these nations into the academic debate and increase the overall depth and breadth of findings on the subject.

This study examines how digital governance (DG) contributes to public value (PV) in a large, service-intensive public organization and tests whether digitally enabled human resource management practices (DHRM) transmit this effect. Using a cross-sectional survey of employees in Egypt Post (n = 278), items were measured on a five-point Likert scale and analyzed with reliability diagnostics, validity assessments (CFA, CR, AVE, HTMT), and regression-based mediation with 5000 bootstrap resamples. All scales showed strong internal consistency (Cronbach’s alpha: DG = 0.903, DHRM = 0.948, PV = 0.923) and convergent validity (AVE greater than 0.50). Discriminant validity was confirmed via HTMT (less than 0.85). The study finds that DG was positively associated with PV (beta = 0.773, p less than 0.001) and with DHRM (beta = 0.818, p less than 0.001). DHRM was also positively associated with PV when controlling for DG (beta = 0.332, p less than 0.001). Bootstrapping confirmed a significant indirect effect of DG on PV through DHRM (a times b = 0.281; 95% CI [0.156, 0.424]), indicating partial mediation. This study advances public value scholarship by specifying DHRM as a micro-foundation linking governance capacity to value outcomes, demonstrating the partial mediation mechanism in an under-researched Middle Eastern public-sector context, and providing empirical evidence that digital transformation yields higher public value when governance arrangements are translated into workforce routines and capabilities via digital HRM. Implications: The findings suggest that public managers should treat HR digitalization as a core implementation mechanism alongside governance reforms.