Motivation is the process of increasing employee commitment and it is considered one of the key fundamentals, which are essential for organizational success. In a globalized working environment, implementing an effective compensation system, job enrichment, and enlargement, and appropriate training are some of the critical challenges facing by organizations to keep motivated their employees. Thus, the present study aims to investigate possible influencing factors such as compensation, job enrichment and enlargement, training, and their effects on employee motivation in the telecommunication sector in Libya. The findings revealed that all investigative factors have significant relationships with employee motivation. This study suggests that telecommunication companies should formulate an appropriate compensation system comprising of monetary and non-monetary rewards, provide job training to enhance knowledge and skills, as well as offer job enrichment and enlargement opportunities for the employees to expand their motivation and therefore result in organizational success. The limitations of the study and future research recommendations are addressed at the end.

The digitisation is prompting education, particularly higher education at a very fast pace. Higher education institutions (HEIs) are in imperative need to implement modern technologies to stay digitally relevant and differentiate them as a digital leader. Though many universities have specific digital plans and strategies, yet implementation of these up to the highest standards is something many institutions lacking. The present study emphasised that HEIs are in need to grapple with the impacts of a progressively digital world. The emerging technologies and their effects on establishment of a digital campus have been investigated and enlightened. Furthermore, the possible barriers and the ways to harness digitalisation successfully have also been discussed. The study, finally, proposed a digital model for HEIs to implement a digital strategy for the entire institution to reap the benefits attached to the technological progression. The present study will guide HEIs to understand the imperative need of digital strategic plans and assist in the adaption of the digital change.

Risk management driven by AI has the potential to play an important role in sustainable decision-making by offering predictive insights and scenario modeling capabilities. This proactive approach empowers top management to align informed decisions in accordance with sustainability goals while optimizing resource allocation and mitigating risks. While existing research examined the benefits of AI risk management, this study addresses the underexplored question of how AI risk management impacts sustainable decision-making, particularly when considering the mediating role of perceived environmental responsibility. A structural equation modeling (SEM) technique was employed on a dataset comprising 428 senior managers from the Pakistani construction sector. The results revealed that AI-driven risk management is highly relevant to sustainable decision-making. Further, perceived environmental responsibility was found to have a partial mediating effect. These results hold a significant promise for organizations seeking to integrate AI for environmental sustainability goals. The findings of the study enhance the understanding of how AI-driven risk management is a driving mechanism empowering decision-makers to make more sustained decisions in the construction sector.

Mobile banking is an advanced form of traditional banking. In Bangladesh, despite the initiatives by the banking companies to continuously upgrade their facilities to support mobile banking, customers' adoption rates are still low. Thus, the aim of this study is to investigate the factors influencing the behaviour of customers to adopt mobile banking. By adaptation of the unified theory of acceptance and use of technology (UTAUT), the study used partial least square (PLS) and structural equation modeling (SEM) to achieve the result. It was found that all the factors listed are significantly influencing the behaviour of the customers, except the factor of performance expectancy. The study concluded that the mobile users outside Dhaka, the capital city of the country, are not much aware of mobile banking as compared to mobile users in the capital city. By extending the previous study, this study contributed to the existing literature and to the body of knowledge in general. The theoretical and managerial implications, as well as the directions for future research were also stated.

The present study aimed to examine how four dimensions of EI influenced organizational commitment and job performance among employees, particularly in pharmaceutical industry. A total of 235 participants involved from the pharmaceutical companies in Punjab, Pakistan. SPSS for Windows was used for initial statistical analysis. Partial Least Squares Structural Equations Modeling (PLS-SEM) was the primary statistical method used to analyze the path model. Smart PLS v2.0 software was used to test the proposed hypotheses. The empirical findings approved the significance of employee's and their contribution in employee's job performance and argued to control them in such a way that increases their performance.The employees’ perception and evaluation of their emotions have a potential to bring a positive variation in their eventual performance. Likewise, awareness with the emotions of supervisors, colleagues and subordinates and aptitude to deal with them will lend a hand to create a progressive working environment. The self-report measures used in data collection. Other techniques such as interview and focus group discussion should be adopted in the future studies. Another deficiency is the cross-sectional design of the study, it is recommended to test the same model in longitudinal design that would span over one to two years. The study empirically examines the significance to considerate employee’s emotions and to control them in such a way that increases their performance. Results of the study indicates that pharmacists working in MNCs are successfully controlling their emotions and observing other emotions, hence they are committed and satisfied with their job. Emotional Intelligence (EI) is one of the most important concepts introduced to psychology and management in the last decade. The present study aimed to examine how four dimensions of EI influenced organizational commitment and job performance among employees, particularly in pharmaceutical industry.