This study investigates how organizational culture influences the relationship between leadership practices and digital transformation, as well as the impact of digital leadership practices on the adoption of digital transformation inside organizations. Using a quantitative approach, data from numerous firms reveal that achieving digital transformation necessitates effective leadership, with specific leadership components such as communication, strategic planning, digital leadership, and continuous improvement being crucial. The findings show that, depending on how effectively organizational culture fits with leadership initiatives, it can either facilitate or delay digital change. The study underlines the importance of purposeful investments in leadership development and cultural alignment for successful digital disruption management. While emphasizing the importance of cultivating an innovative culture and giving leaders with practical insights.

This study examines the impact of financial inclusion, specifically the dimensions of access and usage, on income inequality and economic growth in 70 developing countries using data from 2014, 2017, and 2021. Drawing from multiple international databases, the study employs Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess formative constructs of financial inclusion and to test the hypothesized relationships. Results show that financial access significantly reduces income inequality (β = –0.124, p < 0.05) and promotes economic growth (β = 0.261, p < 0.01). Similarly, financial usage has a negative effect on inequality (β = –0.223, p < 0.01) and a positive effect on growth (β = 0.412, p < 0.01). Among control variables, trade openness is associated with lower inequality, while population growth and corruption increase it; population growth also weakly hinders economic growth. The model explains 30.2% of the variance in income inequality and 45.6% in economic growth. The analysis distinguishes between upper-middle-income and lower-income groups, revealing that financial access is more impactful in wealthier developing countries, while usage is more influential in lower-income ones. These results underscore the need for income-specific policy design. To address concerns of generalization, additional descriptive country-level analysis was conducted for six selected countries, highlighting national-level variation in financial inclusion dynamics. Overall, the findings offer valuable insights for policymakers and international agencies seeking to design inclusive financial systems that support equitable growth and reduced inequality.

This study examines the relationship between ownership structure and firm performance using empirical data on non-bank financial institutions (NBFIs) in Jordan. The study employed a cross-sectional dependency test, the Levin–Lin–Chu panel data regression test, the Im–Pesaran test (CIPS), panel causality test, Pedroni regression analysis, generalized method of moments (GMM), and pooled mean formula. The sample consisted of 80 NBFIs listed on the Amman Stock Exchange (ASE). Four-panel unit root tests show that ownership concentration dynamics are robust at the first variance, and the Pedroni panel cointegration results demonstrate a long-run link between ownership concentration processes and corporate value. Similarly, research using GMM and pooled mean group (PMG) approaches reveals that ownership concentration procedures have a major impact on firm performance, as evaluated by Tobin’s Q. The study also reveals that government ownership boosts the profitability of NBFIs, contradicting previous research that suggests a strong inverse relationship between government ownership and NBFI efficiency. Conversely, the results of this study are not consistent with those of other studies which found a significant negative correlation between the efficiency of NBFIs and government ownership.

This study aimed to identify the determinants of job satisfaction among academic staff in Jordanian Higher Education Institutions and propose a model that these institutions can use to estimate overall job satisfaction. Understanding these determinants is critical for faculty retention, performance, and organizational effectiveness. This study employed a quantitative approach to examine job satisfaction and its determinants among academic members in Jordanian Higher Education Institutions. A total of 272 participants were asked to rate their level of agreement with multiple statements regarding job satisfaction determinants using a Likert scale. The data collected were analyzed to identify the key factors influencing job satisfaction among academic staff. The study found that the work environment, promotion and development opportunities, and job security are significant determinants of job satisfaction among academic staff in Jordan. These factors play a crucial role in shaping faculty members’ perspectives on their jobs and their overall satisfaction levels. The findings of this study provide valuable insights for Higher Education Institutions that aim to enhance faculty satisfaction and organizational effectiveness. By focusing on improving the work environment, offering clear promotion and development paths, and ensuring job security, institutions can retain and motivate their academic staff better.