Industry 4.0 has managed to attract lots of attention from researchers because of the benefits it has to offer and many studies about Industry 4.0, as well as readiness and maturity models, are available from the technological point of view. Meanwhile, the organizational culture dimension of Industry 4.0 has received little to no attention. The aim of this paper is to find out whether or not the size and type of an organization influence the innovative culture and consequently the readiness of the organization for implementing industry 4.0. Results show that the innovative organizational culture according to the index of organizational culture does not depend on the size of an organization but to some degree depends on the type of the organization.

Industry 4.0 is the essence of the fourth Industrial revolution and is happening right now in manufacturing by using cyber-physical systems (CPS) to reach high levels of automation. Industry 4.0 is especially beneficial in highly developed countries in terms of competitive advantage, but causes unemployment because of high levels of automation. The aim of this paper is to find out if the impact of adopting Industry 4.0 on the labor markets of Iran and Japan would be the same, and to make analysis to find out whether this change is possible for Iran and Japan with their current infrastructures, economy, and policies. With the present situation of Iran in science, technology, and economy, it will be years before Iran could, or better say should, implement Industry 4.0. Japan is able to adopt Industry 4.0 much earlier than Iran and with less challenges ahead; this does not mean that the Japanese labor market would not be affected by this change but it means that those effects would not cause as many difficulties as they would for Iran.

The emergence of the fourth industrial revolution (Industry 4.0, hereinafter I 4.0) has led to an entirely fresh approach to production, helping to enhance the key industrial processes and therefore increase the growth of labor productivity and competitiveness. Simultaneously, I 4.0 compels changes in the organization of work and influences the lives of employees. The paper intends to construct a model for predicting the allocation of human resources in the sectors of the national economy of the Czech Republic in connection with I 4.0. The model used in this research visualizes the shift of labor in the economic sectors of the Czech Republic from the year 2013 to the following years in the near future. The main contribution of this article is to show the growth of employment in the high-tech services sector, which will have an ascending trend.

Digital fatigue may be mitigated through gamification by improving user engagement and motivation, reducing the adverse effects of extended screen time. Gamification, integrating game design elements into non-game contexts, has emerged as a promising strategy to enhance user engagement, motivation, and behavioral outcomes in digital health interventions. In this article, a systematic literature review aimed to explore gamification’s role in digital health interventions. Results show that gamification improves motivation, adherence, and outcomes by using game elements. However, the true potential of gamification in mitigating digital fatigue remains highly unexplored. Differences in the data of the study populations and methods limit direct comparisons.

Ransomware is an evolving cyber threat that continues to challenge organizations in the United States (U.S.). This study examines ransomware trends and defense strategies across healthcare, finance, and education from 2019 to 2023. Using a mixed-methods approach that combines survey data from 154 professionals with industry reports, the study identifies healthcare as the most vulnerable sector, finance as sustaining the highest losses, and education as facing the longest recovery times. The rise of ransomware-as-a-service and artificial intelligence (AI) has increased the complexity of attacks. Effective defense requires a coordinated approach to technical, organizational, and regulatory measures that build adaptive resilience.