This study examines the factors that lead students to consider or avoid a career in sales, focusing on behaviors and preferences during the transition period following the peak of the COVID-19 pandemic. Conducted in 2021, the study captures how the pandemic has changed traditional aspects of sales work, such as face-to-face interaction, and explores the lasting impact of these changes on young professionals. A sample of 671 business and engineering students participated in an online survey; data analysis was performed by using Partial Least Squares Structural Equation Modeling (SEM-PLS). Results show that intrinsic and social motivations enhance the perceived attractiveness of a sales career, which, in turn, impacts career intentions. Although empathy and COVID-19-related fears lack a direct effect on the intention to pursue a sales career, digital skills reinforce the connection between job attractiveness and career intentions in a digital-centric environment, having a moderating role. These findings emphasize the evolving nature of sales careers, highlighting the need to align career development strategies with young people’s intrinsic motivation and digital competencies. This study adds to the understanding of motivational factors in sales career decisions and offers valuable insights for employers seeking to attract motivated talent in a shifting industry landscape.

This pilot study investigates the contributions of an airport service provider from Romania specializing in ground handling, operations, and passenger services towards achieving the United Nations Sustainable Development Goals (SDGs). Recognizing the critical role of service providers in the aviation ecosystem, this research focuses on how operational practices can be optimized to support sustainability objectives. It also reveals how businesses can leverage achievements and internal policies that would fit under, and support, SDGs. The study covers the operations of an airport service provider at several airports across the country. Through a series of qualitative questionnaires and interviews with employees, the research identifies best practices and challenges in aligning airport services with the SDGs. The study underscores the importance of collaboration between service providers, airport authorities, and regulatory bodies to achieve sustainable outcomes. By providing practical recommendations and a framework for sustainable operations, this pilot study aims to guide airport service providers in contributing to the global sustainability agenda, demonstrating the potential for meaningful impact in the aviation sector.

The COVID-19 pandemic has transformed teleworking from an occasional practice into a widespread necessity, raising questions about its long-term viability. This study examines the determinants of workers' intentions to continue teleworking after a crisis, focusing on the role of positive emotions, productivity concerns, and social concerns. Using data from 1,142 teleworkers surveyed during the 2020 lockdown, the results show that positive emotions significantly increase the intention to telework, while productivity concerns have a modest negative effect. In contrast, social concerns do not exert a significant influence. These results emphasize the importance of promoting positive experiences of telework to ensure its sustained acceptance. This research contributes to the understanding of the dynamics of telework and provides practical insights for organizations seeking to adapt to the evolving work environment.

This study explores the perceptions, experiences and preferences of Generation Z in relation to the use of artificial intelligence (AI) in recruitment and selection processes. The analysis is based on a nationwide survey conducted among a sample of 644 young adults aged 18 to 28 with different educational and professional backgrounds from Romania and used structural equation modeling to analyze the results. Findings show that ethical and human centric priorities, like transparency and fairness, strongly enhance perceived AI benefits, which in turn increase familiarity and perceived accuracy. Anxiety over AI tools heightens human centric priorities, revealing a tension between efficiency and emotional comfort. As digital natives, Generation Z appreciates AI's efficiency but seeks clarity and human oversight. This work fills a gap in understanding job seekers' perspectives and offers employers insights to craft fair, transparent AI hiring systems suited to Romania's emerging workforce.

Digital transformation and sustainability have become key priorities in strategic HR management; however, their implementation and integration remain inconsistent and are strongly influenced by organizational context. This study examines strategic HR management at the intersection of digital transformation, sustainability, and organizational culture. The objective is to explore how Romanian organizations align these dimensions within strategic human resource management. The research employed a qualitative approach, consisting of nine semi-structured interviews with HR professionals and managers from diverse organizational settings. Interview data were analyzed using thematic analysis to identify recurring patterns across the three dimensions. Although limited to the characteristics of the qualitative sample and not intended to generate findings applicable to the entire Romanian HR practice, the findings suggest that digital transformation in HR is primarily experienced as a capability development process, supported by integrated digital systems that enhance employee efficiency and autonomy, while also presenting challenges related to resistance to change and skills shortages. Sustainability emerges as a developing component of HR strategy, often limited by inadequate measurement mechanisms and competing organizational priorities. Organizational culture serves a mediating role by shaping how digital and sustainability initiatives are interpreted, adopted, and evaluated. The study highlights the need to align technological, sustainability, and cultural dimensions to support coherent and future-oriented HR strategies.