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.

The use of Conversational Generative Artificial Intelligence (GenAI) is growing as a way to interact with health information, especially for the public. This theory-based conceptual synthesis suggests a multilevel governance approach to reducing the likelihood for generated information to become unsafe action – GenAI health information resilience (GenAI-HIR). Its contribution is immediately usable and practical — deploying organizations and public-health actors and public-health actors can use the consequence-based control tiers, actor-specific safeguards, and domain-level audit anchors, and the proposed competency configuration still needs to be validated and is a research agenda for the future. Five conceptually distinct functions at the individual and workforce levels describe at which point protection may contribute to the decision pathway, but are not necessarily assumed to be empirically separable: recognize, interrogate, verify, contextualize, and escalate. Organizational capacity is limited to controls particular to created health information such as authorized sources, attainable human routing, incident monitoring and corrective action. Platform and regulatory conditions are constraints, safety, access, calibrated trust, and equity, outcomes. The framework was created using an expert guided purposive synthesis of the 62 sources that were retained, not a systematic review process. It distinguishes between an explanatory risk model and a normative control architecture and categorizes outputs with respect to type of output, severity, urgency, reversibility, context dependence, mitigation feasibility, and remaining risk. Falsification criteria are now included in six propositions. The candidate self-report indicators are kept as material for the cognitive interviewing only and must be correlated with behavioral vignettes before use for psychometric purposes. GenAI-HIR is therefore not a validated scale, certification standard or replacement for accessible professional care; it is a model for competency that can be falsified in future research and a governance structure that can be audited for current implementation.