The healthcare sector faces several challenges, such as rising costs, rising demand, and the need for sustainability. A new area of healthcare has emerged due to these problems, focusing on long-term improvements in management, social policy, and health economics. This research explores the cutting edge of healthcare, concentrating on long-term advancements in management, social policy, and health economics. To better understand the problems affecting the healthcare sector and to pinpoint the areas where sustainable solutions are most required, a survey of 2000 healthcare professionals and policymakers was performed. The data were analyzed using structural equation modeling (SEM), and a thorough sustainable healthcare model was created. According to the survey's findings, the healthcare sector now faces three significant challenges: growing prices, increased demand, and the need for sustainability. According to the respondents, the three main areas where sustainable innovations are most required are management, social policy, and health economics. These conclusions were supported by the (SEM) analysis, which also showed that sustainable practices in these fields significantly impact the sustainability of the healthcare system. These findings lead this research to conclude that to guarantee the accessibility and affordability of healthcare for everyone, a move towards sustainable practices in health economics, social policy, and management is needed. Cooperation between healthcare providers, policymakers, and other stakeholders is required to create creative solutions that support sustainability in the healthcare sector. This study offers a thorough framework for sustainable healthcare that may act as a guide for further research and the formulation of new regulations.

This study analyses the comparative effects between E-WOM on online shopping platforms and social networking platforms on consumers’ purchase intention of smartphones in India. The E-WOM effect on buying intention has become an important context for many researchers due to its increasing importance in today’s world of digitalization. This study aims to assess the influence of E-WOM factors on these two platforms, including E-WOM credibility, E-WOM attitude, E-WOM quantity, and E-WOM format, on purchase decisions of smartphones. The data were collected using a questionnaire from 361 respondents in Uttar Pradesh, India. Multiple regression has been applied to empirically measure the influence of independent factors (E-WOM credibility, E-WOM attitude, E-WOM quantity, and E-WOM format) on the dependent factor (consumers’ purchase intention). The result indicates that E-WOM credibility, E-WOM quantity, and E-WOM format on online shopping platforms have more impact than E-WOM on social media on the purchase intention of smartphones. This study aids online companies in understanding the purchase patterns of consumers, and E-WOM on online shopping platforms is more effective in terms of credibility, quantity, and format as compared to E-WOM on social networking platforms toward buying intention of smartphones.

Corporate social responsibility (CSR) is necessary in today’s organizations because they must balance profitability with the development of a positive reputation through environmental and social responsibilities. Therefore, the purpose of this research is to discover how organizational culture (OC) and corporate social responsibility (CSR) relate to job satisfaction (JS), as well as how CSR moderates their interaction. The research data were collected from 463 respondents of SME organizations in Saudi Arabia using an online survey questionnaire (and few by in-person survey) to determine the impact of hypothesized relations. The data were analyzed using SPSS 26.0 and AMOS to test the study hypotheses. The results indicated that corporate social responsibility moderated the relationship between OC and JS and improved employee’s job satisfaction. Among the hypothesized relationships of the variables, OC indicated a mediocre effect on JS, while CSR was found to have low influence on JS. However, the study revealed significant impact among the variables, thereby supporting all three hypotheses of the study. As the study only attempted to understand the associations among three variables, it lacks to explain the role of other potentially important factors such as business success, organizational structure, leadership style, and firm size. The only stakeholders considered by the study was the employees, which is considered a major limitation of this study. Further researchers may also consider the role of other primary stakeholders on CSR activities, who are vital in improving employee JS. The study’s findings have some practical implications for managers who seek to create contented personnel and prioritized CSR efforts.

The sustainable development goals (SDGs) aim to create a future that is resilient, sustainable, and inclusive for both people and the planet. This study explored the roles of SDG 4 (quality education) and SDG 5 (gender equality) in achieving sustainability by assessing young students’ perceptions of the SDGs. The research focused on university students in Saudi Arabia, with data collected through questionnaires from 301 participants. To analyse the data, exploratory factor analysis was conducted to reduce data dimensions and group items. The constructs were confirmed to have both discriminant and convergent validity. Regression and correlation analyses were performed to test the hypotheses and better understand the relationships between the extracted variables, using Smart-PLS version 4 and SPSS version 24 for data analysis. The results showed that both SDG 4 and SDG 5 significantly influence sustainability outcomes. The regression analysis produced an R-squared value of 0.569, indicating that the combined effects of gender equality and quality education account for approximately 56.9% of the variation in sustainability outcomes. These findings offer valuable insights for policymakers, practitioners, and stakeholders who strive to advance the SDG agenda and promote inclusive development. They highlight the synergies between SDG 4 and SDG 5 in achieving sustainable development.

The objective of this research is to investigate how artificial intelligence (AI) might improve HR procedures and increase employee engagement and productivity in organizations. AI-powered tools and applications used in the current era become a decisive point for businesses and its performance may impact employees’ job engagement and job performance. The use of artificial intelligence in an organization’s activities to manage human resources in the areas of employee engagement, job security, employee performance, particularly in the process of lowering staff workload, and enhancing business performance. The study involved full-time employees with experience using artificial intelligence powered software in Indian multinational corporation. The research data was collected from 310 employees from multinational cooperation. The findings demonstrate that artificial intelligence performance had a significant impact on employee’s performance and job engagement, both of which were highly correlated with performance at work evaluation. AI has a positive impact on employee engagement and company performance. Artificial intelligence and job performance were significantly related with job engagement and service performance. Additionally, job security had a significant impact on increasing employees’ job engagement and service quality. The study’s implication support strategies for conducting performance research and managing human resources. The present study results will help business owners or managers create a productive atmosphere that boosts overall performance and employee engagement at the workplace using artificial intelligence.

It is important for management to make its employees fully satisfied at work by reducing emotional exhaustion and increasing their involvement. Today the majority of companies strive to improve their employees’ performance by providing them with all the facilities they need to maintain their physical and psychological well-being and thereby enhance their effectiveness. Therefore, the current study aims to examine whether job involvement mediates the relationship between emotional exhaustion and job satisfaction among financial sector employees. An analysis of 200 responses from financial sector employees was conducted using a survey. To gather information, a set of tools including emotional exhaustion, job satisfaction, job involvement and biographical information from bank employees were used. A structural equation model was used to analyze the relationships. The results showed a positive correlation between emotional exhaustion and job involvement between emotional exhaustion and job satisfaction and between job involvement and job satisfaction. Thus, it is observed that job involvement mediates and has a significant impact on job satisfaction. The current findings have their own significance for social scientists and managers since they provide a framework for designing work arrangements in a way to prevent emotional exhaustion while increasing employees’ level of job involvement and job satisfaction. The study concludes with a discussion of limitations and suggestions for future research.