The aim of this study is to investigate the relationship between big data adoption and Internet of Things adoption and entrepreneurial behavior at Amman Stock Exchange The study focuses on how the ability to innovate mainly mediates this link. The study method uses a quantitative approach that includes conducting a professional survey, conducting a statistical analysis, and testing mediation Key results show that the use of big data improves the ability to innovate largely, and affects employees’ practical leadership capabilities The interaction between Internet adoption and leadership capabilities is influenced by product capabilities, which emphasizes the important role of innovation as a mediator in shaping employee behavior emphasizing Practical results of this study show that Amman Stock Exchange companies strategically use big data and IoT technologies to promote innovation. Shortcomings of the study include the specificity of digital work, the reliance on self-reported data, and the use of static analysis. Subsequent research should expand participants and use more comprehensive methods. Recommendation: Embrace technology with an emphasis on innovation, provide leadership training, and increase knowledge about technology, innovation and human behavior.

This study investigates the social and technical factors influencing the adoption of Artificial Intelligence (AI) technologies within organizations and examines how these factors impact innovative workplace behaviour. Drawing on a combination of organizational culture, leader humility, work relationships, and AI-related technical skills, the study presents a comprehensive framework for understanding the integration of AI. Data were collected through an online survey from employees in the government, semi-government, banking, healthcare, and private sectors in the United Arab Emirates (UAE). 441 professional respondents from multiple sectors. The study’s findings reveal that social factors, such as organizational culture and leader humility, and technical factors, including managerial and employee AI skills, significantly contribute to the successful adoption and integration of AI. This study contributes to the literature by integrating both social and technical dimensions into a unified model. In addition, the study highlighted that AI adoption succeeds when technological readiness is matched with strong workplace relationships, supportive culture, and leader humility creating the conditions for sustained innovation. Finally, the findings provide practical implications for managers aiming to promote a supportive environment for AI adoption and innovation.

Integrating project management (PM) and sustainable development (SD) is not merely an option but a necessity for smart cities (SC) to secure a prosperous future for the next generations. Also, useful PM plays a vital role in fostering sustainable growth within SC, as it enhances the quality of life, conserves natural resources, and encourages technological creation. Therefore, this study aimed to examine the significance of PM in advancing the SD of SC. Randomly 189 questionnaires were distributed to possible respondents working in PM by email, hardcopy mailings, and web-collection apps. The statistical analysis was carried out using SPSS version 25, by using a quantitative research approach. The results showed that all study variables (smart technologies company policies, resource management, and organizational culture) positively impacted smart cities' SD. Therefore, the study recommends enhancing the incorporation of PM and SD in SC by implementing effective processes and technologies that connect harmoniously with technological advancement and environmental and social sustainability.

This study seeks to investigate the association between organizational culture and employees' commitment in the Jordanian hotel sector. The data that were gathered from 248 hotel employees, were about the respondents' organizational culture and its impact on the employees' commitment. Data were collected using the Organizational Culture Index (Wallach, 1983) [Wallach, E. J. (1983). Individuals and organizations: The cultural match. Training & Development Journal,37, 29-36.], and Organizational Commitment Questionnaire (Mowday et al. 1982) [Mowday, R.T., Porter, L.W. and Steers, R.M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover. Academic Press, New York.]. De-scriptive statistics were reported, and hypotheses testing using SmartPLS3 was used. Generally, and with some unexpected outcomes, organizational culture was found to be significantly associated with organizational commitment. It was confirmed that bureaucratic and supportive culture were the predictable dimensions of commitment, while innovative culture was found to be an unpredictable dimension of commitment. This study provides useful managerial implications and contributes to the existing pool of knowledge on the relationships be-tween organizational culture and organizational commitment. Different aspects and context of these variables were tested to provide a wider and more comprehensive understanding on the factors which affect organizations and employees.

High rates in turnover of skilled employees can turn to be a very significant concern in organizations world-wide. Turnover affects productivity, product or service quality and of course profitability. As Human Resources (HR) activities can be considered as a primary source of sustainable competitive advantage in organisations, it would also play a major role in employees’ intention to stay or to leave. This paper examines the influence of different human resource practices on employees’ job satisfaction and organizational commitment and eventually on job turnover with a focus on the governmental sector in the State of Qatar. In order to develop such investigation, a model was suggested and an online questionnaire was developed and distributed. Hypotheses were tested on a sample of more than 250 highly ranked employees in Qatar. Statistical correlations were conducted to examine the relationships among variables under investigation. The results show that positive relationships were observed between the HR practices under investigation and job satisfaction and organizational commitment which indicate intention to stay.

This study unraveled the effects of strategic management and organizational culture on organizational performance. It also determined the most triggering predictor of organizational performance. In this study, strategic management focused particularly on the formulation and implementation strategy. A number of 291 officers from government organizations participated in this study. Self-administered questionnaire was employed for the data collection. The analysis revealed that the performance of government organizations was impacted by organizational culture, dimensions of formulation and implementation strategy. Organizational culture emerged as the most triggering predictor on organizational performance. The study concludes with some implications for practice and theory.

This research explores the impact of organizational culture on expatriate’s working performance at Universiti Malaysia Perlis. The factors that affect expatriate’s job performance are important in enabling expatriates to acquire essential competencies that allow them to complete their tasks in workplace. This research was a survey (questionnaires) method. Data were gathered from 150 respondents consist of expatriates who were academicians and non-academician of legal age 18 and above on random basis from several academic schools in UniMAP. The analysis of the study uses Mi-crosoft Excel and Statistical Package for Social Sciences (SPSS) Software Version 16.0. The data were analyzed using descriptive analysis and multiple regression analysis. According to the results presented, language barriers and communication style were found to have significant effects on expatriate’s working performance. Therefore, from the results of two hypotheses tested there are meaningful relationships between language barriers and communication style toward expatriates working performance at Universiti Malaysia Perlis. This research has accumulated an empirical knowledge base which concentrates on coping behaviors for foreign staffs in higher education in-stitution contexts. The findings of this research will help the management of UniMAP understand the impact of organizational culture’s factors on expatriates working performance. The results of the present study showed that it could set up the right organizational culture and ultimately further improve the organization performance.

This paper presents a survey to measure the effects of work motivation and leadership on the performance of employees as predictors of organizational culture in broadcasting commission of Riau islands province, Indonesia. There are two dependent variables namely mediating variables (moderating variable) consisting of Cultural Organization, and the dependent variable (dependent variable) consisting of Employee Performance. Using a questionnaire designed in Likert scale, the survey distributes 120 questionnaires among the surveyed people and manage to collect 101 properly filled ones. Using structural equation modeling, the survey has confirmed the effect of work motivation to latent variable, Cultural Organization. The survey also confirms that the performance changes were affected by Motivation, Leadership, and Organizational Culture.

This study aimed to develop a conceptual model of the mediating role of management accounting system (Broadscope) and organizational culture on the influence of mutual dependency and environmental uncertainty on managerial performance. The sample was 126 managers of Swamitra Palm Oil Plantation in Riau. The entire population was sampled. The data were processed using Structural Equation Modeling Partial Least Square (SEM PLS). The findings in this study are mutual dependency and environmental uncertainty have a positive influence on managerial performance, organizational culture mediates the influence of environmental uncertainty on managerial performance, meanwhile management accounting system (Broadscope) does not mediate the influence of mutual dependency on managerial performance.

This study investigates AI bias in financial technology (FinTech)-based supply chain management in Pakistan. The study employs Structural Equation Modeling (SEM) to analyze data from diverse respondents. Hypotheses examine the relationships between AI integration, algorithm diversity, employee training, data quality, regulatory compliance, organizational culture, and AI bias. The findings reveal that higher AI integration leads to increased AI bias, Algorithm diversity reduces AI bias, while employee training decreases bias, Quality and diversity of data negatively correlate with AI bias, and regulatory compliance lowers bias. In addition, organizational culture mediates the relationship between AI integration and AI bias. This research contributes a holistic understanding of AI bias factors, guiding ethical AI adoption. Policymakers can use these insights to shape regulations, and industry practitioners can make informed decisions.