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        <title>SUSTAINABILITY, SOCIAL INNOVATIONS AND DIGITAL TRANSFORMATION Feed</title>
        <link>https://sciendo.com/journal/SSIDT</link>
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        <lastBuildDate>Sun, 10 May 2026 13:19:06 GMT</lastBuildDate>
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            <title>SUSTAINABILITY, SOCIAL INNOVATIONS AND DIGITAL TRANSFORMATION Feed</title>
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        <copyright>All rights reserved 2026, EKA University of Applied Sciences</copyright>
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            <title><![CDATA[Employer Branding in Private Universities in Poland. Exploratory Study.]]></title>
            <link>https://sciendo.com/article/10.2478/ssidt-2025-0004</link>
            <guid>https://sciendo.com/article/10.2478/ssidt-2025-0004</guid>
            <pubDate>Mon, 12 Jan 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Research Purpose. The objective of this article is to delineate the conceptual and operational parameters of 'employer branding' within the context of research in private universities in Poland, i.e. Higher Educational Institutions (HEIs), through the lens of sustainable university management. The study has an exploratory purpose.
Design/Methodology/Approach. The research assumptions were developed based on the analysis of secondary sources. A quantitative method was used, consisting of a CAWI survey and direct, paper-based interviews. The sample size was determined based on the number of all 19 private academic universities in Poland at the time that were invited to participate in the study. Quantitative research was conducted from 2019 to 2022. The results were additionally verified using qualitative methods, observing the websites of private universities and five personal study visits. The qualitative research was conducted from October 2022 to June 2023.
Findings. A prevalent trend observed across all categories evaluated in the empirical investigations presented in the article permits the formulation of the assumption that respondents exhibit an absence of a definitive opinion regarding the issue of university employer branding.
Originality/Value/Practical Implications. The utilisation of employer branding as a contemporary instrument for the dissemination of an organisation's image is attributable to the limited propagation of this concept and its associated elements within the market milieu. This concept represents a relatively novel area of investigation, necessitating more intensive exploration. The research conducted facilitated the delineation of various aspects concerning both the external and internal representation of private academic universities' public image. Concurrently, new exploratory domains emerged.
]]></description>
            <category>ARTICLE</category>
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            <title><![CDATA[Influence of Cybersecurity Measures on Consumer Trust and Loyalty in Digital Marketing in India]]></title>
            <link>https://sciendo.com/article/10.2478/ssidt-2025-0003</link>
            <guid>https://sciendo.com/article/10.2478/ssidt-2025-0003</guid>
            <pubDate>Mon, 12 Jan 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Research purpose. In India’s rapidly growing digital economy, cybersecurity has become a key factor shaping consumer perception and behaviour on digital marketing platforms. Rising data breaches and privacy concerns have elevated the importance of user trust. Cybersecurity is now seen not only as a technical safeguard but also as a strategic element for retaining consumers. Despite its growing significance, there is limited research on how cybersecurity directly influences consumer trust and loyalty in the Indian context. This study addresses that gap. The purpose of the research is to analyse the impact of cybersecurity measures on consumer trust and loyalty toward digital marketing platforms in India. To achieve that, such factors as data protection, privacy practices, and incident response, and their influence on consumer trust, engagement, and long-term loyalty to digital marketing platforms are assessed. The visibility of cybersecurity practices and their meaning to consumers are also analysed, as well as the translation of such perceptions into repeat purchasing behaviour and brand advocacy. By achieving that, the paper not only contributes to the scientific purpose but also provides actionable guidance for practitioners. The research analyses how trust serves as a mediating factor between cybersecurity measures and loyalty outcomes.
Design / Methodology / Approach. A mixed-methods approach is used. Quantitative data from a structured online survey (50 participants across India) is combined with qualitative insights from an interview with a digital marketing professional. Analytical methods include regression, factor analysis, and thematic evaluation.
Findings. Results show a strong positive link between effective cybersecurity and consumer trust, which significantly affects loyalty. Transparent data protection policies and visible cybersecurity efforts enhance consumer confidence and repeat usage. The study provides practical recommendations for strengthening user trust via improved cybersecurity. The findings are also intended to support digital platforms in designing security strategies that strengthen consumer confidence and create sustainable competitive advantage.
Originality / Value / Practical implications. This research is one of the few studies that empirically examines how cybersecurity measures directly influence consumer trust and loyalty in the Indian digital marketing context. Its originality lies in combining consumer perception analysis with expert insights to reveal that visible and transparent cybersecurity practices are more influential than technical certifications. The findings provide practical guidance for digital platforms on how to build consumer trust and loyalty by integrating cybersecurity as a core element of brand strategy.
]]></description>
            <category>ARTICLE</category>
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            <title><![CDATA[Waste Sorting Motivators and Demotivators at the Workplace]]></title>
            <link>https://sciendo.com/article/10.2478/ssidt-2025-0002</link>
            <guid>https://sciendo.com/article/10.2478/ssidt-2025-0002</guid>
            <pubDate>Mon, 12 Jan 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Research purpose. Growing environmental pressures and global sustainability commitments, such as the United Nations’ Sustainable Development Goal 12, underscore the importance of effective waste management in all societal sectors. Workplaces, where individuals spend a lot of their time, represent a critical yet underexplored setting for implementing and improving waste sorting practices. This study aimed to examine employees’ attitudes toward workplace waste sorting in Latvia, focusing on identifying motivators and demotivators that influence participation.
Design / Methodology / Approach. A quantitative survey was conducted with 108 respondents, representing diverse industries, company sizes, and demographic profiles. The questionnaire covered workplace waste sorting practices, positive and negative influencing factors, and general perceptions. Data analysis focused on identifying patterns in motivators and demotivators, as well as differences by gender, company size, and awareness levels.
Findings. The results show that 79% of surveyed employees engage in waste sorting at work, aligning closely with national household statistics. Most workplaces (92%) have sorting stations, though awareness of specific container availability was slightly lower (82%). Nearly 60% reported that employers provided sorting containers, while only 24% had received training on proper sorting, 25% noted the use of motivational systems, and 27% indicated the presence of visual reminders. Motivators most frequently cited included environmental protection (50%), resource saving (over 35%), habit change (over 35%), and improved workplace appearance (over 35%). Negative factors were led by rapid bin overfilling (over 40%), the need to change established habits (over 40%), and time spent deciding on waste categories (over 40%). Gender differences emerged, with 11% of women and 5% of men unaware of sorting station presence; women were more likely to view habit change negatively (nearly 50% vs. 33% of men), while men more often cited time constraints (46% vs. 37% of women).
Originality / Value / Practical implications. This study provides information on workplace waste sorting motivators and demotivators in Latvia. The findings highlight the need for enhanced communication, better visibility of sorting facilities, and integration of waste sorting into workplace culture to strengthen engagement. Addressing workplace waste sorting offers benefits that extend beyond meeting waste management targets, as it actively engages employees in achieving organisational sustainability goals.
]]></description>
            <category>ARTICLE</category>
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            <title><![CDATA[Digital Well-Being of Public Servants]]></title>
            <link>https://sciendo.com/article/10.2478/ssidt-2025-0005</link>
            <guid>https://sciendo.com/article/10.2478/ssidt-2025-0005</guid>
            <pubDate>Mon, 12 Jan 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Research purpose. This study aims to investigate how work in the digital environment affects the emotional, mental, and physical dimensions of digital well-being among Latvian public administration employees, and to develop recommendations for both managers and employees to enhance digital well-being.
Design / Methodology / Approach. Primarily, a comprehensive literature review was conducted, followed by a survey, using the Mathew et al. (2023) developed research instrument (questionnaire). Latvian public administration employees participated in the survey. A descriptive frequency analysis of the Digital Well-Being Scale was conducted using non-parametric statistics, with items categorised by perceived importance. Differences were examined with the Kruskal–Wallis test, and open-ended responses were Content analysed to identify strategies and emotional categories.
Findings. The study found that nearly 90% of public servants surveyed experience moderate or high levels of stress. Key factors among these groups include psychological factors such as productivity and decisiveness. At the same time, emotional factors showed no significant influence, and physical aspects had only a moderate impact. In summary, it can be concluded that digital tools contributed to the development of cognitive abilities and efficiency. Still, for respondents with a higher level, digital resources caused negative physical consequences, such as sleep disturbance, physical discomfort, and decreased activity.
Originality / Value / Practical implications. The obtained results highlight factors that impact the digital well-being of employees in the Latvian state and local government institutions while working in a digital environment. Based on the received data, recommendations were developed for employers on how to improve the digital environment and digital well-being of their employees. Recommendations were also formulated for the employees themselves on how they can take care of themselves and improve their digital well-being.
]]></description>
            <category>ARTICLE</category>
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            <title><![CDATA[Associations between Motivation at Fast Food Restaurants in Sri Lanka and Human Capital Indicators within the Integrated Reporting Framework]]></title>
            <link>https://sciendo.com/article/10.2478/ssidt-2025-0001</link>
            <guid>https://sciendo.com/article/10.2478/ssidt-2025-0001</guid>
            <pubDate>Mon, 12 Jan 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Research relevance: This research is relevant as it addresses a critical gap in understanding how specific human capital indicators influence employee motivation in the fast-food industry, a sector characterised by high turnover and performance pressure. By applying the Integrated Reporting (IR) framework, the study provides practical insights for aligning non-financial indicators with employee engagement strategies. The findings can support decision-makers in developing targeted human capital initiatives that enhance motivation, productivity, and long-term value creation.
Research goal: The research aimed to identify which human capital indicators are associated with employee motivation in fast food restaurants in Sri Lanka within the integrated reporting framework.
Research methods: This study employed a quantitative survey method to examine the association between human capital indicators and employee motivation in Sri Lankan fast food restaurants, using the Integrated Reporting Framework. A structured questionnaire, based on key performance indicators developed by Uzule et al. (2024), was distributed to 106 employees. The questions focusing on key performance indicators and staff motivation were measured on the 5-point Likert scale. Data were analysed using descriptive statistics and Spearman’s rho correlation to identify significant associations between human capital factors and employee motivation.
Main findings: The study revealed that employee motivation and satisfaction were at a moderate level, with average scores of 2.93 and 3.02 on a 5-point scale. Among the eight human capital indicators assessed, communication and value creation in companies received the highest average ratings from respondents. Correlation analysis using Spearman’s rho showed significant positive associations between motivation and five indicators: value creation in companies, communication, sustainability, performance, and financial aspects. In contrast, employee competences, risk estimation, and employee well-being did not show statistically significant associations with motivation in this context.
Originality / Value / Practical implications. This research explores the relationship between human capital indicators and employee motivation within the fast-food industry in Sri Lanka, using the Integrated Reporting Framework. The findings reveal that communication, value creation, and sustainability are key drivers of motivation, while traditional factors like employee competencies and well-being show weaker associations. The study contributes to the development of IR by highlighting motivation as a measurable and strategic component of human capital performance.
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