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This research was designed to investigate whether organizational stress had an intermediary role in the effect of Hofstede cultural dimensions on time management. Near East University from Cyprus, which represents the individual culture, and Hakkari University from Turkey representing the collectivist culture were selected for the research analyses. In all, 638 administrative and academic members from both universities were interviewed face-to-face on a voluntary basis, and data were collected by the simple random sampling method. The research findings suggest that time should be managed after identifying the type of culture—individualistic or collectivist—to decrease the level of stress experienced by university staff. In other words, Hofstede's cultural dimension has an impact on time management, and organizational stress has a partial mediation effect on this dimension. Although the variables in the study have been studied in the literature together with many different factors, Hofstede is significant in terms of determining the role of organizational stress in the effect of cultural dimensions on time management. The effectiveness of Hofstede's cultural dimensions through organizational stress in time management allows business and project plans to be carried out in a way that manages individual, team or departmental performances taking into account the organizational stress elements. It is considered that this study will particularly be effective in medicine, project management, and independent auditing.

This study investigates the characteristics that may affect an organization's capacity for innovation. We explored the effects of learning organizations on creativity through employee resilience and work engagement, utilizing a standardized questionnaire administered to 430 Jordanian bank workers. The data were analyzed using WarpPLS, employing partial least squares structural equation modeling (PLS-SEM) (version 8.0). Our findings reveal a significant and positive influence of "learning organization" on innovation, "work engagement," and worker resilience. Furthermore, employee resilience and job engagement significantly and positively impact innovation. Additionally, employee resilience and workplace engagement significantly mediate the relationship between learning organizations and innovation. This study's theoretical implications highlight how organizational learning theory can be used to enhance organizational creativity. A complete strategy that considers both organizational strategies and human aspects is necessary to promote innovation.

This article presents the findings of a comparative study about citizen attitudes towards e-government services, which was conducted in the Northern and Southern Nicosia Municipalities in Cyprus. The study is important and valuable first due to the fact that Cyprus is a small island, a topic which received limited attention in e-government research. Second, Nicosia remains the world's last divided capital city, and e-government comparisons in divided capital cities are even rarer. The results show that both municipalities were rated poorly in terms of efficiency, transparency, and vision. The models also indicate that the development of e-government practices affect e-voting, perceived e-government benefits and organizational agility positively in both cases. Nepotism was found to negatively affect the development of e-government practices in the North, whereas human rights and social media have a positive effect. E-government practices affected the dissemination of democratic behaviour, and attitudes towards innovation and mobile government positively in Southern Nicosia.