The ready-made garment (RMG) sector in Bangladesh has emerged as one of the most significant drivers of economic growth and employment over the past three decades. The industry accounts for the majority of the country’s export earnings and employs millions of workers, the majority of whom are women from rural and economically disadvantaged backgrounds. While the sector has contributed substantially to women’s economic participation and empowerment, female garment workers continue to experience multiple occupational challenges, including excessive workload, unsafe working conditions, long working hours, and limited access to occupational health resources. These factors often contribute to heightened levels of occupational stress and adversely affect workers’ physical and psychological wellbeing. Scholars have widely acknowledged that occupational stress arises when job demands exceed an individual’s capacity to cope with those demands, leading to negative outcomes such as fatigue, anxiety, reduced productivity, and long-term health problems (Karasek & Theorell, 1990; Bakker & Demerouti, 2017). Within labor-intensive industries such as garment manufacturing, these stressors are frequently intensified by production pressures, strict deadlines, and limited worker autonomy. This study examines the relationship between occupational stress, workplace safety conditions, and the overall wellbeing of female garment workers in Bangladesh. Drawing on a mixed-methods research design, the study integrates quantitative survey data collected from female garment workers with qualitative insights obtained through in-depth interviews. The research explores the prevalence of occupational stress, workers’ perceptions of safety practices within factories, and the implications of these conditions for physical health, mental wellbeing, and job satisfaction. The findings indicate that a large proportion of female garment workers experience moderate to high levels of occupational stress associated with production targets, repetitive work, inadequate rest periods, and limited managerial support. Moreover, although safety reforms have been introduced in the industry following major industrial disasters, many workers still report concerns regarding emergency preparedness, workplace ergonomics, and access to protective equipment. These workplace conditions significantly influence worker wellbeing, contributing to health issues such as chronic fatigue, musculoskeletal pain, psychological distress, and reduced life satisfaction. The study highlights the critical need for improved occupational health policies, stronger enforcement of workplace safety regulations, and the integration of psychosocial support systems within garment factories. By addressing both structural and psychosocial aspects of workplace conditions, policymakers and industry stakeholders can contribute to improving the wellbeing, productivity, and long-term sustainability of the garment workforce in Bangladesh.

The ethical environment within organizations significantly shapes employee behavior, workplace relationships, and overall psychological well-being. Organizational ethical climate refers to the shared perceptions among employees regarding appropriate ethical behavior and the procedures for addressing ethical issues in the workplace (Victor & Cullen, 1988). A positive ethical climate establishes norms that encourage respect, fairness, and accountability, while discouraging misconduct such as harassment and abuse of power. In contrast, weak or ambiguous ethical climates often enable unethical behaviors, including workplace harassment, which can have serious implications for employee psychological health and organizational effectiveness. Workplace harassment encompassing verbal, psychological, and social forms of mistreatment remains a critical organizational concern globally. Research indicates that employees exposed to harassment frequently experience elevated stress levels, anxiety, depression, emotional exhaustion, and reduced job satisfaction. These psychological consequences not only affect individual well-being but also undermine productivity, commitment, and organizational performance. This study investigates the relationship between organizational ethical climate and workplace harassment and examines how these factors collectively influence employee psychological health. Drawing on ethical climate theory and occupational stress frameworks, the research explores how organizational norms, leadership behavior, and institutional policies shape employees’ experiences of harassment and their psychological responses. A mixed-methods research design was employed, combining quantitative survey data from 350 employees across multiple sectors with qualitative interviews to capture nuanced insights into workplace experiences. The quantitative component measured perceptions of ethical climate, exposure to workplace harassment, and indicators of psychological health using validated scales derived from established research. Qualitative interviews further explored employees’ perceptions of organizational ethics, reporting mechanisms, and leadership accountability. Findings reveal that organizations characterized by strong ethical climates particularly those emphasizing caring, fairness, and adherence to ethical rules tend to report significantly lower levels of workplace harassment. Statistical analysis demonstrates a strong negative correlation between ethical climate and harassment, suggesting that supportive and principled organizational environments act as protective mechanisms against abusive workplace behaviors. Furthermore, workplace harassment is found to have a significant negative impact on employees’ psychological health, contributing to heightened stress, emotional exhaustion, and reduced well-being. Importantly, the study also identifies ethical climate as a moderating factor that can buffer the adverse psychological effects of harassment, indicating that employees working in ethically supportive environments are better able to cope with workplace stressors. The findings highlight the critical role of ethical leadership, transparent reporting systems, and organizational accountability in promoting a safe and psychologically healthy workplace. By strengthening ethical climates, organizations can reduce the prevalence of harassment and enhance employee psychological well-being. This study contributes to the growing body of literature linking ethical organizational environments with employee mental health outcomes and underscores the importance of integrating ethical governance with workplace health policies. Ultimately, fostering a strong ethical climate is not only a moral imperative but also a strategic organizational practice that supports sustainable employee well-being and productivity.

Purpose: This research aims to study the extent of customers’ acceptance of mobile payment services in Sudan during the political instability period, and critically analysis the impact of the war and lack of liquidity (cash shortage) on the intention and actual use of service. The study also adapts and extend the UTAUT model by taking into account factors such as system speed, political instability and illiquidity influence. Design/Methodology/Approach: The study takes a quantitative research technique to evaluate the relationship between many independent and dependent variables. The data have been collected using an online survey, statistical analysis is conducted using the SPSS software and SPSS AMOS 24. Findings: The empirical findings validate that the intention to use mobile payment systems and their actual usage during the Sudan war crisis is significantly and positively influenced by performance expectancy, effort expectancy, facilitating conditions, political instability influence, and illiquidity influence, while social influence and system speed found to have no significant effect of Sudanese intention to use the mobile payment system during the crisis time. Originality/Value: The importance of this study stems from the fact that it is one of the first studies to investigate the impact of political instability, and severe cash shortages on consumers' intention to adopt and use mobile payment services, coinciding with the ongoing war in Sudan.

This study synthesizes results from a final sample of 85 high-impact Scopus-indexed articles published between 2015 and 2026 to present a thorough secondary research review of artificial intelligence (AI) in marketing and management. The study methodically evaluates previous research to investigate how AI capabilities affect consumer engagement, decision-making, and company performance. It is based on the Resource Based View (RBV) and dynamic capabilities theory, and it complies with PRISMA 2020 requirements. The study uses a theme synthesis technique to identify four main research streams: ethical governance, data-driven decision making, AI as a strategic capability, and customer centricity enabled by AI. These ideas are combined into a cohesive conceptual framework that emphasizes the moderating impacts of ethical governance and the regulatory environment as well as the mediating function of organizational processes. The paper contributes by addressing theoretical fragmentation and proposing a future research agenda, particularly for emerging markets such as Saudi Arabia under Vision 2030.