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This paper aims to translate and validate an Arabic version of the Barriers to Access to Care Evaluation (BACE) BACE scale to make it appropriate for the targeted socio-cultural and linguistic context.

This psychometric study has two main compounds: translating the BACE into Arabic and validating it. Using the back-translation method, the authors involved seven professional individuals to maximize the efficacy of the translated version. The authors began with the process of translating the scale from English into Arabic and vice versa followed by evaluation, compression and matching. Later, a pilot study with a sample size of 35 participants was conducted to receive feedback on the Arabic version of the scale. Finally, an online survey was generated and distributed among Arabic-speaking countries; a total of 630 participants were voluntarily involved in this study.

A total of 630 participants completed the survey with a mean age of 31.4 ± 12.9, and 402 (63.8%) were females. Cronbach’s alpha coefficient and McDonald's Omega coefficient were both greater than 0.9. The confirmatory factor analysis was found to fit highly satisfactory with the stigma-related barriers.

The BACE was validated in Arabic and its psychometric properties were examined in-depth and found to be strong.

This paper fulfils an identified need to translate tools to make mental health more accessible to patients in need.

The study aims to examine the influence of Sustainable Human Resource Management (SHRM) practices and Industry 4.0 Technologies (I4Te) adoption on the Employability Skills (ES) of the employees. The study has undertaken four major SHRM practices – Training (TR), Flexibility (FL), Employee Participation (EP) and Employee Empowerment (EE) to measure its impact on the ES along with I4Te.

A survey approach method was designed on the identified constructs from existing literature based on SHRM, I4Te and ES. The survey resulted into 198 valid responses. The study used confirmatory factor analysis (CFA) and structural equation modelling (SEM) using SPSS 25.0 and AMOS 25.0 for constructs validation and hypothesis testing.

The current study reveals that all the four SHRM practices (TR, FL, EP and EE) along with I4Te directly influence ES in the organisation. The I4Te along with the SHRM practices may bring enhancement in the skills and competencies of the employees that is the requirement of future organisations.

Considering the results, the SHRM practices aligned with I4Te may directly influence the employee's ES including core skills, IT skills and personal attributes. The SHRM practices in the organisation will enhance the opportunities for the employees and bring long-term association with the employees.

For the development of the economy and the individual, the SHRM practices need to conduct themselves in more socially responsible ways along with the I4Te to enhance the ES of the employees. The individual development will bring sustainable behavioural changes in the employees.

There has been no research conducted on exploring SHRM, I4Te and ES together. This is the pioneer in the HRM fields that explores the interrelationships and influence amongst the five constructs undertaken in the study.

This study examines the impact of perceived human resource management practices on talent turnover intention, with work engagement mediating and self-efficacy moderating the relationship. It examines how employees' perceptions of pay satisfaction, empowerment, participation and communication are related to their turnover intentions.

A total of 283 valid questionnaires from UAE government employees were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was used to examine the proposed hypothesis.

The results reveal that employees' perceptions of pay satisfaction, empowerment, participation and communication are significant contributors to work engagement. The findings further demonstrate that work engagement significantly negatively affects talent turnover intention and acts as a mediator between employees' perceptions of individual human resource management practices and talent turnover intention. However, the results contradict the hypothesis that self-efficacy moderates the association between work engagement and talent turnover intention.

This study focuses on the impact of perceived human resource management practices on talent turnover intention, an area that has received limited attention in literature. By focusing on perceived human resource management practices, this study illuminates employees' subjective experiences and how they perceive human resource management practices intended to reduce talent turnover intention. The inclusion of the mediating effect of work engagement offers a more profound understanding of how employees' perceptions of human resource management practices influence their turnover intentions. This comprehensive approach to understanding the interplay between these variables provides valuable insights for organizations seeking to improve their human resource management practices and talent turnover intention.

This study aims to conduct a comprehensive review of scholarly literature on the educational impacts of the metaverse, systematically identifying emerging themes, challenges and implications for metaverse education.

The study uses systematic literature review techniques using the Scopus database to investigate empirical studies and systematic reviews specifically examining the convergence of the metaverse and education.

The study shows that the metaverse has a substantial influence on education, emphasising immersive learning, real social interactions and the transformation of traditional frameworks. This paper identifies nine themes, illuminating the growing relevance of metaverse tools in academic institutions, influencing learning methods, outcomes and positive student dispositions.

This study provides a foundation for further investigations into the metaverse’s potential to disseminate knowledge and enhance comprehension of metaverse technologies. It explores the metaverse’s potential in relation to progress, upcoming trends and cultural awareness while highlighting obstacles that must be addressed for effective metaverse teaching.

This research paper makes a substantial scholarly contribution by undertaking a systematic analysis of empirical studies and identifying emerging themes in the area of metaverse education. It offers substantial insights into the transformative potential of metaverse education and its implications for pedagogical and instructional approaches in the digitised era through the analysis of fundamental inquiries.

This study delves into the behavioural intentions of educators within medical colleges at Mosul Universities concerning the adoption of Knowledge Management-Driven Metaverse technology (KM-D-MT). Rooted in an adapted Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) model, the research aims to enrich the understanding of Metaverse adoption factors, exploring correlations among key constructs such as performance expectancy, effort expectancy, social influence, facilitating conditions, perceived value, hedonic motivation and interaction. Furthermore, the study investigates the mediating roles of knowledge generation and knowledge sharing in the relationship between interaction and behavioural intention.

The research employs a quantitative approach, gathering 278 responses from educators in medical colleges. Structural Equation Modelling-Partial Least Squares (SEM-PLS) is used to analyse the data, rigorously examining the reliability and validity of research instruments. The investigation involves an extensive evaluation of various factors influencing educators’ intentions to adopt KM-D-MT, using a cross-sectional design.

The study reveals significant positive impacts of performance expectancy, effort expectancy, social influence, facilitating conditions, perceived value and hedonic motivation on behavioural intention to adopt KM-D-MT. Interaction is identified as a key factor positively influencing knowledge sharing and knowledge generation. Furthermore, knowledge sharing and knowledge generation exhibit positive correlations with behavioural intention. Interaction indirectly impacts behavioural intention through the mediating roles of knowledge generation and knowledge sharing, highlighting the transformative potential of Metaverse technology in reshaping knowledge processes.

The findings of this study hold practical implications for educators, institutions and policymakers. The adoption of KM-D-MT can enhance educational experiences, facilitate global collaboration and contribute to the continuous professional development of educators in medical colleges. Institutions are encouraged to strengthen technological and organisational infrastructure to support effective Metaverse implementation. Furthermore, promoting positive social norms, providing technical support and offering training programs can contribute to overcoming barriers and fostering a conducive environment for Metaverse adoption in medical education.

This research significantly contributes to theoretical perspectives by advancing Metaverse research and addressing the call for extensive studies covering theoretical, conceptual and empirical elements. It extends current UTAUT2 frameworks, exploring correlations in the context of medical education and contributes to knowledge management paradigms. The study’s originality lies in its exploration of Metaverse acceptance in higher education institutions, specifically in medical colleges in Iraq, providing valuable insights for further research and practical applications globally.