Hong Kong Journal of Social Sciences

This study systematically examines the influence of design thinking in South African higher education, emphasizing its role in enhancing problem-solving and creativity among diverse stakeholder groups. The research aims to explore how design thinking addresses complex educational challenges and to identify strategies for its effective integration into academic contexts. The novelty of this study lies in its context-specific approach, providing a comprehensive synthesis of literature that highlights the unique socio-economic, cultural, and institutional dynamics of South Africa. Unlike previous research, this review not only maps the theoretical and practical applications of design thinking but also proposes actionable recommendations tailored to the South African higher education sector. The findings underscore design thinking’s potential to foster innovation, interdisciplinary collaboration, and inclusive pedagogical practices, thereby contributing to the transformation of higher education in the region.

Keywords: Design Thinking, Higher Education, Problem-Solving, Creativity, Innovation, South Africa, Curriculum Development.

DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.65.13

Background: Strategic leaders play a pivotal role in navigating organisational crises; however, limited research has examined how such leaders in South Africa’s business schools foster academic resilience, particularly during complex and prolonged crises such as the COVID-19 pandemic. This qualitative study aimed to investigate how strategic leadership in a selected South African business school influenced institutional activities and strategic direction during the pandemic, with the goal of sustaining academic continuity and resilience.
Methods: This descriptive study employed a qualitative research design, drawing on an interpretive, subjective approach to capture participants’ lived experiences. Six experienced academic leaders from a South African business school were purposively selected. Data were collected through semi-structured virtual interviews and analysed thematically.
Results: Findings indicate that strategic leadership shaped institutional activities and strategic direction through several mechanisms: strategic thinking, a holistic transition of teaching and learning from face-to-face to online modalities, agile resource mobilisation and utilisation, transparent strategic communication, and fostering multi-level strategic commitment during the COVID-19 crisis.
Conclusion: Overall, resilience manifested primarily as reactive, with strategic leaders facilitating coping and adaptive capacities rather than proactive measures prior to the pandemic. The study underscores that effective crisis response depends on strong strategic leadership, reinforced by the commitment of tactical and operational leadership. Moreover, the findings highlight the critical role of internal and external stakeholders in managing crises and safeguarding organisational resilience during and beyond such events. It is recommended that leadership development practitioners adopt an integrative approach to cultivate the multidimensional influences of strategic leaders and strengthen three key resilience capabilities—anticipation, coping, and adaptation—to proactively enhance academic resilience in business schools during times of crisis. Directions for future research are also identified.

Keywords: Strategic Leadership, Resilience, South Africa, COVID-19, Academic Leaders.

DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.65.12

This study examines the emerging right to disconnect in the digital workplace by comparing the legal frameworks in France, Belgium, Spain, Italy and Australia, and assesses the need for similar protection in Vietnamese law. These countries were selected as they represent diverse legal traditions (civil law and common law) and have enacted right to disconnect legislation. Using a comparative legal analysis method based on primary law sources, this study examines that France and Belgium require enterprises to issue internal agreements or regulations on the right to disconnect; Spain and Italy combine this right with data protection and flexible working regulations; while Australia clearly stipulates the right to refuse out-of-hours communications in law, along with dispute resolution mechanisms and sanctions. In contrast, the 2019 Vietnamese Labor Code does not recognize the right to disconnect or restrict out-of-hours communications. Based on best practices, the author proposes recommendations for Vietnam to define the right to disconnect, clarify exceptions, align overtime compensation with KPI systems, and embed sanctions for non‑compliance. The novelty of this study lies in integrating recent Australian legal reforms into a cross-system comparative analysis, thereby proposing a model that is appropriate to the legal context and corporate culture in Vietnam. The findings can inform Vietnamese policymakers in drafting effective statutory provisions and better protect the mental health of workers, improve the effectiveness of human resource management, and approach international labor law trends.

Keywords: right to disconnect, comparative, policy recommendations.

DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.65.11

Purpose: This study aims to explore emerging trends in Muslim women’s leadership, identify structural and cultural barriers and enablers, and propose context-sensitive strategies to enhance their leadership potential in Pattani Province, Thailand.
Methodology: A qualitative research design was employed, involving document analysis and in-depth interviews with 15 key informants from diverse community and organizational backgrounds.
Main Findings: The findings reveal a promising transformation: Muslim women are increasingly engaging in public life, supported by growing social acceptance, expanding grassroots networks, and shifting attitudes particularly among the younger generation. These dynamics suggest a gradual erosion of long-standing barriers. Nevertheless, persistent challenges such as patriarchal norms and the dual burden of domestic responsibilities—continue to constrain their full participation in leadership roles.
Application: The study proposes a multi-level approach to strengthen women’s leadership: individual-level capacity building through culturally grounded leadership training; community-based initiatives that foster peer support networks and safe spaces for expression; and policy-level reforms to institutionalize support via dedicated leadership centers and gender-responsive budgeting. These recommendations are designed to amplify the voices and agency of Muslim women as key agents of change in Pattani’s peacebuilding and development processes.
Novelty/Originality: This qualitative study offers a novel examination of Muslim women’s leadership in Pattani Province a conflict-affected region shaped by cultural conservatism and gendered constraints. Unlike prior research focused on security or religious discourse, this study centers on women’s lived experiences and the socio-cultural shifts enabling their participation in governance, contributing a stakeholder-centered perspective to the literature.

Keywords: Muslim women, Leadership, Pattani, Gender equality,
Community development.

DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.65.10

The purpose of this research is to examine job stability, a crucial factor impacting employee well-being. Various subjective perceptions, such as those related to the minimum wage, purchasing power, and economic welfare, can influence the job stability of private-sector employees. This study aims to analyze the influence of minimum wage perception, purchasing power perception, and economic welfare perception on the job stability of private employees in the Special Region of Yogyakarta.
Methodology:
This study employs a quantitative approach with a sample of 250 private employees in Yogyakarta, selected through random sampling. Data were analyzed using multiple regression and the SEM-PLS method.
Main Findings:
The results indicate that minimum wage perception significantly enhances job stability, whereas perceptions of purchasing power and economic welfare do not exert a significant influence. This suggests that private employees feel more secure in their jobs when they perceive the minimum wage as adequate, while their subjective assessments of broader economic conditions have less impact on stability. In conclusion, policies related to the minimum wage are more critical than perceptions of purchasing power or general economic welfare in sustaining job stability.
Application:
These findings can inform human resource strategies and public policy, particularly in regional labor planning and wage regulation, helping employers and policymakers design more effective employee retention programs.
Novelty/Originality:
This study presents a novel approach by integrating three perception-based variables (minimum wage, purchasing power, and economic welfare) to simultaneously assess their impact on job stability among private-sector employees. Unlike previous research that focuses on macroeconomic indicators such as unemployment or inflation, this study emphasizes subjective perceptions, an area that remains underexplored, particularly in the context of the Special Region of Yogyakarta.

Keywords: perception of minimum wage, purchasing power, economic well-being, job stability, private employees.

DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.65.9