Contemporary higher education institutions (HEIs) are extensively oriented toward offering professional and technical programmes but have neglected the significance of instilling ethical and socially responsible values in university students. This study investigates the extent to which HEIs include business ethics (BE) and corporate social responsibility (CSR) courses in the undergraduate curricula and examines the importance of equipping university graduates as prospective corporate board members with ethical values. Involving public and selected private HEIs in the Republic of Kosovo, the study employs a cross-institutional and content analysis approach. The database of the Kosovo Accreditation Agency and structured interviews with relevant staff of academic service units are the primary sources of data used for the study. The findings reveal three significant trends: 1) only fifty-five percent of the institutions offer the course of BE; 2) HEIs offer BE as an elective course and for one semester only, and 3) except for one HEI that offers CSR as a separate course, other institutions have included it as part of other courses. The study contributes to academia and industry by identifying the gaps in the current programmes among HEIs and advocates for the inclusion of BE and CSR courses in their curricula as demanded by corporations.

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Migration opportunities are perceived as an incentive for many (un)satisfied employees to leave their workplace. Remaining job seekers enjoy more employment opportunities and greater bargaining power for better working conditions, which may ultimately lead to employee satisfaction and greater work autonomy. The objective of this study is to investigate the role of work overload and autonomy on job satisfaction, organizational commitment, and turnover intent among employees in selected industrial sectors in the wake of migration. The job demands-resource (JD-R) model is used to examine the relationship between work overload, autonomy, job satisfaction, organizational commitment and turnover intent. The study uses a cross-sectional quantitative approach with one hundred and fifty respondents from different industries. The findings reveal a negative effect of work overload and a positive impact of autonomy on job satisfaction. Results indicate that job satisfaction negatively affects turnover intent and has a positive effect on organizational commitment. Considering the increasing level of migration which serves as an additional incentive to leave organizations, the study suggests that employers should consider multiple strategies centred on the increase of employee satisfaction, reduction of work overload, and increment of autonomy.