NIDA Case Research Journal

Addressing Eco-Anxiety Among Students of Mae Fah Luang University (Thailand) Through HOTS-Oriented Classroom Towards Sustainable Development Goal 4 (Quality Education)

Reni Juwitasari, Maya Dania — Thu, 30 Apr 2026 00:00:00 +0700

Haze and PM2.5 air pollution in Chiang Rai has adversely affected Mae Fah Luang University (MFU) students, intensifying an emerging form of psychological distress known as eco-anxiety. Recognizing the direct connection between mental well-being and the capacity to engage in learning, this paper examines how integrating Bloom's Revised Taxonomy of higher-order thinking skills (HOTS) in the "Introduction to Sustainable Development" (ISD) classroom can mitigate eco-anxiety. Over one academic year, 60 students participated in qualitative methods (classroom observations, focus group discussions, surveys, and reflections). Results show that
87% of students reported high eco-anxiety, characterized predominantly by fear, anger, and helplessness. By employing a HOTS-based approach, the classroom not only validates ecological emotions but also helps develop emotional resilience and empowers students to create actionable solutions to environmental challenges. These insights support SDG 4 (Quality Education) by linking cognitive skill development to students' mental well-being and their capacity to address real-world environmental crises.

The Implication of Thai BCG model and stakeholder pressure: a case study from the company perspective

Ruethai Onbhuddha, Seiichi Ogata, Bingying Ma — Thu, 30 Apr 2026 00:00:00 +0700

Recently, the Thailand Bio˗Circular˗Green (BCG) model has been announced, aiming to enhance sustainable development across the nation. Businesses play a crucial role in fulfilling this mission, especially in the agriculture sector. Sustainable business management relates to various stakeholders, including the primary and secondary groups. The stakeholder pressures also influence the sustainable practices in the organization. Therefore, this study's objective is to evaluate the direct pressure of stakeholder groups on sustainable practices in the company through a questionnaire survey from employee perspectives as a bottom-up approach. This study applied a case study in the cassava-based producer company that adopted the BCG model. This research adopted qualitative and quantitative approaches for result analysis. The results showed that the suppliers and communities are significant primary stakeholder groups that drive sustainable capital. While the government, competitors, customer advocates, non-profit organizations, and media are the main drivers from the secondary group. This shows that the coercive and the normative are the main factors in integrating BCG and sustainability practices in the company. Lastly, stakeholder management is an outstanding practice in the BCG-based company. In summary, economics and society are the significant priorities to fulfill this alternative pathway to be successful in sustainability business.

Work Atmosphere and Career Development: Impact on Employee Engagement and Retention in Gen Z Workforce in Thailand

Khanyapuss Punjaisri, Nuttikan Prayatsap, Poomporn Thamsatitdej, Suthep Nimsai — Thu, 30 Apr 2026 00:00:00 +0700

Existing studies on employer branding have mostly focused on attracting talents though a strategic purpose of employer branding is to attract and retain talents. To retain employees, offering a unique employer brand experience is vital. Employee engagement is proposed to be an underlying mechanism explaining how an employer brand experience impacts employee retention. Whilst generation differences are acknowledged, most studies to date have not yet focused on a particular generation, such as generation Z, which is becoming important workforce in the next five years. Grounded on the social exchange theory, this study aims to identify the mediating effect of employee engagement on the relationship between employer brand experience, particularly work atmosphere and career development, and employee retention from the perspective of Generation Z workforce in Thailand. An online survey was carried out with Gen Z, who are employed and reside in Thailand. In total, 163 questionnaires were returned and deemed usable. The sample size follows the sample-to-item ratio method. This study has identified a full mediation of employee engagement on the link between work atmosphere and employee retention, and a partial mediation on the link between career development and employee retention. For generation Z, career development opportunities attract them to retain with the organization more effectively than work atmosphere. Theoretical and managerial implications are discussed.