Small watershed ecological compensation is an important economic means to solve the contradiction between protecting the ecological environment and developing the economy. Taking the Changtian small watershed in the Xixiu District of Anshun City as an example, this paper uses the ecological service function value method to roughly calculate the ecological service function value of the small watershed ecosystem: the ecological service function value of the Changtian small watershed is 913.586 million yuan, and the total amount of ecological compensation is 11.6245 million yuan, of which the farmland system compensation is 1.3194 million yuan, the forest system compensation is 7.5336 million yuan, and the water system compensation is 256,000 yuan, The compensation for the fruit forest system is 2,515,500 yuan. Based on the value of ecosystem service function, the compensated and non-compensated ecosystem service functions are distinguished, and the equivalent factors that different ecosystems can provide compensated ecosystem functions are expressed, so that the determination of ecological compensation amount is scientific and more accurate, and then provides a basis for the determination of ecological compensation standard of the small watershed.

Forest ecological benefit compensation plays a promoting role in improving the enthusiasm of forest ecological builders and maintainers, maintaining the legitimate economic interests of forest owners, and coordinating the fairness between the “clear water and green mountains” protectors and the “gold and silver mountains” beneficiaries. Comprehensive combed the domestic forest ecological benefit compensation mechanism, including the compensation scope, compensation subject, compensation object, the research progress of compensation standard, summarized the forest ecosystem benefits measurement, including physical appraisal method, the value evaluation method, energy analysis method and the characteristics and application research progress of ecological model method. This paper discusses the research status and existing problems of the calculation basis of compensation standard, the origin, research emphasis and progress of forest ecological service payment abroad in recent years, and the mechanism of forest ecological service payment in many countries. Finally, some suggestions are put forward to improve the compensation mechanism of forest ecological benefits in China. On the one hand, it is necessary to broaden the source of funds through various ways of marketization and scientifically evaluate the forest ecological benefits. On the other hand, the compensation standard should be established scientifically and reasonably to achieve different compensation levels or compensation intervals.

Purpose: This research aims to explore the phenomenon of job-hopping in the engineering sector in Penang, Malaysia, focusing on how factors like positive work culture, compensation and benefits, and job satisfaction influence an engineer’s propensity to frequently change jobs. Design/methodology/approach: The study adopted a cross-sectional survey design, targeting 200 engineers in Penang. It was grounded in Herzberg’s Motivation-Hygiene Theory. Data collection was conducted using online questionnaires, which were adaptations of instruments used in previous research. Statistical analysis, including Pearson correlation and multiple linear regression, was performed using SPSS software. Findings: The Pearson correlation analysis revealed significant negative relationships between positive work culture, compensation and benefits, job satisfaction, and the tendency to job-hop. However, in the regression analysis, only job satisfaction emerged as a significant predictor of job-hopping behavior. This finding suggests that while factors like work culture and compensation/benefits contribute to the overall work environment, they do not primarily drive job mobility among engineers in this region. The study indicates that job satisfaction plays a more crucial role in influencing engineers’ decisions to change jobs frequently. Conclusion: The study enriches the field of organizational psychology by applying Herzberg’s theory to understand job-hopping behavior in the engineering sector. For organizations in Penang, the findings highlight the importance of enhancing job satisfaction as a strategy for reducing job-hopping and retaining talent. This insight is valuable for both academic research and practical application in the industry, emphasizing the critical role of job satisfaction in curbing job-hopping tendencies within the engineering field.

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.

As International Atomic Energy Agency has stated in its Handbook on Nuclear Law, “Even in situations for which the highest standard of safety has been achieved, the occurrence of nuclear accidents cannot be completely excluded.” Therefore, the international legal framework for nuclear damage compensation liability has been evolving since the establishment of Nuclear Energy Agency of Organization for Economic Co-operation and Development (OECD NEA) and International Atomic Energy Agency (IAEA). Over the years, various international treaties have been enacted to address the compensation of nuclear damage and to establish liability regimes for nuclear incidents. To date, these treaties have established a series of legal principles of nuclear damage liability, such as the sole liability principle, the strict liability principle, the financial guarantee principle etc., which have been developing since establishment. This paper offers an overview of the historical development of the principles of these international treaties for nuclear damage liability and thus draws upon both primary and secondary sources, including treaties, official documents, academic literature, and reports by international organizations. Including the legislation study methodology, comparative methodology is also adopted in this paper to analyze the changes and trend of these principles. The paper reveals that the Paris Convention, which was established in 1960, was the first attempt to establish a comprehensive legal regime for nuclear damage liability. Most of the principles of this Convention have been inherited by subsequent international treaties and domestic legislations. With the awareness of protecting public’s rights having been significantly strengthened, the range of compensation has been broader, the matters of immunity from liability for operators of nuclear power plants have been reduced, the limitation of the compensation amount has been higher etc. In conclusion, the international legal regime for nuclear damage liability has been showing a shift from protecting the development of the nuclear industry to a joint protection of both public health and rights and the nuclear industry, which should be paid attention to and deeply learnt by domestic legislators of all states for the establishment and perfection of their domestic legislation in this field.

This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.