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.

Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.

The purpose of this study was to investigate the published literature on human resource management and school performance from January 2012 to December 2022. Numerous literature evaluations have been conducted on human resource management and organizational performance, but school or teacher performance has received less attention than organizational performance. The PICOC (population, intervention, comparison, outcome, and context) technique is integrated into each stage of the PSALSAR framework to assure the study’s objective and comparability. This in-depth research is conducted in three stages: identifying pertinent keywords, screening pertinent papers, and selecting pertinent publications for review utilizing the PRISMA (Preferred Reporting Items for Systematic Reviews and Mata Analysis) technique. This made a final database with 44 publications that met the study’s requirements for inclusion. This study reveals that HRM practices and school performance are correlated. The results of the research identify the eight most essential HRM practices for improving school performance, which included planning, organizing, recruitment and selection, training and development, performance management, employee relations and involvement, reward and compensation, health, safety, and work-life balance. Leadership style, motivation, satisfaction, productivity and task performance, competency, culture and climate, empowerment, and commitment were among the performance-influencing elements.

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.