Sketching on stimulus-organism-response theory, this study aims to investigate the mediating effect of environmental passion on the relationship of the environmentally specific servant leadership with employees’ green behavior. Using purposive sampling approach, the authors adopted one month time-lagged approach to collected data from 232 academic employees in higher education institutions of China. Response rate in this study is 46.40%. The partial least-structural equation modeling (PLS-SEM) analysis was conducted in the smartpls 4.0 software to test the proposed hypotheses. The current empirical findings confirm that environmentally specific servant leadership significantly positively influence employee’s environmental passion and environmental passion significantly positively affects the employee’s workplace green behaviors. This current finding offered support in favor of mediating impact of environmental passion on the “environmentally specific servant leadership-employees workplace green behaviors” relationship. To the best of authors, this study is among pioneers’ studies to investigate the integrated relationship of environmentally specific servant leadership, environmental passion and green behavior in higher education institutions context of China. Limitations and implication have been elaborated at the end.

Intellectual capital is one of the most crucial determinants of long-term economic development. The countries compete for highly skilled labor and talented youth. State regulatory interventions aim to, on the one hand, facilitate the retention of foreign high-productivity intellectual capital in the host country, transforming ‘educational’ and ‘scientific’ migrants into residents, and on the other hand, prevent the outflow of their own qualified workforce. The paper aims to outline the role of the nation’s higher education system in the influx and outflow of labor resources. A two-stage approach is applied: 1) maximum likelihood—to cluster the EU countries and the potential candidates to become members of EU countries based on the integrated competitiveness of their higher education systems, considering quantitative, qualitative, and internationalization aspects; 2) logit and probit models—to estimate the likelihood of net migration flow surpassing baseline cluster levels and the probability of migration intensity changes for each cluster. Empirical findings allow the identification of four country clusters. Forecasts indicate the highest likelihood of increased net migration flow in the second cluster (66.7%) and a significant likelihood in the third cluster (23.4%). However, the likelihood of such an increase is statistically insignificant for countries in the first and fourth clusters. The conclusions emphasize the need for regulatory interventions that enhance higher education quality, ensure equal access for migrants, foster population literacy, and facilitate lifelong learning. Such measures are imperative to safeguard the nation’s intellectual potential and deter labor emigration.

The development of the times and the progress of society have put forward new requirements for the conduct of party building work. Only by adhering to innovative ideas, continuously adjusting and scientifically planning the mode of party building work, can a new and systematic guidance system for party building be constructed, so that the conduct of party building work in universities presents a new development state and mode. Based on the influence of the information technology environment and the guidance of the spirit of the 20th National Congress, this article explores and analyzes the innovative reform of party building work in universities in the new era. From different perspectives such as introducing advanced technology and innovative party building work concepts, it systematically explores the innovative planning measures for party building work, striving to build a new organizational system for party building in universities, and scientifically optimize the value and effectiveness of party building work in universities.

As a result of China's evolving higher education landscape, private universities have emerged as significant players, fostering democratization and fulfilling key roles. However, these institutions face distinct challenges shaped by legal, societal, and internal factors. In the knowledge-driven economy, employee satisfaction is crucial for success. Understanding pivotal factors and conducting satisfaction surveys are essential for effective management and talent retention. This study focuses on Chengdu's private university educators, analyzing how factors like belongingness, self-actualization, and rewards influence job satisfaction. Through surveys, data analysis, and literature review, this study refines its findings and uncovers underlying causes. The study offers actionable insights for educators and institutions, aimed at enhancing job satisfaction.