The rapid digitalisation of business processes and the widespread adoption of remote work since the COVID‑19 pandemic have forced private enterprises to re‑examine the role of human resource management (HRM). Drawing on the resource‑based view, this study investigates how digital HR strategies—covering recruitment & selection, training & development, performance management and digital employee services—affect employee engagement and firm performance in a context where a significant portion of the workforce operates remotely. Using survey data from 150 employees and managers in 50 privately owned firms in Chongqing, China, supplemented by semi‑structured interviews with HR leaders, we develop a digital HR adoption index and test its impact on remote work effectiveness and organisational performance. The results show that higher levels of digital HR adoption positively influence employee engagement, reduce perceptions of relative deprivation and cyberloafing, and enhance remote work effectiveness. Regression analysis further indicates that remote work effectiveness mediates the relationship between digital HR adoption and organisational performance. Qualitative insights highlight the importance of leadership support, training and the integration of platforms such as WeChat Work, DingTalk and Tencent Meeting for managing remote teams. Our findings offer evidence‑based recommendations for private enterprises in emerging economies to align digital HR strategies with remote working arrangements, support employee well‑being and sustain performance.

This study aims to determine the effect of Human Capital Management (HCM) and work ethics on the performance of life insurance agents mediated by Organizational Citizenship Behavior-Organization (OCB-O) and Organizational Citizenship Behavior-Individual (OCB-I). The data was collected from 103 respondents who had entered the category of having won the Top Agent Awards (TAA) using a survey approach with questionnaires. The population consisted of life insurance agents who had won the TAA/MDRT, a 5 Likert scale questionnaire, and analyses using the SEM-AMOS-21 program. The results prove HCM has a positive significant effect on work ethics; HCM does not have a substantial impact on OCB-O and OCB-I; Work Ethics have a considerable effect on OCB-I and OCB-O; OCB-O and OCB-I have no significant impact on performance; HCM does not have a substantial effect on performance; Work Ethics does not have a considerable impact on performance, however, if OCB-I mediates HCM it will strengthening agent Performance, likewise, Work Ethics if mediated by OCB-I, will strengthening Performance. The findings of this study are that for insurance agents to perform well, companies can treat agents as HCM and work ethics, and it is essential to pay attention to OCB-I as mediation in improving agent performance.

HRIS is a crucial tool for HR departments as it provides a digital platform for managing and automating various HR functions. HRIS is a comprehensive solution that integrates HRM functions with IT, enhancing the daily operations of HR professionals. In today’s knowledge-based economy, business success relies heavily on the performance of its human resources, which are essential in a rapidly changing global environment. Businesses continually strive to stay ahead of the curve in the ever-evolving technology landscape to thrive in the market. Some scholars have highlighted the negative impact of Human Resource Information Systems, primarily focusing on the invasion of privacy as the main disadvantage. The study indicates that implementing a Human Resource Information System (HRIS) enhances business performance in the tourism and hospitality industry of the Maldives. It highlights that user satisfaction and ease of use are positively influenced by these systems. The research surveyed 211 professionals and managers from the Maldives tourism and hospitality sector using a Likert Scale questionnaire to assess the impact of the HRIS on business performance. The study used SPSS 22.0 to analyze the impact of the Human Resource Information System (HRIS) on the dependent variable. The findings indicate that managerial personnel and human resource specialists in organisations find a user-friendly and satisfying HRIS motivating and beneficial for enhancing their performance. Organisations implement the HRIS to achieve their goals, identify system shortcomings, and develop strategies to improve business performance in the Maldives’ tourism and hospitality sector.

Land use as for human-circumstance interaction is as we all know changed the global land surface sharply and continuously. Farmland abandonment is the phenomenon of going extreme of marginal of land use, which exert positive and negative impacts on our living circumstances. In order to map the extent of farmland abandonment of Zhejiang Province, we try to use the geo-big data analysis platform to perform the massive data preprocessing and map the extent of farmland abandonment of the study area based on multi-source land use and land cover data. Then we execute landscape pattern analysis using landscape pattern analysis software and spatial auto-correlation (Moran's I) analysis based on ArcGIS and Fragstats software. We found that the area of farmland is about 16.32% on account of all land use types, which is 1.89104 km2. While the whole area of FA is 1.72 × 108 m2, and the farmland abandonment ratio is 1.65%. AF's area is about 1.95 × 109 m2, and the continuous cultivation ratio is 18.69%. The landscape fragmentation, landscape aggregation and landscape diversity of FA, AF and FL are different. At the same time, the spatial auto-correlation of FA and AF are dominant high congregation and low discrete. At last, we compared our calculated results with the existed research results which demonstrate our research does scientific convincible. We also make futural prospects prediction and show the research deficiency as well as bring out some policy implications based on our research, which means build proper land use management regulation and decrease the farmland abandonment on account of the premise of suitable land use policies.

Global energy agencies and commissions report a sharp increase in energy demand based on commercial, industrial, and residential activities. At this point, we need energy-efficient and high-performance systems to maintain a sustainable environment. More than 30% of the generated electricity has been consumed by HVAC-R units, and heat exchangers are the main components affecting the overall performance. This study combines experimental measurements, numerical investigations, and ANN-aided optimization studies to determine the optimal operating conditions of an industrial shell and tube heat exchanger system. The cold/hot stream temperature level is varied between 10 ℃ and 50 ℃ during the experiments and numerical investigations. Furthermore, the flow rates are altered in a range of 50–500 L/h to investigate the thermal and hydraulic performance under laminar and turbulent regime conditions. The experimental and numerical results indicate that U-tube bundles dominantly affect the total pumping power; therefore, the energy consumption experienced at the cold side is about ten times greater the one at the hot side. Once the required data sets are gathered via the experiments and numerical investigations, ANN-aided stochastic optimization algorithms detected the C10H50 scenario as the optimal operating case when the cold and hot stream flow rates are at 100 L/h and 500 L/h, respectively.

One crucial metric for estimating a reservoirs and dam’s lifespan is sedimentation. It is dependent upon sediment output, which in turn is dependent upon soil erosion. The study area, the Aguat Wuha Dam, was located in Simada woreda, of northwestern parts of Ethiopia. And the study's goal was to use Arc GIS and RUSLE adjusted to Ethiopian conditions to assess potential soil erosion and sediment output from the watershed and identify hotspot locations for appropriate planning for erosion and sedimentation problem management techniques to make the outputs of the dam project more productive and effective for the proposed and suggested purpose of the dam. To predict the geographical patterns of soil erosion in the watershed, the Geographic Information System (GIS) was combined with the revised universal soil loss equation (RUSLE). A soil erosion map was produced using ArcGIS by utilizing all of the model's parameters, including Erosivity, erodibility, steepness, land use, land cover, and supportive practice factors. The watershed's yearly soil loss varies from 0 to 413.86 tons/ha. In order to determine the erosion hotspot area, the average annual soil loss value was discovered to be 9.24 tons/ha/year and was categorized into six erosion severity classes: low, moderate, high, very high, severe, and very severe. These findings indicated that 162.57 ha and 699.17 ha of the watershed were considered to be extremely and severely vulnerable to soil erosion, respectively. It was discovered that the anticipated sediment yield supplied to the outlet varied from 0 to 104.94 tons/ha/year. By standing from the implications of the assessments of the geological, geotechnical, topographical, and socioenvironmental considerations Watershed management is the most effective way to reduce the amount of sediment produced and the amount that enters the reservoir among the several reservoir sedimentation control options that are available.