The wide distribution of the common beech (Fagus sylvatica) in Europe reveals its great adaptation to diverse conditions of temperature and humidity. This interesting aspect explains the context of the main objective of this work: to carry out a dendroclimatic analysis of the species Fagus sylvatica in the Polaciones valley (Cantabria), an area of transition with environmental conditions from a characteristic Atlantic type to more Mediterranean, at the southern limit of its growth. The methodology developed is based on the analysis of 25 local chronologies of growth rings sampled at different altitudes along the valley, generating a reference chronology for the study area. Subsequently, the patterns of growth and response to climatic variations are estimated through the response and correlation function, and the most significant monthly variables in the annual growth of the species are obtained. Finally, these are introduced into a Geographic Information System (GIS) where they are cartographically modeled in the altitudinal gradient through multivariate analysis, taking into account the different geographic and topographic variables that influence the zonal variability of the species response. The results of the analyses and cartographic models show which variables are most determinant in the annual growth of the species and the distribution of its climatic response according to the variables considered.

Four alloys based on niobium and containing about 33wt.%Cr, 0.4wt.C and, in atomic content equivalent to the carbon one, Ta, Ti, Hf or Zr, were elaborated by classical foundry under inert atmosphere. Their as-cast microstructures were characterized by X-ray diffraction, electron microscopy, energy dispersion spectrometry and while their room temperature hardness was specified by Vickers indentation. The microstructures are in the four cases composed of a dendritic Nb-based solid solution and of an interdendritic NbCr₂ Laves phase. Despite the MC-former behavior of Ta, Ti, Hf and Zr usually observed in nickel or cobalt-based alloys, none of the four alloys contain MC carbides. Carbon is essentially visible as graphite flakes. These alloys are brittle at room temperature and hard to machine. Indentation shows that the Vickers hardness is very high, close to 1000HV_10kg. Indentation lead to crack propagation through the niobium phase and the Laves areas. Obviously no niobium-based alloys microstructurally similar to high performance MC-strengthened nickel-based and cobalt-based can be expected. However the high temperature mechanical and chemical properties of these alloys remain to be investigated.

With the deep integration of artificial intelligence technology in education, the development of AI integration capabilities among pre-service teachers—as the core of future educational human resources—has become crucial for enhancing educational quality and driving digital transformation in education. Based on the AI-TPACK (Artificial Intelligence-Technological Pedagogical Content Knowledge) theoretical framework, this study employs questionnaire surveys and structural equation modeling to explore the structural characteristics, influencing factors, and formation mechanisms of AI-TPACK competencies among pre-service teachers in Chinese universities. Findings indicate that while pre-service teachers demonstrate moderately high overall AI-TPACK levels, their technical knowledge (AI-TK) and technological integration competencies (e.g., AI-TPK, AI-TCK) remain relatively weak. School technical support, technological attitudes, and technological competence significantly influence their AI-TPACK capabilities, with institutional level and teaching experience serving as important external moderating factors. Building on these findings, this paper proposes a systematic framework for developing pre-service teachers' AI integration capabilities from a human resource development perspective. This framework encompasses four dimensions: curriculum optimization, practice enhancement, resource support, and policy guidance. It aims to provide theoretical foundations and practical pathways for pre-service teacher training and teacher human resource development in higher education institutions.

This study examines how the framing of organizational gender-equity policies shapes support among Generation Z employees. Drawing on performativity (Butler, 1990) and intersectionality (Crenshaw, 1991), we conceptualize framing as mediating how Gen Z employees perceive equity initiatives. Using a mixed-methods design, we combine survey data from 4,861 Gen Z respondents in 30 countries with directed content analysis of four HR policy documents (coded for equity vs enforcement, identity recognition, and youth engagement). Results reveal a gender gap: Gen Z women strongly endorse inclusive equity measures, consistent with evidence that women show stronger support for equality policies, whereas Gen Z men are more skeptical of policies framed as exclusive or punitive – mirroring polls finding many Gen Z men say equality efforts have gone too far. These findings suggest that performative policy framing activates social identities differently by gender and that intersectional policy language affects reception. Practically, we recommend framing equity initiatives in terms of shared fairness and collective benefit, using transparent rationale and inclusive identity language. Gen Zers expect fair pay, inclusive policies, and transparency, so HR communications should emphasize fairness and allyship to enhance legitimacy and support among this cohort.

This study was conducted to evaluate job satisfaction and problems encountered by sales consultants at ADESE shopping stores in Konya Province. The sample size was determined to be 189 participants, utilizing a non-clustered simple random sampling method by the main population rates. The research analyzed several key factors, including the demographic characteristics of the sales consultants, internal communication, teamwork and satisfaction within the unit, social and physical work environments, management style, decision-making processes, employee participation, rewards and motivation, relationships with managers, general job satisfaction, and perceptions of job-related problems. To analyze the factors affecting job satisfaction among the sales consultants, logistic regression analysis was employed. The results indicated that improvements in internal communication, social work environment, relationships with managers, management style, decision-making, and perceptions of participation had a positive influence on job satisfaction, whereas an increase in job-related problems was found to negatively impact job satisfaction.