Brunei Darussalam is a small Sultanate country with diverse forest cover. One of them would be Mangrove Forest. As it has four main administrative districts, Temburong would be the chosen case study area. The methods of collecting data for this article are by collecting secondary data from official websites and the map in this article (Figure 1) are showing the forest cover in Brunei Darussalam as of 2020. The aim of this article is to explain the mangrove forest especially at the Temburong District. As for the objectives, it would to be able to show the different types of forests in Temburong, hoping in ability to explain the different subtypes of mangroves forest and to explain in general the green jewel of Brunei Darussalam. Temburong has become the second highest tree coverage in Brunei Darussalam of 124 kha as of 2010, while the mangrove forest covering about 66% of total mangrove forest of 12,164 km² out of 18,418 hectares. Mangrove forest has seven subtypes: Bakau species, Nyireh bunga, Linggadai, Nipah, Nipah-Dungun, Pedada and Nibong. Selirong Forest Reserve and Labu Forest Reserve are the two-mangrove forest reserves in Brunei Darussalam at Temburong District. Forest cover in Brunei Darussalam are 3800 hectares as of 2020 and has lost its tree coverage of 1.17 kha and one of the reasons would be forest fire and the tree cover loss due to fire is around 197 ha and the district that has lost its tree cover mostly was at Belait District of total 13.4 kha between the year 2001 until 2022.

This study investigated the use of digital story strategy in teaching Islamic education on achievement and how it affects the development of moral thinking. The quasi-experimental design was implemented as a methodology and the sample included of (60) students from the fourth grade from Abdul Rahman bin Awf School in Abha. The results showed that there are statistically significant differences at the significance level (α ≤ 0.05) between the average responses of students in the two groups in the test. The experimental group performed better than the control group. The findings also showed that there are statistically significant differences at the significance level (α ≤ 0.05) between the average responses of students in the two groups (experimental and control) in the moral thinking scale and favour of the experimental group.

New technologies always have an impact on traditional theories. Finance theories are no exception to that. In this paper, we have concentrated on the traditional investment theories in finance. The study examined five investment theories, their assumptions, and their limitation from different works of literature. The study considered Artificial Intelligence (AI) and Machine Learning (ML) as representative of financial technology (fintech) and tried to find out from the literature how these new technologies help to reduce the limitations of traditional theories. We have found that fintech does not have an equal impact on every conventional finance theory. Fintech outperforms all five traditional theories but on a different scale.

This study examines the impact of emotional intelligence (EI) and employee motivation on employee performance within the telecommunication industry in the Sultanate of Oman. The target population consisted of 4344 non-managerial employees across nine telecommunication companies, including Omantel, Ooredoo, Vodafone, Oman Broadband Company, Awasr Oman & Co, TEO, Oman Tower Company L.L.C, Helios Tower, and Connect Arabia International. Employing a deductive research approach, finally data were collected via an online survey from 354 respondents. The hypotheses were tested using multiple regression analysis. The results indicate that all dimensions of EI self-awareness, self-regulation, empathy, and social skills positively and significantly influence employee performance, with social skills having the strongest effect. Furthermore, both intrinsic motivation factors, such as work itself and career development, and extrinsic motivation factors, including wages, rewards, working environment, and co-worker relationships, significantly enhance employee performance. The interaction between EI and employee motivation was found to amplify these positive effects. Among control variables, age and education level showed significant impacts, while gender did not. These findings underscore the critical role of both emotional intelligence and motivation in driving employee performance. The study suggests that managers and policymakers should adopt integrated strategies that develop EI competencies and enhance motivational factors to optimize employee performance, thereby contributing to the success of organizations in the telecommunication sector.

Water splitting has gained significant attention as a means to produce clean and sustainable hydrogen fuel through the electrochemical or photoelectrochemical decomposition of water. Efficient and cost-effective water splitting requires the development of highly active and stable catalysts for the oxygen evolution reaction (OER) and hydrogen evolution reaction (HER). Carbon nanomaterials, including carbon nanotubes, graphene, and carbon nanofibers, etc., have emerged as promising candidates for catalyzing these reactions due to their unique properties, such as high surface area, excellent electrical conductivity, and chemical stability. This review article provides an overview of recent advancements in the utilization of carbon nanomaterials as catalysts or catalyst supports for the OER and HER in water splitting. It discusses various strategies employed to enhance the catalytic activity and stability of carbon nanomaterials, such as surface functionalization, hybridization with other active materials, and optimization of nanostructure and morphology. The influence of carbon nanomaterial properties, such as defect density, doping, and surface chemistry, on electrochemical performance is also explored. Furthermore, the article highlights the challenges and opportunities in the field, including scalability, long-term stability, and integration of carbon nanomaterials into practical water splitting devices. Overall, carbon nanomaterials show great potential for advancing the field of water splitting and enabling the realization of efficient and sustainable hydrogen production.

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.