A gradually detailed geophysical investigation took place on Ancient Marina territory. In that area was extended Ancient Tritaea, according to responsible Archaeological Services. The first approach had been attempted since 1988 by applied electric mapping based on a twin-probe array. Later, the survey extended to the peripheral zone under the relative request from the 6th Archaeological Antiquity. A new approach was implemented by combining three different geophysical techniques, like electrical mapping, total intensity, and vertical gradient. These were applied on discrete geophysical grids. Electric mapping tried to separate the area into low and high-interest subareas according to soil resistance allocation. That technique detected enough geometrical characteristics, which worked as the main lever for the application of two other geophysical techniques. The other two techniques would be to certify the existence of geometrical characteristics, which divorced them from geological findings. Magnetic methods were characterized as a rapid technique with greater sensitivity in relation to electric mapping. Also, vertical gradient focuses on the horizontal extension of buried remains. Processing of magnetic measurements (total and vertical) certified the results from electric mapping. Also, both of the techniques confirmed the existence of human activity results, which were presented as a cross-section of two perpendicular parts. The new survey results showed that the new findings related to results from the previous approach. Geophysical research in that area is continuing.

Tropical peat swamp is an essential ecosystem experiencing increased degradation over the past few decades. Therefore, this study used the social-ecological system (SES) perspective to explain the complex relationship between humans and nature in the Sumatran Peatlands Biosphere Reserve. The peat swamp forest has experienced a significant decline, followed by a significant increase in oil palm and forest plantations in areas designated for peat protection. Human systems have evolved to become complex and hierarchical, constituting individuals, groups, organizations, and institutions. Studies on SES conducted in the tropical peatlands of Asia have yet to address the co-evolutionary processes occurring in this region, which could illustrate the dynamic relationship between humans and nature. This study highlights the co-evolutionary processes occurring in the tropical peatland biosphere reserve and provides insights into their sustainability trajectory. Moreover, the coevolution process shows that biosphere reserve is shifting toward an unsustainable path. This is indicated by ongoing degradation in three zones and a lack of a comprehensive framework for landscape-scale water management. Implementing landscape-scale water management is essential to sustain the capacity of peatlands social-ecological systems facing disturbances, and it is important to maintain biodiversity. In addition, exploring alternative development pathways can help alter these trajectories toward sustainability.

This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.

The rapid growth of portable electronics and electric vehicles has intensified the global demand for high-performance energy storage devices with superior power density, energy density, and long cycle life. Among transition metal oxide-based electrode materials with potential for energy storage, we report the development of MnO2–V2O5 nanocomposite electrodes for supercapacitor applications. Pure MnO2 and V2O5 were successfully fabricated via a simple and economical sol–gel method, while (MnO2)x–(V2O5)1−x (x = 1, 0.75, 0.50, and 0) nanocomposites were fabricated through an ex situ method. Analytical techniques, including X-ray diffraction, scanning electron microscopy, Fourier transform infrared spectroscopy, and UV-visible spectroscopy, were employed to investigate the structural, morphological, and optical properties of the electrodes. Furthermore, the electrochemical properties were systematically analysed using cyclic voltammetry, galvanostatic charge–discharge measurements, and electrochemical impedance spectroscopy. The (MnO2)0.75–(V2O5)0.25 nanocomposite demonstrated a remarkable specific capacitance of 666 F/g at a current density of 0.5 A/g in 1 M KOH electrolyte. Additionally, the electrode material exhibited an energy density of 23 Wh/kg and a power density of 450 W/kg, while maintaining a capacitance retention of 95% after 1,500 cycles. The incorporation of V2O5 boosted the conductivity and significantly optimised the number of lattice defects. This work substantially reinforces the importance of metal oxide-based nanocomposites for future energy storage devices.

The digital era has ushered in significant advancements in Generative Artificial Intelligence (GAI), particularly through Generative Models and Large Language Models (LLMs) like ChatGPT, revolutionizing educational paradigms. This research, set against the backdrop of Society 5.0 and aimed at sustainable educational practices, utilizes qualitative analysis to explore the impact of Generative AI in various learning environments. It highlights the potential of LLMs to offer personalized learning experiences, democratize education, and enhance global educational outcomes. The study finds that Generative AI revitalizes learning methodologies and supports educational systems’ sustainability by catering to diverse learning needs and breaking down access barriers. In conclusion, the paper discusses the future educational strategies influenced by Generative AI, emphasizing the need for alignment with Society 5.0’s principles to foster adaptable and sustainable educational inclusion.

This study investigated the utilization of Artificial Intelligence (AI) in the Recruitment and Selection Process and its effect on the Efficiency of Human Resource Management (HRM) and on the Effectiveness of Organizational Development (OD) in Jordanian commercial banks. The research aimed to provide solutions to reduce the cost, time, and effort spent in the process of HRM and to increase OD Effectiveness. The research model was developed based on comprehensive review of existing literature on the subject. The population of this study comprised HR Managers and Employees across all commercial banks in Jordan, and a census method was employed to gather 177 responses. Data analysis was conducted using Amos and SPSS software packages. The findings show a statistically significant positive impact of AI adoption in the Recruitment and Selection Process on HR Efficiency, which in turn positively impacted OD Effectiveness. Additionally, the study indicated that the ease-of-use of AI technologies played a positive moderating role in the relationship between the Recruitment and Selection Process through AI and HR Efficiency. This study concludes that implementing AI tools in Recruitment is vital through improving HR Efficiency and Organization Effectiveness.