Lianghuai Mining Area is one of the 13 large coal bases in China. It is an important coal and coal production base in China. Mine water inrush accidents occur frequently, resulting in economic and human resource losses, reflecting the importance of the study of hydrogeology in mining areas. In this paper, the hydrogeological conditions of Bozhou and Huainan Panxie mine are analyzed, and the similarities and differences between the hydrogeological conditions of the two mines are summarized. The shallow pore water group in the Bozhou area is composed of the Quaternary system of the Quaternary system (Q4d) and the upper part of the upper part of the Mao Tong group (Q3m). The lithology of the aquifer is silt, silt and fine sand. The shallow pore water group of the Panxian Pancho Formation in Huainan is composed of the Upper Pleistocene of the Quaternary system and the Holocene strata. The lithology is mainly composed of fine sand. The main sources of shallow pore water supply in the two areas are precipitation infiltration, mainly for evaporation, lateral runoff, artificial mining and deep flow and discharge to the river.

With the development of material life, the importance of plants in life has become increasingly prominent, and indoor flowers are also popular. As we all know, plants have purified air, refreshing brainwashing, promote sleep, sterilization and other effects, such as mint, Clivia, aloe and so on. Therefore, the choice of plants corresponding to their own needs is particularly important, while to note that some flowers should not be placed indoors. And different flowers on the water, temperature, light, soil and other requirements are not the same.

In this paper, all the forests, woodlands and trees in the administrative area of Zhaoling Township in Chuzhou City of Huai'an City were collected and analyzed. The total area of the administrative area is 4852 hectares, the forest coverage rate is 22.07%, and the forest greening rate is 26.13%. This index has exceeded 20% of the forest coverage rate of the well - off society. Tree species is particularly serious. In the forest system (pure forest), the area of pure forest of poplar is accounted for 99.9% of the whole forest area. In the four tree systems, the number of poplar trees accounted for 80% of the total number of trees in the whole tree, and the total amount of poplar trees accounted for 98%. The poplar pure forest age group structure disorders, the unit area is low. The ratio of total area of poplar pure forest in Zhongling and young forests was 92.9%, and the ratio of total area of poplar pure forest and mature forest was 7.1%. The ratio of mature forest and the ratio of mature forest was 0.7%, and the proportion of each group was obviously abnormal.

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.

The current business environment characterized by volatility, uncertainty, complexity, and ambiguity (VUCA) advances numerous challenges for organizations. To respond effectively to these changing demands, traditional approaches to solving problems often prove inadequate in this dynamic context. A new approach, the ProCESS methodology, was developed and tested in the last three years within an Erasmus+ consortium in four European countries. This approach stimulates unconventional thinking and the finding of creative solutions for real-world business challenges. The aim of this perspective paper is to present the research data collected in two Romanian companies by testing ProCESS methodology. In the discussion section, the paper highlights the potential of this methodology that uses various artistic tools like drawing, music, modeling, or meditation to encourage participants to tap into their sensory, emotional, and spiritual sides for finding new and unexpected solutions. The paper also discusses potential influences on organizational culture and employee well-being.

Drawing on the theoretical framework of Job Demands-Resources (JD-R), our study aims to consider how workplace antecedents of perceived quiet firing (also known as involuntary attrition), perceived co-worker support, and experience (tenure at an organization) may influence quiet quitting behavior. Data were collected via questionnaire responses from 209 workers in India who had graduated from university within the last 7 years. The findings show that (1) perceived quiet firing is positively associated with quiet quitting; (2) perceived co-worker support is negatively associated with quiet quitting; (3) experience moderates the positive association between perceived quiet firing and quiet quitting in such a way that the relationship is weaker as one’s tenure at an organization increases; and (4) experience does not moderate the negative association between perceived co-worker support and quiet quitting. The study’s contributions come from understanding how the interplay of demands (i.e., perceived quiet firing) and resources (i.e., perceived co-worker support and experience) determine quiet quitting behaviors in the workplace. Additionally, the temporal dimension of experience facilitates the acquisition of organizational-specific knowledge and resources. In contrast, perceptions of co-worker support appear specific to a given point in time. Policy implications come from providing guidance to organizations on how to reduce quiet quitting behaviors by ensuring that the resources available to employees exceed the demands placed on them.