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.

It has become commonplace to describe publicly provided infrastructure as being in a sorry state and to advance public-private partnership as a possible remedy. This essay adopts a skeptical but not a cynical posture toward those claims. The paper starts by reviewing the comparative properties of markets and politics within a theory of budgeting where the options are construction and maintenance. This analytical point of departure explains how incongruities between political and market action can favor construction over maintenance. In short, political entities can engage in an implicit form of public debt by reducing maintenance spending to support other budgetary items. This implicit form of public debt does not manifest in higher interest rates but rather manifests in crumbling bridges and other infrastructure due to the transfer of maintenance into other budgetary activities.

Ebola virus is a potent infectious disease virus that can cause Ebola haemorrhagic fever caused by human and primate. It has high mortality and easy infectivity to form a great obstacle to the steady development of human society. The profound understanding of the virus is particularly important harm. In this paper, a number of mathematical models are established to solve this problem. The software is used to analyze and predict the propagation of Ebola virus. The residual analysis is used to test the model. Finally, the effects of various control measures on controlling the epidemic are analyzed. In order to solve the problem, we will establish the infectious disease model to dynamically describe the spread of the virus in the 'virtual orangutan population'. Considering that the latent population is analyzed in this question, we will improve the model. Join the latent group (), and the migrants are divided into self-healing () and the dead (), to establish a suitable solution to this problem model. According to the relevant data given in the title, differential equations were established. For the second question, this question involves the one-way transmission of the virus across the species, so we can improve the model, on the basis of human contact with orangutans infected groups, the establishment of a one-way model to solve this problem. On the basis of the problem one, the differential equation is established, the model is predicted and tested. In the case of question 3, the number of human susceptible groups is much higher than that of the orangutan infection group by comparing the relevant data with the increase of the cure rate to 80% after the intervention of the outside experts. Therefore, the original data of human populations from experts can be ignored. Since then the virus spreads within a single species, the differential equation can be established according to the model in question 1 and the data values in the virtual human population are predicted. For question 4, the effect of the measures such as the strict enforcement of the various epidemic control measures and the improvement of the drug effect on the control of the epidemic are analyzed by comparing the above-mentioned models with the control measures.

The purpose of this paper is to introduce a new dimension of organizational collective engagement (OCE), namely spiritual engagement. This dimension proposes spiritual engagement, which is considered to increase the bundle of engagement as a whole at the organizational level. We collected data from 107 employees who worked in various agencies in Indonesia. We tested the validity and reliability of the proposed indicators of OCE and spiritual engagement using exploratory and confirmatory factor analysis. This study enhances the literature in the field of human resource development, especially in OCE, with the Islamic dimension of spiritual engagement. The findings reveal that there are 10 valid and reliable indicators that can be used to measure the concept of OCE among employees in Indonesia. OCE with four dimensions (physical, emotional, cognitive, and spiritual) can be an effort to increase organizational effectiveness through the collective engagement of all employees. Since this research is limited to Indonesia, further studies are needed in institutions around the world so that the consistency of the results can be justified.