Land use changes have been demonstrated to exert a significant influence on urban planning and sustainable development, particularly in regions undergoing rapid urbanization. Tehran Province, as the political and economic capital of Iran, has undergone substantial growth in recent decades. The present study employs sophisticated Geographic Information System (GIS) instruments and the Google Earth Engine (GEE) platform to comprehensively track and analyze land use change over the past two decades. A comprehensive analysis of Landsat images of the Tehran metropolitan area from 2003 to 2023 has yielded significant insights into the patterns of land use change. The methodology encompasses the utilization of GIS, GEE, and TerrSet techniques for image classification, accuracy assessment, and change detection. The Kappa coefficients for the maps obtained for 2016 and 2023 were 0.82 and 0.87 for four classes: built-up, vegetation cover, barren land, and water bodies. The findings suggest that, over the past two decades, Tehran Province has undergone a substantial decline in ecological and vegetative areas, amounting to 2.4% (458.3 km2). Concurrently, the urban area and the barren lands have expanded by 287.5 and 125.5 km2, respectively. The increase in water bodies during this period is likely attributable to the reduction of vegetation cover and dam construction in the region. The present study demonstrates that remote sensing and GIS are excellent tools for monitoring environmental and sustainable urban development in areas experiencing rapid urbanization and land use changes.

Two-dimensional hexagonal boron nitride nanosheets (h-BNNS) were synthesized on silver (Ag) substrates via a scalable, room-temperature atmospheric pressure plasma (APP) technique, employing borazine as a precursor. This approach overcomes the limitations of conventional chemical vapor deposition (CVD), which requires high temperatures (>800 °C) and low pressures (10−2 Pa). The h-BNNS were characterized using FT-IR spectroscopy, confirming the presence of BN functional groups (805 cm−1 and 1632 cm−1), while FESEM/EDS revealed uniform nanosheet morphology with reduced particle size (80.66 nm at 20 min plasma exposure) and pore size (28.6 nm). XRD analysis demonstrated high crystallinity, with prominent h-BN (002) and h-BN (100) peaks, and Scherrer calculations indicated a crystallite size of ~15 nm. The coatings exhibited minimal disruption to UV-VIS reflectivity, maintaining Ag's optical properties. Crucially, Vickers hardness tests showed a 39% improvement (38.3 HV vs. 27.6 HV for pristine Ag) due to plasma-induced cross-linking and interfacial adhesion. This work establishes APP as a cost-effective, eco-friendly alternative for growing h-BNNS on temperature-sensitive substrates, with applications in optical mirrors, corrosion-resistant coatings, energy devices and gas sensing.

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.

HRIS is a crucial tool for HR departments as it provides a digital platform for managing and automating various HR functions. HRIS is a comprehensive solution that integrates HRM functions with IT, enhancing the daily operations of HR professionals. In today’s knowledge-based economy, business success relies heavily on the performance of its human resources, which are essential in a rapidly changing global environment. Businesses continually strive to stay ahead of the curve in the ever-evolving technology landscape to thrive in the market. Some scholars have highlighted the negative impact of Human Resource Information Systems, primarily focusing on the invasion of privacy as the main disadvantage. The study indicates that implementing a Human Resource Information System (HRIS) enhances business performance in the tourism and hospitality industry of the Maldives. It highlights that user satisfaction and ease of use are positively influenced by these systems. The research surveyed 211 professionals and managers from the Maldives tourism and hospitality sector using a Likert Scale questionnaire to assess the impact of the HRIS on business performance. The study used SPSS 22.0 to analyze the impact of the Human Resource Information System (HRIS) on the dependent variable. The findings indicate that managerial personnel and human resource specialists in organisations find a user-friendly and satisfying HRIS motivating and beneficial for enhancing their performance. Organisations implement the HRIS to achieve their goals, identify system shortcomings, and develop strategies to improve business performance in the Maldives’ tourism and hospitality sector.

This study investigates the impact of Corporate Social Responsibility (CSR) on employee job satisfaction within Pakistan’s construction industry, with a focus on the mediating role of organizational commitment and the moderating role of perceived organizational support (POS). Employing survey data collected from a diverse range of construction firms across Pakistan, the quantitative analysis reveals that CSR initiatives significantly enhance employee job satisfaction, primarily through the mediating influence of organizational commitment. The findings suggest that when employees perceive their organization as socially responsible and engaged in community betterment, they exhibit greater commitment to the organization, which in turn fosters higher levels of job satisfaction. Although POS does not significantly moderate the CSR—job satisfaction relationship, it remains a critical factor in cultivating a supportive and positive work environment. This study contributes to the growing literature on CSR and employee outcomes by offering empirical evidence from a developing economy context. The results have practical implications for construction firms aiming to enhance employee morale and reduce turnover by leveraging CSR as a strategic tool to improve organizational commitment and overall job satisfaction.

This study compares Human Resource Development (HRD) in Vietnam and Malaysia, looking at their methods, problems, and institutional frameworks in the context of ASEAN economic integration and Industry 4.0. Based on Cho and McLean’s (2004) integrated HRD model, this paper looks at recent research (from 2018 to 2023) to look at important topics such globalization, demographic changes, vocational training alignment, and technology disruption. Vietnam has a vast workforce, but it still has problems with low productivity, skill mismatches, and not being ready for the global market. On the other hand, Malaysia’s institutional HRD structures are making more progress, even though its workforce is getting older and not everyone is adapting to digital transformation at the same rate. The study shows that we need HRD policies that are tailored to each industry, training that is delivered in a decentralized way, and stronger relationships between the public and commercial sectors. It also stresses how important it is for national HRD policies to include global competences and initiatives that help everyone learn new skills. The study adds a unique framework for comparing HRD and gives policymakers, educators, and practitioners useful information, even though it is constrained by its use of secondary data. Future study should use mixed-methods to confirm results and look into interventions that work in specific situations. The study shows that Vietnam and Malaysia need personalized, inclusive, and forward thinking HRD systems to produce strong and competitive workforces in the post-pandemic, digital driven global economy.