This article explores the properties of Fibonacci sequences and their widespread applications.

Objective: To study the growth, accumulation and soil nutrient content of each overseeded species under different interharvesting intensity treatments of Eucalyptus, and to explore the best re-cultivation method suitable for mixed overseeded species after Eucalyptus interharvesting. Methods: In Guangxi state-owned Qipo forest, Eucalyptus tailorii with different planting densities (DH32-29) were mixed with Castanopsis hystrix, Mytilaria laosensis and Michelia macclurei, and four different treatments (CK, LT, MT and HT) were established for re-cultivation of Eucalyptus near-mature forests with different logging intensities, and the differences in growth conditions and soil physicochemical properties of each species were analyzed. Results: (1) As the proportion of Eucalyptus allocation decreased, the growth of Eucalyptus diameter at breast height, tree height and individual wood volume could be promoted; the growth of the three parameters of HT and MT Eucalyptus were significantly different from LT and CK. (2) The average wood volume per plant of the set species in the CK and LT treatments was Mytilaria laosensis > Michelia macclurei > Castanopsis hystrix, while in the MT and HT treatments it was Mytilaria laosensis > Castanopsis hystrix > Michelia macclurei. (3) The differences in soil aeration, total saturated water holding capacity, capillary water holding capacity, and field water holding capacity in soil layers of different depth varied. In the same soil layer, soil aeration, total porosity and capillary porosity were HT > CK > LT > MT; saturated water holding capacity and capillary water holding capacity were HT > CK > LT > MT, while field water holding capacity was CK > HT > LT > MT. (4) Organic matter, pH, total nitrogen, total phosphorus, total potassium, fast-acting nitrogen, fast-acting phosphorus, and fast-acting potassium changed with varying soil depth in each treatment.

This paper provides insight into innovation energy, its five working mechanisms, and innovative work behaviour (IWB). Although human energy is often mentioned as an important factor in theories about motivation, it is still an unexplored theme in literature. The management of organisations often focuses on the innovation content and neglects the process aspects. Strategic and operational HRM involvement is needed to realising the essential conditions for the innovation energy of innovative employees. An abductive case study on innovation energy took place in five educational departments of one academy at Saxion University of Applied Sciences in the Netherlands. We interviewed 21 innovating lecturers and their five team leaders individually and organised five focus groups with a total of 17 team members. Innovation energy converts individual innovation properties (creativity, psychological empowerment, and optimism) into IWB. Organisations must pay attention to these properties and four other working mechanisms (autonomy, teamwork, leadership, and external contacts) that influence this conversion process. HRM professionals should be involved with innovation processes to realise the right conditions for innovation energy, together with line management. The construct of innovation energy with five working mechanisms gives more insight into the IWB process from the perspective of the engaged employee with IWB. This research contributes to the body of knowledge on IWB, (human) innovation energy, and engagement in relation to HRM.

Military leadership is currently an extremely popular and important aspect of managing human resources in difficult, changeable, and unpredictable conditions. The solutions used in modernly managed, well-organized, subsidized, and ethically militarized systems become a point of reference and a model for organizations that encounter perturbations in the management of the organization’s human resources. The most important of them are certainly the sense of trust of subordinates in their superiors and the leaders’ responsibility for the level of staff development. The aim of the research undertaken was to verify the thesis that can be formulated in this affirmative sentence: “A modern commander should be honorable, self-confident, and have the ability to influence his subordinates and shape friendly interpersonal contacts in the group he reports.” The literature search in the field of leadership and questionnaire research were aimed at answering the main research question: “What mental properties and behavioural features should characterize a responsible leader in military organizations?”. The work uses the diagnostic survey method, and the interview was conducted using a multi-factor survey questionnaire on a 30-person study group consisting of professional soldiers aged 25–40. The adopted age range of the study group corresponds to the period of active military service, from the age of graduation to the year of termination of active military service. The Multifactor Leadership Questionnaire is composed of two scales, creating a total of 37 randomly ordered statements in the form of single-choice questions. To analyze the distribution of answers, ranks were used to assess the degree of their compliance with the respondents’ beliefs. Based on the conclusions from the conducted research, we have grounds to believe that professional soldiers expect their leader to be helpful to their subordinates and to ensure that the soldiers are motivated to act and perform their tasks. An important behavior that is expected from the commander is the desire to have a common mission in achieving the goal. Based on the research results, it was found that an undesirable feature is the inconsistency of commanders when pointing out the mistakes of their subordinates, who do not devote interest and time to learning how to avoid mistakes and to improve the competence of their subordinates.