COVID-19 has amplified existing imbalances, institutional and financing constraints associated with a development strategy that did not take sufficient account of challenges with emissions, environmental damage and health risks associated with climate change in a number of countries, including China. The recovery from the pandemic can be combined with appropriately designed investments that take into account human, social, natural and physical capital, as well as distributional objectives, that can also address commitments under the Paris agreement. An important criterion for sustainable development is that the tax regimes at the national and sub-national levels should reflect the same criteria as the investment strategy. Own-source revenues, are essential to be able to access private financing, including local government bonds and PPPs in a sustainable manner. Governance criteria are also important including information on the buildup of liabilities at all levels of government, to ensure transparent governance.
Despite differences in political systems, the Chinese experiences are relevant in a wide range of emerging market countries as the measures utilize institutions and policies reflecting international best practices, including modern tax administrations for the VAT, and income taxes, and benefit-linked property taxes, as well as utilization of balance sheets information consistent with the IMF’s Government Financial Statistics Manual, 2014. The options have significant implications for policy advice and development cooperation for meeting global climate change goals while ensuring sustainable employment generation with transparency and accountability.

Four alloys based on niobium and containing about 33wt.%Cr, 0.4wt.C and, in atomic content equivalent to the carbon one, Ta, Ti, Hf or Zr, were elaborated by classical foundry under inert atmosphere. Their as-cast microstructures were characterized by X-ray diffraction, electron microscopy, energy dispersion spectrometry and while their room temperature hardness was specified by Vickers indentation. The microstructures are in the four cases composed of a dendritic Nb-based solid solution and of an interdendritic NbCr₂ Laves phase. Despite the MC-former behavior of Ta, Ti, Hf and Zr usually observed in nickel or cobalt-based alloys, none of the four alloys contain MC carbides. Carbon is essentially visible as graphite flakes. These alloys are brittle at room temperature and hard to machine. Indentation shows that the Vickers hardness is very high, close to 1000HV_10kg. Indentation lead to crack propagation through the niobium phase and the Laves areas. Obviously no niobium-based alloys microstructurally similar to high performance MC-strengthened nickel-based and cobalt-based can be expected. However the high temperature mechanical and chemical properties of these alloys remain to be investigated.

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.

Purpose: The study examines the mediating effect of self-emotion appraisal and other-emotion appraisal on psychological safety, individual resilience, and organizational commitment at the workplace. Design/methodology/approach: This study generated 140 survey responses from workers in diverse occupations and industries during the COVID-19 pandemic. A mixed-methods data analysis was conducted. Hierarchical regression analysis was employed to test the hypotheses, and process macroanalysis was used to generate the mediation analysis. Qualitative data analysis through thematic coding was adopted to interpret the respondents’ written opinions and narratives. Findings: The results revealed that self-emotion appraisal strongly correlates to resilience, but evaluation of self-emotion has no effect on organizational commitment. Other-emotion appraisal and psychological safety are not significant predictors of resilience at the workplace. Rather, psychological safety is a significant predictor of organizational commitment. The qualitative analysis generated from the respondents’ narratives provides deeper insight into the quantitative results. Additional data that emerged from the qualitative interpretation revealed other factors that are related to emotional appraisal, psychological safety, resilience, and organizational commitment. Practical implications: The findings shed light on the need to understand an individual’s emotional appraisal when instilling workplace resilience. Further, promoting psychological safety, such as by involving employees in the change process, managing fairness perception, and eliciting trust, enhances organizational commitment in the workplace. Integrating open communication, management intervention, and coaching programmes should form part of the employee engagement and development functions to help build organizational resilience and commitment. Originality/value: This research is an original contribution conducted during the global health crisis that led to abrupt changes in the workers’ lives and the workplaces in Singapore. Research implications: This present study demonstrated constructive findings on emotion regulations and perceived psychological safety associated with resilience and commitment amid the disruptive changes in work practices at the workplace. Further, the outcome of the study shows the mediating effect of self-emotional appraisal on psychological safety and resilience. The result draws parallels with past literature that showed that individuals who appraised their emotions tended to recalibrate and recognize their subjective behaviour and take actions to modify it. Social implications: Emotion regulation connotes employees’ emotion coping strategies, and research showed that emotion reappraisal produces a positive effect on workplace relationship quality. 

The growing of plants hydroponically is a soilless form of growing in modern day agriculture. It helps to make feed available for animals throughout the season since it is not affected by what is faced by field grown crops. The use of animal waste, that is, their faeces, in the growth of forage was compared with commercial hydroponics solutions as a way of looking for a reduction in the cost incurred in the purchase of commercial hydroponics solutions. The study evaluated the use of organic nutrient solutions (ONS) alongside a standard/commercial nutrient solution in growing crops hydroponically on the growth, dry matter yield, water use efficiency, and chemical composition of hydroponic maize fodder. The ONS used were formulated from the dried faeces of cattle, poultry, rabbits, and swine. The prepared organic nutrient solutions with the control were used in growing the maize seeds for 10 days, and growth, yield, and chemical composition were determined. Results show the highest (196 g) dry matter yield for maize hydroponic fodder irrigated with poultry ONS. Similarly, maize irrigated with poultry ONS was significantly (P < 0.05) higher in CP content, while it was not significantly different from maize irrigated with cattle, swine, and commercial solutions. A lower water use efficiency value (0.19 kg DM/m³) was recorded for maize irrigated with cattle ONS. According to the study, irrigating maize with different organic nutrient solutions produced maize fodder with a higher yield and a similar chemical composition as the commercial nutrient solution. 

This paper proposes a floating-interest-rate infrastructure bond, where the interest of a government bond is paid to investors during the period of construction and the early period of operation. Unlike the usual government bond, which provides a fixed interest rate, the proposed floating-interest-rate infrastructure bond pays a floating interest, the rate of which depends on spillover tax revenues. Effective infrastructure projects have a positive effect on the economic growth of a region, known as the spillover effect. When user charges and the return from spillover tax revenues are below the fixed rate of the government bond, the interest rate will equal to the fixed rate of the government bond. In this case, investors in the infrastructure will receive interest on the government bond at the minimum rate. As the spillover effect of the infrastructure increases, the rate of return for infrastructure investment will become greater than the fixed rate of the government bond. The success of the floating-interest-rate infrastructure bond depends on the spillover effect and on transparency and accountability. Policy recommendations are provided in this paper on how to increase the spillover effect and improve transparency and accountability.