The Western capitalist system is an important part of the economy and society of the contemporary world, and it has played a huge role in the past few centuries. Nonetheless, with the continuous development of globalization, technological revolution and social change, the Western capitalist system is also facing a series of difficulties and new changes. This paper aims to explore the dilemma facing the Western capitalist system today, and to analyze and discuss the new changes.

This study focused on the formulation and characterization of silver nanoparticles (AgNP) functionalized with d-limonene. The nanoparticles were functionalized by phase inversion and the synthesis of the nanoparticles was performed in situ; particle size was determined by laser diffraction, zeta potential and optical colloidal stability using Multiscan 20 for a period of 24 hours at 37 °C; the minimum inhibitory concentration (MIC) and minimum bactericidal concentration (MBC) of the formulated material on Escherichia coli ATCC 25922, Staphylococcus aureus ATCC 29213, Klebsiella oxytoca ATCC 700324, Enterococcus casseliflavus ATCC 700327, Escherichia coli BLEE, carbapenem-resistant Pseudomona aeruginosa were determined. The nanoparticles showed colloidal stability at a d-limonene concentration of 3.93%, silver ions at 1.61 × 10⁻³%, non-ionic adjuvant at 24% and ascorbic acid at 5.88%; citric acid/citrate (1:1) 0.48M for a pH of 4.5 was used as a buffer system. The formulation was classified as a polydisperse system (PD = 0.0851), with a zeta potential of −11.6 mV and average particle size of 81.5 ± 0.9 nm. A particle migration velocity of −0.199 ± 0.006 mm∙h⁻¹, a constant transmission profile and backscattering profile with variations of 10% were evidenced, which represents a stable formulation. The nanoparticles presented an MIC and an MBC of 28 μg∙mL⁻¹ (5.6 × 10⁻²% d-limonene and 4.7 × 10⁻⁵% AgNP) against all tested bacteria.

Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.