In this paper, we deal with one of the most urgent and relevant topics nowadays, i.e., water pollution. The problem is finding a valid candidate for the absorption and removal of different kinds of pollutants commonly found in water. There are already some indications about graphene oxide as a potential candidate. In the present work, we take a step forward to show how graphene nanoplatelets (rather than the oxide form of this material) are capable of decontaminating water. In this starting step, we use a specific substance as a model pollutant, i.e., acetonitrile, leaving for the future steps, to extend the analysis to additional types of pollutants. In addition to laboratory-produced graphene nanoplatelets, we already examined in the past; now we wish to consider also commercially available ones, so that the new results will not be bound to a laboratory (low technology readiness level) material, but will become interesting also from the industrial point of view, thanks to the scalability of the nanoplatelets production. For this aim, we compare the performance of two types of filters based on two classes of nanomaterials, i.e., those produced by microwave and ultrasound assisted exfoliation, already analyzed in our earlier works, with those commercially distributed by an Italian company, i.e., NANESA, http://www.nanesa.com/. The latter is an innovative SME involved in the production of graphene-based nanomaterials. We focus here in the graphene nanoplatelets, commercially available in industrial batches (GXNan grades). The present study leads to determine which filtering membrane, among the various types of commercial graphene considered, shows the greatest stability, and the lack of breakage of the membrane, concentrating on such accessory features, given that all types of graphene showed excellent adsorption properties.

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.

Karren and mass movements are described. Mass movements taking place on karren terrains are studied in case of bare karren and covered karren. Mass movements occur at rinnenkarren, grikes, Schichtfugenkarren, and tropical karren. This study describes that karren features increase the chance of the development of certain mass movements. It is approached in a theoretical way that in the case of different preconditions (e.g., change of slope angle), what kind of mass movements are triggered by different karren features. The most common mass movement is triggered by karren which are debris creep, gelisolifluction, rock avalanche, collapses, creep and solifluction.

This study uses dynamic capability theory and a resource-based view to examine whether intellectual capital (human, relational, and structural capital) mediates entrepreneurial leadership and innovation success. Drawing on data from 422 senior-level employees working in Peruvian I.T. companies, the proposed relationships were analyzed using SmartPLS 4. Entrepreneurial leadership was found to foster employees’ innovative performance through the mediating role of human capital, relational capital, and structural capital. Practically, businesses often rely on innovation for survival and growth, so they should consider entrepreneurial leadership to create intellectual capital (human capital, relational capital and structural capital) for innovation performance. Businesses should provide entrepreneurial training that emphasizes role modeling intellectual capital and encourages employees to recognize and pursue entrepreneurial opportunities. With significantly limited research, the study contributes by investigating the interrelationship of entrepreneurial leadership, intellectual capital, and innovation performance. The study contributes to the Resource Based View and Dynamic Capability Theory by demonstrating how entrepreneurial leadership contributes to innovation performance through human capital, relational capital, and structural capital.