Objective: This study mainly seeks to investigate the relationship between human resource processes and AMO (Ability, Motivation, and Opportunity) dimensions in order to design an integrated framework of 34000 standard human resource processes. Methods In this research, the philosophy of research is critical realism, the research approach is Retrodictive, the research strategy is multiple case studies and the method of data collection is through interviews and review of documents. For this purpose, three organizations that have taken the top ranks in the 34000 standard awards were selected as the research’s case studies. Results After reviewing, qualitative coding and analysis, 4 main roles including "environmental contexts", "organizational opportunistic factors", "organizational threatening factors" and "human resource processes" in the form of 6 sub-themes and 27 concepts were explained. Conclusion In general, it can be said that organizational and environmental contexts affect human resource processes and decorative meritocracy processes, selection based on merit, Interactive learning, 180 degree learning, Employee performance management are empowering and the suggestion system, team building, blind service compensation, performance oriented compensation, employee performance management, socialist performance appraisal are motivating and suggestion system, leadership and behavioral development, knowledge atlas, intelligent human resources, job grading and designing structure are opportunistic.

Introduction: The ethical dimensions of agriculture need to be explored, distinguishing between ethics in agriculture and ethics of agriculture. Ethics in agriculture is traditionally based on abstract moral theory, formulated through logical reasoning, but often found inadequate to address the complex ethical challenges within agriculture due to its abstract nature and lack of practical visibility. Conversely, ethics of agriculture is approached within a context-specific framework derived from the research topic with the aim of providing more tailored solutions. Materials and Methods: A comprehensive review of the relevant literature is conducted, using a descriptive-analytical approach to provide a conceptual framework for understanding agricultural ethics. Conclusion: The article highlights the critical need for a comprehensive ethical framework to address the multifaceted ethical challenges in the agricultural sector. The importance of analyzing and resolving ethical dilemmas at all stages of agriculture is underscored in order to align practices with human ideals and to ensure ethical decision-making by stakeholders involved in agriculture.

This research paper investigates the impact of employees' perceptions of HRM system and practices on employee affective commitment. Additionally, it explores the mediating role of employee psychological capital in the relationship between employee perceptions of the HRM system, practices, and affective commitment. Data was collected from employees of private banks in Pakistan. The collected data was analyzed using the structural equation modeling technique. The findings indicate that HPWPs groups and HRM system strength positively influence employee affective commitment. However, the mediation results only partially support the hypothesis. These findings encourage scholars to delve deeper into the relationship between these variables.

The current study validates AMO-enhancing HRM practices measurement in Malaysian construction firms' setting. The study pattern is cross-sectional. First, an examination of the literature was conducted to find out the fundamental components of AMO-enhancing HRM practices and the relevant items. Following that, these items were subjected to content validity with academic specialists. These items were administered to collect data from construction firms. Partial Least Square-Structural Equation Modeling (PLS-SEM) was employed as AMO-enhancing HRM practices were framed as a reflective-formative second-order construct. After that, AMO-enhancing HRM practices were assessed using reliability and validity examination. The result revealed that AMO-enhancing HRM practices have three dimensions: ability-, motivation-and opportunity-enhancing HRM practices. AMO-enhancing HRM practices are defined by these three dimensions, which collectively encompass various aspects of AMO-enhancing HRM practices. If any elements are excluded, AMO-enhancing HRM practices may be altered. This study is unique when conceptualizing AMO-enhancing HRM practices as a multidimensional construct comprising three dimensions, which had not been investigated in prior studies.

The purpose of this research is to design a green human resource management model based on the AMO approach in Kerman Coal Mining Company. In terms of purpose, this research is practical and in terms of the method of collecting information, it is part of mixed (qualitative-quantitative) research. The qualitative part was conducted by reviewing the literature and field data and conducting 14 semi-structured interviews using the theme analysis strategy. the experimental evaluation of the impact of the identified activities on the company's environmental performance was investigated based on designed questionnaires. After measuring the validity and reliability of the questionnaires, they were distributed. The statistical population was 600 people and the sample size was determined to be 234 people based on the Georgesi and Morgan table. Data analysis was done structural equation modeling method using AMOS23 software. The findings of the qualitative section include 17 main themes and 59 sub-themes. According to the AMO model, green human resource management activities were placed in three categories: green ability with 6 main themes, green motivation with 4 main themes and green opportunities with 7 main themes. The findings of the quantitative section also showed that the effect of green ability of employees on the environmental performance of the company is not significant, but the effect of green motivation and provision of green opportunities on environmental performance is significant. Therefore, the presented model provides useful insights into the functions of human resource management to support the environmental performance of coal mining companies.

The aim of this study is to develop an integrated model of human resource processes based on the AMO approach in the Iraqi Volleyball Federation. This research is applied in purpose, descriptive-survey in terms of data collection, and qualitative in nature. The data analysis was conducted using thematic analysis. The statistical population of this study consisted of experts from the Iraqi Volleyball Federation and university professors in the field of sports management in Iraq. A purposive sampling method was employed, selecting 16 individuals from the Federation’s members, university professors specializing in sports management, and human resources management specialists using snowball sampling. The results of the analysis of the interviews revealed that the codes extracted from 16 interviews amounted to 315 initial codes, from which 46 primary themes were derived. Ultimately, the extracted themes were named and categorized into three final themes based on the AMO model: green ability, green motivation, and green opportunities. The AMO model, focusing on enhancing employees' capabilities, creating participation opportunities, and promoting motivation, can contribute to improving organizational efficiency. The findings also indicate that employee training and development of skills, as well as the creation of reward systems aligned with desired behaviors, are key success factors in implementing this model.

The purpose of this study is to explain and evaluate green human resource management practices based on the AMO model in Kerman Coal Mines Company. This research is applied and part of combined research (qualitative-quantitative). In the qualitative section, by conducting 14 semi-structured interviews and using the theme analysis method, the obtained data were reviewed and the themes were divided into three categories according to AMO model: green ability, green motivation, and Providing Green opportunities. In the quantitative part, a questionnaire was distributed based on the interviews in accordance with the design model and after assessing the validity and reliability of the questionnaires. The statistical population was 600 people and the sample size was 234 people based on the Georgian and Morgan table. Analysis of research data at the level of descriptive statistics was performed using SPSS23 software and structural equation modeling method using AMOS23 software. The results of the structural equation model confirmed the model. The results of the study showed that among the three components "green motivation" with the highest path coefficient and "green ability" with the lowest path coefficient and among the seventeen sub-components, "green education and development" with the highest path coefficient and "green benefits and services" They explain the model with the lowest path coefficient. Therefore, to change the attitude of employees in the field of environment and provide a sustainable organization, the most important strategy of the Coal Mines Company is training and increasing the environmental knowledge of employees.

There are two approaches for simulating memory as well as learning in artificial intelligence; the functionalistic approach and the cognitive approach. The necessary condition to put the second approach into account is to provide a model of brain activity that contains a quite good congruence with observational facts such as mistakes and forgotten experiences. Given that human memory has a solid core that includes the components of our identity, our family and our hometown, the major and determinative events of our lives, and the countless repeated and accepted facts of our culture, the more we go to the peripheral spots the data becomes flimsier and more easily exposed to oblivion. It was essential to propose a model in which the topographical differences are quite distinguishable. In our proposed model, we have translated this topographical situation into quantities, which are attributed to the nodes. The result is an edge-weighted graph with mass-based values on the nodes which demonstrates the importance of each atomic proposition, as a truth, for an intelligent being. Furthermore, it dynamically develops and modifies, and in successive phases, it changes the mass of the nodes and weight of the edges depending on gathered inputs from the environment.

The aim of this research is creating a mesoporous structure in the MFI zeolite membrane layer and increase the pores diameter in order to increase the water permeability. The mesoporous structure was created by adding carbon black to the synthesis solution of the membrane in the in-situ hydrothermal method. The X-Ray Diffraction (XRD), Scanning Electron Microscopy (SEM), Berner-Emmett-Taylor (BET) and nitrogen gas permeability tests were used to characterize and the water permeation test was used to investigate the performance. The results showed the successful synthesis of the MFI zeolite membrane layer with proper crystallinity on the α-alumina support with the thickness of about 15 µm and the pore size between 4.5-20 nm, so that the largest amount of meso-pores had a diameter of 7.4 nm. The diameter of the pores has increased by 10 times compared to the synthesis without the presence of carbon black. The results of the water permeation test showed that increasing the the pores diameter using carbon black could increase the water flux of the membrane (26 L/m2.hr) up to 14-75 times compared to microporous membranes (0.35-1.74 L/m2.hr). Investigating the water flux of the membrane for water containing dissolved solids showed that the water flux of the mesoporous membrane (12 L/m2.hr) is still higher than the microporous membranes after 2 hr.