Individual aerosol particles from biomass burning in southern Africa: 1. Compositions and size distributions of carbonaceous particles

Individual aerosol particles in smoke plumes from biomass fires and in regional hazes in southern Africa were studied using analytical transmission electron microscopy ( TEM), which allowed detailed characterization of carbonaceous particle types in smoke and determination of changes in particle properties and concentrations during smoke aging. Based on composition, morphology, and microstructure, three distinct types of carbonaceous particles were present in the smoke: organic particles with inorganic ( K- salt) inclusions, " tar ball'' particles, and soot. The relative number concentrations of organic particles were largest in young smoke, whereas tar balls were dominant in a slightly aged ( similar to 1 hour) smoke from a smoldering fire. Flaming fires emitted relatively more soot particles than smoldering fires, but soot was a minor constituent of all studied plumes. Further aging caused the accumulation of sulfate on organic and soot particles, as indicated by the large number of internally mixed organic/ sulfate and soot/ sulfate particles in the regional haze. Externally mixed ammonium sulfate particles dominated in the boundary layer hazes, whereas organic/ sulfate particles were the most abundant type in the upper hazes. Apparently, elevated haze layers were more strongly affected by biomass smoke than those within the boundary layer. Based on size distributions and the observed patterns of internal mixing, we hypothesize that organic and soot particles are the cloud-nucleating constituents of biomass smoke aerosols. Sea- salt particles dominated in the samples taken in stratus clouds over the Atlantic Ocean, off the coast of Namibia, whereas a distinct haze layer above the clouds consisted of aged biomass smoke particles

The Relationship of Prime-HRM Implementation on Employee Work Performance of Prime-HRM Level II (Bronze) Agencies in General Santos City

The purpose of the study was to determine the extent of implementation of Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) and its correlation to employee work performance in government agencies of General Santos City. Descriptive-correlational research design was employed, involving 335 respondents coming from GSCWD, DepEd, and LGU-GSC through the use of survey questionnaires and key informant interviews. Descriptive statistics, Mann-Whitney U, Kruskal-Wallis, and Spearman Rank Correlation tests were used to analyze quantitative and thematic analysis was used to explore qualitative responses. Results indicates that PRIME-HRM practice is relatively high across all HRM functions, especially recruitment, selection and placement, and that this is positively and significantly associated with employee work performance. Work quality, efficiency, and timeliness were highly rated and there were no significant differences among demographic factors. Challenges on capacity gaps as well as technological resistance, lack of information and resource limitations are identified. The research finds that PRIME-HRM has a significant impact on increasing work performance among employees across their demographic background but it is recommended that there should be ongoing communications, training and resource support for the continued enhancements. These results suggest for policymakers and HR practitioners to build meritocracy systems and to boost the productivity of the public sector

Rethinking student loan design: evidence from a price-based reform in Chilean higher education

This paper examines the effects of a major 2012 student loan reform in Chile that reduced interest rates from 6% to 2% and introduced more flexible repayment terms. Unlike studies of initial loan implementation, this reform offers a rare opportunity to examine how changes in the cost of borrowing affect enrollment decisions among already-eligible students. Using rich administrative data and a difference-in-differences design, we estimate the effects of the reform on immediate enrollment, second-year enrollment, and second-year dropout. To strengthen causal inference, we complement our strategy with a difference-in-discontinuities approach that leverages eligibility thresholds. We find a compositional shift in immediate enrollment: university enrollment increases by 2.5 percentage points, offset by an equal decline in vocational institutions, with no effect on overall enrollment. This shift persists into second-year outcomes, where university students exhibit slightly higher dropout and vocational students show improved persistence. These effects are concentrated among students from voucher schools and are absent among students from public schools, likely due to persistent academic and financial constraints. We also find that overall enrollment declines for female students, which may reflect greater risk aversion in response to uncertainty. These findings shed light on how price-based reforms to student loan programs can generate unequal responses across student groups and institutional sectors, offering valuable lessons for the design of equitable higher education financing

The Influence of Supervisory Behavior on Employee Innovation and Creativity in Government Institutions in Koronadal City

This study examines the influence of supervisory behavior on employee creativity and innovation in government offices in Koronadal City. The research focuses on four observable practices supervisory behavior: management support, innovation management, innovative leadership, and team innovation. These are studied despite common government challenges like limited resources, and fear of taking risks. Using a validated questionnaire adapted from Leach and Coetzee (2020), the study measured the link between supervisors’ behavior and employee creativity and innovation. The results show a moderate positive relationship, meaning supportive supervisors help create a work culture that encourages new ideas, initiative, and problem-solving. The study highlights the important role supervisors play in promoting risk-taking, sharing resources, and teamwork to keep innovation alive in public agencies. It also stresses the need to include innovation in the organizational culture through strong leadership and team efforts. Recommendations include giving supervisors more personalized support, training leaders, improving teamwork, and setting up ongoing feedback and recognition systems. These steps can help employees share new ideas, leading to better organizational performance and public service. This study adds to research on innovation in government and offers useful advice for policymakers, HR professionals, and leaders aiming to build a more innovative public sector