Abstract Background: The Myrtaceae family represents one of the most diverse groups in South America. Yet, there are few studies on their reproductive characteristics. Among the species with limited information on their reproductive behavior are Myrceugenia euosma (O. Berg) D. Legrand and Siphoneugena reitzii D. Legrand. Questions: What are the floral attractions and resources of M. euosma and S. reitzii for pollinators? Who are the pollinators of these species? What is the predominant reproductive system in both species? Studied species: M. euosma and S. reitzii, two sympatric Myrtaceae from southern Brazil. Study site and dates: Urubici, Painel, and Rio Rufino, Santa Catarina state, southern Brazil. November 2021 - February 2022. Methods: Information was obtained on morphological aspects, anthesis time, stigmatic viability, floral resources, structures attractive to visitors, olfactory testing, observation and identification of floral visitors, and reproductive system testing. Results: The flowers of M. euosma opens between 11 am and 17 pm (- 20 pm), with full opening occurring mostly at night; S. reitzii flowers open between 4 a.m. and 6 a.m., with a highest peak by 8 a.m. Flowers of both species have receptive stigmas until senescence. Pollen is the primary floral reward and the scent coming from the anthers combined with the floral display attract native bees and Apis mellifera, legitimate pollinators of both species. The lack of fruit development in the self-pollination tests support cross reproduction in both taxa. Conclusions: Both species exhibit traits consistent with melittophily syndrome and potential self-incompatibility. These results are essential for conservation efforts.

Resumen Antecedentes: La familia Myrtaceae es una de las más diversas en América del Sur, pero sus características reproductivas están poco estudiadas. Myrceugenia euosma (O. Berg) D. Legrand y Siphoneugena reitzii D. Legrand son dos especies con información limitada sobre su comportamiento reproductivo. Preguntas: ¿Cuáles son las atracciones florales y los recursos de M. euosma y S. reitzii para los polinizadores? ¿Quiénes son los polinizadores de estas especies? ¿Cuál es el sistema reproductivo predominante en ambas especies? Especies estudiadas: M. euosma y S. reitzii, dos Myrtaceae simpátricas del sur de Brasil. Sitio y años de estudio: Urubici, Painel y Río Rufino, Santa Catarina, Sur de Brasil. Noviembre de 2021 - febrero de 2022. Métodos: Se analizaron aspectos morfológicos, tiempo de antesis, viabilidad estigmática, recursos florales, estructuras atractivas para visitantes florales, pruebas olfativas, identificación de visitantes florales y ensayos del sistema reproductivo. Resultados: Las flores de M. euosma se abren entre las 11 am y las 5 pm (completamente durante la noche), y las de S. reitzii entre las 4 am y las 8 am. Ambas especies tienen estigmas receptivos hasta la senescencia. El polen es la principal recompensa floral, y el aroma de las anteras, junto con la visualización floral, atrae a abejas nativas y Apis mellifera, sus polinizadores legítimos. La autopolinización no resultó en frutos, lo que sugiere la predominancia de la reproducción cruzada en ambas especies. Conclusiones: M. euosma y S. reitzii muestran características de melitofilia y potencial autoincompatibilidad, lo que es crucial para su conservación.

Abstract The rebellion that brought the Komnenoi to power in 1081 was successful because it had many supporters, the most important of which was the Doukai, a lineage that had already controlled imperial power and with which Alexios was linked by marriage. The traditional position of historiography is that this was the beginning of an aristocratic government in which the emperor’s relatives enjoyed a share of power. However, more recent studies dispute the extent of the distribution of power under the Komnenoi (1081-1118), claiming that these emperors were more centralizing and traditional than previously thought. However, in fact, the emperors did distribute power, especially Alexios I (1081-1118), but in a more restricted and ad hoc way. Thus, given the Doukas’ role in the rebellion, it was expected that Alexios I would share power with this family, but he preferred to do so with his mother and brother. The Doukas, feeling aggrieved, spared no effort to gain a foothold in the regime, resulting in a series of internal crises that pitted various members of the family consortium that had seized power against each other. In the end, they were unsuccessful. However, this claim for shared power produced a parallel identity for the Doukas and corresponding discourses, which lasted after the death of Alexios I and continued to exist during the reign of John II (1118-1143). This identity emphasized the role of this family in seizure of power and the legitimization of the new emperor, as well as demanded space and power. This article will deal with these issues.

Resumo A rebelião que levou os Comnenos ao poder, em 1081, foi bem-sucedida e resultante de vários apoios, o mais importante dos quais foi dado pelos Ducas, uma linhagem que já havia controlado o poder imperial e com a qual Aleixo era ligado por matrimônio. A posição tradicional da historiografia é de que esse foi o início de um governo aristocrático no qual os parentes do imperador desfrutavam de uma parcela do poder. Entretanto, estudos mais recentes contestam a extensão da distribuição de poder sob os Comnenos (1081-1118), alegando que esses imperadores eram mais centralizadores e tradicionais do que se pensava anteriormente. No entanto, de fato, os imperadores distribuíram o poder, principalmente Aleixo I (1081-1118), mas de forma mais restrita e pontual. Assim, em função do papel dos Ducas na rebelião, esperava-se que Aleixo I compartilhasse o poder com essa família, mas preferiu fazê-lo com sua mãe e seu irmão. Os Ducas, sentindo-se melindrados, não pouparam esforços para buscar espaço no regime, resultando em uma série de crises internas que contrapuseram diversos membros desse consorcio familiar que havia tomado o poder. Por fim, não foram bem-sucedidos. Contudo, essa reivindicação por poder partilhado produziu uma identidade paralela dos Ducas e discursos correspondentes, os quais perduraram após a morte de Aleixo I e continuaram existindo durante o reinado de João II (1118-1143). Esta identidade enfatizava o papel desta família na tomada do poder e na legitimação do novo imperador, assim como demandava espaço e poder. Este artigo tratará destes temas.

ABSTRACT The present study focuses on vibration exposure and its impact on occupational health, contrasting the results with previous research. Workers in a specific workshop were investigated, assessing their vibration exposure, working hours and risk perception. A mixed approach was used, collecting data through structured surveys and inferential statistical analysis. The results indicate that 80% of the workers are exposed to vibration to some extent, with 10% exposed half the time and 6% almost always. However, no significant correlations were found between vibration exposure and other factors such as musculoskeletal health or reduced work activity. These discrepancies with previous research suggest demographic and occupational variations among the samples studied. It is concluded that it is critical to address musculoskeletal health in a comprehensive manner, implementing effective control measures to prevent mechanical vibration-related injuries.

RESUMEN Este trabajo aborda los desafíos del estrés laboral en docentes universitarios, analizando su impacto en la salud mental y el desempeño laboral. El objetivo es identificar las causas y consecuencias del estrés en este grupo y proponer medidas para mitigarlo. Se realizó una investigación no experimental con enfoque mixto, utilizando análisis descriptivo y relacional. Se aplicaron encuestas a 31 docentes, utilizando el cuestionario alemán Effort-Reward Imbalance y la escala de ansiedad de Zung. Los resultados muestran una correlación entre la carga laboral, la falta de reconocimiento y el nivel de estrés. Se concluye que es necesario abordar los factores psicosociales en el entorno laboral para promover un ambiente saludable y apoyar el bienestar de los docentes, lo que a su vez beneficiará la calidad educativa.

The selection of open-pit slope angles involves high-value decisions with small changes in slope angle, often representing significant changes in net present value. The existing methods used to define design acceptance criteria have evolved from factor of safety to probability of failure (P[F]) to risk consequence to risk frontiers, which represents current state of the art. Current design acceptance measures are based on references to published tables representing the experience and judgement of their authors, who did not specify the purpose of the measures contained therein. As the purpose of the published design acceptance criteria is not specified (i.e., definite stability, marginal stability, optimization, etc.), such tables cannot be used to achieve optimum slope angles that maximize profitability. This paper develops a design acceptance criterion that maximizes profitability by defining a formulation for optimum risk that balances expected risk and reward. The model developed is titled the Mining Risk Model (MRM), and is applied to open-pit slope angle selection through an equation for optimum probability of downside (P[£)]O) that balances the upside or opportunity, the P[F], and the downside impact. This formulation for optimum risk is unique, as many authors have presented objective functions for their risk models that can be optimized, but none of the sources reviewed contained a formulation for optimum risk. The MRM is sufficiently flexible to allow the design performance measure that drives P[F], and hence P[D] O, to be selected based on the intended goal. Furthermore, the essential information that must be known to quantify optimum risk is defined. This allows users to determine what information to collect for optimum risk decisions. A further benefit of the MRM is that slope angle decisions and pit shells can be ranked to select the best option, and a threshold is provided that separates acceptable from unacceptable decisions. Finally, the workflow and information required to determine optimum risk are presented.

The past decade has seen a renewed possibility of using machine learning algorithms to solve a large collection of problems in several fields. Data acquisition for mining operations has increased with the growth in sensor-based technologies, and therefore the amount of information available for mining applications has dramatically increased. Ore sorting equipment is available for separating ore from waste based on differences in physical properties detected by a real-time analyser. The separation efficiency depends on the contrast in these properties. In this study we investigate the application of machine learning models trained using data from the output of a dual-energy X-ray ore sorting apparatus at a gold mine. The particles were first hand-sorted into ore and gangue classes based on their mineralogical composition. Classification models were then used to help decide the balance between the number of true and false positives for ore in the concentrate, with a view to economic parameters, using their receiver operator characteristic (ROC) curves. The results showed AUC (area under the ROC curve) scores of up to 0.85 for the classification models and a maximum reward condition Fp r/Tp r around 0.5/0.9 for a simplified economic model.

Résumé L’objectif du travail est de documenter l’existence d’un modèle de punition-récompense dans les pratiques éducatives envers les mineurs, à Querétaro, région centre-bas du pays, au cours des années 1950; considéré comme une étape de transition vers la Modernité, dans un environnement socioculturel dominé par les institutions conservatrices. Les recherches précédentes ont montré l’existence de châtiments physiques et psychologiques dans les salles de classe, acceptés par la société, où les mineurs ne le considéraient pas comme de la violence, mais comme une activité d’enseignement. Les travaux universitaires se sont concentrés sur la cruauté des châtiments corporels et le rôle de l’enseignement dans l’exercice du pouvoir et de la domination, mais sans prêter attention aux enfances et aux dynamiques dans lesquelles, le correctif fait partie d’un quotidien où abondent aussi les stimuli basés sur la récompense. Pour montrer cela, une recherche a été menée dans le cadre de l’Histoire Sociale et Culturelle, en utilisant des sources officielles et des références telles que: photographies, publicités, bandes dessinées ou romans, à travers lesquelles sont mis en évidence certains des stimuli et des satisfactions que les familles, souvent par un lourd sacrifice économique, donnaient à leurs enfants pour pouvoir aller à l’école. Il ressort des conclusions que ce que l’on considérait auparavant comme des pratiques communes ne le sont plus au fil du temps, et ce qui était impensable, avec le progressisme, c’est maintenant la norme. Le rejet actuel de la violence physique et psychologique entre et vers la population scolaire ne fait pas exception.

Streszczenie Streszczenie Celem pracy jest udokumentowanie istnienia modelu kary i nagrody w praktykach edukacyjnych wobec nieletnich w Querétaro, regionie środkowo-zachodnim kraju, w latach 1950-1960; okres ten uważany jest za etap przejścia do nowoczesności, w społeczno-kulturowym środowisku zdominowanym przez konserwatywne instytucje. Badania wcześniejsze pokazują istnienie kar fizycznych i psychicznych w salach lekcyjnych, akceptowanych przez społeczeństwo, gdzie nieletni nie traktowali tego jako przemocy, a jako działalność pedagogiczną. Prace akademickie skupiały się na ujawnianiu okrucieństwa kar fizycznych i roli nauczycieli w wywieraniu relacji władzy i dominacji, ale bez zwracania uwagi na dzieciństwo ani dynamikę, w której kara jest częścią codzienności, obok obfitujących w bodźce opartych na nagrodzie. Aby to udowodnić, przeprowadzono badania z wykorzystaniem podejścia historii społecznej i kulturowej, korzystając z oficjalnych źródeł i odniesień, takich jak: fotografie, reklamy, komiksy lub powieści, poprzez które ukazano niektóre bodźce i zaspokajacze, które rodziny, często kosztem dużego poświęcenia ekonomicznego, dawały swoim córkom i synom, aby mogły chodzić do szkoły. Wnioski wskazują, że to, co kiedyś uważano za powszechne praktyki, z czasem przestaje nimi być; a to, co było nie do pomyślenia, stało się teraz normą dzięki postępowi. Obecny sprzeciw wobec przemocy fizycznej i psychicznej wśród i wobec populacji szkolnej nie jest wyjątkiem.

Resumen El objetivo del trabajo es documentar la existencia de un modelo de castigo-recompensa en las prácticas educativas hacia menores, en Querétaro, región centro-bajío del país, durante la década de 1950; considerada una etapa de transición a la Modernidad, en un entorno sociocultural dominado por las instituciones conservadoras. Las investigaciones previas muestran la existencia de castigos físicos y psicológicos en las aulas, aceptados por la sociedad, donde las y los menores no lo consideraban como violencia, sino quehacer docente. Los trabajos académicos se centraron en exhibir la crueldad de los castigos físicos y el papel de la docencia al ejercer relaciones de poder y dominación, pero sin prestar atención a las infancias ni a las dinámicas en las que, el correctivo es parte de una cotidianeidad en la que también abundan estímulos basados en la recompensa. Para dar muestra de ello, se desarrolló una investigación bajo el enfoque de la Historia Social y Cultural, usando fuentes oficiales y referencias como: fotografías, anuncios publicitarios, historietas o novelas, a través de las cuales se evidencian algunos de los estímulos y satisfactores que las familias, muchas veces mediante un fuerte sacrificio económico, daban a sus hijas e hijos para poder ir a la escuela. Entre las conclusiones destaca que, lo que antes se consideraban prácticas comunes, al paso del tiempo ya no lo son; y lo que era impensable, con el progresismo, ahora es la norma. El rechazo actual de la violencia física y psicológica entre y hacia la población escolar, no es la excepción.

Abstract This paper aims to document the existence of a punishment-reward model in educational practices towards minors in Querétaro, a central-bajío region in Mexico, during the 1950s. This decade was considered a transitional stage to Modernity, in a sociocultural environment dominated by conservative institutions. Previous research shows the existence of physical and psychological punishment in classrooms, accepted by society, where minors did not perceive them as violence, but as a regular part of teaching. Academic research focused on exposing the cruelty of physical punishment and on the role of teaching in exercising relations of power and domination, but without focusing on the children or the dynamics in which correction was part of everyday life where reward-based stimuli were also abundant. To demonstrate this, research was conducted under the approach of Social and Cultural History, using official sources and references such as photographs, advertisements, comic books, or novels, through which are evidenced some of the stimuli and satisfiers that families, often through a strong economic sacrifice, provided to their children so that they were able to go to school. Among the conclusions, it is noteworthy that what was once considered common practices, over time, is no longer so, and that what was unthinkable, with progressivism, is now the norm. The current rejection of physical and psychological violence among and towards the school population is no exception.

Abstract The objective of this article is the analyses of the public policies evolution that aims estimulates the education system evolution or the maneuver qualification in strategic sectors of Public Administration interest during the colonial and the imperial periods. We have analysed the work legal systems to the public servants from the begining of the public policies addopted for them, by the historical, comparative and analythical deductive methods. We adoppted the metological supposition that the portuguese legislation related to the Public Administration during the colonial period, and the brazilian legislation during the imperial period, takes in evidence in social protection mather the inherent elements to the definition of the social rights of second generation, before the introduction of the social rights in the contemporary social constitucionalism, as the provision, the material protection nature and its mantainance garantee. The Royal Tresure’s financial bankrupcy at be begining of 19th century has restricted the public policies to the jubelee and to the teacher’s retirement concessions, but didn’t lives the reward pensions, for complements the insufficient value of the mutual fund pension and to conceding the invalid person pension to the public servants hurts in the active service.

Resumo O objetivo do presente trabalho é o exame da evolução das políticas públicas que visaram o estímulo do desenvolvimento da educação ou da qualificação de mão de obra em setores de interesse estratégico da Administração Pública no período colonial e imperial. Analisamos a formação dos regimes jurídicos de trabalho estatutário dos servidores públicos a partir dos início das políticas públicas adotadas para eles, utilizando os métodos histórico, comparativo e analítico dedutivo. Adotamos a premissa metodológica de que a legislação portuguesa relativa à Administração Pública no período colonial, e a legislação brasileira na mesma matéria durante o período imperial, evidenciam em matéria de proteção social as características inerentes à definição dos direitos sociais de segunda geração, antes da introdução dos direitos sociais no constitucionalismo social contemporâneo, tais como o provisionamento, a natureza da proteção material, a duração dos benefícios e a garantia da sua manutenção. A crise orçamentária do Tesouro Real no início do século XIX restringiu as políticas públicas à concessão da jubilação e da aposentadoria para os professores, porém não puderam abandonar de todo a concessão das pensões premiais, a fim de complementar a insuficiência da pensão de montepio e para conceder a aposentadoria por invalidez aos servidores acidentados no serviço ativo.

Abstract: Within the multi-objective (static) optimization field, various works related to the adaptive selection of genetic operators can be found. These include multi-armed bandit-based methods and probability-based methods. For dynamic multi-objective optimization, finding this type of work is very difficult. The main characteristic of dynamic multi-objective optimization is that its problems do not remain static over time; on the contrary, its objective functions and constraints change over time. Adaptive operator selection is responsible for selecting the best variation operator at a given time within a multi-objective evolutionary algorithm process. This work proposes incorporating a new adaptive operator selection method into a Dynamic Multi-objective Evolutionary Algorithm Based on Decomposition algorithm, which we call DMOEA/D-SL. This new adaptive operator selection method is based on a reinforcement learning algorithm called State-Action-Reward-State-Action Lambda or SARSA (λ). SARSA Lambda trains an Agent in an environment to make sequential decisions and learn to maximize an accumulated reward over time; in this case, select the best operator at a given moment. Eight dynamic multi-objective benchmark problems have been used to evaluate algorithm performance as test instances. Each problem produces five Pareto fronts. Three metrics were used: Inverted Generational Distance, Generalized Spread, and Hypervolume. The non-parametric statistical test of Wilcoxon was applied with a statistical significance level of 5% to validate the results.

RESUMEN Los cambios vertiginosos que se vienen dando en las últimas décadas repercuten en la satisfacción laboral de los trabajadores y ello tiene implicancia directa con la productividad en las empresas, de manera específica en los negocios, las cuales han tenido que implementar estrategias de motivación e integración en sus colaboradores. El objetivo de esta investigación fue estudiar la relación que tiene la satisfacción laboral y productividad del área comercial de CMAC Piura (Lima-Perú), 2022, en este estudio se trabajó con un enfoque cuantitativo- no experimental siendo de tipo de corte transversal y teniendo un alcance descriptivo correlacional. La población y muestra fue de 42 encuestados del área de negocios de Lima Sur siendo muestra censal. El coeficiente de Alfa de Cronbach para satisfacción laboral fue de “0.91” y en productividad fue de “0.84. Los resultados de la estadística inferencial arrojaron que existe una correlación positiva media con un “Rho de Spearman” de “0.574”, el grado de significancia para esta prueba fue de (p=,000 < α=0,05). Se concluyó que se debe mejorar la satisfacción laboral en el área de negocios para que este factor no perjudique a la productividad de la empresa.

ABSTRACT The vertiginous changes that have been taking place in recent decades have an impact on the job satisfaction of workers and this has direct implications for productivity in companies, specifically in business, which have had to implement motivation and integration strategies in their employees. The objective of this research was to study the relationship between job satisfaction and productivity in the commercial area of CMAC Piura (Lima-Peru), 2022, in this study we worked with a quantitative-non-experimental approach, being of a cross-sectional type and having a correlational descriptive scope. The population and sample was 42 respondents from the business area of South Lima being a census sample. Cronbach's Alpha coefficient for job satisfaction was "0.91" and in productivity it was "0.84. The results of the inferential statistics showed that there is a mean positive correlation with a "Spearman's Rho" of "0.574", the degree of significance for this test was (p=.000 < α=0.05). It was concluded that job satisfaction in the business area must be improved so that this factor does not harm the productivity of the company.

RESUMEN El desempeño laboral de los trabajadores repercute en la productividad y rentabilidad de las empresas. Actualmente las pequeñas y medianas empresas del cantón Quevedo, Ecuador, no gestionan correctamente el talento humano que poseen y no presentan manera de modificar este comportamiento. Es por ello que el propósito del presente trabajo es preparar a los estudiantes de la carrera de Administración de empresas a través de la implementación de un Modelo de Gestión de Talento Humano para las pequeñas y medianas empresas del cantón Quevedo. La metodología utilizada es cualitativa. Se entrevistan a 40 gerentes de las Pymes investigadas a través de 15 preguntas. El modelo propuesto consta de seis procesos estratégicos: organización, admisión, reconocimiento, mérito y recompensa, capacitación del personal, retención del personal y documentación de control. Se determina que los estudiantes son claves para la implementación de dicho modelo.

ABSTRACT The work performance of workers has an impact on the productivity and profitability of companies. Currently, small, and medium-sized enterprises in the canton of Quevedo, Ecuador, do not properly manage the human talent they possess and do not present a way to modify this behavior. That is why the purpose of this work is to prepare students of the Business Administration career through the implementation of a Human Talent Management Model for small and medium-sized companies in the Quevedo canton. The methodology used is qualitative. 40 managers of the SMEs investigated were interviewed through 15 questions. The proposed model consists of six strategic processes: organization, admission, recognition, merit and reward, staff training, staff retention, and control documentation. It is determined that students are key to the implementation of this model.

Abstract This study investigated consumers' perceptions of adding bee pollen to bread. An attitude questionnaire composed of 48 statements related to "general health," "light products," "natural products," "salty products," "food as a reward," "pleasure," and "food neophobia" was answered by the participants, who indicated their level of agreement with each statement according to a 5-point Likert scale, ranging from (1) "totally disagree" to (5) "totally agree." A check-all-that-apply (CATA) questionnaire was also employed to characterize 12 visual stimuli. The creation of stimuli was carried out using a factorial design, resulting in 12 images of bread. Three clusters of consumers were identified, each associating positive attributes with stimuli containing bee pollen, regardless of the health claim, while negative attributes were associated with stimuli without added pollen. The main positive drivers of liking were "I would buy," "attractive," "pleasant color," "healthy," "light," and "natural." On the other hand, the negative drivers of liking were "unattractive," "I don't like it," "I wouldn't buy," "hard," and "unpleasant color." This study provides valuable information for developing healthier bread using natural ingredients with bioactive compounds, such as bee pollen.

Anyone who has attended an academic conference will have witnessed the number of exceptional projects and research produced by and conducted at various institutions, often led by one or two well-known professors. Despite mostly limited budgets, these professors, academic "rockstars", if you will, (Smyth, 2017, p. 99) manage to produce many publications in the form of books, reports, policy briefs, op-eds, and attend conferences while managing full teaching loads and supervising lots of postgraduate students. So how do they manage? Without faculty-appointed support, such as Teaching Assistants, these senior academics often use their postgraduate students to do the substantial groundwork in the name of so-called capacity building to get what is known as the much-needed experience they need to advance their careers. In this paper, I discuss toxic academic practices and their impact on new and emerging researchers. Through a critical analysis, I demonstrate that toxic academic practices persist partly because of neoliberal policy contexts created in and through marketisation and techno-rationalism. Using the theoretical lens of Betrayal Trauma Theory (Freyd, 1994) I suggest that creating healthy academic work environments is crucial to realising higher education policy imperatives in South Africa. In this paper, I contribute to an under-discussed challenge in the South African academy, and I highlight how universities, through their philosophies and policies, often reward poor academic behaviour and perpetuate toxic academic environments and discrimination.

ORIENTATION: This study investigates a model linking financial well-being (FWB) and burnout of employees in a South African engineering organisation. RESEARCH PURPOSE: To investigate how personal financial resources and burnout are interrelated, focussing on the roles of satisfaction with remuneration (SWR), personal financial efficacy (PFE), and financial interference (FI). MOTIVATION FOR THE STUDY: This model could help management, human resources, and employees understand the complex dynamics of these phenomena and reduce burnout by implementing targeted interventions. RESEARCH APPROACH/DESIGN AND METHOD: Purposive sampling (N = 515) was used. Structural equation modelling (SEM) with confirmatory factor analysis (CFA) and structural paths were employed. MAIN FINDINGS: The study found that SWR positively impacts positive personal financial well-being (PPFW) and negatively impacts negative personal financial well-being (NPFW). Personal financial efficacy positively affects PPFW and negatively affects NPFW. However, SWR did not significantly impact FI. Negative personal financial well-being strongly contributed to FI, which in turn increased burnout. Contrary to expectations, PPFW did not significantly reduce FI. Additionally, SWR indirectly reduced burnout through NPFW and FI in sequence. PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations should ensure competitive and equitable reward and remuneration strategies to enhance employees' financial well-being and reduce burnout. Financial self-efficacy can be improved through interventions focussing on PFE and integrated financial well-being programmes to mitigate the risk of burnout and its demands on human and organisational resources. CONTRIBUTION/VALUE-ADD: This study contributes to the limited research on financial well-being and burnout, highlighting the importance of fair remuneration and personal financial resources in promoting employee well-being and reducing burnout.

ORIENTATION: Pay-for-performance (P4P) system is a crucial organisational strategy to retain and reward employees. However, it is not always well implemented RESEARCH PURPOSE: The aim of the study was to explore the perceptions and psychological experiences of employees about the implemented P4P system at a bank in Polokwane City in Limpopo province MOTIVATION FOR THE STUDY: The P4P system's objective is to reward great performance. However, it might also be used to punish deserving employees while unjustly and unfairly rewarding the non-deserving employees, leading to negative perceptions and psychological experiences by other employees RESEARCH APPROACH/DESIGN AND METHOD: The study followed qualitative research design, therefore, the 10 conveniently sampled participants' verbatim transcribed semi-structured interviews were analysed and interpreted from the interpretivist paradigm perspective to understand the lived experiences of the employees with regard to how the P4P is implemented at the bank. Content analysis was used to explore the deep, contextual meanings of the participants' words and to extract themes and the subsequent subthemes MAIN FINDINGS: The P4P system was perceived as a great but biased initiative and employees psychologically experienced betrayal and confusion, felt both motivated and demotivated and experienced the P4P as an uninspiring exercise PRACTICAL/MANAGERIAL IMPLICATIONS: The bank should train line managers on how to conduct the appraisal session, more specifically on how to allocate a rating that ultimately determines the rewards. Multiple rating techniques usage and sensitivity training for the line managers might minimise the experienced bias and legitimise the P4P system at the bank. Ultimately, the bank should link performance targets with bonuses to enhance transparency, equity and perceived justice within the system CONTRIBUTION/VALUE-ADD: The study makes important first, unique, practical and scientific contributions to employees' perceptions and experiences (psychological experiences) of pay-for-performance in the banking sector. The study also provides valuable insights by exposing the challenges that limit the effectiveness of P4P in the banking sector

ORIENTATION: The emergence of the coronavirus disease 2019 (COVID-19) pandemic has compelled various organisations to alter their human resource management approaches in response to a challenging work milieu. Providing meaningful rewards is imperative for maintaining employee productivity and business continuity during turmoil. RESEARCH PURPOSE: The main objective of this research was to explore significant incentives for employees of pharmaceutical enterprises amid the COVID-19 pandemic. Specifically, this study examined the reward preferences of pharmaceutical professionals in managerial positions concerning their age and gender. MOTIVATION FOR THE STUDY: Despite the extensive body of research on rewards during the COVID-19 pandemic, there exists a notable gap in the literature regarding the investigation of total rewards in the pharmaceutical industry from the vantage points of gender and age. RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was followed with data collected from managerial employees in a pharmaceutical company (N = 12). Thematic analyses were applied. MAIN FINDINGS: Overall, the female participants exhibited a greater propensity towards all rewards than male counterparts. The COVID-19 pandemic mostly impacted female Millennials, who identified all aspects of total rewards as crucial. Male Baby Boomers were more inclined towards being incentivised by monetary remuneration than non-monetary perks. PRACTICAL/MANAGERIAL IMPLICATIONS: The findings underscore the importance of leaders prioritising human-centred values such as trust, appreciation, interpersonal connections, and collaborative teamwork. CONTRIBUTION/VALUE-ADD: The study's results prompt researchers and practitioners to reconsider conventional characteristics and incentive inclinations of distinct age cohorts and gender categories, which have undergone modifications because of the COVID-19 outbreak.