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With technological transformations such as big data, blockchain, artificial intelligence, and cloud computing, digital techniques are infiltrating the field of finance. Digital finance (DF) is a resource-saving and environmentally friendly innovative financial service. It shows great green attributes and can drive the flow of financial resources towards environmentally-friendly enterprises, thereby promoting green low-carbon circular development (GLCD). However, few studies have explored the coupling mechanism between DF and GLCD. To fill this gap, this paper explores the effect of DF on GLCD, and established a mediating effect model to investigate the mechanism of DF in promoting GLCD. Additionally, this paper established a random forest model and a CatBoost model based on machine learning to examine the relative importance of DF and the factors affecting GLCD. The results show that DF has significant positive effects on GLCD, and technological innovation plays a key role in the effect of DF on GLCD; meanwhile, the effect of DF on GLCD shows nonlinear features with an increasing "marginal effect"; moreover, both DF and conventional factors have significant impacts on GLCD. Our study highlights the effect of DF on GLCD and underscores the importance of developing policies for DF and GLCD. This study provides an empirical basis and path reference for DF to achieve "carbon peak, carbon neutralization" in China. [ABSTRACT FROM AUTHOR]

An organization's success depends on its employees, and an employee's performance decides whether the organization is successful. Employee performance enhances the productivity and output of organizations, i.e., the performance of an employee paves the way for the organization's success. Hence, analyzing employee performance and giving performance ratings to employees is essential for companies nowadays. It is evident that different people have different skill sets and behavior, so data should be gathered from all parts of an employee's life. This paper aims to provide the performance rating of an employee based on various factors. First, we compare various AI-based algorithms, such as random forest, artificial neural network, decision tree, and XGBoost. Then, we propose an ensemble approach, RanKer, combining all the above approaches. The empirical results illustrate that the efficacy of the proposed model compared to traditional models such as random forest, artificial neural network, decision tree, and XGBoost is high in terms of precision, recall, F1-score, and accuracy. [ABSTRACT FROM AUTHOR]