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""Analyzing information and acting accordingly is a key strategic goal of every business. But vast quantities of data are of little use if they are not structured and kept in such a way as to be readily accessible and applicable. Only optimally organized information can drive maximum productivity."

"Generasi Z merupakan generasi termuda yang saat ini mulai memasuki dunia kerja dan diperkirakan jumlahnya akan terus bertambah. Namun, karyawan Generasi Z diketahui memiliki intensi turnover yang tinggi. Dengan menggunakan kerangka teori Conservation of Resources (COR) penelitian ini bertujuan untuk menguji peran komitmen afektif dalam memediasi pengaruh meaningful work terhadap intensi turnover pada karyawan Generasi Z. Partisipan dalam penelitian ini merupakan karyawan Generasi Z (usia 18-28 tahun) dengan masa kerja minimal 1 tahun (N = 203). Pengambilan data dilakukan dengan menggunakan teknik convenience sampling dengan menyebarkan kuesioner secara daring. Instrumen yang digunakan dalam penelitian ini antara lain: Turnover Intention Scale, Work and Meaning Inventory, dan Affective Commitment Scale. Data dianalisis dengan menggunakan program PROCESS versi 4.2 Model 4 pada SPSS versi 23. Hasil analisis data menunjukkan bahwa komitmen afektif memediasi penuh pengaruh meaningful work terhadap intensi turnover. Berdasarkan hasil tersebut, implikasi praktis dari penelitian ini adalah organisasi dapat mengurangi intensi turnover dengan menerapkan strategi yang dapat memunculkan meaningful work dan komitmen afektif pada karyawan Generasi Z.

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Generation Z is the youngest generation starting to enter the working world, and the number of Generation Z in the working world will continue to grow. However, Generation Z employees are known to have high turnover intentions. Using the Conservation of Resources (COR) theoretical framework, this study examines the mediating role of affective commitment in the effect of meaningful work towards turnover intentions in Generation Z employees. Participants in this study were Generation Z employees (age 18-28 years) with years of service at least one year (N = 203). Data was collected using a convenience sampling technique by distributing questionnaires online. The instruments used in this study include Turnover Intention Scale, Work and Meaning Inventory, and Affective Commitment Scale. Data were analyzed using the PROCESS program version 4.2 Model 4 in SPSS version 23. The results of the data analysis showed that affective commitment fully mediates the effect of meaningful work towards turnover intention. Based on these results, the practical implication is that organizations can reduce turnover intention by implementing strategies that generate meaningful work and affective commitment in Generation Z employees."

"This book explores the strategies and actions, as well as the challenges and impact of civil society organizations in the achievement of the 'education for all' international commitments. It does so by specifically focusing on seven national coalitions affiliated to the GCE. From Africa, to Asia to Latin America. The book shows how these coalitions work and manage the differences between their different types of constituencies, explores their varied tactics and strategies, and explains their successes and failures after more than a decade of coordinated action. The book also provides a concise and comprehensive synthesis of findings from the distinct case studies and offers a series of lessons learned that are vital for education practitioners, academics, activists and policy-makers committed to more equitable and relevant education systems around the world."

"ABSTRAK

Produktifitas pada alat berat merupakan kinerja terpenting dalam industri konstruksi dan pertambangan, sehingga penerapan proses condition monitoring (CM) menjadi elemen penting dalam menentukan umur penggunaan komponen alat berat. Penentuan umur sisa (remaining useful life, RUL) dari komponen alat berat menjadi sangat penting untuk mendukung dan meningkatkan produktifitas alat berat dimana pendekatan best-practices digunakan dalam proses ini. Untuk mengatasi permasalahan ini, dibutuhkan estimasi RUL dari komponen alat berat dengan pendekatan data-driven menggunakan data mining. Metode yang digunakan pada penelitian ini untuk mengestimasi RUL komponen engine, final drive, dan transmisi alat berat adalah menggunakan Neural Networks (NN) dan Bayesian Networks (BN). Penelitian ini menggunakan data CM berjumlah 20 variabel dan melakukan reduksi dimensi variabel menggunakan principal component analysis (PCA). Hasil dari penelitian yang telah dilakukan didapatkan hasil estimasi terbaik pada komponen engine dan transmisi adalah dengan menggunakan metode NN dengan nilai RMSE model masing-masing sebesar 0,242 dan 0,196, sedangkan metode BN menjadi metode terbaik pada final drive dengan nilai RMSE sebesar 0,211.

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ABSTRACT

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Condition monitoring (CM) process is the key element to estimate remaining useful life (RUL) on heavy equipment`s components in the construction and mining industry with an aim to increase productivity. Nowadays, the best-practices approach has been applied to estimating RUL to improve production and performance of heavy equipment. Data mining method with the data-driven approach will be implemented to overcome the issue. Neural Networks (NN) dan Bayesian Networks (BN) method has been applied in this research to estimate RUL on heavy equipment`s engine, final drive, and transmission components. Principal component analysis (PCA) has been applied for dimension reduction of 20 variables from CM data in this research. The results shown estimating RUL on engine and transmission components provide better accuracy with the NN method which RMSE model achieve 0.242 and 0.196, respectively. Furthermore, the BN method provides better accuracy on final drive components with RMSE model achieves on 0.211.

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"Peristiwa yang terjadi selama pandemi Covid-19 telah mengubah dinamika kerja, dengan karyawan Generasi Z. Dengan itu, penting untuk memahami penyesuaian sistem pekerjaan untuk Generasi Z dalam memaksimalkan strengths use karyawan guna memberikan dampak positif terhadap dirinya sendiri dan organisasi. Berdasarkan berbagai penelitian, Generasi Z sangat mempertimbangkan work flexibility dan meaningful work sebagai cara untuk meningkatkan strengths use mereka. Penelitian ini bertujuan untuk mengeksplorasi peran meaningful work sebagai mediator dalam hubungan antara work flexibility dan strengths use pada karyawan Generasi Z. Partisipan penelitian ini terdiri dari 357 karyawan Generasi Z, berusia 21-29 tahun, dengan komposisi 193 laki-laki dan 164 perempuan. Metode yang digunakan adalah kuantitatif non-eksperimental dengan desain within-subject posttest, menggunakan kuesioner yang dianalisis melalui uji korelasi dan regresi mediasi dengan PROCESS Macro (Model 4) di SPSS versi 27. Hasil penelitian menunjukkan meaningful work tidak signifikan dalam memediasi hubungan antara work flexibility dan strengths use (p < 0.05). Namun, work flexibility menunjukkan efek negatif signifikan pada strengths use di kategori WFH, WFO, dan working time flexibility tinggi. Hasil ini menunjukkan bahwa pengaruh work flexibility terhadap strengths use bervariasi tergantung pada kondisi tempat dan waktu kerja, dan peran mediasi meaningful work tidak terbukti signifikan. Berdasarkan hasil penelitian ini, penting untuk perusahaan menyeimbangkan fleksibilitas dan rigiditas sistem pekerjaan.

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The events that occurred during the Covid-19 pandemic have changed the dynamics of work, especially for Generation Z employees. Therefore, it is important to understand the adjustment of work systems for Generation Z to maximize their strengths use, thereby providing positive impacts for both themselves and the organization. Based on various studies, Generation Z highly values work flexibility and meaningful work as ways to enhance their strengths use. This study aims to explore the role of meaningful work as a mediator in the relationship between work flexibility and strengths use among Generation Z employees. The participants of this study consisted of 357 Generation Z employees, aged 21-29 years, with 193 males and 164 females. The method used was a non-experimental quantitative design with a within-subject posttest design, using questionnaires analyzed through correlation and mediation regression tests with PROCESS Macro (Model 4) in SPSS version 27. The results showed that meaningful work was not significant in mediating the relationship between work flexibility and strengths use (p < 0.05). However, work flexibility showed a significant negative effect on strengths use in the categories of WFH, WFO, and high working time flexibility. These results indicate that the influence of work flexibility on strengths use varies depending on the conditions of place and time of work, and the mediating role of meaningful work was not proven significant. Based on these findings, it is important for companies to balance flexibility and rigidity in work systems."