bluuebunny/crossref_metadata_2025_split huggingface dataset:
Automation and the Importance of Reskilling Workers: A Case Study in the Automotive Industry
Authors: Costa Iara , Machado Cândida Sofia , Conceição Oscarina 
Published: November 2024

Rapid technological developments, especially the spread of automation and artificial intelligence (AI), have been transforming the world of work, raising some concerns about the future of employment. Automation presents both opportunities and challenges for the labor market. While we can expect productivity to grow with automation, and with-it economic growth, the fear of job loss linked to automation is also present. This paper aims to study the impact of automation on employment, with a special focus on the automotive industry, which stands out as one of the sectors most affected by automation. A second objective is to examine the reskilling procedures implemented by companies in this context, with a view to identifying effective strategies that bring benefits to both the employer and the workforce. To analyze the implications of automation in the automotive industry and the strategies adopted by companies to face these implications, we carried out an exploratory case study, using interviews, with the participation of four companies located in the districts of Minho, in the North of Portugal. The results show that, considering the impact of automation on employment, there is no negative impact since the destruction of some jobs was compensated by the creation of new ones. As for the reskilling procedures implemented by companies, results indicate that reskilling and upskilling are important strategies to prepare workers to transition to new jobs and tasks. Automation has been present in the automotive sector for many years and it has been gaining greater relevance over time. Businesses gain from several benefits provided by automation, including improved value for money, increased productivity, and increased worker safety. At the same time, they also face some challenges, such as high investment costs and workers' apprehension about transforming workplaces. Nonetheless, the investment pays off since companies invest heavily in reskilling their employees, and thus have a more qualified workforce that is prepared for any change that may arise. This paper contributes to a deeper understanding of the implications of automation in the labour market in the automotive sector and highlights the importance of workforce reskilling for the sustainability of companies. These findings are relevant for both employers and employees.
Adaptive Digital Leadership Approaches for Self-engagement to Overcome Digital Transformation Gaps
Authors: Simonek Andrea Alec , Imhof Denis , Gatziu Grivas Stella 
Published: November 2024

Digital transformation, forced by a rapidly changing environment and the increasing speed of technological advancements, enables various valuable opportunities in the business context, like increased efficiency, lower costs, and thus enhanced competitiveness, and manifold, complex challenges, like fast-changing customer expectations, increasing job demands, new value creation structures, and disruptive competition from outside the traditional industry boundaries. This often leads to business process reengineering and urges the strategic realignment of management and leadership styles based on competitive positions and corporate goals. In digital transformation, value impedance defines resistances encountered when integrating new digital technologies and processes into existing systems and workflows. Similarly, digital transformation gaps such as the business model gap are discrepancies preventing organizations from fully exploiting benefits and overcoming the challenges of digital transformation. The connection of digital transformation gaps and value impedance is recommended to avoid conflicts when facing digital transformation. However, as many organizations face difficulties with that alignment, this paper introduces the topic of digital transformation gaps, specifically the business model gap, and discusses its bridging with digital leadership aspects regarding self-engagement. Self-engagement enhances employee motivation, innovative work behaviors, performance, and a positive attitude toward change. This research thus answers the following research question: what digital leadership factors contribute to the development of self-engagement of employees in organizations to bridge the business model gap in digital transformation? This qualitative research is based on the Design Science Research method and elaborates four matrices with four strategic options each to enhance the self-engagement of employees, based on validated questionnaire items from the existing literature, and iteratively evaluated and further developed through semi-structured interviews with domain experts. Consequently, these four matrices build the basis for bridges to overcome the business model gap in digital transformation. Further research is suggested, on the one hand, to validate the proposed strategic options quantitatively and, on the other hand, to extend the approach with more strategic options also for other focus areas.
How Does Secure-base Leadership Influence Employee Well-being?
Authors: Dr. Noor Ul Hadi  , Amr Mohammed Alqahtani  
Published: November 2024

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.
CEOs’ Perceptions of Loneliness in the Workplace: An Exploratory Study
Authors: Tingstad Emilie , Hegge Thea Skarbo , Casoinic Daniel 
Published: November 2024

Loneliness among CEOs is a topic that draws the attention of leadership experts, as it was suggested that it’s a less explored topic in leadership studies (Wright et al., 2023). The popular phrase “it’s lonely at the top” suggests that top managers frequently experience loneliness in their roles. Not having someone close to confide in is a challenge for many leaders at work (George, 2015). CEO loneliness can have negative effects both individually (e.g., health, well-being and stress) and organizationally (e.g., commitment, employee perceptions of the CEO and turnover) (Wright et al., 2023; Chen et al., 2021). The aim of this study was therefore to explore how CEOs perceived and experienced workplace loneliness; more specifically, we sought to identify what types of loneliness they encounter most often, what situations may trigger workplace loneliness, and how CEOs cope with loneliness in the workplace, in Norwegian organizational settings. Based on empirical results from 14 in-depth qualitative interviews with CEOs of small and medium-sized companies, it appeared they had experienced state loneliness at work and that none of them had reported trait loneliness. State loneliness often arose in situations such as confidentiality cases, decision-making processes and change management processes. Due to the nature of the CEO role, our participants stated that they often accepted the loneliness in the workplace as part of their role, which might suggest a potential coping strategy that they utilize. Other coping strategies that were found include disconnection techniques and the use of their support networks. Addressing this topic adds value to empirical research on leadership by raising awareness of the challenges of loneliness that business leaders in positions of power, specifically CEOs in a Norwegian cultural context, face in the workplace when performing their duties. It provides insight into the types of loneliness experienced, the situations that can trigger CEO loneliness, and how loneliness in the workplace can be addressed and mitigated.
Leadership in the post-COVID-19 Work Environment: A Qualitative Study of Servant Leadership in an ICT Company
Authors: Shandu Phelisa , Taylor Simon Michael 
Published: November 2024

This study aimed to enhance understanding of servant leadership and its relevance given the worldwide turbulence that resulted from the COVID-19 pandemic. Employees experienced uncertainties and complexities during and post the pandemic and the study investigated whether servant leadership is capable of delivering a leadership approach that can meet the challenges of the modern workplace. Servant leaders are those who place the needs of their subordinates before their own. The research examined the participants’ conceptualisations of servant leadership by, firstly, exposing them to background information on this form of leadership, secondly soliciting managers’ perspectives on servant leadership and, thirdly, investigating ways in which its principles and values can be applied in an ICT company. A qualitative research design was employed, with in-depth interviews conducted with 18 purposively selected managers. The data were analysed using Braun and Clarke’s (2006) thematic analysis approach. The study found that the majority of participants embraced servant leadership principles and were motivated by serving employees’ interests. An important finding was the relevance of explaining the concept of servant leadership prior to the interviews, which enabled participants who had no exposure to this concept to understand it. Servant leadership, which values collaboration and shared foresight while accepting accountability and challenging goals to maintain high work standards, was unanimously deemed a viable form of leadership that would benefit an organization if successfully implemented. The benefits identified by participants included employees feel valued and trusted, which motivates them to provide clients with quality service.
An Experience on Capitalism in Post Covid-19 times: The Case of Vollepension Restaurants
Authors: Tomé Eduardo , Gromova Elizaveta 
Published: November 2024

Abstract: In 2024 many questions are made about the future of the Capitalist system. Extreme views as total anarchy and total dirigisme exist. However, practical examples of ways of going beneath and over the traditional market system based in supply, demand, price and quantity are scarce. It is in this context that the Vollepension experience on restaurants management in Austria is amazingly relevant. In this restaurant and for a certain time, during the Summer of 2023, products had no price, because "someone already paid your lunch before". This way of acting is called “Pay-it-First” (PIF) and has been already analysed in the core of the “Gift Economy”. In order to study this mentioned case, first we performed a literature review on SCOPUS database about the “PIF concept”, then we used published data in the internet about Vollepension and direct contacts with the restaurant to describe the experience, finally we discussed the case in the context of the theory We concluded that PIF is a very significant alternative to traditional capitalism and it might drive societies to a new and innovative way of managing Capitalism. This paper has the limitation of being centred in a single organisation although we mention other cases in the literature review. Finally we believe that researchers in management should pay attention to this innovative initiative as in the 21st century societies are trying to find alternative ways of living and existence.
Analisis SAK EMKM pada Penyusunan Laporan Keuangan
Authors: Putri Imamatin Listya , Tasliyah Nihayatut 
Published: November 2024

SAK EMKM menjadi acuan para UMKM untuk membuat laporan keuangan secara mandiri dan mudah serta telah diberlakukan sejak 1 Januari 2018. SAK EMKM membantu para UMKM untuk mengembangkan usahanya melalui kualitas laporan keuangan yang baik sehingga entitas dapat dengan mudah mengambil keputudan. Namun masih banyak kendala yang dihadapi para UMKM pada saat menerapkan SAK EMKM. Penelitian ini bertujuan untuk membantu menerapkan SAK EMKM pada NL Snack Jember yang sudah memiliki ijin usaha NIB resmi dan usaha berjalan 5 tahun. Penelitian bersifat kualitatif dengan pendekatan deskriptif . Hasil penelitian menunjukan bahwa NL Snack Jember belum menerapak SAK EMKM. Peneliti menerapkan SAK EMKM dalam pembuatan laporan keuangan NL Snack sesuai aturan yang berlaku.
PENGARUH BEBAN KERJA DAN LINGKUNGAN KERJA NON FISIK TERHADAP KINERJA KARYAWAN PT RAKA UTAMA
Authors: Nurul Umi  , Atik Budi Paryanti  
Published: November 2024

PT Raka Utama membutuhkan sumber daya manusia yang baik agar meningkatkan kinerja perusahaan dengan memperhatikan faktor – faktor yang mempengaruhinya diantara lain beban kerja dan lingkungan kerja non fisik. Penelitian ini bertujuan untuk mengetahui pengaruh beban kerja dan lingkungan kerja non fisik terhadap kinerja karyawan divisi SDM PT Raka Utama. Jenis penelitian ini menggunakan metode kuantitatif asosiatif dengan menggunakan teknik analisis regresi linier berganda. Jumlah populasi 39 karyawan divisi SDM dan sampel 38 karyawan berdasarkan metode purposive sampling. Pengumpulan data menggunakan kuesioner dengan skala Likert 1 sampai dengan 5. Alat analisis menggunakan analisis regresi linier berganda dengan SPSS versi 25.0. Hasil penelitian menunjukkan bahwa : 1) Beban Kerja secara parsial berpengaruh negatif dan signifikan terhadap kinerja karyawan divisi SDM PT Raka Utama 2) Lingkungan Kerja Non Fisik secara parsial berpengaruh positif dan signifikan terhadap kinerja karyawan divisi SDM PT Raka Utama 3) Beban Kerja dan Lingkungan Kerja Non Fisik secara simultan berpengaruh positif dan signifikan terhadap kinerja karyawan staf divisi SDM PT Raka Utama sebesar 61,7%. Sedangkan sebesar 38,3% dipengaruhi oleh variabel lain yang tidak dibahas dalam penelitian ini.
ANALISA FINANCIAL DISTRESS MENGGUNAKAN METODE ALTMAN (Z–SCORE) UNTUK MEMPREDIKSI KEBANGKRUTAN (PADA PERUSAHAAN PELAYARAN TERDAFTAR BEI 2016-2019)
Authors: Cipta Rai Surya , Wibowo Dedi 
Published: November 2024

Penelitian ini bertujuan untuk untuk mengetahui dan menganalisis financial distress dengan menggunakan metode Altman Z–Score untuk memprediksi kebangkrutan perusahaan sektor pelayaran yang terdaftar di BEI berdasarkan periode 2016- 2019. Data diperoleh dari laporan keuangan publikasi yang diterbitkan oleh situs www.idx.co.id dengan periode waktu tahun 2016 hingga 2019. Populasi penelitian yaitu perusahaan pelayaran yang terdaftar BEI dengan sampel data laporan keuangan tahunan selama 4 tahun berturut-turut. Teknik pemilihan sampel dengan purposive sampling. Hasil penelitian ini menunjukkan bahwa pada tahun 2016 terdapat 2 perusahaan berada di zona sehat , 3 perusahaan berada di zona grey dan 9 perusahaan berada di zona distress. Pada tahun 2017 terdapat 2 perusahaan berada di zona sehat , 2 perusahaan berada di zona grey dan 10 perusahaan berada di zona distress. Pada tahun 2018 terdapat 2 perusahaan berada di zona sehat , 3 perusahaan berada di zona grey dan 9 perusahaan berada di zona distress. Pada tahun 2019 terdapat 4 perusahaan berada di zona sehat , 3 perusahaan berada di zona grey dan 7 perusahaan berada di zona distress. Hal ini berdasarkandari kriteria Altman Z-Score,jika Z > 2,60 dikategorikan sebagai perusahaan sehat. Z berada diantara 1,10 sampai 2,60 dikategorikan sebagai perusahaan rawan bangkrut atau grey area. Dan jika Z < 1,10 dikategorikan sebagai perusahaan potensial bangkrut.
ANALISA STRES DAN IMUNITAS GURU KHADIJAH ISLAMIC BOARDING SCHOOL DI JAKARTA
Authors: Rasheed Safira Aulia , Nataprawira Sari Mariyati Dewi 
Published: November 2024

Guru, khususnya yang bertugas di sekolah berasrama berisiko mengalami stres yang lebih tinggi dibandingkan profesi lainnya, karena beban tugas yang lebih tinggi. Stres kronik dapat mempengaruhi sistem imun yang mengakibatkan peradangan kronis dan menimbulkan gangguan kesehatan yang bervariasi, dari gejala ringan hingga sedang. Khadijah Islamic Boarding School (KIS) adalah salah satu sekolah berasrama di Jakarta yang gurunya juga beresiko mengalami stres kronik. Tujuan penelitian untuk menganalisis tingkat stres dan dampaknya pada imunitas sebagai upaya meningkatkan kesehatan para guru. Metode penelitian analitik observasi ini dilakukan terhadap 37 responden guru yang diambil dengan metode total sampling. Responden diwawancara serta mengisi kuesioner mengenai tingkat stres (DASS-21) dan tingkat imunitas (ISQ) secara periodik bulan Oktober 2023 hingga Januari 2024. Data dianalisa dengan spearman-ranked menggunakan software SPSS 27. Hasil penelitian menunjukkan analisis data responden memiliki usia dengan rentang 22–59 tahun, mayoritas berjenis kelamin perempuan (81,1%), pendidikan terakhir sarjana (89,2%), dan sudah menikah (51,4%), sedangkan analisis kuesioner didapatkan mayoritas responden (72%) memiliki tingkat stres normal dan mayoritas (83%) memiliki sistem imun yang baik. Selama periode observasi didapatkan tingkat stres dan sistem imun yang fluktuatif dengan korelasi kuat dan signifikan kecuali pada Oktober 2023, dengan korelasi cukup (-0.583) (ρ-value = 0.001). Kesimpulan bahwa terdapat korelasi yang kuat antara tingkat stres dan sistem imun pada guru KIS.
[CaL3][Co(NCS)4] - potential agent for enhancing the productivity of Chlorella Vulgaris Beijer. microalga
Authors: Nedbaliuc Boris , Ciobanu Eugeniu , Grigorcea Sofia , Ureche Dumitru , Coropceanu Eduard , Brînză Lilia 
Published: November 2024

The advancing of modern biotechnologies requires the development of new procedures for stimulating the biological activity of some cultures that produce substances of vital importance. Coordination compounds present an effective solution for achieving this objective. The inclusion of some biometals in the composition of the coordination compounds, as well as some organic ligands with electron-donating atoms, creates premises for the assembly of molecules that can influence biological systems. The productivity of the microalgae Chlorella vulgaris Beijer., cultivated on modified nutrient media and supplemented with a coordination compound containing calcium, was evaluated. It was found that increased concentrations of this compound have an inhibitory action on Chlorella strain. A stimulatory effect was registered when the concentrations of 10 mg/L, 5 mg/L and 1 mg/L of the tested coordination compound were administered, the biomass obtained was higher by 10.8%, 7.6% and 5.4% in relation to the control group.
Penerapan Model Discovery Learning Berbantuan Media Benda Nyata Dalam Meningkatkan Hasil Belajar Matematika Pada Siswa Kelas III SD
Authors: Gazali Munawir , Pransisca Made Ayu 
Published: November 2024

Penelitian ini bertujuan untuk meningkatkan hasil belajar matematika melalui penerapan model discovery learning berbantuan media benda nyata pada siswa kelas 3 SD. Subjek penelitian tindakan kelas ini adalah siswa kelas 3 SDN 6 Praya tahun pelajaran 2021/2022 sebanyak 32 orang sebagai subjek penerima tindakan, sedangkan yang memberikan tindakan adalah peneliti dan guru kelas 3 SD.
Proses pengumpulan data menggunakan teknik observasi, tes dan dokumentasi. Penelitian tindakan kelas ini dilakukan dalam dua siklus yang dimana tiap-tiap siklus terdiri dari perencanaan, tindakan, pengamatan dan refleksi.
Hasil penelitian menunjukkan bahwa penggunaan model discovery learning berbantuan media benda nyata dapat meningkatkan hasil belajar matematika pada siswa kelas 3 SD. Peningkatan tersebut terlihat dari kondisi awal rata-rata hasil belajar hanya 51,5 dan hanya 30,77% siswa yang mendapat nilai diatas KKM, sedangkan pada siklus 1 mengalami peningkatan rata-rata hasil belajar menjadi 60,15 dan 46,15% siswa yang mendapatkan KKM diatas rata-rata. Pada siklus 2 rata-rata peningkatan hasil belajar yang didapat menjadi 84,23 dan 84,62% siswa yang mendapat nilai diatas KKM. Berdasarkan hasil penelitian tersebut, dapat disimpulkan bahwa penerapan model discovery learning berbantuan media benda nyata dapat meningkatkan hasil belajar siswa kelas 3 SD.
Pemberian Reward dan Punishment Pada Mapel PAI Dalam Meningkatkan Hasil belajar Peserta didik Di Kelas I SD Laboratorium UNG
Authors: Firman Firmansah Kobandaha , Annas Annisa Nuraisyah 
Published: November 2024

Penelitian ini mengkaji Pemberian Reward dan punishment dalam meningkatkan belajar peserta didik. Penelitian ini menggunakan pemberian penelitian tindakan kelas. Pada penelitian tindakan ini menggunakan 3 (tiga) siklus yang masing-masing siklus terdiri 2 kali pertemuan. Penelitiian ini menunjukan bahwa peserta didik merasa bersemangat dalam proses belajar dan tujaun pembelajaranpun tercapai dengan efektif dan efisein.. Reward Dan Punushment mempunyai peran penting terhadap peningktan hasil belajarpeserta didik. Peserta didik yang yang mendapat Reward dan Punishment dengan serta merta motivasi belajarnya meningkat. Peserta didik terdorong untuk mengerjakan tugas karena adanya dorongan untuk melakukanya. Pemberian Reward ada berupa sanjungan, hadiah dari guru dan nilai. Berdasarkan temuan di lapangan saat penelitian tindakan kelas peneliti berkesimpulan bahwa pemberian reward dan punishment dapat meningkatkan belajar peserta didik khususnya pada mata pelajaran PAI.