Balancing Situated and Objective Representations in Archaeological Fieldwork

Purpose− The primary objective of this research is to investigate and elucidate the combined influence of work climate, work discipline, and work experience on employee performance, as well as the individual impacts of work climate, work discipline, and work experience on employee performance. Method− This study employed a quantitative research approach, specifically utilizing a multiple linear regression model. The research population consisted of 57 employees from the Pulang Pisau District Education Office, and the sampling method employed was total sampling. Data collection was conducted through the distribution of questionnaires, and the validity and reliability of the questionnaire measurements were assessed. Hypothesis testing was performed using multiple regression analysis techniques. Findings− The findings of the research demonstrate that work climate, work discipline, and work experience collectively and individually exert a positive and significant influence on employee performance at the Pulang Pisau District Education Office. Specifically, the analysis revealed: (1) a significant positive relationship between work climate, work discipline, and work experience collectively and employee performance, (2) a significant positive association between work climate and employee performance, (3) a notable positive influence of work discipline on employee performance, and (4) a significant positive impact of work experience on employee performance at the Pulang Pisau District Education Office.

Additive manufacturing is a collective term for a variety of closely related techniques involving the creation of a three‐dimensional mesh file of an object's representation in the real world, known as a .stl file. Once the model is printed it may have to undergo a certain amount of post‐processing depending on the method. The three main types of additive manufacturing fall into liquid, solid, and powder printed methods, and describe what is used to print the model. A limited number of archaeological examples have used filament printing to create scale models, some from reverse‐engineered models, and to solve long‐term problems with some equipment used in archaeological fieldwork. Use of additive manufacturing is expected to continue to increase in all sectors for the foreseeable future.

Scholarly Networks, Gender Sociology, and Knowledge Production in Aegean Survey and Eastern Mediterranean Archaeology

New technology and archaeological practice. Improving the primary archaeological recording process in excavation by means of UAS photogrammetry

This study aims to assess the impact of motivation and work experience on employee productivity at the Regional Office VI of the State Civil Service Agency of Medan City. Motivation and work experience are considered crucial factors that can affect individual performance in an organization. The method used in this study is quantitative with data collection through questionnaires distributed to 81 employees in the office. The collected data were then analyzed using multiple regression analysis techniques to identify the relationship between motivation variables, work experience, and work productivity. The results of the study revealed that both variables, namely motivation and work experience, have a positive influence on work productivity. High motivation encourages employees to work more efficiently, as well as the work experience variable. With relevant work experience, employee productivity at the Regional Office VI of the State Civil Service Agency of Medan City can be increased. The results of this study also provide insight for leaders in designing human resource development strategies that can increase productivity with a focus on increasing motivation and work experience. The suggestions presented in this study are the need for ongoing training and award programs that can increase motivation and utilize work experience to achieve more optimal results.

This study aims to examine and analyze the Effects of Education, Work Experience and Working Hours on Employee Income of the Maintenance & Utilities Department of PT. Vale Indonesia Tbk .. Data collection was carried out through questionnaires and carried out on 120 people who were sampled in this study. Hypothesis testing uses analytical tools, namely multiple linear regression analysis, F-test, T-test and preceded by a classic assumption test. The results showed that the variable hours of work, work experience, and education had a simultaneous and significant effect on employee income at the Maintenance & Utilities Department of PT. Vale Indonesia Tbk and the variable hours of work, work experience, and education have a partial effect on employee income at the Maintenance & Utilities Department of PT. Vale Indonesia Tbk. T test results showed that it was concluded that education, work experience and working hours had a partial and positive effect on employee income at the Maintenance & Utilities Department of PT. Vale Indonesia Tbk. Thus it can be stated that education, work experience and working hours have a partial effect on the income of the employees of the Maintenance & Utilities Department of PT. Vale Indonesia Tbk. The results of data processing and simultaneous testing at a real level (a) = 5 percent shows that education, work experience and working hours have a simultaneous effect on the income of the Maintenance & Utilities Department of PT. Vale Indonesia Tbk. This is evident from the calculated F-value (100,848)> F table (2,708186). The magnitude of the influence of the three variables on employee income at the Maintenance & Utilities Department of PT. Vale Indonesia Tbk is indicated by Adjusted R Square = 0.767 which means that the income of the employees of the Maintenance & Utilities Department of PT. Through partial data processing results found that the variables of education, work experience, and working hours have a partial and positive effect on employee income at the Maintenance & Utilities Department of PT. Vale Indonesia Tbk. From this it is evident from the value of t-count each independent variable is greater than the value of t-table, where the education variable with t-count (3.261)> t-table (1.661585), while for the work experience variable with t-count ( 4,304)> t-table (1.66235) and variable hours worked with t-count (3.902)> t-table (1.66235

On December 21, 2021, the Turkish Archaeologists’ Association (Arkeologlar Derneği), the largest NGO for archaeology in Turkey and currently representing more than 200 members, shared a stock image of a female archaeologist. Wearing a pith helmet and a white shirt and sitting by a table with an old-fashioned camera, a laptop, and a notebook, she was doing desk work sitting under an umbrella in what seemed to be an archaeological site under a blazing sun. On this visual, and as a caption below, Arkeologlar Derneği added the following text: “Turkey’s female archaeologists continue to contribute to our profession without stopping. Godspeed . . .” (original text in Turkish, my translation). The colonial associations of the clothing of the woman, her doing desk work rather than actively engaging with the site, and the caption suggesting that archaeology by nature is a male profession in which women “participate” attracted sudden disagreement and outrage. The NGO initially defended itself by saying the photo was a mere representation and the protestors were being cynical. They closed the post to comments, and they disabled their social media accounts from being mentioned by other users. The public outcry from mainly female archaeologists did not cease, and on December 23, 2021, Arkeologlar Derneği removed the post with a public apology citing how sad they were about the negative feedback they received on a post they shared with the best of intentions.This brief two-day synopsis from Turkey is a fitting start as it highlights three important points that I wish to analyze further in my response1 to Erny and Godsey’s article, which puts forth a series of critical problems and questions on gender and archaeological fieldwork in the Mediterranean. As with the article by Michael Loy that sparked this exchange in the first place, Erny and Godsey’s examples also come mainly from Greece. In my response, my first aim will be to provide a view from Turkey to demonstrate that the issues the authors bring up are by no means endemic to the western side of the Aegean. Second, I will seek to complicate the issues around directing a field project and demonstrate why limiting our inquiries to project directors without considering the processes by which they become permit holders in the first place is constricting our view. Third, I will discuss what I call the “field-fetish,” a privileging of active fieldwork as the major mode of engaging with the archaeological record, thereby degrading the much more time consuming and expertise-requiring aftermath of artifact analysis to a secondary position. My point here aligns with Erny and Godsey’s critique of an emphasis on artifact collection at the expense of data interpretation.The gender imbalance in survey directorship in Greece demonstrated by Erny and Godsey prompted me to scrutinize the data from Turkey. Turkey’s Ministry of Culture and Tourism’s General Directorate of Cultural Assets and Museums (Kültür Varlıkları ve Müzeler Genel Müdürlüğü) oversees all of the permits assigned to archaeological fieldwork, including excavation (subdivided into “foreign” and “Turkish” categories), survey (likewise “foreign” and “Turkish”), rescue excavations and surveys undertaken in various capacities (by museums, by local or international academic personnel before dam or highway construction), and underwater research. Annual lists for each category containing every single permit issued since 2006 can be accessed publicly (T.C. Kültür ve Turizm Bakanlığı 2022). Excluding the rescue missions, which tend to be driven by urgent needs and be requested by the state from museums or scholars (and not the other way around), and underwater research, as it is still a nascent subfield in Turkey, I chronicled the gender of the permit holders2 for the excavation and survey permits issued in 2006 and in 2019 to be able to chart change.3 Because of the high number of permits issued annually and my time limitations, I could not chart every year in between, but the results still reveal interesting patterns.I would like to highlight four points with respect to an analysis of permits issued in 2006 and 2019 (Fig. 1). The first is the crushing dominance of male directors across the board. The highest female representation was achieved in survey permits in 2019, but even this 32.4% is less than half of the 67.6% of the permits issued to male directors in the same year. An unfortunate caveat of the data here is my inability to see the application pools, and to comment on the acceptance rates of projects proposed by female and male directors. Second is the overall similarity of these results to what Erny and Godsey display for Greece, suggesting that we might be looking at shared practices across the Aegean (and possibly around the Mediterranean). Third, as Erny and Godsey also indicated, excavation and survey need to be evaluated together, as they demonstrate similar patterns in gender inequality. In 2019, a 67.6% male directorship in survey was paralleled by a 68.6% male direction in excavations. Apart from this similarity in representation, survey and excavation are still directly related in Turkey, with many surveys undertaken with the specific aim of deciding on a site to excavate, or excavations engendering site-centered regional survey to gather data on the larger context. In the latter, the hierarchies and labor division of the parent excavation tend to be replicated in the survey.Finally, the numbers and ratios from 2006 and 2019 permits might suggest an optimistic and upward trend in increasing female directorship in excavations, and especially surveys, which increased from 22.7% female directorship in 2006 to 32.4% in 2019. This corresponds to 15 more female (29 in 2006, 44 in 2019) and 7 fewer male directors (99 in 2006, 92 in 2019). Whether this is related to increased applications from female scholars or to increased acceptance rates of the projects they proposed remains unclear. While I applaud any such increase, a more detailed analysis of the Turkish case below demonstrates the need to incorporate intersectionality into any discussion of gender and archaeological fieldwork.Fieldwork in both Greece and Turkey operates under the laws of nation states, and archaeology and the permission to undertake it have always been intertwined with claims and politics of nationality (see Atakuman 2008 and Hamilakis 2007). In this context, looking at gender irrelevant of nationality is impossible, as national politics can override or support gender discrimination. When we break down the dataset presented above according to gender and nationality, we see an overall decline in foreign permits (Fig. 2). Regardless of the decline in numbers, the dramatic male dominance of foreign surveys in Turkey stayed consistent (84.4% male directorship in 2006 and 83.3% in 2019). By 2019, however, this translates to only one female foreign director (Dr. Anja Slawisch directing the Panormos Survey in the Milesian peninsula). When we look at excavations, we see a reversed pattern, with the 79.5% male directorship in foreign excavations declining to an admittedly still crushing 68.8% in 2019. Overall, foreign female archaeologists seem to be the most underrepresented group among fieldwork directors.Erny and Godsey’s questions of what we exclude from the narrative when we focus on project directors at the expense of the team merit further discussion here. While they approached the topic from the perspective of who is allowed to publish specific sections of a field project, the decision-making processes of who gets to be the permit applicant goes unquestioned. Here I’ll tackle this issue from the politics of choosing “the director,” who is to be the primary name on the survey permit.In Turkey, survey permits can only be issued in the name of one individual, and “co-director” or “assistant director” are not accepted as valid legal designations, while some projects use them on their websites.4 Here, then, collaborative projects need to make a choice as to who will apply to be the primary permit holder. Within a climate of increasing requirements from foreign projects, holding Turkish citizenship and being employed in a Turkish institution might be a more important factor for deciding the permit applicant in a collaboration than gender. This is not to say that survey directorship is not laden with gender inequality. On the contrary, thinking about the steps needed to acquire and maintain archaeological survey permits introduces many other stages in which gender inequality, (self-)discrimination and the internalized sexism of female archaeologists play out.If we now focus on Turkish survey projects and the visible rise in female directorship between 2006 and 2019 (25.0% in 2006; 33.1% in 2019), this seemingly positive development also obscures many layers of internalized and external discrimination against female archaeologists. The law governing archaeological fieldwork in Turkey (T.C. Kültür ve Turizm Bakanlığı Teftiş Kurulu Başkanlığı 2020) explicitly puts forward three prerequisites for applying for new excavation permits: holding an undergraduate degree in archaeology (Item 4b), holding the academic title of associate professor (if foreign) or doctor with scientific publications (if Turkish) with at least five years of active excavation experience (Item 4ç), and having completed a survey in the proposed area (4d).5 For directing surveys, the applicant needs to hold a PhD (area unspecified, Item 5a), have at least four years of field experience (Item 5c), and has to demonstrate a close association between the proposed research topic and her/his area of expertise (Item 5i and 5j). Here, the legal framework clearly prioritizes excavation as a more important mode of fieldwork and situates survey as a milestone leading to it. Thus, while the rise in female directorship in survey is encouraging, this needs to be evaluated together with a decrease in female leadership in excavations. Potential reasons for this include the “leaky pipeline” up the academic ladder also cited by Erny and Godsey, the exclusion of interdisciplinary scholars from directing excavations, and the long-term commitments required for excavations annually and over multiple years, which pose strict challenges for maintaining a work-life balance.Exploring gender and archaeology from an intersectional perspective, then, reveals that running the numbers through gender only is not enough. We need to consider nationality, educational background, and aspects of personal life such as primary care responsibilities that tend to fall more dominantly on female professionals. Such a detailed study, of course, necessitates a research methodology involving focused interviews and questionnaires undertaken with field archaeologists of multiple backgrounds and falls beyond the limits of my response here.The final point I’d like to highlight in my review is what I call the “field-fetish,” an obsession with field survey and land coverage as the most valuable element in archaeological studies. Perhaps even more so than other archaeological fieldwork, pedestrian survey has its roots in military excursions.6 Many of us walk transects, almost in (an admittedly loose) military formation, in unison. We climb to the higher points of the landscape to have better visibility of the land around us. We use satellite images, even those from decommissioned and declassified spy missions. Having adopted such tools of canvassing, conquest, surveillance, and colonialism, archaeology has unfortunately also inherited a toxic masculinity that manifests itself with large numbers of sexual assault cases directed almost exclusively at female team members (see, most recently, Çilingiroğlu 2022 demonstrating that 42% of archaeology students in Turkey report having endured sexual harassment and assault in the field while the actual numbers must be unfortunately even higher), assumed gender roles reflecting on labor division (with especially junior female colleagues asked to do more house-keeping), and an overall masculine tone in survey publications. Telling indices of this last point include implicit suggestions of physical prowess through emphasis on the size of the entire survey area and sometimes the part covered on foot, as well as the areas of the ancient settlements discovered during fieldwork.7This field-fetish comes at the expense of degrading material analysis and publication to a secondary position. As demonstrated by Erny and Godsey, these are spheres of knowledge production that female professionals (unsurprisingly) take greater part in. However, the dominant practices of field survey in the eastern Mediterranean also operate at the expense of fostering equality and inclusion during fieldwork itself—of taking time in the field to train our teams, of stopping for as many moments as necessary to explain to a student why we are doing what we are doing, and of pausing to listen to their questions and ideas.So, where do we go from here? We, directors of field projects, owe it to future generations of archaeologists to foster an inclusive and diverse atmosphere in the field and to not tolerate gender discrimination, sexual harassment, or mobbing of any kind. We need to lead with compassion and provide a safe environment in which our team members can express themselves, can be themselves. Otherwise, we fail our crews when we use them as almost automated data collectors without ideas of their own. We fail our younger colleagues when we rigidly insist on our own research questions. We fail ourselves when we enable or ignore sexual harassment and mobbing under our watch. And we fail past societies when the dominant archaeological narratives produced primarily by senior, cisgender, white male archaeologists betray the diversity and richness of ancient communities.

So far, the teacher's thought process in solving a math problem has rarely been paid attention to by the teacher. The thinking process of students in solving math problems includes intuitive and analytical thinking processes. The aim of this research is to explore the intuitive and analytical thinking process of junior high school students in solving UN questions. The research method used is qualitative research that is exploratory in nature by selecting subjects who have high abilities in mathematics. Data collection in the form of descriptions of students' intuitive and analytical thinking processes was carried out through interviews. The results obtained in this study are a description of the process that students go through in mental when students solve math problems in the form of questions National Examination. The results of the study can be concluded that students in solving mathematics problems in the National Examination prioritize the process of intuitive thinking, where students can spontaneously and directly pour out ideas for solving the problems given. In addition, in the further process, students also use analytical methods. Analytical thinking processes are carried out by students by detailing the answers based on the information in the questions.

In an stage of economic and social crisis as it is the current one, the issue of labour market discrimination, takes a special interest. Especially when they are reasons of gender, racial or ethnic origin, sexual orientation, religion or belief, age or disabilities. I.e. when in a worker selection process, this process is not based on working capacity (basic, specific training and work experience), but on subjective matters, the discrimination appears. In the workplace, employment discrimination occurs (starts) when a candidate is rejected for reasons of age, appearance, nationality, etc. The opportunity of working is denied then. Rather than objective facts, discrimination has to do with how we perceive the abilities and skills negatively, causing discrimination in a labor market increasingly changing.

This paper discusses the local wisdom in the Kebangru'an rite, a traditional procession of the people of Pringgabaya District, East Lombok Regency in overcoming trance disorders. The method used is qualitative ethnography where the researcher is involved and interacts directly in in the community whom is the object of research, to find out the historical value, form of presentation, local wisdom and challenges in the entire series of Kebangru'an Rites. Data collection was conducted by means of observation and in-depth interviews. Observations were made by observing various actions that were patterned and reflected the thinking system of the Kebangru'an Rite activists which included speech, expressions, statements, perspectives on life, and their life history. The results show that as a sacred ritual, the Kebangru'an Rite is identical to the ancient belief of animism. The form of the Kebangru'an Rite is dominated by elements of art: dance and musical accompaniment. A possessed person will dance endlessly to the music of Kebangru'an. Ritus Kebangru'an has its own wisdom for the supporting community: (1) as a medium of transcendental communication between the community and ancestral spirits, (2) as an expression of tradition that contains messages about the description of the cycle of life to death. The wisdom values contained in the Kebangru'an Rite are: (1) as a healing therapy for people in trance, (2) as a source of information from ancestral spirits, (3) as a medium of alternative medicine for the community, (4) foster a sense of concern for others, (5) foster an attitude of mutual cooperation, (6) foster an attitude of discipline and order, and (7) improve religious attitudes. Meanwhile, threats to the sustainability of the Kebangru'an Rite arise from three groups: (1) Ultra modernists who consider that traditional ritual offerings to be something old-fashioned, (2) Puritan religious groups who view the Kebangru'an Rite as a form of shirk and contrary to Islamic teachings. (3) Pragmatic attitudes, namely those who think practically, quickly and instantaneously.

OverviewDaily data collection during archaeological fieldwork forms the basis for later interpretation and analysis. Across the world, we observe a wide variety of digital data collection methods and tools employed during fieldwork. Here, we detail the daily practices at four recent survey and excavation projects in the South Caucasian country of Armenia. As archaeology continues to become ever more digital, it is useful to consider these day-to-day recording processes at a typical field project. We provide details on both the types of data collected and the ways they are collected so as to foreground these topics. Finally, we reflect on how our work is currently impacted by digital changes and how it may continue to change in the future.

Adaption and Validation of the Picker Employee Questionnaire With Hospital Midwives

This research aims to test and analyze the influence of motivation, work experience and supervision on the performance of educational staff at Santo Thomas Catholic University, Medan. Data collection was carried out on a population of 72 people with a sample of 42 people obtained using the Slovin technique and determined using the stratified random sampling method. Data analysis used SPSS version 25. The data analysis techniques used in this research were validity, reliability, multiple linear regression analysis and hypothesis testing (t test and f test). From the partial test results, the t test shows that the t value is 7.720 > ttable 1.686 with a significance level of 0.000 < 0.05, that motivation has a positive and partially significant effect on the performance of educational staff. Likewise, work experience shows tcount of 9.315 > ttable 1.686 with a significant level of 0.000 <0.05, that Work experience has a partially positive and significant effect on the performance of educational staff. Furthermore, the t test on supervision shows that the t value is 3.535 > t table 1.686 with a significance level of 0.001 < 0.05, that supervision has a positive and partially significant effect on the performance of educational staff. The F test shows that motivation, work experience and supervision simultaneously have a significant effect on the performance of educational staff at Santo Thomas Catholic University, Medan. With a value of Fcount of 52.072 > Ftable of 3.24 with a significance level of 0.000 < 0.05. The results of this research conclude that the multiple linear regression equation is Y= 0.089 + 0.268MO + 0.453PK + 0.139P + e. This means that motivation, work experience and supervision have a partially positive and significant effect on the performance of educational staff at Santo Thomas Catholic University, Medan.The coefficient of determination (R square) value is 0.804 or 80.4%, meaning that the performance of educational staff can be explained by motivation, work experience and supervision. Meanwhile, 19.6% can be explained by other variables not included in this research such as discipline and workload.

Work experience is believed to improve employees' abilities and skills in completing assigned tasks. Through literature studies and primary data collection, this study is expected to provide empirical contributions regarding the relationship between work experience and employee performance. The results of this study are expected to be a reference for companies in formulating policies related to employee career development and improving organizational performance. Performance is the result of work achieved by a person or group in a certain period. This work result can be measured and assessed based on established standards or criteria. Performance is often associated with effectiveness and efficiency in achieving established goals. This study examines the effect of work experience on employee performance by considering the moderating role of work motivation. The hypothesis of this study is that work experience has a positive effect on employee performance, and this effect is stronger when employee performance is high. The Effect of Employee Work Experience on Employee Performance at Bandungan Koffe in Semarang Regency. With good employee performance, it is expected to trigger work enthusiasm towards the Company's vision and mission. The research method used is quantitative research using a simple linear regression method. The sample in this study amounted to 50 respondents using the census method. Data collection using questionnaires and data processing using the SPSS realis 2.2 analysis tool. Based on the results of this study, it is shown that from the results of a simple linear regression analysis with the help of the SPSP relase 2.2 program, a simple linear regression test obtained the regression equation: Y = 12.485 + 0.353 X so it can be concluded that work experience has a positive effect on employee performance

The performance of employees is the main factor of an organization in order to achieve the goal of organization. In this study, the factor which affect the employees performance is education and working experience. This study was designed as an empirical study to examine the effect of education and working experience on the performance of employees in PT. Labtech Penta International Batam. Theory used in this study is the theory of Human Resource Management relating to education, working experience, and the performance of employee. This research is descriptive quantitative. Methods of data collection are by questionnaires, literature review and documentation studies. Variables are measured by Likert scale. The population in this study were all employees of PT. Labtech Penta International Batam which has a total employee of 252 with 72 sample people. Result of the first hypothesis shows that the education has positive effect but not significant on the performance of employees with t value ( 1.83 ) and significance ( 0.072 ) > 0.005. Result of the second hypothesis shows that working experience has positive and significant effect on the performance of employees with t value 3.12 and significance value 0.003 < 0.005. The calculation results of the third hypothesis shows that F calculation is 8.959 with significance F calculation is 0.000 lower than 0.05. Significance 0.000 < 0.05 means that the influence is significant. In other words, there are significant influence between education and working experience variables on the employee performance variable. In conclusion, education and working experience has positive and significant effect on the employee performance.