Total Employee Research Articles

Assessing non-hazardous solid waste business characteristics of Western Canadian provinces

This study addresses a gap that exists in studying waste business characteristics and the performance of a waste management system (WMS). Temporal and spatial analyses of the WMS in four Western Canadian provinces are systematically assessed over a 16-year period. The average waste business size in Canada ranged from 13.4 to 22.1 employees per business. Jurisdictions with lower disposal rates generally have larger waste companies. An average employee handled 1098 to 1426 t of waste annually. The diversion rates tended to be higher when less waste is managed per employee, suggesting total employee count may be important to improve WMS sustainability in Canada. Waste transfer costs are substantial during the study period, totaled $1276 million annually, or about 40.7% of the total government waste spending. BC only spent an average of 2.5% of the budget on operation of recycling facilities, but has the highest waste diversion rate. Expenditure distribution alone is unable to explain BC's superior waste diversion performance. Capital expenditures have been increasing from $15.7/t to $26.2/t. In this study, a business with more full-time employees correlates well with higher operating revenues. Part time workers were more predominant in SK, and may be responsible for the subpar diversion rate and operating revenue. More research is needed to determine waste business characteristics given increasing interest in circular economy and WMS efficiency.

Wellbeing and mental health outcomes amongst hospital healthcare workers during COVID-19.

Global healthcare systems have been particularly impacted by the COVID-19 pandemic. Healthcare workers (HCWs) are widely reported to have experiencedincreased levels of baseline psychological distress relative to the general population, and the COVID-19 pandemic may have had an additive effect. However, previous studies are typically restricted to physicians and nurses with limited data available on hospital HCWs. We aimed to conduct a cross-sectional, psychological evaluation of Irish HCWs during COVID-19. HCWs across five adult acute level-4 Dublin-based hospitals completed an online survey of wellbeing and COVID-19 experience. There were 1898 HCWs who commenced the survey representing 10% of the total employee base. The sample comprised nurses (33%), doctors (21%), Health and Social Care Professionals (HSCPs) (24%) and 'Other' disciplines (22%), and 81% identified as female. Clinical levels of depression, anxiety and PTSD symptoms were endorsed by 31%, 34% and 28% of respondents, respectively. Professional grouping effects included: nurses reporting significantly greater levels of COVID-19 exposure, infection, COVID-fear, moral injury, and post-traumatic distress; HSCPs were significantly less likely to report mood dysfunction. In terms of gender, males were significantly less likely to report negative pandemic experiences, low resilience, and significantly more likely to endorse 'minimal' depression, anxiety, and traumatic distress. Logistic regression modelling revealed mental health outcomes (depression, anxiety and PTSD symptoms) were associated with increased frontline exposure, fewer career years' experience, elevated pre-pandemic stress, and female gender. To our knowledge, this is the largest evaluation of psychological wellbeing amongst HCWs in acute hospitals in the Dublin region. Our findings have implications for healthcare workforce wellbeing and future service delivery.

The Influence Of Motivation And Remuneration On Employee Performance With Leadership Style As A Moderating Variable

Factors that can affect employee performance, namely motivation and remuneration. One of the other important elements is leadership. This study aims to analyze the influence of motivation and remuneration on employee performance with leadership style as a moderating variable. This research is quantitative research. The population in this study was all employees in the ranks of the Technical Implementation Unit in Nusakambangan who came from 9 work units. Determination of respondents using purposive sampling method. The sample in this study is part of the total employee population in the ranks of the Technical Implementation Unit in Nusakambangan taken from each work unit. Research data were obtained through questionnaires. The data analysis technique used is a qualitative technique, namely an interactive analysis technique using the PLS (Partial Least Square) analysis tool. Based on the analysis and discussion, the following conclusions can be drawn: (1) Motivation has a positive effect on employee performance; (2) Remuneration has a positive effect on employee performance; (3) Leadership style does not moderate the influence of motivation on employee performance; (4) Leadership style does not moderate the effect of Remuneration on employee performance.
 Keywords: Motivation, Remuneration, Leadership Style, Moderating, Employees

Correlation between background education, willingness to invest into new technology, and success factors of heavy-duty transportation: crane rental business in Samut Sakhon, Thailand

This research aims to observe and analyze Correlation between Background Education, Willingness to invest into New Technology, and Success Factors of Heavy-Duty Transportation: Crane Rental Business in Samut Sakhon. This research applies the quantitative research method, purposive sampling, the data was collected using reviewed questionnaire. The questionnaire dived into 3 parts: Demographic of the business operators, business background information and perception of the business operators toward future investment. Data collected from 120 crane rental business owner, or management team with least five years-experience in crane renal business. All educational background is positively related. There is no significant correlation between background education and year in business, size of the business and total employee. There is significant correlation between year in business, size of the business and total employee. The respondents agree to invest of all aspect in business. There is significant positive correlation between willingness to invest on human resources management and year in business. There is significant positive correlation between willingness to invest on management technology and total employee.

Productivity of Zakat Institutions in Indonesia

Zakat institutions play an important role in managing zakat productively, with the aim that the funds collected can be distributed in an appropriate manner to achieve welfare and social justice. The purpose of this research is to analyze the productivity of zakat institutions in Indonesia using the Malmquist Productivity Index (MPI) method with the 2016-2020 research period. The research object used is 15 zakat institutions in Indonesia. The data from this study comes from the annual financial reports of each institution from the 2016-2020 period. The input variables used are total assets, operational costs, and employee costs. Meanwhile, the output variable used is the amount of collection and distribution of zakat. The results of the study show that in general, zakat institutions experience increased productivity over time. Zakat institutions originating from mass organizations have the highest average productivity compared to other organizations. If productivity is seen from year to year in each institution, the institution with optimal productivity in all years of observation is LAZ Al-Azhar.

PENGARUH PENGEMBANGAN KARIR DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA BPJS KESEHATAN KEDEPUTIAN WILAYAH SUMBAGTENG JAMBI

This study aims to analysis the effect of career development and leadership on job satisfaction. To analyze the effect of career development and leadership on performance. To analyze the effect of job satisfaction on performance. And to analyze the effect of career development and leadership on performance through job satisfaction. The population in this study were all employees who worked at the BPJS Kesehatan Deputy for the Jambi Central Sumbagteng Region which supervise 11 branch offices with total employee of 497 people in 2021. Sample used on this research were construct of 222 respondents. The data used in this study were primary data and secondary data, while the primary data collected using a questionnaire. Then, collected data were analysis using path analysis. The results showed that career development had an effect on job satisfaction. Leadership has a significant effect on job satisfaction. Career development has a significant effect on employee performance. Leadership has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. Career development has a positive and significant effect on employee performance through job satisfaction. Leadership has a positive and significant effect on employee performance through job satisfaction.

Influence of Financial Incentives on Employee Performance in Ferry Service, Mombasa County

The main purpose of the study was to assess the influence of financial incentives on employee performance in Ferry Service, Mombasa. The study employed goal theory, Herzberg theory and self-efficacy theory. The study employed a descriptive survey study design. The study was carried out at Ferry Service, Mombasa with a population of 268 employees. Stratified random sampling with the non-proportionate allocation of sample sizes was used to draw samples from the target population. The researcher used questionnaires to collect data from the respondents. The data that was collected was organised, tabulated and analysed using descriptive statistics. Statistical Package for Social Science (SPSS) Version 26.0 was used to assist in data analysis. The analysed data was presented in tables and figures, percentages and frequencies. The study found that financial incentives were administered by the organisation to which salary and fringe benefits highly influence employee performance the most while bonus was found to be the least since not all employees were benefiting from the incentive except a few employees who represent a quarter of the total employees. The respondents highly agreed that the employees are required to be aware of the fringe benefits offered by the organisation to enhance their performance which was represented by a mean of 1.60 and a standard deviation of 0.769; other respondents agreed that every organisation provides total rewards packages to the employees in addition to the basic pay represented by a mean of 1.97 and a standard deviation of 1.09 while others agreed that some benefits are given to the employees to attract and retain them and to avoid absenteeism from work which was represented by a mean of 2.14 and standard deviation of 1.158. The study concludes that financial incentives provide a big role in influencing employee performance in the organisation. The study recommends that financial incentives given to employees should be emphasised and increased to influence employees to work more and provide what is best for them. The organisation should provide financial incentives to its employees in a fair manner without discrimination. Incentives are there to motivate employees to work more and more and not to discomfort them.

Accounting information transparency and business performance: A case of G7 construction companies

A high level of company bankruptcy in certain countries and a low level of profitability actualizes the need to find additional mechanisms for increasing the efficiency of their activities. One of such mechanisms is the growth of information transparency. The study deals with examining the effects of accounting information transparency on business performance on the example of construction companies in G7 countries. The transparency index was used as a parameter characterizing the level of accounting information transparency. The level of business performance was analyzed using the following indicators: value added of the construction industry, investment in the construction industry, number of construction firms, profitability of the construction industry, annual all-work construction output index, and total employees in construction firms. The dependence between the indicators was analyzed using the multiple regression analysis, Dickey-Fuller, Philips Perron, and Johansen tests. According to the results, the most vital link was between the level of accounting information transparency and the volume of investments (increased information transparency by 1 point leads to an increase in the volume of investments from 1.7% to 4.6%). At the same time, the level of accounting information transparency practically does not affect the number of employees (change by 0.1-0.2%) and added value (change by 0.1-0.3%). It was concluded that the policy of accounting information transparency should be an essential element of company strategy aimed to increase the level of its investment attractiveness and confidence of investors and consumers in its activities.

Analytical and Benchmarking Study of the Impact of Small and Medium Enterprises Sector on Economic Growth from The Perspective of Islamic Economy

The Study aimed to analyze and measure the impact of the small and medium enterprises sector in the Kingdom of Saudi Arabia in achieving economic growth, and to study the nature of the relationship between the growth of the small and medium enterprises sector and economic growth, and the impact of Islamic economic thought in that, It also aimed to analyze the reality and development of the small and medium enterprise sector in the Kingdom, in addition to identifying the policies and initiatives that support the small and medium enterprise sector, with an understanding and analysis of measuring the impact of the growth of the small and medium enterprise sector on economic growth in the Kingdom . To achieve the goal of the study, the researcher relied on the historical and descriptive analytical method. Data were collected from published sources from official authorities and scientific journals. The data was reviewed in a descriptive statistics method. The time range of the study, during the period from 2006 to 2021, was on small and medium enterprises in the Kingdom of Saudi Arabia.The thesis consisted of four main chapters, the first chapter discussed the theoretical analytical framework of the nature of the relationship between the growth of the small and medium enterprises sector and economic growth. The fourth chapter is an analytical study to measure the impact of the growth of the small and medium enterprises sector on the economic growth in the Kingdom.The study concluded with some results and recommendations, the most important of which are: Small and medium enterprises managed to achieve a growth rate of about 5% during 2022 compared to previous years, and their number exceeded 750,000, The majority of small and medium enterprises, in terms of geographical distribution, are concentrated in Riyadh, Makkah, and Sharqiya. The number of workers in micro-enterprises that employ (1-5) workers in the small and medium-sized enterprises sector constituted 26% of the total employees, where the percentage represented 18% of the total employees in the third quarter of 2019. Small and medium enterprises attracted 62% of the appointments made in the private sector. The contribution of small and medium enterprises increased by 45%, bringing their contribution to the economy from 21.9% to 28.7% between the years from 2016 to 2020. The share of small and medium enterprises in government procurement increased from 15% in 2018 to 24% in 2020, with a value exceeding 160 milyar Rial, Saudi SME financing exceeds $22.7 milyar until 2021,The study concluded with recommendations, the most important of which is the need to increase government support for small and medium enterprises so that these enterprises can export or expand externally, while this role is not limited to financing or programs and initiatives to support these enterprises only, but rather expands to include the development of new laws and legislation necessary and keeping pace with the requirements of the times to support These facilities and to facilitate their mission of external expansion

Global perspectives on gender diversity and business performance

PurposeBased on the resource-based theory, the purpose of this study is to investigate the relationship between operational employment levels of gender diversity and business performance over a multi-year period. This study also explores if gender parity moderates this relationship and how gender diversity is directionally developed.Design/methodology/approachA cross-lagged panel design and path analysis is applied to a global data set of women employees, women managers and women senior executives – in relation to revenue, of over 6,000 companies over the six-year period from 2012 to 2017.FindingsOverall results confirm a positive relationship between women managers and revenue over a multi-year period for all companies. A moderating analysis also finds a positive relationship between total women employees (as well as women managers) and revenue growth of companies headquartered in countries with medium levels of gender parity. The overall and moderating analysis do not find a positive relationship between senior women executives and revenue growth. Longitudinal analysis also finds that the multiple operational levels of gender diversity directionally develop in a mutually cyclical manner.Originality/valueTo the best of the authors’ knowledge, this is the first diversity and business performance study to use a global data set of multiple operational levels of women employees, managers and senior executives over a multi-year period. This study contributes new perspectives on the positive relationship between women managers and business performance. This study also confirms prior findings of a positive relationship between women employees and business performance in medium gender-parity countries. Finally, this longitudinal study introduces the concept of the gender pipeline of executive advancement along the multiple operational levels of employment and finds that gender diversity is directionally developed in a mutually cyclical, bidirectional pattern.

Impact of the Management Scale on the Technical Efficiency of Forest Vegetation Carbon Sequestration: A Case Study of State-Owned Forestry Enterprises in Northeast China

Improving the technical efficiency of forest vegetation carbon sequestration is an effective way to accelerate the pace and reduce the cost of carbon neutrality in China. Therefore, it is particularly important to explore the technical efficiency, influencing factors, and optimization paths of forest vegetation carbon sequestration. This work uses a 21-year panel data set (2000–2020) of 87 state-owned forestry enterprises (SOFEs) in Northeast China and combines geographic information system (GIS) and remote sensing (RS) technology. First, stochastic frontier analysis (SFA) was used to quantitatively analyze the technical efficiency of forest vegetation carbon sequestration in different SOFEs during different periods. Then, the individual fixed-effects model was used to examine the factors influencing technical efficiency under the control of climate factors. Finally, the panel threshold model was used to determine the impact of different management scales on the technical efficiency of forest vegetation carbon sequestration. The main results were as follows: technological progress can effectively reduce forestry investment and improve the technical efficiency of forest vegetation carbon sequestration production. There was technological progress in forest vegetation carbon sequestration production during the study period, but the rate of technological progress showed a decreasing trend. Forest management scale, total output value, employee wages, precipitation, and sun duration had a significant positive impact, whereas wood production had a significant negative impact on the technical efficiency of carbon sequestration. The impact of different management scales on the technical efficiency of carbon sequestration is highly heterogeneous. The study established an analytical framework for researching the technical efficiency and optimization of forest vegetation carbon sequestration, providing a theoretical and practical basis for forest management.

Digital Employee Experience Constructs and Measurement Framework: A Review and Synthesis

The concept of digital employee experience (DEX) has attracted a great deal of interest from both academics and practitioners. Past literature shows that DEX has the potential to improve employee engagement, motivation, productivity, learning, and behavior. Yet, the discussion on the disposition of the constructs of DEX that influence organizational outcomes and measurement mechanism remains meager and heterogeneous. This article offers a detailed and focused review of the literature on DEX. Regarding the methodology, a comprehensive literature review method was used. Under a documentary design, the research techniques involved content analysis of academic publications and professional reports. As a result, the construction of DEX constructs and measurement framework stands out. The authors concluded that DEX has positive implications for the establishment of the total employee experience (EX) management in workplaces.

Assessment of Indoor Air Pollutants Exposure in Hair Salons of Lahore

Abstract Hairdressing activities release indoor air pollutants which are hazardous for human health. The present study was, therefore, conducted to determine indoor air pollutants exposure in hair salons of Lahore. The study period was from August to September 2019. Four hair salons were selected for sampling the indoor air pollutants during working hours and before it. Total working employees, working area, clients per day and ventilation facilities were noted on a designed proforma. The parameters of indoor air pollutants included volatile organic compounds (VOCs), coarse particulate matter (PM10), ozone (O3), carbon dioxide (CO2), relative humidity (RH%) and temperature (°C). PM10 was monitored through DustTrak aerosol monitors (model 8520, TSI Inc.). Similarly, VOCs, O3, RH% and temperature were measured through a portable aeroqual series 500 after using relevant sensors. The sampling period for all pollutants were 8-hours. The concentration levels of VOCs, O3 and PM10 were higher during working hours as compared to the before. Only the level of in all selected hair salons was above the recommended exposure limits (> 0.20-0.50 ppm). The ventilation system was insufficient. Indoor air pollutants exposure level in hair salons was higher during working hours as compared to the before. However, all pollutants were within the prescribed exposure limits except VOCs. Uses of less hazardous chemical products, regular biological monitoring, and proper ventilation system along with large sample size of hair salons are recommended for further studies. Keywords: Particulate matter, Environmental pollutants, Volatile organic compounds, Ozone, Carbon dioxide

Total Productive Maintenance, Affective Commitment and Employee Retention in Apparel Production

The success of the implementation of advanced manufacturing systems, such as total productive maintenance (TPM), depends on employee commitment and retention. This study investigated total productive maintenance (TPM) practices implemented by apparel production firms, and the effect of these practices on affective commitment (AC), and employee retention (ER) of operators on the production floor. The study adopted the survey research methodology. In total, 411 operators from apparel production firms responded to the study. The responses were analyzed using statistical methods. Four hundred and eleven responses were received for the survey and data were analyzed using statistical methods. The findings suggest that TPM practices significantly positively affect AC. Affective commitment mediates between TPM and ER. The success and sustainability of TPM implementations depend on the firm’s ability to retain trained operators and keep their AC high. The study has several implications for theory and practice.

The Influence of Human Resources Management, Total Quality Management, and Motivation on Employee Performance at PT Telkom Area Bogor

PT Telkom Indonesia (Persero) is a State-Owned Enterprise which is engaged in information and communication technology services and telecommunications networks in Indonesia. The tight business competition in the telecommunications sector in Indonesia requires every company to be superior and be able to compete with its competitors. This study aims to analyze descriptively the variables of human resource management, Total Quality Management, motivation, and employee performance at PT. Telkom Area Bogor; analyze the direct influence of the variables of human resources, Total Quality Management, and motivation on employee performance at PT. Telkom Area Bogor; analyze the indirect effect of human resources, Total Quality Management, and motivation variables on employee performance at PT. Telkom Area Bogor. The study was conducted on 120 respondents by means of purposive sampling. Data were collected by distributing online questionnaires. Data were analyzed using descriptive analysis and SEM-PLS using the SmartPLS application. The results showed that the majority of respondents agreed on the assessment of indicators of HR management, Total Quality Management, motivation, and performance. Based on the results of the direct influence analysis, HR management has a positive but not significant effect on performance. Meanwhile, Total Quality Management and motivation have a positive and significant effect on performance. HR management has a positive and significant effect on Total Quality Management and Total Quality Management has a positive and significant effect on motivation. Based on the results of the indirect effect analysis, HR management affects performance through Total Quality Management and motivation. HR management has an effect on motivation through Total Quality Management. Total Quality Management affects performance through motivation, and HR management affects performance through Total Quality Management. Keywords: human resource management, motivation, performance, total quality management

The role of total quality management in improving patient experiences and outcomes

Total quality management refers to efforts at all levels of an organisation to create and sustain an atmosphere in which employees can continuously develop their ability to provide on-demand products and/or services that customers find especially valuable. Total quality management has been used in the healthcare sector since the late 1980s. This study explores the impact of total quality management on patient experiences and outcomes, considering the different dimensions of total quality management: customer focus, total employee involvement, integrated systems, continual improvement, fact-based decision making and communication. Overall, total quality management was found to have a positive impact on patients, although further evaluation is needed regarding how total quality management has improved patient outcomes and experiences, and can continue to do so in the future.

The Influence of Self Efficacy on Performance with Innovation Work Behavior as an Intervening Variable (Case Study on PT. Indah Kiat Employee)

This study aims to analyze the effect of self-efficacy on performance with innovation work behavior as intervening variable. The research was conducted by involving employees of PT. Indah Kiat in production division as respondents. A total of 200 employees from 336 total employees in the production division became research respondents, who were selected using a saturated sampling technique (census). Data were collected using a questionnaire and analyzed using the Path Analysis technique (path analysis) with the help of IBM SPSS 24 software. The result shown that self-efficacy has a positive and significant effect on performance, innovation work behavior has a positive and significant effect on performance, self-efficacy has a negative and insignificant effect on innovation work behavior, and self-efficacy has no significant effect on performance with innovation work behavior as an intervening variable for employees of PT. Indah Kiat.

Poor Lung Function of Industrial Workers of Bhutan: a retrospective study

Introduction: Occupational lung diseases are some of the common causes of lung function impairment. Spirometry is a gold standard to determine lung function and, to diagnose obstructive and restrictive lung diseases. Therefore, this study aimed to determine the prevalence of abnormal lung function among employees of different industries of Bhutan. Methods: This retrospective study was carried out by retrieving all the spirometry findings and demographic variables of employees of different industries of Bhutan from the Spirometry Software of Respiratory Laboratory at the Center for Research in Respiratory and Neuroscience (CRRN), Khesar Gyalpo University of Medical Sciences of Bhutan (KGUSMB) . All these retrieved data were saved in Microsoft Excel and simple descriptive statistics were used to analyze the data and were expressed in numbers, percentages, mean and standard deviation. Results: Spirometry and demographic results of 3508 industrial employees were obtained. The mean age was 33.8years and mean BMI was 24.95 Kg/m2. Non-smokers comprised 79.9% (2804) of the total industrial employees. Abnormal forced expiratory volume between 25% and 75% of vital capacity (FEF25%-75%), a marker of small airway disease, constituted 24.1% (846) of the total industrial employees. Furthermore, 1.1% (39) had abnormal forced vital capacity (FVC), 1.3% (46) presented abnormal forced expiratory volume in 1 second (FEV1 ) and 1.5% (53) showed reduced FEV1 /FVC. Conclusions: Small airway impairment is common among industrial workers of Bhutan indicating presence of high prevalence of occupational lung diseases in its early stage which may potentially become clinically apparent after long latency.

REVIEW ON THE HISTORY AND EMOTIONAL BEHAVIOR CHANGES OF R&D HUMAN RESOURCES IN JAPAN, SOUTH KOREA AND SINGAPORE

BackgroundIn order to pay attention to the observation of R & D personnel, especially the changes of emotion, attitude and behavior in the process of R & D, most Asian countries will provide their own strength to improve the quality and quantity of R & D personnel. This study tracked the deviation of R & D personnel and total R & D revenue in GDP in Japan, South Korea and Singapore from 2002 to 2007. Technology is developing rapidly in Japan, Taiwan, South Korea and Singapore, as many researchers and educators obtain master's and doctoral degrees from western countries and then return to Asian countries to teach new technology, which brings rich human resources. This is why the four little dragons (Hong Kong, South Korea, Singapore and Taiwan) have strengthened high-tech and economic development.Research Objects and MethodsThe percentages of R & D personnel in the total population in Japan, South Korea and Singapore are expressed in full-time equivalent (FTE) and total employees (HC) respectively. The correlation between gross R & D revenue per GDP (GERD) and FTE and HC is studied. The data for this study are from the open database of the Institute for statistics of the United Nations Educational, scientific and Cultural Organization (UNESCO). This study also used DASS-21 to conduct a questionnaire survey on the samples. Subjective perceived social support questionnaire the subjective perceived social support questionnaire was revised by Zhao Xia based on the social relationship network questionnaire (NRI) compiled by Furman (1985) and others and revised by Zou Hong in 2003. The scale consists of 27 items and 5 dimensions: emotional support, instrumental support, companionship, affirmation and intimacy. The scale adopts 5-level scoring, “never” is recorded as 1 point, and “almost always” is recorded as 5 points. The higher the total score of the scale, the higher the individual's perceived level of social support. The internal consistency coefficient of the scale in this study is 0.94.ResultsThe results are as follows: (1) statistics show that language policy is conducive to reducing the cost of education and science and technology in Singapore. (2) From 2002 to 2007, the correlation coefficient between “R & D full-time personnel in total R & D revenue per GDP (rdftep)” and “R & D personnel in total R & D revenue per GDP (rdhcp)” in Japan exceeded 0.9. In addition, the correlation coefficients of “rdftepv. Sgerd / GDP” and “rdhcpv. Sgerd / GDP” in South Korea are both 0.99. All variables are positive, i.e. R & D professionals play an active and beneficial role in these countries.ConclusionThis study tracked the R & D personnel in Japan, South Korea and Singapore from 2002 to 2007 and their correlation with the total R & D revenue of each FRP. The findings are as follows: Singapore is a member of the Commonwealth. English is the first official language, which makes it easier to communicate with developed countries. The language policy has enabled her to benefit from lower costs of education, science and technology. R & D personnel in industrialized countries are very important. The study shows that R & D professionals were very valuable between 2002 and 2007, because from a statistical point of view, R & D professionals accounted for 2.44 to 7.10 of GDP per capita. The further impact of R & D personnel should be greater than the statistical data. R & D output is usually ahead of industrial technology. In short, we should pay full attention to the important role of R & D personnel in design elements, actively pay attention to the changes of their psychological emotion and behavior, as well as the impact of R & D effect and healthy behavior, and be good builders, managers, coordinators and collaborators of design methods. According to the psychological characteristics of these groups, we should actively and flexibly organize colorful activities, strive to create a relaxed and harmonious living atmosphere, create a friendly and mutually beneficial R & D relationship, encourage and guide these groups, adjust their psychology to the best state, and promote the healthy development of their good cognition and life.AcknowledgementsThis work was jointly supported by Natural Science Foundation of Guangdong Province under Grant 2019A1515010830 and Guangdong University of Petrochemical Technology under Grant 702-519244, Guangdong, China.

Pengaruh Penerapan Sistem Informasi Inventaris Udayana Dan Sistem Pengendalian Intern Terhadap Kualitas Laporan Keuangan Pada Satuan Kerja Universitas Udayana

This study was conducted to determine the effect of the application of the Udayana inventory information system and intern control system on the quality of financial reports at the Udayana University work unit. The samples in this study were employees at the Sub-Division of Accounting and Reporting of State Property (BMN Aklap), employees at the Sub-Division of Accounting and Financial Reporting (Aklap Finance) and Udayana inventory information system operators at Udayana University so that a sample of 56 people was obtained from the total employees at the Udayana University work unit. The data collection technique used a questionnaire which was analyzed by multiple linear regression analysis using SPSS software in data processing. This study shows that the implementation of the Udayana inventory system has a positive and significant effect on the Quality of Financial Reports and the Internal Control System has a positive and significant effect on the Quality of Financial Reports.