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Workplace spirituality is an important study of industrial and organizational psychology, a workplace spirituality that according to Ashmos & Duchon (2000) can act as an agent to reinforce the social control of the workplace. Ahmad & Omar (2014) states that counterproductive work behavior is a common problem that occurs in organizations carried out by employees, in this behavioral psychology could cost a company or an organization. The purpose of this research is to find out how much the spirituality in the workplace will contribute to counterproductive work behavior on a satpol-pp city a. the method used on this research is quantitative with linear regression tests. The responders on this study are satpol-pp city a employees with a number of samples of 73 employees. The work surveyors used in this study are measuring instruments from Ashmos and Duchon (2000) and counterproductive work behavior measures of Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S (2006) that have been adapted by (Cucuani et al., 2020). Research has found that 94.52% of satpol-pp city a employees have the high workplace spirituality, and the entire sample in this study has low counterproductive behavior. Simultaneously, workplace spirituality provides 75.8% of the contribution to counterproductive work behavior. Meanwhile, partially, the factor that gives the biggest contribution is the positive work unit value factor of 31.54% and the lowest contributing factor is blocks to spirituality of 0.70%. Abstrak Workplace spirituality merupakan kajian penting dalam dunia psikologi industri dan organisasi, workplace spirituality yang menurut Ashmos & Duchon (2000) dapat bertindak sebagai agen untuk memperkuat kontrol sosial ditempat kerja. Ahmad & Omar (2014) menyatakan bahwa counterproductive work behavior ditempat kerja adalah masalah umum yang terjadi pada organisasi yang dilakukan oleh karyawan, dalam psikologi perilaku ini dapat merugikan perusahaan atau organisasi. Tujuan penelitian ini adalah untuk mengetahui seberapa besar kontribusi workplace spirituality terhadap counterproductive work behavior pada Pegawai Satpol-PP Kota A. Metode yang digunakan pada penelitian ini adalah kuantitatif dengan uji regresi linear berganda. Responden pada penelitian ini adalah Pegawai Satpol-PP Kota A dengan jumlah sampel 73 pegawai. Alat ukur workplace spirituality yang digunakan pada penelitian ini adalah alat ukur dari Ashmos dan Duchon (2000) dan alat ukur counterproductive work behavior dari Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006) yang telah diadaptasi oleh (Cucuani et al., 2020). Hasil penelitian ditemukan 94,52% pegawai Satpol-PP Kota A memiliki workplace spirituality yang tinggi, dan keseluruhan sampel pada penelitian ini memiliki counterproductive work behavior yang rendah. Secara simultan, workplace spirituality memberikan 75,8% kontribusi pada counterproductive work behavior. Sedangkan secara parsial, faktor yang memberikan kontribusi paling besar ialah factor positive work unit value sebesar 31,54% dan faktor yang paling rendah berkontribusi adalah blocks to spirituality sebesar 0,70%..

The purpose of this research is to determine the mediating role of organizational reputation in promoting the impact of employee value proposition on organizational commitment. The approach used in this research was historical, descriptive, and analytical. The research adopted the historical approach to illustrate the concepts addressed, and the descriptive approach to describing the data on the research problem according to the sample answers. Finally, the analytical approach to analyze the data was through statistical tests. The research concludes that there is a significant impact for employee value proposition on organizational commitment, a significant impact for organizational reputation on organizational commitment, and the mediating role of organizational reputation in promoting the impact of employee value proposition on organizational commitment is partial mediation. The results and recommendations of this research assure that employee value proposition and organization reputation is crucial in promoting the commitment of employees. The originality of this research has valuable implications for both theory and practice, as it offers several contributions to literature in the field of study, as well as the practical contribution.

This study focused on energy saving in energy hub system using smart grid technologies and management of the energy demand. The two-layer energy management is proposed for implementing energy saving. In first layer, energy demand such as electrical, thermal and natural gas are optimized subject to optimal level of the demand at day-ahead. Then, optimized energy demand is applied in second layer to reduction energy generation costs. The optimization of the proposed approach is done by shuffled frog leaping algorithm (SFLA), and results at several case studies to confirmation of the proposed approach are investigated.

Workplace spirituality is not about religion, but how employees' abilities as spiritual beings present themselves to work (Robbins & Jugde, 2013). Organizational citizenship behavior is individual behavior in the workplace that makes organizational performance run smoothly (Bateman & Organ, 1983). This study aims to determine how workplace spirituality and organizational citizenship behaviors are among members of the West Java Regional Police Ditlantas. The research hypothesis is that workplace spirituality has a significant contribution to organizational citizenship behavior in members of the West Java Regional Police Ditlantas. The method used in this research is quantitative causality method with multiple regression data analysis. The measuring tool used is the workplace spirituality measurement tool developed by Milliman (2003) which was adapted itself and the measuring tool used to measure organizational citizenship behavior, which was developed by Williams & Anderson (1991), which was adapted by Grasiaswaty et al., (2016). The results showed that 97.4% of the members had high workplace spirituality and 95.6% of the members had high organizational citizenship behavior. Simultaneously, workplace spirituality contributes 40.8% to organizational citizenship behavior. Partially, the dimension of workplace spirituality that contributes the most is the dimension of meaningful work with an effect of 28%, while the dimension that contributes the lowest to organizational citizenship behavior is the dimension of sense of community with an effect of 6%. Abstrak. Workplace spirituality bukan tentang agama, tetapi bagaimana kemampuan karyawan sebagai makhluk spiritual menghadirkan keseluruhan dirinya untuk bekerja (Robbins & Jugde, 2013). Organizational citizenship behavior yaitu tingkah laku individu di tempat kerja yang membuat kinerja organisasi menjadi lancar (Bateman & Organ, 1983). Penelitian bertujuan untuk mengetahui bagaimana workplace spirituality dan organizational citizenship behaviors pada anggota Ditlantas Polda Jabar. Hipotesis penelitian adalah workplace spirituality memiliki kontribusi yang signifikan terhadap organizational citizenship behavior pada anggota Ditlantas Polda Jabar. Metode yang digunakan dalam penelitian adalah metode kuantitatif kausalitas dengan analisis data regresi berganda. Alat ukur yang digunakan adalah alat ukur workplace spirituality yang dikembangkan oleh Milliman (2003) yang diadaptasi sendiri dan alat ukur yang digunakan untuk mengukur organizational citizenship behavior yaitu dikembangkan oleh Williams & Anderson (1991), yang diadaptasi oleh Grasiaswaty et al., (2016). Hasil penelitian menunjukkan bahwa 97.4% anggota memiliki workplace spirituality yang tinggi dan 95.6% anggota memiliki organizational citizenship behavior yang tinggi. Secara simultan, workplace spirituality memberikan kontribusi sebesar 40.8% terhadap organizational citizenship behavior. Secara parsial, dimensi workplace spirituality yang memberikan kontribusi paling besar adalah dimensi meaningful work dengan pengaruh sebesar 28%, sedangkan dimensi yang memberikan kontribusi paling rendah terhadap organizational citizenship behavio adalah dimensi sense of community dengan pengaruh sebesar 6%.

The research aims to identify impact models of a healthy working environment ‎and the ‎organization's reputation on the employee's organizational fit. The ‎research population is ‎all private banks in Baghdad, a sample of six banks was ‎selected. 200 questionnaires ‎were distributed, 158 of them returned, 141 of them ‎were valid for analysis. The research ‎employed three approaches: Historical, ‎descriptive, and analytical. To clarify the research's ‎concepts, the first approach ‎was adopted, to clarify the dimensions of the research, the ‎second approach was ‎adopted, and to analyzing the research's dimensions the analytical ‎approach was ‎used. The Amos, 21 software was used to assess the validity of the study ‎model, ‎and the data were analyzed using the spss, 23 programs. The study came up ‎with ‎many conclusions, the most noteworthy of which was that: At the overall and ‎sub-level, the ‎healthy working environment has a statistically significant impact ‎on the employee's ‎organizational fit. And the organization's reputation plays a role ‎in the employee's ‎organizational fit, the impact models between the two ‎dimensions at the overall and sub-‎level were significant and statistical. The ‎research produced a series of recommendations ‎based on these findings, ‎intending to put their findings into reality‎.‎

Welfare and career certainty for honorary teachers in Indonesia is still unclear. However, they feel that their work gives them a positive meaning that keeps them in their profession as honorary teachers in the schools where they are teaching. The aim of this study is to determine the description and contribution of Spirit At Work (SAW) to organizational commitment of honorary teachers. This study is a contribution study with quantitative methods. Respondents in this study were all 40 honorary teachers of SMAS BPI 1 Bandung. The instrument used to measure SAW is the Spirit At Work Scale developed by Kinjerski and Skrypnek (2006), while Organizational Commitment Questionnaire developed by Allen & Meyer (1990) used to measure organizational commitment, both were adapted by researcher. This study used Structural Equation Modeling (SEM) to analyze the data. The results of this study indicate that 95% of honorary teachers at SMAS BPI 1 Bandung have high SAW with most of the honorary teachers have the high AC, CC, and NC as their organizational commitment profile as much as 75%. Then SAW has a positive and significant effect on AC (0.000

Expensive drilling is highly impacting the overall marginal field profitability due to the low reserves and short well life. In this paper, we considered the case of a marginal field with multiple reservoirs stacked above each other with a thin dense layer between each pair of reservoirs. The initial plan was to drill a single horizontal oil producer well across each of reservoirs. Those wells had planned to equip Electric Submersible Pump (ESP) completions to ensure enough surface pressure to pump the produced fluids to the gathering facility, which is far from the well's surface location, in addition to an expected increase in water production in the early stages of well production. To reduce the overall project cost and to overcome all those challenges, collaborative work resulted in agreement on drilling one well with two lateral horizontal holes across two different reservoirs instead of drilling two single wells, which conflicted with regulations that prevent comingled production through a single completion. To solve regulation of comingled production, a simple smart lower completion with Inflow Control Device-Sliding Sleeve Doors (ICD-SSD's) and swell packers was used to control production from both reservoirs whenever required, in addition to using a single ESP completion to produce from both zones together. This well design helped to reduce the total drilling cost by USD 5 million while achieving the same production rate that was expected from the two individual wells that were originally planned to produce from the two different reservoirs.