Search

"The CIA's Greatest Covert Operation: Inside the Daring Mission to Recover a Nuclear-Armed Soviet Sub" by David H. Sharp is a captivating and well-organized book that provides an accurate and comprehensive history of the covert program known as Azorian. The book explores the mission undertaken by the U.S. Central Intelligence Agency (CIA) to recover a Soviet submarine that sank in 1960. It delves into the engineering challenges, the massive amount of money spent, and the secrecy surrounding the operation. While the book does not offer major revelations, it offers a unique insider perspective and is a valuable resource for those interested in the topic. [Extracted from the article]

Nepotism is considered an ugly feature of corruption and is currently one of the most common plagues in the Syrian economy. The infestation of nepotism in public sector organizations is causing a major setback to the much-needed growth. This study examines the effect of nepotism on employee performance in the Syrian public sector and how the training and development of employees can curb this issue. Data were collected from the General Organization of Tobacco in Latakia, Syria. A total of 280 questionnaires were distributed among the organization's staff, and Regression Analysis was applied to test the hypotheses. The findings showed that the Syrian public sector employees were conscious of the undesirable effects of nepotism on job performance. In addition, employees who have the chance to participate in training and development programs tend to increase their job performance. Finally, the result indicates that nepotism has a noteworthy harmful impact on employee training and development in the Syrian public sector. The current results contribute valuable information to the existing literature on human resources. [ABSTRACT FROM AUTHOR]

Since loneliness in the workplace was perceived as a special problem attributed to the employee's character, studies on loneliness generally tended to focus on personal factors. This is why; It has become a subject that is neglected or even ignored by organizations and receives relatively little attention in the literature. Workplace loneliness, which is not limited to a single geography and can manifest itself as a phenomenon that affects people and economies all over the world, brings many negative consequences for both organizations and employees. The first of these negative results is undoubtedly low performance. Loneliness in the workplace affects not only all employees, but also academics, who are called "scientists", and therefore their performance. The aim of this study is to investigate the effect of academicians' workplace loneliness levels on their performance. For this purpose, data were collected from 425 academicians working at 23 foundation universities in Istanbul. According to the findings obtained from the research; It has been determined that there is a significant relationship between the workplace loneliness levels of academicians and their performance, and it has been determined that academic performance levels decrease significantly when the feeling of loneliness in the workplace increases. [ABSTRACT FROM AUTHOR]

Purpose: Despite the importance of knowledge sharing (KS), organizations find it difficult to motivate their employees to share their knowledge with co-workers. Based on a combination of the group value model and the socialization resources theory (SRT), this study is, therefore, an endeavor to contribute to the understanding of how organizations can develop efficacious tacit knowledge sharing (TKS)-strategies by harnessing insights from the impact of respectful engagement (RE) and workplace friendship (i.e. friendship opportunity and friendship prevalence). Design/methodology/approach: Group value model and SRT are used to develop a new pathway to TKS which focuses on how RE among employees contributes to the development of workplace friendship which in turn facilitates TKS. Self-reported data were collected online from 593 employees working in various organizational sectors. Hypotheses were tested with structural equation modeling (SEM). Findings: The results suggest that RE is an essential precursor of TKS, having both direct positive relationship with TKS and partial indirect positive relationship through friendship opportunity and friendship prevalence. RE was also positively related to the two facets of workplace friendship (i.e. friendship opportunity and friendship prevalence). Both friendship opportunity and friendship prevalence were positively related to TKS. Practical implications: These findings underscore the importance of implementing initiatives that support positive interrelations characterized by respect at work in order to promote TKS. Originality/value: By linking RE to TKS, this study adds new insight to the relational basis of sharing personal asset/resource as tacit knowledge. The inclusion of mediation path helps in shedding light and opening up a black box of RE-TKS interface. [ABSTRACT FROM AUTHOR]

Although social policies are aimed at all segments of the society, social policy in the narrow sense covers the business relations of workers and employees and the problems arising from this relationship. In this study, a bibliometric analysis of the publications made in academic publications about social policy and related employees, which is the main element of working life, was made. Articles and literature articles published in the Web of Science Core Collection database are selected. The concepts of "social policy" and "employee/worker" were searched and a total of 777 articles and literature articles were reached. The obtained data were analyzed in the R programming language based bibliometrix package program. In line with the findings, the general view of social policy and employee-related publications, the most productive and influential authors, studies, journals, countries and institutions in the field were specified, the change in the trend topics and the change in the field, the relationship networks between the cited authors, studies and journals were revealed with co-citation analysis. For this, performance analysis, citation analysis and co-citation analysis were performed. [ABSTRACT FROM AUTHOR]

The aim of this study is to reveal the relationship between the problems of blue-collar female employees and the workfamily life balance from an industrial social work perspective. Relational screening method was used in this study. In the study, 160 blue-collar female employees working in Turkish Sugar Factories were reached. Work-Family Life Balance Scale and Working Problems Questionnaire were used in the study. According to the findings obtained as a result of the parametric tests in the study, it was observed that blue-collar female employees who have someone who is interested in their problems in the institution they work for have less working problems than those who do not. In addition, blue-collar female employees who are interested in their problems in their institutions have less negative effects on the family than on the blue-collar female employees who do not deal with their problems, and the work on the family. There is a negative significant relationship between work-family life balance and working problems of blue-collar female employees. As the work-family life balance of the employees increases, working problems decrease. As the working problems of the employees increase, the negative effect of the work on the family and the work on the family increases. In line with these results, it is necessary to develop professional social work interventions to solve the working problems of blue-collar female employees and to provide work-family life balance, from an industrial social work perspective, and to give in-service seminars on work-life balance in order to reduce the impact of female employees' work on the family and the family on the work. has been suggested. [ABSTRACT FROM AUTHOR]

Copyright of Strategic Universe Journal / Univers Strategic is the property of Dimitrie Cantemir Christian University, Institute for Security Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The coronavirus disease 2019 (COVID-19) epidemic has caused stress for everyone and impacted the lives of people globally. Such stress increases troubles for the employees. Therefore, the aim of the paper is to identify symptoms of health problems that employees face during the COVID-19 epidemic. Also, the aim of the paper is to examine if there are statistically significant differences in the physical, emotional and behavioral symptoms of health problems among employees before the COVID-19 epidemic and employees during the COVID-19 epidemic. Design/methodology/approach: The research is based on a survey of 950 employees in Slovenian companies. The factor analysis and the t-test for two independent samples were used to test the hypotheses of the research. Findings: The results show that physical, emotional and behavioral symptoms of health problems of employees during the COVID-19 epidemic are intensified as compared to the before COVID-19 epidemic era. Originality/value: The results highlight the measures with which companies can reduce the problem of different symptoms of employees during the COVID-19 epidemic. The results can be useful for employers and for managers who want to create an adequate working environment for employees during the COVID-19 epidemic. [ABSTRACT FROM AUTHOR]

A leader's role is often associated with increased psychosocial demands, which could lead to rumination during nonwork time. Leader rumination might trigger a cascade of mechanisms causing employee rumination and eventually persistent employee sleep problems. In a three-wave study, we examined whether leader rumination predicts changes in employee sleep quality linked by employee rumination. As a possible serial mechanism underlying the trickle-down effect of leader rumination on employee rumination, we investigated leaders' general health and resource-oriented leadership behaviour. Based on self-report data from 94 leaders and their 332 employees, we found support for a multilevel mediation model in which leader rumination negatively affected employee sleep quality via employee rumination while controlling for baseline measures and a shared work environment (workload). Finally, leader rumination was negatively related to employee sleep quality via the serial mediation of leader health, resource-oriented leadership, and rumination perceived by the team members. The results demonstrate the importance of leader rumination for employees' sleep quality nearly 2 years later and provide knowledge that can be used to expand and optimize interventions. [ABSTRACT FROM AUTHOR]

The Performance Diagnostic Checklist – Human Services (PDC-HS) is a functional assessment tool used in the field of Organizational Behavior Management (OBM) to assess reasons for employee performance problems and inform intervention development. There are two aspects of the intervention-selection process that could inhibit the objectivity and utility of the tool, particularly for practitioners with limited experience conducting the assessment. Proposed refinements to address these drawbacks include (a) identifying a cutoff threshold to objectively identify the categories requiring intervention based on the PDC-HS outcome, and (b) developing decision-making models to identify a single category that should be the focus of intervention. A between-groups design was used to evaluate the degree to which access to components of these proposed refinements resulted in appropriate intervention selections when practitioners in the field were presented with scenarios derived from published case studies. Binary logistic regressions indicated that practitioners with refinement access were 4.97 times more likely to select the most appropriate category for intervention, relative to those who did not have access to the refinements (p <.001, 95% OR CI [2.38,10.41]). Secondary analyses indicated variables such as certification level and experience in organizational behavior management did not significantly influence the selection of an appropriate category for intervention. Preliminary findings suggest that future applications of the PDC-HS, particularly as it relates to the intervention-selection process, may benefit from the supplemented refinements. [ABSTRACT FROM AUTHOR]

In this paper, we introduce a mathematical programming model for solving a staff scheduling problem based on one-day duties (task patterns) of individual staff members. The model can accommodate various service types, management policies, and staff preferences. We first enumerate all feasible one-day duties and propose an iterated local search approach that incorporates various methodologies, including a size-reduction method and a very large-scale neighborhood search. For the very large-scale neighborhood search, we design a dynamic programming method that aims to find the most improved schedule and can be used in the rescheduling stage. Computational results show that the model and the proposed algorithm perform well for real-world instances in Japan. [ABSTRACT FROM AUTHOR]

BACKGROUND: The COVID-19 pandemic has displaced millions of people worldwide, forcing them to work from home offices in a situation of "new normal". Many home office workers were pushed to work in less than ideal settings in the pandemic situation. Work from home causes complications for employees related to their home workplaces lacking appropriate support from the employers. OBJECTIVE: This article aims to analyse how pandemic has changed and affected workplace ergonomics. We addressed, amidst the pandemic, how work is being performed, the layout of the workplace, and its effects on an employee at home workplace. METHODS: In this descriptive study, we used chain referral sampling to collect data from 273 home-based faculty members employed in the universities and HEIs of Pakistan. Finally, we used inferential statistics for our data analysis. RESULTS: Results showed that employees faced problems because they had no prior training for setting up an ergonomically proper workspace. According to the results based on home-based ergonomic examinations, difficulties were associated with using laptops, desktop computers, and nonadjustable seats with no functionalities of flexibility and armrests. CONCLUSIONS: It is vital to employ appropriate instruments and mechanisms, like risk assessment, feedback for the actions performed, and the deployment of adaptive measures (similar to the preventive system of management of occupational safety and health - OSH). These tools must be regularly utilised and/or modified as the scenario changes. [ABSTRACT FROM AUTHOR]

The notion of “agent bookkeeping” was proposed when the “Accounting Law of the People’s Republic of China” was updated in 1993. Since their business is specialized in serving small and micro-enterprises, this has created the industry characteristic of generally small in the size of company and low in the salary of employees in Chinese agent bookkeeping companies. Such characteristic results in a series of problems including negative work attitude of employees in the development process, which seriously limit the development of Chinese agent bookkeeping companies. However, issues occurred in the development of agent bookkeeping, such as negative employee attitudes, which severely hampered the growth of Chinese agent bookkeeping companies. Therefore, a model of three dimensions of work attitude has been set up in this paper to demonstrate the working attitude of the staff of the agent bookkeeping companies in China’s Guangdong-Hong Kong-Macao Greater Bay Area, including emotional dimension, behavioral dimension, and cognitive dimension which consists of eight factors: work environment, career satisfaction, interpersonal relationship, role engagement, work vitality, responsibility attitude, emotional identity, and retention attitude. The result indicates that (1) female employees outnumber male ones in agent bookkeeping companies, (2) most employees have a low sense of belonging to the company, (3) limited career development affects employees’ enthusiasm for work, (4) work attitudes are influenced by mediocre work performance among employees with a graduate degree or higher. [ABSTRACT FROM AUTHOR]

Copyright of Politica: Tidsskrift for Politisk Videnskab is the property of Politica: Tidsskrift for Politisk Videnskab and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The purpose of this article is to present healthcare professionals’ opinions on their sense of health security in relation to their jobs in the pandemic situation and to assess effectiveness of the work environment management. Design/methodology/approach: Management of Polish healthcare institutions, due to a strategic role of this sector and its connection with public finance, has been a source of numerous problems for many years. All weaknesses of the healthcare system in terms of human resources and organisation have been clearly exposed in the time of COVID-19 pandemic. Being faced with it, healthcare institutions and their employees struggle with problems of a greater work-related burden, arduous working conditions and continued concerns about their health and life. The research was conducted in December 2020 on a representative sample of healthcare professionals with the aim to identify their opinions on functioning in the workplace during the COVID-19 pandemic. For the research purposes, the CATI technique was applied with a Likert scale-based questionnaire. Findings: The research findings outline the work environments of healthcare professionals during the second wave of COVID-19 pandemic and their effects on the sense of security. Research limitations/implications: Due to the period of the research conduct, its results have a unique quality and enable depicting the current situation and problems of the medical community as a result of the COVID-19 pandemic. However, as the worldwide scale of the COVID-19 pandemic is an unprecedented situation considering its spread, the use of resources as well as organisational and political solutions, problem research literature on the subject was unavailable in the process of preparing the study. Practical implication: The conclusions of the research draw attention to the need of using modern technologies in strategic management of internal communication systems, especially during crises such as a pandemic. Originality/value: The results of the research give a unique picture of healthcare professionals’ opinions referring to sense of health security and the state of the health system during the pandemic. [ABSTRACT FROM AUTHOR]

Background: Physicians and nurses experience poor psychological well-being relative to other employees in healthcare fields. This study aimed to evaluate the psychological well-being among physicians and nurses in Makkah's major hospitals. Methods: In this cross-sectional study, 460 physicians and nurses from seven major hospitals in Makkah were recruited to investigate their psychological well-being using the General Health Questionnaire-12 (GHQ-12) based on social dysfunction, anxiety, and confidence loss. Results: Over half (64.3%) of the physicians and nurses in this study scored at or above the GHQ-12 cut-off point (12), which is a positive result for poor psychological well-being. There were significant differences in the psychological well-being mean between Saudis and non-Saudis (t = 2.203, p = 0.028), years of work experience (t = 3.349, p = 0.001), hospitals (F = 2.848, p = 0.010), attending psychological support sessions (t = 2.082, p = 0.038), and history of visiting psychological clinics (t = −4.949, p < 0.001). There was also a significant association between the three GHQ-12 factors and the participants' socio-demographic characteristics. Conclusion: The psychological well-being of physicians and nurses is low. The alarming number of physicians and nurses suffering from social dysfunction, anxiety, and loss of confidence should be addressed in Makkah's major hospitals. The employee assistance program (EAP) could be highly valuable and effective for addressing the well-being of employees and their personal problems that may impact their work performance, conduct, health, and overall well-being at the Ministry of Health. [ABSTRACT FROM AUTHOR]

Since the housing monetization reform of the central government in Beijing was carried out in 1998, all units have actively cooperated with the reform work to solve the housing problem of employees. In the process of practice after the implementation of the policy, some problems have gradually been found. With the continuous growth of residents' housing demand and housing prices, the current housing subsidy issuance standards have been unable to meet the needs of employees to purchase houses, and the issuance of housing subsidies has lagged behind. This paper analyzes the basic situation of housing monetization, the comparison of housing-related subsidy policies, the problems existing in the practice process, and the university measures in the reform process, in order to solve the housing problems of employees, solve the worries of new and old employees, improve people 's living standards, and increase happiness index. [ABSTRACT FROM AUTHOR]

Among other factors, the state of danger (a verbatim translation of veszélyhelyzet in official documents) declared because of the pandemic has made life more difficult than before also for the parties involved employment relationships. The constantly changing legislative environment and the increased presence of COVID-19 have put employers and their employees in a difficult situation both from economic and human perspectives. In what follows, I intend to give an overview of the regulations related to working during the state of danger declared because of COVID-19 from the point of view of the employers' rights and authority, highlighting two important aspects: that of the institution of home office and that of the vaccinations. [ABSTRACT FROM AUTHOR]

Copyright of Revista Producao Online is the property of Associacao Brasileira de Engenharia de Producao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Despite substantial studies on COVID-19 and the problems employees face, the association between COVID-19 and resigning jobs has not caught the interest of researchers. Millions have already resigned from their employment, and more are expected to resign. This study aims to investigate the relationship between the demographics of employees, the course of COVID-19, perceived effect of COVID-19 on life (PEoC), fear, entrapment feeling, depression, and quitting the job during the COVID-19 pandemic. A cross-sectional study was designed, and a convenient sampling method was adopted. Data were collected via an online questionnaire and analyzed by using SPSS version 26. Correlation and regression analyses were performed to reveal the relationship. Coefficients and significance values were used to interpret the results. Independent samples t-test and one-way ANOVA are used to determine the difference across the groups. The correlation between depression and work location is statistically significant. The PEoC increases fear, internal and external entrapment, and depression. Despite the statistically significant correlations between quitting jobs and the education level, internal and external entrapment, PEoC, fear, and depression for employees who have COVID-19 history, quitting the job was found to be affected only by COVID-19 history, internal entrapment feeling, and education level. This study has shown that quitting the job is associated with PEoC, depression, and internal and external entrapments. The correlation between quitting jobs and other conditions differs depending on the COVID-19 history of the employee. Furthermore, quitting the job is being affected by the coronavirus history, the internal entrapment, and education level. [ABSTRACT FROM AUTHOR]

Copyright of Logos: A Journal, of Religion, Philosophy Comparative Cultural Studies & Art (08687692) is the property of Logos and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Voicing criticism seems to be a difficult task for employees in international organisations (IOs), as numerous anecdotes in the literature suggest. This observation is alarming, since internal criticism is an indispensable resource for organisational learning processes. So why are IOs apparently not using this resource to its full potential? The present article is the first to provide a comprehensive answer to this question by combining insights from organisation theory with an empirical case study of the UN Secretariat. My general argument is that 'criticism from within' is ambivalent. It can be a resource for, but also a threat to IOs: internal criticism can endanger an IO's external reputation as well as destabilise the organisation from within. Based on this theoretical understanding, I identify and empirically examine three specific reasons for the UN Secretariat's weak criticism culture: (1) Criticism is suppressed due to a widespread fear of leaks resulting from external pressures. (2) Criticism is avoided as a strategy of self-protection in the face of (inevitable) failures. (3) Constructive criticism is difficult to express in settings where organisational hypocrisy is necessary. [ABSTRACT FROM AUTHOR]

Purpose: To identify and discuss the protective measures implemented to prevent SARS-CoV-2 infection among employees. Design/methodology/approach: The four-stage course of research. Case study and structured interviews with all employees, directly and indirectly, involved in food processing. Research questions: (R1) What measures have been taken to prevent the risk of infection among employees? (R2) What activities and responsibilities were the most difficult and easiest for employees to follow when implementing these measures? Findings: Administrative protective measures dominate in the organization. Wearing additional protective equipment, keeping distance, and following new hygienic procedures are the most difficult issues. Temperature self-measurement and signing of health declarations are not a problem for employees. It is a need to listen to employees about the protective measures. Research limitations/implications: The results refer to one unique case and should not be generalized. However, it is clear that protective measures and their implementation seem to make employees more aware of potential hazards. Therefore, the questions included in our interview can be recommended for use in other organizations, not only in food companies. Originality/value: The article fills in the research gap. According to the authors' knowledge, this is the first study in Poland that is based on the experience of a food company. [ABSTRACT FROM AUTHOR]

Copyright of Collected Papers of the Law Faculty of the University of Rijeka / Zbornik Pravnog Fakulteta Sveučilišta u Rijeci is the property of Pravni fakultet Sveucilista u Rijeci and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Turkey has 40% of the world's marble potential with its marble reserves in more than 120 different colors and designs. In addition, it is a country with a high potential with nearly 20 granite reserves. The classification of stones such as marble and granite is quite difficult due to the similar color and pattern. This situation poses a major problem for sector employees and customers. In order to solve this problem, a method has been proposed to classify marble and granite types in Turkey. Data sets with four mobile phones and two cameras have been created in quarries and retail stores in ten cities. Lens and imaging technology diversity was provided with 6 cameras used. In addition to stone images with ideal and non-ideal pattern-color tones, images of stones exposed to improper storage conditions and photographic errors such as light and shadow were also included in the data set. As a result of the study, a new data set containing 24480 images of 102 stones in total, 88 of which are marble and 14 of which are granite, was created. The number of images was increased to 171360 with three different data augmentation methods. Stratified Shuffle Split, K fold cross validation methods were used to prevent memorization in training and to increase the performance and reliability of networks. With the data set, 7 pre-trained convolutional neural networks were trained using transfer learning method. The most successful network is ResNet-50, with a classification success rate of 97.4%. [ABSTRACT FROM AUTHOR]

Poor worker health is estimated to cost employers more than half a trillion dollars per year in lost productivity [Japsen, B. (2018, November 15). Poor worker health costs U.S. employer's half trillion dollars a year. Retrieved March 8, 2019, from ]. Stress, especially as it pertains to work-family conflicts, has been shown to be a primary contributor to employee health problems [Gisler, S., Omansky, R., Alenick, P., Tumminia, A., Eatough, E., & Johnson, R. (2018). Work-life conflict and employee health: A review. Journal of Applied Biobehavioral Research, 23(4), 1–46. ]. This paper investigates how physical health symptoms resulting from increased work-family conflict may be mediated through increased alcohol and cigarette use, and how that relationship is moderated by factors such as family-friendly policies implemented by the organizations, time management, sex of the individual, and norms around the use of these substances among employees. The study examined 1275 blue collar/front-line workers from 60 different small businesses. Alcohol and cigarette use were found to partially mediate the relationship between high levels of work-family conflict and negative physical health symptoms. The availability and ease of use of family-friendly policies moderated the effects of the relationship as well. Results and implications are further discussed. [ABSTRACT FROM AUTHOR]

Background and Aims: This study evaluated whether a preventive intervention program for problem gambling would increase managers' inclination to act when concerned about gambling in the workplace. Design: Clusterrandomized controlled trial. Ten workplaces were randomized to either intervention or control condition. Participants: At the 12-month endpoint, there were n = 136 managers and n = 1594 subordinates in the intervention group, and n = 137 managers and n = 1150 subordinates in the waitlist group. Intervention: The intervention consisted of (1) six hours of skill-development training for managers regarding gambling, problem gambling, gaming, and harmful use of psychoactive drugs, and (2) six to eight hours of assistance in developing or improving workplace gambling policy. Measurements: The primary outcome was the managers' self-rated (on a 1 to 10 scale) inclination to act when concerned about an employee's problem gambling 12 months after baseline. Findings: The between-group difference in the managers' inclination for the full intervention group (M = 8) and the control group (M = 7.4) was not significant at the 12-month follow-up, but it was when only including managers who attended the skilldevelopment training (M = 8.2), d = 0.31, p = .04. Conclusion: A workplace prevention program aimed to increase managers' inclination to act when they are concerned regarding an employee's gambling resulted in statistically significant changes for those who attended training, but not for the whole intervention group when non-attendees were included. [ABSTRACT FROM AUTHOR]

Human resources are one of the critical assets in the company, and failure to manage human resources can result in disruptions in the achievement of goals in the company, both in performance, profit, and survival of the company itself. This research aims to determine the effect of anxiety and employee engagement on millennial employees' performance with resilience as a mediating variable. The object of this study is the millennial operational staff in PT Bumitama Gunajaya Agro amounts to 776 employees. Millennials are a diverse group of people that were born between 1981 and 1996. Today, they can be anywhere between 25-40 years old and represent ⅓ of the labor force in the labor market. The authors selected 228 respondents in the agronomy assistant section for the study. Data collection was carried out using a questionnaire on a Likert scale. This research method is Structural Equation Modeling (SEM) through the AMOS program version 22. The study results show that anxiety has a negative effect on the resilience and performance of millennial employees, while employee engagement has a positive effect on these indicators. The higher the engagement of employees will increase their resilience. This can be a trigger in achieving the optimal performance of employees. Employees who have low anxiety will bring optimal performance, while employees with high anxiety will produce low performance. This is the uniqueness of each employee facing the problems faced; work experience and mastery of himself become essential to this dynamic. [ABSTRACT FROM AUTHOR]

The study discusses how the process information reserves can be used for improving production flexibility on the basis of production component variation control. Building upon the assumption that the data in question describe the functions of the production components as those experience perturbations, we submit that it may be possible to predict the productivity and economic efficiency for new, previously unused control options. We elaborate on the production components that ensure production flexibility, approaching them as a highly autonomous holon. We determine the conditions that make it possible to analyze the holon control options in isolation from controlling all other components. We also suggest a solution to the problem of predicting the employees' impact on production. Our suggestion is based on limiting the types of impact accessible to a human operator. The study looks at the reasons behind the uncertainty of production control simulation modeling results, which stem from the peculiarities of the data collected. We propose a criterion for assessing the impact of uncertainty on the productivity indicators' variation. This study offers a systemic overview of the aspects of a production simulation aimed at assessing the impact of uncertainty on productivity predictions. As an example, we review how uncertainty affects the variation of coke consumption and productivity of a blast furnace, which is ensured by selecting a suitable option for iron ore sinter quality control. [ABSTRACT FROM AUTHOR]