Physical design of a new set of high poloidal mode number coils in the EAST tokamak

An external resonant magnetic perturbation (RMP) field, an effective method to mitigate or suppress the edge localized mode (ELM), has been planned to be applied on the ELM control issue in ITER. A new set of magnetic perturbation coils, named as high m coils, has been developed for the EAST tokamak. The magnetic perturbation field of the high m coils is localized in the midplane of the low field side (LFS), with a spectrum characteristic of high m and wide n, where m and n are the poloidal and toroidal mode numbers, respectively. The high m coils generates a strong localized perturbation field. Edge magnetic topology under the application of high m coils should have either a small or no stochastic region. With the combination of the high m coils and the current RMP coils, flexible working scenarios of the magnetic perturbation field are available, which is beneficial for ELM control exploration on EAST. Numerical simulations have been carried out to characterize the high m coil system, including the magnetic spectrum and magnetic topology, which shows a great flexibility of magnetic perturbation variation as a tool to investigate the interaction between ELM and external magnetic perturbation.

PENGARUH PENERAPAN FLEXIBLE WORKING ARRANGEMENT, WORKLIFE BALANCE TERHADAP DIGITAL TRANSFORMASI SERTA IMPLIKASINYA TERHADAP PRODUKTIVITAS KERJA

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh flexible working arrangement, worklife balance terhadap digital transformasi serta implikasinya terhadap produktivitas kerja. Saat ini dan mungkin perusahaan terpaksa karena pandemi covid-19 untuk menerapkan sistem kerja yang fleksibel. System kerja yang fleksibel sudah banyak diterapkan di perusahaan asing/multinasional sebelum terjadinya pandemi covid-19 dengan sistem kerja yang fleksibel perusahaan juga mengharapkan worklife balance karyawannya tetap terjaga dan peningkatan kemampuan pada digitalisasi/teknologi. Dengan pendekatan kuantitatif penelitian ini dilakukan berbasis explanatory research. Sampel yang diambil sebanyak 200 responden dari berbagai jenis perusahaan dengan menggunakan pendekatan analisis SEM berbasis aplikasi AMOS versi 23.0. Berdasarkan hasil analisis menunjukkan bahwa flexible working arrangement, worklife balance berpengaruh signifikan terhadap digital transformasi serta berimplikasi signifikan terhadap produktivitas kerja dilihat dari hasil uji Goodness of Fit (GoF), Reliabilitas dengan Uji Construct Reliability (CR) yaitu menguji keandalan dan konsistensi data, dimana kriteria Construct Reliability (CR) nya adalah > 0,7 dan nilai Variant Extracted nya (AVE) > 0,5, serta hasil uji Confirmatory Factor Analysis (CFA) untuk CR ≥ 1,96 dan p-value ≤ 0.05. Abstract This study aims to determine the effect of flexible working arrangements, work-life balance on digital transformation and their implications for work productivity. Currently and perhaps companies are forced due to the covid-19 pandemic to implement a flexible work system. A flexible work system has been widely applied in foreign/multinational companies prior to the COVID-19 pandemic. With a flexible work system, the company also expects the work-life balance of its employees to be maintained and their ability to increase in digitalization/technology. With a quantitative approach this research was conducted based on explanatory research. Samples were taken as many as 200 respondents from various types of companies using SEM analysis approach based on AMOS application version 23.0. Based on the analysis results show that flexible working arrangement, worklife balance have a significant effect on digital transformation and have significant implications for work productivity seen from the results of the Goodness of Fit (GoF) test, Reliability with the Construct Reliability (CR) test, namely testing the reliability and consistency of the data, where the criteria The Construct Reliability (CR) is > 0.7 and the Variant Extracted value (AVE) is > 0.5, and the results of the Confirmatory Factor Analysis (CFA) test for CR 1.96 and p-value 0.05.

Indonesian professionals’ perspectives on flexible working arrangements as an alternative employment option post-Covid 19 recovery

The objective of the study is to assess how industry professionals perceive the implementation of flexible work arrangements (FWA) and what challenges are likely to enable or hinder its adoption in Indonesian companies. We conducted an intensive qualitative study for three months, guided by phenomenology, with 15 industry professionals representing multi-sectorial industries, as respondents. Laddered open-ended interviewing using two series of focus group discussions was employed. Thematic analysis was used to analyze the data. Our findings show that industry professionals are in favor of FWA due to the many benefits it could bring to the employees like work-life balance, health and safety, flexible hours, convenience and comfort, and efficiency in the utilization of office space facilities.

REFLECTIONS ON WORK-LIFE BALANCE FOR PARENTS AND GUARDIANS IN THE LIGHT OF DIRECTIVE (EU) 2019/1158 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL

In this article the authors submit thorough analysis a new Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers as well as the repealing Council Directive 2010/18/EU that entered into force on August 1, 2019, paying special attention to adjusting domestic regulations to it. The solutions adopted in this Directive lay down minimum requirements designed to achieve equality between men and women regarding labour market opportunities and treatment at work, by facilitating the reconciliation of work and family life for workers who are parents, or carers. To that end, this Directive 2019/1158 provides for individual rights related to the following: paternity leave, parental leave and carers’ leave, flexible working arrangements for workers who are parents, or carers.

Assessing the Preparedness to Work in an Active Company on the Basis of Sociological Research

Based on the statistics, because of the survey of Novosibirsk region residents, we studied data on personal readiness for activity in work, to flexibility, to adaptability. Employees should be able to assess the real situation, and should be able to be creative. Businesses are moving to a flexible organization, flexible working conditions. It is increasingly worrying workers and businesses. The article takes on special relevance in the context of the search and activation of new sources of economic development with the introduction of a new methodology for the management of Agile. The assessment was satisfactory. Self-assessment of the potential of workers has been reasonable. The level of independence was adequate. The desire to participate in a new type of economy with commercialization is unsatisfactory. The desire to participate in scientific developments, discoveries, inventions is unsatisfactory. The validity of the study's findings is based on self-assessments of ability, preparedness (competence) and desire (motivation) activities, mainly for work and continuous education.

The employment status of food delivery riders in Europe and the UK: Self-employed or worker?

Online platforms are revolutionizing our daily lives in an attempt to make it easier by offering innovative services. They also have introduced radical new business models which provide a new type of flexible working, facilitating employment. While platforms are revolutionary vehicles, they also denied workers status, resulting in food delivery riders facing precarious working conditions. The current regulatory framework is underdeveloped and unable to guarantee basic social rights to platform workers, except for Spain. At the same time, delivery workers are fighting to get some form of recognition and protection. Consequently, courts have been increasingly requested to determine the riders’ legal status. However, courts are struggling in characterizing those employment relationships resulting in disparities. For instance, the Cour de Cassation in France has established that an employer-employee relationship existed while the UK High Court denied worker status to Deliveroo riders. This lack of harmonization and different rulings could result in the application of EU rules in some countries but not others. It might, therefore, be time for the EU to start recognizing and regulating these jobs to offer better worker protections.

Is Digital Nomadism the Answer to Work Life Balance?

The world is currently experiencing a rude awakening because of the COVID-19 pandemic and in a matter of months businesses averse to trust the benefits of remote working have been compelled to adapt. This advantage has enabled many Human Resource (HR) Professionals to revisit the dreaded topic of flexible working, as the new normal has shown that it is not where you work but the work you produce that matters. Ironically, the age-old question of work-life balance surfaces as individuals search for the purpose of life as the pandemic brings everyone to their knees and philosophically people question what exactly is this balance. For HR Professionals this question is not personal but a matter of their profession in providing companies with a wider lens to understand that in order to remain competitive they need to adapt to change. One of the ways is to develop an open mindset and flexibility to revise their policies on types of flexible working, which offers work-life balance and positively impacts their ability to retain and attract highly skilled talent. This article examines the concept of Digital Nomadism as one of the radical yet realistic ways to achieve work-life balance. Digital Nomadism puts a new spin on work arrangements and is a movement of highly mobile workers who dictate where they work, how they adapt to the demands of work to suit their lifestyle and find balance; with digital technologies. The concept has been around since 2014, the history of nomadism even longer but what is new, and why this subject adds value is the ingenuity of technology, how it makes this way of working a reality and the increasing numbers of digital nomads. The research suggests that approximately several hundred thousand of digital nomads exist throughout the world and numbers continues to rise due to globalization and the need for talent to be flexible with their lifestyles and work. Interestingly, while many companies are convinced of the technological disruptors and how it changes the face of work from a technical perspective, the flexibility of work patterns remains a hard sell in some cases. Consequently, recruiting for talent, employment contracts and the way work is organized, remains the same and lacks flexibility. This limits the opportunity to remain competitive, retain or attract top talent and drive innovation at all angles of the business. This paper will confirm whether the solution to work-life balance is the notion of digital nomadism, detailing how it works, its benefits and issues, with the intention to offer an option to forward thinking companies, reasons to adapt their flexible working policies.

KINERJA KARYAWAN DILIHAT DARI KEPEMIMPINAN, DUKUNGAN PERUSAHAAN DAN PRAKTIK BEKERJA DARI RUMAH

Penelitian ini memiliki tujuan untuk melihat hal-hal yang mempengaruhi kinerja karyawan yakni kepemimpinan, work from home sebagai pemoderasi dan dan dukungan perusahaan sebagai mediasi. Literatur yang digunakan dalam membangun model penelitian ini antara lain yang berkaitan dengan kepemimpinan, kemudian untuk kinerja karyawan adalah konsep yang berkaitan dengan manajemen kinerja, selanjutnya untuk work from home digunakan konsep flexible working arrangement dan terakhir dukungan perusahaan yang juga mengacu pada konsep dukungan perusahaan. Metode penelitian dengan pendekatan kuantitatif, dengan pengambilan sampel secara acak pada responden yang bekerja di perusahaan non esensial di Jakarta, kemudian diolah menggunakan pendekatan variance based structural equation modelling. Hasil yang diperoleh menunjukkan bahwa kepemimpinan mempengaruhi kinerja karyawan di perusahaan non esensial, kemudian tidak didapat bukti bahwa dukungan perusahaan tidak terbukti mempengaruhi kinerja karyawan di perusahaan non esensial, selain itu work from home sebagai pemoderasi dan dukungan perusahaan tidak terbukti sebagai pemediasi kepemimpinan dan kinerja karyawan. Implikasi dari hasil penelitian ini adalah pada perusahaan non esensial perlu mencari formula selain dukungan perusahaan dan praktik work from home dalam hal mendorong kinerja karyawan, namun demikian kepemimpinan memiliki pengaruh terhadap kinerja khususnya di perusahaan non esensial, sehingga sisi kepemimpinan dianggap perlu untuk dioptimalkan.