The aim of this research is to explore the relationship between remuneration, job satisfaction, and employee performance. Remuneration, in this context, refer to a system synchronization that is based on performance appraisal result. In this, regard, the research employed a descriptive quantitative method, with a population comprising all University of Padjadjaran lecturers which were a total of 2,090. Furthermore, in order to gather the research sample, a probability sampling technique was employed. This technique was selected because of its reputation as the most general strategic sampling technique in quantitative research to achieve representativeness (1). The obtained result showed that there was a positive and significant relationship between the remuneration and job satisfaction of lecturers in University of Padjadjaran. Accordingly, a significant value of 0.000 < 0.05 and a t-count value of 19.330 > 1.95 was observed, meaning the H1 hypothesis in this research was accepted. It is also expedient to acknowledge that a positive and significant relationship was found between job satisfaction and the performance of the lecturers in study area. For this relationship, a significant value of 0.010 < 0.05 and a t-count value of 5.676 > 1.95 was found. These findings led to the acceptance of the H2 hypothesis proposed in this research. Similarly, the relationship between remuneration and the performance of the observed lecturers was found to be positive and significant. The observed significant value in this regard was 0.000 < 0.05 and the t-count value was 4.057 > 1.95, indicating that H3 hypothesis was also accepted. Lastly, the relationship between remuneration and employee performance mediated by job satisfaction of lecturer in University of Padjadjaran was explored, and it was found to also be positive and significant, with a significant value of 0.000 < 0.05 and a t-count value of 5.429 > 1.95. This indicated that the H4 hypothesis proposed in the research was accepted.

Organizational commitment (EOC) and employee loyalty are two critical constructs that contribute to organizational success. Understanding the intricate relationship between these factors is essential for organizations seeking to cultivate a loyal and committed workforce. This study delves into the mediating effect of EOC on employee loyalty, examining the mechanisms through which organizational culture fosters a loyal workforce. To investigate the mediating role of EOC, a sample of 300 employees from the Indonesian Port Corporation was surveyed. Path analysis, a statistical technique that assesses the strength and direction of relationships between multiple variables, was employed to test the study’s hypothesis. The findings revealed a strong association between organizational culture, EOC, and employee loyalty. Organizational culture dimensions, particularly teamwork, respect for individuals, stability, attention to detail, and outcome orientation, were positively related to EOC and employee loyalty. Furthermore, EOC was found to mediate the relationship between organizational culture and employee loyalty, indicating that EOC plays a crucial role in shaping employee loyalty within a supportive organizational culture context. These findings underscore the importance of fostering EOC to enhance employee loyalty and organizational success. Organizations seeking to cultivate a loyal workforce should create a supportive organizational culture that promotes teamwork, respect for individuals, stability, attention to detail, and outcome orientation. By nurturing these cultural traits, organizations can foster a strong sense of EOC among their employees, increasing employee loyalty, productivity, and organizational growth.

Intelligent toy design and development talents need to master certain electronic intelligent control, arts and crafts design, product modeling design and other skills. There is a shortage of intelligent toy designers in our country, and toy enterprises are in urgent need of professional and technical personnel engaged in toy product modeling and functional design. Therefore, it is urgent to cultivate intelligent toy design and development talents. This paper explores the necessity of cross-professional training of intelligent toy design and development talents, relies on teachers' scientific research and enterprise projects, etc., takes graduation projects as a breakthrough, pushes back the talent training curriculum system, and proposes an cross-professional collaborative training model. Through cross-professional combination training intelligent toy design talents, so that they have the design thinking of toy designers and a certain degree of electronic engineer design thinking, can better adapt to the rapid development of modern toy design industry, enterprises changing new requirements.

The environmental issue of single-use plastic is extremely discussed due to waste accumulation and the consumption of non-renewable resources. This study aims to investigate the properties of bioplastic compared to petroleum-based plastic. Two stages of stretch blow molding were used to fabricate polyethylene terephthalate (PET) and bio-polyethylene terephthalate (Bio-PET) bottles. The shelf life extension of chili sauce paste stored in PET and Bio-PET containers with an oxygen scavenger at 45 ℃ in an accelerated condition was investigated. After twelve weeks, the chili sauce paste stored in the container bottle was observed. PET and Bio-PET bottles without oxygen scavengers were also determined as a control for comparison. The result showed that both PET and Bio-PET bottles with oxygen scavengers could prolong the quality of chili sauce paste similarly, meaning that PET could be replaced by Bio-PET as a chili sauce paste container. Other properties, such as thickness gauge, color, leak test, drop test, and close-open force of the container bottle, were also verified to check the product quality standard.

The financial inclusion program in Asia has begun to be carried out intensively, focusing on increasing public access, especially for people who have yet to enjoy banking services. This makes financial inclusion one of the development focuses in the financial sector in various countries, especially in the Asian region. This study compares the financial inclusion level and socioeconomic variables’ influence on financial inclusion in Asian countries in 2010–2022. To compare the level of financial inclusion in several Asian countries, the Index of Financial Inclusion (IFI) analysis method was used, while to examine the relationship between socioeconomic variables on financial inclusion, the Ordinary Least Square (OLS) method was used with an estimation technique, in the Fixed Effects Model approach. The results of this study indicate that, in general, financial inclusion in several Asian countries is mainly influenced by the usability dimension. In addition, only the variable GDP per capita is partially influential. While other variables, namely, the unemployment rate and population in rural areas, significantly influence the financial inclusion index.