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.

In the teaching of graphic design, students' learning state and learning effect are poor due to the lack of attractiveness of teaching materials. In order to fully display the graphic design knowledge contained in totem patterns, a model based on the pattern elements of totem patterns was constructed. Through Marvelous Designer software, the display of totem visual effects under different pattern element configurations was realized, providing a basis for the comparative explanation of graphic design teaching. When designing the teaching content, based on the totem art culture, it has constructed three parts of teaching methods of plane composition, teaching contents of plane composition and teaching concepts of plane composition, which correspond to the material selection, composition and freehand brushwork skills of totem patterns in modeling creativity and expression techniques, and the range of material selection, composition form and connotation of plane design teaching, the specific application is realized through knowledge transfer.

A problem in post-harvest of avocado (Persea americana Mill.) is the heterogeneity in fruit ripening, due to differences in the time of fruit set and the inability to ripen on the tree, a situation that causes inconsistencies in quality and differences in the response to preservation and processing technologies. In postharvest, the application of ethylene gas in hermetic chambers has been used to advance ripening; however, the use of ethylene releasers in liquid form (ethephon) has been proposed as an alternative, mainly for the treatment of low volumes of fruit. The present work was carried out in the production zone of Salvador Escalante (Michoacán, Mexico) with the objective of evaluating the effect of the application of two concentrations of ethephon on the time and homogenization of fruit ripening of avocado cultivars (cv.) Hass and Méndez. Fruits with 23.4% (cv. Hass) and 24% (cv. Méndez) of dry matter were harvested; one group was immersed in a solution of ethephon 500 mg/L and the other in 1,000 mg/L, both for 5 minutes; the treated fruits plus a control were stored at 20 °C for 11 days. Changes in respiration, ethylene production, weight loss, firmness, epicarp and pulp color, total phenol, chlorophyll and total carotenoid concentrations were evaluated. The results showed that ethephon doses of 1,000 mg/L in cv. Hass and 500 mg/L in cv. Méndez presented a ripening process 2 days earlier than the control.

The electrospinning precursor solution was prepared by dissolving polyvinyl pyrrolidone as template, tetrabutyl titanate as titanium source, and acetic acid as inhibitor. The TiO₂ nanofilms were prepared by precursor solution electrospinning and subsequent calcination. Thermal gravimetric analysis (TG), scanning electron microscopy (SEM), X-ray powder diffraction (XRD), and transmission electron microscopy (TEM) were used to characterize and analyze the samples. The influence of technological parameters on spinning fiber morphology was also studied. The results indicate that the TiO₂ nanofibers morphology is good when the parameters are as follows: voltage 1.4×10⁴ V，spinning distance 0.2 m，translational velocity 2.5×10^-3 m·s^-1, flow rate 3×10^-4 m·s^-1, and needle diameter 3×10^-4 m. The diameter of the fibers is about 150 nm. With the 1×10^-4 mol·L^-1 methylene blue solution used as simulated degradation target, the degradation rate is 95.8% after 180 minutes.