Nowadays, our life needs more and more electricity, and our lives cannot be without electricity, which requires our power to develop more quickly. Power plants are undoubtedly the place where electricity is produced. And now most of the power plant or chemical energy can be converted into heat, and then through the heat to do power production. The boiler is the main part of the power plant. Boiler unit consists of boiler body equipment and auxiliary equipment. The main body of the boiler consists of 'pot' (soft drinks system) and 'furnace' (combustion system). Baotou thermal power plant is mainly burning gas. The gas and air are at a certain rate into the furnace burning. This can greatly reduce the pollution of the environment, but also the full use of fuel. The soda system is mainly carried out in the drum. The heat generated by the combustion system heats the water in the drum, producing steam and then pushing the steam turbine into mechanical energy and finally into electrical energy. This has a high demand for water level, water composition, and the temperature of the steam produced in the drum. The water level should have upper and lower bounds, keeping it within a certain range. Water level is too high, will affect the steam drum soda separation effect, so that the steam drum exports of saturated steam with water increased, causing damage to the turbine, will cause serious explosion. And the water level is too low, it will affect the natural circulation of the normal, serious will make the individual water pipe to form a free water, resulting in flow stagnation, resulting in local metal wall overheating and burst pipe. Water in the heating at the same time will form a lot of scale, if not the chemical treatment of water will be in the formation of scale in the drum, cleaning more difficult, so the damage to the drum. The pressure of the drum is also an important control variable, and pressure control is highly correlated with liquid level control. It is necessary to ensure the integrity of the equipment, but also to ensure safety, followed by ensuring that the process of normal operation of the drum water. This time, the design is mainly for the unit steam temperature control system design. Steam temperature is one of the important indicators of boiler operation quality. It is too high and too low will significantly affect the power plant safety and economy. If the temperature of the steam is low, it will cause the power plant to increase the heat consumption and increase the axial thrust of the turbine to cause the thrust bearing to overload, but also cause the steam turbine to increase the final steam humidity, thus reducing the efficiency of the turbine, aggravating the erosion of the blade. On the contrary, the steam temperature is too high will make the super-heater wall metal strength decreased, and even burn the high temperature of the super-heater, the steam pipe and steam turbine high-pressure part will be damaged, seriously affecting safety. The boiler temperature control system mainly includes the adjustment of the superheated steam and the reheat steam temperature. The superheated steam temperature is the highest temperature in the boiler soda system. The stability of the steam temperature is very important for the safe and economical operation of the unit. Therefore, in the boiler operation, must ensure that the steam temperature in the vicinity of the specified value, and the temperature of the super-heater tube wall does not exceed the allowable working temperature.

Organisational competitiveness hinges on the strategic integration of digital transformation (DT), emerging skills (ES), and organizational health (OH) to foster sustainable performance. Despite the pivotal role of these variables, limited research investigates their interplay in Micro, Small, and Medium Enterprises (MSMEs) in Indonesia. This study addresses this gap by empirically examining how MSMEs navigate challenges and opportunities amid the digital transformation landscape. Specifically, the research probes the intermediary function of the synergistic integration between DT and ES, influencing organisational performance (OP) moderated by OH. Utilizing a validated questionnaire, a three-month convenience sample involved 120 MSME managers. Partial least squares structural equation modelling analysis was employed to assess hypotheses. Findings indicate a significant relationship between DT, ES, and OH, with DT influencing OP. Interestingly, ES alone does not impact OP. Structural equation modelling reveals OH as a mediating variable between DT, ES, and OP. While the proposed model is preliminary, offering avenues for further research, this study underscores the importance of emerging skills in the MSME sector, contributing to a nuanced understanding of organisational competitiveness dynamics.

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

As digital technologies continue to shape the economy, countries are faced with increasing scrutiny in the use of digital transformation to aid productivity and improve performance. In South Africa, the COVID-19 pandemic accelerated Small and medium-sized businesses’ (SMEs’) uptake of digital technologies, as many businesses had to shift their operations online and adopt new digital tools and technologies to solve the challenges posed by the pandemic. This has led to an increased focus on digital transformation mechanisms among South African firms. Therefore, the study examines the effect of digital transformation on the productivity of firms using cross-sectional data from the World Bank Enterprise Survey (WBES) (2020). The survey was based on firms and is a representative sample of the private sector in the South African economy and covers a wide variety of business environment themes, such as infrastructure, competitiveness, access to finance, and performance indicators. We found that digital transformation improved productivity of South African firms. Furthermore, empirical findings are reassuring robust to the IV-2SLS and quantile regression model, size of business, sectoral and provincial analysis. Finally, we recommend that policy makers should develop and implement initiatives to improve digital infrastructure, including high-speed internet access and reliable connectivity, especially in rural and underserved areas.

In immigration services, it is essential to provide good service to the public, in line with the principles of public service. However, in reality, many people still feel that they have not received optimal public service. This study addresses the issue of whether there is a direct and indirect influence of employee competence on citizen satisfaction, with the indirect influence using service quality as a mediating variable. This research employs a quantitative associative method with a population of applicants at the Surakarta Class I Checkpoint Immigration Office over one month, totaling 6236 individuals. A sample of 259 people was obtained using the Isaac and Michael table. Data collection was conducted using a questionnaire distributed via Google Forms to the applicants. The results were then analyzed using descriptive analysis, hypothesis testing with SPSS version 26, path analysis, and finally, the Sobel test. The results of the study indicate that employee competence directly affects service quality with a t-value (18.119) exceeding the t-table (1.969), but does not directly affect citizen satisfaction with a t-value (0.831) less than the t-table (1.969). Meanwhile, service quality directly affects citizen satisfaction with a t-value (10.156) greater than the t-table (1.969). Path analysis and the Sobel test also show that employee competence indirectly affects citizen satisfaction through service quality, with a Sobel test t-value of (8.87) greater than the t-table (1.969). Based on these results, it is concluded that there is no direct influence of employee competence on citizen satisfaction, but there is an indirect influence of employee competence on citizen satisfaction through service quality.