http://repository.unigal.ac.id:8080/handle/123456789/6 2026-10-04T00:13:02Z http://repository.unigal.ac.id:8080/handle/123456789/10656 INOVASI PEMBELAJARAN MATEMATIKA: MODEL, MEDIA, DAN STRATEGI UNTUK MENINGKATKAN KEMAMPUAN MATEMATIS SISWA Zahra, Firda Yuliani; Yasfa Azahra, Annisa; Widaningrum, Humaeroh; Siti Nazrotul, Cica; Nurul Awaliah, Nisa; Nurhabibah, Nuni; Effendi, Adang; Nuraida, Ida; Tusi Fatimah, Ai; Nailah Zamnah, Lala; Amam, Asep; Eva Zakiah, Nur; Meta Ruswana, Angra; Solihah, Sri; Sunaryo, Yoni Pembelajaran matematika tidak lagi hanya berfokus pada penguasaan prosedur dan hasil akhir, tetapi juga pada proses berpikir, kemampuan komunikasi, literasi, kreativitas, serta pemahaman konsep yang bermakna. Oleh karena itu, diperlukan model, media, dan strategi pembelajaran yang mampu memfasilitasi keberagaman karakteristik siswa, baik dari sisi gaya belajar, kondisi afektif, maupun konteks pembelajaran yang dihadapi. Buku ini berupaya menjawab tantangan tersebut melalui kajian-kajian empiris dan reflektif yang disajikan secara sistematis dan aplikatif. 2025-12-20T00:00:00Z http://repository.unigal.ac.id:8080/handle/123456789/10655 Determinants of Managerial Performance: The Mediating Role of Work Ethic in Indonesian Batik MSMEs Herlina, Elin; Djulius, Horas; Zakaria, Azfahanee In this study, how managerial performance is shaped by organizational culture, managerial competence, and the work environment through work ethic in batik micro, small, and medium-sized enterprises (MSMEs) in East Priangan, West Java, is examined. Affective mediators are largely relied on by prior performance studies, and limited explanation of how organizational conditions are translated into value-based managerial behavior is provided by them. Survey data from 258 owner-managers and managers were analyzedusing partial least squares structural equation modeling (PLS-SEM). The strongest positive relationship with work ethic was shown by the work environment (β = 0,389), and it was followed by managerial competence (β = 0,338) and organizational culture (β = 0,287). Work ethic was positively related to managerial performance (β = 0,392), while 96,4% of the variance in work ethic and 63,0% of the variance in managerial performance were explained by the model. Partial mediation across the three pathways is indicated by variance-accounted-for values of 41,3–58,8%. Work ethic is positioned by these findings as a value-based behavioral mechanism rather than merely as an individual antecedent of performance. For batik MSMEs, competence building and workplace improvement should therefore be combined by managerial development with routines by which discipline, responsibility, productive use of time, and community-oriented values are reinforced 2026-09-16T00:00:00Z http://repository.unigal.ac.id:8080/handle/123456789/10648 The Status of the Endangered Rafflesia and Conservation Efforts in Java Island, Indonesia Rafflesia species (Rafflesiaceae) is a small endo-holoparasitic South-East Asian plant genus known for its exceptionally large flowers, rare species, and high island endemism. Three species of Rafflesia, i.e. R. patma, R. rochussenii, and R. zollingeriana, are known from Java, Indonesia. All three species are threatened with extinction due to human activities that cause habitat loss and fragmentation. Our literature review revealed that currently, factors influencing the existence of this genus, including its life cycle and environmental factors that support its life, are still not well understood. In particular, studies of the distribution and population of Rafflesia on the island of Java have revealed a high level of endemism and the presence of species with high conservation value. Anthropogenic threats to this genus highlight the urgent need to improve understanding and determine priorities for its conservation. The reinforcement of laws and acts to conserve and protect this genus and its species will indirectly protect the tropical rainforest from encroachment activities. 2026-06-23T00:00:00Z http://repository.unigal.ac.id:8080/handle/123456789/10513 AI-Driven Human Resource Management and Its Impact on Employee Performance: The Mediating Role of Employee Trust in Artificial Intelligence Mulyatini, Nurdiana; Iskandar, usup; Sosiady, ulia; Maria, Elvie; Cahyati, eni The rapid adoption of artificial intelligence (AI) in human resource management (HRM) has transformed organizational practices in performance management, recruitment, and workforce analytics. AI-driven HRM enables data-based decision-making, predictive performance evaluation, and automated talent management processes. However, the effectiveness of AI implementation depends on both technological capability and employee trust in artificial intelligence.This study aims to examine the effect of AI-Driven HumanResource Management on Employee Performance, with Employee Trust in Artificial Intelligence as a mediating variable.This study employs a quantitative explanatory survey design.Data were collected from employees in organizations implementing AI-based HR systems.The sample size was determined based on SEM requirements. Data analysis was conducted using SEM to test direct and indirect relationships among variables.The results indicate that AI-Driven HRM has a positive and significant effect on Employee Trust in Artificial Intelligence. Employee Trust in Artificial Intelligence significantly influences Employee Performance. AI-Driven HRM also has a direct positive effect on Employee Performance. Furthermore, Employee Trust in Artificial Intelligence partially mediates the relationship between AI-Driven HRM and Employee Performance. These findings suggest that the successful implementation of AI in HRM requires not only technological infrastructure but also the development of employee trust to enhance performance outcomes.This study contributes to the strategic human resource management literature by integrating AI capability and psychological trust mechanisms into a unified performance model. Practically, organizations are advised to ensure transparency, fairness, and ethical AI implementation to strengthen employee trust and maximize performance benefits. 2026-04-04T00:00:00Z