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"Penelitian ini bertujuan untuk menganalisis pengaruh flexitime terhadap kinerja dengan work-life balance sebagai variabel intervening. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei yang dilakukan pada 112 karyawan Kantor Pusat PT. Pertamina Persero Direktorat Sumber Daya Manusia dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis jalur dan sobel test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci. Hasil analisis jalur mengindikasikan bahwa flexitime mempengaruhi kinerja secara tidak signifikan. Hasil analisis jalur juga mengindikasikan bahwa flexitime mempengaruhi work-life balance secara tidak signifikan. Sedangkan work-life balance mempengaruhi kinerja secara signifikan dan flexitime mempengaruhi kinerja melalui work-life balance secara tidak signifikan. Hasil sobel test membuktikan pengaruh tidak langsung flexitime terhadap kinerja melalui work-life balance tidak signifkan.

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The study aims to examine the effect of flexitime on performance through work life balance as an intervening variable. This research used a quantitative approach. Data was collected through secondary data and survey which conducted on 112 head office employees at PT. Pertamina Persero Directorate of Human Resources by total sampling method. Path analysis and sobel test were used to test the direct and mediating relationship between key variables. Path analysis shows that flexitime affects performance not significant. It also shows flexitime affects work life balance not significant but work life balance affects performance significant. It also shows that flexitime affects performance with work life balance as an intervening variable not significant. Sobel test reveals a statistical support for the indirect effect of flexitime on performance through work life balance not significant."

"Persaingan industri perbankan saat ini begitu ketat dimana lambatnya pertumbuhan ekonomi negara membuat talent menjadi agenda penting untuk dipertahankan demi terwujudnya competitive advantage perusahaan. PT X merupakan salah satu perbankan yang mendapatkan imbas dari perang talent, dimana banyaknya pegawai yang keluar dari PT X terutama dari Direktorat Y. selama 2 tahun terakhir ini, Direktorat Y mempunyai turnover rate yang tinggi dibandingkan Direktorat lainnya di PT X. Tingginya turnover ini diawali oleh adanya niat berhenti pegawai Direktorat Y yang merasakan tidak puasnya terhadap total rewards (compensation, benefit, work-life balance, performanace and recognition dan career and development) yang diberikan oleh PT X. Penelitian ini dilakukan untuk melihat seberapa besar pengaruh total rewards terhadap turnover intention pegawai yang berada di lingkungan kerja Direktorat Y pada PT X.Penelitian ini menghasilkan bahwa tingkat turnover intention pegawai direktorat Y tergolong sedang dan variable compensation dapat dibuktikan ada pengaruh negatif signifikan terhadap turnover intention pegawai yang berada di Direktorat Y pada PT X. Sedangkan benefit, work-life balance, performanace and recognition dan career and development tidak dapat dibuktikan ada pengaruh negatif signifikan terhadap turnover intention pegawai yang berada di Direktorat Y pada PT X.

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Competition in banking industry is so tight as the country's economic growth has made talent become the main agenda to be maintained to establish company's competitive advantage. PT X is one of a bank that has been affected by talent war whereby there were a lot of employees resigned from PT X especially from the Directorate Y. For the last 2 years, the Directorate Y has a high turnover rate compared with other Directorates in PT X. This high rate of turnover was started by intention to leave of employees in Directorate Y that did not satisfy with the total rewards (compensation, benefits, work-life balance, performanace and recognition and career and development) given by PT X.

This research is made to find out how much total rewards affect to turnover intention of employees in Dorectorate Y at PT X. This research shown that the turnover intention level of employee in Directorate Y can be considered moderate and the variable compensation may prove that there is significant negative impact to the intention turnover of employees in the Directorate Y at PT X. While for the benefit, work-life balance, performance and recognition and career and development cannot be proved that there is significant negative impact to the turnover intention of employees in the Directorate Y at PT X."

"The book reports on advanced topics in the areas of wearable robotics research and practice. It focuses on new technologies, including neural interfaces, soft wearable robots, sensors and actuators technologies, and discusses important regulatory challenges, as well as clinical and ethical issues. Based on the 4th International Symposium on Wearable Robotics, WeRob2018, held October 16-20, 2018, in Pisa, Italy, the book addresses a large audience of academics and professionals working in government, industry, and medical centers, and end-users alike. It provides them with specialized information and with a source of inspiration for new ideas and collaborations. It discusses exemplary case studies highlighting practical challenges related to the implementation of wearable robots in a number of fields. One of the focus is on clinical applications, which was encouraged by the colocation of WeRob2018 with the International Conference on Neurorehabilitation, INCR2018. Additional topics include space applications and assistive technologies in the industry. The book merges together the engineering, medical, ethical and political perspectives, thus offering a multidisciplinary, timely snapshot of the field of wearable technologies. "