Lateness arrives at work can be experienced by anyone, including teachers. Teachers who are late arriving at school have shown examples of bad behavior for students. It takes a study to determine the factors that cause a teacher to arrive late to school. Data Mining is selected to process the data that has been available. Processing uses 3 classification algorithms which are decision tree (C4.5, Random Tree, and Random Forest) algorithms. All three algorithms will be tested for known performance, where the best algorithm is determined by accuracy and AUC. The results of the research were obtained that Random Forest with pruning and pre-pruning is the best for accuracy value with 74.63% and also AUC value with 0.743. The teacher's delay in this study is often done by teachers who have a vehicle compared to those who do not have a vehicle.
The Brimob Corps is a special police force, just like the special military detachments held by the TNI such as Paskhas and so on. At present brigade corps police national is busy being discussed in the real world and cyberspace, especially on social media twitter. Many opinions about the brigade corps police national so there are positive and negative opinions. Social media twitter is now one places to spread information about brigade corps police national. This study cases uses text mining techniques with support vector machine (SVM) method which aims to classify public sentiments towards brigade corps police national on twitter. The dataset used is tweet in Indonesian with keyword “Brimob” with a total dataset of 1000 tweets. Text mining, transform, tokenize, stemming, and classification, etc. techniques are useful for building classification and analysis of sentiment. RapidMiner and Gataframework are also used to help create sentiment analysis to measure classification values. Accuracy values obtained with support vector machine (SVM) approach 86,96%, with precision values of 86,96%, and recall values of 86,96%.
This research revealed the model of entrepreneurial marketing, especially on Moslem fashion womenpreneurs. Recently, the opportunity for women in entrepreneurship with micro and small scale businesses (MSMEs) has increase. Womenpreneur also contributes to the field of human resource management, namely empowering women and playing a role in the nation's economy. The main reason is that they want to be independent, followed by the second rank who says that opening a business, especially the Moslem fashion business, as an effort to increase family income. Implementing the concept of entrepreneurial marketing requires supporting factors, namely market orientation, innovation, value creation, and risk-taking. The purpose of this research is to implement the model of entrepreneurial marketing on womenpreneurs. This research used a descriptive survey method through SEM (Structural Equation Models) analysis. Sample of this research is 209 Moslem fashion womenpreneurs with a small business scale in West Java from different characteristics, both shar'i Moslem fashion (veiled), semi-shari'a and trendy. This research has been reduced the dimensions of previous studies, only focus on market orientation, innovation, and value creation, without risk-taking factors because womenpreneurs have been thinking first before they start the business and they have calculated risk factors. that value creation can be formed from market orientation and innovation. As we can say, market orientation and innovation are important factors in the formation of value creation for women entrepreneurs of small scale Moslem fashion in West Java By applying these concepts, it builds an effective entrepreneurial marketing performance for womenpreneur.
Text mining can be used to classify opinions about complaints or not complaints experienced by XL customers. This study aims to find and compare classifications in the sentiments of analysis from the view of XL customers. This dataset was derived from tweets of XL customers written on myXLCare Twitter account. In text mining techniques, “transform case”, “tokenize”, “token filters by length”, “n-gram”, “stemming” were used to build classification and sentiments of analysis. Gataframework tools were used to help during preprocessing and cleansing processes. RapidMiner is used to help create the sentiment of analysis to search and compare two different classifications methods between datasets using the Naïve Bayes algorithm only and Naïve Bayes algorithm with Synthetic Minority Over-sampling Technique (SMOTE). The results of the two methods in this study found that the highest results were using the Naïve Bayes algorithm with Synthetic Minority Over-sampling Technique (SMOTE) with an accuracy of 86.33%, precision 82.85%, and recall ratio 92.38%.
This study aims to analyze the transformational leadership style, workload and job satisfaction that effect employee turnover intention. The population of this study is employees at PT Dhanistha Surya Nusantara located in DKI Jakarta, with a sample of 117 workers whose determination is based on the use of the slovin formula. The data analysis method used the SPSS (Statistical Package for the Social Sciences) application. The result of the study is that transformational leadership has a significant negative impact on employee turnover intention. Workload has a significant positive effect on employee turnover intention. Job satisfaction has a significant negative effect on employee turnover intention, and transformational leadership, workload and job satisfaction have a simultaneous and significant effect on employee turnover intention.
The online game is a game which is currently booming and interest ranging from children, teens, to adults. Online games can create a sense of opium to the people who play it. Online games become a new problem for the students, because online games make learning impaired concentration. The learning achievements can be measured from the value of report cards. The challenge on this research can be carried out using a method of classification for predicting learning achievements using algorithms of classification i.e. Naïve Bayes, Random Forest, and C4.5. After the third comparison algorithm, then the prediction results obtained by learning achievements. Naïve Bayes algorithm proved that value the accuracy and value of the AUC 69.18% of 0.771 contains the classification, fair for the random forest algorithm accuracy 66.34% and AUC values of 0.738 contains the classification, fair as for algorithm C4.5 65.65% accuracy and value of the AUC of 0.686 including into poor classification. From these results it can be concluded that the naïve bayes algorithm has higher accuracy compared with the random forest algorithm and C4.5, visible difference in accuracy between the naïve bayes with random forest of 2,84%, whereas the difference between the naïve bayes with C4.5 of 3,53%. Naïve bayes algorithm is thus able to predict achievement students can study better.
As organization grows and develops in dynamic globalization, employee is a valuable asset for organization and the need for qualified human resources is increases. The purpose of this research is aims to examine the influence of Administrative Competence, Social Capital and Performance to Employee Career of Mercu Buana University, using path analysis method in quantitative approach. Sample of this research was 185 employees of Mercu Buana University. Result of this research indicates that there is direct effect of competence to employee career which values 0,259, there is direct effect of performance to employee career which values 0,218, there is direct effect of social capital to employee career which values 0,213, there is direct effect of competence to performance which values 0,342, there is direct effect of social capital to performance which values 0,300. Thus it can be explained that the most direct influence to Employee Career and Performance is Competence. Keywords : Competence, Social Capital, Performance, Career IntroductionIn an increasingly dynamic competition, it is important to consider how the competencies, performance and employee social capital affect employee opportunities to innovate that have implications for career success. Ibarra in Aime (2012) describes improving relationships in the workplace can improve employee competence, identity and effectiveness of professional roles. In the case of employees working, will certainly experience the process of adapting to the work environment, where employees as members of the organization play an active role in the progress and development of the organization through its performance is supported by adequate competence according to the operational needs of the organization. In order to be able to do its job well, employees must meet the required competencies and accompanied the maximum effort so that its performance is good and supports the organization in achieving the goal. Thus employees are an asset to the organization. Chen et al (2015) explains that rewards and job opportunities aim to help employees achieve their goals and also foster professional skills that employees will be more motivated to improve their career growth than to move to other companies. Individual factors such as proactive nature and social capital can also benefit a person's career growth. Weng in S.Napitupulu et al (2017) perceptions about careers is career growth referring to promoted opportunities, gaining career development experience, remuneration, increased responsibility and professional ability. To get that goal, employees must show their performance. The management of the University of Mercu Buana is always trying to motivate employees to improve their performance that impact on improving the quality of administrative services to students. But there are problems in the management of employees because there is no regular rotation so that employees feel bored, lack of opportunities for self-development and not achieving individual goals, especially in terms o...
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