International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET)
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) is a nationally accredited journal ranked SINTA 3 (2025–2030) based on the Decree of the Ministry of Higher Education, Research, and Technology Number 295/C/C3/KPT/2026.
ALGORITHMIC MANAGEMENT IN THE WORKPLACE: A DUAL-PATHWAY MODEL FOR HR GOVERNANCE, EMPLOYEE AUTONOMY, AND ETHICAL IMPLEMENTATION
The rapid adoption of algorithmic management and AI-driven decision-making is reshaping human resource management and workplace dynamics. While these technologies enhance efficiency, consistency, and data-driven insights, they also raise critical concerns regarding employee autonomy, trust, and ethical governance. This article develops a dual-pathway model that integrates HR governance and employee autonomy to address these challenges. Drawing on a conceptual and qualitative review of literature on algorithmic management, HR governance, and workplace ethics, the study identifies two complementary pathways: a governance pathway focused on compliance, transparency, and accountability, and an autonomy pathway emphasizing empowerment, flexibility, and human–AI collaboration. The findings highlight that balancing these pathways is essential to mitigate risks such as bias, over-surveillance, and reduced employee agency while maximizing organizational performance and engagement. The model also underscores the importance of managing inherent tensions between efficiency and autonomy, as well as control and trust. By providing a structured framework, the study contributes to the discourse on responsible AI and ethical HR practices. It concludes that organizations must adopt integrated, human-centered approaches to algorithmic management to ensure sustainable, fair, and effective workplace outcomes.
Copyright (c) 2026 Febiola Maria Tampubolon, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
THE BALI PROVINCIAL DPRD'S COMMISSION IV IMPLEMENTS ADAPTIVE GOVERNANCE IN RESPONSE TO EDUCATIONAL DISPARITIES IN REMOTE AREAS THROUGH THE CIPP MODEL
This study aims to analyze the implementation of adaptive governance by Commission IV of the Bali Provincial DPRD in responding to educational disparities in remote areas using the CIPP (Context, Input, Process, Product) evaluation model. This research employs a descriptive qualitative approach, with data collected through in-depth interviews, field observations, and documentation. Informants were selected purposively based on their relevance to the research focus. The findings reveal that educational inequality in remote areas of Bali is a structural issue influenced by limited infrastructure, uneven distribution of resources, and socio-economic conditions. From the context aspect, there is a significant gap between ideal conditions and field realities. From the input aspect, resources are quantitatively adequate but not optimally distributed or utilized. In terms of process, policy implementation has shifted toward a more participatory and field-based approach, although it has not yet been systematically institutionalized. Meanwhile, from the product aspect, policies have produced initial impacts such as increased attention and educational assistance, but have not significantly reduced disparities. Overall, the implementation of adaptive governance remains in a transitional phase toward a more adaptive, responsive, and sustainable governance system.
Copyright (c) 2026 I Gede Bayu Mahardika, Ida Bagus Raka Suardana https://creativecommons.org/licenses/by/4.0
ORGANIZATIONAL COMMITMENT AS A MEDIATOR: EMPIRICAL ANALYSIS OF TRANSFORMATIONAL LEADERSHIP, JOB SATISFACTION AND PERCEIVED ORGANIZATIONAL SUPPORT ON TURNOVER INTENTION
This study investigates the role of organizational commitment as a mediating variable in the relationship between transformational leadership, job satisfaction, perceived organizational support (POS), and turnover intention. Using a quantitative cross-sectional design, data were collected from employees through structured questionnaires. The findings reveal that transformational leadership, job satisfaction, and POS significantly influence turnover intention both directly and indirectly. Organizational commitment plays a crucial mediating role, indicating that employees with stronger emotional attachment to their organization are less likely to leave. Transformational leadership enhances motivation and engagement, while job satisfaction and POS foster positive employee attitudes and perceptions. The study contributes to the literature by integrating multiple predictors into a comprehensive model and highlighting the importance of mediation analysis. Practically, the results suggest that organizations should strengthen leadership practices, improve job satisfaction, and enhance organizational support to reduce turnover intention and improve retention.
Copyright (c) 2026 Adiansyah, Ervin Nora Susanti, Herni Widiyah Nasrul https://creativecommons.org/licenses/by/4.0
FROM BRIEF TO LUNCH: A PROJECT MANAGER’S GUIDE TO FLAWLESS MARKETING CAMPAIGN EXECUTION
The increasing complexity of modern marketing campaigns has created a growing need for structured and efficient execution processes. Campaigns now span multiple channels, involve diverse stakeholders, and operate under tight timelines, making coordination and alignment critical for success. This article presents a practical guide for managing marketing campaigns from brief to launch by integrating project management principles with marketing practices. Using a conceptual and best-practice synthesis approach, the study draws on industry insights, case examples, and established project management frameworks to develop a structured execution model. The proposed framework outlines key phases, including campaign brief development, planning and strategy, team coordination, and content creation. The findings highlight that clear objectives, stakeholder alignment, and structured workflows are essential for reducing delays and inefficiencies. Additionally, effective communication and cross-functional collaboration play a crucial role in ensuring smooth execution. The study also emphasizes the importance of balancing planning structure with resource efficiency and combining role clarity with communication workflows. Overall, the article demonstrates that disciplined project management enhances campaign performance and consistency. It concludes that organizations adopting structured execution frameworks can improve efficiency, reduce risks, and deliver more impactful marketing outcomes.
Copyright (c) 2026 Edy Sunarno, Lukmanul Hakim, Tibrani https://creativecommons.org/licenses/by/4.0
CONCEPT AND PROCEDURE OF THE CONTENT ANALYSIS METHOD FOR EXPLORING INFORMATION IN THE FIELDS OF ISLAMIC RELIGIOUS EDUCATION, COMMUNICATION, SOCIAL SCIENCES, AND HUMANITIES
Content analysis is one of the important research methods in the dissemination of information and scientific innovation in the rapid development of the current and future information, communication and technology. This method is used in qualitative and quantitative research. The goal is to explore and uncover the meaning behind information in various written, oral, and digital media as well as multi-visual and multi-lingual. This method can be used to conduct studies in various disciplines, such as education, communication, religion, social, humanities and political science as well as other fields. This article comprehensively discusses the concept, objectives, urgency, and procedures related to the implementation of content analysis, accompanied by an illustration of its application with examples conducted in research in the field of Islamic Religious Education. The discussion of this article is carried out using literature review techniques. Data collection and analysis include editing, organiting and finding references that are analyzed as research data, using the flow of library review analysis. The description of research results related to content analysis is expected to provide an understanding of the concept, objectives and urgency as well as the procedure for applying the type of content analysis research method. In addition, it is expected to encourage researchers to conduct research in the field of Islamic Religious Education and various other scientific fields with content analysis.
Copyright (c) 2026 Norlaila, Jannatul Khair, Muhammad Rasyid https://creativecommons.org/licenses/by/4.0
DYNAMICS OF GEN Z POLITICAL PREFERENCES: THE ROLE OF E-WOM, DIGITAL POLITICAL ENGAGEMENT, AND POLITICAL LITERACY IN EAST KALIMANTAN
This study investigates the mechanism underlying the formation of political preferences among Generation Z in East Kalimantan within an increasingly digital political environment. The transformation toward platform-based political communication has intensified the role of user-generated information and online interaction in shaping political orientation. This research aims to examine the effects of electronic word of mouth (e-WOM) and digital political engagement on political preferences, while positioning political literacy as a moderating variable that conditions these relationships. A quantitative approach was employed using survey data collected from Generation Z respondents in East Kalimantan. The analysis applied Structural Equation Modeling–Partial Least Squares (SEM-PLS) to evaluate both direct and moderating effects among variables. The findings indicate that e-WOM and digital political engagement significantly influence the formation of political preferences. Furthermore, political literacy plays a critical moderating role in determining how digital political exposure is translated into stable political orientation. These results demonstrate that political preference formation among Gen Z is not solely driven by exposure to digital information, but also by the individual’s ability to critically evaluate political content. By integrating social influence, digital engagement, and cognitive filtering mechanisms, this study offers a more comprehensive model of political preference formation in the digital era, particularly within a non-metropolitan regional context. The findings also provide practical insights for developing more effective and responsible digital political communication strategies targeting young voters.
Copyright (c) 2026 Moh. Reza Munandar, Saida Zainurossalamia, Heni Rahayu Rahmawati https://creativecommons.org/licenses/by/4.0
BRINGING DEMOCRACY TO LIFE IN THE CLASSROOM: IMPLEMENTATION OF PKN IN FORMING STUDENTS' NATIONALIST ATTITUDES AT SDN 091482 KASINDIR
Civics education faces threats from globalization and moral decadence. This study aims to analyze the implementation of Civics as a democratic education at SDN 091482 Kasindir and its contribution to the formation of students' nationalist attitudes. Using a qualitative approach with a single case study design, data were collected through a literature review, participant observation (12 Civics meetings in grades 4, 5, and 6), and interviews with 3 teachers, the principal, and 15 students. Data analysis used the Miles & Huberman interactive model. The results show that the implementation of Civics as a democratic education is realized through three main practices: deliberative discussions on national issues, simulations of joint decision-making, and collaborative projects of patriotism. The nationalist attitudes formed include pride as Indonesian citizens, a willingness to prioritize common interests, participation in simple national defense activities: ceremonies, mutual cooperation, and respect for national symbols. The main obstacles are limited time and teachers' understanding. This study contributes to the development of a nationalism-based democratic education model in elementary schools.
Copyright (c) 2026 Surya Novalina Panjaitan, Dewa Bagus Sanjaya, I Nengah Suastika https://creativecommons.org/licenses/by/4.0
A REVIEW OF HUMAN CAPITAL MANAGEMENT PRACTICES FOR ENHANCING WORKFORCE AGILITY AND KNOWLEDGE SHARING
In an increasingly dynamic and knowledge-driven business environment, organizations must develop agile workforces and effective knowledge-sharing mechanisms to sustain competitiveness. This study reviews and synthesizes human capital management (HCM) practices that enhance workforce agility and facilitate knowledge exchange. Drawing on a systematic and narrative literature review of academic studies, industry reports, and case evidence, the paper identifies key practices such as flexible work arrangements, continuous learning and skill development, agile performance management, collaborative cultures, incentive systems, and technology-enabled knowledge platforms. The findings highlight that workforce agility and knowledge sharing are interdependent capabilities that reinforce each other through cross-functional collaboration and learning-oriented organizational structures. The study also examines critical enablers, including organizational culture, leadership support, and technological infrastructure, as well as barriers such as resistance to change and structural rigidity. A conceptual framework is proposed to explain how HCM practices influence agility and knowledge-sharing processes, ultimately leading to improved innovation, performance, and organizational resilience. The review contributes to the HRM and knowledge management literature by integrating these domains into a unified perspective. It concludes that organizations must adopt flexible, learning-driven, and technology-supported HCM strategies to build adaptive and knowledge-rich workforces.
Copyright (c) 2026 Arnold AF Sihombing, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
STRATEGIC HRM IN THE AGE OF POLYCRISIS: BUILDING ORGANIZATIONAL RESILIENCE THROUGH DYNAMIC CAPABILITY DEVELOPMENT
This study examines the role of Strategic Human Resource Management (SHRM) in building organizational resilience in the context of polycrisis, characterized by interconnected economic, geopolitical, environmental, and technological disruptions. Drawing on a narrative literature review, the research integrates SHRM with dynamic capability theory to develop a conceptual framework linking human resource practices, sensing, seizing, and transforming capabilities, and resilience outcomes. The findings suggest that SHRM plays a pivotal role in fostering adaptability by enhancing employee engagement, skills, and organizational flexibility. HR practices such as continuous learning, leadership development, and flexible work systems contribute to the development of dynamic capabilities, enabling organizations to respond effectively to uncertainty and disruption. The study highlights that resilience is achieved through the alignment of human capital strategies with changing environmental demands. It also emphasizes the importance of integrating HR systems with broader organizational processes to support continuous renewal. The research contributes to theory by connecting SHRM and dynamic capabilities within a polycrisis context and offers practical insights for building sustainable and resilient organizations.
Copyright (c) 2026 Fitriana, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
THE ROLE OF PERCEIVED VALUE IN MEDIATING THE EFFECT OF PACKAGING DESIGN AND BRAND IMAGE ON PURCHASE INTENTION OF PENTOLAN
The transformation of the culinary industry requires MSMEs, particularly in the street food sector, to adapt visually and strategically to modern consumer behaviour. This study aims to analyse the role of perceived value in mediating the effect of packaging design and brand image on the purchase intention of "PENTOLAN" products. The data were collected from 240 respondents and analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) to evaluate both the measurement and structural models. The findings demonstrate that packaging design and brand image have a positive and significant effect on perceived value. Interestingly, neither packaging design nor brand image directly and significantly influences purchase intention. Instead, perceived value acts as a full mediator, predominantly and significantly driving consumer purchase intention. Visual appeal and brand popularity will not directly trigger a transaction unless accompanied by an adequate assessment of value. These findings provide practical implications for culinary MSMEs seeking to design a holistic marketing strategy, in which aesthetic updates must be balanced with the rationality of price, portion, and taste quality.
Copyright (c) 2026 Nicholas Alexander, Michael Ricky Sondak https://creativecommons.org/licenses/by/4.0
THE IMPACT OF INFORMATION SHARING ON SOCIAL MEDIA ON GENERATION Z'S INTENTION TO BUY GREEN GOODS
The rapid growth of social media has transformed the way consumers access and share information, particularly among Generation Z, a cohort known for its strong digital engagement and environmental awareness. This study examines the impact of information sharing on social media on Generation Z’s intention to purchase green goods. Drawing on a quantitative research approach, the study analyzes key factors such as information sharing behavior, trust, environmental awareness, and social media engagement. The findings indicate that both the frequency and quality of shared content significantly influence green purchase intention, with peer-to-peer interactions playing a critical role. Environmental awareness and trust are identified as key mediating factors that strengthen the relationship between information sharing and behavioral intention. Additionally, social media engagement, including interactions with influencers and online communities, enhances the effectiveness of sustainability messages. The study also highlights both direct and indirect pathways through which social media influences purchasing behavior. These insights suggest that social media is a powerful tool for promoting sustainable consumption among Generation Z. The study contributes to the literature on digital marketing and sustainability by providing an integrated framework of social media influence. It concludes that strategic use of social media can effectively drive green purchasing behavior.
Copyright (c) 2026 Enny Lastuti, Lukmanul Hakim, Tibrani https://creativecommons.org/licenses/by/4.0
NEUROINCLUSION AT WORK: TRANSLATING NEUROSCIENCE INTO PRACTICAL HR POLICIES FOR COGNITIVE DIVERSITY
The increasing recognition of neurodiversity in the workplace has highlighted the need for more inclusive and adaptive human resource management practices. This study explores the concept of neuroinclusion and examines how insights from neuroscience can be translated into practical HR policies that support cognitive diversity. Drawing on a qualitative and conceptual research design, the study integrates literature from neuroscience, organizational behavior, and HR management to develop a framework for neuroinclusive workplaces. The findings indicate that traditional HR systems often fail to accommodate diverse cognitive profiles, creating barriers for neurodivergent individuals. By incorporating neuroscience-informed approaches into recruitment, performance management, and workplace design, organizations can create more inclusive environments that enhance employee engagement and performance. The study also highlights the importance of governance mechanisms, such as the algorithmic auditor, in ensuring ethical and transparent use of AI in HR systems. The proposed framework emphasizes flexibility, individualized support, and continuous learning as key components of neuroinclusion. This research contributes to both theory and practice by offering actionable insights for organizations seeking to integrate cognitive diversity into their strategies. It concludes that neuroinclusion is essential for fostering innovation, equity, and long-term organizational success.
Copyright (c) 2026 Edo Saputra, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
ANALYSIS OF THE IMPACT OF USING CHATGPT ON IMPROVING STUDENTS' CRITICAL THINKING ABILITIES
The development of information technology has brought significant changes to the world of education, particularly through the application of Artificial Intelligence (AI) to improve the quality of learning. One example of this application is ChatGPT, an AI platform capable of providing instant feedback in text-based interactions. Technology integration is considered to have significant potential in stimulating students' critical thinking skills. This study aims to analyze the impact of ChatGPT use on improving students' critical thinking skills in learning activities. This study used a literature review method by reviewing various literature relevant to the research. The results showed that the use of ChatGPT optimizes the speed of information acquisition. However, in reality, ChatGPT answers tend to be correct, so students believe them implicitly without critical review. This decline in cognitive engagement cumulatively results in a decline in critical thinking skills due to technology dependence. Therefore, the use of ChatGPT in learning needs to be wisely directed by educators so that it can become an effective supporting tool in improving students' critical thinking skills. The appropriate integration of AI technology in learning is expected to encourage the creation of a learning process oriented towards the development of critical thinking skills.
Copyright (c) 2026 Yansen P. Sitanggang, Rafika Bayu Kusumandari, Decky Avrilianda https://creativecommons.org/licenses/by/4.0
DECENTERING WESTERN HRM: AN INDIGENOUS EPISTEMOLOGY APPROACH TO HUMAN RESOURCE PRACTICES
The dominance of Western human resource management (HRM) frameworks has long shaped organizational practices globally, often promoting standardized, efficiency-driven approaches grounded in individualism and rationality. However, increasing cultural diversity and globalization have exposed the limitations of these universal models, particularly in non-Western contexts where local values, traditions, and social structures differ significantly. This study explores how indigenous epistemologies can serve as an alternative foundation for HRM, offering more contextually relevant and culturally embedded practices. Using a conceptual and interpretive qualitative approach, the research synthesizes insights from HRM literature, ethnographic studies, and indigenous knowledge systems. The findings highlight that indigenous approaches emphasize relationality, community orientation, and holistic well-being, which can enhance employee engagement and organizational effectiveness. The study also identifies key challenges, including institutional resistance and the difficulty of integrating indigenous and modern HR practices. A conceptual framework is proposed to illustrate how culturally aligned HRM practices can improve organizational outcomes. The article contributes to the discourse on decolonizing management knowledge and advancing pluralistic approaches to HRM. It concludes that integrating indigenous epistemologies is essential for developing inclusive, adaptive, and sustainable HR practices in diverse organizational contexts.
Copyright (c) 2026 Deby Andriany, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
BEYOND BURNOUT: A META-ANALYSIS OF PSYCHOSOCIAL SAFETY CLIMATE AND ITS IMPACT ON EMPLOYEE WELL-BEING AND ORGANIZATIONAL PERFORMANCE
This study presents a meta-analysis examining the impact of Psychosocial Safety Climate (PSC) on employee well-being and organizational performance. Drawing on a systematic review of empirical studies, the research synthesizes evidence to determine the strength and consistency of relationships between PSC, burnout, stress, engagement, and key performance indicators such as productivity and turnover. The findings reveal that PSC is a strong predictor of improved psychological health, significantly reducing burnout and stress while enhancing job satisfaction and engagement. Additionally, PSC demonstrates a positive relationship with organizational performance, including increased productivity and reduced absenteeism. The analysis identifies job demands and resources as key mediating mechanisms, while leadership, industry context, and work arrangements act as important moderating factors. The results highlight the limitations of individual-focused interventions and emphasize the value of organizational-level approaches. Overall, PSC is identified as a strategic lever for promoting sustainable well-being and performance in modern workplaces.
Copyright (c) 2026 Maidawati, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
DETERMINANTS BEHIND PUBLIC SERVICE QUALITY: UNPACKING THE ROLE OF EMPLOYEE ENGAGEMENT IN THE NEXUS OF WORK-LIFE BALANCE AND DIGITAL COMPETENCE IN SAMBOJA DISTRICT
The increasing demand for responsive, transparent, and technology-based public services has placed government employees in increasingly complex work conditions, where service quality is shaped not only by systems and digital infrastructure but also by employees' work conditions and psychological attachment to their roles. This study aims to analyze the role of employee engagement in mediating the relationship between work-life balance and digital competence on public service quality in the Samboja District Office. A quantitative approach was employed using a survey method involving district-level government employees as respondents. The data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) to examine both direct and indirect relationships among variables. The findings indicate that work-life balance and digital competence significantly influence employee engagement, which subsequently contributes to the improvement of public service quality. In addition, employee engagement functions as a mediating variable that strengthens the relationship between both independent variables and service quality. These results suggest that improving public service quality cannot rely solely on enhancing technical capabilities and digital skills but must also consider employees' work-life balance and their level of engagement. Practically, this study provides implications for local governments in designing integrated human resource management policies that simultaneously promote employee well-being, digital competence development, and stronger engagement to achieve sustainable improvements in public service quality.
Copyright (c) 2026 Ameliya Bangun, Dirga Lestari, Ariesta Heksarini https://creativecommons.org/licenses/by/4.0
THE SERVITIZATION PARADOX: MARKETING'S ROLE IN THE TRANSITION FROM PRODUCT-CENTRIC TO SOLUTION-CENTRIC BUSINESS MODELS
The transition from product-centric to solution-centric business models has become a strategic priority for organizations seeking competitive advantage in increasingly complex markets. This shift, commonly referred to as servitization, involves integrating products and services to deliver comprehensive customer solutions. However, many firms encounter the “servitization paradox,” where increased service offerings do not necessarily result in improved financial performance. This study examines the role of marketing in addressing this paradox and facilitating successful business model transformation. Drawing on a conceptual and qualitative review of literature on servitization, marketing, and business models, the paper identifies key challenges related to cost structures, capability gaps, and organizational misalignment. It argues that marketing serves as a critical value integrator by aligning customer needs with solution offerings, enabling value co-creation, and supporting the shift from transactional to relational engagement. The findings highlight the importance of redefining value propositions, strengthening customer relationships, and managing the customer lifecycle effectively. A conceptual framework is proposed to illustrate how marketing-driven strategies can mitigate the servitization paradox and enhance firm performance. The study contributes to both marketing and servitization literature by offering an integrated perspective on value creation and delivery. It concludes that strategic marketing capabilities are essential for achieving sustainable outcomes in solution-centric business models.
Copyright (c) 2026 Natasya Nurkhalita, Lukmanul Hakim, Tibrani https://creativecommons.org/licenses/by/4.0
THE EMPATHY DEFICIT: INVESTIGATING THE IMPACT OF MANAGERIAL EMOTIONAL COMPETENCE ON REMOTE TEAM PERFORMANCE AND ATTRITION
The rapid shift toward remote and hybrid work has intensified the importance of managerial emotional competence in sustaining team effectiveness. This study investigates the concept of an “empathy deficit” in remote leadership and examines how managers’ emotional competence influences team performance and employee attrition. Drawing on a mixed-methods approach, the research combines survey data from remote employees with performance metrics and attrition records across distributed teams. The findings suggest that managers with higher levels of emotional competence—particularly in empathy, emotional regulation, and interpersonal awareness—foster stronger trust, communication quality, and psychological safety. These factors, in turn, are positively associated with higher team productivity and lower turnover intentions. Conversely, an empathy deficit in managerial behavior correlates with disengagement, miscommunication, and increased attrition rates. The study highlights the mediating role of perceived support and team cohesion in linking emotional competence to organizational outcomes. Implications are discussed for leadership development, remote management training, and organizational policy, emphasizing the need to prioritize emotional intelligence as a core managerial capability in distributed work environments.
Copyright (c) 2026 Nuraini, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
BOOSTING EMPLOYEE PERFORMANCE THROUGH EMPOWERING LEADERSHIP: MANAGING INFORMATION OVERLOAD AND SOCIAL MEDIA FATIGUE
This study examines the role of empowering leadership in improving employee performance within digitally connected workplaces characterized by information overload and social media fatigue. The research explores how excessive digital communication, continuous information exposure, and social media usage influence employee well-being, psychological exhaustion, and workplace productivity. Using a qualitative research approach, data were collected through semi-structured interviews with employees and managers working in digitally intensive organizational environments. The findings indicate that information overload and social media fatigue negatively affect employee concentration, engagement, and overall work performance. However, empowering leadership practices such as employee autonomy, participation, trust, and supportive communication help reduce the negative impact of digital workplace stressors and improve employee adaptability and motivation. The study further demonstrates that empowering leadership functions as an important organizational resource that enhances employee well-being and supports sustainable performance in highly connected work environments. The findings contribute to empowering leadership literature and digital workplace research by integrating leadership theory with contemporary issues related to digital stress and employee productivity. Practically, the study offers recommendations for organizations to implement supportive leadership practices, effective digital communication management strategies, and employee well-being programs to maintain productivity and organizational effectiveness in modern workplaces.
Copyright (c) 2026 Arlina Melianita, Ervin Nora Susanti, Herni Widiyah Nasrul https://creativecommons.org/licenses/by/4.0
HR AS A STEWARD OF THE SOCIAL ENTERPRISE: INTEGRATING ESG METRICS INTO PERFORMANCE AND REWARD SYSTEMS
The increasing emphasis on Environmental, Social, and Governance (ESG) principles has transformed the role of organizations from purely profit-driven entities to socially responsible enterprises. This shift toward stakeholder capitalism requires internal alignment of organizational systems, particularly human resource (HR) practices, with sustainability objectives. However, traditional performance management and reward systems remain largely focused on financial outcomes, creating a disconnect between ESG goals and employee behavior. This study examines how HR can act as a steward of the social enterprise by integrating ESG metrics into performance and reward systems. Using a conceptual and narrative literature review approach, the research synthesizes insights from ESG, HR management, and organizational behavior literature. The findings indicate that embedding ESG into organizational culture, incorporating environmental and social KPIs into performance management, and aligning rewards with long-term sustainability goals are critical for effective implementation. The study also highlights the role of moderating factors such as leadership commitment, organizational culture, and regulatory context. A conceptual framework is proposed to explain how HR practices mediate the relationship between ESG strategy and organizational outcomes. The study concludes that integrating ESG into HR systems is essential for achieving sustainable performance and long-term value creation.
Copyright (c) 2026 Ignasius Wahyudi Arianto, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
FROM TRANSACTIONAL TO TRANSFORMATIONAL: MEASURING THE ROI OF STRATEGIC HR ANALYTICS IN TALENT DECISION-MAKING
This study explores the transformation of the Human Resource (HR) function from a transactional role to a strategic partner through the adoption of strategic HR analytics. Using a mixed-methods approach, the research combines quantitative HR metrics with qualitative insights from HR professionals to evaluate the impact of analytics on talent decision-making. The findings reveal that organizations utilizing advanced HR analytics achieve improved outcomes in employee retention, quality of hire, workforce productivity, and engagement. The study also identifies a positive relationship between analytics maturity and organizational performance. Furthermore, it distinguishes between direct ROI, such as cost savings in recruitment and turnover, and indirect ROI, including enhanced decision-making and cultural alignment. Despite these benefits, challenges such as data quality issues and limited analytical capabilities remain. The study concludes that strategic HR analytics is essential for driving evidence-based management and achieving sustainable competitive advantage in modern organizations.
Copyright (c) 2026 Ira Maylita, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
THE ROLE OF GOOD CORPORATE GOVERNANCE AND INFORMATION AND COMMUNICATION TECHNOLOGY IN IMPROVING SERVICE QUALITY THROUGH SERVICE EFFICIENCY: EVIDENCE FROM PT PLN (PERSERO) UP3 BERAU
The development of the Society 5.0 era requires State-Owned Enterprises (SOEs) to improve public service quality amid increasing technological disruption and rising public expectations. However, public service delivery in SOEs continues to face strategic challenges, such as complaints regarding delays, inefficiency, procedural uncertainty, and low responsiveness. This study aims to examine the effects of Good Corporate Governance and Information and Communication Technology on service quality through service efficiency at PT PLN (Persero) Unit Pelaksana Pelayanan Pelanggan Berau. The study population consisted of 72 employees, and 69 valid responses were obtained using a census (saturated sampling) method. Data were collected through structured five-point Likert questionnaires and organizational documents, and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that GCG significantly improves both service quality and service efficiency, and indirectly enhances service quality through service efficiency. ICT significantly influences service efficiency and indirectly improves service quality, although its direct effect on service quality is not significant. Service efficiency was found to mediate the relationships between GCG and ICT with service quality. These findings highlight the importance of implementing GCG principles and integrating ICT to streamline processes, enhance efficiency, and ultimately improve the quality of public services in SOEs.
Copyright (c) 2026 Ikrarda Tegar Pambudi, Umi Muawanah, FX Bhakti Hendrakusuma https://creativecommons.org/licenses/by/4.0
DO MSME’S BORROW RATIONALLY? BEHAVIORAL BIASES, CREDIT DECISIONS, AND FINANCIAL MANAGEMENT EFFECTS
The phenomenon shows that the level of non-performing loans (NPL) among MSMEs in Buleleng Regency remains relatively high compared to the provincial average, indicating issues in the quality of financing decision-making, while many MSME actors continue to take credit despite suboptimal financial management capabilities, suggesting that financial decisions may be more influenced by psychological factors than data-based rational analysis. This study aims to analyze the effect of illusion of control and regret aversion on credit decision-making with financial management as a moderating variable among MSMEs in Buleleng Regency. The research employed a quantitative associative approach with data collected through questionnaires from 100–200 MSME actors and analyzed using SEM-PLS. The results show that illusion of control has a positive and significant effect on credit decision-making, whereas regret aversion has no significant effect. In addition, financial management is not proven to moderate the relationship between these psychological variables and credit decisions. These findings confirm that certain cognitive biases may be more dominant than financial management capability in influencing business financing decisions. This study contributes theoretically to behavioral finance literature in the MSME context and provides practical implications for financial institutions and policymakers to consider psychological aspects in credit education strategies and proper financial management practices as a basis for deciding to take credit.
Copyright (c) 2026 Putu Satya Dadi Saputra, Desak Nyoman Sri Werastuti, I Gusti Ayu Purnamawati https://creativecommons.org/licenses/by/4.0
THE ALGORITHMIC AUDITOR: A FRAMEWORK FOR HR TO GOVERN AI IN TALENT MANAGEMENT SYSTEMS
This study examines the growing integration of artificial intelligence (AI) in human resource (HR) management and its implications for governance, ethics, and organizational accountability. As HR functions increasingly rely on data-driven systems for recruitment, performance evaluation, and employee retention, new challenges emerge related to algorithmic bias, transparency, and decision-making responsibility. Using a narrative review approach, this article synthesizes existing literature on AI adoption in HR, highlighting key risks and the limitations of current oversight mechanisms. The findings indicate that while AI enhances efficiency and predictive capabilities, it also introduces ethical concerns that traditional HR frameworks are not equipped to address. In response, the study explores the emergence of the algorithmic auditor role as a critical function in ensuring fairness and accountability in AI systems. The article proposes the need for a comprehensive governance framework that integrates ethical principles, interdisciplinary collaboration, and continuous monitoring. Ultimately, this research contributes to the development of responsible AI practices in HR by emphasizing the importance of balancing technological advancement with human-centered values.
Copyright (c) 2026 Syah Reza Akbar, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
NAVIGATING THE CHIEF MARKETING OFFICER’S DUAL MANDATE: A STUDY OF TENSIONS BETWEEN ENTREPRENEURIAL INNOVATION AND OPERATIONAL EFFICIENCY
This study examines how Chief Marketing Officers (CMOs) balance the competing demands of innovation and operational efficiency within contemporary organizations. Drawing on ambidexterity theory and paradox theory, the research explores how marketing leaders manage exploration–exploitation tensions while maintaining organizational performance. Using a qualitative and conceptual analytical approach, the study identifies key strategies adopted by CMOs, including data-driven decision-making, structural separation, collaborative culture, integrative thinking, and adaptive leadership practices. The findings reveal that effective CMOs do not attempt to eliminate tensions between innovation and efficiency but instead manage them dynamically through flexible leadership and organizational alignment. The study further demonstrates that organizational context, such as supportive culture, flexible structures, and top management support, significantly influences the effectiveness of balancing these dual demands. The results contribute to ambidexterity theory by emphasizing that ambidexterity functions not only as an organizational capability but also as a leadership competency. In addition, the study advances paradox theory by showing that competing objectives can coexist and become sources of strategic advantage when managed effectively. Overall, the research provides important theoretical and practical insights into contemporary marketing leadership and offers a comprehensive framework for understanding how CMOs navigate organizational tensions to achieve sustainable performance and long-term strategic success.
Copyright (c) 2026 Jajang Jamaludin, Lukmanul Hakim, Dahrul Aman Harahap https://creativecommons.org/licenses/by/4.0
THE QUANTIFIED EMPLOYEE: NAVIGATING THE PRIVACY-PERFORMANCE PARADOX IN PEOPLE ANALYTICS
The increasing adoption of people analytics has transformed how organizations manage and evaluate employee performance, giving rise to the concept of the “quantified employee.” Advances in artificial intelligence and digital monitoring technologies enable organizations to collect and analyze extensive data on employee behavior, productivity, and engagement. While these capabilities offer significant benefits, they also create a tension between performance optimization and employee privacy, known as the privacy–performance paradox. This study examines how organizations can balance data-driven decision-making with ethical considerations related to privacy. Using a narrative literature review and conceptual framework approach, the research synthesizes insights from academic studies, HR reports, and policy documents. The findings indicate that people analytics can enhance productivity, engagement, and workforce optimization, but may also lead to surveillance anxiety, perceived intrusion, and concerns about data misuse. The study highlights the importance of mediating factors such as trust, transparency, and perceived fairness, as well as moderating influences including organizational culture, leadership, and regulatory environments. A conceptual framework is proposed to explain how these factors interact to influence employee acceptance and organizational outcomes. The study concludes that ethical governance and transparent communication are essential for achieving a sustainable balance between privacy and performance.
Copyright (c) 2026 Suwinto, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
THE EFFECTIVENESS OF COGNITIVE RESTRUCTURING TECHNIQUES TO IMPROVE CAREER DECISION-MAKING SELF-EFFICACY
This present study aims at investigating the effectiveness of cognitive behavioral counseling through cognitive restructuring to improve students' career decision making self-efficacy. This study employs a single subject research with multiple baselines across subjects design. There are three students from twelfth graders in SMA Lab Undiksha involved in this study. In order to gather the data, the researcher utilizes career decision making self-efficacy scale and ideas sheet. Further, the data are analyzed visually which cover under condition analysis and between condition analysis. According to, this study shows that students are able to improve their career decision making self-efficacy on intervention phase. This reflects that cognitive behavioral counseling through cognitive restructuring effectively improves students' career decision making self-efficacy. Thus, this study implies both the theoretical and practical perspectives of the effort to improve students' career decision making self-efficacy.
Copyright (c) 2026 Kade Sathya Gita Rismawan Rismawan, Luh Asli, Ini Wayan Monik Rismadewi https://creativecommons.org/licenses/by/4.0
A GRI-BASED ESG DISCLOSURE DATASET FOR PALM OIL, PULP AND PAPER, AND FORESTRY COMPANIES IN INDONESIA
This article presents an original Environmental, Social, and Governance (ESG) disclosure dataset constructed through systematic dual-coder content analysis for Indonesian forest-utilizing companies listed on the Indonesia Stock Exchange (IDX). The dataset encompasses 71 company-year observations from 41 unique companies across fiscal years 2023 and 2024, covering three sectors: palm oil (21 companies, 37 observations), pulp and paper (11 companies, 21 observations), and forestry and wood products (9 companies, 13 observations). ESG disclosure was assessed using 144 indicators derived from the Global Reporting Initiative (GRI) Standards, comprising 72 Governance, 32 Environmental, and 40 Social items. Each indicator was scored using a binary approach (1 = disclosed, 0 = not disclosed), with inter-coder reliability yielding Cohen's kappa coefficients of 0.85 to 0.91. This dataset addresses a critical gap in ESG disclosure research for Indonesia's forest-utilizing sector, which faces increasing international scrutiny under the European Union Deforestation Regulation (EUDR). The data can be reused for analyzing disclosure determinants, conducting subsector comparisons, evaluating the effectiveness of sustainability certification schemes, and benchmarking corporate transparency against regulatory requirements. The full dataset is publicly deposited at Mendeley Data (DOI: 10.17632/hnsb3h9353.2) under a CC BY 4.0 license.
Copyright (c) 2026 Tegar, Disman, Heny Hendrayati, Puspo Dewi Dirgantari https://creativecommons.org/licenses/by/4.0
ANALYSIS OF THE INFLUENCE OF REGIONAL CAPITAL EXPENDITURE, INVESTMENT PRIVATE ENTERPRISE, LABOR AND SPECIAL ALLOCATION FUNDSON THE ECONOMIC GROWTH OF ACEH PROVINCE
This study aims to analyze the effect of capital expenditure on regional economic growth in Aceh Province by considering control variables and the Special Autonomy Fund (DOKA) as a moderating variable. The control variables include the Open Unemployment Rate (TPT), Labor Force Participation Rate (TPAK), Human Development Index (HDI), and investment. This study employs panel data covering 23 regencies/cities over the period 2016–2025. The analytical method used is panel data regression with a Fixed Effect Model (FEM), selected based on the Chow test and Hausman test. Estimation is conducted using robust standard errors (White cross-section) to address potential heteroskedasticity and autocorrelation issues. The results indicate that capital expenditure has a positive and significant effect on economic growth. The HDI and investment variables also show positive and significant effects, while TPT and TPAK are not statistically significant. DOKA has a positive effect on economic growth; however, the interaction between capital expenditure and DOKA shows a significant negative effect, indicating that DOKA tends to weaken the effectiveness of capital expenditure. These findings highlight the importance of improving fiscal governance quality so that capital expenditure and DOKA can be more effective in promoting regional economic growth.
Copyright (c) 2026 M. Nur Akarim, Fitri Rahmadana, Muhammad Yusuf, Ainul Mardhiyah, Arwansyah, Khairani Alawiyah Matondang, Fitrawaty https://creativecommons.org/licenses/by/4.0
THE PARASOCIAL CONTRACT: RE-ENGAGING THE DISTRIBUTED WORKFORCE THROUGH DIGITAL LEADERSHIP AND VIRTUAL EMPLOYER BRANDING
The shift toward distributed workforces has transformed employee–organization relationships, creating new challenges for maintaining engagement and connection in digitally mediated environments. Traditional approaches to engagement, rooted in physical proximity and direct interaction, are increasingly inadequate in remote contexts. This article introduces the concept of the “parasocial contract” as a novel framework for understanding how employees develop perceived connections with organizations through digital communication and virtual presence. Drawing on a conceptual and thematic review of literature on digital leadership, virtual employer branding, and employee engagement, the study explores how these elements can be leveraged to re-engage distributed employees. The findings suggest that digital leadership—characterized by communication, visibility, and authenticity—plays a critical role in fostering trust and connection. Similarly, consistent and credible virtual employer branding strengthens employees’ identification with organizational values and purpose. Together, these factors create a mediated yet meaningful form of engagement that can compensate for the absence of physical interaction. The study contributes to the evolving discourse on digital work by integrating insights from HRM and media theory. It concludes that organizations must strategically align leadership, branding, and technology to build sustained engagement in distributed work environments.
Copyright (c) 2026 Priyata Westraperdana, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
DEVELOPMENT OF INTERACTIVE GAMIFICATION BASED ON THREE-DIMENSIONAL (3D) ANIMATION ON DATA ANALYSIS MATERIAL AND OPPORTUNITIES TO IMPROVE NUMERIC LITERACY OF ELEMENTARY SCHOOL STUDENTS
This study aims to develop and evaluate interactive gamification-based learning media integrated with three-dimensional (3D) animation to improve elementary school students’ numeracy literacy, particularly in data analysis and probability materials. The research employed a Research and Development (R&D) method using the ADDIE model, which includes the stages of analysis, design, development, implementation, and evaluation. Data were collected through tests, questionnaires, observations, interviews, and documentation, involving 32 fifth-grade students. Quantitative data were analyzed using statistical techniques, while qualitative data were analyzed descriptively. The results indicate that the developed learning media is highly feasible based on expert validation, with material validation at 93%, media validation at 94%, and language validation at 91%. The effectiveness of the media is demonstrated by a significant improvement in students’ learning outcomes, with the average score increasing from 48.00% in the pretest to 90.28% in the posttest. Statistical analysis shows a significance value of 0.000 < 0.05 and an N-Gain score of 0.8247 (high category), confirming the effectiveness of the media in enhancing numeracy literacy. Additionally, student and teacher responses were highly positive, indicating increased engagement, motivation, and understanding. In conclusion, the integration of gamification and 3D animation in learning media is effective, engaging, and suitable for improving students’ numeracy literacy in elementary mathematics learning.
Copyright (c) 2026 Asep Zaenudin, Deddy Sofyan, Dadang Jaenudin https://creativecommons.org/licenses/by/4.0
EXAMINING THE EFFECTS OF EMPLOYEE HAPPINESS, LEADERSHIP AND AGILE MINDSET ON JOB PERFORMANCE
This study examines the effects of employee happiness, leadership, and agile mindset on job performance within organizational settings. In response to increasing demands for productivity and adaptability, organizations are placing greater emphasis on both human and behavioral factors that influence performance. This research adopts a qualitative approach to explore how these three variables individually and collectively shape employee outcomes. Data were collected through semi-structured interviews with selected participants and analyzed using thematic analysis to identify key patterns and relationships. The findings indicate that employee happiness significantly enhances motivation, engagement, and productivity, while effective leadership fosters a supportive environment that strengthens employee commitment and clarity of goals. Additionally, an agile mindset enables employees to adapt to change, collaborate effectively, and continuously improve their performance. Importantly, the study reveals that the interaction of these variables produces a synergistic effect, leading to higher levels of job performance than when each factor is considered independently. This study contributes to the existing literature by providing an integrated perspective on job performance and offers practical implications for organizations seeking to optimize workforce effectiveness. It highlights the need for holistic strategies that combine well-being, leadership development, and agility in modern workplaces.
Copyright (c) 2026 Sarwo Edi Setijono, Ervin Nora Susanti, Herni Widiyah Nasrul https://creativecommons.org/licenses/by/4.0
FINANCIAL LITERACY AND PERCEIVED EASE OF QRIS USE IN THE CASHLESS ERA
The rapid expansion of digital payment systems has accelerated the transition toward a cashless society, with QRIS (Quick Response Code Indonesian Standard) emerging as a key innovation in Indonesia. Despite its widespread availability, adoption levels vary among users, indicating the influence of underlying behavioral and cognitive factors. This study examines the relationship between financial literacy and perceived ease of QRIS use, and how these factors influence behavioral intention to adopt the system. Using a structured survey approach, data were collected from Generation Z users, consumers, and small business actors. The study applies regression and Structural Equation Modeling (SEM) to analyze the relationships among financial literacy, perceived ease of use, and adoption intention. The findings reveal that financial literacy significantly enhances perceived ease of use, which in turn positively influences behavioral intention to use QRIS. Additionally, perceived ease of use acts as a key mediator in this relationship. The study highlights the importance of both user knowledge and system design in promoting digital payment adoption. It contributes to the literature on financial technology and consumer behavior by providing an integrated perspective on digital payment acceptance. The findings suggest that improving financial literacy and system usability can significantly
Copyright (c) 2026 Indra Yani, Catur Fatchu Ukhriyawati, Rizki Eka Putra https://creativecommons.org/licenses/by/4.0
THE EFFECT OF TECHNOLOGY PREFERENCES AND CHANGES IN CONSUMER TASTES ON CUSTOMER LOYALTY ON E-COMMERCE PLATFORMS: THE ROLE OF PURCHASE DECISIONS AS A MEDIATION VARIABLE THE EFFECT OF TECHNOLOGY PREFERENCES AND CHANGES IN CONSUMER TASTE ON CUSTOMER LOYALT
This study aims to analyze the effect of technology preferences and changes in consumer tastes on customer loyalty in e-commerce platforms, with purchase decision as a mediating variable. The rapid growth of e-commerce requires a comprehensive understanding of factors influencing digital consumer behavior. This research employs a quantitative approach using survey data collected from e-commerce users in Indonesia. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to examine both direct and indirect relationships among variables. The results indicate that technology preferences and changes in consumer tastes significantly affect purchase decisions. Furthermore, purchase decisions significantly influence customer loyalty. In addition, purchase decisions act as a mediating variable that strengthens the relationship between technology preferences and consumer taste changes on customer loyalty. These findings suggest that customer loyalty in e-commerce is not solely determined by technological quality or social dynamics, but also by consumers' evaluative processes in making purchase decisions. This study contributes theoretically by integrating technological, social, and behavioral perspectives into a comprehensive model, and provides practical implications for developing e-commerce strategies focused on user experience and decision-making reinforcement.
Copyright (c) 2026 Firdaus Rofiansyah, Saida Zainurossalamia, Wirasmi Wardhani https://creativecommons.org/licenses/by/4.0
FINANCIAL LITERACY AND INVESTMENT DECISIONS: THE DUAL MEDIATION EFFECT OF RISK PERCEPTION AND FINANCIAL TECHNOLOGY ADOPTION AMONG YOUNG PROFESSIONALS IN SAMARINDA CITY
This study aims to analyze the effect of financial literacy on investment decisions among young professionals in Samarinda City, as well as to examine the mediating roles of risk perception and financial technology in that relationship. The research design employs an explanatory research method with a quantitative approach. Data were collected from respondents who are young professionals aged twenty to thirty-four years, have a stable income, and have previously or are currently engaged in active investment activities, using a purposive sampling technique based on strictly established criteria. Hypothesis testing was conducted using Partial Least Squares Structural Equation Modeling through the SmartPLS application. The findings reveal that financial literacy has a positive and significant effect on investment decisions, meaning that the higher the level of financial literacy of a young professional, the better the quality of investment decisions made. Financial literacy also proved to have a positive and significant effect on risk perception, indicating that individuals with adequate financial understanding are able to assess investment risks more accurately and objectively. Furthermore, financial literacy has a positive and significant effect on the adoption and utilization of financial technology. Risk perception and financial technology were each proven to have a positive and significant effect on investment decisions. Moreover, the mediation test results show that risk perception is able to mediate the effect of financial literacy on investment decisions positively and significantly. Likewise, financial technology proved to serve as a significant mediator in the relationship between financial literacy and investment decisions. This research model demonstrates a very strong predictive capability toward variation in investment decisions. These findings imply the importance of improving financial literacy as a foundation for rational investment decision-making, particularly among young professionals in developing regions of Indonesia.
Copyright (c) 2026 Sri Harningsih, F. Defung, Wirasmi Wardhani https://creativecommons.org/licenses/by/4.0
FROM COMPLIANCE TO CULTURE: A LONGITUDINAL STUDY ON THE EFFICACY OF MICROLEARNING IN SUSTAINING ETHICAL WORKPLACE BEHAVIOR
The increasing complexity of organizational environments and heightened regulatory scrutiny have intensified the need for effective approaches to promoting ethical workplace behavior. Traditional compliance training programs, while essential for raising awareness, often fail to sustain long-term behavioral change due to their episodic and standardized nature. This study examines the efficacy of microlearning as a continuous learning approach in fostering sustained ethical behavior over time. Adopting a longitudinal research design, data were collected across multiple time points to assess changes in microlearning engagement, ethical awareness, and behavioral outcomes. The findings indicate that microlearning significantly enhances knowledge retention and reinforces ethical principles through repeated exposure. This continuous reinforcement leads to increased ethical awareness, reduced unethical behavior, and improved accountability among employees. Furthermore, the study highlights the role of microlearning in facilitating the transition from compliance-based systems to value-driven ethical cultures. By supporting habit formation and integrating learning into daily work routines, microlearning contributes to the development of sustained ethical behavior. The study offers both theoretical and practical insights into the role of continuous learning in organizational ethics. It concludes that microlearning is a critical tool for embedding ethical behavior within organizational culture and achieving long-term governance effectiveness.
Copyright (c) 2026 Santia Rahmadani, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
AI-DRIVEN RECRUITMENT: UNCOVERING AND MITIGATING LATENT BIAS IN RESUME SCREENING ALGORITHMS
AI-driven recruitment systems promise efficiency but risk encoding and amplifying latent biases in resume screening. This study investigates how data, features, and model choices introduce disparate outcomes across gender, ethnicity, and socioeconomic proxies. We audit common pipelines using counterfactual testing, subgroup metrics, and representation analysis to reveal hidden bias patterns. We then propose mitigation strategies combining data rebalancing, debiasing embeddings, fairness-aware loss functions, and post hoc calibration. Experimental results on benchmark and real-world datasets show improved equity with minimal accuracy loss. We also discuss governance practices, including audit trails, human-in-the-loop review, and transparent reporting, to ensure accountability and regulatory compliance. The findings provide practical guidance for deploying fairer AI in hiring and highlight open challenges in measuring and mitigating bias at scale. Finally, we outline a reproducible evaluation framework and release tools to support continuous monitoring, enabling organizations to balance performance, diversity goals, and legal obligations throughout the recruitment lifecycle across roles, regions, and time to sustain equitable outcomes consistently.
Copyright (c) 2026 Nona Yani M. Abas Manupassa, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT IN THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE, JOB SATISFACTION, AND EMPLOYEE PERFORMANCE: EVIDENCE FROM AMANDA KALIMANTAN BROWNIES
This study examines the effect of work-life balance and job satisfaction on employee performance, with employee engagement acting as a mediating variable. The research was conducted in the context of employees at Amanda Brownies in East Kalimantan, representing the food and beverage industry with operational work characteristics and direct customer interaction. A quantitative approach with an explanatory research design is employed to analyze causal relationships among variables. Data are collected through questionnaires distributed to 138 employees using a saturated sampling technique. The data are analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to evaluate both direct and indirect effects within the proposed model. The findings reveal that work-life balance and job satisfaction have a positive and significant effect on employee engagement. Furthermore, employee engagement significantly influences employee performance. The results also indicate that employee engagement plays a mediating role in the relationship between work-life balance, job satisfaction, and employee performance. These findings suggest that employee performance is not solely influenced by individual factors but is shaped by an integrated mechanism involving psychological and organizational aspects. The study provides practical implications for management in designing strategies that enhance employee well-being and engagement to improve organizational performance.
Copyright (c) 2026 Siti Rabiah, Saida Zainurossalamia, Wirasmi Wardhani https://creativecommons.org/licenses/by/4.0
THE RESILIENCE DIVIDEND: HOW POST-CRISIS HR PRACTICES SHAPE ORGANIZATIONAL LEARNING AND ADAPTIVE CAPABILITY
The increasing frequency of organizational crises has highlighted the importance of resilience as a critical capability for sustaining performance in uncertain environments. This study introduces the concept of the “resilience dividend,” which refers to the long-term benefits organizations can derive from effectively managing and learning from crises. Drawing on a conceptual and qualitative review of literature on human resource management, organizational resilience, and learning, the paper examines how post-crisis HR practices contribute to organizational learning and the development of adaptive capability. Key practices such as talent retention and redeployment, employee well-being initiatives, flexible work arrangements, and continuous learning are identified as central to this process. The findings suggest that organizations that move beyond short-term recovery and focus on institutionalizing learning are better positioned to enhance adaptability and long-term performance. The study also highlights the role of leadership and organizational culture in supporting these processes. A conceptual framework is proposed to illustrate the relationship between crisis experiences, HR interventions, and resilience outcomes. The paper contributes to HRM and resilience literature by offering an integrated perspective on post-crisis capability building. It concludes that organizations can achieve sustainable competitive advantage by leveraging the resilience dividend through strategic HR practices.
Copyright (c) 2026 Amalia Susanti, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
STRENGTHENING EMPLOYEE COMMITMENT THROUGH FLEXIBLE WORK MODELS AND SUSTAINABLE HR PRACTICES IN INDONESIA STARTUPS
This study examines the role of flexible work models and sustainable HR practices in enhancing employee commitment within Indonesian startups. As startups face increasing challenges in attracting and retaining talent, alternative HR strategies have become essential. Using a quantitative research approach, data were collected from employees across various startup sectors to analyze the relationship between flexible work arrangements, sustainable HR practices, and employee commitment. The findings indicate that flexible work models, such as remote and hybrid arrangements, positively influence work-life balance and autonomy, thereby strengthening affective commitment. Additionally, sustainable HR practices that emphasize employee well-being, fairness, and development further enhance engagement and retention. The study also finds that the combined implementation of flexibility and sustainability yields stronger outcomes than either approach alone. These results contribute to existing literature by integrating flexibility and sustainability within a single framework, particularly in the context of emerging startup ecosystems. The study provides practical implications for startup leaders in designing effective HR strategies. Overall, it highlights the importance of aligning organizational practices with employee expectations to foster long-term commitment and organizational success.
Copyright (c) 2026 Iswahyudi, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
THE EFFECTIVENESS OF PROBLEM BASED LEARNING MODEL IN IMPROVING STUDENTS' CRITICAL THINKING SKILLS AND LEARNING OUTCOMES
This study aimed to examine the effectiveness of the Problem Based Learning (PBL) model in improving students' critical thinking skills and learning outcomes. The study employed a quantitative approach using a quasi-experimental method with a non-equivalent control group design. The research was conducted in [name of school] involving two classes, namely an experimental class and a control class. The experimental class received instruction through the PBL model, while the control class was taught through conventional learning. Data were collected through critical thinking tests and learning outcome tests administered in the form of pretest and posttest, supported by observation and documentation. Data analysis included descriptive statistics, prerequisite tests, independent sample t-test, N-gain analysis, and effect size analysis. The findings indicated that students in the experimental class experienced a more substantial improvement than those in the control class. PBL encourages students to actively engage in identifying problems, discussing ideas, analyzing information, and formulating solutions based on real contexts. These processes contributed to the development of critical thinking and deeper conceptual understanding. Therefore, Problem Based Learning can be considered an effective instructional alternative to enhance students' critical thinking skills and learning outcomes.
Copyright (c) 2026 Surya Octavianus Simbolon, Haryono Haryono, Decky Avrilianda, Rafika Bayu Kusumandari https://creativecommons.org/licenses/by/4.0
INCLUSIVE LEADERSHIP AS AN HR DEVELOPMENT IMPERATIVE: A LONGITUDINAL STUDY ON ITS EFFECT ON PSYCHOLOGICAL SAFETY AND TEAM INNOVATION
The increasing diversity of the modern workforce has intensified the need for inclusive leadership as a critical capability for organizational success. While existing research highlights the benefits of inclusive leadership, limited attention has been given to its long-term effects on team dynamics and innovation. This study examines the impact of inclusive leadership on psychological safety and team innovation using a longitudinal research design. Data were collected from teams across multiple time points to capture changes in leadership behaviors and team perceptions. The findings indicate that inclusive leadership significantly enhances psychological safety by fostering trust, openness, and reduced fear of failure. Psychological safety, in turn, mediates the relationship between leadership and team innovation, enabling increased idea generation and implementation. The results also show that the effects of inclusive leadership strengthen over time, leading to sustained innovation performance. The study contributes to the literature by providing a dynamic perspective on leadership and team outcomes. It also offers practical implications for HR development by emphasizing the importance of continuous investment in inclusive leadership. The findings suggest that organizations can enhance innovation and performance by fostering psychologically safe environments through inclusive leadership practices.
Copyright (c) 2026 Kartika Simanjuntak, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
THE HYBRID WORK PARADOX: RECONCILING FLEXIBILITY WITH COHESION THROUGH STRATEGIC LEADERSHIP AND HR SYSTEM REDESIGN
This study examines the hybrid work paradox, where increased flexibility for employees may conflict with organizational cohesion, collaboration, and culture. Adopting a mixed-methods approach, the research integrates quantitative organizational metrics with qualitative insights from employees, managers, and HR professionals to explore how hybrid work impacts performance and engagement. The findings reveal that while hybrid models enhance autonomy, satisfaction, and productivity, they also create challenges related to communication, trust, and team alignment. Strategic leadership is identified as a key enabler in addressing these challenges, with trust-based management, inclusive practices, and effective communication fostering stronger cohesion. Additionally, the redesign of HR systems—such as flexible performance management and digital collaboration tools—supports the institutionalization of hybrid practices. The study also highlights persistent challenges, including inequities between remote and on-site employees and resistance to change. It concludes that organizations can reconcile flexibility and cohesion by integrating leadership strategies with adaptive HR systems, ultimately creating sustainable and high-performing hybrid work environments.
Copyright (c) 2026 Nurhalimah, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
PANIC MORALS AND ANTI-BULLYING EDUCATION MANAGEMENT ON VIRTUAL MEDIA FOR SCHOOL CHILDREN: A CASE STUDY IN LOMBOK WEST NUSA TENGGARA, INDONESIA
Moral panic refers to the excessive reaction of society to certain issues, which is considered a threat to morality and public welfare triggered by virtual media that depicts an event or group in a sensational way, thereby triggering excessive fear and anxiety among the public. Bullying is a desire to hurt so that it causes a person to suffer. A bulliying perpetrator can be a person, a group of people, and he or they perceive themselves to have the power to do anything to their victims. This paper uses a qualitative method with a netnography approach. This approach is used to understand individual behavior and interactions in online contexts, such as communities, social networks, forums, or other platforms related to bullying in school children in Lombok NTB. The theory used is the social learning theory from Albert Bandura. This concept emphasizes that behavior is learned through observation, imitation, and modeling. In the context of moral panic and the management of anti-bullying education in school children in Lombok NTB, this theory suggests that children can learn bullying or anti-bullying behavior through examples they see around them, especially in virtual world life. The findings of this paper reveal that virtual media often report cases of bullying in a dramatic way, creating the perception that bullying is a major crisis that threatens the well-being of school children. Then excessive action against the bullying phenomenon leads to moral panic to immediately disseminate information. The dissemination of inaccurate information is a new sign that people in Lombok NTB suffer from moral panic syndrome.
Copyright (c) 2026 Badrun https://creativecommons.org/licenses/by/4.0
FROM ONBOARDING TO OFFBOARDING: CREATING A COHESIVE EMPLOYEE LIFECYCLE JOURNEY
In today’s competitive and dynamic business environment, organizations are increasingly recognizing the importance of delivering a cohesive employee experience across the entire lifecycle. This study examines how human resource management practices can be integrated from onboarding to offboarding to create a seamless and consistent employee journey. Drawing on a conceptual and qualitative review of academic literature, HR reports, and case studies, the paper identifies key practices that enhance lifecycle integration, including structured onboarding, continuous development, performance management, and effective offboarding strategies. The findings highlight that fragmented HR processes can undermine employee engagement, while a holistic lifecycle approach fosters consistency, alignment, and long-term commitment. The study also emphasizes the role of leadership, organizational culture, and technology in enabling integration and continuity. By adopting a lifecycle perspective, organizations can improve employee satisfaction, retention, and overall performance. A conceptual framework is proposed to illustrate how integrated HR practices contribute to enhanced employee experience and organizational outcomes. The study contributes to the HRM and employee experience literature by offering a comprehensive view of lifecycle management. It concludes that organizations must move toward integrated, employee-centered strategies to remain competitive and sustainable.
Copyright (c) 2026 Wiranto Timotius Situmorang, Sri Langgeng Ratnasari, Firdaus Hamta https://creativecommons.org/licenses/by/4.0
QUIET HIRING RECONCEPTUALIZED: INTERNAL TALENT MARKETPLACES AND THE FUTURE OF STRATEGIC WORKFORCE PLANNING
This article reconceptualizes quiet hiring as a strategic approach to workforce management supported by internal talent marketplaces (ITMs) and strategic workforce planning (SWP). As organizations face increasing pressure to adapt to rapid technological change and talent shortages, traditional hiring models are becoming less effective. Using a narrative review methodology, the study synthesizes existing literature on quiet hiring, ITMs, and skills-based workforce strategies. The findings suggest that quiet hiring, when supported by AI-driven platforms, can evolve from an ad hoc practice into a structured mechanism for internal talent deployment. ITMs enable real-time skills matching, enhance workforce agility, and improve employee career mobility. However, challenges related to governance, transparency, and equity remain critical considerations. The study highlights the importance of integrating ITMs into SWP processes to support data-driven decision-making and scenario planning. It also emphasizes the need for organizational readiness, including capability development and ethical oversight. Overall, the article contributes to both theory and practice by offering a strategic framework for leveraging internal talent in a rapidly changing work environment.
Copyright (c) 2026 Hairyzal, Ramon Zamora, Oktavianti https://creativecommons.org/licenses/by/4.0
FROM INSIGHT TO IMPACT: A FRAMEWORK FOR INTEGRATING REAL-TIME SOCIAL LISTENING INTO STRATEGIC MARKETING DECISION CYCLES
This study examines the integration of real-time social listening into strategic marketing decision cycles within contemporary digital marketing environments. The research explores how organizations utilize consumer-generated data from social media platforms to support marketing intelligence, customer responsiveness, and organizational agility. Using a narrative literature review approach, the study synthesizes theories and empirical findings related to social listening, marketing analytics, agile marketing, and strategic decision-making. The findings indicate that real-time social listening enables organizations to detect emerging trends, analyze consumer sentiment, and improve responsiveness to changing market conditions. The study also identifies major integration challenges, including data overload, siloed organizational structures, and technology adoption barriers that limit the strategic use of social listening insights. Furthermore, the research demonstrates that integrating social listening into marketing decision cycles enhances decision-making speed, campaign optimization, and customer engagement. The proposed framework emphasizes the importance of combining technological capabilities, organizational alignment, and strategic interpretation to transform digital insights into actionable marketing strategies. Overall, the study contributes to digital marketing and strategic management literature by providing a comprehensive framework for integrating real-time social listening into organizational decision-making processes and improving long-term marketing effectiveness.
Copyright (c) 2026 Christina Maria Attonete, Lukmanul Hakim, Dahrul Aman Harahap https://creativecommons.org/licenses/by/4.0
THE GIG ECONOMY AND THE SOCIAL CONTRACT: RETHINKING LEGAL, TRAINING, AND ENGAGEMENT STRATEGIES FOR CONTINGENT WORKERS
The rapid expansion of the gig economy has significantly altered traditional employment relationships, challenging existing assumptions about the social contract between workers and organizations. As contingent work becomes more prevalent, gaps have emerged in legal protections, training opportunities, and engagement practices. This study examines how the social contract must be redefined to address these challenges, with a particular focus on legal, training, and engagement strategies for gig workers. Using a conceptual and narrative literature review approach, the research synthesizes insights from academic studies, policy reports, and industry analyses. The findings indicate that traditional labor frameworks are insufficient for managing gig work, necessitating legal reconfiguration to balance flexibility with worker protection. Additionally, training and development are increasingly decentralized, requiring shared responsibility among workers, organizations, and institutions. Engagement strategies must also evolve, leveraging digital tools, incentives, and transparent communication to build trust and inclusion. The study highlights the importance of collaboration among stakeholders to ensure fairness and sustainability in gig work systems. It concludes that redefining the social contract is essential for aligning organizational efficiency with worker well-being. The article provides a comprehensive framework for adapting workforce strategies in the evolving gig economy.
Copyright (c) 2026 Marhamah, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati https://creativecommons.org/licenses/by/4.0
THE EFFECT OF MOTIVATION, TRANSFORMATIONAL LEADERSHIP, AND SOCIAL SUPPORT ON PERSONNEL PERFORMANCE THROUGH WORKLOAD PROPORTIONALISM IN THE EAST KALIMANTAN REGIONAL POLICE INVESTIGATION
This study examines the influence of work motivation, transformational leadership, and social support on personnel performance through workload proportionalism at the Narcotics Criminal Investigation Directorate (Ditresnarkoba) of East Kalimantan Regional Police (Polda Kaltim). The research employs a quantitative explanatory approach using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 3.3.9, involving 80 personnel as respondents selected through purposive sampling. Results indicate that work motivation, transformational leadership, and social support each positively and significantly influence workload proportionalism. Transformational leadership, social support, and workload proportionalism also significantly and positively affect personnel performance directly. However, work motivation does not directly influence performance, suggesting full mediation through workload proportionalism. Workload proportionalism partially mediates the effects of transformational leadership and social support on performance. These findings confirm that workload proportionalism is a critical mediating construct integrating Self-Determination Theory, Transformational Leadership Theory, and Social Support Theory in high-pressure organizational contexts.
Copyright (c) 2026 Teddy Chandra, Irsan Tricahyadinata, Wirasmi Wardhani https://creativecommons.org/licenses/by/4.0
AN ANALYSIS OF THE EFFECTS OF BUDGET MANAGEMENT QUALITY, HUMAN CAPITAL, AND CROSS-SECTOR COLLABORATION ON STUNTING FINANCING WITH GOOD GOVERNANCE AS A MEDIATING VARIABLE AT COMMUNITY HEALTH CENTERS IN TIMOR TENGAH SELATAN REGENCY
This study aims to analyze the effect of budget management quality and human capital on stunting financing, with good governance as a mediating variable at public health centers in Timor Tengah Selatan Regency. The research adopts a quantitative explanatory approach using Structural Equation Modeling–Partial Least Squares (SEM-PLS), involving 143 respondents from 37 public health centers.The results indicate that human capital and good governance have a positive and significant effect on stunting financing, while budget management quality does not have a direct significant effect. However, budget management quality significantly influences good governance. Furthermore, the mediation analysis reveals that good governance significantly mediates the relationship between budget management quality and stunting financing, but does not mediate the relationship between human capital and stunting financing. These findings highlight that the effectiveness of stunting financing is not solely determined by budget management quality, but is more strongly influenced by human resource capacity and the implementation of good governance principles. This study contributes to the literature on public financial management and health policy, particularly in strengthening governance and human capital at the local health service level.
Copyright (c) 2026 Desti Lambe, I Komang Arthana, Paulina Yuritha Amtiran https://creativecommons.org/licenses/by/4.0