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Previous research based on the Relational View has four major issues. The first issue is the need to stabilise relational rent in the long-term collaboration which can be addressed through involving management commitment. The second issue is the absence of implementations of non-financial relational rent such as innovation performance. The third issue is a significant fact that the research has not been conducted in crisis situations, where companies face limited resources and require both agility and innovation for survival. The fourth issue pertains to the absence of implementations regarding non-financial relational rent, such as innovation performance. To bridge this gap, in consideration of existing literature, this research is required to formulate a theoretical model that involves supplier collaboration, operational agility, management commitment, innovation performance, and the calculation on the effect of the relationship. This research applies structural equation modelling as an analysis tool with the support of AMOS software. The participants are leaders of tour operator companies based in Central Java Province and the Special Region of Yogyakarta, both are the major tourism destinations in Indonesia. Analysing 198 observations, the results demonstrate a positive impact of supplier collaboration on both operational agility and innovation performance. Management commitment has been demonstrated to moderate the impact of collaboration on innovation performance. This research encourages leaders of tour operator companies to engage in collaborations with their suppliers to achieve operational agility and improve innovation performance, particularly in facing the conditions caused by the Covid-19 pandemic. [ABSTRACT FROM AUTHOR]

This study aimed to determine the impact of psychological contract breach on counterproductive work behavior mediated by organizational trust and work engagement in state civil apparatus in West Sulawesi Province. The samples of this research were 288 state civil apparatus (ASN) in West Sulawesi Province. The sampling technique used was proportionate sampling with the help of the applications of SEM (Structural Equation Modelling) and SPSS on the Sobel test operated through the AMOS software. The results of the present study were as follow: 1) Psychological contract breach had a positive and significant impact on counterproductive work behavior; 2) Psychological contract breach had a negative and significant impact on organizational trust; 3) Psychological contract breach had a negative and significant impact on work engagement; 4) Organizational trust had a negative and significant impact on counterproductive work behavior; 5) Work engagement had a negative and significant impact on counterproductive work behavior; 6) Organizational trust directly mediated the correlation between psychological contract breach and counterproductive work behavior; 7) Work engagement directly mediated the correlation between psychological contract breach and counterproductive work behavior. These research results were expected to reduce counterproductive work behavior by increasing organizational trust and work engagement. [ABSTRACT FROM AUTHOR]

This study aims at analyzing the influence of workplace envy on turnover intention mediated by negative emotion and perception of injustice in State-Owned Enterprises (SOEs/BUMN) bank employees in West Sulawesi Province. The technique used is proportional sample with the help of the application of SEM (Structural Equation Modeling) and SPSS on the Sobel Test which is operated through the AMOS program. The results revealed that workplace envy has a positive influence on turnover intention, workplace envy has a positive influence on negative emotion, and workplace envy has a positive influence on perception of injustice, negative emotion has a positive influence on turnover intention, perception of injustice has positive influence on turnover intention. Negative emotion mediates the influence of workplace envy on turnover intention and perception of injustice mediates the influence of workplace envy on turnover intention. This study only focuses on the antecedent variables of the turnover intention, namely workplace envy, negative emotion, and perception of injustice, while it is known that there are many factors that can influence turnover intention. Regarding the factors that influence the turnover intention, this study only focuses on the antecedent variables of the turnover intention, namely workplace envy, negative emotion, and perception of injustice, while it is known that there are many other factors that can influence turnover intention. For future research, research related to the variables of workplace envy, negative emotion, perception of injustice, and turnover intention can be carried out more comprehensively and in depth, by adding several other antecedent variables. [ABSTRACT FROM AUTHOR]