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IntroductionThe definition and operationalization of workforce agility, initially associated with multitasking abilities, have evolved to encompass aspects of adaptability, proactivity, and resilience, which are now widely accepted. However, some authors have expanded this concept by adding elements such as intelligence, collaboration, and social support, leading to confusion and disagreement on how to consistently measure workforce agility. Furthermore, the literature emphasizes the importance of workforce agility in achieving business goals and adopting innovative management models, yet it provides limited structured guidance for future research.MethodsThis study uses Scopus and Web of Science as the primary databases. The search was not limited to a specific period but included articles up to 2024, with an initial sample of 176 articles. After a screening process based on inclusion and exclusion criteria, 74 articles were included in the thematic analysis and data synthesis.ResultsWorkforce agility has been positioned as an independent, mediating, moderating, and dependent variable in various studies. Most studies examine workforce agility at the individual level, with only about 10 studies exploring this aspect at the organizational level. However, no research has specifically explored workforce agility at the team level to date. The primary objective of workforce agility research is to expand and connect theories with diverse methodological approaches, including quantitative, qualitative, and mixed methods. As a result, theoretical foundations and inter-variable relationships are established to identify recommendations for future research.DiscussionMore than 25 fundamental theories have been identified and categorized into nine groups. These nine groups were then reformulated into four general theories: Organizational and Management Theory, Communication and Social Interaction Theory, Behavioral and Learning Theory, and Economic Theory. Based on previous research, several recommendations for future research have been outlined, including conducting longitudinal studies, integrating mixed methods, considering the global cultural context, expanding research samples, developing conceptual models, exploring mediating and moderating variables, developing workforce agility theories, creating efficient evaluation methods, and implementing multilevel models.

Gender equality is an essential aspect of human rights. However, gender-based discrimination is widespread to different degrees in many international organizations, including Indonesia. Currently, gender-related issues center around inequalities in situations and responsibilities between males and females, with females facing significant barriers to achieving positions of high authority. This inquiry aims to provide evidence of the efficacy of female leaders in promoting gender equality, with a specific focus on instances in Indonesia. This research is based on secondary data obtained from the Scopus database, specifically acquired using the keyword 'women's leadership' and the document study approach. The text is free from grammatical, spelling, and punctuation problems, and the content remains unaltered. After screening 1,129 papers, a total of 23 were selected for analysis using the Miles and Huberman methodology. The wording used is clear, concise, and unbiased, utilizing a formal style and accurate vocabulary. The material follows established norms for structure and formatting, including the use of standardized citation and footnote formats. The data suggest that women in Indonesia have made advancements in terms of their roles, positions, careers, and leadership achievements, despite facing ongoing obstacles from patriarchal society and cultural standards. Within this particular framework, preconceptions pertaining to the presumed vulnerabilities of female leaders have been discredited. These women have demonstrated their ability to adjust to changing environments, exerted a positive impact, prioritized the well-being of employees, encouraged intellectual growth, developed strategies for organizational development, shown responsiveness to change, improved organizational performance, stimulated innovation and creativity, facilitated flexibility for change, and actively promoted sustainable development. Doi: 10.28991/HEF-2023-04-04-09 Full Text: PDF

The business success of pharmaceutical companies in achieving sales targets amid increasingly fierce market competition is highly dependent on the presence of a strong and efficient marketing team. This study aims to explore the impact of talent management on medical representatives’ performance in Indonesia, as well as to analyze the mediation role of employee ambidexterity and work engagement. This study used a quantitative approach involving 167 medical representatives as a sample. Data were collected through questionnaires distributed online and offline. The paper used structural equation modeling-partial least squares (SEM-PLS) for data analysis. The study’s results partially show that talent management, employee ambidexterity, and work engagement can significantly increase medical representatives’ performance (< 0.05). Furthermore, talent management significantly increases employee ambidexterity and work engagement (< 0.05). In addition, an indirect effect was found, where talent management can significantly improve medical representatives’ performance mediated by employee ambidexterity and work engagement (< 0.05). Employee ambidexterity can significantly increase medical representatives’ performance mediated by work engagement (< 0.05). These findings prove that talent management, employee ambidexterity, and work engagement are essential to improve medical representatives’ performance. In addition, these results also can develop more efficient marketing and human resource management strategies in the pharmaceutical industry in Indonesia.

Women in patriarchal social systems face various challenges that affect their economic access and hinder their empowerment. This research aims to identify the competencies required by women to thrive within a patriarchal social system, reduce gender disparities, and promote empowerment in various aspects of life. This research utilized secondary data from the Scopus database and applied a document study method. Keywords used for the search included "women competence," "women skills," "women entrepreneur skills," "entrepreneurial competencies," and "entrepreneur competence." After filtering, 31 articles were selected for analysis. The analysis used the Miles and Huberman model, including reduction, data analysis, and conclusion. The findings indicate that to address the challenges of patriarchy and achieve empowerment, women need to develop multidimensional competencies involving entrepreneurial skills, commitment, high-level conceptual abilities, recognition of opportunities, organization, relationships, strategic thinking, and marketing. The challenges of norms and gender expectations in patriarchal societies become obstacles that need to be overcome by educating the community about the vital role of women and the competencies required in SMEs (Small and Medium Enterprises). Innovation, creativity, and innovative marketing strategies are key to success, while support and networks from stakeholders can provide valuable boosts.

This study uses a systematic review in examining the factors that may have a negative impact on social enterprises in Indonesia within an institutional framework. An institutional framework was used in this study to update existing studies. Moreover, this study is also intended to explore the obstacles that may exist in improving the performance of social entrepreneurs in Indonesia. A systematic review of the literature is the approach used in this analysis. A researcher can draw plausible observations and present generalizable research by carrying out a comprehensive literature analysis, which is found by predefined literature search techniques. This study was carried out in two stages to complement the systematic analysis, as described below. Eighteen references were found using the literature review criteria and used in the qualitative synthesis. The idea of social entrepreneurship was introduced by the Indonesian government in 2015. Social entrepreneurship has been impacted by the global downturn, political instability, government bureaucracy, and society. Building a solid regulatory system for social enterprise would aid in the success of these businesses. The Indonesian government should provide an awareness center as well as give recommendations to assist the community in navigating the complex cultural landscape. The significance of this study is that it has the potential to affect policy decisions in order to change the structural climate for social entrepreneurship. International investors who want to start a social enterprise in Indonesia can also learn about the institutional structure and how it affects their venture.

and transactional leadership on innovative behavior with psychological empowerment as the moderator variable. The research method used is quantitative research methods. The population in this study were employees of the Regional Drinking Water Company (PDAM) of Cirebon City with a total population of 203 people. The sampling measurement technique used the Slovin formula with a margin of error of 10%, so the number of samples in this study was determined to be 67 respondents. The sampling technique uses the incidental sampling approach. The data collection technique used was a questionnaire with a Likert scale. The data analysis technique used is path analysis. The results showed that transformational leadership had a significant effect on innovative behavior either directly or mediated by psychological empowerment variables. The transactional leadership variable did not have a significant effect on innovative behavior either directly or mediated by psychological empowerment variables. The psychological empowerment variable has a significant effect on increasing innovative behavior.

This research is intended to descriptively analyze person-organization fit, job satisfaction, and employee turnover intention. Besides, this research aims to analyze the influence of person-organization fit and job satisfaction on employee turnover intention, both simultaneously and partially. The type of this research is descriptive and verification research. The population in this research consists of employees from Bank SyariahBukopin, Bank BNI Syariah, and Bank JabarBantenSyariah. Sampling technique used in this research is non-probability sampling using a saturated sample technique. This research uses multiple regression employing more than one independent variable, namely person-organization fit (X1) and job satisfaction (X2). While the dependent variable is the turnover intention (Y). The results of this research show that turnover intention is significantly and simultaneously influenced by person-organization fit and job satisfaction variables of 37.50%. While the rest 62.50% is influenced by other variables outside this research. They are possibly organizational commitment, employee engagement, social support, change management, leadership, organizational behavior, and others. It is thus implied that there are many other potential variables which may affect employee turnover intention. Partially, the results of this research show that the person-organization fit does not affect turnover intention. However, job satisfaction affects turnover intention quite significantly. Thus, the better the job satisfaction is, the higher the turnover intention becomes.

The emotional intelligence of employees can make employees have the desire to the turnover intention which can also be influenced by the level of job burnout employees. This research aims to investigate the effect of emotional intelligence on the turnover intention with job burnout as the mediating variable. This study uses a quantitative analysis method which aims to analyze the relationship between the observed variables and to confirm the theory using PLS-SEM analysis (Partial Least Square - Structural Equation Modeling). Respondent consists of 233 employees of PD. Bank BPR West Java who were selected using random sampling technique. The results showed that emotional intelligence, consisting of social competence and personal competence, positively affect turnover intention, characterized by the behaviors of thinking to quit, job search, and intending to quit. Emotional intelligence, consisting of social competence and personal competence, positively influences job burnout which can be seen from the aspect of exhaustion, depersonalization, and declining achievement. Employees experiencing a high level of emotional exhaustion will be likely to quit and look for new career opportunities. In other words, the higher the level of job burnout is, the higher the tendency of the employee to quit becomes.

Introduction: The definition and operationalization of workforce agility, initially associated with multitasking abilities, have evolved to encompass aspects of adaptability, proactivity, and resilience, which are now widely accepted. However, some authors have expanded this concept by adding elements such as intelligence, collaboration, and social support, leading to confusion and disagreement on how to consistently measure workforce agility. Furthermore, the literature emphasizes the importance of workforce agility in achieving business goals and adopting innovative management models, yet it provides limited structured guidance for future research. Methods: This study uses Scopus and Web of Science as the primary databases. The search was not limited to a specific period but included articles up to 2024, with an initial sample of 176 articles. After a screening process based on inclusion and exclusion criteria, 74 articles were included in the thematic analysis and data synthesis. Results: Workforce agility has been positioned as an independent, mediating, moderating, and dependent variable in various studies. Most studies examine workforce agility at the individual level, with only about 10 studies exploring this aspect at the organizational level. However, no research has specifically explored workforce agility at the team level to date. The primary objective of workforce agility research is to expand and connect theories with diverse methodological approaches, including quantitative, qualitative, and mixed methods. As a result, theoretical foundations and inter-variable relationships are established to identify recommendations for future research. Discussion: More than 25 fundamental theories have been identified and categorized into nine groups. These nine groups were then reformulated into four general theories: Organizational and Management Theory, Communication and Social Interaction Theory, Behavioral and Learning Theory, and Economic Theory. Based on previous research, several recommendations for future research have been outlined, including conducting longitudinal studies, integrating mixed methods, considering the global cultural context, expanding research samples, developing conceptual models, exploring mediating and moderating variables, developing workforce agility theories, creating efficient evaluation methods, and implementing multilevel models. [ABSTRACT FROM AUTHOR]

This study aims to understand performance of social enterprises and assess the most influential factors affecting this performance based on a Systematic Literature Review (SLR). The study extracted data (articles) from three prominent databases (Scopus, Web of Science and Google Scholar). Four main determinant groups of performance are identified, namely, technology and innovation, investment considerations, overall organization orientation and a general category of other influential factors. The results indicate that fiscal, environmental, social contexts, creative methods and employee contributions have a major influence on the performance of social enterprises. It was also revealed that strategic and business orientation has proven to be a significant contributor as well. The findings contribute to social entrepreneurship literature in terms of performance improvement of hybrid enterprises. Future research suggestions are provided based on the findings. [ABSTRACT FROM AUTHOR]

Despite numerous previous studies confirming collaboration's critical role as a driver of innovation and performance, other studies have reported the failure of collaboration in various sectors. Thus, this study aims to re-examine the influence of collaboration on both these variables, particularly in the public sector. This research posits collaboration as a predictor of performance, whereas innovation is proposed to mediate this link. The unit of analysis is the Indonesian local government work unit. This study finds that collaboration positively influences both variables, that is, innovation's effect on performance. Based on the study's results, implications are drawn, followed by the conclusion. [ABSTRACT FROM AUTHOR]

Purpose of this research to analyze the shifting leadership paradigm in higher education and its impact on self-efficacy and performance. Use method an explanatory survey of 300 randomly selected private university lecturers with criteria as a foundation permanent lecturer, who has a minimum working life of 1 year. Data collection using questionnaires and processed using SEM Covariants analysis. The results show that leaders in higher education as role models and an important part of observational learning. Growth of confidence in lecturers as a cognitive process derived from attributes inherent in the leader. Important leadership attributes make lecturers have higher self-efficacy that is able to listen, empathize, encourage healing and show awareness about power and the meaning of equality in leadership. High efficacy has an impact on changes in lecturer behavior in carrying out their roles in higher education. The conclusion is servant leadership influences performance through self-efficacy. Theoretical implications are the development of the concept of servant leadership as a source of learning for subordinates in higher education to increase self-efficacy in order to face the the three pillars of higher education challenges: education, research, and community services. Practical implications are encouraging a paradigm shift in leadership and expanding social interactions that lead to learning for self-efficacy. [ABSTRACT FROM AUTHOR]

This study aims to determine the form of leadership that serves its relationship in improving the performance of private university lecturers in North Sulawesi. Knowing the concept of servant leadership will encourage the performance of private university lecturers. This research was conducted in private university lecturers, especially North Sulawesi. The research method is descriptive and justified by the correlational research method. The population in this study were lecturers of private universities in North Sulawesi. Samples were taken by 300 PTS lecturers who were identified randomly. The results showed that there was a positive relationship between understanding the concept of servant leadership and the participation of lecturers' performance. But kThe lack of role of PTS leaders in giving encouragement and trust and service to their subordinates causes confidence in the potential, pride and ability to carry out the tridharma of higher education. The lack of involvement of lecturers in the decision-making process, adaptability and awareness of the mission are still lacking causing conditions in the work such as community pride, harmony of values between individuals in the organization does not support optimal teaching, community service and research. Lack of success in carrying out education and teaching. [ABSTRACT FROM AUTHOR]

Forest governance to ensure sustainability requires a support system that is developed based on the consideration of the interaction and exchange of values between stakeholders. The research objective is to analyze Managing sustainable forest resources and creative economy through partnership strategy among stakeholders in Java Forest Indonesian. The research method uses an inferential survey approach to the partnership between forest stakeholders and the Forest Village Community Institution (LMDH). The number of forest stakeholder units is 57 that have LMDH partners with observation units involving the leaders of forest stakeholders and LMDH units. The results of the study show that efforts to ensure the sustainability of forest resources cannot be separated from the interaction of social exchanges with the surrounding community. These interactions provide access for the community to participate in managing resources, gain value and contribute to maintaining these resources. Interaction with LMDH as an institutionalized process as an important part of FMUs in implementing forest resource management. The partnership has developed into a system that encourages creative economic activity in the community. Partnership as a system developed and built to support the sustainability of forest resources and create a developing creative economy. The theoretical implication is that forest governance cannot ignore the function of partnerships as a dynamic system. Partnership as a strategy to ensure sustainability of forest resources and create a creative economy Forest Village Community Institution (LMDH). [ABSTRACT FROM AUTHOR]