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Competition in service industries is fierce, so operational efficiency and cost-effectiveness can be implemented by optimizing internal resources to increase competitive advantage. This study aims to investigate the role of followership in enhancing organizational citizenship behavior (OCB) with double mediating mechanisms, such as job satisfaction and organizational commitment. This study was conducted on food distributor service companies in Indonesia and employees as respondents. Questionnaires were used to collect data, which were using convenience sampling. Then, 131 data points were gathered and prepared for analysis using the G-Power minimum sample size. Data analysis was conducted using structural equation modeling with the SmartPLS application. The results showed that followership significantly influenced OCB, job satisfaction, and organizational commitment. Furthermore, it was also observed that job satisfaction showed an effect on OCB. However, organizational commitment does not affect OCB. Furthermore, during mediation testing, only job satisfaction was found to successfully mediate and act as a connecting variable between followership and OCB. This study has contributed to the cognitive resonance theory and suggests that service companies consider leadership followership in order to enhance OCB among their employees efficiently. It also recommended that employees should first exhibit job satisfaction before engaging in extra-role behaviors for the company. AcknowledgmentResearchers give great appreciation to Universitas Brawijaya for funding this research.

The greater the rate of employee turnover, the more harm it causes the company. Furthermore, there is a direct correlation between worker turnover and the intention to leave. Since the purpose of this research was to investigate employee turnover, the urgency of the issue is the main area of focus because it will obstruct the accomplishment of organizational objective. The purpose of this study is to examine the mediating role of organizational commitment and organizational citizenship behavior on the effect of job satisfaction on turnover intention. The research falls within the explanatory research category and included validation. This study utilised a survey to collect data from a significant portion of the workforce, consisting of 254 employees. The study used a saturated sample of 254 employees. The statistical method known as partial least squares, or PLS, along with the WarpPLS software were used for data analysis. The participants in this study were workers at an Indonesian manufacturer of medical devices. The research findings of this study provide an empirical contribution indicating that organisational commitment and organisational citizenship behaviour are critical components that need to be addressed in the company's efforts to lower the degree of intention to leave. Incorporating employees into decision-making processes can also help to maintain job satisfaction, as evidenced by the fact that such activities lower the intention of employee turnover. Companies should also focus on other factors that contribute to employee job satisfaction, such as clear career paths, appropriate rewards, work support facilities, and one example of good organisational citizenship on the part of employees not taking extra time off.

Purpose – This study aims to describe the competitive ability of MSMEs Palu Fried Onions (BGP) from the point of view of human resources, namely innovation and the influence of motivation. Research methodology – This research was conducted on 141 active BGP MSMEs in Palu and tested using quantitative methods using SEM-PLS analysis testing. Findings – The study results show that Human Resource Innovation is proven to affect the ability of the Palu Fried Onions MSMEs. Research limitations – A limitation of this study is that it focuses solely on the competitive abilities of BGP MSMEs from the perspective of human resources, specifically innovation and motivation, and does not explore other potential factors that might influence their competitiveness. Practical implications – The results of this study have the benefit of being practical considerations for driving BGP MSMEs to increase their competitiveness; besides that, the results of this study also expand the variation of the Diamond Model or the Diamond Model of production factors to be competitive. Originality/Value – Rather than focusing solely on traditional factors, this research delves into the innovative realm of human resource innovation and motivation as key drivers of competitiveness.

Employee performance will be more optimal if the employee combines it with social media. Moreover, social media platforms have various applications supporting employee performance, such as Zoom, Google Meetings, Skype, Telegram, and Whatsapp. Social media has fairly high accessibility, is easy to apply, and provides a variety of certain features that can support employees' work. For this reason, this study will examine the effect of social media on employee performance, mediated by employee engagement and job satisfaction. This research was conducted on educational employees at Brawijaya University Malang. Brawijaya University is one university that uses social media for its employees. Furthermore, the research data were analyzed using PLS (Partial Least Square) with the SEM (Structural Equation Model) approach. The sampling technique used is purposive sampling, but in this study, it is not known for a certain number of employees who use social media, so researchers refer to determining the minimum sample size for the SEM model, which is 5-10 times the number of indicators. Based on these considerations, the respondents obtained a total of 122 employees with the status of State Civil Apparatus. The results of the PLS analysis show that social media has no significant effect on employee performance. Nonetheless, employee engagement and job satisfaction perfectly mediate the relationship between social media and employee performance. Based on the results of this study, it can be concluded that social media can improve the performance of educational employees at Brawijaya University Malang through the mediating role of employee engagement and job satisfaction.

This study was conducted using the job demand-resource model to examine the effects of job demand, job burnout, and the role of social support as a measure of job resources in enhancing the influence of job demand on em­ployee performance. Through 131 responses from the questionnaire survey, this study uses the responses obtained from a state-owned banking agency in Ma­lang, Indonesia. Data analysis was performed using partial least square (PLS) with the WarpPLS.7.0 program and Sobel Test to verify the relationship bet­ween variables. The results of this study do not totally support the hy­po­thesis since employee performance can be directly influenced by the degree of job demand that employees experience but not by the degree of job burnout that banking employees experience. As opposed to that, a high job demand al­so has a direct impact on an employee's job burnout. Another significant fin­ding from this research is that social support has a role in enhancing the influence of job demands on employee performance, rather than mediating it. This research provides enlightenment for the banking industry regarding the impor­tance of paying attention to employees' social support. High job demand cau­ses a decrease in employee performance; with good social support, employees will be helped meet the job demand so that it does not impact the performance they are building. It is challenging to lessen how much job demand influences employee burnout. Banking institutions can work to provide social support while also attempting to alter employees' perceptions of their jobs' obligations. In order to successfully prevent job burnout syndrome in employees and re­du­ce negative effects brought on by job pressures, banking leaders should provi­de assistance and demonstrate excellent leadership. This strategy ought to considerably lessen job burnout and directly result in improved performance.

AbstractThis study aims to analyze the effect of talent management practices on turnover intention either directly or through perceived distributive justice and perceived organizational support as mediation. The research was conducted using a quantitative approach with total sample of 397 Directorate General of Taxes employees. Analysis of research data using SMART-PLS with the result that there is an influence of talent management practices on turnover intention through perceived distributive justice and perceived organizational support. Talent management practices have been shown to increase perceived distributive justice and perceived organizational support. Turnover intention decreases because of perceived distributive justice and perceived organizational support by employees. The results of this study make a theoretical contribution to support social exchange theory, equity theory, and organizational support theory as well as make a practical contribution to HR managers of public organizations. The novelty of this research is in the form of a comprehensive model with perceived distributive justice and perceived organizational support as mediating the influence of talent management practices on turnover intention in public organizations. The results of this study answer the scarcity of studies on public organizations in Asia. The results of this study also add to the repertoire of empirical research which can be used as a reference in drawing generalizations or conclusions regarding the influence of talent management practices on turnover intention.

AbstractThe purpose of this study is to investigate whether workplace incivility explains the phenomenon of employee silence behavior in the hospitality sector and how job embeddedness and power distance mediate and moderate this relationship. Data were collected from 359 frontline staff at several hotels and restaurants in Jakarta, Indonesia. The data were analyzed using moderating mediation procedures using the Macro Process. Workplace incivility was negatively related to job embeddedness and positively to employee silence behavior. Job embeddedness was positively associated with employee silence and mediates the relationship between workplace incivility and employee silence. Finally, power distance is directly related to employee silence and moderates the relationship between workplace incivility and employee silence. Hence, the relationship between workplace incivility and employee silence was stronger among employees who perceived higher power distance. The results of this study could be used to guide the management of the hospitality industry. In particular, disrespectful treatment from seniors or supervisors perceived by employees triggers a decrease in job embeddedness and increases silent behavior. Management needs to implement several policies to prevent uncivil actions in the workplace. Moreover, the present study suggests that organizational managers applied special incentives for employees to actively share their information, ideas, and opinions to stimulate employee voice.

This study explores the impact of customer incivility on frontline employees’ job embeddedness in the Indonesian hospitality sector. We also investigate whether emotional exhaustion prevalence mediated, and socio-economic status (SES) moderated the link between customer incivility, emotional exhaustion, and job embeddedness. Data were collected in two stages using an online survey of 192 employees from the hospitality sector in Indonesia. We tested a moderated mediation model using Hayes’ Macro PROCESS version 4.0. Results confirmed that frontline service employees with high levels of uncivil consumer behavior experience have high emotional exhaustion tendencies and low job embeddedness. The findings also reveal that emotional exhaustion partially mediates the relationship between customer incivility and job embeddedness. Moreover, SES mitigates the impact of customer incivility on emotional exhaustion and job embeddedness. A lower level of SES triggers a more substantial effect of customer incivility on exhaustion, whereas a higher SES can reduce the effect of customer incivility on job embeddedness.

This paper aims to explain the unsuccessful relationship between the awareness of prominent international education brands and enrollment intention. A serial mediation model encompassing perceived congruity and brand attitude was developed and was tested using the Partial Least Square-Structural Equation Modeling (PLS-SEM) technique involving 132 respondents. The results revealed that the brand awareness must be subsequently perceived as internally congruent with the prospective students’ self-image in terms of resource sufficiency before developing enrollment intention by forming the desired brand attitude. The originality of this study is that it could be the first to discuss the international universities landscape in Indonesia. In addition, the proposed model could be a plausible framework for explaining the intention to accept not only international education brands but also other brands of goods and services, hence benefiting both educational and consumer research. This paper includes generalizability as its limitation with suggestions to undertake the broader scope of studies.

This study aims to uncover and understand the application of the Shared Leadership pattern in managing PIER, to know the Shared Leadership model applied by management in managing PIER, and to reveal and understand the performance of PIER employees by applying the Shared Leadership pattern. This study uses a qualitative research method of a case study approach. The research informant is the department head and PIER staff. The research findings show that the application of Shared Leadership patterns in improving employee performance is derived from the themes contained in the attributes of Shared Leadership, including learning systems, leadership systems, and motivation systems. Shared Purpose, including personality, attitude, and ability. Social Support, including resources, organisational structure, organisational support, and awards. Voice, including expertise, perception, effort, and individual attributes. Shared purpose, social support and voice can create knowledge-sharing and work environments to improve employee performance. Further studies are needed on shared leadership in the same model applied to different objects.

The study aims to investigate whether exploratory learning can influence business performance, whether exploitative learning can affect the business performance of Rural banks, and whether innovative work behavior can mediate the relationship between exploratory learning and exploitative learning on business performance. The research explains the phenomenon of the behavior of directors of Rural banks in managing bank performance from a financial and non-financial business performance perspective. Data was collected from 176 BPRs in Indonesia, especially East Java. Total sampling was used by distributing Likert questionnaires with an interval scale of 1-5. The data were analyzed using SEM PLS with outer and inner analysis. The results of the research show that innovative work behaviorcan mediate the exploratory relationship to the business performance of 0.094 and exploitative learning to the businessperformance of 0.180, meaning that it can partially mediate. The findings of the study can help Indonesian rural bankdirectors manage the performance of their institutions. In addition, the research provides explicitly an overview of organizational learning.

This research aims to investigate the direct effect of knowledge management on knowledge-worker productivity and the indirect effect mediated by employees' adaptability and job satisfaction. The research was conducted at PT. Pindad (Persero) Malang as a specific knowledge-based manufacturing industry company. The research population is employees who work in the department that is closely related to the knowledge of ammunition products. Furthermore, 203 employees became the research sample taken proportionally and randomly from the population using proportionate random sampling technique. The data analysis method was carried out using a structural equation modeling (SEM) model with a partial least square (PLS) approach. The results indicate that knowledge management has no significant effect on knowledge-worker productivity, but knowledge management has a significant effect on adaptability, and adaptability has a significant effect on knowledge-worker productivity. Knowledge management also has a significant effect on job satisfaction, and job satisfaction also has a significant effect on knowledge-worker productivity. Thus, adaptability and job satisfaction have a full mediating role on the effect of knowledge management on knowledge-worker productivity. This research contributes fill the research gap on the influence of knowledge management on knowledge-worker productivity with the presence of adaptability and job satisfaction as a mediating variable.

AbstractThis paper aims to evaluate the impact and analyze the effect of transformational Leadership on organizational performance mediated by organizational Commitment, Transformational Leadership, and organizational Commitment moderated by Altruism. This research was conducted using a descriptive method at the A-certified Child Welfare Institution (LKSA) in Indonesia with a sample of 185 respondents. The approach used in this research is Structural Equation Model (SEM) with Partial Least Square (PLS) 3.0 analysis tool. This finding shows that altruism towards organizational Commitment is not able to improve organizational performance even though altruism has been included as a counterweight, meaning that it increases the welfare of others without realizing it for one’s benefit. It should be expected that the altruistic individual cares and wants to help even when no benefits are offered or there is no hope of getting them back. Other findings suggest that the benefits are more than just altruistic when transformational Leadership exhibits high levels of altruism. Altruistic behavior is judged relative to the norm and has the potential for much better organizational performance.

The digital era is now making competition between companies increasingly competitive. Companies need to pay attention to and improve the performance of existing human resources to be able to compete. This research aims to test and analyze the direct and indirect influence between organizational culture and employee performance with the mediator variable, job satisfaction, and organizational commitment. The quantitative analysis was used in this research, and there were 112 employees of Bank SulutGo of Manado Main Branch Office as the samples were collected through questionnaires. Furthermore, the analytical instrument to analyze these data was Smart PLS 3.0. The results showed that organizational culture has a direct and significant influence on employee performance. Organizational culture has a direct and significant influence on job satisfaction. Organizational culture has a direct and significant influence on organizational commitment. Organizational commitment has a direct and significant influence on employees' performance. Job satisfaction has a direct and significant influence on employees' performance. Job satisfaction influences organizational commitment. However, organizational commitment is the one that has the biggest influence on improving employee performance. Moreover, job satisfaction and organizational commitment can mediate the relationship between organizational culture and employee performance with partial mediation. The results of this study will help companies to improve employee performance, so that companies can compete in digital era.

This study was conducted to determine the mediating role of job burnout and the moderating role of equity compensation on the effect of job demand on employee satisfaction. The study was conducted on 131 employees of Bank X in Malang by using Partial Least Square (PLS) analysis. The results showed that job demand had a significant direct effect on job burnout and employee satisfaction, while job burnout had no impact. On the other hand, job burnout does not play a mediating role, and equity compensation does not play a role in moderating the effect of job demand on employee satisfaction. This study places job burnout as a mediating variable and equity compensation as a moderating variable on the effect of job demand on employee satisfaction. An essential finding of this study is that the hypothesized mediating and moderating roles were not proven. It is necessary to pay special attention to the job demand/ demands imposed on employees to affect employee satisfaction positively. Physical demand is something that needs to be considered. When employees feel burdened and unable to meet the given physical demands, employees may experience job burnout which is indicated by the loss of enthusiasm from employees at work.

The purpose of this study is to analyze sharia microfinance strategies to encourage the economy at the community level such as the Integrated Business Centers (BMT) based on Sharia principles. Primary data were obtained from questionnaires on 283 BMT managers in Java. Using PLS analysis, strengthening corporate performance is measured by Islamic business ethics with intellectual capital as mediation. This model construct is unique and provides value in this study. The results showed that the strength of the external environment did not directly affect the performance of the BMT; Islamic business ethics and intellectual capital have positive and significant effects on BMT performance; and Intellectual capital is proven to mediate the indirect effect of the strength of the external environment and Islamic business ethics on BMT performance. Islamic Business Ethics in its application greatly supports the vision and mission of BMT. With the good implementation of Islamic Business Ethics, the level of customer confidence from BMT increases and will automatically increase BMT performance. Strength of the External Environment able to influence BMT performance after mediation from the Intellectual Capital. Intellectual Capital owned by BMT employees is an inseparable part and greatly supports BMT performance. This is evident in this study in which qualified intellectual capital from the employees had a good impact on improving BMT performance.

This study aims to analyze the effect of personality on organizational commitment mediated and moderated by deviant behavior and employee engagement. The study was conducted at PT. Smartfren Telecom, Tbk in Malang City, involving 105 respondents of frontline employees and the collected data were proceed using Partial Least Square (PLS) analysis. The finding shows that personality did not affect the enhancement of employee's organizational commitment directly. Instead, personality was able to indirectly affect organizational commitment through engagement and a good personality will decrease deviant behavior. While deviant behavior itself did not influence organizational commitment, neither mediate nor moderate the relationship between personality and organizational commitment. Meanwhile, employee engagement was able to mediate the influence of personality toward the organizational commitment, but not to moderate the relationship between the two variables. The study places deviant behavior, and employee engagement were used as the mediating and moderating variables on the effect of personality on the organizational commitment of frontline employees. The highlight of this study is that deviant behavior was not able to act as both the mediating and moderating variable on the influence of personality on organizational commitment.

This research aimed to test and analyze the effects of job satisfaction to intention to leave through the mediation of organizational commitment and moderation of alternative job opportunities. The researchers exerted a quantitative method in this research. The research data was collected through a questionnaire, while the data sampling was the technique of saturated sampling. The sample in this research was taken from all employees in PT. Supraharmonia Consultindo with a minimum of a work period of a year and a total of 106 respondents. The data analysis in this research was the method of Partial Least Square (PLS) and the 3.0 SmartPLS program. The result showed that job satisfaction did not affect significantly to the intention to leave. Meanwhile, the job satisfaction affected significantly to the organizational commitment and the organizational commitment affected significantly to the intention to leave. Moreover, the organizational commitment was able to mediate the effects of job satisfaction and intention to leave. Whilst, the alternative job opportunities did not moderate the effect of job satisfaction and intention to leave.Next research in diverse places can give complexity results and add new variables like job stress and leadership.

The purpose of this study is to analyze and explain Baitul Mal wat Tamwil (BMT) performance improvement strategies, an Islamic microfinance institution that is in the midst of the largest Muslim community in the world. This study uses knowledge claims for pragmatism with a quantitative approach. The sample was the CEO/Manager of BMT as many as 283 respondents from all provinces in Java by using a questionnaire as a primary data source and analyzed using PLS. The value in this study uses both mediation intellectual capital and organizational commitment to find the relationship between Islamic business ethics on BMT performance. The findings reveal that Islamic business ethics has a significant effect on BMT performance, which is mediated by organizational commitment, although it is underperforming if mediated by intellectual capital. However, all variables partially have a significant effect on BMT performance.Keywords: Strategy, Islamic Business Ethics, Intellectual Capital, Organizational CommitmentJEL Classifications: G210, M140, D230DOI: https://doi.org/10.32479/ijefi.9179

This study presents a model linking work-family conflict (WFC), job engagement, emotional exhaustion, and turnover intention. The primary objective was to investigate the direct effect of work-family conflict on turnover intention and its indirect effect through job engagement and emotional exhaustion. The data were obtained by a questionnaire from a sample of 111 respondents of Papuan Female who work at PT Freeport Indonesia. Data analyzed by used structural equation modeling with PLS-based and found two insignificant paths in models. The result showed that WFC hasa significant effect in improving turnover intention and emotional exhaustion, but have no significant effect in lowering job engagement. Moreover, job engagement does not significantly effect in lowering turnover intention, while emotional exhaustion has a significant effect in increasing job engagement and turnover intention. The mediation test results indicated that job engagement cannot provide an important role, both in the work-family conflict effect on turnover intention, and emotional exhaustion effect on turnover intention. Instead, emotional exhaustion can provide a partial mediating role in the work-family conflict effect on turnover intention, in which this path is one of the important findings with practical implications and the consequences of these findings for future research are further discussed.

The purpose of this study was to analyze the effect of Customer Relationship Management (CRM) on customer retention mediated by customer satisfaction and customer loyalty on Priority BTN in Malang City. The population of this study is Priority BTN customers in Malang City, and the number of samples obtained is in accordance with the research criteria as many as 100 samples. The approach used in this study is a quantitative approach. The type of research based on the formulation of the problem and the purpose of the study is explanatory. The technique used in this study is probability sampling with a simple random sampling method. The research instrument used was a questionnaire analyzed using SmartPLS 3.0 software. The results showed that CRM has a direct influence on customer retention. In addition, CRM indirectly affects customer retention through mediating variable customer satisfaction and customer loyalty. The next researcher can conduct further research with broader research objects, namely at the BTN Priority bank customers nationally, and can use web-based surveys to shorten the time in researching priority customers because priority customers have high mobility.

The aim of this study is to determine, and evaluate the influence of the knowledge management and the role of human resources as a strategic partner in the strategic planning and organizational performance. The study conducted in public hospitals and the private sectors in the region of Nort Sulawesi with the respondent is the head of the hospital in upper and middle levels. At each hospital is given three respondents representing organizations and the unit of analysis is the organization. The data collected directly from respondents using research instruments. Techniques of analysis used partial least square (PLS). The result proves the knowledge management and the role of human resources as a strategic partner to improve the accuracy of strategic planning, and strategic planning can improve organizational performance. Knowledge management is also shown to increase the role of human resources as strategic partner. Knowledge management does not directly affect the performance of organization, but it proved that the strategic planning mediate the influence of knowledge management on organizational performance. This suggests that knowledge management is not a direct determinant of organizational performance, but its existence becomes an important input of the strategic planning process in an effort to improve organizational performance. The role of human resources as a strategic partner also not directly affects the performance of organization, and strategic planning proved to mediate the role of perfect pair strategic human resources relationship with organizational performance. This illustrates that the involvement of human resources executive as a strategic partner is not direct determinant of organizational performance, but the strategic role of a source of organizational capabilities to conduct strategic planning, in an effort to improve organizational performance. Based on these results, it means that strategic planning is based on the knowledge management and human resources role as a strategic partner can be a strategic capabilities, are valuable, rare, inimitable and non substitutable. These capabilities can become the core competencies of the organizations to improve or enhance the performance, which is a source of competitive advantage of the organization in a changing business environment rapidly.

This study presents a model linking individual characteristics, employee engagement, and employee performance. The primary objective was to investigate the direct effect of individual characteristics on employee performance and its indirect effect through employee engagement. This study used a non-probability sampling technique with a saturation sampling type. The data were obtained by a questionnaire from a sample of 118 respondents of millennial employees in the media and information technologies sector in Yogyakarta. Data were analyzed by used variance-based SEM (SEM-PLS) and found four significant paths models. The result reveals that individual characteristics have a positive and significant effect on improving employee performance. Moreover, individual characteristics are significantly positive in increasing employee engagement, while employee engagement has a positive and significant effect on employee performance. The mediation test result indicated that employee engagement could partially mediate the relationship of individual characteristics on employee performance. Further research can incorporate variables that influence millennial performance, such as job characteristics, intention to leave, job satisfaction, and other variables to improve strategies in enhancing millennial performance.

This study aims at examining and analyzing the influence of psychological empowerment and Islamic spiritual leadership on intrinsic motivation and organizational commitment. Respondents in this study were administrators at the Campus Dawah Association in Brawijaya University, which total up to 166 respondents. The data were analyzed using Partial Least Square (PLS) with version 3.0 SmartPLS software. The study found that psychological empowerment and Islamic spiritual leadership have a significant effect on intrinsic motivation. Psychological empowerment, Islamic spiritual leadership, and intrinsic motivation have a significant effect on organizational commitment.Furthermore, intrinsic motivation can mediate the influence of psychological empowerment and Islamic spiritual leadership on organizational commitment. Future researchers may expand the scope of the discussion to the value of the organization

The objectives of this study were to analyze the mediating role of deviant behavior on the influence of organizational culture and ethical climate on employee performance. This study was conducted on 112 government-owned bank employees in Manado, using Partial Least Square (PLS) analysis. This study indicates that organizational culture and ethical climate have a significant positive effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior. However, behavior does not have a significant effect on employee performance. Deviant behavior also does not mediate the influence of organizational culture and ethical climate on employee performance. This study places deviant behavior as a mediating variable on organizational culture and ethical climate on employee performance. An important finding from this study is that behavior does not play a role in improving employee performance, nor does it play a mediator between organizational culture or ethical climate to employee performance.

Indonesia has entered international competition in regional sector due to the change on various business structures and behavior in globalization era. The international competition does not merely limit on the product competition but also on the human resource management. The enhancement on competition intensity has influenced the need escalation for organizations to keep improving their management organization performance, especially in human resource’s ability. It emphasized on the strategic approach which involved the relationship between company and its human resource management within the field of structure, culture and development. This study aimed to identify the influence of management practices on strategic human resource, including training selection, empowerments and performance appraisal, toward employee performance through organizational commitment. The methodology used in this study was quantitative methodology using survey questionnaire to the 145 employees of PT Petrokimia Gresik as the sample study. The findings of the study showed that management practices on strategic human resource had either direct or indirect positive influence towards the employee performance through organizational commitment. In conclusion, the organizational commitment and employee performance could be increase if the management practices on strategic human resource are good. Moreover, the enhancement of organizational commitment could affect the employee performance improvement.

This research reveals the factors explaining the purchase intention toward green products among young consumers. Young consumers are beginner consumers who are going to play an important role to take a responsibility in preserving the environment. Theory of Planned Behavior (TPB) is selected as the main theoretical framework in this research alongside some other variables (environmental concern, environmental knowledge, and willingness to pay), which are added in the research model to expand TPB application. Three hundred and twenty-six respondents were interviewed through a survey and the data are analyzed using Structural Equation Modeling (SEM).The findings illustrated that not every explanatory variable influenced the purchase intention toward green products among young consumers. Environmental concern and attitude did not influence the purchase intention toward green products among young consumers.

This paper aims to explain the unsuccessful relationship between the awareness of prominent international education brands and enrollment intention. A serial mediation model encompassing perceived congruity and brand attitude was developed and was tested using the Partial Least Square-Structural Equation Modeling (PLS-SEM) technique involving 132 respondents. The results revealed that the brand awareness must be subsequently perceived as internally congruent with the prospective students' self-image in terms of resource sufficiency before developing enrollment intention by forming the desired brand attitude. The originality of this study is that it could be the first to discuss the international universities landscape in Indonesia. In addition, the proposed model could be a plausible framework for explaining the intention to accept not only international education brands but also other brands of goods and services, hence benefiting both educational and consumer research. This paper includes generalizability as its limitation with suggestions to undertake the broader scope of studies.

This study aimed to analyze the relationship between emotional intelligence, conflict management styles, and employee performance at P4TK PKn IPS office in Batu, East Java. The population of this study is 100 civil servant employees with a minimum length of service of one year and the minimum rank of 5. The whole population is used as the sample (saturated sample), and the data were analysed using smartPLS 3.0. The result of this study shows that emotional intelligence significantly influences integrating style, compromising style, and employee performance. Also, integrating style has a significant influence on employee performance. This study also confirms that integrating style partially mediates the influence of emotional intelligence on employee performance. Finally, this study confirms that emotional intelligence in public organizations can provide benefits that are found in private organizations. Because this study focuses only on integrating and compromising styles, subsequent research can investigate the less cooperative conflict management styles such as bonding, dominating, and avoiding and comparing the three styles with integrating and compromising style. Therefore, next researches can determine whether or not emotionally intelligent employees avoid the use of the less cooperative conflict management styles and determine the influence of the styles on performance.

This research aims to examine and analyze the direct effect of the work environment on lecturer performance and indirect effect of work environment on lecturer performance through work motivation and job satisfaction in State Polytechnic of Malang. The population of this research is all lecturers State Polytechnic of Malang with civil servant status (PNS) amounted to 314 people with 256 respondents. Data were obtained by using questionnaire. Partial Least Square (PLS) is used to analyze and test the hypothesis that followed by online Sobel test to test the variables of work motivation and job satisfaction as mediation. This study shows that there is a positive and significant effect of the work environment on lecturer performance, work environment on work motivation, work motivation on lecturer performance, work environment on job satisfaction. However, job satisfaction has no significant effect on lecturer’s performance. The result of mediation testing, work motivation mediate the effect of the work environment partially to lecturer performance, and job satisfaction hasn’t a role as a mediation on the effect of the work environment to lecturer performance.

The purpose of this paper is to present an in-depth analysis of the spiritual values at work(SVW) and its influence on learning orientation (LO), human resources management practices (HRP) and organizational health (OH) in the financial sector.The foundations of SVW, LO, HRP and OH were assessed using a validated questionnaire. A total of 139 branch manager from the Indonesian financial sector participated in the survey. Partial least square structural equation modeling (PLS-SEM) was used to test the hypotheses.The empirical results indicate that twospiritual value dimensions were generated: the sense of community and well-being, and meaningful of work and values alignment.The results suggest that SVW is highly adapted in the financial sector, and the SVW measure was found to be a significant positive and moderate correlation with the LO, HRP and OH. Although the outcomes lend support to the extended SVW model, the results are derived based on cross-sectional and the object is limited to the financial sector. Theoretical and practical implications are discussed.

The objective of this research is to analyze direct and indirect effects of compensation on State Senior High School (SMA) teachers’ performances in Malang City mediated by work satisfaction. This research also aims to analyze direct and indirect influence of leadership characteristics on State Senior High School (SMA) teachers’ performances in Malang City mediated by work satisfaction. The population of this research is all teachers of State Senior High School (SMA) in Malang City who have got Sertifikasi Guru amounted at 460 people and the sampling technique is Proportional Random Sampling which results sample of 100 people. The primary data collecting uses questionnaires as instrument. Data analysis method using path analysis technique. This research results indicate that compensation directly influences teacher’s performances. It also proves indirect influence of compensation on teachers’ performances mediated by work satisfaction. Other than those, it states that leadership characteristics affects on teachers’ performances directly. And leadership characteristics affects on teachers’ performances mediated by work satisfaction.

This study aims at finding out the relationship between expectation and motivation on tourist attitude towards tourism destination. The expectation and motivation are expected to affect visitor’s satisfaction, happiness, enjoyment, worthiness, and attractiveness. This research used primary data collected using a survey technique from the Museum Angkut visitor. The collected data were processed using path analysis. The findings of this study show that expectation and motivation have a significant influence on the visitor Attitude towards Museum Angkut. Moreover, the result also shows another role of motivation in the relationship between expectation and attitude. Thus, to maintain tourist attitudes towards the tourism destination, motivation and expectation should be considered as one of the critical elements. Further research should explore more about the three variables are taken.

This research aims to examine and to analyze the influence of transformational leadershipand work motivation on employee performance Hotel Kartika Graha Malang in Indonesia either through or without through job satisfaction.This study used a sample of 78 employees of Hotel Kartika Graha Malang in Indonesia. This research applies quantitative analysis by using explanatory study. The data is analyzed by using PLS for significant test and Sobel test for mediating test. The result shows that transformational leadership has no significant influence on employee performance but has significant influence toward job satisfaction. Nevertheless, work motivation has a significant influence on both employee performance and job satisfaction. Moreover, job satisfaction has a significant influence on employee performance. Job satisfaction is also fully mediated the influence of transformational leadership toward employee performance and partially mediated the influence of work motivation toward employee performance. The indicator that causes the non-significant influence of the transformational leadership toward employee performance is an individualized consideration, which is not running optimally in Hotel Kartika Graha.

It is undoubtful that entrepreneur need solid social competence and human capital to grow their busienss. With the case of Indonesia, most of the owners of fish trading business in Lamongan still market their fish in traditional market with the coverage of 40% of the area of East Java, 38% of Central Java and West Java, and the rest of 21% is outside Java. This trading sector has an open characteristics which means that there is no obstacle for those who want to join or leave the trading business and this condition requires trading businessmen to have more capabilities in terms of offering goods, searching for market opportunities, and maintaining a network of relations. This study aims to analyze whether social competence can act as a mediating variable between human capital and business success in the fish trading business owners in Lamongan. The process of data collection in this study was conducted on a population of 114 used to test the validity and reliability of 30 respondents, so that the sample 84 respondents were overall taken. The result of this study shows that human capital gives negative effect on business success while the social competence positively and significantly gives impact on the business success and has a perfect role as mediating variables in the relationship between human capital with business success. This study contributes to the development aspects of the study of the human resources stating that the better human capital an entrepreneur has, the better the social competence he has, and subsequently provides better opportunities to achieve business success.

This study aims at investigating the effect of direct transformational leadership on employee motivation, jobs satisfaction, and employee performance. Then investigating the effect of direct employee satisfaction and motivation on employee job performance and employee's performance, and to know that job satisfaction gives direct influence on employee performance. Than in this study also investigates the influence of indirect transformational leadership on employee performance through employee motivation and job satisfaction. The research was conducted all employees at FEB UMM. The technique of data collecting used questionnaires with Likert scale, whereas the method of analysis used to answer the purposes of this study was Partial Least Square (PLS). The finding of this study reveals that transformational leadership gives positive and significant effect on employee motivation and employees' job satisfaction, but no significant effect found on employee performance. The finding also shows that employee motivation gives positive and significant effect on job satisfaction, but no significant effect on employee performance. Then, job satisfaction also shows positive and significant effect on employee performance. Then, transformational leadership has no significant effect on employee performance through employee motivation, so that employee motivation cannot mediate the effect of transformational leadership on employee performance. While transformational leadership has significant effect on employee performance through job satisfaction, so job satisfaction expressed can mediate the effect of transformational leadership on employee performance.

Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.

Abstract. This study aims to examine and analyze the effect of rare resources on competitive advantage and business performance. This research was conducted on Tenun Ikat SMEs Lamongan. The research sample was 35 business units selected using saturated sampling method, that is all the members of the population sampled. The unit of analysis in this study is SMEs and put the owners/managers as respondents. Data were analyzed by Partial Least Square (PLS) with SmartPLS 3.0 software. The results showed that rare resources are related to competitive advantage and business performance, that competitive advantage is related to business performance, and that competitive advantage mediates the rare resources – performance relationship. Keywords: rare resources, competitive advantage, business performance

Leadership had a critical role for banking organization to enhance employee performance. In addition, organizationhad to pay more attention to employee's work motivation and tenure. The research purposes were toanalyze the effect of transformational leadership and work motivation on employee performance, and the roleof tenure to moderate the effect of transformational leadership and work motivation on employee performance.This research involved 100 operational employees as the respondents with simple random sampling technique.By using Moderation regression analysis, it was found that transformational leadership significantlyinfluenced employee performance. However, work motivation did not influence employee performance. Tenuremoderated the role of transformational leadership on employee performance; meanwhile, tenure did not moderatedthe effect of work motivation on employee performance of BRI Bank, Jombang branch.

Changes in the external environment in the world of education, ranging from the social, economy, technology, and politics, require a rethinking of these influences as an institution and their interactions. Islamic University has more challenges than other high education. The challenges are linked to the human resource improvement in science and technology. Islamic University has also been bonded to a commitment in leading the core mission of university; therefore, Islamic University has to hold strong commitment and needs to be attached by a self-image which bolds life values in leading the commitment. This research is based on the theory of reasoned action and the theory of planned behavior, which develops other theories related to knowledge-sharing behavior such as covering information technology and Islamic teachings. Data are analyzed using Structural Equation Modeling with Analysis of Moment Structures application program. The research objectives are to test and analyze direct and indirect effects of information technology covering variables, Islamic teachings, attitude, subjective norm and perceived behavior control and knowledge-sharing behavior.The result shows that technology, religion taught, and theory of planned behavior insignificantly influence knowledge-sharing behavior.

ABSTRACT This research aims at knowing and analyzing leadership variable, organizational climate, national culture and communication that influencing the employee performance. The sample in this research used 112 respondent and stratified random sampling at government of regency Muara-Enim. This research used factor analyses and multiple regression to know variable that influence the employee performance. Result of research indicate: (1) leadership factor, organizational climate, national culture and communications in local government by simultan have an effect on to employees performance. (2) By parsial only the organizational climate factor and the communications having an signifikan effect to employees performance at local government. (3) Result of correlation analysis between leadership variable And organizational climate indicate that leadership variable own relation which are positive to organizational climateKeywords : Kepemimpinan, Iklim Organisasi, Komunikasi, Budaya Nasional, Kinerja. Keywords: local government, leadership, performance

ABSTRACT This study analyzed effects of working relationship, working experience and working motivation toward the employees’ performance in Bank Central Asia (BCA) Branch of Borobudur Malang, either simultaneously or partially, as well as the dominant effect toward performance of the employees. This study was conducted in Bank Central Asia (BCA) Branch of Borobudur Malang, including : KCP Lawang, KCP Singosari, KCP Blimbing, KCP Tumpang, with the number of sample 109 persons comprising of 17 managers and 92 employees to identify the effect of working relationship, working experience and working motivation toward the employees’ performance, therefore multiple regression analysis was applied. Results of the study concluded that : (1) The result of the study simultaneously indicated that the variables of the study, working relationship, working experience, and working motivation have significant effect toward the employees’ performance in Bank Central Asia (BCA) Branch of Borobudur Malang, (2) The result of the study partially indicated that the respective variables including working relationship, working experience, and working motivation has significant effect toward the employees’ performance in Bank Central Asia (BCA) Branch of Borobudur Malang. Among the variables, the dominant one is the variable of working motivation. Keywords: working relationship, working experience, motivation