Maneggio (MJ) is a peer-reviewed open access international journal has been aimed at facilitating a better comprehension of research-based management sciences among academicians and study analysts, thereby giving a positive contribution and influence on the world of management sciences. All submitted manuscripts will be reviewed by the editors and then evaluated by a minimum of two International Reviewers through a double-blind review process. This is to ensure the quality of manuscripts published in the journal. The journal publishes original articles on current issues and trends occurring internationally in the fields of: (1) financial management, (2) management, (3) human-resource management, (4) behavior organizational, (5) good governance, (6) strategic management, (7) business ethics, (8) entrepreneurship, (9) management accounting, (10) manajemen produksi. The journal, which has been published since 2024, is published six times each year in February, April, June, August and October and December. Journal title : Maneggio Initials : MJ Frequency : 6 (six) times a year (February, April, June, August, October, December) DOI : 10.62872 ISSN Online : 3032-7652 Editor in Chief : Ronald N Girsang,SE., M.S.Ak Managing Editor : Dr.Ir.H. Arsyad Junaiddin, M.M.,MCP Assistant Editor : Maiza Fikri, M.M. Publisher : PT. Anagata Sembagi Education Accreditation : Index Copernicus International
Crisis Management Strategies in Facing Global Economic Uncertainty: A Study of MSMEs in Makassar
Global economic uncertainty presents a significant challenge for Micro, Small, and Medium Enterprises (MSMEs) in Indonesia, particularly in navigating rapid market changes and currency fluctuations. This study aims to analyze the crisis management strategies employed by MSMEs in Makassar in response to global economic uncertainty. A qualitative approach with a case study method was used to explore the adaptation strategies implemented by MSMEs. The results show that MSMEs in Makassar employ various strategies such as product diversification, digital technology utilization, and collaboration with strategic partners. Product diversification enables MSMEs to reach broader markets and reduce dependence on a single product type. Digitalization, through the use of e-commerce platforms and social media, accelerates MSMEs' adaptation to economic uncertainty. Furthermore, partnerships with other businesses and the government play a crucial role in maintaining business continuity. Innovation in financial and operational management, such as more flexible cash flow management, also proves effective. This study shows that MSMEs' ability to adapt and innovate in crisis management strategies is essential to ensuring their sustainability amid global economic crises.
Copyright (c) 2025 Hendrawati Hamid, Murtir Jeddawi (Author) https://creativecommons.org/licenses/by-sa/4.0
Implementation of Digital Human Resource Management (E-HRM) to Improve Organizational Efficiency in the Industry 4.0 Era
This study aims to explore the implementation of Digital Human Resource Management (E-HRM) in improving organizational efficiency in the Industry 4.0 era. E-HRM allows organizations to automate various HR processes such as recruitment, performance management, training, and administration, resulting in operational efficiency and cost reduction. This study uses a qualitative approach with a case study design, relying on in-depth interviews with four informants directly involved in the implementation of E-HRM in their organizations. The results show that E-HRM improves the speed and accuracy of HR processes, enables data-driven decision-making through HR analytics, and reduces operational costs. In addition, E-HRM also increases employee engagement and facilitates skills development. However, implementation challenges such as resistance to change and limited digital skills among employees remain obstacles that need to be overcome with continuous training and strong managerial support. This study provides insights into how E-HRM can improve organizational efficiency, as well as strategies that can be used to overcome challenges in its implementation.
Copyright (c) 2025 Hendrawati Hamid, Hamzah Jalante (Author) https://creativecommons.org/licenses/by-sa/4.0
Analysis of the Role of Innovation and Digitalization in Increasing Company Competitive Advantage in the Digital Economy Era
This research aims to analyze the role of innovation and digitalization in enhancing the competitive advantage of companies in the digital economy era. The findings reveal that innovation, in terms of products, processes, and business models, has a significant impact on a company's competitiveness. Digital technologies such as artificial intelligence, big data, and the Internet of Things (IoT) enable companies to create added value, enhance customer experience, and accelerate adaptation to market changes. Digitalization, with a high adoption rate, plays a larger role in optimizing internal operations and expanding market reach. The study also indicates that manufacturing and services sectors have different approaches to implementing digitalization, but both show significant improvements in competitiveness. The research concludes that companies that optimize innovation and digitalization have a stronger competitive position and can survive in the increasingly fierce global competition. However, challenges in digitalization implementation and digital capability development remain. Therefore, policies supporting digital skills development and funding access for innovation are crucial for accelerating digital transformation.
Copyright (c) 2025 Hendrawati Hamid, Jamaruddin Jamaruddin (Author) https://creativecommons.org/licenses/by-sa/4.0
Talent Management and Transformational Leadership: An Analysis of Their Roles in Organizational Adaptation to Technological Disruption
Technological disruption driven by artificial intelligence, big data, and automation has reshaped organizational structures, competencies, and competitive dynamics, requiring organizations to strengthen their adaptive capacity. This study aims to analyze the role of talent management and transformational leadership in enhancing organizational adaptation to technological disruption. A quantitative explanatory design was employed using survey data collected from 215 employees in organizations undergoing digital transformation. Data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS) to examine the relationships among talent management, transformational leadership, and organizational adaptation. The results indicate that talent management significantly influences organizational adaptation through digital competency development and reskilling initiatives. Transformational leadership also has a significant positive effect on adaptation by fostering innovation, commitment to change, and psychological readiness. Additionally, talent management significantly strengthens transformational leadership effectiveness. The model explains 62 percent of the variance in organizational adaptation, demonstrating substantial predictive power. The study concludes that the integration of strategic talent management and transformational leadership is essential for building agile, resilient, and digitally responsive organizations in the era of technological disruption.
Copyright (c) 2026 Muhdar Muhdar (Author) https://creativecommons.org/licenses/by-sa/4.0
Talent Management Strategies in Responding to Industry 5.0 Disruption: A Competency- and Agility-Based Human Resource Development Model
The transition to Industry 5.0 requires organizations to adopt human-centered and sustainable strategies in managing their workforce. Talent management is no longer an administrative function but a strategic mechanism for developing competencies and agility to sustain competitive advantage. This study aims to analyze how competency-based talent management integrated with agility as a dynamic capability forms an effective human resource development model in responding to Industry 5.0 disruption. This research employs a quantitative explanatory design using a cross-sectional survey of managers and HR professionals in digitally transforming organizations. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling to test direct and mediating relationships among competency-based talent management, agility, and sustainable competitive advantage. The findings reveal that competency-based talent management significantly influences agility, and agility significantly enhances sustainable competitive advantage. Moreover, agility partially mediates the relationship between competency-based talent management and sustainable performance, indicating that competencies must be activated through adaptive capabilities to generate long-term value. The study concludes that integrating competency development with agility-building mechanisms is essential for achieving sustainable competitiveness in the Industry 5.0 era.
Copyright (c) 2026 Firdiansyah Lukman (Author) https://creativecommons.org/licenses/by-sa/4.0
Analysis of Medan Community Perceptions Regarding Program Implementation and Service Quality of BPJSTK Medan City Branch
This study aims to analyze the perceptions of the people of Medan City regarding the implementation of programs and service quality of the Medan City Branch of the Social Security Administration Agency for Employment (BPJSTK). Although social security is a fundamental pillar for worker protection, the implementation of programs, including those organized by BPJSTK, still faces challenges such as suboptimal service quality and participant dissatisfaction. Specifically in Medan, obstacles include bureaucratic inefficiency, procedural complexity, and suboptimal use of information systems. This qualitative study uses in-depth interviews with the community and BPJSTK employees, as well as analyzing data using the Miles and Huberman model (data reduction, data presentation, and conclusion drawing/verification). The results of the study show that the services provided by the BPJSTK Medan Kota Branch are fairly well organized, but still have shortcomings. The complexity of the program is most felt in the claim requirements, changes in provisions, and technical terms that are difficult to understand (such as the online JMO application), which is exacerbated by the lack of official socialization that reaches all groups. Although the officers are considered quite knowledgeable and empathetic, the speed of service promises (disbursement time) and consistency of online responsiveness are not yet uniform. The public hopes that BPJSTK will improve the consistency of information, accelerate digital service responses, and ensure that staff provide uniform and accurate explanations. This study provides a holistic contribution by integrating program analysis, service quality (using the ServQual dimensions), participant literacy, and digital service experience.
Copyright (c) 2026 Mega Nova Eliza Manullang, Jihan kamila, Alnafis Hasibuan, Elias Dion Pasaribu (Author) https://creativecommons.org/licenses/by-sa/4.0
The Relationship Between Company Compliance Levels with Occupational Health and Safety (K3) Claims in the Manufacturing Sector: A Literature Review
This study aims to examine the relationship between corporate compliance with Occupational Safety and Health (OSH) standards and the high number of Work Accident Insurance (JKK) claims in the manufacturing sector. The background of the study is based on the high number of occupational accident cases in Indonesia, which reached 462,241 cases in December 2024, with the highest concentrations in industrial regions such as East Java and West Java. This research employs normative legal research and literature review methods using statutory, conceptual, and case approaches. The data were obtained from primary and secondary legal materials as well as occupational accident statistics as supporting data. The findings show that low levels of compliance with OSH standards have a significant correlation with the increase in JKK claims. The effectiveness of OSH implementation is influenced by management commitment, quality of OSH management systems, safety culture, worker competence, and the effectiveness of supervision and law enforcement. This study concludes that strengthening substantive compliance with OSH standards is a key factor in reducing the number of JKK claims in the manufacturing sector in Indonesia.
Copyright (c) 2026 Putri Stevhnie, Adinda Putri Anggraini, Annisya Rotua Br Siagian, Nova Olivia (Author) https://creativecommons.org/licenses/by-sa/4.0
Turnover Intention Among Generation Z Employees: A Systematic Review
Employee turnover intention remains a critical organizational issue, particularly among Generation Z employees who are entering the workforce and exhibiting high early-career mobility. Despite extensive turnover research, empirical findings on Generation Z remain conceptually fragmented and insufficiently consolidated. This study aims to systematically review empirical research on turnover intention among Generation Z employees and identify the dominant determinants influencing their intention to leave. A systematic literature review (SLR) approach was adopted, drawing on Scopus and Web of Science databases within the 2019–2025 publication timeframe. Following a structured screening process, 20 peer-reviewed empirical studies were included in the final synthesis. The findings indicate that organizational-level factors—particularly perceived organizational support, leadership quality, and career development opportunities—are the most consistent predictors of turnover intention. However, these determinants largely operate indirectly through psychological mediators, including job satisfaction, affective commitment, work engagement, psychological capital, and job embeddedness. Affective commitment emerged as the most robust explanatory mechanism across diverse national contexts, suggesting that Generation Z retention decisions are fundamentally relational and emotionally anchored rather than purely transactional. The study contributes by consolidating dispersed evidence into an integrated framework and offers practical guidance for organizations to prioritize relational leadership, developmental HR practices, and psychologically supportive environments to enhance retention among Generation Z employees.
Copyright (c) 2026 Indra Taruna Anggapradja, Darwis Agustriyana, Vina Silviani Marinda (Author) https://creativecommons.org/licenses/by-sa/4.0
A Systematic Review of Branding Strategies and Their Impact on Consumer Loyalty of Sharia Banking
This study aims to systematically review branding strategies and their impact on consumer loyalty in Sharia banking institutions. Using a Systematic Literature Review (SLR) with the PRISMA approach, this research analyzes peer-reviewed articles published between 2020 and 2025, resulting in seven key studies selected for in-depth examination. The findings indicate that branding strategies in Sharia banking—particularly those related to brand trust, brand image, corporate reputation, service quality, and Sharia compliance—play a significant role in shaping consumer loyalty, both attitudinal and behavioral. Moreover, emotional factors and perceived ethical values are found to strengthen the relationship between branding efforts and customer loyalty. This study contributes to the existing literature by synthesizing recent empirical evidence on Sharia banking branding and provides practical implications for bank management in designing effective branding strategies to enhance sustainable consumer loyalty.
Copyright (c) 2026 Nada Cantika Putri Kadua, Muhandis Difa’iy Aziz (Author) https://creativecommons.org/licenses/by-sa/4.0
Organizational Resilience in the Face of Global Crises: Risk Management and Strategy Adaptation Perspectives
The increasing frequency of global crises, including health emergencies, economic instability, climate change, and digital disruption, has intensified the need for organizational resilience that goes beyond survival toward sustainable transformation. This study aims to analyze how organizational resilience can be strengthened through the integration of risk management frameworks and strategic adaptation mechanisms. A qualitative approach using a Systematic Literature Review was employed to synthesize peer-reviewed studies published between 2020 and 2025. Data were collected from reputable academic databases and analyzed through thematic analysis and integrative synthesis to identify structural and adaptive dimensions of resilience. The findings reveal that risk management functions as the structural foundation of resilience through systematic risk identification, Enterprise Risk Management integration, and risk-based planning and budgeting. However, sustainable resilience requires complementary strategic adaptation mechanisms, including organizational agility, digital transformation, business model innovation, and institutional adaptation. The discussion demonstrates that resilience emerges from the interaction between anticipation capacity and adaptive transformation, reinforced by psychosocial and community resilience dimensions. In conclusion, organizational resilience in the era of global crises is achieved through systemic alignment between risk governance structures and adaptive strategic processes, enabling organizations to anticipate, cope, and transform in uncertain environments.
Copyright (c) 2026 Asep Kusmawan, Isna Nur Septiarini, Lestari Lestari (Author) https://creativecommons.org/licenses/by-sa/4.0
Talent Management in The Generation Z Era : Challenges and Retention Strategies in Modern Organizations
The increasing dominance of Generation Z in the global workforce presents significant challenges and opportunities for modern organizations, particularly in the design of effective talent management and retention strategies. This study aims to analyze how talent management systems can be strategically restructured to address the distinctive characteristics of Generation Z and enhance long-term employee retention. A qualitative approach using a Systematic Literature Review method was employed, examining recent peer-reviewed studies focusing on Generation Z workforce behavior, organizational challenges, and retention practices. Data were analyzed through thematic synthesis to identify recurring strategic dimensions within contemporary talent management systems. findings reveal that retention in the Generation Z era depends on an integrated and value-aligned talent management framework encompassing digital recruitment, strategic onboarding, structured and personalized career development, inclusive and purpose-driven culture, flexible work arrangements, technological workplace infrastructure, and comprehensive total reward systems. The discussion highlights that retention outcomes improve when organizational systems align with Generation Z’s expectations for flexibility, meaningful work, growth opportunities, and continuous feedback. In conclusion, effective retention of Generation Z requires systemic alignment across the entire talent lifecycle rather than isolated human resource interventions, ensuring sustainable engagement and organizational competitiveness in a rapidly evolving demographic landscape.
Copyright (c) 2026 Deka Meuthia Novari, Ricky Febrian (Author) https://creativecommons.org/licenses/by-sa/4.0
Employee Performance as a Result of Psychological Resources and Perceived Organizational Support in Indonesian Technology Startups
This study aims to analyze the role of psychological resources (Psychological Capital/PsyCap) and perceived organizational support (Perceived Organizational Support/POS) in explaining employee performance at technology startups in Indonesia. The dynamic, flexible, and digitally collaborative work environment of startups requires employees to not only possess technical skills, but also psychological readiness and adequate organizational support in order to remain productive amid high work pressure. This study uses an explanatory quantitative approach with SEM-PLS analysis of data collected through an online questionnaire from 150 technology startup employees in Indonesia using the Psychological Capital Questionnaire (PCQ), Survey of Perceived Organizational Support (SPOS), and employee performance scales based on task performance and contextual performance. Validity, reliability, and hypothesis testing were conducted through outer model and inner model evaluation as well as bootstrapping procedures. The analysis results show that POS (β = 0.260; p < 0.05) and PsyCap (β = 0.174; p < 0.05) have a positive and significant effect on employee performance, with POS having a stronger effect than PsyCap. The R² value of 0.130 indicates that the contribution of both variables is at a moderate level, opening up the possibility of other psychological mechanisms such as engagement, readiness for change, motivation, and well-being that have the potential to mediate this relationship. These findings confirm that the performance of technology startup employees in Indonesia is the result of the interaction between external organizational support and internal psychological strengths of individuals, so startup management needs to simultaneously strengthen organizational support and develop employee psychological capital to encourage sustainable performance.
Copyright (c) 2026 Misra Yeni (Author) https://creativecommons.org/licenses/by-sa/4.0
Improving Employee Performance through Servant Leadership and Managerial Skills: The Strategic Role of Career Achievement
This study aims to analyze the influence of servant leadership and managerial skills on employee performance with career achievement as a mediating variable. The research uses a quantitative approach with the type of explanatory research. The data was analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of SmartPLS software. The results of the study show that servant leadership has a positive effect on employee performance and career achievement. Managerial skills have been proven to have a positive effect on career achievement, but do not have a direct effect on employee performance. Furthermore, career achievement has a positive and significant influence on employee performance. The results of the mediation test showed that career achievement was able to mediate the influence of servant leadership and managerial skills on employee performance. These findings indicate that service-oriented leadership and managerial skill development need to be integrated with career management systems to optimally improve employee performance. This research provides practical implications for human resource management in designing sustainable leadership and career development strategies
Copyright (c) 2026 Benita Rachmania (Author) https://creativecommons.org/licenses/by-sa/4.0
Diversity, Equity, and Inclusion (DEI) in Contemporary Human Resource Management Practices
The development of modern organizations is characterized by increasing workforce diversity and social demands for fairness and inclusivity in the workplace. These conditions have driven a paradigm shift in human resource management from a homogenous approach to a Diversity, Equity, and Inclusion (DEI) framework. This study aims to analyze the conceptual development of DEI, its implementation in contemporary human resource management practices, and its implications for organizational performance and sustainability. The research approach uses a qualitative method through a literature review by reviewing scientific journal articles, academic books, and reports from reputable organizations relevant to the topics of DEI and HRM. Data analysis was conducted using thematic analysis techniques to identify conceptual patterns, key practices, and challenges in DEI implementation. The results of the study indicate that diversity, equity, and inclusion are interrelated and inseparable dimensions in modern human resource management. DEI implementation has been shown to contribute to increased employee engagement, innovation, and organizational legitimacy and reputation. However, DEI implementation still faces obstacles in the form of cultural resistance, implicit bias, and symbolic tendencies in organizational policies. This study emphasizes the importance of substantive DEI integration into HRM strategies to support long-term organizational sustainability
Copyright (c) 2026 Bakti Kurniawan, Ifah Rofiqoh (Author) https://creativecommons.org/licenses/by-sa/4.0
Artificial Intelligence and Employee Engagement: Evidence from Digital HR Practices
The digital transformation of human resource management has accelerated the adoption of artificial intelligence (AI) across various HR practices, including recruitment, performance appraisal, and employee development. While AI has been widely recognized for improving efficiency and accuracy in HR processes, its implications for employees’ psychological outcomes, particularly employee engagement, remain underexplored. This study aims to examine the influence of artificial intelligence in digital HR practices on employee engagement. A quantitative explanatory design was employed, involving employees who actively use AI-based digital HR systems. Data were collected through a structured questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM–PLS). The results indicate that artificial intelligence embedded in digital HR practices has a positive and significant effect on employee engagement. These findings suggest that AI-driven HR systems that emphasize support, personalization, and transparency enhance employees’ cognitive, emotional, and behavioral engagement. This study contributes theoretically to the digital HR literature by positioning AI as a strategic driver of employee engagement and provides practical insights for organizations seeking to implement human-centered AI in HR management.
Copyright (c) 2026 Prastiyo Diatmono (Author) https://creativecommons.org/licenses/by-sa/4.0
The Effect of Talent Management on Employee Retention in Indonesian Banking Industry
The Indonesian banking industry faces significant challenges in retaining qualified employees due to intense competition and high workforce mobility. This condition positions employee retention as a strategic issue closely related to organizational stability and performance sustainability. This study aims to examine the influence of talent management on employee retention in the Indonesian banking industry. A quantitative explanatory design was employed involving 215 permanent employees from national commercial banks (conventional and Islamic) operating in urban areas of Indonesia. Data were analyzed using Partial Least Squares-Structural Equation Modelling (PLS-SEM) with SmartPLS 4 software. The results reveal that talent management has a positive and statistically significant effect on employee retention (β = 0.62; p < 0.001). The R² value of 0.38 indicates that talent management explains 38% of the variance in employee retention. The predictive relevance test (Q² = 0.24) confirms that the model has adequate predictive capability. Furthermore, the effect size (f² = 0.38) demonstrates a large substantive impact of talent management on employee retention. These findings confirm that talent management functions as a strategic mechanism rather than a purely administrative practice in the banking sector. The study contributes theoretically to the human resource management literature and provides practical insights for banking institutions in designing sustainable talent management strategies to enhance employee retention.
Work-Life Balance and Its Impact on Employee Performance
The development of the modern work environment characterized by high flexibility, intense performance demands, and the use of digital technology has blurred the boundaries between employees' work and personal lives. This condition places work-life balance as a strategic issue in human resource management. This study aims to analyze the meaning of employees towards work-life balance, the dynamics of its application in the organizational environment, and its implications on employee performance. The research approach used is qualitative with a descriptive-exploratory design. Data was collected through semi-structured in-depth interviews with purposively selected employees, supported by organizational observations and documentation. Data analysis was carried out using thematic analysis to identify key patterns and themes that emerged from the informant's experience. The results of the study show that work-life balance is understood as the ability to control the demands of work roles and personal life in harmony. The implementation of work-life balance is influenced by organizational policies, supervisory support, workload, and the prevailing work culture. Employees who experience work-life balance show more stable levels of motivation, focus, and performance quality, while imbalances trigger burnout and decreased performance. These findings confirm that work-life balance plays an important role in maintaining the sustainability of employee performance. This research provides practical implications for organizations in designing human resource policies that are oriented towards long-term well-being and performance
Copyright (c) 2026 Risa Arfiani, Sujoko Sujoko (Author) https://creativecommons.org/licenses/by-sa/4.0
HR Process Automation and Its Impact on Employee Productivity and Job Satisfaction
The development of digital technology encourages organizations to adopt human resource process automation as a strategy to increase efficiency and competitiveness. HR automation not only has implications for improving work systems but also affects employee productivity and job satisfaction, indicators of organizational performance. This study aims to analyze the effect of HR process automation on employee productivity and job satisfaction. The research approach used a quantitative method with an explanatory survey design. Data were collected through questionnaires from 133 permanent employees in organizations that have implemented HR process automation, then analyzed using linear regression. The results show that HR process automation has a positive and significant effect on employee productivity. Automation also has a positive effect on job satisfaction, although with a more moderate effect. This finding indicates that automation affects performance aspects more quickly than work attitudes. The discussion of the research results shows that increased productivity is influenced by process efficiency and workflow clarity, while job satisfaction is influenced by perceptions of fairness, system transparency, and employee psychological experiences. This study confirms that HR automation is a socio-technical intervention that requires integration between technological efficiency and a humanistic approach to optimize its benefits sustainably
Copyright (c) 2026 Mia Andini, Sujoko Sujoko (Author) https://creativecommons.org/licenses/by-sa/4.0
Future of Work: Adapting HR Management Strategies to Changes in Digital Work Structures
The development of digital technology, automation, and artificial intelligence has driven fundamental changes in the structure of work known as the Future of Work phenomenon. These changes not only affect the type and character of work but also alter patterns of work relationships, competency requirements, and expectations regarding the role of human resources in organizations. This condition demands the adaptation of HR management strategies that can respond to the dynamics of digital work systematically and sustainably. This study aims to analyze how organizations adapt HR management strategies to address changes in the structure of digital work and its implications for organizational performance, engagement, and sustainability. The study used a qualitative approach with a case study design to gain an in-depth and contextual understanding of HR adaptation practices. Data were collected through in-depth interviews, observations, and documentation studies, then analyzed thematically. The results show that changes in the structure of work encourage a shift in the role of HR management from an administrative function to a strategic function oriented towards talent management, continuous learning, and flexible work systems. Adapting HR strategies has been shown to contribute to improved organizational performance, strengthened employee engagement, and supported long-term sustainability. These findings emphasize the importance of integrating business strategy, technology, and HR management in facing the challenges of the Future of Work.
Copyright (c) 2026 Willy Arimessa, Dwi Utami Puterisari (Author) https://creativecommons.org/licenses/by-sa/4.0
Predictive Analytics as a Strategic Tool in Workforce Planning
Changes in the business environment, characterized by technological disruption, labor market dynamics, and increasing organizational complexity, demand a more adaptive and evidence-based approach to workforce planning. Conventional approaches that rely on historical data and managerial intuition are increasingly inadequate for anticipating long-term workforce needs. This study aims to examine the role of predictive analytics as a strategic tool in workforce planning and its implications for organizational performance and sustainability. The study employed a qualitative approach with a literature review method through a systematic review of relevant scientific publications in the fields of strategic human resource management and predictive analytics. The study results indicate that predictive analytics can transform workforce planning from a reactive to a proactive approach by improving the accuracy of workforce need projections and alignment with business strategy. The use of predictive analytics contributes to increased operational efficiency, workforce risk mitigation, and strengthening the strategic role of the human resources function. However, its implementation faces challenges such as data quality, algorithmic bias, limited analytical competency, and ethical and privacy issues. This study emphasizes the importance of a critical approach and responsible governance for predictive analytics to provide sustainable strategic value in workforce planning
Copyright (c) 2026 Betty Damayantie, Sujoko Sujoko (Author) https://creativecommons.org/licenses/by-sa/4.0
Flexible Working Arrangements and Their Impact on Employee Engagement and Productivity
Changes in the work landscape due to technological developments and modern organizational dynamics have encouraged the adoption of Flexible Working Arrangements as a human resource management strategy. This study aims to analyze the implementation of Flexible Working Arrangements and their impact on employee engagement and productivity. A qualitative approach with a case study design was used to gain an in-depth understanding of the experiences, perceptions, and meanings constructed by employees and management. Data collection was conducted through in-depth interviews, non-participatory observation, and documentation studies in organizations that have implemented flexible work practices on an ongoing basis. Data analysis was conducted thematically to identify patterns and relationships between phenomena. The results indicate that Flexible Working Arrangements encourage a paradigm shift from attendance-based supervision to results-based performance assessment. Work flexibility contributes positively to employee engagement by increasing autonomy, trust, and psychological well-being, although engagement levels are not uniform across all employees. Employee productivity tends to increase, particularly in jobs that require independence, time efficiency, and individual focus, while coordination challenges remain in teamwork. These findings confirm that Flexible Working Arrangements function optimally when integrated with adaptive leadership, a clear evaluation system, and consistent organizational support. This study provides theoretical and practical contributions to the development of sustainable flexible work policies
Copyright (c) 2026 Kukuh Azandi Wilasto, Dwi Utami Puterisari (Author) https://creativecommons.org/licenses/by-sa/4.0
The Effect of Compensation, Work Motivation, and Work Environment on Employee Performance Ud Gentong Racing Yogyakarta
This study aims to determine the effect of Compensation, Work Motivation, and Work Environment on Employee Performance at UD Gentong Balap Yogyakarta. This study employs a quantitative research method. The population in this study consists of all employees of UD Gentong Balap Yogyakarta, totaling 30 employees. The sample was determined using the total sampling technique, meaning the entire population was used as the sample. This study uses primary data sources by distributing questionnaires directly, where respondents select from predefined answers. The analysis techniques used in this study include instrument testing, classical assumption testing, multiple linear regression analysis, F-test, t-test, correlation coefficient (R), and coefficient of determination testing. The F-test results show a significance value of 0.000 < 0.05. Thus, it can be concluded that the variables Compensation, Work Motivation, and Work Environment significantly affect Employee Performance, so the first hypothesis (H1) is accepted. Based on the t-test results, the Compensation variable has a significant value of 0.000 < 0.05, indicating that Compensation significantly affects Employee Performance, so the second hypothesis (H2) is accepted. The Work Motivation variable has a significant value of 0.000 < 0.05, indicating that Work Motivation significantly influences Employee Performance, so the third hypothesis (H3) is accepted. The Work Environment variable has a significant value of 0.024 < 0.05, indicating that Work Environment significantly influences Employee Performance, so the fourth hypothesis (H4) is accepted. The correlation coefficient (R) is 0.955, meaning there is a very strong relationship between the independent and dependent variables. The coefficient of determination (Adjusted R Square) is 0.902 (90.2%), meaning that 90.2% of the variations in Employee Performance are explained by the independent variables, while the remaining 9.8% is influenced by other variables not examined in this study.
Copyright (c) 2026 Ria Angraini, Dwi Utami Puterisari (Author) https://creativecommons.org/licenses/by-sa/4.0
The Influence of Toxic Workplace Environment and Workload on Turnover Intention Through Work Stress at PT. MWB
This study examines the influence of toxic workplace environment and workload on turnover intention, with job stress acting as the mediating variable. The findings reveal that both toxic workplace environment and workload significantly increase employees’ job stress, which in turn contributes to higher turnover intention. The results also indicate that job stress significantly mediates the relationship between toxic workplace environment and turnover intention, as well as the relationship between workload and turnover intention. The indirect effects through job stress were found to be stronger than the direct effects. Overall, this research highlights the critical role of psychological stress in linking negative workplace conditions and job demands to employees’ intention to leave the organization. The study suggests that organizations should improve workplace culture and manage workload distribution to reduce job stress and turnover intention.
Copyright (c) 2025 Desak Komang Febrianita, Yeyen Komalasari, Budi Santoso , Gillbert Nainggolan (Author) https://creativecommons.org/licenses/by-sa/4.0
Strengthening Regional Arts Competitions in Banyuwangi: Enhancing Creativity and Local Arts Development through Event Management Workshops
Regional art competitions have strategic potential as instruments for developing local art ecosystems, yet in practice they are often reduced to ceremonial, event-oriented agendas. This condition limits their contribution to strengthening artistic creativity and the sustainability of local arts. This study aims to analyze the role of event management workshops in improving the quality of regional art competition management and its impact on artists’ creativity and sustainable local art development in Banyuwangi. The study employs a qualitative descriptive-analytical method with a contextual and interpretative approach. Data were collected through in-depth interviews with art competition organizers, local artists, and workshop facilitators, as well as document analysis of cultural policies and art programs. The findings indicate that event management workshops function as a capacity-building intervention that transforms management paradigms, strengthens strategic planning, curation systems, and stakeholder networking. Professionally managed art competitions create conducive environments for creative experimentation, reflective learning, and the sustainability of local artistic practices. This study concludes that strengthening managerial capacity through event management workshops is a key strategy for transforming regional art competitions into sustainable instruments for local art ecosystem development.
Copyright (c) 2025 Arif Hidajad, Anik Juwariyah, Retnayu Prasetyanti Sekti, Eko Wahyuni Rahayu, I Nengah Mariasa (Author) https://creativecommons.org/licenses/by-sa/4.0
Sustainable Marketing and Changes in Consumer Preferences in the Era of Environmental Awareness
The growing global awareness of environmental degradation has significantly reshaped market dynamics and consumer expectations, positioning sustainability as a strategic imperative for contemporary businesses. This study investigates how sustainable marketing influences consumer preference shifts in the context of rising environmental consciousness and examines mechanisms for reducing the persistent attitude–behavior gap in green consumption. A systematic literature review was conducted using PRISMA guidelines, analyzing peer-reviewed journal articles published between 2020 and 2025 and indexed in Scopus and related academic databases. The findings demonstrate that environmental awareness, pro-environmental attitudes, ethical values, and sustainable lifestyles strongly affect consumers’ purchase intentions and preferences toward green products, particularly among younger, educated, and higher-income segments. However, economic constraints, price sensitivity, information asymmetry, and skepticism toward greenwashing remain major barriers preventing consistent sustainable purchasing behavior. The discussion reveals that integrated sustainable marketing strategies incorporating green marketing mix elements, transparent communication, credible eco-labeling, digital engagement, and continuous environmental education play a decisive role in converting environmental concern into actual purchasing behavior. In conclusion, sustainable marketing holds substantial potential to reshape consumer preferences and accelerate the transition toward sustainable consumption, provided that strategic alignment among education, affordability, institutional trust, and social influence is achieved.
Copyright (c) 2025 Vivi Ristanti (Author) https://creativecommons.org/licenses/by-sa/4.0
Green Banking and Competitive Advantage: A Strategic Management Perspective
This study examines the strategic role of green banking in creating competitive advantage within the banking sector from a strategic management perspective. Using a quantitative approach, this research employs Structural Equation Modeling with Partial Least Squares (SEM–PLS) to analyze data collected from 210 managerial-level employees of commercial banks operating in Indonesia. The findings indicate that green banking has a positive and significant effect on competitive advantage, both directly and indirectly through strategic efficiency as a partial mediating variable. This result suggests that green banking contributes to competitive advantage not merely through regulatory compliance or reputational signaling, but through its integration into core strategic and operational processes. Strategic efficiency, reflected in process optimization, long-term cost reduction, and sustainable innovation, strengthens the effectiveness of green banking in generating superior competitive outcomes. These findings position green banking as a strategic capability that enhances organizational competitiveness when embedded within long-term strategic orientation. This study contributes to the strategic management and sustainability literature by providing empirical evidence from an emerging economy context and by clarifying the internal mechanisms through which green banking creates value. The results offer important implications for banking management in designing sustainability-driven strategies that support long-term competitive advantage
Copyright (c) 2025 Sri Eka Sadriatwi, Mella Katrina Sari (Author) https://creativecommons.org/licenses/by-sa/4.0
Digital Human Resource Management Supporting Digital Transformation: A Systematic Literature Review
Digital transformation has become a strategic imperative for organizations and requires human resource management (HRM) to assume a more adaptive and strategic role. This study aims to identify the main strategies, enabling factors, and challenges in implementing digital HRM to support digital transformation. A Systematic Literature Review (SLR) was conducted following PRISMA guidelines, initially identifying more than 1,000 international and national indexed articles published between 2000 and 2025. Through a structured screening and eligibility process, 23 articles were retained for in-depth analysis. The review shows that digital HRM practices including Human Resource Information Systems (HRIS), process automation, HR analytics, and digital training significantly enhance organizational efficiency, employee productivity, and competence development. Sectoral comparisons reveal different orientations: private organizations mainly emphasize productivity and competitiveness, whereas public organizations prioritize service effectiveness and accountability. The key enabling factors for successful digital HRM include transformational leadership, organizational culture readiness, and continuous development of digital skills. The findings highlight that digital transformation in HRM goes beyond technology adoption; it also requires managerial capability, change management, and cultural alignment. The study recommends cross-sector strategies and mixed-method research designs to provide a more comprehensive understanding of how digital HRM can strengthen organizational competitiveness in the digital era.
Copyright (c) 2025 Nuraini Aisiyah, Nur Wening (Author) https://creativecommons.org/licenses/by-sa/4.0
The Influence of Leadership Style on Generation Z's Work Motivation in the Workplace
The massive entry of Generation Z into the global workforce presents a significant challenge for contemporary leadership practices. This generation, characterized as digital natives who value purpose, collaboration, and continuous feedback, possesses distinct motivational drivers that may not align with traditional leadership models. This study aims to investigate the specific influence of leadership styles on the work motivation of Generation Z employees. Utilizing a quantitative approach with a correlational design, data was collected via an online questionnaire from 250 Gen Z professionals. Multiple regression analysis revealed that leadership style accounts for 49% of the variance in work motivation. Transformational and democratic leadership styles emerged as the strongest positive predictors, significantly enhancing motivation by fulfilling Gen Z's need for purpose, intellectual stimulation, and inclusive collaboration. Conversely, laissez-faire leadership demonstrated a significant negative impact, actively demotivating employees by creating an environment of ambiguity and neglect. The findings conclude that to effectively engage and retain Generation Z, organizations must deliberately cultivate leaders who are visionary, participative, and actively engaged as coaches and mentors, while decisively moving away from detached, hands-off leadership approaches.
Copyright (c) 2025 Sunarto Sunarto, Ima Amaliah, Nunung Nurhayati (Author) https://creativecommons.org/licenses/by-sa/4.0
Employee Turnover In Organizations: A Systematic Literature Review (SLR) Of Determinants Across Industries And Countries
Employee turnover affects organizational stability and increases human resource costs such as recruitment and training. This article presents a systematic literature review (SLR) to map the most frequently reported determinants of employee turnover/turnover intention across organizational contexts. A thematic synthesis yields eight clusters: (1) compensation and rewards, (2) job dissatisfaction, (3) career development, (4) training and competence development, (5) work environment, (6) job pressure and work stress, (7) organizational culture, and (8) recognition. These findings can inform retention strategy prioritization and future research agendas.
Copyright (c) 2025 Firial Dhia Salsabila (Author) https://creativecommons.org/licenses/by-sa/4.0
The Impact of FOMO (Fear of Missing Out) and Impulse Buying on Online Purchasing Decisions on TikTok E-Commerce
The Explosive Popularity of TikTok Shop as a Social Commerce Platform Has Created a Dynamic and Impulsive Shopping Ecosystem. Its unique characteristics, such as personalized recommendation algorithms, livestream commerce, and viral short-form video content, are strongly suspected to trigger the psychological phenomena of Fear of Missing Out (FOMO) and Impulse Buying, which ultimately influence online Purchasing Decisions. This study aims to analyze the influence of FOMO on Purchasing Decisions on TikTok Shop, with Impulse Buying as a mediating variable. This research uses an explanatory quantitative approach with a survey method. Data was collected through an online questionnaire distributed to 427 active TikTok Shop users in Indonesia who had made a purchase. The data were analyzed using variance-based Structural Equation Modeling (SEM) technique with the help of SmartPLS 4.0 software to test the direct and indirect relationships between variables. The results prove that all proposed hypotheses were accepted. FOMO was proven to have a positive and significant direct effect on Impulse Buying (β = 0.683) and on Purchasing Decisions (β = 0.294). Critically, Impulse Buying was also proven to mediate the effect of FOMO on Purchasing Decisions with a strong indirect effect (β = 0.370). This research model was able to explain 62.8% of the variance in Purchasing Decisions (R² = 0.628), indicating high predictive power. It is concluded that FOMO and Impulse Buying are dominant determining factors in Purchasing Decisions on TikTok Shop. These findings reveal the psychological mechanisms behind the platform's success, where FOMO acts as a powerful initial trigger to create impulsive shopping urges, which then becomes the primary mechanism driving the realization of a purchase decision. This research provides an important contribution to the understanding of consumer behavior in the era of algorithm-driven social commerce.
Copyright (c) 2025 Umi Kulsum, Ima Amaliah, Nunung Nurhayati (Author) https://creativecommons.org/licenses/by-sa/4.0