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
The Influence of Information Technology, Organizational Structure, and Internal Control on the Quality of Management Accounting Information Systems in Banking in Tembilahan
The quality of management accounting information systems plays a crucial role in supporting managerial decision-making processes in banking institutions. However, the effectiveness of these systems is influenced by various organizational factors, including information technology, organizational structure, and internal control. This study aims to analyze the influence of information technology, organizational structure, and internal control on the quality of management accounting information systems in banking institutions in Tembilahan, Indragiri Hilir Regency. This study uses a quantitative approach with a causal comparative research design. The study population consisted of managers working at eleven banking institutions in Tembilahan. The sampling technique used a saturated sampling method with 50 questionnaires distributed and 33 returned and processed questionnaires. Data collection techniques were carried out through questionnaires measured using a five-point Likert scale. Data analysis was carried out through descriptive statistics, validity and reliability tests, classical assumption tests, and multiple linear regression analysis using SPSS version 26 software. The results of the study indicate that information technology, organizational structure, and internal control partially have a positive and significant influence on the quality of management accounting information systems. Furthermore, simultaneous testing results indicate that the three variables collectively have a significant effect on the quality of management accounting information systems. The coefficient of determination indicates that 60.3% of the variation in the quality of management accounting information systems can be explained by the three independent variables studied. This finding underscores the importance of information technology integration, an effective organizational structure, and a strong internal control system in improving the quality and reliability of management accounting information systems in banking institutions.
management accounting information systems
Copyright (c) 2026 Ranti Melasari, Afrizal Afrizal, Achmad Hizazi, Wiralestari Wiralestari (Author) https://creativecommons.org/licenses/by-sa/4.0
The Influence of the Implementation of the Village Financial System Application, Human Resource Competence and Internal Control System on the Quality of Village Government Financial Reports in Batang Tuaka District
This study aims to analyze the influence of village governance and the implementation of the Village Financial System (Siskeudes) on the implementation of village finances in the Kempas District. The main problems underlying this study are the low capacity of village officials, the suboptimal utilization of digital systems, and the gap between regulations and implementation in village financial management. The research method used is a qualitative approach with data collection techniques through observation, interviews, and documentation, and analyzed using the stages of data reduction, data presentation, and conclusion drawing. The results show that village governance and the implementation of Siskeudes have a positive effect on the implementation of village finances, especially in increasing transparency, reporting accuracy, and administrative efficiency. However, the effectiveness of Siskeudes implementation is greatly influenced by the competence of village officials in operating the system and their level of understanding of accounting principles and information technology. The discussion emphasizes that the integration of good governance and the use of digital technology is key to realizing optimal implementation of village finances. In conclusion, improving the implementation of village finances requires a comprehensive approach through strengthening governance, optimizing the use of Siskeudes, increasing human resource capacity, and active community involvement.
Copyright (c) 2026 Rosliana Rosliana, Haryadi Haryadi, Achmad Hizazi, Yudi Yudi (Author) https://creativecommons.org/licenses/by-sa/4.0
Financial Performance Mediation Model on the Influence of Islamic Corporate Governance on Sustainability Reports Moderated by Corporate Social Responsibility
This research is motivated by the importance of implementing Islamic Corporate Governance in improving the performance and sustainability of Islamic banking, which still faces various challenges, such as low contribution to the economy and the quality of sustainability reporting. This study aims to analyze the effect of Islamic Corporate Governance on Sustainability Reports, with financial performance as a mediating variable and Corporate Social Responsibility as a moderating variable. This study uses a quantitative approach with secondary data in the form of annual reports and sustainability reports of Islamic Commercial Banks in Indonesia for the period 2019–2024. Data analysis was conducted to test the direct, indirect, and moderating effects between variables in the research model. The results show that Islamic Corporate Governance has a positive and significant effect on financial performance and Sustainability Reports. Financial performance is proven to act as a mediating variable, while Corporate Social Responsibility acts as a moderating variable that strengthens the relationship between governance and sustainability reporting. These findings indicate that the implementation of Sharia-based governance, supported by good financial performance and effective CSR practices, can improve corporate transparency and sustainability. The conclusion of this study confirms that the integration of Islamic Corporate Governance, sharia-based financial performance, and Corporate Social Responsibility is a key factor in improving the quality of Sustainability Reports in Islamic banking in Indonesia.
Copyright (c) 2026 Musdalifa Musdalifa, Afrizal Afrizal, Mukhzarudfa Mukhzarudfa, Achmad Hizazi (Author) https://creativecommons.org/licenses/by-sa/4.0
Gig Economy Management: Managing Flexible Workforce in Digital Ecosystems
The rapid expansion of the gig economy has transformed labor dynamics by integrating flexible workers into digital platforms, yet this flexibility is often accompanied by algorithmic control, job insecurity, and limited social protection. This study aims to analyze how gig economy management and flexible workforce strategies can function as core elements within a sustainable digital ecosystem. The research adopts a qualitative approach using a systematic literature review and document analysis of recent peer-reviewed studies and policy reports. Data were analyzed through thematic and qualitative content analysis to identify key patterns related to algorithmic management, workforce flexibility, HRM strategies, and regulatory frameworks. The findings reveal that platform-based labor is characterized by strong algorithmic control over time, space, and performance, which limits worker autonomy while enhancing operational efficiency. Furthermore, the study highlights the need for adaptive and human-centered HRM practices, blended workforce models, and inclusive policy reforms to address labor vulnerabilities. The discussion emphasizes that sustainability in the gig economy depends on balancing technological innovation with worker protection and equity. In conclusion, the integration of ethical algorithmic systems, transparent HRM, and supportive regulations is essential to create a more inclusive and sustainable digital labor ecosystem
Copyright (c) 2026 Nada Cantika Putri Kadua (Author) https://creativecommons.org/licenses/by-sa/4.0
Emotional Labor in Service Work: Its Impact on Satisfaction and Performance
Emotional labor has become a critical component in service-oriented organizations, where employees are required to regulate their emotions to meet organizational expectations and enhance customer satisfaction. While emotional labor can improve service quality and performance, it also poses risks to employee well-being, particularly when poorly managed. This study aims to analyze the impact of emotional labor strategies—surface acting, deep acting, and genuine acting—on employee satisfaction and performance. The research adopts a qualitative approach using a systematic literature review and document analysis of recent peer-reviewed studies. Data are analyzed through thematic and qualitative content analysis to identify key patterns related to emotional regulation, employee well-being, and performance outcomes. The findings reveal that surface acting leads to emotional exhaustion, burnout, and reduced job satisfaction and performance, whereas deep acting and genuine acting contribute to higher satisfaction, lower stress, and improved service performance. The discussion highlights the importance of organizational support, emotional intelligence, and service climate in moderating these effects. In conclusion, effective management of emotional labor requires a shift toward human-centered practices that promote authentic emotional engagement and sustainable performance..
Copyright (c) 2026 Berilian Ayu Kusuma (Author) https://creativecommons.org/licenses/by-sa/4.0
Human-AI Collaboration in Management: Its Impact on Efficiency and Performance
ABSTRACT Human–AI collaboration has emerged as a transformative approach in modern management, combining the computational power of artificial intelligence with human intuition, creativity, and ethical judgment. This study aims to analyze the impact of human–AI collaboration on organizational efficiency and performance, with a focus on collaboration design, trust, and organizational context. The research adopts a qualitative approach using a systematic literature review and document analysis of recent peer-reviewed studies. Data are analyzed through thematic and qualitative content analysis to identify key patterns related to efficiency, decision quality, and performance outcomes. The findings reveal that human–AI collaboration enhances efficiency through task automation, predictive analytics, and reduced cognitive load, while also improving decision-making accuracy and consistency. However, the effectiveness of this collaboration depends on role complementarity, trust in AI, employee capability, and supportive organizational culture. The discussion highlights that balanced integration between human and AI capabilities is essential to achieve sustainable performance improvements. In conclusion, human–AI collaboration serves as a strategic enabler of organizational performance when supported by appropriate design, governance, and human resource development.
Trust Management as Social Capital in Building Organizational Sustainability
This study examines trust management as a form of social capital and its implications for organizational sustainability in increasingly complex and dynamic environments. Trust is recognized as a critical element that shapes stakeholder relationships, enhances collaboration, and supports sustainable performance across environmental, social, and governance (ESG) dimensions. The study aims to develop an integrative framework that explains how trust contributes to sustainability outcomes. A qualitative approach was employed using a systematic literature review and conceptual synthesis of scholarly articles published between 2021 and 2025. Data were collected through document analysis and analyzed using thematic content analysis combined with a systems thinking approach. The findings reveal that trust operates as a multidimensional construct encompassing internal, external, and institutional dimensions, influencing employee engagement, innovation, ESG performance, and organizational resilience. The discussion highlights that trust facilitates knowledge sharing, strengthens governance, supports digital transformation, and enhances collaborative partnerships, thereby contributing to long-term sustainability. In conclusion, trust management serves as a strategic mechanism that enables organizations to navigate uncertainty, improve adaptability, and achieve sustainable performance.
Copyright (c) 2026 Hilmi Wiranawata (Author) https://creativecommons.org/licenses/by-sa/4.0
Decision Support System for Business Location Selection: Integration of MCDM Methods
Business location selection is a critical strategic decision that significantly influences operational efficiency, cost structure, and long-term competitiveness. The increasing complexity of decision criteria requires structured approaches that integrate analytical methods and decision support technologies. This study aims to analyze the effectiveness of integrating Multi-Criteria Decision Making (MCDM) methods within a Decision Support System (DSS) for business location selection. The research adopts a quantitative approach with a Design Science Research framework, involving data collection through questionnaires, expert judgment, and secondary data. The analysis combines AHP for criteria weighting and TOPSIS for ranking alternative locations. The results indicate that the integrated DSS successfully generates clear and objective rankings, with the best location identified based on comprehensive evaluation of multiple criteria. The findings also demonstrate that the system effectively handles trade-offs between conflicting factors such as cost, accessibility, and infrastructure. In conclusion, the integration of MCDM methods within a DSS enhances decision accuracy, reduces subjectivity, and provides practical support for selecting optimal business locations in complex environments
Copyright (c) 2026 Rakhmat Sigit Widodo (Author) https://creativecommons.org/licenses/by-sa/4.0
The ‘Quiet Luxury’ Effect in Marketing Strategies: Between Exclusivity and Modern Consumer Appeal
This study aims to analyze the effect of quiet luxury in modern marketing strategies, particularly the relationship between brand exclusivity and contemporary consumer appeal. The phenomenon of quiet luxury represents a shift in the meaning of luxury from conspicuous status symbols toward a more subtle, elegant, and intrinsically quality-oriented form of luxury. This research employed a descriptive qualitative approach using a library research method. Data were collected from scientific journals, academic books, industry reports, and other reliable sources related to consumer behavior, branding, and premium marketing. The data were analyzed through content analysis by classifying them into key themes, including the transformation of luxury concepts, brand differentiation, consumer perceived value, brand exclusivity, and the influence of digital media. The findings indicate that quiet luxury has become an effective marketing strategy as it enhances consumer perceived value through dimensions of quality, comfort, implicit status, and personal identity. Furthermore, this strategy strengthens brand positioning through product quality, minimalist design, limited distribution, and exclusive customer experiences. The attractiveness of quiet luxury continues to grow alongside the changing characteristics of modern consumers who are more rational, value-conscious, and sustainability-oriented. However, its implementation also faces challenges such as imitation risks, the dilemma between exclusivity and market expansion, and the demand for long-term quality consistency. This study concludes that quiet luxury is not merely an aesthetic trend, but an adaptive branding strategy highly relevant to the contemporary premium market.
Copyright (c) 2026 Septia Sakalini Dioh, Taqwa Sultan, Margeretha Sartien Kabanga (Author) https://creativecommons.org/licenses/by-sa/4.0
Managing Organizational Complexity: An Analysis of Decision Dynamics in Unstable Work Systems
This study examines the dynamics of decision-making in complex and unstable organizational systems, where traditional rational-linear approaches are increasingly inadequate in addressing uncertainty, rapid change, and multidimensional interactions. The research aims to develop an integrative decision-making model by incorporating perspectives from complexity theory, system dynamics, management psychology, and digital technologies. A qualitative approach was employed using a systematic literature review and conceptual synthesis of recent scholarly works (2021–2025). Data were collected through document analysis and analyzed using thematic content analysis and systems thinking to identify key dimensions influencing decision-making processes. The findings reveal that decision-making in complex systems is nonlinear, adaptive, and emergent, shaped by the interaction of structural, technological, and human factors. Key dimensions include complex adaptive systems, chaos and nonlinear dynamics, feedback mechanisms, psychological factors, conflict management, and the integration of AI and data-driven systems. The discussion highlights the importance of a hybrid approach that balances technological capabilities with human-centered leadership and organizational learning to enhance decision quality and resilience. In conclusion, this study proposes an integrative framework that provides both theoretical and practical contributions, enabling organizations to navigate uncertainty and improve decision-making effectiveness in unstable environments.
Digital Leadership and Virtual Team Performance: A Study of Remote Work-Based Organizations
The rapid growth of remote work and digital collaboration has transformed organizational structures and leadership practices across industries. As organizations increasingly rely on virtual teams, digital leadership has emerged as a critical capability for managing distributed employees and ensuring team effectiveness. This study aims to analyze the influence of digital leadership on virtual team performance within remote work-based organizations. This research employs a quantitative approach using primary data collected through an online survey distributed to employees working in virtual teams across remote or hybrid work environments. The sampling technique applied is purposive sampling, targeting respondents who actively participate in virtual collaboration using digital platforms. The collected data were analyzed using descriptive statistics, validity and reliability tests, and multiple regression analysis to examine the relationship between digital leadership and virtual team performance. The results indicate that digital leadership has a positive and statistically significant effect on virtual team performance. Effective digital communication, trust-building, and the strategic use of digital collaboration tools contribute to improving team productivity, coordination, and engagement in remote work environments. These findings suggest that leadership capabilities adapted to digital environments play an essential role in supporting effective teamwork in geographically dispersed teams. In conclusion, digital leadership is a crucial determinant of virtual team performance in remote work-based organizations. Strengthening digital leadership competencies can enhance collaboration, productivity, and overall team effectiveness in digital workplaces.
Copyright (c) 2026 Djunaedi Djunaedi (Author) https://creativecommons.org/licenses/by-sa/4.0
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