Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan)

Front and Back Matter

2024-09-04T13:11:35+07:00

Front and Back Matter

Servant Leadership’s Impact on Green Behavior: Exploring Psychological Empowerment and Autonomous Motivation for the Environment in the Energy Sector

2024-04-01T10:31:37+07:00

Objective: This study aims to understand the influence of servant leadership on employees’ voluntary green behavior and green innovative work behavior, with psychological empowerment and autonomous motivation for the environment playing a role as sequential mediators in the energy sector.

Design/Method/Approach: Data was gathered through an online questionnaire sent to potential participants. A total of 328 eligible respondents were collected for analysis. This study utilized Covariance-Based Structural Equation Modelling (CB-SEM) to examine the connections between servant leadership, psychological empowerment, autonomous motivation for the environment, employees’ voluntary green behavior, and green innovative work behavior.

Findings: A servant leader who influences employees' voluntary green behavior and green innovative work behavior must build psychological empowerment and autonomous motivation for the environment. In line with previous research, the role of mediation, psychological empowerment, and autonomous motivation for the environment simultaneously strengthen servant leaders to form environmentally friendly behavior.

Originality: The novelty of this study lies in adding the variable green innovative work behavior as a dependent variable that can be influenced by servant leadership. Previous studies have not combined green innovative work behavior with psychological aspects, including psychological empowerment and autonomous motivation for the environment. This research is conducted in the energy sector, which is expected to yield diverse results depending on the influencing factors.

Practical/Policy implication: Based on the findings, leaders, and management should promptly consider implementing employee development through servant leadership interventions. In the era of energy transition, these behaviors are crucial, with servant leadership, psychological empowerment, and autonomous motivation for the environment playing pivotal roles. Implementing these practices meets green bond criteria, indicating the company's commitment to environmentally friendly practices and enhances its reputation as an environmentally responsible entity, attracting stakeholders supportive of such initiatives.

Sustainable Employability, Organizational Identification, and Psychological Empowerment: A Moderation Mediation Model Test

2024-04-01T10:00:57+07:00

Objective: This study examines the relationship of psychological empowerment and organizational identification to sustainable employability with work engagement as a mediator variable and affective commitment as a moderator variable in financial cluster state-owned enterprises (SOE) employees.

Design/Methods/Approach: This research utilized Structural Equation Modeling (SEM) with 220 respondents. Data was gathered through open-ended questionnaires from employees in the financial sector of state-owned enterprises.

Findings: The findings of this study indicate that psychological empowerment and work engagement have a notable and favorable impact on sustainable employability. However, they do not have a significant effect on organizational identification. It is worth noting that organizational identification does have a large and positive influence on work engagement. Work engagement does not act as a mediator in the connection between organizational identification and sustainable employability. However, it does serve as a mediator in the association between psychological empowerment and sustainable employability. Affective commitment enhances the strong and favorable correlation between work engagement and sustainable employability.

Originality/Value: The field of sustainable employability is under-researched, leading to a lack of consistency in addressing its multifaceted issues and a scarcity of theoretical frameworks. This study aims to consolidate disparate research by integrating various variables and examining their interplay through mediating and moderating mechanisms informed by the Job Demand-Resource Theory and Social Identity Theory.

Practical/Policy implication: It is imperative for organizations to prioritize the cultivation of robust and morally upright leadership across all levels, particularly at the upper echelons where executive management holds sway over the direction of the enterprise. In the immediate context, fostering a sense of identification among employees with the organizational ethos is crucial. Over the long term, such efforts contribute to the holistic well-being of employees, encompassing both physical and psychosocial dimensions, thereby fostering sustainable employability.

The Impact of Digital Financial Inclusion on Bank Profitability: Evidence from Developing Countries

2024-05-16T10:16:20+07:00

Objective: This study aims to evaluate the impact of Digital Financial Inclusion (DFI) on the profitability of banks in developing countries, by constructing a novel comprehensive DFI index and employing dynamic panel analysis.

Design/Methods/Approach: The research involves a sample of 111 banks across nine developing nations from 2016 to 2020. A new DFI index was constructed to encapsulate both the access and usage dimensions of DFI, along with demographic and geographical considerations, using Principal Component Analysis (PCA). The empirical framework adopted a dynamic panel model, applying two-step system Generalized Method of Moments (GMM) estimators to analyze the data.

Findings: The findings indicate a positive and significant relationship between DFI and bank profitability. This relationship highlights the beneficial impacts of DFI on the financial performance of banks within the studied contexts.

Originality/Value: This research broadens the current understanding of Digital Financial Inclusion (DFI) by focusing on its impacts not only on bank stability but also on profitability and efficiency, areas not extensively covered by prior studies. Additionally, it contributes to the literature by integrating demographic and geographical dimensions into the construction of a comprehensive DFI index. This approach provides a nuanced understanding of DFI’s effects on bank profitability and represents a significant deviation from traditional studies that focus mainly on access and usage.

Practical/Policy implication: Based on the findings, it is recommended that bank managers and financial service providers establish strategic partnerships to strengthen the integration of traditional banking with digital financial services, thereby boosting bank profitability. Regulators must update policies to foster an environment that supports the integration of digital innovations, while ensuring robust consumer protection and data privacy standards. Continuous investment in digital infrastructure and financial literacy is crucial, alongside rigorous policy monitoring and adaptation, to maintain a regulatory framework that promotes the sustainable expansion of DFI and addresses emerging security challenges.

Analysis of Antecedent and Outcome Factors of Employee Voice Behavior: A Systematic Literature Review

2024-06-12T08:16:38+07:00

Objective: This research provides an integrative and comprehensive review of 158 articles on employee voice behavior over 53 years (1970–2023) using the Systematic Literature Review (SLR) research method. The aim is to provide information about the concepts, factors, and outcomes influencing Employee Voice Behavior in companies and identify research gaps for future studies.

Design/Method/Approach: This research uses the Systematic Literature Review method, which involves software such as VOSViewer, Publish or Perish, and Mendeley. These tools facilitate the systematic analysis of selected articles.

Findings: Research findings show a significant increase in using Employee Voice Behavior topics in research publications. In general, employee voice behavior is influenced by five main elements: individual characteristics, attitudes and perceptions towards work and the organization, feelings and beliefs, behavior of superiors and leaders, and contextual factors. These elements provide room for further investigation by future researchers.

Originality/Value: This research makes a significant contribution to the literature by offering a comprehensive analysis of decades of Employee Voice Behavior research. By identifying key influencing factors and trends, this research enriches our understanding of this pivotal aspect of organizational behavior, thereby enhancing the body of knowledge in this field.

Practical/Policy Implications: The insights gleaned from this research carry significant practical implications for organizations and policymakers. Understanding the factors that shape employee voice behavior can be a powerful tool in the arsenal of HR practices, leadership development, and organizational policies. These insights can be harnessed to foster employee participation and engagement, thereby enhancing organizational effectiveness.

Factors Influencing Job Change Desire: An Empirical Study on Employees in Startup Environments

2024-04-01T11:49:55+07:00

Objective: The study aimed to investigate and evaluate the impact of person-organization fit (POF), person-job fit (PJF), and person-group fit (PGF) on turnover intention through job satisfaction (JS) in startup companies. Startup companies play an important role in society and the global economy.

Design/Methods/Approach: Data was gathered through an online survey of workers in startup businesses, with 449 data. The analytical method used in this study was LISREL's Structural Equation Modelling (SEM) analysis to examine the relationship between employee fit, such as person-organization fit, person-job fit, and person-group fit, on turnover intention, mediated by job satisfaction.

Findings: The findings show that job satisfaction is positively and significantly impacted by person-organization fit, person-job fit, and person-group fit. Job satisfaction was found to fully mediate the effect of person-organization fit, person-job fit, and person-group fit on turnover intention.

Originality: Limited research focuses on startup companies, so this study is unique. There is still a need for more research on person-group fit, as most research has focused on person-organization fit and person-job fit.

Practical implication: In order to create and maintain job satisfaction among employees, companies can create an environment that encourages open and transparent communication within companies, letting employees freely express their thoughts, ideas, and concerns. Furthermore, prioritizing work-life balance by offering flexible work schedules is critical to increasing job satisfaction. Then, they should align with their values, provide rewards, provide effective supervision, and foster a positive work environment. This is crucial to reduce turnover intention in startup companies.

Does Working Capital Management Impact Profitability? A Study on ASEAN-5 Food and Beverage Companies

2024-04-01T12:39:28+07:00

Objective: This study aims to examine the impact of working capital management on profitability of go-public ASEAN-5 food and beverage companies.

Design/Methods/Approach: This study employs multiple linear regression analysis on secondary financial data of go-public ASEAN-5 food and beverage companies from 2017-2022. The sample for the research is deliberately chosen through purposive sampling technique.

Findings: The results indicate that the cash conversion cycle (CCC), receivable conversion period (RCP), and accounts payable period (APP) have a significant negative impact on profitability, proxied by return on assets (ROA), while the inventory conversion period (ICP) has a positive effect on profitability.

Originality/Value: This study uniquely explores the food and beverage sector in the ASEAN-5 region with adding the dimension of crisis, COVID-19 pandemic.

Practical/Policy implication: Based on the results, food and beverage sector managers should be more careful in making investment decisions regarding inventory, especially during a crisis. Also, maintaining good trade relations with suppliers through timely debt payment would be better.

The effect of Visual Aesthetic and Endorser Type on Attitude Toward Advertising, Attitude Toward Product, and Purchase Intention Vegan Food

2024-04-01T09:36:32+07:00

Objective: The COVID-19 pandemic has encouraged people to adopt healthier lifestyles, yet available information remains scarce. Marketers often utilize advertising to educate the public, but ads must be engaging to capture attention. Therefore, this study seeks to examine how the content and sources of advertisements influence attitudes toward vegan food using the S-O-R Theory.

Design/Methods/Approach: This study conducts experiments on social media apps, manipulating vegan food ads across different designs and endorsers using a 2x2 factorial design between subjects with 160 participants. It utilizes vegan meat as a stimulus and conducts manipulation checks before distributing questionnaires.

Findings: The findings indicate that classical aesthetics are more effective in shaping attitudes toward vegan food advertising. Consumers purchase vegan food to maintain their health, and by using classical aesthetics, consumers perceive the food as healthier.

Originality/Value: Previous research on vegan food has focused on various aspects such as values, claims, motivation, and ideologies. In contrast, this study explores how vegan food ads positively influence consumer attitudes, with unique visual aesthetics findings in these advertisements.

Practical/Policy Implication: Marketers must focus on visual aesthetics and choose suitable endorsers for effective vegan food ads, shaping positive consumer attitudes and purchase intentions.

Human Resource Management Practices and Job Performance Under Investigation: Mediating Role of Job Satisfaction and Employee Value Proposition

2024-04-01T11:41:22+07:00

Objective: This study investigates the influence of human resource management practices on job performance by mediating job satisfaction and employee value proposition among state-owned enterprise company employees.

Design/Methods/Approach: This study was analyzed using an explanatory research approach with quantitative data collected through structured questionnaires involving 396 employees. Path Analysis was employed to investigate the research data using the Structural Equation Model and LISREL as statistical data processing tools.

Findings: The results show that human resource management practices do not directly, positively, and significantly impact job performance in the company. However, the findings indicate a significant favorable influence of Human Resource Management Practices on Job Performance by mediating Job Satisfaction and Employee Value Proposition.

Originality/Value: The existing literature highlights the unclear relationship between Human Resource Management Practices and Job Performance, often resembling a 'black box,' emphasizing the necessity to identify mediating variables operating through unexplained mechanisms. This study contributes to the existing literature by investigating the mediation role of employee value proposition alongside job satisfaction and explaining the relationship between human resource management practices and job performance in a state-owned enterprise.

Practical/Policy implication: The state-owned enterprise company is advised to improve job satisfaction and perceived employee value proposition to increase job performance. Specifically, the state-owned enterprise company should improve its human resource management practices by providing better job stability and competitive salaries and incentives.

Spirituality in the Workplace: Enhanced Job Satisfaction Through Employee Well-being and Work-life Balance

2024-08-26T08:49:59+07:00

Objective: This study examines the relationship between workplace spirituality and job satisfaction mediated by employee well-being and moderated by work-life balance in the travel industry.

Design/Methods/Approach: The data was collected using a questionnaire using purposive sampling. A total of 415 respondents working in conventional travel agent services participated in the study. Data analysis was performed using the Partial Least Square Structural Equation Model (PLS-SEM) via outer and inner models using SmartPLS 4.

Findings: This study identifies that workplace spirituality positively has a direct and indirect impact on job satisfaction with the mediating effect of employee well-being and the moderating effect of work-life balance.

Originality/Value: The study provides new insights by examining both the direct and indirect impacts of workplace spirituality on job satisfaction within the travel agent industry. The study also identifies the moderating effect of work-life balance and the mediating effect of employee well-being formulated into a comprehensive model.

Practical/Policy implication: This study provides managerial implications, suggesting managers can leverage workplace spirituality as a competitive advantage. Managers can enhance employees' job satisfaction by implementing well-being programs that consider employees' spiritual needs and work-life balance.

Bridging the Gap: Orchestrating Indonesian Higher Education

2024-08-28T08:11:44+07:00

Objective: This study aims to ascertain the extent of the gap between the human resources presently available in the Republic of Indonesia (the number of study programs classified into fields of science existing in Indonesian higher education) and those required in the future to realize the Visi Indonesia Emas 2045. Furthermore, it seeks to identify how resource orchestration can narrow this gap through the lens of Resource Orchestration Theory (ROT).

Design/Methods/Approach: The study employs a qualitative research methodology utilizing secondary data sources, namely higher education statistical data issued by the Ministry of Education, Culture, Research and Technology, and gross domestic product industrial data issued by the Indonesian Central Statistics Agency.

Findings: This study finds a mismatch between the sector and study program by field of study both nationally and regionally. Nationally, some top sectors are not supported by specific study programs in accordance with their needs. Regionally, there is a mismatch between the distribution of study programs by field of study and the top industries in some region

Originality/Value: This research contributes to the existing body of literature on ROT by exploring its applicability to the country’s human resources. While previous studies have employed ROT in organisational settings, this is one of the first to examine the theory in the country-level analysis. Furthermore, research on ROT has typically relied on surveys that are vulnerable to bias. This study, however, employs a distinctive and more comprehensive approach, namely the secondary data analysis.

Practical/Policy implication: It is imperative that higher education institutions adopt a resource orchestration theory, which entails discontinuing study programs that fail to reflect the current and future priorities of the industrial sector. This necessitates the establishment of future-oriented programs of study that are aligned with the evolving requirements of the industry and the development of curricula that equip human capital with the skills and knowledge that are required in the future.