Abstract:This study systematically reviews the development of Total Quality Management (TQM) practices in relation to Green Quality Intelligence Capabilities (GQIC), Circular Process Innovation (CPI), and Sustainable Operational…
Performance (SOP). Responding to the need for a clearer review method and a more focused novelty, this article applies the PRISMA 2020-based Systematic Literature Review approach. Articles were identified from the Scopus database using keyword combinations related to TQM, quality management practices, green capability, green innovation, circular economy, circular process innovation, Industry 4.0, Quality 4.0, and sustainability performance. After identification, screening, eligibility assessment, and quality appraisal, 27 articles published between 2016 and 2026 were included in the final synthesis. The findings show that TQM literature has shifted from traditional quality control and customer satisfaction toward digital, green, and sustainability-oriented quality management. Soft TQM dimensions, such as leadership, employee involvement, training, and quality culture, and hard TQM dimensions, such as process management, quality tools, continuous improvement, and data-based decision making, remain dominant. However, prior studies still frequently use general mediators, including knowledge management, organizational culture, innovation capability, and competitive advantage. This review proposes CPI as a more specific mediation mechanism that translates TQM and GQIC into sustainable operational outcomes through waste reduction, resource efficiency, material reuse, energy efficiency, and circular process redesign. The study contributes by offering an integrated conceptual model and propositions for future empirical research on quality management, green intelligence, circular innovation, and sustainable operations.
Abstract:This study aims to analyze the influence of work skills, work discipline, and work motivation on employee performance with a reward scheme as a moderation variable in BU17 employees of PT. Tjiwi Chemical Paper Factory, Tbk.…
bk. The research uses an explanatory quantitative approach using the Structural Equation Modeling–Partial Least Square (SEM-PLS) method. The research population amounted to 379 employees with a sample of 192 respondents selected using purposive sampling techniques. Data collection was carried out through a questionnaire based on the Likert scale and analyzed using SmartPLS 3.0. The results of the study show that work skills, work discipline, and work motivation have a positive and significant effect on employee performance. In addition, reward schemes have been shown to be able to moderate the relationship between job skills, work discipline, and work motivation to employee performance significantly. These findings suggest that rewards not only serve as a form of organizational reward, but also as a work behavior reinforcer that is able to increase the effectiveness of individual contributions to performance achievement. This research provides theoretical implications in the development of the human resource management literature based on reinforcement theory and human capital theory, as well as practical implications for companies in designing a fair, transparent, and performance-based reward system to increase organizational productivity and effectiveness.
Abstract:The leadership of student organizations is an important foundation for the sustainability and effectiveness of student activities in higher education institutions. However, many student organization leaders do not yet have…
ve a sufficient understanding of how to identify, develop, and maintain the potential of members (talent management), resulting in the leadership regeneration process often being less than optimal. This community service activity was conducted in the form of material preparation for the Student Leadership Basic Training (LDKM) organized by the Student Association (HIMA) of Economic Education on August 9, 2026, at Villa Cantik, with the theme "The Urgency of Leadership." A total of 55 students participated as event participants. The material presented focuses on talent management within organizations, covering the identification of member potential, competency development strategies, and mapping the regeneration of management. The implementation methods include interactive lectures, group discussions, and organizational case studies. The results of the activity show an increase in participants' understanding of the concept of talent management, marked by high enthusiasm in discussions and the participants' ability to formulate strategies for managing members' potential in organizational case simulations. This activity made a tangible contribution to strengthening students' leadership capacities and opened up opportunities for sustainable collaboration between academics and student organizations within the Economics Education Study Program
Abstract:Early childhood development is influenced by nutrition, health, caregiving, and opportunities for age-appropriate stimulation (World Health Organization, 2020). This study examined the association between maternal knowledge…
dge of early stimulation and developmental screening outcomes and compared developmental outcomes between stunted and non-stunted toddlers. A quantitative analytic study with a cross-sectional design was conducted among 125 mother–toddler pairs in the working area of Balaiselasa Public Health Center, Pesisir Selatan Regency, Indonesia. Maternal knowledge was assessed using a structured questionnaire, developmental status was screened using the Kuesioner Pra Skrining Perkembangan (KPSP), and stunting was determined from length/height-for-age according to age and sex. Data were analyzed using descriptive statistics and Pearson’s Chi-Square test. Moderate maternal knowledge was found in 59 mothers (47.2%). Developmental screening outcomes were appropriate in 68 toddlers (54.4%), questionable in 48 (38.4%), and deviant in 9 (7.2%). Maternal knowledge was associated with developmental screening outcomes (χ²=10.187; df=4; p=0.037; Cramer’s V=0.202). Stunting status was also associated with developmental category (χ²=6.279; df=2; p=0.043). Because some expected cell counts were below five, the chi-square findings should be confirmed using an exact or Monte Carlo test. The findings support integrated maternal education, developmental screening, growth monitoring, and nutritional follow-up in primary health services.
Abstract:This study aims to analyze the influence of horizontal communication, vertical communication, and diagonal communication on employee morale at the Rantau Utara District Office. The study used a quantitative approach with…
a survey method. The study population consisted of 33 employees, all of whom were sampled through a saturated sampling technique. Data were collected using a questionnaire and analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression, partial tests, simultaneous tests, and coefficients of determination using SPSS 27. The results showed that horizontal communication, vertical communication, and diagonal communication each had a positive and significant effect on employee morale. Simultaneously, the three variables also had a significant effect on morale. Vertical communication was the variable that had the greatest influence compared to the other two variables. The Adjusted R Square value of 0.840 indicated that 84% of the variation in morale could be explained by the three forms of organizational communication, while 16% was influenced by other factors outside the research model. These findings confirm that effective organizational communication plays an important role in increasing employee morale and supporting the creation of more optimal public service performance.
Abstract:This study aims to analyze the influence of Career Development, Culture Value, and Emotional Intelligence on Personal Branding with Self-Efficacy as a mediating variable in State Civil Apparatus (ASN) in Tegal City Government.…
nment. The study used a quantitative approach with a survey method by distributing questionnaires to 360 ASN consisting of Civil Servants (PNS) and Government Employees with Work Agreements (PPPK). The sampling technique used proportionate stratified random sampling, while data analysis was carried out using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS 4. The results showed that Career Development, Culture Value, and Emotional Intelligence had a positive and significant effect on Self-Efficacy. In addition, these three variables also have a positive and significant effect on Personal Branding. Self-Efficacy was proven to have a positive and significant effect on Personal Branding and was able to significantly mediate the influence of Career Development, Culture Value, and Emotional Intelligence on Personal Branding. The coefficient of determination value shows that the model is able to explain 70.1% of the variation in Self-Efficacy and 76.8% of the variation in Personal Branding. The findings of this study indicate that strengthening the career development system, internalizing organizational cultural values, and increasing emotional intelligence can increase the self-confidence of ASN which ultimately strengthens Personal Branding in carrying out tasks and public services. This study provides an empirical contribution to the development of public sector human resource management, particularly in efforts to improve the professionalism and image of the apparatus through strengthening internal organizational factors.
Abstract:Pemilihan Ketua Badan Eksekutif Mahasiswa (BEM) merupakan proses penting dalam menentukan mahasiswa yang memiliki kompetensi terbaik untuk memimpin organisasi kemahasiswaan. Namun, proses seleksi yang masih bergantung pada…
da popularitas dan penilaian subjektif berpotensi menghasilkan keputusan yang kurang optimal. Penelitian ini bertujuan membangun Sistem Pendukung Keputusan (SPK) menggunakan metode Multi-Objective Optimization on the Basis of Ratio Analysis (MOORA) untuk membantu proses pemilihan Ketua BEM secara objektif. Data penelitian diperoleh melalui wawancara dengan pembina BEM untuk menentukan kriteria dan bobot penilaian. Lima kriteria yang digunakan meliputi kepemimpinan, kemampuan komunikasi, pengalaman organisasi, integritas, dan indeks prestasi kumulatif (IPK). Tahapan metode MOORA terdiri atas penyusunan matriks keputusan, normalisasi, perhitungan nilai optimasi, dan proses perangkingan. Hasil penelitian menunjukkan bahwa alternatif K1 memperoleh nilai optimasi tertinggi sebesar 0,473 sehingga direkomendasikan sebagai Ketua BEM terpilih. Penerapan metode MOORA mampu menghasilkan proses pengambilan keputusan yang lebih objektif, sistematis, transparan, dan akurat sehingga dapat dijadikan sebagai alat bantu dalam menentukan Ketua BEM berdasarkan kriteria yang telah ditetapkan.
The selection of the Student Executive Board (BEM) President is an important process in determining the most qualified student to lead the student organization. However, conventional selection processes often rely on popularity and subjective judgments, which may lead to less optimal decisions. This study aims to develop a Decision Support System (DSS) using the Multi-Objective Optimization on the Basis of Ratio Analysis (MOORA) method to support a more objective selection process. Research data were collected through interviews with BEM advisors to determine the assessment criteria and their corresponding weights. Five criteria were used, namely leadership, communication skills, organizational experience, integrity, and grade point average (GPA). The MOORA method consists of decision matrix construction, normalization, optimization value calculation, and ranking. The results indicate that candidate K1 achieved the highest optimization value of 0.473 and was therefore recommended as the selected BEM President. The implementation of the MOORA method provides a more objective, systematic, transparent, and accurate decision-making process, making it an effective tool for supporting the selection of the most suitable BEM President based on predetermined criteria.
Abstract:Digital transformation has become a strategic priority for organizations seeking to enhance competitiveness and achieve sustainable performance in dynamic business environments. This study examines the effect of digital…
leadership on sustainable performance through the mediating role of employee agility within the context of human capital development. A quantitative explanatory approach was employed using survey data collected from employees involved in digital transformation initiatives. Data were gathered through a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess the direct and indirect relationships among the proposed constructs. The findings indicate that digital leadership significantly enhances employee agility by fostering adaptability, continuous learning, and responsiveness to technological change. Employee agility was found to have a strong positive effect on sustainable performance, suggesting that agile employees contribute substantially to organizational resilience, innovation capability, and long-term effectiveness. Furthermore, employee agility partially mediates the relationship between digital leadership and sustainable performance, demonstrating that the influence of leadership on sustainability outcomes operates largely through workforce adaptability. These results highlight the critical role of human capital development in digital transformation and provide empirical evidence that sustainable organizational performance can be achieved when digital leadership is effectively translated into agile employee behavior. The study contributes to the growing literature on digital transformation and human resource management by offering an integrated framework that links leadership, employee capabilities, and sustainability-oriented organizational outcomes.
Abstract:Neurodiversity conceptualizes autism, attention-deficit/hyperactivity disorder (ADHD), dyslexia, and related cognitive differences as natural variations in human cognition rather than individual deficits. Although this perspective…
erspective has gained increasing attention in human resource management (HRM), the intellectual structure and relevance of the existing literature to the Indonesian context remain insufficiently understood. This study maps the development of global research on neurodiversity and HRM and identifies research priorities for Indonesia. A bibliometric analysis was conducted using 993 records retrieved through a Boolean search combining neurodiversity- and HRM-related terms. Following a PRISMA-guided screening process, keyword co-occurrence, density, overlay, and total link-strength analyses were performed using VOSviewer. The analysis identified 43 dominant terms grouped into four thematic clusters: (1) inclusive HRM and diversity management, (2) workplace accommodation and disclosure, (3) intervention and school-to-work transition, and (4) ADHD and occupational mental health. The findings indicate that autism spectrum disorder and ADHD remain the most prominent topics in the literature. The field has gradually shifted from predominantly clinical and educational perspectives in 2020–2021 toward workplace accommodation in 2022 and more strategic HRM-oriented discussions during 2023–2024. However, link-strength analysis reveals that relationships between core HRM concepts and issues of accommodation, disclosure, and occupational mental health remain relatively fragmented. Moreover, Indonesia-specific and developing-country perspectives are absent from the dominant keyword structure. These findings demonstrate a substantial geographical and conceptual research gap. Accordingly, the study proposes five priority research themes to advance neurodiversity-inclusive HRM in Indonesia and provides a foundation for future empirical, policy-oriented, and organizational research.
Abstract:Employee retention has become a critical concern for organizations because high employee turnover can reduce organizational productivity, increase recruitment and training costs, and negatively affect overall organizational…
nal performance. This study aimed to examine the influence of work-life balance, organizational support, and job stress on employee retention. A quantitative research approach with an explanatory research design was employed to investigate the relationships among the research variables. Data were collected through a structured questionnaire distributed to 150 employees selected using an appropriate sampling technique. The research instrument utilized a five-point Likert scale to measure work-life balance, organizational support, job stress, and employee retention. The collected data were analyzed using descriptive statistics, validity and reliability tests, classical assumption tests, and multiple linear regression analysis with the assistance of Statistical Package for the Social Sciences (SPSS). The illustrative findings indicated that work-life balance has a positive and significant influence on employee retention, organizational support has a positive and significant influence on employee retention, and job stress has a negative and significant influence on employee retention. Furthermore, the three independent variables simultaneously have a significant influence on employee retention and explain a substantial proportion of the variation in employee retention. Among the independent variables, organizational support was identified as the strongest predictor of employee retention. The findings suggest that organizations seeking to improve employee retention should develop comprehensive human resource management strategies by promoting work-life balance, strengthening organizational support, and implementing effective job stress management practices. Such initiatives are expected to enhance employee well-being, increase organizational commitment, reduce turnover intentions, and contribute to long-term organizational sustainability