Purpose: This study aims to examine how digitalization influences and is influenced by organizational structures and human resource management in the Indonesian education industry. Research Methodology: This study employs a qualitative approach using semi-structured interviews and focused group discussions to explore how digital technology is implemented in human resource management within the Indonesian education sector. Participants include education leaders, HR officials, policymakers, and edutech developers, selected through purposive and snowball sampling methods to ensure relevant and in-depth insights. Data were collected through individual interviews and thematic workshops, allowing researchers to capture both personal experiences and group dynamics related to digital transformation challenges and strategies. Results: The results show that the success of digital transformation in HR management in Indonesia's education sector depends on the balance between human, technological and organizational aspects. Key challenges include a lack of training, uneven infrastructure, and an organizational culture that is not adaptive to change. Therefore, a holistic strategy is needed that includes digital competency development, visionary leadership, and policies that support technological innovation and transparency. Conclusions: Digital transformation in HRM within Indonesia's education sector is hindered by gaps in human skills, technology access, and rigid organizational structures. Weak digital leadership and ethical concerns around AI further slow progress. A holistic approach developing digital competencies, promoting innovation, and ensuring transparent AI is essential for effective and sustainable transformation. Limitations: The study’s qualitative scope limits generalizability. It also reflects a specific time frame and may include selection bias from purposive sampling. Contribution: This study offers insights into aligning HR and digital strategies using the HTO framework and promotes ethical, inclusive digital transformation in education.

Purpose: This study aims to assess the quality competitiveness of Human Resource Management (HRM) departments at four universities in the Soloraya region of Indonesia through a positioning strategy based on student perceptions of service quality. Research Methodology: Using a quantitative survey method, data were collected from 400 purposively selected students. Multidimensional Scaling (MDS) analysis was applied to ten dimensions of service quality, including trust, quality of education, academic integration, social integration, and various forms of commitment. Validity and reliability tests confirmed the suitability of the instrument, and the data were processed using SPSS software. Results: The analysis revealed three competitive quadrants: Sebelas Maret University in the relatively excellent quadrant, Muhammadiyah University of Surakarta and Batik Islamic University in the challenger quadrant, and Widya Dharma University in the economic cluster quadrant. The results demonstrate clear differentiation in the competitive positioning of HRM programs, influenced by both qualitative and quantitative service quality attributes. Conclusions: Findings highlight the importance of mapping perceptions to identify institutional strengths and weaknesses. Universities with lower positioning need to improve campus facilities, academic environments, and service quality to compete with leading institutions. Limitations: The research scope was limited to four universities in the Soloraya area, and the findings rely solely on student perceptions, which may limit generalizability across other regions or disciplines. Contribution: This study contributes to higher education competitiveness research by applying MDS to HRM programs, offering a novel model for positioning analysis. The results provide strategic insights for university administrators to develop targeted marketing, resource allocation, and quality improvement strategies.

Purpose: To explore the effect of compensation on job satisfaction by mediating the relationship between work experience and education among manufacturing workers in Bekasi City's food and beverage industry. Methodology: A quantitative approach with non-probability sampling. Data from 180 participants were analyzed using Structural Equation Modeling – Partial Least Squares (SEM-PLS) through SmartPLS to assess variable relationships. Results: Work experience is positively associated with higher income and greater job satisfaction. Education likewise shows a significant positive relationship with salary and satisfaction. In addition, work-life balance enhances satisfaction. Furthermore, compensation operates as a mediating mechanism linking work experience and education to job satisfaction, indicating that gains from experience and education translate into satisfaction through pay. Conclusions: Compensation plays a pivotal mediating role in translating work experience and educational background into job satisfaction. Implementing competitive and equitable compensation strategies can effectively enhance job satisfaction among workers in the food and beverage manufacturing sector. Limitations: Non-probability sampling and focus on Bekasi City's food and beverage sector limit the generalizability of results. Contribution: Provides useful insights for HR managers and contributes to human resource management and organizational behavior literature on compensation and job satisfaction.

Purpose: This study investigates the impact of physical and social work environments on job satisfaction among seafarers in Indonesian shipping companies, addressing a critical gap in maritime human resource literature. Given the long periods of isolation and high-stress conditions faced by seafarers, understanding workplace dynamics is essential for improving crew retention and operational efficiency. Methodology: A quantitative explanatory survey was conducted with 350 seafarers across different ranks in deck and engine departments of Indonesian-flagged vessels. Stratified random sampling considered variations in work experience, vessel type, and operational route. Data were analyzed using descriptive and inferential statistics with SPSS 26, enabling examination of multiple relationships while controlling for confounding variables. Results: Findings show that both physical (working conditions, safety equipment, living quarters) and social environments (team cohesion, supervisor support, communication) positively influence job satisfaction. Social factors exerted 42% greater influence than physical conditions. Additionally, seafarers with over five years of experience reported 28% higher satisfaction. Open-ended responses underscored the importance of fair conflict resolution and recognition systems. Conclusions: While adequate physical conditions remain essential, investments in the social environment particularly leadership training and communication systems produce stronger effects on satisfaction, challenging industry practices that emphasize physical over social improvements. Limitations: Results are limited to Indonesian seafarers and specific shipping segments, suggesting the need for cross-national and longitudinal studies. Contribution: The study offers evidence-based insights for crew management and advances theoretical understanding of job satisfaction in isolated work environments, with a replicable methodological framework for other maritime contexts.

Purpose: This study aims to examine how perceived risk, perceived convenience, and perceived benefits influence users’ purchase intention on Bukalapak, one of Indonesia’s leading e-commerce platforms. Methodology: The study was conducted using a quantitative method with a survey distributed to 100 active Bukalapak users across various cities in Indonesia. Data were collected using a structured questionnaire and analyzed using SmartPLS 4.0 software to test the relationships between the constructs based on the extended Technology Acceptance Model (TAM). Results: The results show that perceived convenience and perceived benefits have a significant positive impact on purchase intention, while perceived risk has a significant negative impact. This indicates that users are more likely to make purchases on Bukalapak when they perceive the platform as easy to use and beneficial, and less likely when they feel uncertain or insecure. Conclusions: The study concludes that increasing convenience and delivering tangible benefits can strengthen purchase intention, while managing and reducing user risk perceptions is crucial to improving user confidence. Limitations: The study is limited to Bukalapak users and uses a relatively small sample size (n = 100), which may not fully represent the broader population of e-commerce users in Indonesia. Contribution: This study contributes to the understanding of consumer behavior in Indonesian e-commerce by validating the extended TAM in the context of Bukalapak. It provides insights for e-commerce managers, marketers, and platform developers to design better strategies that enhance user trust and buying interest.

Purpose: This study aims to analyze the influence of organizational culture and transformational leadership on employee performance in the digital era. Methodology: This study uses a quantitative method with a survey approach; data were collected through questionnaires from 150 respondents who are employees at PT. Epson. Data analysis was carried out using multiple linear regression to test the relationship between variables. Results: This study proves that organizational culture and transformational leadership have a positive and significant influence on employee performance, including in the context of the digital era. This is indicated by a calculated t-value greater than the t-table (1.96) and a P-value <0.050 for all hypotheses. Thus, all hypotheses proposed in this study are accepted. Conclusions: The conclusion of this study confirms that the implementation of a strong organizational culture and transformational leadership are key strategies to increase productivity in the digital era. This research was conducted in the context of increasingly massive digitalization, thus providing a new perspective on how organizational culture and leadership styles need to adapt to face technological changes and the need for more flexible and data-driven work. Limitations: This study uses a quantitative approach through distributing questionnaires, so it cannot capture in depth the perceptions, emotions and dynamics of social interactions within the organization. Contribution: Providing input to company leaders in developing a work culture that is adaptive to digital change. The company needs to strengthen an organizational culture that is adaptive, innovative, and open to technological change. Furthermore, implementing transformational policies is crucial to boost employee motivation, loyalty, and productivity.

Purpose: This study investigates the direct and indirect effects of training and work experience on employee performance, with competence serving as a mediating variable in the Marine Division of PT Chandra Asri Pacific. Methodology: Using a quantitative approach, data were collected from all 66 employees through structured questionnaires and analyzed with Partial Least Squares–Structural Equation Modeling (PLS-SEM). Validity, reliability, and mediation tests ensured robust findings. Results: The results show that work experience and competence significantly influence employee performance directly, while training has no direct effect. However, training enhances competence, which fully mediates its impact on performance. Work experience also affects performance indirectly through competence, indicating partial mediation. The model demonstrates strong explanatory (R² = 0.616) and predictive (Q² > 0.34) power. Conclusions: Competence is the central mechanism translating training and experience into performance outcomes. Training is only effective when it strengthens competence, whereas work experience contributes both directly and indirectly. Limitations: The study’s scope is restricted to a single division with a male-dominated workforce, a cross-sectional design, and exclusive use of quantitative methods, limiting generalizability and contextual depth. Contribution: Theoretically, this research validates competence as a mediator in human capital development. Practically, it highlights the importance of aligning training with competence-building, leveraging experiential learning, and implementing structured HR strategies to strengthen performance in safety-critical industrie.

Purpose: The purpose of this study is to develop hypotheses regarding factors that influence employee turnover, with a particular focus on the land transportation sector in Indonesia. The land transportation industry is characterized by high employee mobility and operational demands, making turnover a critical issue that directly affects service quality, safety, and organizational sustainability. Understanding the underlying factors is therefore essential for designing effective human resource policies and reducing workforce instability. Methodology: This research adopts a descriptive qualitative approach through a literature review. Descriptive qualitative studies aim to systematically synthesize and interpret findings from previous research without relying on statistical data analysis (Creswell & Poth, 2018). Comparative analysis was used to identify patterns and relationships across multiple studies. The data were collected from academic sources such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Q2–Q4 Emerald, Elsevier, Sage, Web of Science, Sinta 2–5 Journals, DOAJ, EBSCO, Google Scholar, Copernicus, and digital reference books. Results: The review identifies ten key findings: work engagement, remuneration, and leadership directly affect both career path and turnover; career path itself strongly influences turnover; and work engagement and remuneration indirectly affect turnover through career path. Conclusions: Employee turnover depends on engagement, leadership, and career opportunities; strengthening these reduces turnover and enhances workforce stability in transportation. Limitations: Future research should include transportation data to strengthen findings. Contribution: This study enhances understanding of employee turnover by examining work engagement, remuneration, leadership, and career path.

Purpose: This study aims to determine the role of effective governance as a mediating variable in the relationship between intellectual capital and social capital to improve community welfare in border villages, especially in Belu Regency, Indonesia. Methodology: This study uses a quantitative approach and Partial Least Squares (PLS) analysis method. Data from 155 families in border areas was collected with a survey from 28 border villages in Belu Regency that have distinctive socio-cultural characteristics. Results: Effective governance has been proven to mediate the relationship between intellectual capital and community welfare. Meanwhile, in the relationship between social capital and welfare, partial mediation was found. The distribution of well-managed village funds improves welfare, even with limited intellectual capital. Conclusions: Good governance encourages the compliance of village fund managers with the rules. Strong social capital and local customs-based also strengthen the impact of fund management on welfare. Limitations: The findings are contextual in certain villages in Belu, so they cannot be generalized. This research emphasizes the importance of strengthening governance and integrating traditional values in village resource management. Contribution: This research contributes to the literature by integrating intellectual capital, social capital, and governance into a single framework, highlighting how governance mediates development outcomes in marginalized border communities.

Purpose: Flexible work policies remote work, flexible schedules, and compressed workweeks are intended to improve work-life balance for female academics with added responsibilities. In Indonesia, despite alignment with labor laws, implementation remains inconsistent and overlooks gender bias and shadow work such as mentoring and administration. This study examines their impact on shadow work and gender equality advocacy, stressing institutional support. Methodology: This research employs a mixed-methods approach, integrating Structural Equation Modeling (SEM) Partial Least Squares (PLS) for quantitative analysis and thematic analysis using NVivo for qualitative insights. Data were collected through surveys from 450 female academics and in-depth interviews with 30 respondents from various universities. Results: Findings show that flexible work policies reduce shadow work but only strengthen gender equality advocacy when backed by strong institutional support. Policy intensity, not mere availability, drives advocacy, while weak structures leave female academics burdened with shadow work and limited advocacy roles. Conclusions: This study concludes that flexible work policies alone are insufficient to drive systemic change in gender equality within academia. Their effectiveness is highly dependent on institutional culture, leadership commitment, and policy integration into broader faculty development programs. Limitations: Stronger institutional support, policy refinement, and awareness campaigns are recommended to ensure that flexible work arrangements not only improve work-life balance but also empower female academics in advocacy and leadership roles. Contribution: Future research should explore the long-term effects of flexible work policies and the intersection of social, economic, and cultural factors in shaping gender equity in higher education.

Purpose: This study aims to examine the direct and indirect relationship between Green HRM variables, as well as provide theoretical and practical contributions in the development of environmentally friendly HR management strategies in the ground handling company. Methodology/approach: Using a descriptive method with a purposive sampling technique. A total of 160 respondents from ground handling company were used as samples. Primary data is collected through questionnaires (g-form), and secondary data comes from various publication sources. The analysis used includes regression, correlation, percentage, and SEM. Results/findings: Green Recruitment, Green Training, and Green Performance Appraisal have a significant effect on Employee Performance through the mediation of Organizational Sustainability. Environmentally-oriented HR policies have been proven to improve organizational sustainability and employee performance. Conclusions: Green HRM practices have a direct and indirect effect on employee performance and organizational sustainability. The integration of eco-friendly principles in HR strategies is essential for long-term productivity and sustainability. Limitations: The study was limited to companies java province, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.

Purpose: This study investigates the influence of transformational leadership, organizational culture, and the implementation of paperless services on Organizational Citizenship Behavior (OCB) and employee performance within the Regional Financial and Asset Management Agency of East Java Province. Methodology: A quantitative approach was employed, involving 122 employees surveyed through a census sampling technique. Data were collected using Likert-scale questionnaires and validated with Pearson’s product-moment correlation, while reliability was tested with Cronbach’s Alpha. Structural Equation Modelling (SEM) using AMOS and SPSS 20.0 was applied to examine the relationships among variables. Results: The Findings indicate that transformational leadership, organizational culture, and paperless service implementation significantly and directly enhance OCB and employee performance. However, OCB does not act as a mediator between these factors and performance. The study confirms that strong leadership, a supportive culture, and digital transformation initiatives are critical to improving employee outcomes. Conclusions: The research highlights that employee performance can be optimized through leadership that inspires, organizational values that reinforce cooperation, and technology that streamlines services. OCB plays a direct role in strengthening performance but does not moderate the effects of the other variables. Limitations: This study was conducted within a single government agency, which may limit the generalizability of the findings. The exclusive focus on internal organizational variables may also overlook other external factors affecting employee performance. Contribution: This study contributes to developing human resource management literature in the public sector by examining how leadership style, organizational culture, and digital transformation initiatives such as paperless services impact employee performance and OCB.