Purpose: This research examines smoking cessation among students at seven universities following pictorial health warnings under Government Regulation No. 28 of 2024 on Tobacco Control. Using the Theory of Planned Behavior, it analyzes how attitudes toward smoking’s health impacts and perceived behavioral control influence smoking cessation through pictorial warnings as an intervening variable, aiming to foster a healthier Indonesian society. Research Methodology: This quantitative study used purposive sampling with 200 student respondents who quit smoking at seven universities in Soloraya. Data were collected through surveys and interviews, analyzed using item validity, reliability, goodness-of-fit, and Structural Equation Modeling (SEM) to test variable influences, with moderating analysis conducted via AMOS 21. Results: The results of quantitative research showed that two independent variables directly influenced students' smoking cessation behavior, with attitude having a dominant influence. Pictorial health warnings acted as an intervening variable. Conclusions: The research concludes that attitude values and perceived behavioral control significantly influence students’ smoking cessation behavior. It highlights the need for government regulation, increased tobacco excise, and family support, with recommendations for further research on broader smoking cessation models. Limitations: The study’s subjects were limited to students who quit smoking at seven universities in Soloraya. Future research should include students across Central Java or nationwide and enhance the model by adding moderating variable tests for broader applicability and deeper analysis. Contribution: This study reinforces the Theory of Planned Behavior by introducing pictorial health warnings as an intervening variable and urges the Indonesian Ministry of Health to expand warning displays to enhance fear and awareness of smoking’s negative health impacts.

Purpose: This study investigates the influence of green transformational leadership (GTL) on employee green behavior (EGB) in the hospitality sector of East Java, Indonesia, mediated by green self-efficacy (GSE) and green organizational culture (GOC). Addressing inconsistencies in prior research, the study aims to clarify how leadership and organizational factors collectively foster pro-environmental behaviors in sustainable tourism organizations. Research Methodology: This study used a quantitative explanatory survey involving 340 employees from 368 starred hotels in East Java. Samples were selected using the Slovin formula, and data were analyzed using PLS-SEM with SmartPLS 4.0 to examine GTL, GSE, GOC, and EGB relationships. Results: The study reveals three key findings: (1) GTL significantly enhances both GSE and GOC, with stronger effects on GOC (path coefficient = 0.852); (2) GSE and GOC partially mediate the relationship between GTL and EGB, with GOC exhibiting a stronger mediating role (path coefficient = 0.389); and (3) GTL directly influences EGB, though its indirect effects through mediators are more pronounced. Conclusions: The findings underscore the pivotal role of GTL in shaping employees' confidence and organizational culture to drive green behaviors. Organizations should prioritize leadership development and cultural initiatives to align sustainability goals with daily practices. Limitations: The study is geographically confined to East Java’s hospitality sector and relies on self-reported data, which may introduce bias. Future research could expand to other regions and industries while incorporating longitudinal designs. Contribution: This study advances theoretical understanding by integrating GSE and GOC as mediators in the GTL-EGB relationship. Practically, it offers actionable insights for fostering sustainable workplaces through leadership and cultural interventions.

Purpose: This study aims to examine the influence of motivation, discipline, and competence on employee performance at the Jayapura Regency Office. Methodology/approach: The research employed a quantitative approach, involving 51 employees from various departments within the Jayapura Regency Office. Data were collected through structured surveys and analyzed using multiple regression analysis with Partial Least Squares (PLS) to assess the relationship between the independent variables (motivation, discipline, and competence) and the dependent variable (employee performance). Results/findings: The analysis revealed that motivation and discipline have significant positive effects on employee performance, with motivation showing the strongest impact. However, competence was found to have no significant direct effect on employee performance in this organizational context. Conclusion: The study concludes that motivation and discipline are critical factors in enhancing employee performance at the Jayapura Regency Office, while competence alone does not directly improve performance. These findings suggest that organizational leaders should prioritize strategies to boost employee motivation and enforce discipline, while also considering how to better leverage employee competencies through supportive work environments and systems. Limitations: A key limitation of this study is its focus on a single government office, which may restrict the generalizability of the findings to other organizational contexts. Additionally, the use of self-reported data may introduce response biases, and the cross-sectional design prevents establishing causal relationships. Contribution: This study contributes to public sector management by revealing how motivation, discipline, and competence differently affect employee performance, offering practical guidance for government institutions to improve productivity through targeted motivational, disciplinary, and competence-enabling interventions strategies.

Purpose: This study aims to analyze the relationship between Big Five Personality Traits and strategic decision-making effectiveness at the executive level, while exploring the role of intrinsic meta-competencies that emerge when leaders face moments of isolation and make decisions independently. Methodology/approach: Using a mixed-methods design, the study applies Braun and Clarke’s thematic analysis and Interpretative Phenomenological Analysis (IPA). Data sources include Big Five personality assessments of 50 senior executives and in-depth interviews with eight directors from various strategic industries. Results: Findings reveal that openness to experience and conscientiousness consistently correlate with reflective, structured, and visionary decision-making patterns. The study also identifies that intrinsic meta-competencies such as productive solitude, deep reflection, and resilience in isolation enhance the positive manifestation of these personality traits. Conclusion: The research provides a conceptual foundation for developing a more holistic talent development and succession planning framework, integrating personality traits and internal capacities often overlooked in leadership assessments. Limitations: The study focuses on senior executives in strategic industries, limiting generalizability to other leadership levels or sectors. Additionally, qualitative methods may introduce subjective interpretations. Contribution: This study contributes to leadership psychology and talent management by highlighting the interplay between personality, meta-competencies, and decision-making. It offers practical insights for executive coaching, leadership development programs, and organizational succession planning.

Purpose: The objective of this research is to examine factors that attract labor, such as worker status, working conditions and environment, and career development opportunities, and to analyze their impact on Generation Z's intentions in deciding to apply for a job. Methodology: This research uses a quantitative research method with a survey questionnaire technique and purposive sampling. The data analysis reduces the independent variables into four main factors: company support, work environment, work flexibility, and financial compensation. Results: The results of the SEM-PLS analysis show that not all factors have the same level of influence on Generation Z’s intention to apply for jobs. Among the four variables examined, only work flexibility and the work environment demonstrate a significant effect, while compensation and management support do not show a significant impact. Conclusions: The results show that Generation Z’s intention to apply for jobs is significantly influenced by work flexibility and the work environment, while compensation and management support have no significant effect. This indicates that Generation Z prioritizes non-financial aspects, especially work–life balance and a supportive, technology-oriented work environment. Limitations: The study has limitations in its use of convenience sampling techniques with a relatively small number of respondents and its focus on Generation Z in Bandung City, so the results cannot yet be widely generalized. Contribution: Given the results, managers are advised to prioritize offering competitive financial compensation packages to attract Generation Z job seekers. Furthermore, organizations should foster a supportive work environment, flexibility, and career development opportunities to enhance recruitment strategies for this generation.

Purpose: The purpose of this study is to identify the factors that influence business sustainability, especially in micro and small businesses in Greater Jakarta. Methodology: The research employed a quantitative descriptive method using primary and secondary data. Primary data were collected through a 1–5 Likert scale questionnaire completed by employees of micro and small businesses in Greater Jakarta. Secondary data were sourced from relevant studies in reputable academic databases. The population size was unknown, and 131 respondents were selected using simple random sampling based on the Hair formula. Data were analyzed with SmartPLS 4.1.0.0 using outer model, inner model, and hypothesis testing. Results: The study on Micro and Small Enterprises in Jabodetabek reveals that management support and self-efficacy have positive and significant effects on employee performance and business sustainability. Employee performance also significantly influences business sustainability and plays a mediating role in strengthening the effects of management support and self-efficacy. These findings highlight the importance of managerial support and individual confidence in improving performance outcomes and ensuring sustainable business growth. Conclusions: The findings indicate that management support and self-efficacy significantly enhance employee performance and business sustainability in the land transportation sector. Employee performance serves as a key mediating factor that strengthens the impact of management support and self-efficacy on business sustainability. Limitations: This study is limited to examining the sustainability of micro and small businesses operating in the Greater Jakarta area, which may restrict the generalizability of the findings to other regions or business scales. Contribution: This study plays a role in identifying factors that influence the sustainability of micro and small businesses in Greater Jakarta, focusing on factors such as employee performance, management support, and self-efficacy.

Purpose: Digital technology reshapes economics and management by enabling faster, data-driven strategic decisions. Companies must adapt to complex market dynamics with innovative, efficient systems. The integration of economics, management, and strategic decision-making strengthens organizational resilience, competitiveness, and sustainability in navigating the challenges of the modern digital era. Research Methodology: Through a managerial economics theoretical approach and case studies of digital companies, this study demonstrates that data- and technology-driven decision-making can improve operational efficiency, innovation, and company competitiveness. Results: This research shows that digital technology significantly influences managerial economics and strategic decisions. Data has become a key strategic asset guiding organizational direction. Companies that utilize big data analytics, artificial intelligence, and ERP systems gain stronger competitive advantages and make faster, more accurate decisions in the digital era. Conclusions: In the digital era, economic management relies heavily on technology and data for strategic decisions. Speed, accuracy, and adaptability determine success. Organizations that integrate digital innovation become more competitive, efficient, and responsive to market change. Thus, digital literacy and transformational leadership are essential in modern management. Limitations: This study has limitations, including a narrow focus on digitalized companies, which may not represent all MSMEs. The descriptive use of secondary data cannot fully explain causal relationships. Rapid technological change also challenges the study’s relevance, as evolving trends may quickly reduce the accuracy of its findings. Contribution: This research offers guidance for managers in integrating information technology to enhance decision effectiveness and competitiveness. It also provides a foundation for future studies exploring how digital transformation influences decision-making across different industrial sectors.