Journal of Global Economics, Management and Business Research
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Job Satisfaction, Work Experience, and Intellectual Intelligence as Determinant for Employee Performance: An Analysis of Performance at KPP Madya Medan
No full textThis study aims to analyze the influence of job satisfaction, work experience, and intellectual intelligence on employee performance, both partially and simultaneously, at the Medan Intermediate Tax Service Office (KPP). This study usesd an associative quantitative approach with a cross-sectional design. The research was conducted at KPP Madya Medan which is located on Jalan Sukamulia Number 17A, Medan City. Data collection was carried out from January to March 2025. The research population was 118 employees. A sample of 54 people was determined using the Slovin formula with a simple random sampling technique. Primary data were collected through a closed-ended questionnaire on a Likert scale of 1-5. Data were analyzed using multiple linear regression analysis, t-test, F-test, and coefficient of determination (R²) with the help of IBM SPSS Statistics software. Results: The results of the study prove that partially, job satisfaction (t-hit. 2,401; sig. 0.020), work experience (t-hit. 4,048; sig. 0.000), and intellectual intelligence (t-hit. 4,176; sig. 0.000) have a positive and significant effect on employee performance. Work experience was the most dominant variable (β=0.404). Simultaneously, these three variables had a significant effect (F-hit. 50.793; sig. 0.000) and were able to explain the variation in employee performance by 73.8% (Adj. R² = 0.738). It is concluded that satisfaction, experience, and intellectual intelligence are crucial determinants of employee performance. Therefore, it is recommended that the management of KPP Madya Medan develop a holistic performance improvement strategy, including improving the remuneration and award system, retention and competency development programs for experienced employees, as well as recruitment and training that focuses on strengthening intellectual capacity
Determinants of Cross-border Economic Zone Development: Empirical Evidence from Lao Cai, Vietnam
No full textCross-border economic zones (CBEZs) play a strategic role in fostering international trade, attracting investment, and promoting socio-economic integration in border regions. In Vietnam, the Lao Cai Border-Gate Economic Zone (BGEZ) plays a vital role as part of the Kunming–Lao Cai–Hanoi–Hai Phong economic corridor, directly connecting Vietnam with China’s Yunnan Province. This study investigates the determinants of the Lao Cai Border-Gate Economic Zone (BGEZ), a critical gateway between Vietnam and China. Based on an extensive literature review, seven potential factors were hypothesised to positively influence BGEZ development: infrastructure, management and preferential policies, international relations and regional cooperation, competitiveness and innovation, global economic environment, human resources, and socio-environmental conditions. A survey of 285 managers and enterprises in Lao Cai was conducted, and quantitative techniques, including Cronbach’s Alpha, Exploratory Factor Analysis (EFA), and multiple regression, were applied. Results reveal that six out of seven factors significantly contribute to BGEZ development, with human resources emerging as the strongest determinant, followed by socio-environmental conditions and international cooperation. The empirical findings provide important insights into the development dynamics of the Lao Cai Border-Gate Economic Zone (BGEZ). The regression model demonstrates a strong explanatory power, with six out of seven hypotheses confirmed at a high level of statistical significance (p < 0.01). Other factors, including governance and policy incentives (β = 0.230), infrastructure (β = 0.164), and competitiveness and innovation (β = 0.143), also contribute positively, though to a lesser degree. The global economic environment was excluded from the regression model due to multicollinearity. The findings contribute to the theoretical understanding of border economic zone development and provide practical implications for policy-making in emerging economies
Exploring the Psychological Effect of ‘Always-On’ Work Culture in Nigeria’s Modern Workplaces
No full textIn Nigerian workplaces today, digital tools have created a culture where employees are expected to remain connected even outside normal working hours. While this “always-on” culture supports faster communication and responsiveness, it also raises concerns about its impact on employee well-being. This study examines the relationship between always-on work culture and employees’ stress, burnout, and work-life balance among Nigerian professionals.
A quantitative and cross-sectional survey design was adopted by using structured questionnaires administered to 385 professionals across the banking, information technology, and consulting sectors. Standardized scales including the Perceived Stress Scale (PSS-10), the Maslach Burnout Inventory (MBI-GS), and the Work-Life Balance Scale were employed for data collection. Data were analyzed using descriptive statistics and regression analysis. Findings revealed that always-on work culture significantly increases stress (β = 0.672, p < 0.001) and burnout (β = 0.648, p < 0.001), while negatively affecting work-life balance (β = -0.591, p < 0.001). The study posits that while digital connectivity improves workplace efficiency, its psychological effects are substantial when there no boundaries. It recommends that organizations adopt a digital policy in terms of employee well-being and promote structured downtime to safeguard employee mental health and productivity
Workload and Work-Life Balance Influences Job Satisfaction through Turnover Intention in Employment Companies
No full textThis study aims to analyze the effect of workload and work-life balance on turnover intention with job satisfaction as a mediating variable among employees of PT Chindo Business Center. The research employed a quantitative method with a total population of company employees, and 130 respondents were obtained using a non-probability sampling technique. Data were collected through questionnaires distributed via Google Form and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS version 4.1.1.4.
The results demonstrate that workload has a positive and significant effect on turnover intention, indicating that higher workloads increase employees’ tendency to leave the organization. Conversely, work-life balance has a negative and significant effect on turnover intention, suggesting that better work-life balance reduces employees’ desire to quit. Job satisfaction also shows a negative and significant impact on turnover intention, meaning that higher levels of satisfaction lower employees’ intention to leave. Furthermore, workload has a negative effect on job satisfaction, while work-life balance has a positive effect, confirming their indirect influence on turnover intention through job satisfaction. Specifically, job satisfaction mediates both the positive relationship between workload and turnover intention and the negative relationship between work-life balance and turnover intention.
The study highlights the importance of effective workload management, programs that strengthen work-life balance, and strategies to enhance job satisfaction in reducing turnover intention. Nevertheless, this study has several limitations, including the use of only two independent variables and a single mediating variable, reliance on self-reported questionnaires, and a sample limited to one company. Future research is recommended to include additional variables such as work stress, leadership, and organizational culture, as well as to expand the sample to other industries for broader generalization
Virtual Influence and Material Aspirations: A Socio-digital Study of Hyper-consumerism in Kerala’s Non-Urban Populace
No full textThe consumer lifestyle and consumption pattern in Kerala in recent years has been transformed significantly due to the rapid economic growth and increasing digital influence. In this backdrop, this paper examines the extent and the factors of hyper-consumerism in the non-urban population in the state of Kerala. A descriptive research design was used to collect data in the number of 116 respondents using a structured questionnaire. The results show that younger, educated, and digitally active people are predisposed to hyper consumption and largely due to virtual environments, such as online marketplaces, and social media. The paper points out that digital payment systems especially UPI have only increased the impulsive buying behaviour by bringing ease and immediacy in the buying process. The statistical tests prove the high levels of associations between the demographic variables, virtual engagements and the determinants of hyper-consumerism. All in all, the findings are indicative of both cultural and economic transition towards material aspiration whereby consumption is a sign of identity and modernity. The paper highlights the importance of digital literacy and responsible consumerism that would be able to guarantee sustainable consumption trends in non-urban Kerala
Leadership Succession and Sustainable Corporate Behavior of Family-run Businesses in Pakistan
No full textThis research investigates the effect of leadership succession on sustainable corporate behavior (SCB), particularly highlighting changes in decision-making during inter-generational transitions. it discusses how the involvement of second generation in family run enterprises influence their sustainable corporate behavior. The results point to a greater adverse impact in firms with high levels of marketization and international experience. This study underscores that leadership succession needs to be seen as essential to strategic business planning in a corporation and highlights the need to study sustainable corporate behavior to understand these relationships in depth within the family run enterprises in Pakistani context
Cognitive Biases and Emotional Triggers: Behavioural Insights into Investment Decision-making
No full textBehavioral finance integrates psychological insights into the ways the financial business venture is granted and combines them to challenge the Efficient Market Hypothesis (EMH) as well as market anomalies as shown in the occurrences of bubbles, crashes, and mispricing. This study examines the effects of cognitive biases such as overconfidence, loss aversion, and herding, and emotional triggers of fear and greed, on investment behavior. Data from 500 participants using a mixed method approach of surveys, interviews, and statistical analysis show that overconfidence is associated with excessive trading and insufficient diversification, while loss aversion and herding contribute significantly to market dynamics. These biases are exacerbated by emotional triggers that feedback upon themselves to keep irrational behaviors happening and market instability. Our findings highlight the need for behavioral insight into risk management frameworks and regulatory policies. This research adds to the growing literature by showing how biases and emotions affect the system and how education, technological interventions, and policy reforms can help foster informed decision-making and market efficiency
The Influence of Loyalty, Task Division, and Work Environment on Employee Performance: Evidence from KPBC Belawan
No full textAims: This study examines the influence of loyalty, task division, and work environment on the performance of employees at the Customs and Excise Supervision and Service Office (KPBC) Belawan.
Study Design: A quantitative associative approach was employed to test causal relationships between the independent and dependent variables.
Place and Duration of Study: The research was conducted at KPBC Belawan, Medan, North Sumatra, Indonesia, from January to March 2025.
Methodology: From a population of 208 employees, 68 respondents were selected using Slovin’s formula and proportional random sampling. Data were collected through questionnaires, observation, and documentation, and analyzed using multiple linear regression in SPSS 24.
Results: The analysis revealed that loyalty, task division, and work environment each had a significant positive impact, both individually and collectively, with an Adjusted R² of 0.507.
Conclusion: The findings confirm that strengthening loyalty, ensuring fair distribution of tasks, and fostering a supportive work environment are crucial for improving organizational effectiveness. This study contributes to the literature by addressing limited empirical research on employee performance within Indonesia’s public sector customs institutions, highlighting managerial priorities to optimize human resource potential
Audit Quality at BPK North Sumatra: Analysis of the Influence of Auditor Factors and Moderating Public Information Disclosure
No full textAims: This study aims to analyze the influence of auditor-related factors, namely independence, competence, and professional ethics, on audit quality at the Audit Board of the Republic of Indonesia (BPK) Representative Office of North Sumatra. It also examines the moderating role of public information disclosure in strengthening these relationships.
Study Design: The research adopts a quantitative explanatory design to test causal relationships between variables and the moderating effect of public information disclosure.
Place and Duration of Study: The study was conducted at BPK Representative Office of North Sumatra, located in Medan, from April 2025 to July 2025.
Methodology: Data were collected through questionnaires distributed to 156 auditors and employees involved in audit activities. The research employed Structural Equation Modeling with Partial Least Squares (SEM-PLS) to test validity, reliability, and hypothesis.
Results: Findings indicate that auditor independence, competence, and professional ethics significantly influence audit quality. Public information disclosure significantly moderates the relationship between auditor independence and audit quality, strengthening the effect of independence. However, it does not moderate the influence of competence and professional ethics on audit quality.
Conclusion: Audit quality at BPK North Sumatra is largely determined by internal auditor factors independence, competence, and ethics while public information disclosure plays a supportive role, particularly in reinforcing independence
Contribution of Leadership, Work Discipline, and Job Satisfaction to Improving the Performance of Bank Mandiri Employees: Study on Bank Mandiri KCP Stabat
No full textAims: This study aims to analyze the contribution of leadership, work discipline, and job satisfaction to improving the performance of Bank Mandiri employees, focusing on case studies at KCP Stabat.
Study Design: The type of research used is quantitative research with an associative approach to determine the partial and simultaneous influence of independent variables on bound variables.
Place and Duration of Study: The research was carried out at Bank Mandiri KCP Stabat Kuala Begumit, Langkat Regency for four months, from March 2025 to June 2025.
Methodology: The research population is all employees of Bank Mandiri KCP Stabat which is 31 people, so the sampling technique uses total sampling. The research instrument was in the form of a questionnaire with a Likert scale. Data analysis was carried out through validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and determination coefficients.
Results: The results of the study show that leadership, work discipline, and job satisfaction each have a positive and significant effect on employee performance. Simultaneously, all three variables contributed 41.9% to performance, while the rest were influenced by other factors outside the study. The leadership variable had the dominant influence with the largest regression coefficient.
Conclusion: The performance of Bank Mandiri KCP Stabat employees can be improved through strengthening leadership, implementing consistent work discipline, and increasing job satisfaction