IJHCM (International Journal of Human Capital Management)
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The Influence of Brand Halal Awareness and The Halal Logo On Online Food Purchasing Decisions
Full text linkThe purpose of this study is to explore the effects between halal brand awarness and halal logo on online purchasing decisions. Cross-sectional data samples were collected through surveys from consumers living in Indonesia, and this study adopted path analysis to test the hypothesised relationships between halal brand awareness, towards purchase decisions and halal logo towards purchase decisions. This study suggests that food businesses should brand-build and promote their brand awareness of the halal logo through sales promotion, advertising, and other marketing activities. When brand halal awareness on halal food is high, purchasing decisions through the halal logo and religious beliefs will also increase. Consumers will evaluate the quality of a product from the halal food purchase experience
Unlocking the Performance of Female Managers in a Global Cosmetics Company through the Lens of Gender at Work Framework
Full text linkDespite the growth and dynamism within the cosmetics industry, gender disparities in senior leadership persist, raising critical questions about how an ecosystem and various forces can impact the performance and professional advancement of female leaders. This qualitative case study explores the dynamics of female managerial performance within a global cosmetics company, focusing on two subsidiaries in countries with lower gender equality indices, namely India and Indonesia. Using the modified Gender at Work Framework developed by Rao et al. (2016), the research analysed the multifaceted factors influencing the performance of female managers within this industry. By navigating the intertwined areas of company policies, resources, organisation norms, and self-consciousness, the study aims to unearth nuanced insights into female managers' challenges and opportunities in these settings. Four themes are emerging: (1) Gender Equality at work, (2) Ownership of Performance and Career, (3) Digital Capability and innovation, and (4) Support system. Other findings of this study concern the various parties and the different environments that may foster the performance of female managers. This research contributes to the broader context of gender in the workplace, shedding light on strategies to enhance the performance and advancement of female managers within the cosmetics industry, particularly in regions where gender disparities persist
Linking Ethical Leadership to Innovative Performance: The Role of Intellectual Capital in BUMDes Tourism Sector in Indonesia
Full text linkThis study examines the role of ethical leadership in the innovative performance of employees in Village-Owned Enterprises (BUMDes). Furthermore, the purpose of the study is to investigate the mediating effects of human capital and social capital on the relationship between ethical leadership and employees’ innovative performance in the tourism sector of BUMDes in Indonesia. Primary data were collected from managerial-level employees of tourism-based BUMDes in Indonesia. Structural Equation Modelling (SEM) was employed to analyze the data and to identify both direct and indirect effects. The findings reveal a significant positive impact of ethical leadership on the innovative performance of BUMDes employees. In addition, ethical leadership was found to have both direct and indirect effects on innovative performance, with the indirect effect being mediated by intellectual capital (IC). The study highlights that IC and ethical leadership are critical resources in fostering a knowledge-driven culture and enhancing innovative performance among employees of BUMDes in the tourism sector. This research represents a novel attempt to explore the nexus between ethical leadership, IC, and innovative performance in the context of BUMDes in Indonesia. Moreover, it offers practical strategies for BUMDes managers to optimize business processes and promote innovative practices among employees, particularly within the rural tourism sector
Proactive Personality in Agile Teams: Insights from a Systematic Review of the Literature
Full text linkThis study investigates the relationship between Agile methodology and proactive personality in a professional context using a Systematic Literature Review (SLR) approach. Agile, known for its emphasis on flexibility, collaboration, and continuous iteration, provides an environment conducive to developing proactive behaviors. Individuals with a proactive personality, characterized by initiative, problem-solving, and innovation, significantly contribute to team success in Agile environments. The findings highlight a strong synergy between Agile practices and proactive individuals, where proactive team members facilitate quicker decision-making, innovation, and adaptability to change. However, teams with members who exhibit low levels of proactivity may struggle with collaboration and decision-making. The study offers both theoretical insights and practical implications for organizations, emphasizing the need to develop a proactive culture within Agile teams through recruitment, training, and leadership. By fostering proactive behavior, organizations can optimize the potential of Agile methodologies, enhancing overall team performance and project outcomes
Analysis of Social Impact Management, Industrial Education and Environmental Law (SPIHUL) of Ex-Mining Land in South Kalimantan
Full text linkThe impact of coal mining in South Kalimantan, the phase after exploitation, involves various aspects such as economic, social, environmental, legal, educational and industrial. Although the negative impacts are numerous and complex, this research aims to explore the positive impacts and economic potential for future social welfare. This research involves mapping the positive impacts of former mines and mining pits that are widespread in South Kalimantan, particularly from Kotabaru in the Southeast to Tabalong in the East. Mine pits, which may cover thousands of hectares and reach depths of hundreds to thousands of kilometers above ground level, are the main focus. Through a structured research program, the results can be identified as potential long-term benefits that can be managed properly. One significant positive impact is the potential utilization of former mine pits as an Electric Energy Reserve. Through transformation into a Power Lake, the region can become a sustainable source of renewable energy. In addition, the concept of energy-preneurship can be introduced to encourage innovation in the energy sector and create new economic opportunities. Environmental aspects can also be accommodated through the establishment of Flood Flow Buffers, which not only act as environmental protection but also provide local economic benefits. Revitalized mine pits can be transformed into proverty residences, such as apartments and lake hotels that bring natural beauty as well as a source of income for local communities. In addition, the reconstruction and transformation program can generate land for fish cages and lake biota, create boat and speedboat cruise attractions, and even become a lake sports icon. All of these initiatives can be managed with national development needs in mind and have the potential to become a source of foreign exchange through the tourism and renewable energy sectors
The Effect of Coworker Support on Turnover: Role of Job Stress, Organizational Embeddedness, Political Ineptness, and Despotic Leadership
Full text linkThis study aimed to examine the topic of the effect of coworker support on employee turnover intention by involving other antecedents namely job stress, organizational embeddedness, political ineptness, and despotic leadership. Two mediating variables are used in this study namely job stress and organizational attachment. In addition, the two moderating variables in this study are political ineptness and despotic leadership. Using a quantitative approach, this study utilized a four-point Likert scale to measure the questionnaire in a cross-section method via snowball sampling on primary data. A total of 323 data were processed using Partial Least Square-Structural Equation Modeling (PLS-SEM) method in SmartPLS software application. The result shows that coworker support has an influence on employee’s desire to leave and change jobs, both through moderating and mediating variables
Analysis of Research in Human Capital Management Practices for Workforce Agility and Knowledge Sharing
Full text linkThis study aims to analyze the development of research in the field of Human Capital Management (HCM) with a particular emphasis on the constructs of Workforce Agility and Knowledge Sharing. Using a literature review approach, this study synthesizes findings from 30 Scopus-indexed articles published between 2019 and 2024. The analysis reveals that Workforce Agility and Knowledge Sharing play versatile roles in research models, functioning as independent, dependent, and mediating variables in relation to organizational outcomes. The findings also indicate that both constructs are strongly interconnected, where Workforce Agility enhances adaptive responses to dynamic environments, while Knowledge Sharing facilitates collective learning and innovation. Together, these two variables contribute to strengthening organizational competitiveness, productivity, and sustainable performance. The study highlights that incorporating Workforce Agility and Knowledge Sharing as strategic references within HCM practices provides valuable guidance for organizations in addressing uncertain, complex, and rapidly changing business contexts. Furthermore, the implications suggest that future research should explore more diverse methodologies and contexts to deepen the theoretical and practical understanding of their impact on organizational growth
The Influence of Employee Happiness, Leadership, and Agile Mindset on Work Performance
Full text linkThis study examines the influence of employee happiness, leadership, and agile mindset on work performance. The aim is to provide a comprehensive understanding of how individual and organizational factors interact to enhance employee performance. Data were collected from 200 employees of PT Adhi Karya (Persero) Tbk through a structured survey. The analysis was conducted using structural equation modeling (SEM). The findings reveal that employee happiness has a positive effect on work performance. Leadership that fosters trust and collaboration also has a significant impact on performance. Furthermore, the implementation of an agile mindset in HR practices plays an important role in increasing employee engagement and adaptability, which ultimately improves performance. These results highlight the importance of psychological and organizational factors in enhancing employee outcomes. This study contributes to the organizational behavior literature and offers practical implications for state-owned construction companies in developing leadership strategies, employee well-being, and an agile mindset to optimize performance
The Effect of Employee Training and Development on Employee Performance moderated by Job Satisfaction in The North Jakarta Administrative City Water Resources Department
Full text linkAn employee's performance is closely related to his satisfaction at work. Efforts to improve performance can be made through employee training and development, but in some situations good performance can arise because of the satisfaction felt by employees. The results of the research show that training has a significant effect on employee performance with a t-value of 4.774 > 1.676 and a significant value of the training variable (X1) on employee performance, namely 0.000 < 0.05, employee development has a significant effect on employee performance with a t-count of 2.332 > 1.676 and a value of The employee development variable (X2) is significant on employee performance, namely 0.024 < 0.05, job satisfaction as a moderating variable has a significant effect on employee performance with a t value of 3.692 > 1.676 and the significant value of the job satisfaction variable (Z) on employee performance is 0.001 < 0.05, job satisfaction as a moderating variable strengthens the influence of training on employee performance with a t value of 4.321 > 1.676 and a significant value on the training variable which is moderated by job satisfaction on employee performance, namely 0.000 < 0.05, and job satisfaction as a moderating variable strengthens the influence employee development on employee performance with a t value of 3.349 > 1.676 and a significant value on the employee development variable which is moderated by job satisfaction on employee performance, namely 0.002 < 0.05
From Digital Natives to Agile Learners: Rethinking Digital Skills among Generation Z
Full text linkThis study explores the digital skills of Generation Z students through a qualitative lens, emphasizing the concept of agile digital skills as a multidimensional and adaptive competence. Drawing on in-depth interviews and focus group discussions with university students, the research investigates how young people understand, apply, and evaluate digital technologies in their academic and personal lives. The findings indicate that while students demonstrate strong operational proficiency with popular applications, they face significant challenges in theoretical knowledge and evaluative competences, particularly in critical assessment of online information. Moreover, social factors such as family background, gender, and prior learning experiences significantly shape the development of digital skills. By situating these findings within the frameworks of the second level digital divide and digital literacy theory, the study highlights the importance of cultivating agility in digital competence that is, the ability to adapt, transfer, and critically apply digital skills across diverse contexts. For higher education, this underscores the urgent need for curricula that integrate technical, conceptual, and evaluative components to promote critical digital citizenship, employability, and lifelong learning. Ultimately, digital literacy must be reframed not as a static skill set but as an evolving capacity for resilience and adaptation in the rapidly changing digital economy.