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All Journal Journal Evaluation in Education (JEE) Image : Jurnal Riset Manajemen
Rofi Rofaida
Indonesia University of Education
Education Social Sciences Other

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Digital Well-Being Work System Scale Development Using Content Validity and Exploratory Factor Analysis Annisa Ciptagustia; Rofi Rofaida; Heny Hendrayati; Riskeu Faldesiani; Murni Zarina Razali; M. Ikhwan Maulana Haeruddin
Image : Jurnal Riset Manajemen Vol. 13 No. 2 (2025): May 2025 - October 2025
Publisher : Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/image.2025.165

Abstract

Digitalization intensifies connectivity demands and exposes early-career Generation Z banking employees to digital overload and boundary erosion, yet organizations still lack a system-level diagnostic to assess HR practices that protect digital well-being while sustaining performance. This study develops the Digital Well-Being Work System (DWWS) scale by translating HR-systems logic into six actionable domains and testing its initial psychometric properties. Item development combined domain specification and readability checks, followed by expert–user review (six raters) using the Content Validity Index (CVI). A main survey of 294 Generation Z banking employees in West Java was then analyzed using exploratory factor analysis (Principal Axis Factoring with Varimax rotation). Scale-level CVI showed excellent relevance and clarity (S-CVI/Ave = 0.965), with minor wording refinements to a small set of non-unanimous items before constructing testing. EFA supported a stable six-factor solution (KMO = 0.852; Bartlett’s p < .001) with moderate-to-strong loadings (≈0.555–0.751) across 24 retained items. The resulting DWWS offers a practical instrument to audit and improve organizational support for healthy digital work; future research should confirm the structure via CFA in an independent sample and test predictive validity across sectors.
Transformational Leadership and Innovative Work Behaviour: Unveiling the Mediating Roles of Job Satisfaction and Employee Engagement F Jonathan Lucky Sasmitha; A Sobandi; Edi Suryadi; Rofi Rofaida
Journal Evaluation in Education (JEE) Vol 7 No 1 (2026): January
Publisher : Cahaya Ilmu Cendekia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37251/jee.v7i1.2302

Abstract

Purpose of the study: This study investigates the influence of transformational leadership on innovative work behaviour among higher education lecturers, utilizing job satisfaction and employee engagement as dual mediating variables. The study aims to provide a comprehensive framework explaining how leadership stimulates innovation through motivational and psychological pathways in academic settings. Methodology: A quantitative research design was employed involving 206 lecturers selected through purposive sampling. Data were collected using a structured questionnaire and analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate the structural relationships. Validity and reliability tests were conducted to ensure the robustness of the instrument. Main Findings: The results reveal that transformational leadership significantly enhances job satisfaction, employee engagement, and innovative work behaviour. Crucially, the analysis confirms that both job satisfaction and employee engagement act as significant mediators. These findings imply that transformational leaders foster innovation not only directly but effectively by boosting lecturers’ psychological well-being and engagement. Novelty/Originality of this study: This study contributes to the literature by establishing a dual-mediation model that simultaneously integrates job satisfaction and employee engagement. Unlike previous studies that often examine these mediators separately, this research offers a holistic view of the psychological mechanisms linking leadership to innovation in the higher education context. The study relies on cross-sectional data from a specific higher education sector, which limits the ability to draw causal inferences over time. Future research is encouraged to employ longitudinal designs and expand the scope to diverse geographical regions to enhance generalizability.
Co-Authors A Sobandi Annisa Ciptagustia Edi Suryadi F Jonathan Lucky Sasmitha Heny Hendrayati M. Ikhwan Maulana Haeruddin Murni Zarina Razali Riskeu Faldesiani