Article Per Year (5 Year)
p-Index From 2021 - 2026
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This Author published in this journals
All Journal Journal of Economics, Entrepreneurship, Management Business and Accounting Fundamental and Applied Management Journal Journal of Economic Education and Entrepreneurship Studies Indonesian Journal of Enterprise Architecture
Muhammad Husain
Universitas Negeri Surabaya, Indonesia
Economics, Econometrics & Finance Social Sciences Other

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 1 
Organizational Resilience Through Green Human Resource Management: An Integrated Perspective Dwi Arif Wibowo; Muhammad Husain
Journal of Economics, Entrepreneurship, Management Business and Accounting Vol 4 No 5 (2026): Volume 4, Issue 5, September 2026
Publisher : CV. Sakura Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61255/jeemba.v4i5.1874

Abstract

Purpose – This study examines the relationships between Green Human Resource Management (GHRM), Green Transformational Leadership (GTL), and Organizational Resilience (OR) through Green Organizational Culture (GOC), while testing Environmental Values (EV) as a boundary condition. The study integrates the Resource-Based View (RBV) and Ability–Motivation–Opportunity (AMO) framework. Design/methodology/approach – A quantitative explanatory cross-sectional design was employed using data from 270 full-time employees in Indonesian textile manufacturing organizations. Respondents were selected through purposive sampling, and the data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) with 5,000 bootstrap subsamples. Findings – GHRM has no significant direct effect on OR but significantly influences OR indirectly through GOC. GTL strongly predicts GOC and also has a significant indirect effect on OR through GOC, while its direct effect on OR is not significant at the conventional two-tailed 5% level. EV has the strongest positive direct effect on OR, whereas the EV × GOC interaction is significantly negative, indicating that higher environmental values weaken the positive relationship between GOC and OR. Originality/Value – This study integrates RBV and AMO by positioning GHRM and GTL as resource- and motivation-enhancing practices, GOC as the organizational conversion mechanism, and OR as the resulting adaptive capability. The findings highlight the central role of GOC in translating green management practices into organizational resilience in Indonesian textile manufacturing.
How Psychological Capital Relates to Innovative Work Behavior among Generation Z Employees: A Moderated Parallel Mediation Perspective Aulia Aulia; Muhammad Husain
Journal of Economics, Entrepreneurship, Management Business and Accounting Vol 4 No 6 (2026): Volume 4, Issue 6, November 2026
Publisher : CV. Sakura Digital Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61255/jeemba.v4i6.2124

Abstract

Purpose – This study examines how Psychological Capital (PsyCap) is associated with Innovative Work Behavior among Generation Z employees by testing the parallel mediating roles of Work Readiness and Work Engagement and the moderating role of Learning Agility in the relationships between Work Readiness, Work Engagement, and Innovative Work Behavior.Design/methodology/approach – The study adopted a quantitative explanatory cross-sectional design using standardized survey data from 250 Generation Z employees selected through purposive sampling. Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS was used to assess the measurement and structural models. Bootstrapping with 5,000 resamples was applied to test direct, indirect, and moderation effects. Because all variables were measured at one point in time using self-reported responses, the results are interpreted as associations consistent with the proposed theoretical pathways rather than causal proof.Finding/Results – Psychological Capital is positively associated with Work Readiness, Work Engagement, and Innovative Work Behavior. Work Readiness and Work Engagement are also positively associated with Innovative Work Behavior. The indirect effects indicate that Work Readiness and Work Engagement function as parallel mediating pathways linking Psychological Capital with Innovative Work Behavior. Originality/Value – This study develops an integrated moderated parallel mediation framework linking Psychological Capital, Work Readiness, Work Engagement, Innovative Work Behavior, and Learning Agility in the context of Generation Z employees. The study contributes by showing that psychological resources are associated with innovation-related behavior through preparedness and motivational involvement, while also providing evidence that Learning Agility may not necessarily amplify these relationships in the examined sample.
Beyond AI Adoption: AI-Enabled Talent Management, Employee Capability Development, and Sustainable Employee Performance: The Moderating Role of Trust in AI Ivanessya Noya Iviola Virnanda; Muhammad Husain
Indonesian Journal of Enterprise Architecture Vol. 3 No. 4 (2026): Indonesian Journal of Enterprise Architecture
Publisher : Global Research and Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/ijea.v3i4.1540

Abstract

Artificial intelligence (AI) is increasingly embedded in talent-management practices, yet its long-term workforce value depends on whether AI-enabled HR systems are translated into employee capabilities and sustainable performance. This study examines the associations among AI-Enabled Talent Management (AETM), Employee Capability Development (ECD), Trust in AI (TIA), and Sustainable Employee Performance (SEP) in Indonesian agroindustry. A quantitative cross-sectional survey was conducted with 255 employees who had experience with AI-supported or digital HR practices. The model was estimated using PLS-SEM in SmartPLS 4 with 5,000 bootstrap resamples. AETM was positively associated with ECD (β = 0.666, t = 18.875, p < 0.001) and SEP (β = 0.132, t = 2.431, p = 0.008), while ECD was positively associated with SEP (β = 0.564, t = 10.976, p < 0.001). The indirect AETM→ECD→SEP pathway was positive (β = 0.375, t = 9.668, p < 0.001), indicating complementary partial mediation. TIA showed a negative direct association with SEP (β = -0.229, t = 4.932, p < 0.001), whereas the ECD×TIA interaction was positive (β = 0.070, t = 1.901, reported p = 0.029). These findings position employee capability development as a central mechanism linking AI-enabled talent practices to sustainable performance and show that trust should be interpreted as a contextual condition rather than as uniformly beneficial. The study extends AI-enabled HRM research by integrating capability development, sustainable employee performance, and trust within a single employee-level model in Indonesian agroindustry.
The Influence of Career Development and Career Adaptability on Internship Performance: The Mediating Role of Work Readiness among Generation Z Students Saad Prasetia; Muhammad Husain
Fundamental and Applied Management Journal Vol. 4 No. 3 (2026): September
Publisher : Global Research Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/famj.v4i3.1334

Abstract

This study examines the associations of career development and career adaptability with internship performance and assesses whether work readiness functions as an intervening mechanism among Generation Z university students in Indonesia. Design/methodology/approach – A quantitative cross-sectional survey was administered online, and the submitted manuscript reports 257 responses analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4. Because the original respondent table contains inconsistent status coding, all inferential results should be treated as provisional until the raw sample is re-verified and the model is rerun. Findings – The supplied structural output reports positive direct coefficients for career adaptability to internship performance (β = 0.279), career adaptability to work readiness (β = 0.200), career development to internship performance (β = 0.166), career development to work readiness (β = 0.262), and work readiness to internship performance (β = 0.184). The reported indirect coefficients are β = 0.037 for career adaptability through work readiness and β = 0.048 for career development through work readiness. Exact bootstrap 95% confidence intervals were not included in the supplied output and must be verified before final mediation decisions are stated. Conclusion – The current estimates suggest that career development and career adaptability are related to internship performance both directly and through work readiness, although causal claims are not warranted by the cross-sectional design. Contribution – The study’s contribution lies not merely in positioning work readiness as a mediator, but in distinguishing career development activities from career adaptability as separate career resources and examining how each may be converted into internship performance through work readiness.
Psychological Well-being and Employee Performance: Work Engagement as a Mediating Mechanism among Baristas Fatima Fayyaza; Muhammad Husain
Journal of Economic Education and Entrepreneurship Studies Vol. 7 No. 5 (2026)
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62794/je3s.v7i5.520

Abstract

The study examines the connection between psychological well being and performance of employees in baristas and whether work engagement is a motivational mechanism that links the two. Relying on the Job Demands-Resources (JD-R) model, psychological well-being is addressed as an individual resource that can underpin the prolonged energy levels, commitment, and successful frontline performance. The population used in the study was a purposive sample of 257 baristas who work in coffee shops located in East Java, Indonesia where a minimum work-experience of three months was set. Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS and 5,000 bootstrap subsamples were used to analyze the proposed relationships. The existing model demonstrates the positive and statistically significant correlation between psychological well-being and employee performance ( β = 0.277, p < 0.001), psychological well-being and work engagement (β = 0.511, p < 0.001), and work engagement and employee performance (β = 0.435, p < 0.001). The other significant path, which brings to the employee performance through work engagement and the final outcome of psychological well-being is also important (β  = 0.222, p < 0.001). These results show that psychological well-being is connected with the frontline performance directly, as well as indirectly by the active motivation involvement of employees in service work. The study provides contextual information to the barista workforce and focuses on work engagement as the means through which psychological resources may be turned into more reliable front stage performance. This can be facilitated by the managers of coffee-shops who can be involved in practices that ensure protection of well-being and keep the employees engaged.
Co-Authors Aulia Aulia Dwi Arif Wibowo Fatima Fayyaza Ivanessya Noya Iviola Virnanda Saad Prasetia