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All Journal International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET)
Ludi Wisnu Wardhana
Universitas Negeri Malang
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Economics, Econometrics & Finance Education

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A SYSTEMATIC REVIEW OF THE IMPACT OF FLEXIBLE POLICIES ON ORGANIZATIONAL COMMITMENT WITH EMPLOYEE WELL-BEING AS AN INTERVENING VARIABLE Victorio Chipta Gregory Manus; Budi Eko Soetjipto; Ludi Wisnu Wardhana
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 4 (2026): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20034535

Abstract

The transformation of modern work systems has positioned work flexibility as a strategic element in strengthening organizational commitment (OC). This study systematically examines the impact of work-life balance (WLB), remote work policies, and flexible scheduling on OC, with employee well-being as a mediating variable. A Systematic Literature Review (SLR) approach was employed, analyzing 77 scholarly articles published between 2019 and 2024. The literature was sourced from Scopus, Web of Science, Emerald, and ScienceDirect databases. Findings indicate that all three dimensions of work flexibility significantly and positively contribute to OC, both directly and through improvements in employee well-being. WLB demonstrably enhances affective commitment; remote work policies promote engagement and technology-driven loyalty; and flexible scheduling supports greater work engagement while reducing work-family conflict. Employee well-being is proven to be a primary mediator in the relationship between work flexibility and OC. This study also identifies conceptual, methodological, and contextual gaps in previous literature and recommends the development of an integrative theoretical model utilizing a multi-path mediation approach. The resulting theoretical and practical implications provide a foundation for the formulation of HR policies focused on well-being and sustainable employment. This review makes a significant contribution to enriching the literature and guiding the theoretical development of HRM in the context of flexible work.
SYSTEMATIC REVIEW ON THE INFLUENCE OF GREEN HRM PRACTICES, SUSTAINABLE WORK CULTURE, AND CORPORATE SOCIAL RESPONSIBILITY ON EMPLOYEE ENGAGEMENT THROUGH ORGANIZATIONAL COMMITMENT Achmad Nuril Huda; Budi Eko Soetjipto; Ludi Wisnu Wardhana
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 4 (2026): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20033341

Abstract

In organizations that prioritize sustainability, employee engagement serves as a strategic element in generating value and fostering customer loyalty. This study systematically examines the influence of Green Human Resource Management (GHRM), sustainable work culture, and Corporate Social Responsibility (CSR) on employee engagement, with organizational commitment (OC) acting as a mediating variable. A Systematic Literature Review (SLR) was manually conducted on 76 Scopus-indexed articles published between 2019 and 2025, employing Boolean operators and keyword mapping techniques. The findings reveal that GHRM influences engagement through green empowerment and green training; work culture exerts its influence through values, ethics, and spirituality; while CSR contributes through meaningful work and trust. Organizational commitment functions as a key mediator that links these three elements to employee engagement, which in turn impacts employee involvement. The integrative conceptual model, grounded in Social Exchange Theory, the AMO Framework, and Stakeholder Theory, connects sustainability strategies with customer loyalty. This study contributes to the advancement of cross-disciplinary frameworks and offers practical recommendations for value-based human resource and marketing management.
A SYSTEMATIC REVIEW OF THE EFFECTS OF TALENT, DIGITAL TRAINING, AND CAREER DEVELOPMENT ON PERFORMANCE THROUGH JOB COMPETENCY Umar Hamdani; Budi Eko Soetjipto; Ludi Wisnu Wardhana
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 4 (2026): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This article aims to systematically examine the relationship between talent development, digital skills training, and career advancement opportunities on employee performance, with job competency serving as an intervening variable. The approach employed is a Systematic Literature Review (SLR) based on the PRISMA protocol, analyzing 67 Scopus-indexed scientific articles published within the last five years. The synthesis results reveal that all three core variables consistently contribute positively to performance improvement, both directly and indirectly through job competency. The findings also highlight that most existing studies remain fragmented and have not yet fully integrated a comprehensive multi-path mediation model. Furthermore, there is a prevailing tendency toward descriptive approaches and a lack of cross-cultural and cross-sectoral empirical testing. This study proposes a new conceptual model based on the integration of strategic HRM variables and offers a theoretical contribution to the development of competency-based performance frameworks. The practical implications are directed toward organizations in designing adaptive, digital-based, and sustainability-oriented human resource development strategies.
Co-Authors Achmad Nuril Huda Budi Eko Soetjipto Umar Hamdani Victorio Chipta Gregory Manus