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All Journal IECON: International Economics and Business Conference Journal of Studies in Academic, Humanities, Research, and Innovation
Andi Rahmawati
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Religion Chemistry Economics, Econometrics & Finance Education Library & Information Science Mathematics Social Sciences Other

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Employment of Business Ethics Typology to Measure Influence of Owner Support, Ethical Climate and Career Success on Job Satisfaction within Small Medium Enterprises in Indonesia Muhammad Idrus Taba; Julius Jillbert; Mahlia Muis; Siti Haerani; Andi Rahmawati
IECON: International Economics and Business Conference Vol. 1 No. 2 (2023): International Conference on Economics and Business (IECON-1)
Publisher : www.amertainstitute.com

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65246/t8a0nq20

Abstract

Organizational ethics influence the formation of a good environmental atmosphere for all members of the organization. The application of ethics in the organization will be able to increase employee job satisfaction. The purpose of this research is to investigate the relationship between organizational ethics and job satisfaction in small and medium enterprises(SMEs) in South Sulawesi. This study was analyzed using the multiple regression method by taking research objects from 350 SME actors in three districts, namely East Luwu, Bone, and Tana Toraja in South Sulawesi. This research is built from three ethical concepts on typology,namely the climate of egoistic ethics, the climate of kindness ethics, and the climate of principled ethics. The results of the study found that there was no effect of top management support for ethical behaviour on job satisfaction. Individual efforts in finding suitability with the work environment create space so that the relationship does not show significant value. Theethical climate with job satisfaction shows a significant and positive value, but the egoistic ethical climate gets the lowest score. Conversely, a climate of benevolence (kind), gives effect employee awareness which creates a sense of satisfaction. Ethics of company behaviour in career success has a significant and negative effect on job satisfaction. Career ethics that are valued or not appreciated, have the opposite effect on the level of job satisfaction. The researchimplies that the results of mapping ethical values and satisfaction can be in the form of a codeof ethics in business that reflects employees' ideas and organizational cultural values which canbe taught in Business Ethics courses at all levels of higher education.
Resilient And Sustainable HR Systems: The Work-From-Anywhere (WFA)–Organizational Citizenship Behavior (OCB) Nexus In Indonesia’s Public Sector Andi Rahmawati; Muhammad Rijal Alim Rahmat
Journal of Studies in Academic, Humanities, Research, and Innovation Vol. 3 No. 1 (2026): Vol 3 No 1 June 2026
Publisher : Ponpes As-Salafiyyah Asy-Syafi'iyyah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71305/sahri.v3i1.1374

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The adoption of Work-From-Anywhere (WFA) arrangements in Indonesia’s public sector has generated important questions regarding their implications for Organizational Citizenship Behavior (OCB), which remains essential for public service effectiveness. This qualitative single-case study examines the relationship between WFA and OCB within a provincial development planning agency in South Sulawesi. Using the Framework Method, data were triangulated from role-segmented semi-structured interviews, non-participant observations of hybrid and online coordination meetings, and analysis of internal organizational documents. The findings indicate that WFA does not inherently diminish OCB. Instead, citizenship behaviors—particularly helping, courtesy, and conscientiousness—were sustained and, in some organizational units, strengthened when supported by three interrelated enablers: transparent visibility mechanisms, structured communication cadence, and fair allocation of WFA eligibility. Increased autonomy under WFA was frequently associated with enhanced self-discipline and discretionary effort, while trust-based leadership and perceptions of procedural justice reinforced employees’ willingness to contribute beyond formal role requirements. Conversely, unclear eligibility criteria, weak coordination routines, excessive administrative procedures, and uneven digital infrastructure were associated with reduced OCB signals and coordination challenges. The study concludes that the impact of WFA on OCB in the public sector is contingent upon organizational design and leadership practices rather than the flexibility policy itself. These findings offer practical guidance for human resource policy design in public administration and contribute to broader discussions on resilient and sustainable public-sector workforce systems.
Co-Authors Julius Jillbert Mahlia Muis Muhammad Idrus Taba Muhammad Rijal Alim Rahmat Siti Haerani