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Muafi Muafi
Universitas Islam Indonesia, Yogyakarta, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Perceived Diversity, Inclusive Leadership, and Discrimination: The Mediating Role of Inclusion on Employee Well-Being Syauqi Pinandito; Muafi Muafi
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6360

Abstract

Purpose: This study examines how perceived diversity, inclusive leadership, and discrimination impact employee well-being, with employee inclusion as a mediator. It highlights the importance of inclusive leadership and the absence of discrimination for positive workplace outcomes and addresses the limited research on these relationships in Indonesia. Research Methodology: This study employed a quantitative survey design. Data were collected from 206 permanent employees of PT XYZ Bekasi using purposive sampling. The data were analyzed using structural equation modeling partial least squares (SEM-PLS) with SmartPLS 4 to assess both direct and indirect relationships among the variables. Results: Perceived diversity does not significantly affect employee inclusion. Inclusive leadership positively impacts both inclusion and well-being, while discrimination negatively affects inclusion. Employee inclusion positively influences well-being and mediates the effects of leadership and discrimination on well-being, but not the effect of perceived diversity. Conclusions: Employee inclusion plays a crucial role in enhancing employee well-being, particularly through inclusive leadership practices and discrimination reduction. Perceived diversity alone is insufficient to foster inclusion or well-being without supportive organizational practices. Limitations: This study was limited to a single organization and employed a cross-sectional design, which may restrict the generalizability and causal interpretation of the findings. Contributions: This study contributes to the literature by highlighting employee inclusion as a key psychological mechanism linking inclusive leadership and discrimination to employee well-being in diverse organizational settings in Indonesia.
Green Training and Innovation in Giriloyo Batik MSMEs: The Roles of Green Culture, Human Capital Naili Fithriyah; Muafi Muafi
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6361

Abstract

Purpose: This study examines the effect of Green Training (GT) on Green Innovation (GI) by incorporating the mediating roles of Green Organizational Culture (GOC) and Green Human Capital (GHC) in batik micro, small, and medium enterprises (MSMEs) located in Giriloyo, Bantul, DIY. Research Methodology: A quantitative research design was employed using a survey method. Data were collected through structured questionnaires distributed to owners and employees of batik MSMEs in Giriloyo. The collected data were analyzed using partial least squares–structural equation modeling (PLS-SEM) to test the direct and mediating relationships among variables. Results: The results indicate that Green Training has a positive and significant effect on Green Organizational Culture and Green Human Capital. Furthermore, both GOC and GHC significantly mediate the relationship between GT and green innovation, indicating that green-oriented internal capabilities play a crucial role in transforming training initiatives into sustainable innovation outcomes. Conclusions: This study confirms that effective green training enhances environmentally oriented organizational culture and strengthens green-related human capital, which in turn fosters green innovation among batik MSMEs. Limitations: This study was limited to batik MSMEs in Giriloyo, Bantul, which may constrain the generalizability of the findings to other sectors or regions. Contributions: This research contributes to green human resource management (GHRM) literature by clarifying the mechanisms through which GT influences green innovation. Practically, it offers insights for batik MSMEs in designing sustainability-oriented human resource development strategies.
The Effects of Well-Being and Work Motivation on Service Quality: The Mediating Role of Job Satisfaction Musahadatus Sifa; Muafi Muafi; Faizal Madya
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.6381

Abstract

Purpose: The purpose of this study is to examine and analyse the effect of well-being and work motivation on employee service quality with the mediating role of employee job satisfaction in the Dinas Pendidikan, Pemuda, dan Olahraga (DINDIKPORA) Rembang Regency Methodology/approach: This study uses a quantitative approach with latent variable model analysis on 122 employees of the DINDIKPORA Rembang Regency Results: Well-being positively affects service quality (p=0.000; ?=0.408), and work motivation also positively affects service quality (p=0.000; ?=0.408). Well-being (p=0.000; ?=0.465) and work motivation (p=0.000; ?=0.498) both positively affect job satisfaction. However, job satisfaction does not affect service quality (p=0.140; ?=0.138) and does not mediate the effect of well-being on service quality (p=0.165; ?=0.064) and the effect of work motivation on service quality (p=0.162; ?=0.069). Conclusions: Well-being and work motivation improve service quality and job satisfaction. However, job satisfaction does not affect service quality and, therefore, cannot act as a mediator. Limitations: This study was limited to non-teaching staff at DINDIKPORA Rembang and did not cover other relevant variables. The results show that 47.5% of service quality is influenced by the research variables, whereas the remaining 52.5% is influenced by other factors. Contributions: This study shows that service quality in public organizations is more influenced by well-being and work motivation than job satisfaction, and provides managerial implications for the DINDIKPORA Rembang Regency
Co-Authors Faizal Madya Musahadatus Sifa Naili Fithriyah Syauqi Pinandito