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All Journal Jurnal Ekonomi dan Manajemen (JEKMA) West Science Business and Management
Titik Rosnani
Tanjungpura University
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Job Crafting in the Digital Workplace: A Systematic Literature Review Using the CIMO Framework Syarifah Novieyana; Nur Afifah; Mustaruddin Mustaruddin; Titik Rosnani
West Science Business and Management Vol. 4 No. 02 (2026): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v4i02.2887

Abstract

Job crafting has become an increasingly important concept in human resource management and organizational behavior, particularly as employees face digital transformation, post-pandemic work arrangements, and uncertain organizational environments. Examining the historical background, interventions, processes, results, and potential future directions of job crafting research is the overarching goal of this study. This research assesses papers indexed in Scopus from 2020 to 2026 using a SLR technique, using the PRISMA procedure. A total of sixty-six articles made it into the review sample after going through the screening, identification, and eligibility procedures. The analysis was structured using the CIMO framework: Context, Intervention, Mechanism, and Outcome. The findings indicate that job crafting studies are predominantly conducted in service-based and public-oriented sectors, including hospitality, banking, technology, education, and public services. Most studies employ quantitative designs, particularly survey-based approaches and structural equation modeling. The Job Demands-Resources model, the theory of Conservation of Resources, and the theory of Self-Determination are the most prominent frameworks for understanding job crafting. Adaptability, inventiveness, job happiness, employee well-being, and productivity are the primary effects that have been recorded. However, the review also reveals several gaps, including the limited use of qualitative and longitudinal designs, insufficient attention to non-Western and developing-country contexts, and emerging concerns related to artificial intelligence, hybrid work, and over-crafting. This study contributes by offering an integrated CIMO-based synthesis and proposing future research directions for job crafting in digitally transforming workplaces.
HUMAN RESOURCE MANAGEMENT MEETS PUBLIC POLICY: GII, EDUCATION PARITY, AND WOMEN’S LABOUR-FORCE PARTICIPATION Adrianus Hondro; Titik Rosnani; Sulistiowati
Jurnal Ekonomi dan Manajemen Vol. 4 No. 3 (2025): Oktober : Jurnal Ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v4i3.2345

Abstract

Persistent gender gaps in labour-force participation (LFPR) constrain productivity and inclusive growth across East Asia and the Pacific (EAP). While many factors shape women’s economic engagement, structural gender inequality and disparities in human capital are consistently cited as key explanations. This study examines whether cross-country variation in the LFPR gap (male minus female, percentage-point difference) is associated with (i) the Gender Inequality Index (GII) and (ii) the male–female gap in secondary-education attainment. We conduct a cross-sectional, country-level analysis using secondary data from the United Nations Development Programme’s Human Development Report Statistical Annex (reference year 2023). Ordinary Least Squares (OLS) is estimated with heteroskedasticity-robust (HC3) inference. Robustness checks include institutional and health covariates—women’s representation in parliament, adolescent birth rate, and maternal mortality. Multicollinearity diagnostics (variance inflation factors) indicate low collinearity among regressors. Descriptive patterns show that countries with higher GII values and wider secondary-education gaps tend to exhibit larger LFPR gaps. In multivariate models, higher GII is positively and statistically associated with wider LFPR gaps. The secondary-education gap is positively related to the LFPR gap, though its magnitude and significance attenuate when institutional and health controls are included. Results remain directionally stable across specifications. Reducing gendered participation penalties in the EAP likely requires a dual strategy: expanding women’s secondary-education completion and strengthening enabling institutions (e.g., anti-discrimination enforcement, childcare and care infrastructure, safe and flexible work arrangements). Future work using panel or microdata is warranted to assess dynamics and mechanisms more precisely.
Co-Authors Adrianus Hondro Mustaruddin Mustaruddin Nur Afifah Sulistiowati Syarifah Novieyana