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All Journal INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE (INJOLE) INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
I Gede Riana
Udayana University, Indonesia
Economics, Econometrics & Finance

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WORK ENGAGEMENT AS A MEDIATOR IN THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR Putu Dinda Mahadewi; Made Surya Putra; I Gede Riana; Ida Bagus Ketut Surya
INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE Vol. 3 No. 7 (2026): INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE (INJOLE)
Publisher : Adisam Publisher

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The purpose of this study is to analyze the mediating role of work engagement in the relationship between organizational justice and organizational citizenship behavior (OCB). The research population consisted of all 106 employees of Blue Point Bay Villas & Spa Uluwatu, Bali, using a saturated sampling technique. Data were collected through a survey employing structured questionnaires, supported by interviews during the pre-survey stage. Data analysis was conducted using the Structural Equation Modeling–Partial Least Square (SEM-PLS) approach. The results indicate that organizational justice has a positive and significant effect on organizational citizenship behavior. Organizational justice also positively and significantly influences work engagement, while work engagement has a positive and significant effect on organizational citizenship behavior. Furthermore, the findings show that work engagement partially and complementarily mediates the effect of organizational justice on organizational citizenship behavior. The implications of this study emphasize that improving employees’ organizational citizenship behavior can be achieved by enhancing competencies, creating a positive and supportive work environment, opening communication channels to accommodate employees’ aspirations and complaints, and continuously evaluating and refining organizational policies to strengthen perceptions of fairness and job satisfaction
The Influence of Organizational Commitment on Work Engagement with Inclusive Leadership as a Moderator I Nyoman Aditya Bharatha Nada; I Gede Riana
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 2 No. 1 (2025): JULY
Publisher : CV. Adiba Aisha Amira

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This study investigates organizational commitment effect on work engagement, with inclusive leadership as a moderating variable. The central concern examined pertains to the limited level of employee engagement, especially prevalent bureaucratic public sector organizations. The research was conducted at the South Kuta District Office using an explanatory quantitative approach. Data were collected through questionnaires administered to 63 purposively selected respondents and analysis was performed using PLS-SEM with WarpPLS 7.0 software. The findings revealthat organizational commitment and inclusive leadershippartially have a significant effect on work engagement. However, the interaction between organizational commitment and inclusive leadership did not demonstrate a significant moderating effect, it suggest that inclusive leadership does not strengthen the influence oforganizational commitment on work engagement. These results imply that the two variables operate independently in influencing employee engagement. The practical implication of this study highlights the importance of fostering both organizational commitment and inclusive leadership practices to enhance work engagement. Future research is encouraged to investigate the potential mediating variables and to adopt a longitudinal approach to gain deeper insights.  
THE EFFECT OF EMPLOYEE CREATIVITY ON INNOVATIVE WORK BEHAVIOR: THE  MODERATING ROLE  OF WORK CENTRALITY Anak Agung Istri Intan Prabawati; I Gede Riana
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 2 No. 1 (2025): JULY
Publisher : CV. Adiba Aisha Amira

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This study aims to analyze the effect of employee creativity on innovative work behavior with the moderating role of work centrality. The research sample consisted of 38 employees at a Military Court Office III-14 Denpasar. Data were collected using a closed-ended questionnaire based on a 5-point Likert scale and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) approach with the assistance of WarpPLS software. The results indicate that employee creativity has a positive and significant effect on innovative work behavior. Work centrality was found to positively moderate this relationship, strengthening the influence of creativity on employee innovation. These findings confirm the Job Demands-Resources (JD-R) Theory, where creativity and work centrality function as personal resources that promote positive work behavior. The practical implication highlights the importance for organizations to foster a work environment that supports creativity and work meaningfulness. Future research is recommended to research expand the sample and apply a mixed-methods approach.
Co-Authors Anak Agung Istri Intan Prabawati I Nyoman Aditya Bharatha Nada Ida Bagus Ketut Surya Made Surya Putra Putu Dinda Mahadewi