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International Journal of Business, Law, and Education
Published by IJBLE Scientific Publications Community Inc
ISSN : -     EISSN : 2747139X     DOI : -
Core Subject : Economy, Science, Education, Social,
Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences Other
International Journal of Business, Law, and Education disseminates knowledge about Business, Law, and Education that useful to academics, educators, scholars, managers, practitioners, policy makers, consumers, and other stakeholders all around the world.
Arjuna Subject : Ilmu Sosial - Ilmu Sosial (Lain-Lain)
Articles 807 Documents
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The Influence of Emotional Branding, Price Perception, Product Innovation and Trust in Customer Loyalty in F&B Industry Muhammad Aria Wahyudi; Wawan Nurdiyansyah; Suryaniningsih Suryaniningsih
International Journal of Business, Law, and Education Vol. 7 No. 2 (2026): International Journal of Business, Law, and Education (on progres)
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1373

Abstract

Analysis of this paper focuses on the impact of emotional branding, price perception, innovation in products, and trust on customer loyalty in the Food & Beverage (F&B) market. Due to rising competition and shifts in customer behavior, customer loyalty has become an important aspect of ensuring sustainability in the F&B market. By adopting a quantitative explanatory methodology, data has been gathered using an organized interview technique among customers with pre-buying experience of F&B products. By analyzing the gathered data using statistical methods, the impact of various independent factors is measured in terms of customer loyalty. Results of the analysis have shown that emotional branding, price perception, innovation in products, and trust have a joint positive impact on customer loyalty separately as well as together. On analyzing the data, trust is found to possess the highest predictive validity for customer loyalty, followed by emotional branding, innovation in products, and price perception. Also, customer loyalty in the F&B market has been influenced jointly by emotional attraction, innovation, price perception, and trust. Customer loyalty in the F&B market can have diverse interpretations among different customers, but customer loyalty in the F&B market has been found influenced jointly by emotional attraction, innovation, price perception.
Development and Validation of a Belonging-Supportive Deep Learning Environment Instrument for Evaluating Flipped Learning Environments in Higher Education Oktavia Oktavia; Aprianif Aprianif; Hartin Kurniawati; Muh. Syafiq Marzuqi; Tatianningsih Tatianningsih; Zia Majiatul Arobiah
International Journal of Business, Law, and Education Vol. 7 No. 2 (2026): International Journal of Business, Law, and Education (on progres)
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i2.1406

Abstract

Supportive learning environments are central to student engagement, psychological well-being, and academic success in higher education. In flipped learning, however, pedagogical effectiveness depends not only on pre-class exposure and in-class active learning but also on whether students perceive the learning environment as socially inclusive, academically supportive, and conducive to deep learning. This study developed and validated the Belonging-Supportive Deep Learning Environment (BSDLE) instrument as an indicator of learning-environment effectiveness in higher education. The study used an instrument-development design with a quantitative validation phase involving 1,161 students from five Indonesian higher education institutions that had implemented flipped learning. Instrument development involved literature review, construct mapping, item generation, expert judgment, and psychometric evaluation. Data were analyzed using a multidimensional Rasch framework. Model comparison showed that the Partial Credit Model (PCM) provided a better fit than the Rating Scale Model (RSM), as indicated by lower final deviance, Akaike Information Criterion, and Bayesian Information Criterion values. Item difficulty ranged from -0.79 to 0.72 logits, and all item fit indices were within the acceptable mean-square range of 0.5 to 1.5. Five BSDLE dimensions demonstrated high EAP/PV reliability (> .90), whereas the faculty-relations dimension showed lower reliability (.695), indicating the need for further refinement. Rating-scale diagnostics suggested that a four-category response format was generally more stable than a five-category format, although several items required revision because of non-monotonic category functioning. Overall, the BSDLE instrument provides promising validity evidence for evaluating belonging-supportive and deep-learning-oriented environments in flipped higher education, while further testing across broader institutional contexts is recommended.
The Role of English as a Second Language in the Acquisition of Indonesian as a Third Language A. Qodir Sanusi; Indra Darmawan
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1439

Abstract

Cross-linguistic influence in third language (L3) acquisition is closely related to both first language (L1) and second language (L2) acquisition. This study investigates the role of English as an L2 in the acquisition of Indonesian as an L3, with particular attention to two aspects: (1) the role of English in articulation and (2) the role of English as a vocabulary provider. Employing a qualitative research design, the data were collected through face-to-face conversations and picture-based sentence production tasks involving three BIPA (Bahasa Indonesia bagi Penutur Asing) students from Thailand and Madagascar. The findings indicate that English performs two principal functions. First, it supports learners in mastering sounds that are absent from their L1, while at the same time influencing their Indonesian pronunciation patterns. Second, English functions as a bridge language or supplier language when learners do not yet possess specific lexical items in Indonesian, as evidenced by both adapted and unadapted lexical transfers. These findings contribute to a broader understanding of multilingual acquisition processes and offer practical implications for BIPA instruction.
Constitutional Reconstruction of Legislative Authority Toward Strong Bicameralism in the Indonesian State System Sheehan Ghazwa Mahardhika; Tunggul Anshari Setia Negara; Ngesti Dwi Prasetyo
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1461

Abstract

This article examines the constitutional politics of Indonesia's post-amendment bicameral legislature, with particular attention to the asymmetric distribution of legislative authority between the People's Representative Council (Dewan Perwakilan Rakyat, DPR) and the Regional Representative Council (Dewan Perwakilan Daerah, DPD). Although the 1999-2002 constitutional amendments formally introduced the DPD as a territorial chamber, Articles 20 and 22D of the 1945 Constitution leave the DPR with decisive legislative authority while the DPD remains limited to initiating selected bills, participating in restricted deliberations, and issuing non-binding considerations. Using normative-juridical legal research supported by statutory, historical, conceptual, and comparative constitutional approaches, this article argues that Indonesia's bicameralism is not merely imperfect but structurally weak because regional representation is institutionally present yet legally unable to determine legislative outcomes. Drawing on Sartori's, Lijphart's, and Tsebelis and Money's bicameral theory, Pitkin's theory of substantive representation, Habermas's deliberative democracy, and constitutional theories of limited government, the article proposes the National Plenary Legislative Model as a constitutional reconstruction toward strong bicameralism. The model reconstitutes the People's Consultative Assembly (Majelis Permusyawaratan Rakyat, MPR) as a national deliberative plenary forum in which the DPR acts as the political chamber and the DPD as a territorial chamber with co-decisional authority in matters affecting regional autonomy, intergovernmental fiscal relations, natural resources, and regional formation. The proposed reconstruction preserves Indonesia's unitary state while strengthening intra-legislative checks and balances, substantive regional representation, and Pancasila-based deliberative constitutionalism.
Performance Transformation in Health Sector: The Impact of Flexible Working Arrangement and Organizational Support on Centre for Health System Resilience Policy Indah Sulistyowati; Holy Arif Wibowo; Intan Sari Oktoberia; Zaharuddin Zaharuddin; Irawan R.D Budianto
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1462

Abstract

ABSTRACT The COVID-19 pandemic accelerated the adoption of flexible working arrangements (FWA) in public institutions, yet evidence on whether such arrangements strengthen bureaucratic performance remains context-dependent. This study examines the effects of FWA and organizational support on employee performance at the Center for Health System Resilience Policy, Ministry of Health of the Republic of Indonesia. Using a quantitative cross-sectional design, data were collected from the full population of 56 employees through a structured questionnaire. The instrument measured FWA through time, timing, and place flexibility; organizational support through emotional, instrumental, informational, evaluative, and appreciative support; and employee performance through work quality, quantity, responsibility, cooperation, and initiative. The measurement model met validity and reliability criteria, and the regression diagnostics indicated normally distributed residuals, no heteroscedasticity, and no multicollinearity. The results show that FWA significantly predicts employee performance (B = 0.583, t = 2.332, p = 0.024), and organizational support also significantly predicts employee performance (B = 0.399, t = 3.390, p = 0.001). Simultaneously, both predictors explain 24.8% of the variance in employee performance (R = 0.525; adjusted R² = 0.248; F = 10.089, p < 0.001). These findings indicate that flexible work policies are more likely to improve performance when embedded in a supportive organizational system that provides clear guidance, adequate resources, and leadership support. The study contributes empirical evidence from an Indonesian public health policy institution and offers practical implications for designing adaptive, accountable, and performance-oriented work arrangements in the public sector.
The Effect of Cultural Intelligence, Service Training, and Organizational Culture on Employee Loyalty: The Mediating Role of Work-Life Balance at Pusat Oleh-Oleh Shinta Lampung Siti Patma Ima; Ria Nida Yuniarti; Fera Ardita; Febrianty Febrianty; Reza Rahardian Pratama
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1463

Abstract

This study examines the effects of cultural intelligence, service training, and organizational culture on employee loyalty, with work-life balance as an intervening variable among employees of Pusat Oleh-Oleh Shinta Lampung. The study applies a quantitative causal-associative design. Data were collected using a Likert-scale questionnaire and analyzed with Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS. The measurement model was assessed through outer loadings, Cronbach's Alpha, composite reliability, Average Variance Extracted (AVE), Heterotrait-Monotrait Ratio (HTMT), and Variance Inflation Factor (VIF), while the structural model was evaluated through R-square, f-square, path coefficients, t-statistics, p-values, and specific indirect effects. The results indicate that cultural intelligence does not have a significant effect on either work-life balance (O = 0.139; t = 0.779; p = 0.436) or employee loyalty (O = -0.051; t = 0.424; p = 0.671). In contrast, service training has a positive and significant effect on work-life balance (O = 0.593; t = 3.931; p = 0.000) and employee loyalty (O = 0.387; t = 3.816; p = 0.000). Work-life balance also has a positive and significant effect on employee loyalty (O = 0.554; t = 5.804; p = 0.000) and mediates the effect of service training on employee loyalty (O = 0.328; t = 2.965; p = 0.003). The source manuscript additionally reports that work-life balance mediates the effect of organizational culture on employee loyalty based on the Sobel test (Z = 2.266; p = 0.023), although the complete PLS-SEM path coefficients for organizational culture were not provided in the available output tables. The findings suggest that, in a tourism-oriented retail SME context, employee loyalty is shaped more strongly by service training and work-life balance than by cultural intelligence as a direct predictor.
The Effect of Work Motivation and Work Environment on Employee Loyalty through Job Satisfaction at Azana Hotel, Lampung Province Rizky Dirgantara Gumas; Satria Jaya Pratama; Rendhi Saputra; Febrianti Febrianti; Reza Hardian Pratama
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1464

Abstract

Employee loyalty is a critical managerial concern in the hospitality industry because service quality, operational stability, and customer experience depend heavily on the continuity and commitment of frontline employees. This study examines the effects of work motivation and work environment on employee loyalty, with job satisfaction positioned as a mediating variable, at Azana Hotel, Lampung Province. A quantitative research design was applied. Primary data were collected using a structured closed-ended questionnaire measured on a five-point Likert scale, while secondary data were obtained from internal organizational records, including attendance and turnover-related information. The population comprised employees of Azana Hotel, with total sampling recommended when the population is below 100 employees and purposive sampling recommended for larger populations using minimum tenure and employment-status criteria. The measurement model was evaluated through indicator outer loadings, average variance extracted, and composite reliability. The available results show that all retained indicators exceeded the commonly recommended loading threshold of 0.70, indicating acceptable convergent validity. The study further indicates that motivation and work environment contribute to job satisfaction and employee loyalty, while job satisfaction strengthens the indirect relationship between both antecedent variables and loyalty. The findings imply that hotel management should integrate motivational practices, a supportive physical and psychosocial work environment, and satisfaction-oriented human-resource policies to improve employee loyalty.
Career Development, Compensation, and Organizational Culture as Predictors of Employee Retention: The Mediating Role of Organizational Commitment in the Fire and Rescue Service of Bandar Lampung Anggun Mona Maharani; Nur Aminah; Zenta Eliza; Febrianty Febrianty; Reza Rahardian Pratama
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1465

Abstract

Employee retention is strategically important in public safety organizations because operational continuity depends on employees who are technically competent, committed, and willing to remain in the organization. This study examines the effects of career development, compensation, and organizational culture on employee retention through organizational commitment at the Fire and Rescue Service of Bandar Lampung, Indonesia. The study used a quantitative explanatory design with 100 respondents selected through purposive sampling. Data were collected using a five-point Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The measurement model met the requirements for convergent validity, discriminant validity, and internal consistency reliability. The structural model shows that career development has a positive and significant effect on organizational commitment and employee retention. Compensation has no significant effect on organizational commitment but has a positive and significant effect on employee retention. Organizational culture has a positive and significant effect on organizational commitment but does not directly affect employee retention. Organizational commitment positively affects employee retention and mediates the effects of career development and organizational culture on employee retention; however, it does not mediate the effect of compensation. The R-square value for employee retention is 0.796, indicating that the model explains 79.6% of the variance in retention. These findings suggest that retention in a public safety agency can be strengthened through clearer career pathways, appropriate compensation, and organizational commitment built by a supportive organizational culture.
Human Resource Management Strategy, Work Environment, Organizational Culture, and Employee Work Motivation: Evidence from PT Perkebunan Nusantara 1 Regional 7, Lampung Province Vajri Fharma Putra; Sofyan Mubarok; Ferry Hermanto; Febrianty Febrianty; Reza Hardian Pratama
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1467

Abstract

This study examines the effects of human resource management (HRM) strategy and the work environment on employee work motivation, with organizational culture positioned as an intervening variable, in PT Perkebunan Nusantara 1 Regional 7, Lampung Province. Design/methodology/approach: An explanatory quantitative survey design was employed. Data were collected from 82 employees using a structured questionnaire with five-point Likert-type responses. The conceptual model was tested using partial least squares structural equation modeling (PLS-SEM) with SmartPLS. Findings: The work environment had a positive and significant effect on organizational culture (β = 0.507, t = 3.534, p < 0.001) and employee work motivation (β = 0.545, t = 3.695, p < 0.001). In contrast, HRM strategy did not significantly affect organizational culture (β = 0.124, t = 0.795, p = 0.427) or work motivation (β = 0.026, t = 0.201, p = 0.841). Organizational culture also did not significantly affect work motivation (β = 0.131, t = 0.850, p = 0.396). The model explained 36.4% of the variance in organizational culture and 42.4% of the variance in work motivation. Originality/value: The findings indicate that the immediate work environment is a more salient driver of employee motivation than formal HRM strategy in the studied organizational context. The study contributes to HRM and organizational behavior literature by showing that organizational culture does not automatically translate HRM strategy or workplace conditions into motivation unless employees experience the culture as behaviorally meaningful in daily work.
Price Perception, Service Quality, and Price Affordability as Predictors of Customer Satisfaction in Ride-Hailing Services: Evidence from Maxim Users in Bandar Lampung, Indonesia Roni Saputra; Raditia Tirta Pandu; Muhammad Efendi; Febrianty Febrianty; Reza Hardian Pratama
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1470

Abstract

Digital transformation has reshaped urban mobility by enabling app-based ride-hailing services that offer real-time access, flexible ordering, and transparent fare information. In Indonesia, Maxim has become one of the ride-hailing platforms associated with competitive pricing and affordability-oriented service positioning. This study examines the influence of price perception, service quality, and price affordability on customer satisfaction among Maxim users in Bandar Lampung, Indonesia. A quantitative associative design was applied using survey data from 100 respondents selected through purposive sampling. Respondents were Maxim users who had used the service more than once. The data were analyzed using partial least squares structural equation modeling (PLS-SEM). The measurement model results indicate acceptable convergent validity and reliability, with indicator loadings above the recommended threshold, Cronbach’s alpha values ranging from 0.812 to 0.890, composite reliability values ranging from 0.865 to 0.920, and average variance extracted values exceeding 0.50. The structural model shows that service quality has a positive and significant effect on customer satisfaction (β = 0.510, t = 4.821, p < 0.001), price affordability has a positive and significant effect on customer satisfaction (β = 0.325, t = 3.144, p = 0.002), and price perception has a positive and significant effect on price affordability (β = 0.605, t = 7.410, p < 0.001). The model explains 65.4% of the variance in customer satisfaction and 36.0% of the variance in price affordability. These findings suggest that customer satisfaction in ride-hailing services is shaped not only by low prices but also by the extent to which users perceive the fare as reasonable, affordable, and supported by reliable service quality.

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