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Journal of Economics and Business Letters
Published by PRIVIETLAB
ISSN : 27988651     EISSN : 27984885     DOI : -
Core Subject : Economy, Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
JEBL: Journal of Economics and Business Letters is an open access, six-annually peer-reviewed international journal published by PRIVIETLAB. It provides an avenue to academicians, researchers, managers and others to publish their research work that contributes to the knowledge and theory of Economics and Business related disciplines. JBEL is published six a year. Publisher of Open Access Journals & Books designed to make it easy for worldwide researchers to discover leading-edge scientific research. Working closely with the global scientific community has been at the heart of our book and journal publishing activity. With a portfolio including journals, books, conference proceedings, we focus on Economics, Business, Finance, Management, Accounting, E-Business, and many more. PRIVIETLAB also publishes on behalf of other scientific organizations and represents their needs and those of their members. With worldwide impact, we support researchers, librarians and societies in their endeavours. PRIVIETLAB is an international center for supporting distinguished researchers, teachers, scholars and students who are researching various areas of Business, Science, and Technology. PRIVIETLAB wishes to provide good chances for academic and industry professionals to discuss recent progress in various areas of Business, Science, and Technology. PRIVIETLAB organizes many international conferences, symposia and workshops every year, and provides sponsor or technical support to researchers who wish to organize their own conferences and workshops.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 5 Documents
 1 
Search results for , issue "Vol. 4 No. 3 (2024): June 2024" : 5 Documents clear
A conceptual framework for measuring e-Banking service quality and customer satisfaction: Integrating SERVQUAL and TAM in the context of Nepal Paudel, Ram; Shrestha, Laba Kumar; Paudel, Rajesh
Journal of Economics and Business Letters Vol. 4 No. 3 (2024): June 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i3.539

Abstract

This conceptual paper develops a comprehensive framework of the analysis of the service quality and customer satisfaction in the e-banking industry of Nepal by modifying the SERVQUAL model with the Technology Acceptance Model (TAM). Despite the spread in e-banking adoption, especially in urban areas, the quality of digital services is still uneven, and it can be explained by the lack of infrastructure, digital literacy, and the existing security issues. The suggested framework integrates five fundamental SERVQUAL dimensions, i.e., reliability, responsiveness, assurance, tangibles, and empathy with TAM constructs, such as trust, perceived usefulness, and perceived ease of use. The trust is set as a mediating variable, and the access to digital infrastructure is appointed a contextual moderator. The purpose of the study is to provide a formal foundation of further empirical verification, using, say, the structural equation modelling. The proposed framework provides a theoretical approach to improving the digital banking strategy and creating user trust and thus can enhance inclusive financial participation in developing economies like Nepal
Analysis of determining factors for the length of job search for the first job in Badung Regency Dewi, Anak Agung Yumita; Marhaeni, A. A. I. N.
Journal of Economics and Business Letters Vol. 4 No. 3 (2024): June 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i3.299

Abstract

The purpose of this study is to analyze simultaneously and partially the influence of education, age, migration status, perceptions about the ease of obtaining a job, and the status of owning a 'prakerja' card on the duration of job search for the first job, to analyze the moderating role of owning a 'prakerja' card in the influence of perceptions about the ease of obtaining a job on the duration of the job search for the first job in Badung Regency, and to analyze the differences in the duration of job search for the first job among primary, secondary, and higher education graduates. This study uses a quantitative method with an associative approach. The sample size used is 105 samples with the sample determination technique using a combination of accidental sampling and snowball sampling. Data collection was conducted through observation, structured interviews, and in-depth interviews. Moderation regression analysis is the data analysis technique used. The results show that education, age, migration status, perceptions about the ease of obtaining a job, and the status of owning a 'prakerja' card have a simultaneous impact on the duration of job search for the first job in Badung Regency. Education, age, and perceptions about the ease of obtaining a job have a negative and significant effect on the duration of job search for the first job in Badung Regency. Migrant workers tend to require less time to find their first job compared to non-migrant workers in Badung Regency. Workers who own a 'prakerja' card tend to require less time to find their first job compared to workers who do not have a 'prakerja' card in Badung Regency. The status of owning a 'prakerja' card moderates the influence of perceptions about the ease of obtaining a job on the duration of the job search for the first job in Badung Regency. There are differences in the duration of job search for the first job among primary, secondary, and higher education graduates in Badung Regency.
Leveraging Human Capital for Performance Enhancement in Indonesia Technology Sector Arsyah, Teguh Dwi; Pakri, Pakri
Journal of Economics and Business Letters Vol. 4 No. 3 (2024): June 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i3.323

Abstract

This study analyzes the impact of human capital on the performance of technology companies in Indonesia, focusing on key variables such as education level, work experience, training and development, employee retention, and innovation capacity. This study employed a quantitative approach, utilizing data collected from 150 technology companies in Indonesia through structured questionnaires and company records. Regression analysis was used to evaluate the relationships between the identified human capital variables and company performance, measured by return on assets (ROA). The results reveal that education level, work experience, and innovation capacity significantly and positively affect company performance. Training and development also show a positive, albeit marginally significant, impact, while employee retention has a negative impact on performance. These findings highlight the critical role of human capital in driving technology companies’success in Indonesia. This study suggests that technology companies should prioritize enhancing their employees' educational qualifications, retaining experienced staff, investing in continuous training and development, and fostering a culture of innovation. These strategies can help tech companies sustain their growth and maintain a competitive edge in rapidly evolving markets. This study provides a comprehensive analysis of the specific human capital variables that influence the performance of technology companies in Indonesia. It addresses a gap in the literature and offers valuable insights for business leaders and policymakers on strategic human capital investments to achieve sustainable growth and competitiveness.
Modernizing for performance: Do leadership, service quality, and remuneration drive employee performance in Indonesia’s tax administration? Aji, Seno
Journal of Economics and Business Letters Vol. 4 No. 3 (2024): June 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i3.985

Abstract

This study tests whether leadership (X1), service quality (X2), and remuneration (X3) are associated with employee performance (Y) in a modernized public-sector setting. Using a quantitative explanatory design, we surveyed all 103 employees of KPP Madya Jakarta Barat (Section Heads, Functional Tax Auditors, Account Representatives, and Operational Staff). Constructs were measured via structured questionnaires; item–total (corrected) validity and Hoyt reliability confirmed sound measurement (α Leadership = 0.89; Service Quality = 0.925; Remuneration = 0.876; Performance = 0.928). Assumption checks included normality (CR skew/kurtosis within ±2.58), residual autocorrelation (Durbin–Watson in the no-autocorrelation band), and visual inspection for heteroskedasticity (scatterplots). Pearson correlations and simple regressions indicated that Service Quality → Performance (β = 0.429; R² = 0.184; p < 0.001) and Remuneration → Performance (β = 0.501; R² ≈ 0.251; p < 0.001) are positive and statistically significant, while Leadership → Performance is not (β = 0.083; R² = 0.007; p = 0.405). Results align with the human-capital and performance-management view that better service systems and incentive architectures lift frontline outcomes, whereas instruction-heavy, paternalistic leadership—common in legacy bureaucracies—may not translate into measurable performance unless it also reallocates decision rights and empowers initiative. Managerial implications include codifying decision rights, strengthening technology/assurance/security cues in service delivery, and making recognition and promotion criteria transparently contingent on service outcomes. Limitations include single-office scope, self-report measures, and potential ceiling effects; future work should test simultaneous/mediated models across offices and link perceptions to behavioral performance traces.
Culture, leadership, and performance management as drivers of employee work ethic: Evidence from Indonesia Eximbank (LPEI) Jakarta Subroto, Subroto
Journal of Economics and Business Letters Vol. 4 No. 3 (2024): June 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i3.986

Abstract

This study investigates whether organizational culture, leadership, and performance management jointly shape employee work ethic in a policy-bank context. Drawing on Lembaga Pembiayaan Ekspor Indonesia’s (LPEI) TRUST cultural code and its competency-based HR architecture, we conducted a cross-sectional survey of Jakarta-based staff and structural-position employees using five-point Likert measures aligned to validated constructs (Competing Values Framework for culture, transformational/contingent-reward behaviors for leadership, continuous-system indicators for performance management, and MWEP facets for work ethic). Instrument screening indicated acceptable validity and reliability (α≈0.81 culture; 0.90 leadership; 0.70 performance management; 0.79 work ethic), consistent with recommended thresholds for organizational measures. Descriptively, respondents reported strong culture, leader behaviors, performance routines, and work-ethic profiles—especially on integrity, time discipline, and diligence—consistent with the theory that values and competencies have been institutionalized in daily operations. Bivariate associations between the three predictors and work ethic were positive but small and not statistically significant at α=0.05, a pattern plausibly explained by restricted variance from high institutional baselines, some indicator attenuation, and single-time-point design. Substantively, the direction of effects supports the theoretical model linking culture, leadership, and continuous performance management to work-ethic behaviors in export-finance settings. We outline actionable refinements—greater role-appropriate delegation, behaviorally anchored PM indicators tied to CBHRM proficiency levels, and unit-level problem-solving forums—and recommend future multi-unit or longitudinal designs (and/or latent-variable models) to recover true effects that current ceiling levels may mask.

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