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INDONESIA
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. 4 (2024): August 2024" : 5 Documents clear
Influence of compensation and burnout on performance at the Papua Province Central Statistics Agency Suyoto, Suyoto; Hidayah, Zainur; Maharani, Anita
Journal of Economics and Business Letters Vol. 4 No. 4 (2024): August 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i4.391

Abstract

Often organizations make compensation the only main variable in pursuing employee performance targets, but they forget about excessive workloads that cause burnout to employees. Our study aims to test and analyze the effect of compensation and burnout on employee performance at the Central Bureau of Statistics of Papua Province. The analysis used by the researcher is a multiple regression model analysis technique, namely, to predict how compensation and burnout affect employee performance at the Papua Province Central Statistics Agency, by connecting compensation variables (X1) and burnout (X2) to performance variables (Y). The research instrument was tested using Validity and Reliability Tests. This study found that compensation influenced performance, while Burnout was not proven to influence performance. From this study we have provided empirical findings in the use of burnout variables in influencing employee performance. These findings are interesting because research is still rarely conducted in Papua, and this is the first-time research has been conducted with the Burnout variable in the BPS work unit of Papua Province.
Authenticity, trust, affect, and loyalty in Indonesia’s specialty coffee market: Evidence from Upala coffee & eatery Syamofi, Sutas
Journal of Economics and Business Letters Vol. 4 No. 4 (2024): August 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i4.236

Abstract

This study investigates how brand authenticity and brand trust shape downstream brand affect and brand loyalty in a single-brand context—Upala Coffee & Eatery in East Jakarta. Using a descriptive–associative, quantitative, cross-sectional survey with purposive sampling (n ≈ 100), we measured three authenticity facets—quality commitment, heritage, and sincerity—and two trust facets—brand reliability and brand intention—alongside brand affect and brand loyalty. Measurement diagnostics (PLS-SEM, SmartPLS 4) indicate satisfactory reliability and convergent/discriminant validity (CR > 0.80; AVE > 0.50). Structurally, authenticity explains meaningful variance in trust; sincerity and quality commitment significantly raise both trust dimensions, while heritage is not a significant driver. On the outcome side, brand intention (benevolence) strongly increases brand affect and modestly increases loyalty, whereas brand reliability behaves like a hygiene factor and does not significantly lift affect or loyalty. Brand affect exerts the strongest immediate influence on loyalty. Overall, the findings show that “lived” authenticity—consistently enacted values and quality follow-through—builds benevolent trust, which, in turn, generates positive affect and repeat-patronage intentions. For emerging coffee brands, prioritizing sincerity-in-action, transparent service recovery, and tangible quality cues is likely to yield greater loyalty than relying on heritage narratives alone.
Analysis of determining factors of fertility rate in Karangasem District Wulandary, Ni Putu; Marhaeni, A.A.I.N.
Journal of Economics and Business Letters Vol. 4 No. 4 (2024): August 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i4.300

Abstract

The purpose of this study is to analyze the simultaneous and partial influences of the ideal number of children, women's employment status, family perceptions of male children, age at first marriage, and women's education level on fertility rates in the Karangasem District, as well as to analyze the role of women's education level in moderating the impact of age at first marriage on fertility rates in the Karangasem District. This study employs a quantitative method with an associative approach. It utilizes Snowball Sampling and Accidental Sampling techniques for sampling. Data collection was conducted using observation, structured interviews, and in-depth interviews with a sample size of 99 Couples of Reproductive Age (CRA). The data analysis technique used is moderation regression analysis. The results of this study indicate: 1) The ideal number of children, women's employment status, family perceptions of male children, age at first marriage, and women's education level have a simultaneous and significant effect on fertility rates; 2) Age at first marriage and women's education level have a negative and significant impact on fertility rates; 3) The ideal number of children and family perceptions of male children have a positive and significant impact on fertility rates; 4) Women working in the formal sector have lower fertility rates than those in the informal sector; 5) Women's education level as a moderating variable strengthens the influence of age at first marriage on fertility rates.
Factors affecting innovative work behavior in Tech-Company: A review findings using artificial intelligence Saptowinarno, Bambang; Maharani, Anita; Wihadanto, Ake
Journal of Economics and Business Letters Vol. 4 No. 4 (2024): August 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i4.327

Abstract

This literature review analyzes the various factors that affect innovative work be- havior (IWB) in tech companies. Given the competitive nature of the tech industry, continuous innovation is vital for maintaining a competitive edge. This review aims to identify the key determinants of IWB in tech companies by examining existing research. Possible factors to be considered include organizational culture, leadership styles, employee characteristics such as creativity and risk-taking, the organizational climate for innovation, and the role of technology. By gaining a deeper understand- ing of these factors, this study aims to contribute insights into fostering innovation in tech companies, ultimately leading to their success and adaptability in a rapidly changing market.
Effects of leadership, organizational culture, and career development on employee performance: Evidence from the Jabotabek railway infrastructure work unit Dewi, Budhiarti Oktiva
Journal of Economics and Business Letters Vol. 4 No. 4 (2024): August 2024
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/jebl.v4i4.904

Abstract

Human resources drive organizational outcomes, but their impact depends on how leadership, culture, and career systems are designed and enacted. This study examines whether leadership style, organizational culture, and career development jointly and separately predict employee performance in the Jabotabek Railway Infrastructure Work Unit (Indonesia). Using an explanatory, cross-sectional survey of staff across operations, maintenance, and administration, we measured leadership (transformational plus contingent reward), cultural alignment (involvement, consistency/discipline, adaptability, mission), career development (clarity, fairness, mentoring/training access), and performance (in-role execution and discretionary service behaviors). Reliability and assumption checks were satisfactory (α: leadership = 0.930; culture = 0.937; career = 0.946; performance = 0.865; all K–S p > .05). Bivariate OLS showed each predictor was positively associated with performance: leadership (R² = .225), culture (R² = .201), and career development (R² = .231). The multiple regression model indicated complementary effects: leadership (β = 0.200), culture (β = 0.196), and career (β = 0.179) jointly explained 35.8% of variance in performance (R = .598). Findings align with meta-analytic evidence that influence-centric leadership and aligned cultures elevate effectiveness and citizenship behavior, while transparent career systems sustain motivation and retention (Judge & Piccolo, 2004; Denison & Mishra, 1995; Ng et al., 2005). Practically, results justify a balanced, systems approach: (i) shift everyday supervision from command to coaching with clear goals and contingent rewards; (ii) codify a few non-negotiable cultural routines that translate safety, reliability, and respect into behaviors; and (iii) publish a visible internal labor market with competency-based progression and mentoring. These steps should reduce performance variance across shifts/depots and convert “good on average” conditions into consistently excellent passenger experiences. Empirical statistics are drawn from the analyzed file.

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