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International Journal of Economics (IJEC)
Published by PT Inovasi Pratama Internasional
ISSN : -     EISSN : 2961712X     DOI : https://doi.org/10.55299/ijec
Core Subject : Economy,
Economics, Econometrics & Finance
International Journal of Economics (IJEC) E-ISSN. 2961-712X is a refereed publication that comes to address the Economic and Administration challenges that economic units of various nature face in today’s rapidly changing international economic environment. It is designed to publish original and high quality research work that will cast light in contemporary issues and will pave the way for the application of mould-braking solutions. IJEC’s general scope is to stimulate, promote and disseminate contemporary research that will have a significant impact on the theory and practice of Businesses, Public Organizations and other Institutions. IJEC’s aims to bridge the gap between theoretical developments and applied, policy-oriented research, becoming the ideal vehicle of advancing innovative ideas in the framework of entities’ economic management and general administration. In this context, the International Journal of Economics (IJEC) is bound to have a distinctive interdisciplinary profile, destined to cover a wide variety of topics spanning from Business Economics to Management, Finance, Accounting, Insurance, Risk Management, Auditing, Banking, International Economics, and Social Science. The ultimate mission of the International Journal of Economics (IJEC) is to constitute a valuable resource of scientific knowledge and applied research results for academics, practitioners and policy-makers becoming an indispensable ally in tackling modern economy’s challenges.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 13 Documents
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Search results for , issue "Vol. 5 No. 1 (2026): January-June" : 13 Documents clear
Algorithmic Nudging and Employee Well-being: A Mixed-Methods Study on the Double-Edged Sword of AI-Driven Management in the Hybrid Work Era Rahman, H Abd; Sulfiani Sulfiani; A Syafir Rahman; Kamaruddin; Andi
International Journal of Economics (IJEC) Vol. 5 No. 1 (2026): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v5i1.1797

Abstract

Algorithmic nudging through artificial intelligence-driven management has emerged as a transformative force in contemporary hybrid workplaces, offering unprecedented opportunities for personalized performance optimization while simultaneously raising critical concerns about employee autonomy and psychological well-being. This mixed-methods study examined 87 white-collar professionals from Indonesian technology, financial services, and consulting firms to elucidate the complex relationship between algorithmic nudging, job burnout, perceived threat, and workforce well-being. Drawing upon self-determination theory and conservation of resources theory, the study integrated in-depth qualitative interviews (n=32) with quantitative burnout assessments employing the Maslach Burnout Inventory. Results revealed a curvilinear relationship whereby moderate algorithmic nudging implementations demonstrated positive effects on competence satisfaction and task clarity, whereas intensive surveillance and real-time algorithmic interventions paradoxically increased emotional exhaustion and cynicism by undermining autonomy and relatedness. Person-job fit emerged as a critical moderator, with individuals in roles aligned with algorithmic management exhibiting 34% lower burnout compared to misaligned counterparts. The study identified three primary mechanisms through which algorithmic nudging influences well-being: resource depletion (through psychological pressure), autonomy suppression (through constrained decision-making), and relatedness erosion (through surveillance-induced isolation). Contextual factors including organizational transparency, employee agency in system design, and hybrid work flexibility substantially buffered negative effects. These findings suggest that algorithmic nudging represents a double-edged sword requiring calibrated implementation, genuine employee participation in system governance, and human-centric safeguards to maximize productivity gains while protecting psychological well-being in the hybrid work erav
Strategic HR Planning and Human Capital Investment in Improving Employee Performance: Mediation of Employee Engagement and Moderation of Psychological Safety Paroli
International Journal of Economics (IJEC) Vol. 5 No. 1 (2026): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v5i1.1804

Abstract

Changes in the work environment and demands for improved employee performance have made human resource management an increasingly important strategic factor, including in religious-based educational institutions. Organisations not only need targeted HR planning, but also investment in human capital development and a work environment that supports employee engagement. This study aims to analyse the effect of Strategic Human Resource Planning and Human Capital Investment on Employee Performance with Employee Engagement as a mediating variable and Psychological Safety as a moderating variable. This study uses a quantitative approach with explanatory research. The research population consists of all employees and educators at the Inspiratif Al Ilham Islamic Boarding School in Bojongsoang, West Java. The sampling technique used simple random sampling with a sample size of 100 respondents. Data were collected through questionnaires and analysed using Partial Least Squares–Structural Equation Modelling (PLS-SEM) through SmartPLS. The results showed that human capital investment and strategic human resource planning played a role in increasing employee engagement, which in turn drove performance improvement. Psychological safety was also found to strengthen the relationship between engagement and performance, enabling employees to work more optimally in a psychologically safe environment. This study implies that educational institutions need to strengthen human resource investment, build work engagement, and create a supportive work climate to improve employee performance in a sustainable manner.
From Technostress to Techno-Recovery: Strategic HRM Job Resources to Reduce Digital Burnout in the JD-R Model Manippi, Wahyu Anugrah; M. Nursaid; Muhajir; Meri Hariratuljannah
International Journal of Economics (IJEC) Vol. 5 No. 1 (2026): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v5i1.1836

Abstract

The rapid digitalization of work has intensified technostress and heightened the risk of digital burnout, particularly in knowledge-intensive and technology-driven organizations. Drawing on the Job Demands–Resources (JD-R) model, this article develops and tests a conceptual framework in which technostress operates as a key job demand, digital burnout as a central health-impairment outcome, and a bundle of strategic human resource management (HRM) job resources—framed as “techno-recovery” resources—buffers these effects. Techno-recovery resources are defined as integrated organizational, social, and technological practices that support psychological detachment, digital boundary control, and recovery from technology-driven strain. The rapid digitalization of work has intensified technostress and heightened the risk of digital burnout, particularly in knowledge-intensive and technology-driven organizations. Drawing on the Job Demands–Resources (JD-R) model, this article develops and tests a conceptual framework in which technostress operates as a key job demand, digital burnout as a central health-impairment outcome, and a bundle of strategic human resource management (HRM) job resources—framed as “techno-recovery” resources—buffers these effects. Techno-recovery resources are defined as integrated organizational, social, and technological practices that support psychological detachment, digital boundary control, and recovery from technology-driven strain. Using a quantitative survey design among employees in digitally intensive organizations, the study proposes the use of structural equation modeling to test the mediating role of digital burnout between technostress and outcomes (work engagement and turnover intention), and the moderating role of techno-recovery resources within the JD-R framework. While the empirical patterns are presented conceptually for illustrative purposes, the model is grounded in prior evidence on technostress, recovery experiences, and HRM in digital contexts. The article contributes by (1) positioning technostress and techno-recovery within an extended JD-R model, (2) specifying strategic HRM levers to reduce digital burnout, and (3) offering a measurement framework for future empirical work in emerging economies

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