Proceedings of The International Conference on Business and Economics
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Articles
141 Documents
<![CDATA[Human Resource Reform and Transformational Leadership As a Determinant of Employee Professionalism: Analysis of the Role of Resistance Towards Change in Public Organizations ]]>
<![CDATA[Ika Retno Widiani, Elisabeth]]>;
<![CDATA[Kurnia Damayanti, Ima]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3516
<![CDATA[This paper aims to analyze the influence of Human Resource Reform and Transformational Leadership on Civil Servant Professionalism, with Resistance to Change as a mediating variable. The research focuses on civil servants at the Semarang City Personnel, Education and Training Agency (BKPP Semarang City), an institution at the forefront of bureaucratic reform and talent management. A quantitative approach was employed through a survey of 77 civil servants using a saturated sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct and mediation relationships between the research variables. The results showed that Human Resources Reform of Civil Servants and Transformational Leadership had a positive and significant effect on ASN Professionalism. Transformational Leadership was also proven to reduce Resistance to Change, while Human Resources Reform had an indirect effect through reducing resistance. In addition, Resistance to Change had a significant negative effect on ASN Professionalism and mediated the relationship between Human Resources Reform of Civil Servants and ASN Professionalism. These findings confirm that merit system reform, competency development, and inspirational leadership are key factors in improving ASN professionalism, especially when psychological and structural barriers in the form of resistance to change can be minimized. This study provides theoretical contributions in the development of a model of ASN professionalism as well as practical recommendations for local governments in strengthening the implementation of bureaucratic reform.]]>
<![CDATA[The Effect of Digital Payment Implementation and Transaction Security on the Development of MSMEs with Financial Stability as a Mediating Variable(A Study of SMEs in Sorong City) ]]>
<![CDATA[Kurniati, Wenty]]>;
<![CDATA[Gifelem, Yowel Oktofianus]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3517
<![CDATA[This study analyzes the effect of digital payment implementation (X1) and transaction security (X2) on SME development (Y) with financial stability as a mediating variable (Z) in SMEs in Sorong City. This study examines the effect of digital payment implementation and transaction security on SME development with financial stability as a mediating variable. The study was conducted on MSMEs in Sorong City, Eastern Indonesia, using an explanatory quantitative approach. The data were analyzed using Partial Least Squares-based Structural Equation Modeling (SEM-PLS). The results of the study prove that the implementation of digital payments and transaction security has a positive and significant effect on financial stability. Furthermore, financial stability was found to have a positive and significant effect on MSME development, while fully mediating the effect of transaction security and partially mediating the effect of digital payment implementation on MSME development. These findings contribute to an integrated conceptual model that combines the technology acceptance paradigm with financial management theory, and provide a strategic roadmap for policymakers and implementation guidelines for MSME actors.]]>
<![CDATA[The Influence of Digital Leadership and Digital Culture on Organizational Performance thru Techno-Work Engagement at the Immigration Office Class I Special Check Point Semarang ]]>
<![CDATA[Efrilia, Marisa]]>;
<![CDATA[Viviorini]]>;
<![CDATA[Sugiyarti, Gita]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3518
<![CDATA[This study aims to analyze the influence of Digital Leadership and Digital Culture on Organizational Performance thru the mediation of Technowork Engagement at the Immigration Office Class I Special TPI Semarang. Digital transformation in public organizations requires a comprehensive understanding of leadership mechanisms, culture, and technology engagement in improving service performance. The research method uses a quantitative approach with Partial Least Squares-Structural Equation Modeling (PLS-SEM). Data was collected through a survey of 65 Immigration Office employees using a structured questionnaire. The research instrument has met the standards of validity and reliability. The analysis results show that Digital Leadership significantly influences Organizational Performance and Technowork Engagement. Digital Culture significantly influences Technowork Engagement but does not directly affect Organizational Performance. Technowork Engagement was proven to have a significant impact on Organizational Performance. The findings indicate that digital leadership is a crucial factor in the digital transformation of public organizations, while digital culture requires mediation through technological engagement to impact performance. The practical implications emphasize the importance of developing digital leadership capacity and strategies to enhance technowork engagement in optimizing the performance of immigration services.]]>
<![CDATA[The Moderating Role of Leadership Support in Transformational Relationships Digital and Organizational Innovation towards Sustainable Performance ]]>
<![CDATA[Nadhif Faishal, Agus]]>;
<![CDATA[Rosabilla, Moudy]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3519
<![CDATA[This study aims to analyze the influence of digital transformation and organizational innovation on sustainability performance, with leadership support and digital literacy as supporting variables and the role of moderating effects in strengthening the relationship between variables. The research method used a quantitative approach with Partial Least Squares–Structural Equation Modeling (PLS- SEM) analysis. Data were collected through a questionnaire measured using reflective indicators for each construct. The results of the measurement model test indicate that all indicators have outer loading values above 0.70, thus being valid in measuring the latent construct. Structurally, digital transformation has a positive effect on sustainability performance with a path coefficient of 0.124, while organizational innovation shows a relatively weak effect with a coefficient of 0.006. Leadership support and digital literacy have a fairly strong positive effect on sustainability performance with a coefficient value of 0.586. In addition, the first moderation effect provides a strengthening of the relationship to sustainability performance with a coefficient of 0.154, while the second moderation effect shows a very small effect with a value of 0.032. The R² value of 0.670 indicates that the model is able to explain 67% of the variation in sustainability performance, while the remainder is influenced by other factors outside the research model. These findings confirm that the success of organizational sustainability performance does not only depend on digital transformation and organizational innovation, but is also greatly influenced by leadership support, digital literacy, and moderating mechanisms that strengthen the implementation of digital strategies. This research is expected to provide theoretical and practical contributions to organizations in designing digital- based sustainability strategies.]]>
<![CDATA[Transformational Leadership and Work-Life Balance on Job Satisfaction: The Mediating Role of Employee Engagement ]]>
<![CDATA[Puspita, Arum]]>;
<![CDATA[Hui Nee, Au Yong]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3521
<![CDATA[This study investigates the effects of transformational leadership and work-life balance on job satisfaction, with employee engagement as a mediating variable, within the context of modern organizational work environments. Increasing job demands and performance pressures have raised concerns regarding employee psychological well-being, yet previous empirical findings on how leadership and work-life balance influence job satisfaction remain inconsistent. Therefore, this research aims to examine whether employee engagement serves as a psychological mechanism that explains the relationship between transformational leadership, work-life balance, and job satisfaction. A quantitative research approach was employed, with data collected through structured questionnaires using a Likert scale. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to test both direct and indirect relationships among variables. The results indicate that transformational leadership has a significant positive effect on employee engagement, which subsequently has a strong positive influence on job satisfaction. However, work-life balance does not demonstrate a significant direct or indirect effect on job satisfaction in this research context. Furthermore, employee engagement is proven to fully mediate the relationship between transformational leadership and job satisfaction. In conclusion, this study highlights employee engagement as a key psychological pathway through which transformational leadership enhances job satisfaction and provides practical implications for organizations to prioritize leadership development aimed at strengthening employee engagement.]]>
<![CDATA[Flexible Work Arrangements and Employee Outcomes: Evidence from a Systematic Literature Review ]]>
<![CDATA[Rr. Hawik Ervina]]>;
<![CDATA[Noni Setyorini]]>;
<![CDATA[Prianka Nastiti]]>;
<![CDATA[Heri Prabowo]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3523
<![CDATA[Flexible work arrangements (FWAs) have gained increasing attention in contemporary organizations as a strategy to enhance employee-related outcomes in dynamic work environments. This study aims to synthesize empirical evidence on the relationship between flexible work arrangements and employee outcomes through a Systematic Literature Review (SLR) guided by the PRISMA framework. A structured literature search initially identified 200 records, of which 117 peer-reviewed journal articles were retained after excluding non-journal publications. Following full-text screening and eligibility assessment, 45 empirical studies were included in the final analysis. The review reveals that flexible work arrangements are generally associated with positive employee outcomes, particularly job satisfaction, employee well-being, work–life balance, engagement, and performance, although the strength and direction of these relationships vary across organizational contexts and implementation practices. The findings highlight key research trends and methodological gaps, offering valuable insights for future research and practical implications for organizations seeking to effectively implement flexible work arrangements.A]]>
<![CDATA[The Role of Digital Leadership in Business Performance through Digital Culture and Process Innovation in the Era of Digital Transformation ]]>
<![CDATA[M. Faiz Afif]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3524
<![CDATA[Digital transformation requires organizations to adapt by leveraging technology and reshaping their ways of working . In this context , digital leadership plays a crucial role in enhancing business performance . This study aims to examine the role of digital leadership on business performance through digital culture and process innovation in the era of digital transformation . This research employs a quantitative approach using a survey method involving respondents from organizations that are undergoing or have implemented digital transformation initiatives . Data were analyzed using path analysis or Structural Equation Modeling (SEM) to test both direct and indirect relationships among variables . The results indicate that digital leadership has been positive and significant effect on business performance . Furthermore , digital culture and process innovation is proven to act as mediator variables that strengthen the influence of digital leadership on business performance . These findings highlights that leaders who are able to foster digital adoption , encourage collaboration , and continuously innovate business processes can create sustainable competitive advantages for organizations . This study contributes theoretically to the development of digital leadership literature and provides practical implications for organizational leaders in designing effective digital transformation strategies aimed at improving business performance .]]>
<![CDATA[The Role of TikTok and Instagram Reels Algorithms in Short-Form Video Content Distribution: A Systematic Literature Review ]]>
<![CDATA[Fatma Ayu Widyoputri, Yohana Maritza]]>;
<![CDATA[Atika Mutiarachim]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3525
<![CDATA[This study aims to analyze how the TikTok and Instagram Reels algorithms play a role in the distribution of multimedia content and their implications for content visibility, user engagement, and digital marketing practices. The research method used is a qualitative approach through a Systematic Literature Review by analyzing articles from accredited national journals and reputable international journals published in the period 2020-2025. The literature search process was carried out systematically through openly accessible scientific databases, then selected using inclusion and exclusion criteria to ensure the relevance and quality of the sources. The research findings show that the TikTok and Instagram Reels algorithms both rely on analysis of user behavior, initial engagement levels, and the characteristics of short-form audiovisual content in determining content distribution. TikTok emphasizes an interest-based recommendation system that allows content from new creators to gain broad reach, while Instagram Reels combines algorithmic recommendations with established social networks. The implications of this study emphasize that understanding the mechanics of algorithms is a strategic factor for content creators, business actors, and digital marketing practitioners in designing effective, adaptive, and sustainable multimedia content distribution strategies.]]>
<![CDATA[The Effect of Transformational Leadership and Digital Literacy on Civil Servant Performance: The Mediating Role of Adaptability at Regional Financial Management and Local Revenue Agency of Demak Regency ]]>
<![CDATA[Prabandari, Fadhilah]]>;
<![CDATA[Kadarini, Yuliani]]>;
<![CDATA[Sugiyarti, Gita]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3526
<![CDATA[This study investigates the direct and indirect effects of transformational leadership and digital literacy on civil servant performance through the mediating role of adaptability. The research population comprised all 75 employees at the Regional Financial Management and Local Revenue Agency (BPKPAD) of Demak Regency, Indonesia. A saturated sampling method was employed, utilizing the entire population as respondents. Primary data were collected through structured questionnaires and analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with SmartPLS 3.3 software. The findings reveal that transformational leadership significantly and positively influences both civil servant adaptability and performance. Digital literacy demonstrates a significant positive impact on both adaptability and performance, emerging as the most dominant factor in the research model. Civil servant adaptability significantly and positively affects performance. However, mediation analysis indicates that adaptability does not significantly mediate the relationships between transformational leadership, digital literacy, and performance, suggesting that direct effects predominate over indirect effects in the BPKPAD Demak Regency context.]]>
<![CDATA[Ethnocentrism in Multinational Corporations: A Bibliometric Mapping of Cross-Cultural Management and Workforce Diversity Studies ]]>
<![CDATA[Qristin Violinda]]>;
<![CDATA[Rr. Hawik Ervina]]>;
<![CDATA[Bayu Kurniawan]]>;
<![CDATA[Chadyan Faturohman]]>
<![CDATA[ Proceeding of The International Conference on Business and Economics Vol 4 No 1 (2026): Vol. 4 No. 1 (2026): March : Proceeding of The International Conference on Busine ]]>
Publisher : <![CDATA[Universitas 17 Agustus 1945 Semarang ]]>
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DOI: 10.56444/icbe-untagsmg.v4i1.3527
<![CDATA[This study explores the intellectual structure and research trends surrounding ethnocentrism in multinational corporations (MNCs) through a bibliometric mapping approach, with particular attention to cross-cultural management and workforce diversity studies. An initial dataset of 200 records was retrieved using Publish or Perish from Google Scholar and Crossref, of which 96 peer-reviewed journal articles published between 2020 and 2025 were retained following a PRISMA guided screening process. Bibliometric analysis was conducted using VOSviewer to examine keyword co occurrence, network relationships, and thematic density. The results indicate that ethnocentrism functions as a central organizing concept within the literature, closely associated with cultural differences, expatriation, workforce diversity, and organizational practices in multinational contexts. Temporal patterns observed in overlay and density visualizations suggest a growing scholarly emphasis on practice-oriented and context-specific perspectives, particularly in relation to managerial and organizational implications in global operations. Overall, this study offers a structured synthesis of existing research, highlights emerging thematic directions, and provides a foundation for future empirical and comparative inquiries into cultural diversity management in multinational corporations.]]>
