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DFAME Digital Financial Accounting Management Economics Journal
Published by Awatara Publisher
ISSN : -     EISSN : 30251079     DOI : https://doi.org/10.61434/dfame
Core Subject : Economy, Science, Education, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other
DFAME Digital Financial Accounting Management Economics Journal is an interdisciplinary publication that examines the impact of digital transformation on finance, accounting, management, and economics. The journal explores how digitalization affects business practices and the economy, including digital strategies for efficiency and competitiveness. It also considers economic changes like market shifts and workforce effects due to digitalization. Notably, the journal is bilingual, accepting articles in English and Indonesian, aiming to be a resource for academics, professionals, and decision-makers addressing technological challenges. DFAME encourages interdisciplinary collaboration and innovative research in these fields, publishing three times a year through AWATARA Publisher in Indonesia since 2023. The journal comes out three times a year, in February, May, August, and November.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 5 Documents
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Search results for , issue "Vol 4 No 1 (2026): FEBRUARI" : 5 Documents clear
Fleksibilitas Tempat Kerja dan Komunikasi Internal dengan Mediasi Kreativitas Karyawan terhadap Efektivitas Pemasaran Media di dalam UMKM Rahmatullah, Agung Nugraha; Sukemi, Sukemi
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 1 (2026): FEBRUARI
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i1.331

Abstract

This study investigates the effects of workplace flexibility and internal communication on marketing effectiveness through employee creativity in micro, small, and medium-sized enterprises (MSMEs). Using a quantitative approach, data were collected from 370 employees of MSMEs in Purwakarta, Indonesia, who are actively involved in marketing-related activities. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was applied to test the proposed relationships. The results show that workplace flexibility has a significant positive effect on employee creativity, and internal communication also significantly enhances creative behavior. Employee creativity is found to positively influence marketing effectiveness, indicating that creative engagement is essential for achieving effective marketing outcomes. Furthermore, employee creativity mediates the relationships between workplace flexibility and marketing effectiveness, as well as between internal communication and marketing effectiveness. These findings suggest that organizational practices shape market performance through behavioral mechanisms. The study contributes to creativity and marketing literature by integrating internal organizational factors with external performance outcomes. Practically, the results provide guidance for MSME managers in designing flexible and communicative work environments to strengthen creative capacity and improve marketing effectiveness.
Pengembangan Bakat dan Budaya Organisasi dengan Mediasi Perilaku Inovatif pada Kinerja Inovasi Merek Hermansah, Asep; Winasis, Shinta
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 1 (2026): FEBRUARI
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i1.332

Abstract

This study investigates the influence of talent development and organizational culture on brand innovation performance through the mediating role of innovative behavior. Using a quantitative approach, data were collected from 200 respondents representing UMKM in Purwakarta, Indonesia. Structural Equation Modeling with the Partial Least Squares technique was applied to test the proposed relationships. The results indicate that talent development significantly enhances innovative behavior, suggesting that learning and capability-building initiatives stimulate employees to generate and implement new ideas. Organizational culture also shows a positive effect on innovative behavior, highlighting the importance of shared values that support experimentation and openness. Innovative behavior is found to have a direct and positive impact on brand innovation performance, confirming that brand renewal is driven by employee-level innovation activities. Moreover, innovative behavior mediates the effects of both talent development and organizational culture on brand innovation performance, demonstrating that organizational inputs must be translated into behavioral actions to produce meaningful innovation outcomes. These findings extend the Innovative Work Behavior perspective by linking internal management practices with strategic branding results. The study provides practical implications for UMKM managers by emphasizing the need to integrate training systems and cultural values with innovation-oriented goals. Overall, the research contributes to a deeper understanding of how human-centered organizational practices foster sustainable brand innovation.
Kesejahteraan Karyawan dan Kepemimpinan Inklusif dengan Mediasi Orientasi Layanan terhadap Kualitas Pengalaman Pelanggan Islamiyaqin, Relis; Winasis, Shinta
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 1 (2026): FEBRUARI
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i1.333

Abstract

This study examines the effects of employee wellbeing and inclusive leadership on customer experience quality, with service orientation as a mediating variable. Using a quantitative approach, data were collected from frontline employees working in micro, small, and medium enterprises (MSMEs) in Purwakarta, Indonesia. A structured questionnaire was administered, and the data were analyzed using Partial Least Squares Structural Equation Modeling. The results indicate that employee wellbeing positively influences service orientation, while inclusive leadership significantly enhances service-oriented behavior. Service orientation, in turn, has a positive effect on customer experience quality. Moreover, service orientation mediates the relationship between inclusive leadership and customer experience quality, indicating that leadership affects customer outcomes through employee behavior. These findings support the Broaden-and-Build perspective by showing that positive emotional conditions generated by inclusive leadership are transformed into customer-oriented service actions. The study provides theoretical insight into the psychological mechanism linking leadership and customer experience and offers practical guidance for MSME leaders seeking to improve service performance. By integrating employee wellbeing into service management models, this research highlights the strategic importance of internal work conditions for achieving superior customer experiences.
Pemberdayaan Psikologis dan Iklim Pembelajaran dengan Mediasi Berbagi Pengetahuan tentang Kemampuan Pemasaran Digital di Kalangan UMKM Prameswari, Puri; Alirejo, M Subroto
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 1 (2026): FEBRUARI
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i1.334

Abstract

This study examines how psychological empowerment and learning climate influence digital marketing capability among MSMEs, with knowledge sharing as a mediating variable. Drawing on the Knowledge-Based View, the research conceptualizes digital marketing capability as an outcome of knowledge integration shaped by individual motivation and organizational context. A quantitative survey was conducted among MSMEs engaged in digital marketing activities, and the data were analyzed using PLS-SEM. The results indicate that psychological empowerment has a significant positive effect on digital marketing capability, suggesting that empowered individuals are more proactive in adopting and utilizing digital marketing tools. Learning climate also shows a significant positive relationship with digital marketing capability, highlighting the importance of organizational support for continuous learning. Knowledge sharing exhibits the strongest direct effect on digital marketing capability and significantly mediates the relationships between psychological empowerment and digital marketing capability, as well as between learning climate and digital marketing capability. These findings demonstrate that digital marketing capability is not solely driven by technology adoption but also by internal knowledge processes. The study contributes theoretically by integrating psychological and contextual factors into a knowledge-based explanation of capability formation and offers practical guidance for MSMEs seeking to strengthen their digital marketing performance through empowerment, learning support, and systematic knowledge sharing.
Keadilan Kompensasi dan Pengakuan Karyawan dengan Mediasi Komitmen Organisasi pada Pengembangan Reputasi Merek Idawati, Rd Nurvitasari; Alirejo, M Subroto
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 1 (2026): FEBRUARI
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i1.335

Abstract

This study examines how compensation fairness and employee recognition influence brand reputation development through organizational commitment among MSMEs in Purwakarta. Using a quantitative survey of 372 employees and PLS-SEM analysis, the results indicate that compensation fairness and employee recognition both exert significant positive effects on organizational commitment. Organizational commitment, in turn, has a strong positive impact on brand reputation development, confirming its central mediating role. The indirect effects of compensation fairness and employee recognition on brand reputation through commitment are also statistically significant, demonstrating that internal reward perceptions translate into external brand outcomes via employees’ psychological attachment. These findings highlight that material and symbolic rewards operate as complementary mechanisms in shaping employee loyalty and brand-supportive behavior. From a theoretical perspective, the study extends fairness-based explanations by integrating organizational commitment as a key process linking human resource practices to branding consequences. Practically, the results suggest that MSMEs can strengthen their reputation by ensuring transparent and equitable compensation while simultaneously institutionalizing simple but consistent recognition practices. Such strategies are particularly relevant in resource-constrained contexts where formal branding investments are limited. Overall, the study emphasizes that sustainable brand reputation begins with internal justice and acknowledgment for local MSMEs.

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