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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 66 Documents
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Pengembangan Modal Manusia dan Umpan Balik Kinerja dengan Mediasi Kelincahan Karyawan terhadap Efektivitas Pemasaran Media Sosial pada UMKM Suryadi, Ujang; Sulistyanto, Tri Hadi
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.369

Abstract

This study examines the effects of human capital development and performance feedback on social media marketing effectiveness among MSMEs, with employee agility as a mediating variable. Drawing on the Dynamic Capabilities perspective, the study conceptualizes employee agility as a behavioral mechanism through which organizational resources are transformed into adaptive marketing outcomes. A quantitative cross-sectional survey was conducted among 300 MSME owners, managers, and employees involved in social media marketing activities in Purwakarta Regency, Indonesia. The data were analyzed using Partial Least Squares Structural Equation Modeling. The findings indicate that human capital development has a significant positive effect on employee agility, demonstrating the importance of continuous competency development in strengthening employees' adaptive capacity. Performance feedback also significantly enhances employee agility by providing information that supports learning and behavioral adjustment. Employee agility exhibits a strong positive effect on social media marketing effectiveness and significantly mediates the relationships between human capital development and marketing effectiveness as well as between performance feedback and marketing effectiveness. The findings demonstrate that effective social media marketing depends not only on digital technology but also on employees' capacity to learn, adapt, and respond rapidly to changing conditions.
Kepemimpinan Etis dan Pembelajaran Organisasi dengan Mediasi Advokasi Karyawan terhadap Kinerja Keterlibatan Merek secara Daring pada UMKM Mardianawati, Diyah; Amalia, Dinda
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.370

Abstract

This study examines the effects of ethical leadership and organizational learning on online brand engagement performance among MSMEs, with employee advocacy as a mediating variable. Drawing on Social Learning Theory, the study conceptualizes employee advocacy as a behavioral mechanism through which internal organizational conditions are translated into external digital brand outcomes. A quantitative cross-sectional survey was conducted among 300 MSME employees and business actors in Purwakarta, Indonesia, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that ethical leadership has a significant positive effect on employee advocacy, while organizational learning also demonstrates a significant positive effect on employee advocacy. Employee advocacy has the strongest direct effect on online brand engagement performance. Ethical leadership and organizational learning also have significant direct effects on online brand engagement performance. Furthermore, employee advocacy significantly mediates both the relationship between ethical leadership and online brand engagement performance and the relationship between organizational learning and online brand engagement performance. The findings demonstrate that online brand engagement is shaped not only by digital marketing activities but also by ethical leadership, organizational learning, and employee-driven advocacy. The study contributes theoretically by extending Social Learning Theory to digital brand engagement and provides practical implications for MSMEs seeking to strengthen employee participation in online branding.
Suara Karyawan dan Kepemimpinan Partisipatif dengan Mediasi Komitmen Organisasional terhadap Kinerja Pemasaran Hubungan Pelanggan pada UMKM Puri, Kartini Ratna; Sulistyanto, Tri Hadi
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.371

Abstract

This study examines how employee voice and participative leadership influence customer relationship marketing performance among MSMEs, with organizational commitment as a mediating variable. Drawing on Social Exchange Theory, the study conceptualizes customer relationship marketing performance as an organizational outcome shaped by reciprocal employee–organization relationships and psychological commitment. A quantitative cross-sectional survey was conducted among 300 MSME owners, managers, and employees directly involved in organizational, marketing, or customer-related activities in Purwakarta Regency, Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with 5,000 bootstrapping resamples. The results demonstrate that employee voice has a significant positive effect on organizational commitment, while participative leadership shows a stronger positive effect on organizational commitment. Organizational commitment also has a significant positive effect on customer relationship marketing performance. Furthermore, organizational commitment significantly mediates the relationships between employee voice and customer relationship marketing performance and between participative leadership and customer relationship marketing performance. These findings indicate that customer relationship marketing performance is not solely determined by external marketing practices but also by internal employee participation, leadership, and psychological attachment. The study contributes theoretically by extending Social Exchange Theory to explain customer-oriented outcomes in MSMEs and provides practical guidance for developing participative and commitment-oriented management practices.
Efektivitas Pelatihan dan Pertumbuhan Karier dengan Mediasi Proaktivitas Karyawan terhadap Kesuksesan Pemasaran Influencer Saodah, Iis
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.372

Abstract

This study examines the effects of training effectiveness and career growth on influencer marketing success, with employee proactivity serving as a mediating variable. Drawing on Proactive Motivation Theory, the study conceptualizes employee proactivity as a behavioral mechanism through which professional development resources and career-related opportunities are translated into successful influencer marketing outcomes. A quantitative cross-sectional survey was conducted among 300 professionals involved in influencer marketing activities in Indonesia, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training effectiveness has a significant positive effect on employee proactivity, suggesting that relevant and applicable training strengthens employees' confidence and willingness to take initiative. Career growth also demonstrates a significant positive effect on employee proactivity, indicating that perceived opportunities for professional advancement motivate employees to actively seek improvement and development. Employee proactivity shows a strong positive effect on influencer marketing success and significantly mediates the relationships between training effectiveness and influencer marketing success, as well as between career growth and influencer marketing success. The findings contribute theoretically by extending Proactive Motivation Theory into influencer marketing research and practically by highlighting the importance of integrating employee training, career development, and proactive behavior to improve influencer marketing outcomes.
Kecerdasan Emosional dan Kohesi Tim dengan Mediasi Orientasi Kualitas Layanan terhadap Pengembangan Kepercayaan Merek pada UMKM Wijaya, M. Rizfaz Kusuma; Amalia, Dinda
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.373

Abstract

This study examines the effects of emotional intelligence and team cohesion on brand trust among micro, small, and medium-sized enterprises (MSMEs), with service quality orientation as a mediating variable. Drawing on Social Exchange Theory, the study conceptualizes brand trust as an outcome of positive interpersonal and service exchanges shaped by individual emotional capabilities and team-level relationships. A quantitative cross-sectional survey was conducted among MSME employees and business actors with direct customer interaction and teamwork responsibilities. Data from 250 respondents were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with a bootstrapping procedure of 5,000 resamples. The results demonstrate that emotional intelligence has a significant positive effect on service quality orientation, while team cohesion also has a significant positive effect on service quality orientation. Service quality orientation shows a strong positive effect on brand trust. Furthermore, service quality orientation significantly mediates the relationships between emotional intelligence and brand trust and between team cohesion and brand trust. These findings indicate that brand trust is not developed solely through external marketing communication but also through internal emotional capabilities, cohesive teamwork, and consistent service-oriented behavior. The study contributes theoretically by extending Social Exchange Theory into an integrated employee–team–service–brand framework and provides practical implications for MSMEs seeking to strengthen customer trust through internal organizational capabilities.
Komitmen Organisasional dan Kinerja Karyawan: Mengkaji Peran Mediasi Motivasi Kerja dalam Organisasi Layanan Kesehatan Rahmanita, Fika; Afriliani, Fiqoh; Dadang, Dadang
DFAME Digital Financial Accounting Management Economics Journal Vol 4 No 3 (2026): AGUSTUS
Publisher : Awatara Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61434/dfame.v4i3.375

Abstract

The study was conducted to understand how psychological and organizational factors contribute to employee work outcomes in a service environment that demands high discipline, responsibility, and productivity. A quantitative associative survey method was applied by distributing questionnaires to hospital employees who met the specified criteria. The data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) to test the relationships among the variables. The study focuses on three main constructs: motivation, organizational commitment, and employee performance. Organizational commitment consists of affective, normative, and continuance dimensions, while motivation includes intrinsic and extrinsic drivers such as recognition, incentives, leadership support, and career opportunities. Employee performance is assessed through quality, quantity, timeliness, and effectiveness. The findings are expected to provide both theoretical and practical contributions to human resource management, particularly in improving employee performance through stronger organizational commitment and higher work motivation.

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