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Management Studies and Business Journal
Published by PT Penelitian dan Pengembangan Ilmu
ISSN : 30322278     EISSN : 30322278     DOI : 10.62207
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Management Studies and Business Journal (PRODUCTIVITY) reviewed covers theoretical and applied research in the field of Management and Business. Priority is given to those articles which satisfy the main scope of the journal, and have an impact in the research areas of interest. PRODUCTIVITY Journal always publish 12 times in a year, every Month. Research Scopes: Finance Management, Marketing Management, Human Resources Management, Operations Management, Strategic Management, E-Business, Knowledge Management, Management Accounting, Management Control System, Management Information System, Innovation management, Islamic Principal Management, Ethics and Sustainable, Entrepreneurship and business
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 283 Documents
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THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROFESSIONAL IDENTITY IN PREDICTING HAPPINESS AT WORK AMONG EMPLOYEES OF MULTINATIONAL COMMUNICATION CONSULTING FIRMS IN JAKARTA Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 1 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/rdrmgx30

Abstract

This study examines the influence of Perceived Organizational Support (POS) and Professional Identity on Happiness at Work among employees of multinational communication consulting firms in Jakarta. Happiness at Work is conceptualized as a multidimensional construct encompassing hedonic well-being, engagement, and positive affect experienced within the occupational context. Drawing on Social Exchange Theory (Blau, 1964) and Social Identity Theory (Tajfel & Turner, 1979), this study proposes that employees who perceive strong organizational support and possess a robust professional identity will report higher levels of happiness at work. A quantitative correlational design was employed with a sample of 100 employees selected through purposive sampling. Data were collected using validated Likert-scale instruments and analyzed via Pearson correlation and multiple regression in SPSS. Results indicated that both POS (r = .612, p < .01) and Professional Identity (r = .673, p < .01) were significantly and positively correlated with Happiness at Work. The regression model explained 56.4% of the variance in Happiness at Work (R² = .564). These findings underscore the critical role of organizational and identity-based resources in fostering employee well-being in the high-demand environment of the communications consulting industry.
DINAMIKA HYBRID WORK DAN IMPLIKASINYA TERHADAP EMPLOYEE ENGAGEMENT DAN ORGANIZATIONAL COMMITMENT Yamin, Ashabul
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/hv3mme09

Abstract

Transformasi lanskap ketenagakerjaan global pasca-pandemi telah memicu pergeseran masif menuju model kerja hibrida (hybrid work), namun adopsi ini sering kali tidak dibarengi dengan kesiapan kebijakan organisasi yang memadai. Penelitian ini bertujuan untuk menganalisis dinamika hybrid work dan implikasinya terhadap employee engagement serta organizational commitment dengan mengintegrasikan kerangka Job Demands-Resources (JD-R), social exchange theory, dan person-environment fit. Menggunakan metode tinjauan literatur sistematis dan analisis naratif terhadap artikel bereputasi internasional, studi ini menemukan bahwa hybrid work berfungsi sebagai pedang bermata dua (double-edged sword). Di satu sisi, otonomi spasial dan fleksibilitas bertindak sebagai sumber daya motivasional yang meningkatkan vigor dan absorption. Di sisi lain, tuntutan seperti technostress, isolasi sosial, dan kaburnya batas kerja berisiko menurunkan dedication serta affective commitment. Hasil sintesis menegaskan bahwa keberhasilan model hibrida sangat bergantung pada kualitas boundary management, dukungan organisasi, dan pergeseran menuju manajemen berbasis hasil. Penelitian ini merekomendasikan pendekatan manajerial yang adaptif untuk memastikan keterikatan karyawan tetap terjaga di tengah disrupsi digital.
GREEN HUMAN RESOURCES MANAGEMENT AS A DETERMINANT OF ENVIRONMENTAL PERFORMANCE AND COMPANY PERFORMANCE Yamin, Ashabul
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/g2y5r022

Abstract

The escalation of global sustainability issues compels organizations to transform the human resource function into a driver of green strategy. This study aims to analyze the role of Green Human Resource Management (GHRM) as a determinant of environmental performance and firm performance. Using a systematic narrative review of internationally reputable literature (Scopus), this study synthesizes findings based on the Ability Motivation Opportunity (AMO) framework and the Resource-Based View (RBV). The results indicate that the bundle of GHRM practices encompassing green recruitment, training, and performance management significantly enhances employees’ pro environmental behavior and operational efficiency. These mechanisms are strengthened by green organizational culture and ethical leadership as moderating variables. Although the relationship between GHRM and financial performance is indirect and often mediated by green innovation, these practices are shown to build long-term competitive advantage through enhanced organizational reputation and legitimacy. In conclusion, integrating environmental values into HR systems is critical for developing a sustainable business ecosystem. Practical implications for managers include the need to design reward systems aligned with environmental performance.

Page 29 of 29 | Total Record : 283

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