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Commercium: Journal of Business and Management
Published by PT Penerbit Ilmiah Indonesia
ISSN : -     EISSN : 30319889     DOI : https://doi.org/10.61978/commercium/
Core Subject : Science, Education,
Decision Sciences, Operations Research & Management Other
Commercium: Journal of Business and Management, is an open-access, peer-reviewed academic journal dedicated to publishing high-quality research in the field of business and management. The journal provides a platform for scholars and practitioners to explore a wide range of topics in business, management, and related disciplines. It covers both theoretical and applied aspects of business and management, with an emphasis on global and interdisciplinary research. The journal publishes original research articles, reviews, case studies, and conceptual papers, with a focus on enhancing understanding of modern management practices, strategies, and policies. It serves as a key resource for academics, researchers, and professionals working across industries, from private and public sectors to non-profit organizations
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis dan Menejemen Intetrnasional
Articles 62 Documents
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Empowering Digital Service Employees: A Capability–Motivation–Behavior Model for Adaptive Service Excellence Deri Prayudi; Ratih Hurriyati; Puspo Dewi Dirgantari
Commercium : Journal of Business and Management Vol. 4 No. 3 (2026): August 2026
Publisher : Indonesian Scientific Publication

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61978/commercium.v4i3.1233

Abstract

Despite substantial investment in digital capabilities, service organizations continue to face inconsistent performance and employee disengagement. This study integrates Dynamic Capability Theory, Service-Dominant Logic, and Self-Determination Theory to examine how a Human Capability System (HCS) translates into Adaptive Service Excellence (ASE) through psychological empowerment and employee resourcefulness. Using survey data from 300 frontline employees in Indonesian banking, fintech, and hospitality firms, PLS-SEM was employed to test mediation and moderation hypotheses. Results indicate that psychological empowerment and employee resourcefulness partially mediate the HCS → ASE relationship, as significant indirect effects coexist with a persistent direct effect of HCS on ASE, jointly explaining substantial variance in adaptive service outcomes (R² = 0.621). The HCS exhibited strong positive effects on both mediators, underscoring its role as a foundational organizational dynamic capability. Psychological empowerment emerged as the most influential proximal determinant of ASE, reinforcing the importance of intrinsic motivational mechanisms in enabling adaptive performance, while employee resourcefulness provided a complementary behavioral pathway through cognitive flexibility and improvisational capacity. Furthermore, service climate strengthened the effects of HCS on both mediators, highlighting the importance of supportive service environments in activating human-centered capabilities. In contrast, organizational innovativeness did not significantly moderate the resourcefulness–ASE relationship, suggesting that innovation orientation alone may be insufficient to foster adaptability without corresponding psychological readiness. These findings emphasize that investments in human capability systems enhance adaptive service excellence through both direct and indirect pathways and must be embedded within enabling service climates to realize their adaptive potential in digitally intensive service contexts.
Understanding Employee Engagement Among Generation Z : Stress and Workplace Perspective Ayu Nike Retnowati; Putri Damayanti; Irfan Achmad Musadat
Commercium : Journal of Business and Management Vol. 4 No. 3 (2026): August 2026
Publisher : Indonesian Scientific Publication

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61978/commercium.v4i3.1315

Abstract

Employee engagement has become a strategic concern in human resource management, particularly among Generation Z employees who are expected to dominate the future workforce. However, maintaining high engagement remains challenging due to increasing job stress and suboptimal psychosocial work environment. This study examines the effects of the non physical work environment and job stress on employee engagement among Generation Z employees in Bandung, Indonesia. A Quantitative explanatory approach was employed using survey data collected from 100 Generation Z employees selected through purposive sampling. Data were analyzed using descriptive statistics, validity and reliability testing, classical assumption test and multiple linear regression analysis to assess both partial and simultaneous effect among variables. The findings indicate that employee engagement was at a moderately high level, while the non-physical work environment was perceived as moderately favorable and job stress was relatively high. Multiple regression analysis revealed that the non-physical work environment had a positive and significant effect on employee engagement, whereas job stress had a negative and significant effect. The non-physical work environment explained 28.9% of the variance in employee engagement, job stress explained 17.6%, and both variables simultaneously accounted for 47.95% of the variance (R² = 0.4795, p < 0.001). These findings support the Job Demands–Resources (JD-R) Theory, suggesting that employee engagement is shaped by the balance between job resources and job demands. The study concludes that supportive psychosocial workplace conditions and effective stress management are essential for enhancing employee engagement, employee retention and long term organizational performance among Generation Z employees.

Page 7 of 7 | Total Record : 62

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