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Journal of Sustainable Economic and Business
Published by ARE Publisher
ISSN : -     EISSN : 30630207     DOI : 10.xxxxxx/joseb
Core Subject : Economy, Science, Education, Agriculture, Social,
Agriculture, Biological Sciences & Forestry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences
Journal of Sustainable Economic and Business (JOSEB) is a double-blind review journal focused on empirical research that provides novelty of the research with the latest issues and contributions to the scientific research. The scope of the journal will focus on Strategic Management (Strategic Marketing, Strategic Human Resources, Strategic Finances, Strategic Operations) and Green Management (Green Marketing, Green Finance, Green Human Resources, Green Operations)
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 79 Documents
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Green Culture and Training on Employee Green Behavior: The Mediating Environmental Awareness Role Anastasia Puji Renaningtyas; Kasmir Kasmir
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.443

Abstract

Objectives: This study aims to analyze and empirically test the influence of Green Organizational Culture and Training on Employee Green Behavior, both directly and indirectly, with Environmental Awareness as a mediating variable. Methodology: The study employs a quantitative approach with a causal design. The research population consists of 195 Civil Servants within the Agency for Standardization and Industrial Services Policy (BSKJI) and the Industrial Human Resources Development Agency (BPSDMI), with a sample of 133 respondents selected through proportionate stratified random sampling. Data were collected using questionnaires and analyzed using the Structural Equation Modeling–Partial Least Square (SEM-PLS) method via SmartPLS 4. Finding: The results demonstrate that Green Organizational Culture and Training have a positive and significant effect on Employee Green Behavior. Furthermore, Environmental Awareness is proven to serve as a mediating variable that strengthens the influence of Green Organizational Culture and Training on Employee Green Behavior Conclusion: This study demonstrates that while Green Organizational Culture does not directly impact Employee Green Behavior significantly, Training and Environmental Awareness do. Crucially, Environmental Awareness serves as a vital mediator, bridging both Green Culture and Training to foster eco-friendly behavior. These findings suggest that the Ministry of Industry should prioritize intrinsic environmental consciousness to translate organizational initiatives into actual green actions.
The Effect of Internal Communication and Career Sustainability on Job Satisfaction Mediated by Work Motivation Monica Dylonna MS; Nia Kusuma Wardhani
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.565

Abstract

Objectives: This study aims to analyze the causal relationship between internal communication and career sustainability on job satisfaction with work motivation as a mediating variable. The urgency of this study arises from the need to enhance job satisfaction among employees in higher education institutions in order to align with the demands of Sustainable Development Goals (SDGs) 4 (Quality Education) and 8 (Decent Work and Economic Growth) within the higher education sector.Methodology: A quantitative approach with an associative causal research design was employed. Data were collected using a survey method with a questionnaire instrument. Data analysis was carried out using Partial Least Squares–Structural Equation Modeling (PLS-SEM).Finding: The findings demonstrate that internal communication and career sustainability positively influence both work motivation and job satisfaction. Moreover, work motivation is proven to act as a partial mediator, further amplifying the effect of internal communication and career sustainability on job satisfaction.Conclusion: These findings not only contribute theoretically by enriching the model intervariable relationships in the education sector context but also offer practical implications. This study recommends improving the effectiveness of internal communication and developing sustainable career programs as essential strategies for enhancing employee work motivation, which is ultimately serves as a crucial factor in improving job satisfaction in the Mercu Buana University environment.
From Green Culture to Green Behavior: The Mediating Influence of Green Motivation in Organizations Subur Karyatun; Syafrizal Chan; Harefan Arief; Christian Kuswibowo; Sri Anah; Irfan Noviandy Aulia; Paijan Paijan; Mochamad Soelton
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.635

Abstract

Environmental pollution remains a major global challenge, driven by unsustainable human activities that degrade environmental quality and threaten public health. Organizations are expected to integrate sustainability into their core operations through Green Organizational Culture and Green Knowledge Management, which foster environmentally responsible values, knowledge sharing, and sustainable practices. Objectives: This study examines the effects of Green Organizational Culture and Green Knowledge Management on Employees' Green Behavior, with Green Motivation as a mediating variable. Methodology: A quantitative approach was employed using survey data collected from employees of the Subdistrict Office, Jakarta, through a structured five-point Likert-scale questionnaire. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS. The analysis included evaluation of the measurement and structural models, while mediation was assessed using the bootstrapping procedure. Finding: The results reveal that Green Organizational Culture and Green Knowledge Management positively and significantly influence Employees' Green Behavior and Green Motivation. Green Motivation also has a significant positive effect on Employees' Green Behavior. Furthermore, Green Motivation significantly mediates the relationships between Green Organizational Culture, Green Knowledge Management, and Employees' Green Behavior, indicating both direct and indirect effects. Conclusion: Green Organizational Culture and Green Knowledge Management are key drivers of Employees' Green Behavior. Strengthening organizational green values, environmental knowledge management, and employee motivation can effectively promote sustainable workplace behavior and improve environmental performance in public sector organizations.
The Effect of Organizational Culture and Managing Workload on Teacher Performance Mediated by Intrinsic Motivation Faishal Ghiffari; Singmin Johanes Lo
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.668

Abstract

Objectives: This study aims to analyze the causal relationship between organizational culture and managing workload on teacher performance, with intrinsic motivation as a mediating variable. The urgency of this study arises from the need to improve the performance of civil servant teachers in public junior high schools, in line with the demands of Sustainable Development Goals (SDGs) 4 (Quality Education) and 8 (Decent Work and Economic Growth) within the higher education sector. Methodology: This study employed a quantitative approach with a causal-associative research design. Data were collected through a survey using a questionnaire. The study population and sample consisted of 91 civil servant teachers with at least one year of work experience. Data analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM). Finding: The findings demonstrate that organizational culture and managing workload positively influence both intrinsic motivation and teacher performance. Moreover, intrinsic motivation is proven to act as a partial mediator, further amplifying the effect of organizational culture and managing workload on teacher performance. Conclusion: These findings not only contribute theoretically by enriching the model intervariable relationships in the education sector context but also offer practical implications. This study recommends organizational culture and managing workload as essential strategies for enhancing teacher intrinsic motivation, which is ultimately serves as a crucial factor in improving teacher performance in the public junior high school X,Y and Z west Jakarta
Green Organizational Culture, Organizational Justice, and Supervisor Support on Environmental Citizenship Behavior: The Mediating Role of Employee Well-Being Esther Layas Sinuraya; Anik Herminingsih
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.670

Abstract

Objectives: This study examines the effects of Green Organizational Culture, Organizational Justice, and Perceived Supervisor Support on Organizational Citizenship Behavior for the Environment (OCBE), both directly and indirectly through Employee Well-Being, in Adiwiyata schools. The study is motivated by the inconsistency of voluntary pro-environmental behavior despite the schools having attained Adiwiyata Mandiri status. Methodology: This study employed an explanatory quantitative approach with a cross-sectional design. Data were collected through questionnaires administered to 110 teachers and educational staff at Adiwiyata Mandiri schools in the West Jakarta II area. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4. Findings: Green Organizational Culture, Organizational Justice, and Perceived Supervisor Support had positive and significant effects on both Employee Well-Being and OCBE. Employee Well-Being also had a positive and significant effect on OCBE and partially mediated the effects of the three organizational variables on OCBE. The model explained 41.1% of the variance in Employee Well-Being and 46.0% of the variance in OCBE. Conclusion: Strengthening a green organizational culture, promoting fair organizational practices, enhancing supervisor support, and improving employee well-being are essential for fostering voluntary and sustainable pro-environmental behavior in Adiwiyata schools.
Talent management, perceived organizational support, and sustainable productivity through innovative behavior at Indonesia's Audit Board Priyo Nugroho; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.693

Abstract

Objectives: This study examines the direct and innovation-mediated relationships of talent management and perceived organizational support with sustainable work productivity among employees of the Audit Board of the Republic of Indonesia (BPK). Methodology: A quantitative explanatory survey analyzed 160 responses from a population of 267 employees. Partial least squares structural equation modelling in SmartPLS 4 assessed 35 indicators, measurement quality, explanatory power, and bootstrapped direct and indirect effects. Finding: Talent management positively predicted innovative behaviour, but its direct effect on sustainable work productivity was negative and significant, contrary to H3. Perceived organizational support positively predicted both innovative behaviour and sustainable work productivity. Innovative behaviour positively predicted sustainable work productivity and significantly mediated the effects of both talent management and perceived organizational support on that outcome. The model accounted for a substantial share of the variance in innovative behaviour and a moderate share of the variance in sustainable work productivity. Conclusion: Talent systems yield sustainable work productivity benefits when employee capability becomes implemented improvement. BPK should connect development to accountable innovation projects while strengthening fairness, supervisory support, recognition, and access to resources.
Green human resource management, psychological empowerment, and employee engagement: Testing green behaviour mediation Pisa Hantarasati; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.695

Abstract

Objectives: This study examines how green human resource management and psychological empowerment relate to employee engagement, directly and through green behaviour, among employees of Bank Indonesia. Methodology: A quantitative, cross-sectional survey was conducted with 140 respondents selected from a population of 215 employees through purposive sampling. Responses to a five-point Likert questionnaire were analysed using partial least squares structural equation modelling in SmartPLS 4. Measurement quality, structural explanatory power, and seven hypotheses were assessed, with significance tested through 5,000 bootstrap subsamples. Finding: Green human resource management positively affected both green behaviour and employee engagement. Psychological empowerment likewise positively affected green behaviour and employee engagement, and green behaviour in turn positively affected employee engagement. However, green behaviour did not significantly mediate the relationships between either green human resource management or psychological empowerment and employee engagement. Conclusion: Organisational green practices and psychological empowerment primarily strengthen engagement through direct, parallel responses. Green behaviour remains valuable, but it is not the principal mediation pathway in this setting.
Transformational Leadership, Compensation, Organizational Justice on Sustainable Employee Performance: The Mediating Role of Work Motivation Tria Sutriyah
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.698

Abstract

Objectives: This study examines the effects of transformational leadership, compensation, and organizational justice on sustainable employee performance, with work motivation as a mediating mechanism among healthcare-segment supervisors at PT ISS Indonesia. Methodology: A quantitative explanatory and cross-sectional design was employed. Data were obtained from 140 permanent supervisors selected from a population of 215 employees using random sampling. The five constructs were measured using a five-point Likert scale and analyzed with partial least squares structural equation modeling using SmartPLS 4. Finding: Transformational leadership, compensation, organizational justice, and work motivation each had positive and significant direct effects on sustainable employee performance. The three organizational antecedents also significantly increased work motivation. Indirect effects through work motivation were significant for transformational leadership (β = 0.124), compensation (β = 0.100), and organizational justice (β = 0.115), indicating partial mediation. The model explained 63.2% of sustainable employee performance. Conclusion: Sustainable performance is strengthened when supportive leadership, valued compensation, and fair organizational treatment are translated into higher work motivation.
Digital mindset, organizational culture, and sustainable employee performance: The role of employee engagement APRIDA ARIANI; Suprapto
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.705

Abstract

Objectives: This study examines the effects of digital mindset and organizational culture on sustainable employee performance, with employee engagement tested as a mediating variable among Bank Indonesia employees. Methodology: A quantitative, cross-sectional explanatory survey invited all 200 employees in six Bank Indonesia work units to participate. The questionnaire produced 180 valid responses. The reflective first-order model was analyzed with SEM-PLS using SmartPLS 4 and one-tailed bootstrapping with 5,000 subsamples. The initial 36 indicators were reduced to 28 after measurement-model evaluation. Finding: Digital mindset positively and significantly affected sustainable employee performance and employee engagement. Organizational culture also positively and significantly affected both outcomes. Employee engagement had a positive but nonsignificant effect on sustainable employee performance and did not mediate either the digital mindset or organizational culture relationship with sustainable employee performance. Conclusion: Strengthening digital mindset and organizational culture provides the clearer direct route to sustainable performance, while engagement initiatives require supportive work design, adequate resources, workload management, and employee well-being to produce a stronger performance contribution.

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