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Vifada Management and Social Sciences
Published by Yayasan Vifada Cendikia Indonesia
ISSN : -     EISSN : 29871999     DOI : https://doi.org/10.70184/9s5x8326
Core Subject : Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Physics Social Sciences
Vifada Management and Social Sciences We are dedicated to empowering researchers, educators, and practitioners from all corners of the world to explore the frontiers of science Management - General Management Marketing, Information Technology, Finance, Business, Human Resources, Operations, International Business, Entrepreneurship
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis dan Menejemen Intetrnasional
Articles 5 Documents
 1 
Search results for , issue "Vol. 3 No. 1 (2025): January - June" : 5 Documents clear
The Role of AI-Driven HR Analytics in Enhancing Employee Performance and Decision-Making in Retail Industries Abdul Syukur; Muhammad Fachmi
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/0n8fjw81

Abstract

Purpose: of this research is to analyze both the direct effect of AI-driven HR analytics on employee performance and its indirect effect through decision-making quality as a mediating mechanism Research Design and Methodology: Using a quantitative explanatory research design, data were collected through a structured questionnaire from retail employees and supervisors in organizations that utilize AI-supported HR systems. A purposive sampling technique was employed, and the data were analyzed using Structural Equation Modeling (SEM). Findings and Discussion: AI-driven HR analytics has a significant positive effect on employee performance and decision-making quality. Furthermore, decision-making quality significantly influences employee performance and partially mediates the relationship between AI-driven HR analytics and employee performance. These results suggest that the performance benefits of AI-driven HR analytics are realized primarily when analytics insights are effectively integrated into managerial decision-making processes. The study contributes to the growing literature on people analytics by highlighting the importance of decision quality as a key explanatory mechanism, particularly in retail contexts. Practically, the findings provide insights for retail managers and policymakers to strengthen analytical capability, managerial literacy, and governance frameworks to maximize the value of AI-driven HR analytics. Implications: Future research is recommended to explore longitudinal effects and additional contextual moderators.
Understanding Consumer Trust Formation in Social Commerce: The Impact of Influencer Credibility and Algorithmic Transparency Aarav R. Sharma
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/nyvg3k48

Abstract

This study investigates how consumer trust is formed in social commerce environments through two primary drivers: influencer credibility and algorithmic transparency. As social commerce increasingly shapes online purchasing behavior, understanding the psychological mechanisms behind trust becomes essential for digital marketers, platforms, and businesses. Using a quantitative approach with 412 respondents from active social commerce users, the findings reveal that influencer credibility—comprising expertise, authenticity, and social attractiveness—significantly enhances consumer trust and purchase intention. Furthermore, algorithmic transparency, including clarity of recommendation logic and perceived fairness of content distribution, moderates the relationship between influencer credibility and trust formation. The results underscore the importance of transparent platform practices and credible influencer partnerships in improving consumer confidence and reducing perceived risk. This research contributes to the growing literature on digital trust-building while offering practical insights for social commerce platforms to design more ethical, transparent, and user-centered recommendation ecosystems.
Sustainable Supply Chain Resilience: Analyzing the Effects of Green Innovation and Circular Economy Practices in Emerging Markets Rohan K. Mehta; Abdul Haris
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/rrb0nr62

Abstract

This study examines how green innovation and circular economy (CE) practices influence sustainable supply chain resilience (SCR) in emerging-market firms. Drawing on dynamic capabilities and resource-based perspectives, we propose and test a model where green innovation (product, process, and organizational) directly enhances SCR and indirectly does so by promoting circular practices (reverse logistics, reuse/remanufacturing, and eco-design). Using survey data from 438 managers across manufacturing and fast-moving consumer goods (FMCG) firms in three emerging economies, structural equation modeling shows that: (1) green innovation has a significant positive effect on SCR; (2) circular economy practices mediate the relationship between green innovation and SCR; and (3) digitalization (supply-chain analytics / Industry 4.0 tools) strengthens the effect of circular practices on resilience. The findings imply that firms in emerging markets can build both sustainability and robustness by combining green R&D, circular operational routines, and targeted digital investments. Practical recommendations include phased CE adoption (start with reverse logistics and eco-design), capability building for green innovation, and policy incentives to de-risk circular investments. This research contributes an integrated empirical view linking innovation, CE practices, and resilience in contexts where resource constraints and institutional barriers matter.
The Dynamics of Remote Work Culture: How Psychological Well-Being and Digital Collaboration Tools Shape Employee Productivity Bahtiar Maddatuang; Azura Zeyna Rohman; Aarav R. Menon
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/kc639716

Abstract

This study explores how psychological well-being and digital collaboration tools interact to influence employee productivity within remote work environments. As remote and hybrid work models become increasingly normalized, organizations must understand the human–technology dynamics that drive sustainable performance. Using a quantitative approach with data from 462 remote employees across technology, education, and service sectors, this research applies structural equation modeling to examine direct and mediated relationships among work stress, digital overload, collaboration-tool usability, communication quality, and productivity outcomes. Findings reveal that psychological well-being significantly predicts productivity, with work engagement acting as a partial mediator. Digital collaboration tools also demonstrate a strong positive effect on productivity, particularly when usability, responsiveness, and synchronization are high. Furthermore, effective digital collaboration moderates the negative effects of stress and communication breakdowns. The study highlights the need for organizations to strategically manage digital ecosystems while supporting employee mental health to maximize performance in remote contexts.
Enhancing Talent Attraction and Retention Through Strategic Recruitment Policy Innovation in Modern Organizations Syamsul Bahri; Moh. Zulkifli Murfat; Dilshodbek A. Rakhimov
Vifada Management and Social Sciences Vol. 3 No. 1 (2025): January - June
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/qk4dgg09

Abstract

This study examines how strategic recruitment policy innovation enhances talent attraction and retention in modern organizations facing rapid digital, demographic, and competitive shifts. As firms confront increasing skill shortages and dynamic workforce expectations, innovative recruitment policies—such as data-driven hiring, employer branding optimization, candidate experience enhancement, and competency-based selection—are viewed as critical drivers of organizational talent outcomes. Using a mixed-method approach involving survey responses from 328 HR professionals and interviews with 22 recruitment managers across technology, financial services, and public-sector organizations, the findings reveal that recruitment innovation significantly improves talent attraction, with employer branding and digital recruitment platforms acting as the strongest predictors. Retention is positively influenced by personalized onboarding systems, transparent career pathways, and alignment between organizational values and candidate expectations. Additionally, digital recruitment analytics moderates the relationship between policy innovation and overall recruitment effectiveness. The study offers practical insights for HR leaders to redesign recruitment frameworks that integrate technology, human-centered design, and strategic workforce planning to strengthen long-term talent sustainability.

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