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International Journal of Management, Economic and Accounting
Published by Yayasan Sinergi Multidimensi Kreatif
ISSN : -     EISSN : 30255627     DOI : https://doi.org/10.61306/ijmea
Core Subject : Economy,
Economics, Econometrics & Finance
The International Journal of Management, Economic and Accounting is an academic journal published bimonthly. This journal features the latest research in the fields of management, economics, and accounting, covering topics such as strategic management, micro and macroeconomics, corporate finance, management accounting, and more. Through a rigorous peer-review process, this journal aims to serve as a valuable resource for readers interested in exploring and advancing knowledge in these disciplines.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 485 Documents
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Pengaruh Relationship Manager, Holistik, Internal Marketing terhadap Loyalitas Konsumen pada Toko Retail Bandar Lampung Riki Wahyu Ramadhan; Lestari Wuryanti; Ayu Nursari
International Journal of Management, Economic and Accounting Vol. 4 No. 2 (2026): April 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i2.790

Abstract

This study aims to analyze the effect of Relationship Manager, holistic marketing, and Internal Marketing on customer loyalty in retail stores in Bandar Lampung. The increasingly competitive retail industry requires companies not only to focus on sales but also on managing sustainable customer relationships. An integrated marketing approach through the role of Relationship Managers, the implementation of holistic marketing, and Internal Marketing strategies is believed to enhance customer satisfaction and loyalty. This research employs a quantitative approach using a survey method by distributing questionnaires to 142 respondents who are retail store customers in Bandar Lampung. The sampling technique used was purposive sampling. Data analysis was conducted through validity tests, reliability tests, classical assumption tests, and multiple linear regression analysis using SPSS software. The results indicate that partially, Relationship Manager, holistic marketing, and Internal Marketing have a positive and significant effect on customer loyalty. Simultaneously, these three variables also have a positive and significant impact on customer loyalty. Internal Marketing is found to be the most dominant variable influencing customer loyalty. This study provides theoretical contributions to the development of integrative marketing concepts and practical contributions for retail management in formulating effective strategies to enhance customer loyalty amid increasing business competition.
THE INFLUENCE OF INVESTMENT DECISIONS, FINANCING DECISIONS, AND INFLATION ON FIRM VALUE WITH PROFITABILITY AS A MEDIATING VARIABLE IN INDONESIAN INSURANCE COMPANIES Meice Laura; Lestari Wuryanti; Anita
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.791

Abstract

This study aims to analyze the influence of investment decisions, financing decisions, and inflation on firm value, with profitability as a mediating variable in insurance companies listed on the Indonesia Stock Exchange for the 2021–2023 period. This study uses a quantitative approach with panel data regression analysis on 15 insurance companies selected through a purposive sampling method. The results show that investment decisions significantly influence firm value, while financing decisions and inflation do not significantly influence firm value. Simultaneously, investment decisions, financing decisions, and inflation significantly influence firm value. The coefficient of determination indicates that the independent variables are able to explain firm value by 21.27%. The Sobel test results indicate that profitability is unable to mediate the influence of investment decisions, financing decisions, and inflation on firm value. Based on these results, it can be concluded that investment decisions are the main factor influencing insurance company value, while profitability does not play a role as a mediating variable.
Analysis of Public Policy Implementation in Poverty Alleviation in the Digital Era: A Case Study of Social Assistance Programs in Indonesia Anggia Ramadhan; Annisa Ilmi Faried; Kristine Krismonita Sinaga
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.792

Abstract

Digital transformation has changed the way public policy is implemented in Indonesia, including in efforts to alleviate poverty through social assistance programs. This article aims to analyze the implementation of public policies in poverty alleviation in the digital era, with a case study on the national social assistance program for the period 2021–2026. The study uses a descriptive qualitative approach through documentation studies and secondary data analysis sourced from official government institutions and nationally indexed scientific literature. The results of the study show that the national poverty rate has experienced a fairly consistent downward trend, from 10.14 percent in March 2021 to 8.25 percent in September 2025, in line with the strengthening of data governance through the National Socio-Economic Single Data (DTSEN) which integrates Integrated Social Welfare Data, Socio-Economic Registration, and data on the acceleration of extreme poverty elimination. Digitizing aid distribution through artificial intelligence-based verification and Prosperous Family Card accounts has proven to be able to increase the accuracy of targets, speed, and transparency of aid distribution, although it still faces challenges in the form of digital infrastructure gaps, accuracy of population data matching, and limited human resource capacity at the regional level. This article recommends strengthening digital literacy for beneficiary families, accelerating cross-agency data synchronization, and providing a responsive complaint mechanism as a next step in improving digital-based social assistance policies in Indonesia.
EXPLORATION OF THE RELATIONSHIP BETWEEN EMPLOYER BRANDING, SOCIAL MEDIA ENGAGEMENT, AND WORK VALUE ALIGNMENT ON JOB APPLICATION PREFERENCES AT ALFAMART RETAIL IN BANDAR LAMPUNG CITY Aida Royani; Euis Mufahamah; Harold Kevin Alferdo
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.793

Abstract

This study aims to analyze the influence of employer Branding and social media engagement on job application preference, with work value congruence as a moderating variable among generation Z and millennial potential employees. increasing labor market competition in the digital era encourages retail companies, such as Alfamart, to strengthen organizational attractiveness through effective branding strategies and digital communication. This research employs a quantitative approach using a survey method involving final-year students and job seekers from generation Z and millennial groups in Bandar Lampung City. Data were collected using Likert-scale questionnaires and analyzed using SmartPLS through measurement model and structural model evaluations. The findings indicate that employer branding, social media engagement, and work value congruence have a positive influence on job application preference. In addition, work value congruence strengthens the relationship between employer branding and job application preference. These results suggest that a strong corporate image, active social media interaction, and alignment between individual and organizational values play an important role in increasing the intention of generation Z and millennials to apply for jobs. This study supports the Organizational Attractiveness theory, which emphasizes the importance of organizational image, digital communication, and value congruence in attracting potential employees.
THE PHENOMENON OF JOB HUGGING IN MILLENNIAL GENERATION EMPLOYEES: THE ROLE OF JOB INSECURITY AND TOXIC POSITIVITY IN CAREER STAGNATION Supar Wasesa
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.794

Abstract

Job hugging is an employment phenomenon that has been widely discussed recently, namely the tendency of employees to stay in their work positions passively, not because of satisfaction or affective commitment, but because of the fear of losing their job in the midst of a sluggish job market. This phenomenon is mostly found in millennial employees who started their careers in a period marked by repeated recessions, pandemics, and waves of layoffs in various sectors. This article aims to build a conceptual framework on the role of job insecurity and toxic positivity on job hogging tendencies, as well as how job hugging in turn contributes to career stagnation. Job insecurity is proposed as a predictor that encourages employees to restrain themselves in their work positions due to the perception of threats to job continuity, while toxic positivity, which is an organizational culture that demands excessive positive attitudes and suppresses reasonable expression of complaints, is proposed as the second predictor that makes employees reluctant to voice their dissatisfaction or seek career development opportunities openly. The study was compiled through a literature review on the theory of job insecurity, conservation of resources, toxic positivity, and career plateau, then formulated into a conceptual model along with five propositions involving job hugging as a mediator variable. This article makes a theoretical contribution in the form of expanding the understanding of the career plateau from the perspective of passive and hidden defensive behaviors, as well as practical implications for organizations in designing healthier work cultures and career development paths for millennial generation employees.
The Influence of HR Service Quality and Organizational Support on Organizational Commitment Through Job Satisfaction as an Intervening Variable Nurul Intan Sari; Hernawaty; Husni Muharram Ritonga
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.796

Abstract

This study examines the extent to which HR service quality and perceived organizational support shape employee commitment, positioning job satisfaction as a mediating mechanism among female employees of PT Permodalan Nasional Madani (PNM) Medan Branch. A quantitative-explanatory survey design was adopted. Fifty female employees working outside the HR department were recruited via purposive sampling, in line with the PLS-SEM minimum sample guideline of ten times the maximum number of paths entering any endogen construct (Hair et al., 2021). A five-point Likert-scale questionnaire served as the data collection instrument, and analysis was conducted through PLS-SEM using SmartPLS 4.0. Key findings indicate that: (1) HR service quality exerts a positive and significant effect on both job satisfaction (β = 0.412; p < 0.05) and organizational commitment (β = 0.287; p < 0.05); (2) organizational support likewise positively influences job satisfaction (β = 0.389; p < 0.05) and organizational commitment (β = 0.341; p < 0.05); (3) job satisfaction is a significant predictor of organizational commitment (β = 0.463; p < 0.05); and (4) job satisfaction serves as a partial mediator between both independent variables and organizational commitment.
Analysis of Employer Branding and Digital HR Practices on Employee Performance Agility Through Employee Engagement Navy Septiya Ningrum; Mesra B; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.797

Abstract

This study aims to examine the effect of Employer Branding and Digital HR Practices on Performance Agility through Employee Engagement among employees of PT Permodalan Nasional Madani (PNM) Medan. A quantitative approach with a survey method was employed in this research. The population consisted of 50 employees, and all members of the population were selected as respondents using a saturated sampling technique. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS software. The results indicate that Employer Branding and Digital HR Practices have a positive and significant effect on Employee Engagement. Furthermore, Employer Branding, Digital HR Practices, and Employee Engagement positively and significantly affect Performance Agility. The mediation analysis reveals that Employee Engagement significantly mediates the relationship between Employer Branding and Performance Agility as well as between Digital HR Practices and Performance Agility. These findings suggest that improving employee performance agility can be achieved through strengthening employer branding, optimizing digital HR practices, and enhancing employee engagement. This study provides practical implications for organizations in developing adaptive human resource management strategies to cope with dynamic workplace changes.
Analysis of Career Development and Competence on Employee Performance through Job Satisfaction Munanda; Mesra B; Elfitra Desy Surya
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.798

Abstract

This study aims to examine the effect of career development and competence on employee performance through job satisfaction as a mediating variable at PT Permodalan Nasional Madani (PNM) Medan Branch. The study employed a quantitative approach with an explanatory research design. The population consisted of 50 employees, and all members of the population were selected as respondents using a saturated sampling (total sampling) technique. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results indicate that career development has a positive and significant effect on job satisfaction with a path coefficient of 0.398, while competence also has a positive and significant effect on job satisfaction with a path coefficient of 0.342. Job satisfaction was found to have a positive and significant effect on employee performance with a path coefficient of 0.401. Furthermore, career development and competence directly and significantly influence employee performance with path coefficients of 0.236 and 0.287, respectively. The mediation analysis revealed that job satisfaction partially mediates the relationship between career development and employee performance, as well as the relationship between competence and employee performance. The R-square value of 0.521 indicates that career development and competence explain 52.1% of the variance in job satisfaction, while the R-square value of 0.612 indicates that career development, competence, and job satisfaction explain 61.2% of the variance in employee performance. The findings imply that improving employee performance can be achieved through strengthening career development programs, enhancing employee competencies, and continuously fostering job satisfaction. This study also reinforces the role of job satisfaction as an important psychological mechanism linking human resource management practices to employee performance improvement.
THE INFLUENCE OF COMPETENCE, MOTIVATION AND REWARD ON EMPLOYEE PERFORMANCE WITH WORK SPIRIT AS AN INTERVENING VARIABLE Dewi Darma Sary Tarigan; Mesra .B; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.799

Abstract

This study aims to analyze the effect of competence, motivation, and rewards on employee performance with work spirit as an intervening variable at the Regional Office of the Directorate General of Immigration of North Sumatra. The problem addressed in this study is the importance of improving employee performance in responding to increasingly complex public service demands, which are influenced by competence, motivation, rewards, and work spirit. This study employed a quantitative approach with an explanatory research design. The population consisted of all employees at the Regional Office of the Directorate General of Immigration of North Sumatra. Data were collected through questionnaires, while data analysis was conducted using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the assistance of SmartPLS software. The results indicate that competence has a positive and significant effect on employee performance (β = 0.290; p = 0.006) and work spirit (β = 0.223; p = 0.029). Motivation has a positive and significant effect on employee performance (β = 0.479; p = 0.001) and work spirit (β = 0.398; p = 0.003). Rewards also have a positive and significant effect on employee performance (β = 0.411; p = 0.008) and work spirit (β = 0.375; p = 0.001). However, work spirit does not have a significant effect on employee performance (β = -0.184; p = 0.128). Furthermore, work spirit is unable to mediate the effects of competence, motivation, and rewards on employee performance. The R-Square values indicate that competence, motivation, rewards, and work spirit explain 96.9% of the variance in employee performance, while competence, motivation, and rewards explain 97.0% of the variance in work spirit.The study concludes that competence, motivation, and rewards are important factors that directly improve employee performance. Meanwhile, work spirit was not proven to function as an intervening variable in the relationship between competence, motivation, rewards, and employee performance at the Regional Office of the Directorate General of Immigration of North Sumatra
ANALYSIS OF THE EFFECT OF TRANSFORMATIONAL LEADERSHIP, JOB DESIGN AND WORK EXPERIENCE ON EMPLOYEE PERFORMANCE WITH WORK DISCIPLINE AS AN INTERVENTION VARIABLE Helmaini Sinaga; Darmilisani; Kholilul Kholik
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.800

Abstract

This study aims to analyze the influence of transformational leadership, job design, and work experience on employee performance with work discipline as an intervening variable at the Regional Office of the Directorate General of Corrections, North Sumatra. The problem in this study is the employee performance that has not been optimal, which is influenced by several factors such as transformational leadership, job design, work experience, and work discipline. This study used a quantitative approach with an associative research type. The population in this study consisted of all employees at the Regional Office of the Directorate General of Corrections, North Sumatra. The sampling technique used was saturated sampling, in which the entire population was used as the research sample. Data were collected through questionnaires. The data analysis method used was Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the assistance of SmartPLS software. The results showed that job design had a positive and significant effect on work discipline and employee performance. Work discipline also had a positive and significant effect on employee performance. Transformational leadership had a positive and significant effect on work discipline, but did not have a significant effect on employee performance. Work experience had a positive and significant effect on work discipline, but did not have a significant effect on employee performance. In addition, work discipline was able to mediate the influence of job design, transformational leadership, and work experience on employee performance. The conclusion of this study indicates that work discipline plays an important role in improving employee performance. Therefore, the institution needs to improve job design, the implementation of transformational leadership, and the development of employees’ work experience in order to create better work discipline so that employee performance can improve optimally. This study aims to analyze the influence of transformational leadership, job design, and work experience on employee performance with work discipline as an intervening variable at the Regional Office of the Directorate General of Corrections, North Sumatra. The problem in this study is the employee performance that has not been optimal, which is influenced by several factors such as transformational leadership, job design, work experience, and work discipline. This study used a quantitative approach with an associative research type. The population in this study consisted of all employees at the Regional Office of the Directorate General of Corrections, North Sumatra. The sampling technique used was saturated sampling, in which the entire population was used as the research sample. Data were collected through questionnaires. The data analysis method used was Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the assistance of SmartPLS software. The results showed that job design had a positive and significant effect on work discipline and employee performance. Work discipline also had a positive and significant effect on employee performance. Transformational leadership had a positive and significant effect on work discipline, but did not have a significant effect on employee performance. Work experience had a positive and significant effect on work discipline, but did not have a significant effect on employee performance. In addition, work discipline was able to mediate the influence of job design, transformational leadership, and work experience on employee performance. The conclusion of this study indicates that work discipline plays an important role in improving employee performance. Therefore, the institution needs to improve job design, the implementation of transformational leadership, and the development of employees’ work experience in order to create better work discipline so that employee performance can improve optimally.

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