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Maneggio
Published by PT Anagata Sembagi Education
ISSN : -     EISSN : 30327652     DOI : https://doi.org/10.62872/2j94fd85
Core Subject : Science,
Decision Sciences, Operations Research & Management
The journal publishes original articles on current issues and trends occurring internationally in financial management, marketing management, human-resource management, behavior organizational, good governance, strategic management, business ethics, entrepreneurship, management accounting, manajemen produksi
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis dan Menejemen Intetrnasional
Articles 251 Documents
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The Transformation of Human Resources Management in Dealing with Generation Z in the Workplace Ida Yunari Ristiani
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/dgj6nw19

Abstract

Generation Z has become the fastest-growing segment of the global workforce, bringing digital fluency, value-driven expectations, and a demand for flexibility that challenges conventional human resource management (HRM) paradigms. This study aims to examine how HRM practices are being transformed to accommodate Generation Z characteristics in the contemporary workplace and to identify the novelty gap left by prior literature, particularly the absence of an integrated, cross-context model linking digital-human hybrid recruitment, personalized engagement, continuous micro-development, and purpose-driven retention. Using a systematic literature review method, this study analyzed thirty-five primary sources drawn from international and Indonesian publications between 2021 and 2026, supplemented by recent peer-reviewed studies indexed in Google Scholar with active digital object identifiers. Thematic synthesis was applied across four domains: recruitment and onboarding, engagement and well-being, talent development and retention, and digital or artificial-intelligence-based transformation. The findings reveal that organizations succeeding with Generation Z combine artificial-intelligence-enabled HR technology with psychologically informed, human-centered practices such as transparent communication, flexible work arrangements, and purpose-aligned career paths. The study concludes that HRM transformation for Generation Z is not merely technological but represents a paradigm shift toward adaptive, employee-centric, and digitally augmented human resource ecosystems. These findings offer practical implications for HR practitioners designing generation-responsive policies and theoretical contributions for future empirical validation.
Digital Presenteeism: The Phenomenon of Apparent Presence and Employee Productivity in the Era of Hybrid Work Atiek Ike Wijayanti; Ahmad Fauzi Pane; Achmad Nur Khaeri; Miko Mei Irwanto
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/p2kmxx56

Abstract

Digital presenteeism has emerged as a critical yet underexplored phenomenon in contemporary organizational behavior, particularly in the context of the hybrid work era accelerated by the COVID-19 pandemic. This study examines the concept of digital presenteeism—defined as the condition in which employees remain digitally visible and apparently engaged while simultaneously experiencing diminished actual productivity—and its multidimensional effects on employee performance and well-being. Using a quantitative cross-sectional design, data were collected from 287 hybrid workers across multiple industries via structured online surveys using the Stanford Presenteeism Scale (SPS-6) and the Utrecht Work Engagement Scale (UWES). Multiple regression analysis revealed that always-on availability (β = -0.312, p < .001), digital visibility anxiety (β = -0.278, p < .001), work-life boundary violation (β = -0.241, p < .001), and supervisor digital monitoring (β = -0.189, p < .001) significantly and negatively predicted perceived productivity, while employee well-being was a significant positive predictor (β = 0.334, p < .001). The model explained 48.7% of variance in productivity (R² = 0.487). Findings underscore the urgency for organizations to establish evidence-based policies addressing the psychological costs of digital presence performance in hybrid settings, and contribute novel empirical insights to the emerging literature on virtual presenteeism and hybrid work management.
Human-Centered Leadership and Employee Well-Being: Evidence from the Digital Workplace Ida Farida
Maneggio Vol. 3 No. 3 (2026): JUNE - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/adpekg76

Abstract

Digital transformation has reshaped how leaders and employees interact, raising both opportunities for flexibility and risks of technostress and digital fatigue. This article synthesizes 25 recent studies (2019-2026) to examine how human-centered leadership relates to employee well-being in digital workplaces. Using a narrative literature review approach, evidence was drawn from journal articles and conference proceedings indexed in Scopus, Web of Science, and Google Scholar, selected through a structured identification, screening, and eligibility process. The synthesis shows that human-centered leadership consistently predicts higher employee well-being across sectors and countries, operating through three mediating pathways: psychological safety and digital trust, work engagement and digital self-efficacy, and technostress mitigation. These relationships are moderated by work arrangement (remote, hybrid, on-site), organizational digital readiness, and industry context. Grounded in the Job Demands-Resources model, Conservation of Resources theory, and Self-Determination Theory, this study proposes an integrated conceptual framework linking human-centered leadership to employee well-being in digitalized settings. The novelty of this article lies in its explicit integration of digital and human-centered leadership literatures, its cross-sectoral synthesis, and its attention to underexplored moderators. Findings offer theoretical propositions for future empirical testing and practical guidance for organizations seeking to humanize digital transformation while safeguarding employee well-being.
The Role of Work-Life Balance in Employee Retention: A Systematic Literature Review among Millennials and Generation Z Andi Harnas Baharuddin
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/jxjt3x46

Abstract

Employee retention has become a critical strategic concern for organizations navigating a workforce increasingly composed of Millennials and Generation Z, two cohorts widely known for prioritizing balance between professional and personal life over traditional incentives such as salary alone. This study conducts a systematic literature review examining the role of work-life balance in shaping employee retention among these two generational cohorts. Following PRISMA 2020 guidelines, twenty-five peer-reviewed articles published between 2021 and 2026 were identified, screened, and thematically synthesized from Google Scholar, Scopus-indexed journals, and other reputable academic repositories. The review reveals that work-life balance consistently exerts a significant positive influence on employee retention, primarily through the mediating roles of job satisfaction, organizational commitment, and job embeddedness, while simultaneously reducing turnover intention. Flexible arrangements, supportive leadership, employer branding, and compensation emerge as key reinforcing mechanisms. Notable generational nuances are identified: Millennials value stability and career progression alongside balance, whereas Generation Z emphasizes autonomy, mental well-being, and purpose-driven work. This review contributes a novel integrative, generation-differentiated framework linking work-life balance to retention outcomes and offers practical implications for human resource strategies, including flexible scheduling, welfare benefits, and generation-sensitive retention programs. Limitations and future research directions are discussed.
Digital Management Accounting as a Tool for Strategic Decision-Making by MSME Owners: A Systematic Literature Review Mediaty; Asri Usman; Andi Naimah Syakir; Mulia Suardi
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/x46jff03

Abstract

Micro, small, and medium enterprises (MSMEs) constitute the backbone of many emerging economies, yet a large share of their owners continue to rely on intuition rather than structured financial information when making strategic decisions. Digital management accounting (DMA) the integration of cloud-based bookkeeping, accounting information systems, big data analytics, and artificial intelligence into management accounting practice  has been proposed as a mechanism to close this gap. This study conducts a systematic literature review (SLR) following the PRISMA protocol to examine how digital management accounting supports strategic decision-making among MSME owners. Twenty-five peer-reviewed articles published between 2021 and 2026, drawn from Scopus, Google Scholar, DOAJ, and Consensus, were analyzed thematically. The review finds that DMA improves decision quality through three interrelated mechanisms: (1) enhanced information quality and timeliness, (2) cost and resource efficiency, and (3) expanded analytical capacity through big data and artificial intelligence. However, adoption remains constrained by digital literacy gaps, infrastructure limitations, and resource-based barriers specific to MSMEs. The novelty of this review lies in synthesizing fragmented, largely single-country evidence into an integrated conceptual model linking digital management accounting adoption, information quality, and strategic decision outcomes, while identifying under-researched areas such as artificial intelligence-based management accounting for micro-scale enterprises in developing economies.
The Influence of Self-Capacity Enhancement, Personality, and Managerial Competence of Madrasah Principals on the Effectiveness of State Islamic Senior High Schools in the Riau Islands Province Safiyah Riyantini; Kasful Anwar; Abdul Halim
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/qyxvnf65

Abstract

This study aims to examine and analyze the effects of Self-Capacity Enhancement, Personality, and Managerial Competence of Madrasah Principals on the Effectiveness of State Islamic Senior High Schools (Madrasah Aliyah Negeri) in the Riau Islands Province, both directly and indirectly through Managerial Competence as a mediating variable. This study employed a quantitative approach using a survey method. The respondents consisted of 207 teaching and educational staff from three State Islamic Senior High Schools in the Riau Islands Province. Data were collected using questionnaires and analyzed using path analysis. The results of the study indicate that: (1) Self-Capacity Enhancement (X₁) has a positive and significant effect on the Managerial Competence of Madrasah Principals (X₃), with a path coefficient of 0.379 and a significance value of 0.000; (2) Personality (X₂) has a positive and significant effect on Managerial Competence (X₃), with a path coefficient of 0.419 and a significance value of 0.000; (3) Self-Capacity Enhancement (X₁) and Personality (X₂) simultaneously have a significant effect on Managerial Competence (X₃), with an R² value of 0.507, indicating that 50.7% of the variance in Managerial Competence is explained by these two variables; (4) Self-Capacity Enhancement (X₁) has a positive and significant effect on Madrasah Effectiveness (X₄), with a path coefficient of 0.266 and a significance value of 0.000; (5) Personality (X₂) has a positive and significant effect on Madrasah Effectiveness (X₄), with a path coefficient of 0.150 and a significance value of 0.008; (6) Managerial Competence (X₃) has a positive and significant effect on Madrasah Effectiveness (X₄), with a path coefficient of 0.509 and a significance value of 0.000; (7) Self-Capacity Enhancement, Personality, and Managerial Competence simultaneously have a significant effect on Madrasah Effectiveness, with an R² value of 0.667, indicating that 66.7% of the variance in Madrasah Effectiveness is explained by these three variables; (8) Managerial Competence mediates the effect of Self-Capacity Enhancement on Madrasah Effectiveness, with an indirect effect of 0.193; and (9) Managerial Competence mediates the effect of Personality on Madrasah Effectiveness, with an indirect effect of 0.213. The implications of the study indicate that the Managerial Competence of Madrasah Principals is the variable with the strongest direct effect on Madrasah Effectiveness, with a path coefficient of 0.509. Furthermore, Managerial Competence serves as an important mechanism linking the Self-Capacity Enhancement and Personality of Madrasah Principals to Madrasah Effectiveness. Therefore, continuous efforts to develop self-capacity, strengthen personality, and enhance the managerial competence of Madrasah Principals are essential as strategies for improving the effectiveness of State Islamic Senior High Schools in the Riau Islands Province.
The Influence of Institutional Goals, Participation, and Lecturer Commitment on Lecturers’ Performance University of Riau Yundri Akhyar; Martinis Yamin; Abdul Halim
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/06hc1q60

Abstract

This study aims to analyze the influence of institutional goals, participation, and lecturer commitment on lecturer performance at the University of Riau. The research employed a quantitative correlational design. The population consisted of 1,464 permanent lecturers registered in SINTA, from which a sample of 147 was selected using proportional stratified random sampling. Data were collected through a five-point Likert scale questionnaire that had been tested for validity and reliability. Data analysis was conducted using multiple regression and mediation testing with the bootstrap method to examine both direct and indirect effects. The results revealed that institutional goals, participation, and lecturer commitment have positive and significant effects on lecturer performance, with an adjusted R² value of 0.63, indicating that these three variables explain 63% of the variance in lecturer performance. Lecturer commitment showed the most dominant effect and partially mediated the relationship between institutional goals and lecturer performance. These findings indicate that lecturer performance is determined not only by structural factors such as institutional goal clarity but also by psychological factors such as engagement and commitment. The study implies that strengthening institutional communication, encouraging lecturer participation in decision-making, and developing professional commitment are essential strategies to achieve sustainable academic excellence.
Intelligence Adverse Resilience in Improving the Quality of Decision-Making of Madrasah Foundation Chairmans in East Java Province Supriadi; Samsu; M. Syahran Jaelani
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/vhxkjs34

Abstract

This study aims to describe the level of adversity quotient, analyze the quality of decision-making, identify the role of adversity quotient in strategic decision-making processes, and examine the relationship between the two among Islamic foundation (madrasah foundation) leaders in East Java Province. Employing a phenomenological qualitative approach, the research was conducted at three foundations representing different regional contexts: Amanatul Ummah Mojokerto Foundation (semi-urban Islamic boarding school-based), Al-Huda Kediri City Foundation (competitive urban), and Darul Madinah Gresik Foundation (industrial-coastal area). Data were collected through semi-structured interviews, participatory observation, and documentation, then analyzed using Miles and Huberman's interactive model. The results reveal three main findings. First, foundation leaders with high adversity quotient demonstrate more adaptive and strategic decision-making patterns. Second, differences in socio-cultural and geographical contexts influence leadership character: Amanatul Ummah Foundation exhibits a strategic-hierarchical Climber-type pattern, Al-Huda Foundation displays a directive-authoritative pattern, and Darul Madinah Foundation reflects a pragmatic-responsive pattern. Third, the integration of local values ​​sumeleh and seeks to strengthen the control and endurance dimensions within Stoltz's CORE framework. This study concludes that a high level of adversity quotient, combined with emotional intelligence and contextual awareness, contributes significantly to effective, efficient, and sustainable decision-making quality for madrasa development.
Artificial Intelligence in Human Resource Management Aris Setia Noor; Firdiansyah Lukman; Pandef Rudianto
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/8dfg1g23

Abstract

Artificial intelligence (AI) is transforming human resource management (HRM) from an administrative function into a data-driven strategic capability. This article synthesizes twenty-five peer-reviewed sources published between 2021 and 2026 to examine how AI technologies, including machine learning, natural language processing, and generative AI, are reshaping recruitment, training, performance management, compensation, and retention. Using a structured literature review method with a PRISMA-informed research flow, this study identifies patterns across empirical, conceptual, and bibliometric studies on AI-HRM integration. The findings show that AI enhances the speed and consistency of recruitment screening, personalizes learning and development pathways, and produces predictive insights that support retention and workforce planning. At the same time, the literature consistently raises concerns about algorithmic bias, data privacy, and the erosion of human judgment in high-stakes decisions such as hiring and termination. The novelty of this review lies in integrating strategic, ethical, and technological perspectives into one conceptual framework linking AI capability, HR functional application, organizational outcome, and governance safeguard, an integration most prior single-function reviews omit. The article concludes that sustainable AI-HRM adoption requires augmentation rather than replacement of human decision-makers, supported by transparent governance, continuous auditing, and HR professionals equipped with data literacy to interpret and contest algorithmic recommendations responsibly.
Turning Digital Transformation to Sustainable Competitive Advantage: A Qualitative Multi-Case Study Across Industries Elkana Timotius
Maneggio Vol. 3 No. 4 (2026): AUGUST - MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/18e1kj34

Abstract

Digital transformation has become one of the most pressing strategic agendas for organizations seeking to maintain competitive advantage amidst rapid technological disruption. This article aims to analyze how the digital transformation process contributes to the formation of sustainable competitive advantage (SCA), by positioning dynamic capabilities and organizational agility as key connecting mechanisms. This research uses a qualitative multi-case case study approach based on document analysis and cross-case synthesis of several organizations across sectors—banking, tourism and hospitality, manufacturing, and small and medium enterprises—that have been published in the current literature. Data are analyzed thematically through stages of within-case and cross-case analysis to identify patterns, similarities, and contextual specificities. The results show that digital transformation does not automatically generate sustainable competitive advantage, but rather depends on the organization's capacity to build dynamic capabilities, strategic agility, and a culture of innovation that aligns with each organization's resource and institutional context. The novelty of this research lies in the integration of the Resource-Based View and Dynamic Capabilities Theory frameworks in a cross-sector and cross-country synthesis that has rarely been done in qualitative-comparative ways. Practical implications for managers and policy makers, limitations of the study, and directions for further research are also discussed at the end of the article.

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