Fundamental and Applied Management Journal
Strategic and Operations Management, addressing strategic decision-making, operational excellence, supply chain, process improvement, and performance management. Business and International Management, covering global strategy, cross-border operations, internationalization, and comparative management practices. Marketing and Consumer Studies, exploring market strategy, consumer behavior, branding, digital marketing, and marketing analytics. Human Resource Management and Organisational Behaviour, focusing on talent management, leadership, motivation, organizational culture, and workplace behavior. Entrepreneurship and Management of Innovation, examining venture creation, entrepreneurial ecosystems, innovation strategy, and scaling new businesses. Management of Technology and Innovation, investigating technology adoption, digital transformation, R&D management, and innovation processes in organizations. Corporate Social Responsibility and Sustainability, addressing sustainable strategy, ESG, social impact, stakeholder engagement, and responsible business practices. Corporate Governance, covering board effectiveness, governance structures, accountability, transparency, and regulatory compliance. Financial Management, focusing on corporate finance, investment decisions, financial performance, risk management, and financial planning.
Articles
151 Documents
<![CDATA[Organizational Citizenship Behavior as a Mediator of Transformational Leadership and Employee Performance in Engineering Firms ]]>
<![CDATA[Irna Dalimunthe]]>;
<![CDATA[Rahmat Agus Santoso]]>;
<![CDATA[F. Risallah]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.795
<![CDATA[Employee performance has become a critical issue in the engineering sector due to increasing organizational complexity, technological advancement, and the demand for effective teamwork and operational efficiency. In this context, transformational leadership is considered an important leadership approach that can enhance employee performance by encouraging positive organizational behavior such as Organizational Citizenship Behavior (OCB). However, previous studies have shown inconsistent findings regarding the direct and indirect relationship between transformational leadership, OCB, and employee performance, particularly in the engineering sector. This study aims to examine the mediating role of Organizational Citizenship Behavior in the relationship between transformational leadership and employee performance in the engineering sector. The study employed a quantitative research approach with an explanatory research design. Data were collected through structured questionnaires distributed to employees working in engineering-related organizations. The sampling technique used purposive sampling with a total of 200 respondents. The collected data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS-SEM) approach through SmartPLS software. The findings revealed that transformational leadership has a positive and significant effect on employee performance and Organizational Citizenship Behavior. In addition, Organizational Citizenship Behavior was found to significantly influence employee performance. The study also confirmed that Organizational Citizenship Behavior significantly mediates the relationship between transformational leadership and employee performance. These results indicate that transformational leaders are able to improve employee performance not only directly but also indirectly by fostering voluntary organizational behavior among employees. This study contributes to the development of organizational behavior and leadership literature by providing empirical evidence regarding the mediating role of Organizational Citizenship Behavior in the engineering sector.]]>
<![CDATA[Employee Performance from a Well-Being Perspective: The Mediating Role of Job Satisfaction ]]>
<![CDATA[Toriqi Fajerin]]>;
<![CDATA[Rahmat Agus Santoso]]>;
<![CDATA[Abdul Kholid Achmad]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.797
<![CDATA[This study is motivated by the increasing complexity of public sector organizations in the era of digital transformation, which has intensified employee workloads and raised demands for organizational performance. Differences in employment status among Civil Servants (PNS), Government Employees with Work Agreements (PPPK/P3K), and honorary employees have created disparities in job security, compensation, and welfare, while employees are still expected to achieve similar performance targets. Therefore, this study aims to examine employee performance from a well-being perspective by analyzing the effect of Job Insecurity, Work Motivation, Organizational Commitment, and Compensation on Employee Performance through the mediating role of Job Satisfaction. This study employed a quantitative explanatory research design conducted at the Tourism, Creative Economy, Culture, and Youth and Sports Agency of Gresik Regency. Data were collected from 152 employees consisting of PNS, PPPK/P3K, and honorary employees using structured questionnaires. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings revealed that Job Insecurity negatively and significantly affected Job Satisfaction and Employee Performance, while Work Motivation, Organizational Commitment, and Compensation positively and significantly influenced Job Satisfaction and Employee Performance. Job Satisfaction was also proven to significantly mediate the relationship between the independent variables and Employee Performance. This study contributes theoretically by developing a comprehensive well-being-based employee performance model in the public sector and practically by providing strategic recommendations for improving employee welfare and sustainable organizational performance.]]>
<![CDATA[Workload and Burnout on Healthcare Worker Performance in Remote Riau Islands Puskesmas, Indonesia: Moderating Role of Organizational Support ]]>
<![CDATA[Dahlan Gunawan]]>;
<![CDATA[Elly Rumengan]]>;
<![CDATA[Malahayati Rusli Bintang]]>;
<![CDATA[Etty Sri Wahyuni]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.932
<![CDATA[Healthcare workers (HCWs) in remote archipelagic regions bear a disproportionate workload that threatens both their psychological wellbeing and the quality of primary care. This study examines the effect of workload on burnout and HCW performance at community health centres (Puskesmas) in remote island districts of Riau Islands Province, Indonesia, positioning organizational support as a moderating variable. Grounded in the Job Demands–Resources (JD-R) model, Conservation of Resources (COR) theory, and Organizational Support Theory (OST), a quantitative cross-sectional survey was administered to 186 HCWs across 18 Puskesmas in Natuna, Lingga, and Kepulauan Anambas, selected through proportionate stratified random sampling. Workload was measured with the NASA-Task Load Index, burnout with the Maslach Burnout Inventory (MBI-HSS), performance with a validated 20-item instrument, and organizational support with the Survey of Perceived Organizational Support. Moderated-mediation analysis (PROCESS Model 59, 5,000 bootstrap samples) showed that workload significantly increased burnout (β = 0.512, p < 0.001) and reduced performance (β = −0.374, p < 0.001), with burnout partially mediating the relationship (indirect effect = −0.189, 95% CI [−0.261, −0.121]). Organizational support significantly buffered both the workload–burnout path (β = −0.284, p = 0.003) and the workload–performance path (β = 0.231, p = 0.011). The study's novelty lies in demonstrating an actionable buffering mechanism in DTPK settings and proposing an integrated organizational-support intervention model as a policy solution. Because organizational support can be strengthened quickly and at low cost through supervisory responsiveness, workload rationalisation, recognition, and wellbeing support it provides district health offices in DTPK settings with a fast and affordable intervention lever to protect HCW performance where structural workforce solutions remain slow and costly.]]>
<![CDATA[Time Pressure, Educational Skills, and Autonomy as Predictors of Job Satisfaction and Job Performance: The Moderating Role of Internet Usage among Ministry of Maritime Affairs and Fisheries Employees, Indonesia ]]>
<![CDATA[Afzil Ramadian]]>;
<![CDATA[Loso Judijanto]]>;
<![CDATA[Encep Sopandi]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 3 (2026): September ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i3.944
<![CDATA[This research looks at how time pressure, learning abilities, and freedom at work influence how satisfied employees are with their jobs and how well they perform in their roles within Indonesia's Ministry of Maritime Affairs and Fisheries. It also looks at how internet use affects the association between these factors and job satisfaction. A quantitative correlational design was employed in this investigation. Data were gathered from 153 employees who were chosen using purposive sampling and were examined using SmartPLS 3 and partial least squares structural equation modeling (PLS-SEM). The results indicate that time pressure and autonomy were important factors in determining job satisfaction, but educational skills did not have a meaningful impact on job satisfaction at the 5% significance level. Time pressure, knowledge of education, ability to work independently, and how happy someone is with their job all had a big effect on how well they perform at work. Using the internet has greatly reduced how much time pressure, learning abilities, independence, and happiness at work are connected to each other. The model accounted for 63% of the difference in contentment at work and 71% of the variation in job performance. The results show that factors like time pressure, freedom to make decisions, how well someone can learn, and how happy they are with their job all play a big role in how well employees perform. The way people use the internet helps to strengthen the connection between important work factors and how satisfied they are with their job, but it doesn't directly influence that connection. These results show that having helpful digital tools can make a big difference in making employees happier and more effective in government workplaces.]]>
<![CDATA[The Role of Artificial Intelligence to Improve Workplace Satisfaction and Productivity: A Qualitative Case Study of Healthcare Workers in Indonesian Hospitals ]]>
<![CDATA[Encep Sopandi]]>;
<![CDATA[Loso Judijanto]]>;
<![CDATA[Agustin Amborowati]]>;
<![CDATA[Andi Subhan Amir]]>;
<![CDATA[Mochammad Isa Anshori]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 3 (2026): September ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i3.1036
<![CDATA[This study investigates the function of AI in enhancing workplace satisfaction and productivity among healthcare workers while identifying organizational challenges related to Artificial Intelligence implementation in an Indonesian hospital. A qualitative case study was conducted at Hospital S, Malang City, Indonesia. Ten healthcare workers with direct experience using Artificial Intelligence-supported healthcare systems were selected through purposive sampling. Data was gathered using semi-structured interviews, observations, and looking at documents. Then, the data was studied using the Miles and Huberman method, which includes steps like simplifying the information, organizing it into patterns, and finally drawing conclusions. Drawing and verification. Artificial Intelligence improved workplace satisfaction by reducing administrative workloads, supporting professional development, enhancing work experiences, promoting transparent decision-making, and strengthening collaboration. Artificial Intelligence also increased workplace productivity through faster clinical decision-making, improved operational efficiency, automation of routine administrative tasks, reduced medical errors, effective human–technology collaboration, and improved healthcare service quality. Nevertheless, resistance to organizational change, concerns regarding workforce replacement, and the need for continuous technological training remained significant implementation challenges. Artificial Intelligence has considerable potential to improve both workplace satisfaction and productivity when supported by appropriate organizational strategies. Human-centered AI implementation, continuous digital competency development, and effective organizational support are essential to maximize the benefits of Artificial Intelligence adoption and promote sustainable improvements in healthcare services.]]>
<![CDATA[The Impact of Digital Marketing Capabilities and Data Literacy on MSME Marketing Performance in Kubu Raya Regency with the Mediating Role of Customer Engagement in the Digital Acceleration Era ]]>
<![CDATA[Dina Octaviani]]>;
<![CDATA[Sigit Sugiardi]]>;
<![CDATA[Rustam]]>;
<![CDATA[Dini Oktarika]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.1116
<![CDATA[MSMEs in Kubu Raya Regency operate in a regional business environment where digital platforms are increasingly used to expand market reach, maintain customer relationships, and respond to changing consumer behavior. However, differences in digital marketing capability and data literacy may limit how effectively MSMEs convert digital adoption into measurable marketing performance. This study examines the effects of Digital Marketing Capability and Data Literacy on Marketing Performance, with Customer Engagement positioned as a mediating variable. A quantitative survey was conducted involving 150 MSME owners and/or managers selected through purposive sampling. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that Digital Marketing Capability and Data Literacy are positively associated with Customer Engagement and Marketing Performance, while Customer Engagement is also positively related to Marketing Performance. The mediation results indicate that Customer Engagement helps explain the relationship between digital capability, data literacy, and marketing outcomes, although the strength of the mediation should be interpreted cautiously and supported by complete reporting of indirect effects, direct effects, confidence intervals, and VAF values. This study contributes to digital marketing research by highlighting Customer Engagement as a behavioral mechanism that links internal digital readiness with MSME marketing outcomes in a regional Indonesian context. Practically, the findings suggest that MSMEs should not only adopt digital tools but also strengthen data-based decision-making and customer interaction strategies to improve marketing effectiveness.]]>
<![CDATA[Optimization of the Local Resource-Based Soy Milk Value Chain to Support the Free Nutritious Meal (MBG) Program: A Value Chain and Added Value Analysis in Jember Regency ]]>
<![CDATA[R. Abdoel Djamali]]>;
<![CDATA[Naning Retnowati]]>;
<![CDATA[Dhanang Eka Putra]]>;
<![CDATA[Deltaningtyas Tri Cahyaningrum]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 3 (2026): September ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i3.1140
<![CDATA[The Free Nutritious Meal Program (Makan Bergizi Gratis [MBG]) has increased the demand for sustainable and nutritious food products while creating opportunities to strengthen local food systems in Indonesia. Soy milk, as a plant-based source of protein, offers considerable potential to support this program by reducing dependence on imported dairy products and generating added value for local communities. This study aims to analyze the structure of the soy milk value chain in Jember Regency, estimate the added value generated through soybean processing, and develop an institutional model to support the sustainability of the MBG Program. A mixed-methods approach was employed by integrating Value Chain Analysis and the Hayami value-added method. Data were collected through questionnaires, interviews, field observations, and secondary sources involving soybean farmers, processing enterprises, distributors, and relevant institutions. The findings reveal that the soy milk value chain consists of four major actors: suppliers, processors, distributors, and consumers, with processing activities serving as the primary source of value creation. The Hayami analysis indicates that processing 100 kg of soybeans produces 70 liters of soy milk and generates an added value of IDR 11,500 per kilogram of raw material, corresponding to a high value-added ratio of 46.94%. However, limited coordination among stakeholders, technological constraints, and fragmented distribution systems reduce supply-chain efficiency. To address these challenges, this study proposes a Soybean Food Hub model that integrates production, processing, distribution, and institutional support to strengthen local food systems and enhance the implementation of sustainable nutrition programs.]]>
<![CDATA[The Role of Social Media Marketing in Enhancing Consumer Purchase Decisions among Local Businesses in Mataram City ]]>
<![CDATA[Asri Oktiani]]>;
<![CDATA[Sri Maryanti]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.695
<![CDATA[This research explores the mechanisms through which social media-based marketing activities influence purchasing behaviour among customers of locally operated businesses in Mataram, Indonesia. The study responds to the scarcity of empirical research focusing on digital marketing practices in regional small-enterprise settings. Data were obtained from 250 individuals who had been exposed to and interacted with promotional content published by local businesses on social media. Using a cross-sectional quantitative approach, responses collected through a structured questionnaire were examined through partial least squares structural equation modelling. The analysis first verified the adequacy of the constructs in terms of reliability and validity before evaluating the proposed relationships among the variables. The findings demonstrate that consumer trust is significantly strengthened by content quality, interactivity, informativeness, entertainment, and electronic word-of-mouth. Electronic word-of-mouth produced the largest contribution to trust formation (β = 0.29, p < 0.001). Trust subsequently showed a substantial positive association with purchasing decisions (β = 0.67, p < 0.001). The model accounted for 58% of the variation in consumer trust and 45% of the variation in purchasing decisions. The indirect-effect analysis further established that trust serves as a significant intermediary between each social media marketing dimension and consumer purchasing decisions. These findings extend digital marketing research by offering evidence from a regional Indonesian market and emphasizing that trust-building communication is particularly important for small and locally based enterprises. Practically, local businesses should prioritize credible customer reviews, useful information, responsive interactions, and authentic content to strengthen their digital competitiveness.]]>
<![CDATA[Leadership Style and Job Satisfaction among Generation MZ Employees in Bekasi, Indonesia: The Mediating Role of Work Engagement ]]>
<![CDATA[Rio Nardo]]>;
<![CDATA[Indri Guslina]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.745
<![CDATA[This study examines the relationship between leadership style and job satisfaction among Generation MZ employees in Bekasi, Indonesia, with work engagement as a mediating variable. Using a quantitative cross-sectional approach, data were collected from 341 employees and analyzed using PLS-SEM. The findings reveal that eadership style was positively associated with both work engagement and job satisfaction. In addition, work engagement significantly influences job satisfaction and partially mediates the relationship between leadership style and job satisfaction. These findings suggest that supportive leadership practices are associated with higher employee satisfaction both directly and indirectly through enhanced work engagement among Generation MZ employees in Bekasi, Indonesia. This study contributes to the literature on generational workforce management and leadership behavior in emerging economies. However, the findings should be interpreted cautiously due to discriminant validity limitations between several constructs.]]>
<![CDATA[Digital Competency Gap and Organizational Readiness in E-Government Implementation across Indonesia's 3T Regions ]]>
<![CDATA[Suhelmi Helia]]>;
<![CDATA[Asnil Asnil]]>;
<![CDATA[Ronal Regen]]>;
<![CDATA[Wazirman Wazirman]]>
<![CDATA[ Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June ]]>
Publisher : <![CDATA[Global Research Collaboration ]]>
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DOI: 10.66314/famj.v4i2.912
<![CDATA[The implementation of e-government in Indonesia's disadvantaged, frontier, and outermost (3T) regions still faces various challenges related to the digital competence of civil servants, human resource management support, and organizational readiness. Previous research has focused more on technological and infrastructure aspects, while the integrated role of human resource capacity and organizational readiness in supporting e-government implementation is still limited. Based on the Resource-Based View (RBV), Technology Acceptance Model (TAM), and Organizational Readiness perspective, this study aims to analyze the influence of Digital Competency and Human Resource Management Support on E-Government Implementation through Organizational Readiness. The study uses a quantitative explanatory approach involving 200 government officials in the disadvantaged, frontier, and outermost (3T) regions of Indonesia. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results show that Digital Competency and Human Resource Management Support have a positive and significant effect on Organizational Readiness and E-Government Implementation. Organizational Readiness also positively influences E-Government Implementation and partially mediates the relationship between Digital Competency and Human Resource Management Support with E-Government Implementation. The research model has moderate explanatory power, with R2 values of 0.392 for Organizational Readiness and 0.521 for E-Government Implementation. This finding emphasizes the importance of strengthening organizational readiness as a key mechanism to optimize sustainable digital transformation in local governments within the disadvantaged, frontier, and outermost (3T) regions.]]>
