Articles
411 Documents
<![CDATA[Does Working Capital Management Impact Profitability? A Study on ASEAN-5 Food and Beverage Companies ]]>
<![CDATA[Rahmadani, Salsabila Gading]]>;
<![CDATA[Pangestuti, Irene Rini Demi]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.55169
<![CDATA[Objective: This study aims to examine the impact of working capital management on profitability of go-public ASEAN-5 food and beverage companies. Design/Methods/Approach: This study employs multiple linear regression analysis on secondary financial data of go-public ASEAN-5 food and beverage companies from 2017-2022. The sample for the research is deliberately chosen through purposive sampling technique. Findings: The results indicate that the cash conversion cycle (CCC), receivable conversion period (RCP), and accounts payable period (APP) have a significant negative impact on profitability, proxied by return on assets (ROA), while the inventory conversion period (ICP) has a positive effect on profitability. Originality/Value: This study uniquely explores the food and beverage sector in the ASEAN-5 region with adding the dimension of crisis, COVID-19 pandemic. Practical/Policy implication: Based on the results, food and beverage sector managers should be more careful in making investment decisions regarding inventory, especially during a crisis. Also, maintaining good trade relations with suppliers through timely debt payment would be better. ]]>
<![CDATA[Spirituality in the Workplace: Enhanced Job Satisfaction Through Employee Well-being and Work-life Balance ]]>
<![CDATA[Nikensari, Galuh Amilia]]>;
<![CDATA[Yudhistira, Putu Gde Arie]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.57090
<![CDATA[Objective: This study examines the relationship between workplace spirituality and job satisfaction mediated by employee well-being and moderated by work-life balance in the travel industry. Design/Methods/Approach: The data was collected using a questionnaire using purposive sampling. A total of 415 respondents working in conventional travel agent services participated in the study. Data analysis was performed using the Partial Least Square Structural Equation Model (PLS-SEM) via outer and inner models using SmartPLS 4. Findings: This study identifies that workplace spirituality positively has a direct and indirect impact on job satisfaction with the mediating effect of employee well-being and the moderating effect of work-life balance. Originality/Value: The study provides new insights by examining both the direct and indirect impacts of workplace spirituality on job satisfaction within the travel agent industry. The study also identifies the moderating effect of work-life balance and the mediating effect of employee well-being formulated into a comprehensive model. Practical/Policy implication: This study provides managerial implications, suggesting managers can leverage workplace spirituality as a competitive advantage. Managers can enhance employees' job satisfaction by implementing well-being programs that consider employees' spiritual needs and work-life balance.]]>
<![CDATA[Analysis of Antecedent and Outcome Factors of Employee Voice Behavior: A Systematic Literature Review ]]>
<![CDATA[Ashfan, Mahadharu Ashifaati]]>;
<![CDATA[Afrianty, Tri Wulida]]>;
<![CDATA[Utami, Hamidah Nayati]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.57251
<![CDATA[Objective: This research provides an integrative and comprehensive review of 158 articles on employee voice behavior over 53 years (1970–2023) using the Systematic Literature Review (SLR) research method. The aim is to provide information about the concepts, factors, and outcomes influencing Employee Voice Behavior in companies and identify research gaps for future studies. Design/Method/Approach: This research uses the Systematic Literature Review method, which involves software such as VOSViewer, Publish or Perish, and Mendeley. These tools facilitate the systematic analysis of selected articles. Findings: Research findings show a significant increase in using Employee Voice Behavior topics in research publications. In general, employee voice behavior is influenced by five main elements: individual characteristics, attitudes and perceptions towards work and the organization, feelings and beliefs, behavior of superiors and leaders, and contextual factors. These elements provide room for further investigation by future researchers. Originality/Value: This research makes a significant contribution to the literature by offering a comprehensive analysis of decades of Employee Voice Behavior research. By identifying key influencing factors and trends, this research enriches our understanding of this pivotal aspect of organizational behavior, thereby enhancing the body of knowledge in this field. Practical/Policy Implications: The insights gleaned from this research carry significant practical implications for organizations and policymakers. Understanding the factors that shape employee voice behavior can be a powerful tool in the arsenal of HR practices, leadership development, and organizational policies. These insights can be harnessed to foster employee participation and engagement, thereby enhancing organizational effectiveness.]]>
<![CDATA[The Impact of Digital Financial Inclusion on Bank Profitability: Evidence from Developing Countries ]]>
<![CDATA[Abdul Aziz, Sumayyah]]>;
<![CDATA[Abdul Razak, Lutfi]]>;
<![CDATA[Slesman, Ly Y.]]>;
<![CDATA[Abduh, Muhamad]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.57508
<![CDATA[Objective: This study aims to evaluate the impact of Digital Financial Inclusion (DFI) on the profitability of banks in developing countries, by constructing a novel comprehensive DFI index and employing dynamic panel analysis. Design/Methods/Approach: The research involves a sample of 111 banks across nine developing nations from 2016 to 2020. A new DFI index was constructed to encapsulate both the access and usage dimensions of DFI, along with demographic and geographical considerations, using Principal Component Analysis (PCA). The empirical framework adopted a dynamic panel model, applying two-step system Generalized Method of Moments (GMM) estimators to analyze the data. Findings: The findings indicate a positive and significant relationship between DFI and bank profitability. This relationship highlights the beneficial impacts of DFI on the financial performance of banks within the studied contexts. Originality/Value: This research broadens the current understanding of Digital Financial Inclusion (DFI) by focusing on its impacts not only on bank stability but also on profitability and efficiency, areas not extensively covered by prior studies. Additionally, it contributes to the literature by integrating demographic and geographical dimensions into the construction of a comprehensive DFI index. This approach provides a nuanced understanding of DFI’s effects on bank profitability and represents a significant deviation from traditional studies that focus mainly on access and usage. Practical/Policy implication: Based on the findings, it is recommended that bank managers and financial service providers establish strategic partnerships to strengthen the integration of traditional banking with digital financial services, thereby boosting bank profitability. Regulators must update policies to foster an environment that supports the integration of digital innovations, while ensuring robust consumer protection and data privacy standards. Continuous investment in digital infrastructure and financial literacy is crucial, alongside rigorous policy monitoring and adaptation, to maintain a regulatory framework that promotes the sustainable expansion of DFI and addresses emerging security challenges.]]>
<![CDATA[Bridging the Gap: Orchestrating Indonesian Higher Education ]]>
<![CDATA[Yudhoyono, Agus Harimurti]]>;
<![CDATA[Nadia, Fiona Niska Dinda]]>;
<![CDATA[Mudzakkir, Mohammad Fakhruddin]]>;
<![CDATA[Suhariadi, Fendy]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 2 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i2.60737
<![CDATA[Objective: This study aims to ascertain the extent of the gap between the human resources presently available in the Republic of Indonesia (the number of study programs classified into fields of science existing in Indonesian higher education) and those required in the future to realize the Visi Indonesia Emas 2045. Furthermore, it seeks to identify how resource orchestration can narrow this gap through the lens of Resource Orchestration Theory (ROT). Design/Methods/Approach: The study employs a qualitative research methodology utilizing secondary data sources, namely higher education statistical data issued by the Ministry of Education, Culture, Research and Technology, and gross domestic product industrial data issued by the Indonesian Central Statistics Agency. Findings: This study finds a mismatch between the sector and study program by field of study both nationally and regionally. Nationally, some top sectors are not supported by specific study programs in accordance with their needs. Regionally, there is a mismatch between the distribution of study programs by field of study and the top industries in some region Originality/Value: This research contributes to the existing body of literature on ROT by exploring its applicability to the country’s human resources. While previous studies have employed ROT in organisational settings, this is one of the first to examine the theory in the country-level analysis. Furthermore, research on ROT has typically relied on surveys that are vulnerable to bias. This study, however, employs a distinctive and more comprehensive approach, namely the secondary data analysis. Practical/Policy implication: It is imperative that higher education institutions adopt a resource orchestration theory, which entails discontinuing study programs that fail to reflect the current and future priorities of the industrial sector. This necessitates the establishment of future-oriented programs of study that are aligned with the evolving requirements of the industry and the development of curricula that equip human capital with the skills and knowledge that are required in the future.]]>
<![CDATA[Examining Perceived Organizational Support, Work-Life Balance, and Role Breadth Self-Efficacy in Predicting Employee Adaptive Performance ]]>
<![CDATA[Emur, Alvin Permana]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.54856
<![CDATA[Objective: The study's purpose is to investigate the effect of perceived organizational support (POS) and work-life balance (WLB) on adaptive performance and examine the role of role breadth self-efficacy (RBSE) as mediation in the proposed research model. Design/Methods/Approach: This study adopts a quantitative approach by distributing cross-sectional surveys of multi-sector employees. The collected data were assessed for model evaluation and structural equation model with SmartPLS 4 and tested with disjoint two-stage approach techniques. The study sample was collected from 230 respondents across various industrial sectors. Findings: The results indicate that perceived organizational support and work-life balance have a positive direct effect on adaptive performance and a positive indirect effect through RBSE mediation. Originality: This study makes several contributions to the literature on RBSE and adaptive performance, which has yet to be extensively proposed. Additionally, testing the indirect influence of POS and WLB on adaptive performance through RBSE, an area that has yet to be widely studied, emphasizes the prominent capabilities of RBSE as a mediator. Practical/Policy Implications: This study suggests the importance of strategy and planning for organizations in the aspect of human resources to pay attention to expanding and broadening employee roles, which is key in improving adaptive performance. Then, the findings of this study can be a reference for various business organizations to raise concerns about WLB initiatives and interventions and consideration to improve organizational support for employee work effectiveness.]]>
<![CDATA[The Role of Knowledge Management, Transformational Leadership, and Organizational Commitment on Employee Performance: Empirical Study in Public Sector ]]>
<![CDATA[Pangaribuan, Leviadi]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.56264
<![CDATA[Objective: This research aims to empirically investigate the influence of knowledge management practices and transformational leadership on employee performance in the public sector, through the role of organizational commitment as a mediator Design/Methods/Approach: Data were collected using an online questionnaire method from 854 employees. Respondents who meet the requirements in this study are permanent employees with at least one year of work experience from staff level to manager. The collected data were analyzed using Lisrel 8.8 via structural equation modeling (SEM) to explain the relationship between constructs. Findings: The findings of this study showed that both knowledge management and transformational leadership demonstrated a positive and significant effect on employee performance. Organizational commitment positively influenced employee performance, partly mediating the impacts of both knowledge management and transformational leadership on employee performance. Originality/Value: This research sheds light on the role of knowledge management within the Indonesian public sector, a developing country context where previous studies have indicated its rare implementation. Additionally, by combining the role of transformative leadership style as an additional predictor, it can contribute to enriching existing literature. Although previous research has placed organizational commitment as a mediating factor, the integration of this research model has not occurred before, especially in the context of the public sector. Practical/Policy Implication: Public sector organizations are advised to encourage the implementation of knowledge management and create transformative leaders. The synergy between knowledge management and transformational leadership fosters a dynamic workplace environment, enabling employees to be well-prepared, motivated, and empowered to perform effectively in their roles, thereby contributing to organizational success.]]>
<![CDATA[Student Academic Performance: The Role of Antecedents, Mediation, and Moderation ]]>
<![CDATA[Safira, Dea Salma]]>;
<![CDATA[Ekowati, Dian]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.56960
<![CDATA[Objective: This study aims to investigate students' academic performance by examining the role of knowledge hiding (KHi) as a mediating variable and using three antecedents as dependent variables. Additionally, it explores the moderating role of academic self-efficacy on KHi behavior and students' academic performance. The research objectives should be expressed clearly and concisely. Design/Methods/Approach: Eleven hypotheses were analyzed using structural equation modeling (SEM). Data were collected through a primary survey based on structured questionnaires, with a sample size of 252 undergraduate students from various universities. Findings: Performance motivation and sense of relatedness positively affect academic performance, while territoriality of knowledge negatively affects academic performance. Territoriality of knowledge and sense of relatedness increase KHi. Meanwhile, performance motivation doesn't notably influence it. KHi partially mediates the impact of knowledge territoriality and fully mediates the effect of relatedness on academic performance. Academic self-efficacy doesn't significantly moderate the relationship between KHi and academic performance. Originality/Value: The study was conducted among students, bringing an academic perspective into the KHi literature. This study contributes new insights from a developing country to human resource management by examining KHi and academic performance within higher education—a previously unexplored context. Conducted among students, it enriches the KHi literature with valuable academic perspectives. Practical/Policy implication: This study presents exciting insights for administrators and policymakers in academia. By establishing a model, the research highlights that the phenomenon of KHi exists among students, which may or may not have immediately apparent negative effects, especially when compared to an organizational context. However, it certainly does not bode well for their future in the workforce, where indulging in knowledge hiding within teams or groups as employees can be detrimental.]]>
<![CDATA[Predicting Gen Z’s Intention to Stay: The Role of Workplace Fun, Psychological Capital, and Work Engagement ]]>
<![CDATA[Mufidawati, Handwita]]>;
<![CDATA[Desiana, Putri Mega]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.57273
<![CDATA[Objective: This study aims to investigate the influence of workplace fun and psychological capital on Gen Z employees' intention to stay, and investigate the role of work engagement as a mediator in the relationship between the proposed variables. Design/Methods/Approach: Purposive sampling was used in this study. Data were obtained through an online survey distributed cross-sectionally, and 341 Gen Z employees working in Jabodetabek participated. The relationship between variables was analyzed through structural equation modeling (SEM) using Lisrel 8.51. Findings: The findings in this study show that workplace fun, psychological capital, and work engagement have a direct positive effect on intention to stay. Workplace fun and psychological capital also have a direct positive impact on work engagement. Furthermore, work engagement partially mediates the relationship between workplace fun and intention to stay, as well as psychological capital and intention to stay. Originality/Value: This research enriches the study of Gen Z in the workplace, focusing on the factors influencing Gen Z employees to stay. Furthermore, all industries and businesses from various sectors face the arrival of Gen Z, who will gradually become the primary workforce. The findings of this study extend the study of Gen Z employees within the scope of organizations from various sectors. Practical/Policy implication: Managers and organizations must foster a positive work environment with workplace fun to encourage Gen Z employees' willingness to stay. Furthermore, organizations must design appropriate ways to cultivate and preserve Gen Z employees' psychological capital and work engagement levels. This can be accomplished by offering innovative training and development, advancing career prospects, and involving Gen Z employees in achieving organizational objectives.]]>
<![CDATA[Does Tax Saving Moderate the Effect of Capital Structure on Firm Performance? An Empirical Research of Indonesian Construction Firms ]]>
<![CDATA[Wibisono Sarwoko, Azalea]]>;
<![CDATA[Viverita]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 17 No. 3 (2024) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v17i3.57829
<![CDATA[Objective: This study aimed to empirically examine the impact of capital structure and the moderating effect of tax savings on firm performance of Indonesian SOEs and public construction firms. Design/Methods/Approach: Using the fixed effect robust standard error, this study analyzed the effect of capital structure and moderating role of tax saving on performance of 104 observations during the period of 2010-2022. Firm’s performance is measured by technical efficiency using data envelopment analysis (DEA), ROA, and ROE. Meanwhile, capital structure was measured by debt ratio. Findings: The result shows that there are stark differences between the effect of capital structure on firm performance between SOEs and public firms. It is found that capital structure negatively affects firm performance of SOEs, while there is an insignificant positive impact on a public firm’s ROA and ROE. The study supports the trade-off theory, emphasizing the importance of optimal leverage level in Indonesian construction firms. Originality/Value: This study examines the moderating impact of tax saving on capital structure and firm performance, providing evidence on how capital structure influence tax saving and eventually affect firm’s performance of Indonesian construction firms. Practical/Policy implication: The findings suggest managers should consider the benefit of tax saving when making decisions of capital structure. At the same time, policymakers should make laws about tax that maintain business continuity.]]>
