International Journal of Human Capital in Urban Management

Abstract BACKGROUND AND OBJECTIVES: Urban state-owned enterprises operate in complex and high-risk environments where weaknesses in human capital management and risk governance can disrupt essential services and undermine public trust. PT Pupuk Indonesia, a major Indonesian SOE with significant urban and national functions, requires a strong risk culture and competent personnel to maintain operational resilience. This study examines the effect of ERM maturity, human capital risk, leadership capability, and risk culture on employee experience optimization in an urban public enterprise in Indonesia.
METHODS: A quantitative approach and descriptive and correlational research designs were employed. The study population comprised 70 managerial-level respondents selected through purposive sampling. A validated instrument measuring ERM maturity, human capital risk, leadership capability, risk culture, and employee experience was used. Data were analysed using descriptive statistics and inferential statistics.
FINDINGS: Risk culture was rated excellent by 38.57 percent of respondents and good by 48.57 percent. The most critical human capital risks identified were the lack of competent employees, ineffective human resource planning, and the absence of career development systems. Multiple regression analysis showed that ERM maturity, human capital risk, leadership capability, and risk culture significantly influenced employee experience optimization. Leadership capability emerged as the strongest positive predictor, followed by risk culture and ERM maturity, while human capital risk exerted a significant negative effect. The regression model explained 52.0 percent of the variance in employee experience optimization (R² = 0.520).
CONCLUSION: The study concludes that employee experience optimization is significantly influenced by ERM maturity, human capital risk, leadership capability, and risk culture. Leadership capability emerged as the strongest positive predictor, while human capital risk had a significant negative effect. The findings suggest that strengthening ERM practices, improving leadership capability, fostering a supportive risk culture, and reducing human capital risks can enhance employee experience and organizational resilience in urban public enterprises.

Abstract BACKGROUND AND OBJECTIVES: Rapid urban growth and increasing social and infrastructural complexity are placing growing pressure on metropolises worldwide, and conventional approaches to citizen engagement and human capital development are increasingly insufficient to address these pressures. Although artificial intelligence has shown considerable promise for urban management, most existing research emphasizes technical implementation rather than how AI can be integrated with participatory governance to genuinely support citizen empowerment. Guided by this gap, the present study examines how AI-related capabilities, digital empowerment, and citizen participation are interrelated in the urban management of Tehran, and develops a context-specific framework for explaining the factors associated with participation in AI-enabled urban systems. The study does not claim to measure human-capital enhancement directly over time; rather, it explains the mechanisms through which AI and data-driven governance can support digital capacities and participatory potential.
METHODS: We employed an exploratory sequential mixed-methods design in which the qualitative phase directly informed the quantitative phase. Twenty semi-structured interviews with urban-management experts, policymakers, information-technology professionals, and AI researchers were analyzed using grounded theory; the resulting codes and categories were used to construct the items of a questionnaire subsequently administered to 384 respondents (citizens and urban managers) in Tehran, with overall instrument reliability of Cronbach's alpha = 0.87. As a complementary technological layer, behavioral data from active users of municipal digital platforms were analyzed using a multilayer neural network, random forest, and XGBoost to classify participation patterns; citizens, urban managers, and digital-platform users were treated as distinct respondent groups throughout.
FINDINGS: Among the machine-learning models tested, XGBoost achieved the highest predictive accuracy (93.2%, AUC = 0.964) for classifying participatory behavior from platform-usage data; this result reflects predictive performance only and should not be read as a direct measure of human-capital enhancement. The qualitative analysis identified five interrelated dimensions of AI-enabled participation - digital education and empowerment, sustainable citizen participation, data-driven infrastructure, operational AI capabilities, and transparent ethical governance - with descriptive code co-occurrence values ranging from 0.79 to 0.90 across dimensions. These values represent the mean Jaccard co-occurrence coefficient across all sub-code pairs within each dimension (computed from MAXQDA's Code Relations Browser output) and should not be interpreted as statistical correlations, structural-equation path coefficients, or causal relationships. The qualitative analysis also identified four recurring implementation barriers, discussed most frequently in relation to digital-skill deficits (42 mentions), institutional constraints (35 mentions), technological limitations (31 mentions), and ethical concerns (26 mentions); these frequencies are treated as indicative of salience in expert discourse rather than as a standalone measure of theoretical importance.
CONCLUSION: Realizing AI-supported human-capital development in urban governance requires addressing interlinked technical, institutional, social, and cultural barriers. Because the empirical evidence comes from a single metropolis and digitally active platform users, the findings are best understood as context-specific to Tehran; their applicability to other developing-country metropolises is a hypothesis for future comparative research rather than a conclusion demonstrated by the present data. Within this scope, the proposed framework points to actionable directions - strengthening bidirectional communication channels, transparent algorithmic processes, and continuous feedback between citizens and urban administrators - while underscoring the importance of algorithmic transparency and safeguards against digital exclusion as AI-enabled urban services expand.

Abstract BACKGROUND AND OBJECTIVES: Many organizations in the Asia-Pacific region still use outdated annual workforce planning methods that fail to match the fast-evolving business landscape and changing skill needs. Agile Workforce Planning is gaining global recognition for its flexibility, but APAC organizations encounter structural, cultural, and governance obstacles that hinder its implementation. Most literature on Agile Workforce Planning is Western-centric, providing scant insight into its application in the Asia-Pacific region context. This study explores the perceptions and experiences of HR practitioners in APAC organizations regarding workforce planning and recruitment, aiming to identify the main enablers, barriers, and outcomes related to Agile Workforce Planning.
METHODS: A qualitative research design involved semi-structured interviews with six HR practitioners from APAC organizations. A pilot with six interviews tested question clarity and relevance but was excluded from the final analysis. Purposive sampling was used for participant selection, and thematic analysis was performed to identify data patterns.
FINDINGS: Agile Workforce Planning is facilitated by strong leadership, collaboration between HR and business leaders, and access to workforce data and analytics. Implementation is limited by governance frameworks, budgetary and approval processes, and cultural barriers such as managerial reluctance to redeploy talent and a general aversion to risk. Agile Workforce Planning is typically executed in a reactive, incremental way instead of as a comprehensive planning strategy. A more complete implementation can improve an organization's responsiveness, focus on essential roles, and alignment with market conditions. These positive outcomes may lead to increased pressure on talent acquisition teams and create uncertainty for employees.
CONCLUSION: This study enhances the Agile Workforce Planning literature by offering qualitative insights from the APAC region. It highlights that achieving agility necessitates leadership-driven cultural changes, improved governance, and increased workforce visibility. The research provides a foundational framework and roadmap for APAC organizations' HR leaders to transform agile intentions into effective workforce planning outcomes.

Abstract BACKGROUND AND OBJECTIVES: Strategic Human Resource Development (HRD) is crucial for enhancing organizational performance and reputation within the competitive higher education sector. Lecturer productivity is a key indicator of institutional success; however, the efficiency of integrated HRD approaches in academic settings requires further empirical investigation. This study evaluates the impact of core human resource development practices, training, career development, and compensation on lecturer productivity at the National School of Administration in Muha Commune. It aims to identify gaps in HRD implementation and provide evidence-based recommendations for enhancement.
METHODS: A quantitative methods design was employed. Using convenience sampling, 24 lecturers were selected from a population of 27. Primary data were collected via a structured, self-administered questionnaire using a five-point Likert scale. Data analysis was conducted with SPSS 25.0, utilizing descriptive statistics, Pearson's correlation, and multiple linear regression to identify relationships and predictive power.
RESULTS: The results revealed strong positive correlations among all Human Resource Development practices and lecturer productivity. Training demonstrated a strong correlation (r = 0.714, p < 0.009), career development a very strong correlation (r = 0.851, p < 0.001), and remuneration a moderate correlation (r = 0.604, p < 0.002). Regression analysis also confirmed that these three dimensions explain 76.2% of the variance in productivity (R² = 0.762, Adjusted R² = 0.732).
CONCLUSION: The study concludes that sustained, integrated investments in Human Resource Development are essential for enhancing lecturer productivity. It is recommended that the institution adopt a comprehensive strategy, including implementing a long-term training program based on a Training Needs Analysis (TNA), formalizing career feedback and goal-setting mechanisms, and reviewing the compensation structure to ensure equity and competitiv

Abstract BACKGROUND AND OBJECTIVES: Micro, small, and medium enterprises play a vital role in Indonesia’s urban economy, contributing 60.5% to Gross Domestic Product and fostering employment and economic resilience. However, despite policy support through Law No. 20/2008 on MSMEs, performance gaps persist in secondary cities where over 60% of MSMEs fail within five years due to managerial, financial, and adaptive constraints, a critical concern for Indonesia's 98 secondary cities, housing 40% of national micro, small, and medium enterprises. This study examines how entrepreneurial orientation, owner’s education, and business capital influence MSME performance, with strategic agility as a mediating variable, in Mojokerto, East Java.
METHODS: A quantitative-explanatory design was applied using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0. Data were collected through face-to-face interviews conducted from February to March 2024 with 60 micro, small, and medium enterprise owners registered under the Badan Usaha Milik Desa or village-owned enterprises in Mojokerto Regency. Five constructs, entrepreneurial orientation (5 indicators), owner’s education level (4), business capital (4), strategic agility (4), and MSME performance (4), were measured using five-point Likert scales. The measurement model was tested for reliability and validity, followed by structural model evaluation and hypothesis testing via bootstrapping with 5,000 resamples at α = 0.05.
FINDINGS: All constructs demonstrated satisfactory validity and reliability, with indicator loadings above 0.787, composite reliability (CR) ranging from 0.878 to 0.928, and average variance extracted ranging from 0.644 to 0.766. The owner’s education level had a significant positive effect on MSME performance (β = 0.342, t = 2.203, p = 0.028), accounting for 12.6% of its variance. Entrepreneurial orientation (EO) did not significantly affect performance (β = -0.152, p = 0.296) or strategic agility (β = -0.180, p = 0.263). Likewise, business capital had no significant effect on either performance (β = 0.184, p = 0.168) or agility (β = -0.041, p = 0.755). The effect of strategic agility on performance was positive but not statistically significant (β = 0.237, p = 0.101). Mediation analysis confirmed that strategic agility did not significantly mediate any relationships (all p > 0.40).
CONCLUSION: Owner’s education level emerges as the primary determinant of MSME performance in Indonesia’s secondary cities, exerting a direct influence rather than through strategic agility. Strengthening human capital is therefore essential for urban entrepreneurial resilience. These findings suggest that while Law No. 20/2008 on MSMEs provides the legal framework for MSME development, implementation should prioritize human capital enhancement over capital provision alone. Policymakers should emphasize accessible education, managerial development, and digital literacy for MSME owners through targeted programs aligned with Presidential Regulation No. 2/2022 on Job Creation, over financial or promotional incentives.

Abstract BACKGROUND AND OBJECTIVES: Digital transformation has become a defining factor in shaping entrepreneurial education and mindset in higher education. Despite growing institutional emphasis on digital entrepreneurship, many students and faculty members face persistent barriers that limit the transition from entrepreneurial intention to action. This study investigates how digital readiness, faculty engagement, and curriculum integration influence entrepreneurial mindset formation and help overcome cross-cultural differences in higher education institutions.
METHODS: A quantitative survey was conducted among 225 participants, including students and faculty members from universities in Bulgaria, China, and Ukraine. The study employed correlation analysis, an independent samples t-test, and ANCOVA to examine relationships between digital literacy, faculty participation in digital projects, curriculum integration, and entrepreneurial intentions.
FINDINGS: The study revealed a strong link between digital skills and entrepreneurial intentions: students with high digital literacy (4.6/5) were 46% more likely to pursue entrepreneurship than those with basic skills (3.2/5). Faculty involvement in digital projects also boosted support for student startups (4.2/5 vs 3.5/5). National differences in attitudes toward digital entrepreneurship largely reflected institutional digital readiness—77% of the initial 35-point gap was explained by curriculum integration of digital tools. Access to digital platforms increased perceived entrepreneurial feasibility by 32%, and institutions with comprehensive digital tools had 2.3 times more student-led startups than those with minimal infrastructure.
CONCLUSION: The study confirms that digital competence, active faculty involvement, and curriculum-level integration of digital tools are essential for fostering an entrepreneurial mindset and reducing institutional and cultural barriers in higher education. Universities should develop digital entrepreneurship ecosystems that combine technical training, experiential learning, and inclusive support structures to cultivate innovation and sustainability across academic communities.

Abstract BACKGROUND AND OBJECTIVES: Green Training and Development is a crucial initiative for Higher Education Institutions to foster eco-friendly behavior by enhancing knowledge and emotional skills for sustained behavior. Society prioritizes economic development over environmental quality, neglecting environmental damage. Public awareness is limited, and educational employees are under-researched in environmental awareness. Sustainable consumption promotes responsible use of natural resources and essential services, ensuring the protection of people's well-being. The research highlights a significant under-researching of environmental awareness and behavior among educational employees, highlighting a lack of scholarly attention on the psychological and behavioral factors influencing these employees. A research gap exists on green training in reconciling environmental values with economic priorities or job security, highlighting the need for further understanding. The study examines the influence of green training and development on employees' eco-friendly citizenship behavior in higher education institutions, focusing on the mediating effect.
METHODS: The study uses a quantitative method, utilizing a consent survey method and a questionnaire as the research instrument. The number of respondents in this study was 399 employees. This study utilized convenience sampling to select respondents in Malaysia. This study utilized SPSS, the SOBEL test, and SMART PLS4.
FINDINGS: The study's objectives and hypotheses significantly influenced each variable. Seven hypotheses have been accepted (H1: t-value =9.093), (H2: t-value = 4.204), (H3: t-value = 6.273), (H4: t-value = 6.233), (H5: t-value = 5.191), (H6: t-value = 4.218) and (H7: t-value = 3.874).
CONCLUSION: Research suggests that implementing greening or environmental management systems in the workplace is crucial for sustainable higher education development, as it enhances employee emotions and eco-friendly behavior. The study provides practical advice for institutions aiming to create a sustainable workforce by focusing on the human aspect of environmental management.

Abstract BACKGROUND AND OBJECTIVES: This study explores the influence of collective decision-making on mitigating key cognitive biases—namely, overconfidence, optimism, and anchoring effects—among managers in Iranian state-run organizations. Cognitive biases are systematic errors in thinking that impair judgment and decision quality, often leading to suboptimal outcomes in organizational contexts. Given the high stakes and complexity of managerial decisions in public sector settings, identifying mechanisms to reduce such biases is both practically and theoretically significant. The primary objective of this research is to determine whether collective decision-making, characterized by collaborative deliberation and shared responsibility, can serve as an effective tool for bias reduction.
METHODS: A quantitative survey methodology was employed, utilizing a structured Likert-scale questionnaire distributed among 152 managers at different hierarchical levels in governmental institutions. The instrument's internal consistency was verified with a Cronbach's alpha of 0.857, indicating high reliability. Data analysis included descriptive statistics, mean comparisons against scale midpoints, and significance testing using inferential methods.
FINDINGS: Findings revealed that collective decision-making significantly reduced the levels of overconfidence, unrealistic optimism, and anchoring bias among participants (p < 0.05). These results suggest that involving multiple perspectives in decision processes enhances rationality by exposing individual assumptions to group scrutiny, thus improving the quality and accuracy of managerial judgments.
CONCLUSION: The implications of this study are particularly relevant for organizational leadership and policy-making in public institutions. Encouraging collective decision-making not only minimizes the costs associated with biased decisions but also fosters a culture of collaboration, accountability, and shared learning. This approach can reduce psychological stress related to decision-making responsibilities and improve overall organizational performance. By highlighting the cognitive benefits of group-based decision strategies, the study contributes to the broader literature on decision science, organizational behavior, and public management, offering practical insights for managerial training and institutional reform

Abstract BACKGROUND AND OBJECTIVES: Thailand’s population is aging rapidly, so it is important to develop more creative toys to enhance the purchase intention of elderly people. Moreover, Thailand has fewer recreational toys than other countries. This study shows how psychological, conceptual, and environmental factors impact older people's purchase of recreational toys.
METHODS: Using three theories, such as Planned Behavior, Flow Theory, and Theory of Successful Aging, a quantitative survey was conducted with 196 caregivers in Bangkok. Due to utility, quality, enjoyment, and accessibility, elderly people have continuously purchased these recreational toys. They feel a personal connection to the toys.
FINDINGS: Trust is an important factor in consumer decision-making, involving both direct and indirect effects, while emotional connection is one of the main reasons for purchasing and has the largest effect (β = 0.42). On the other hand, price sensitivity has negative effects (β = -0.15) because of the high cost, causing elderly people to hesitate to buy toys. This model explains the variance of purchase intention (R² = 0.67) with 66%, which is predicted by a robust mechanism. This mechanism shows that older caregivers' focus shifts from practical evaluations to relational factors. Elderly individuals in Thailand show purchase patterns driven by emotional connections and perceived utility in recreational toys, while price sensitivity often serves as a barrier. This study clarifies how factors like trust and accessibility significantly influence their buying decisions.
CONCLUSION: These findings suggest that politicians and toy company marketers should focus on gaining people's confidence, engaging them emotionally, and creating affordable, user-friendly products for elderly people in developing nations.

Abstract BACKGROUND AND OBJECTIVES: In the face of growing environmental challenges, universities play a vital role in advancing sustainability through both institutional practices and individual actions. While organisational culture can significantly shape employee green behaviour, limited research has examined how specific elements of green culture drive such practices in academia. This study addresses this gap by exploring the link between green culture enablers and employee green behavior in higher education. As integral parts of the urban ecosystem, HEIs also influence urban management, extending their sustainability impact beyond campuses to support broader city-level environmental goals.
METHODS: Data were collected from 266 university employees through a structured questionnaire. The hypothesized model was tested using regression analysis to determine the predictive power of green culture enablers on employee green behavior in university employees.
FINDINGS: The green culture enablers were found to have a positive relationship with green behavior. Message credibility (β = 0.453) and employee empowerment (β = 0.296) were found to be the strongest and most significant predictors of green behavior. Leadership emphasis was found to be a weaker but significant predictor. Surprisingly, Peer involvement was not found to significantly predict green behavior when controlling for other variables.
CONCLUSION: This study concludes that cultivating a supportive green culture through credible communication, engaged leadership, and peer-driven initiatives is crucial for fostering sustainable behaviors in higher education institutions. It contributes to the growing body of sustainability literature by highlighting how internal cultural factors influence individual green behavior. By addressing contextual variables such as institution type, the research also overcomes the generalization limitations found in earlier studies. The findings offer insights for urban policymakers and HEI administrators on leveraging human capital to drive sustainable urban development."

Abstract BACKGROUND AND OBJECTIVES: The assessment of quality of life is a complex, multi-dimensional task that incorporates both objective and subjective indicators. Traditional economic metrics often fail to fully capture the true well-being of populations. This paper aims to analyze existing methods for assessing quality of life, propose a comprehensive and flexible index that integrates multiple indicators, and highlight the importance of balancing objective and subjective criteria to better understand the dynamics of population well-being across different countries.
METHODS: The study reviews various approaches to measuring quality of life, including objective, subjective, and complex methodologies. It synthesises data from international research, including indices such as the Human Development Index, the Euromodule, and the Happiness Index, among others. The authors develop a new assessment framework based on constructing composite indices from selected indicators across the economic, social, demographic, and environmental sectors, integrated in a linear form with weights defined by factor analysis. Graphical data analysis, normalisation, and index formation techniques are used for comparative assessments across countries.
FINDINGS: Existing methods, such as the Human Development Index and the Happiness Index, have limitations in capturing the full scope of quality of life due to their focus on either objective or subjective components alone. The proposed complex quality-of-life index, integrating multiple sub-indicators, offers a more comprehensive picture of population well-being. It shows that in Armenia quality-of-life score gradually increased from 0.321 in 2012 to 0.355 in 2018, but after reaching its highest point, the score decreased to 0.337 in 2019, remaining lower at 0.353 in 2020 and 0.336 in 2021. This indicates that the country experienced a decline or volatility in quality-of-life measures in recent years. Despite these fluctuations, the scores remained within a relatively narrow range (approximately 0.321 to 0.355), suggesting that while improvements and setbacks occurred, the overall level of quality of life remained moderately stable over the last decade.
CONCLUSION: The complex approach presented provides a valuable framework for ongoing international comparisons and for tracking changes in quality of life over time, emphasizing the importance of integrating diverse socio-economic and cultural factors into quality-of-life assessments.

Abstract BACKGROUND AND OBJECTIVES: The roots of Performance Management can be traced to ancient civilizations; however, the industrial revolution marked a turning point in this field, introducing concepts such as systematic evaluation, management by objectives, and excellence models. In modern times, PM has evolved to emphasize process analysis, self-assessment, benchmarking, and workforce development as core components. Despite these advancements, there is still a notable gap in the availability of a comprehensive, visually intuitive, and step-by-step framework to guide managers in implementing a holistic PM system. This manuscript aims to address this gap by introducing a detailed, graphical, and systematic PM model that provides clear guidance for practitioners.
METHODS: This study reviews various performance and excellence models to propose a novel conceptual framework. The proposed model is evaluated using the Analytic Hierarchy Process, Data Envelopment Analysis, and the Technique for Order of Preference by Similarity to Ideal Solution.
FINDINGS: The study constructs a new PM system by integrating an organization’s mission, vision, strategies, processes, and stakeholder perspectives into Key Performance Indicators. It involves collecting relevant data, applying a scoring mechanism, calculating departmental efficiency, and ranking organizations to establish a data-driven decision-making framework. A case study is presented to illustrate the model’s application, revealing that while DEA assigned 100% efficiency to two distinct organizations, TOPSIS yielded scores of 94.67% and 46.86%, with different rankings. The reasons for these discrepancies are thoroughly examined and discussed.
CONCLUSION: This manuscript introduces a conceptual model for PM, structured around eight key steps. These steps include team formation, indicator development, Balanced Scorecard development, weight calculation, scoring system design, data collection, data analysis, and feedback and continuous improvement. The model classifies KPIs into three main categories: specialized KPIs that are derived from missions, visions, strategies, critical success factors, and core processes. Self-assessment KPIs, developed based on established excellence models, and customer survey KPIs, designed to capture external stakeholder feedback. AHP is employed to determine the weights of the KPIs and BSC aspects, ensuring a systematic and objective prioritization. DEA is utilized for efficiency calculations, while the TOPSIS method is applied to analyze the results and derive actionable managerial insights. To demonstrate the model's applicability, it is implemented in a hypothetical municipality using arbitrary data, showcasing its capability to provide a comprehensive and structured approach to performance management.

Abstract BACKGROUND AND OBJECTIVES: Human Resource Analytics has become a strategic enabler in modern workforce management, particularly amid digital transformation. However, scholarly research in Human Resource Analytics remains fragmented across regions and disciplines. This study employs bibliometric analysis to map global research output in Human Resource Analytics from 2012 to 2024, identifying trends, influential contributors, thematic concentrations, and underexplored areas.
METHODS: A bibliometric analysis approach was applied using data retrieved from the Scopus database. The dataset covered publication metadata, including authorship, institutional affiliation, geographic origin, keywords, sources, and citation counts. VOSviewer software was used to construct visual maps illustrating keyword co-occurrence, co-authorship networks, and citation clusters, enabling a comprehensive overview of research activity and intellectual structure in the Human Resource Analytics.
FINDINGS: A total of 211 publications are identified and analysed over 13 years, involving 602 contributors. The analysis highlights 2,674 citations, with an average of 12.67 citations per paper. The corresponding h-index and g-index are 24 and 47, respectively. The results reveal three research themes. They present an increasing global interest, with leading contributions from high-income countries. The three core themes are workforce analytics, Artificial Intelligence in Human Resource Management, and strategic decision-making. Notably, low representation from developing regions and limited use of advanced predictive analytics highlight critical research gaps.
CONCLUSION: This study provides a comprehensive quantitative overview of the evolution of Human Resource Analytics scholarship. It guides future research by identifying emerging priorities, regional disparities, and methodological developments, offering valuable insights for advancing data-driven human resource practices and fostering more strategic, evidence-based decision-making in HR management and policy development globally.

Abstract BACKGROUND AND OBJECTIVES: Empowering leadership is essential for employee career success as it encourages skill development and facilitates career advancement. The absence of empowering leadership may significantly hinder employee career success within organizations. Thus, this study investigates the potential mediator roles of organizational commitment, self-efficacy, and competence for performance in the relationship between empowering leadership and career success.
METHODS: By employing a quantitative approach, this study examines the proposed model and hypotheses in the coal mining companies in Indonesia. The data are collected from 123 employees working in the coal mining operations in Central Kalimantan, Indonesia, and it is analyzed using SmartPLS 3.3.3 of partial least squares structural equation modeling.
FINDINGS: The results showed that empowering leadership positively and significantly predicts organizational commitment (β = 0.706, t-statistic = 20.182), self-efficacy (β = 0.478, t-statistic = 5.308), performance competence (β = 0.593, t-statistic = 10.561), and career success (β = 0.387, t-statistic = 3.301). However, self-efficacy (β = 0.124, t-statistic = 1.068) and performance competence (β = -0.009, t-statistic = 0.097) have no impact on career success. Organizational commitment (β = 0.253, t-statistic = 4.218) is also discovered to mediate the relationship between empowering leadership and career success.
CONCLUSION: Empowering leadership plays a crucial role in guiding employees toward career success by fostering a strong sense of organizational commitment. This study explores the mediating roles of organizational commitment, self-efficacy, and performance competence, offering insights into how empowering leadership influences career outcomes. The findings advance existing theory by clarifying that while self-efficacy and performance competence are shaped by empowering leadership, they do not directly predict career success. Instead, organizational commitment emerges as the key mediator in this relationship. From a practical perspective, the results highlight the need for organizations to promote empowering leadership by training supervisors to build autonomy and trust. This leadership approach enhances employees’ emotional attachment to the organization, thereby supporting their career development. Aligning career advancement initiatives with empowering practices can enhance employee motivation and long-term success.

Abstract BACKGROUND AND OBJECTIVES: Financial Inclusion is directly related to economic growth and is an integral factor in achieving sustainable development goals. As India plans to achieve Viksit Bharat by 2047, which calls for inclusive growth, the role of women and their participation in the economy becomes a significant factor in its achievement. Women have long been suppressed by patriarchal norms in a country like India, which prohibits them from availing formal financial services. However, with the development of financial technology, the gap between underserved populations and formal financial services can be reduced if used effectively. This study attempts to unravel the importance of urban financial advancements in driving financial inclusion of women's workforce in the informal sector.
METHODS: This study adopted a confirmatory quantitative survey method using Structural Equation Modeling to explore the mediating role of financial literacy between fintech and financial inclusion among women in Chennai’s informal sector. Data were collected over eight weeks through snowball sampling, using both online and in-person surveys administered in Tamil. A structured questionnaire with a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree) was used. Responses were coded by researchers, data consistency verified with an independent sample t-test, and analyses conducted using the Statistical Package for Social Sciences and Analysis of Moment Structures.
FINDINGS: The findings of the study indicate that financial technology and Financial Literacy have a significant positive impact on Financial Inclusion. The study also finds that Financial Literacy mediates the impact of financial technology on Financial Inclusion. Partial mediation exists in the relationship between financial technology, Financial Inclusion, and Financial Literacy, and the impact of financial technology on Financial Literacy is strengthened with a beta estimate of 0.481 after Financial Literacy is introduced as a mediating variable as compared to 0.347 before mediation. This suggests that financial technology can provide access to financial services, but utilization of these services effectively depends on Financial Literacy.
CONCLUSION: This study highlights the complementary roles of financial technology and literacy in advancing inclusion among women in India’s informal sector. While fintech improves access to services, its impact is greater when users have financial knowledge and skills. The findings emphasize the need for integrated policies combining digital tools with financial education, supporting India’s inclusive growth goals under Viksit Bharat 2047. These insights are valuable for policymakers, regulators, fintech providers, and agencies working to close gender and financial gaps.

Abstract BACKGROUND AND OBJECTIVES: East Kalimantan has experienced ethnic conflicts and riots in the past. With Indonesia's capital relocating there, concerns about potential ethnic strife are rising. This research seeks to identify a model of good governance suited for ethnically polarized regions to prevent conflicts from escalating. The study focuses on the newly established Nusantara Capital City and its surrounding area. The objectives of this study are threefold: first, to examine whether areas with high ethnic polarization quantitatively show signs of ethnic antagonism or tensions qualitatively; second, to understand the existing mechanisms of ethnic solidarity and mobilization; and third, to identify the key elements that inhibit the transformation of potential conflict into actual conflict from both ethnic and governance perspectives. The significance of this study lies in its efforts to develop an effective model of good governance tailored for regions with high ethnic polarization.
METHODS: Qualitative and analytical-exploratory methods were utilized to analyze both qualitative and quantitative data, with descriptive statistics enhancing the latter's analysis. Nusantara Capital City comprises 54 villages, housing a total population of 201,259, including 1,777 individuals in village bureaucracies. For qualitative data collection, 29 villages were purposively selected based on ethnic polarization, and respondents were chosen through purposive sampling. Additionally, data on the ethnic backgrounds of the 1,777 individuals in the village bureaucracies were gathered from village offices and key informants, resulting in 189 respondents and key informants for this study.
FINDINGS: The results show that all village samples in Nusantara (100%) implement ethnic-sensitive practices in public service delivery. While various ethnic groups are present at management, staff levels, and in community organizations closely connected to village bureaucracies, the village bureaucracy predominantly comprises three major ethnic groups: Javanese, Banjarese, and Buginese, with average representations of 40.01%, 21.23%, and 21.03%, respectively. Among the local minority ethnic groups, Kutai, Paser, and Dayak have average proportions of 4.55%, 3.14%, and 1.84%, respectively. Despite the insufficient focus on the inclusion of vulnerable Indigenous Baliq people in governance, these practices have helped prevent ethnic polarization from escalating into conflict. Improving governance to be more ethnically sensitive could better address the needs of indigenous communities.
CONCLUSION: The findings provide enhanced strategies for policymakers to implement effective governance in ethnically polarized areas or multi-ethnic regions by taking ethnic-sensitive governance into account. This can be accomplished by adopting ethically sensitive governance within government policy.

Abstract BACKGROUND AND OBJECTIVES: In the era of globalization, businesses face the challenge of developing and maintaining an effective workforce. Human resource leaders should closely monitor employee discontent with career progression to prevent workplace productivity declines and employee attrition. The primary reason for job loss is often due to a lack of career progression. Career progression involves moving up the corporate ladder, accepting new responsibilities, transferring to better positions, and achieving long-term goals. It refers to the upward or downward movement of employees within an organization, from entry-level to management positions. This study aims to fill knowledge gaps on white-collar occupations, career progression, and how these factors impact salary, lifestyle, and job security.
METHODS: This study used quantitative analysis and hypothesis testing to determine the association between the variables. Data analysis was done using Statistical Software for Social Science (SPSS) software. A total of 250 questionnaires were sent out, of which 231 were returned with feedback, and 227 of those were usable, yielding a 90% response rate.
FINDINGS: Multi-collinear analysis data reveals a negative link between salary and career progression, with a beta coefficient of -0.148 and a p-value of 0.010, which is more than 0.001. Nonetheless, the p-value for job security is less than 0.001, with a beta coefficient of 0.462. The beta coefficient for lifestyle is 0.348, and its p-value is less than 0.001. Hence, the research indicates that lifestyle and job security positively correlate with career progression.
CONCLUSION: The National Solid Waste Management Policy aims to establish a sustainable, integrated waste management system, promote public awareness, and enhance infrastructure for efficient waste management. In line with the study's findings, the policy could be enhanced by incorporating measures that promote employees' lifestyles and career progression.
 

Abstract BACKGROUND AND OBJECTIVES: The Sustainable Development Goals show the development goals that would determine the needs of future generations. This research intends to look at the role of monetary stability and exchange rates on the main pillars of the Sustainable Development Goals.
METHODS: The research uses panel data regression techniques on secondary data sourced from the Sustainable Development Goals, World Bank, International Monetary Fund, and Organization for Economic Co-operation and Development data in the Group of Twenty countries from 2010-2022. The model assesses the relationship between monetary stability toward the economic, social, and environmental pillars of the Sustainable Development Goals.
FINDINGS: The findings show that monetary stability significantly affects all tested variables, with Gross Domestic Product per capita (β = 15.302; r = 0.000), unemployment (β = -0.755; r = 0.000), trade openness (β = 110.078; r = 0.000), poverty (β = 16.566; r = 0.000), GINI Index (β = 0.436; r = 0.000), carbon emissions (β = -3.242; r = 0.000), and renewable energy usage (β = -34.739; r = 0.000) is negatively influenced, thus supporting each hypothesis. This suggests monetary stability has dominant direct economic and environmental impacts.
CONCLUSION: The implications to be brought forward by this research are expected to empirically represent a solution to the challenges in accomplishing the three primary pillars of the Sustainable Development Goals from the standpoint of exchange rate stability and macroeconomic monetary policy.
 

Abstract BACKGROUND AND OBJECTIVES: Poverty remains a critical issue in many regions of Indonesia, requiring comprehensive solutions. Social capital, a critical non-economic factor, emerged as an essential tool in empowering communities to reduce poverty. This study aims to explore the social capital among underprivileged households in Enrekang Regency and offers practical models to enhance poverty alleviation.
METHODS: Data were collected through a structured questionnaire and in-depth interviews with 140 heads of underprivileged households in Enrekang Regency, Indonesia, covering both rural-agricultural and urban-multi-sector areas. The data were analyzed using a nonparametric analysis method, while the significance of social capital was assessed using the Mann-Whitney test. The social capital variables investigated in this research included trust, groups and networks, norms, information and communication, cohesiveness, and reciprocity.
FINDINGS: The findings revealed that social capital tended to be stronger in rural-agricultural areas than urban-multisector regions. Factors such as homogeneity, kinship, local institutions, and traditional values were foundational elements of social capital. Social capital is primarily utilized to fulfill basic survival needs rather than to pursue profit maximization. Practices such as mutual assistance during farming activities (e.g., fertilization, planting, pest control), the sharing of harvests for collective consumption, and local kiosks providing loan mechanisms demonstrate the vital role of social capital in sustaining daily life. Predominantly, the social capital identified in these communities is bonding social capital (internal solidarity), with limited progression towards bridging social capital, which could better connect various resources within and beyond the community.
CONCLUSION: In conclusion, the strategy for leveraging social capital in poverty alleviation in Enrekang was developed through two models: (a) the rural-agriculture model and (b) the urban-multisector model. Both models emphasized strengthening ties among families, neighborhoods, and community groups. These relationships were optimized to shift from bonding to bridging social capital, enhancing the overall effectiveness of poverty alleviation initiatives.

Abstract BACKGROUND AND OBJECTIVES: In the context of private school teachers in Indonesia, job satisfaction is considered a key factor in influencing teachers to remain in their positions within organizations. This study aims to examine the impact of job satisfaction on turnover intention with organizational commitment as an intervening variable among private school teachers, specifically at Muhammadiyah schools in Kapanewon Godean, Indonesia.
METHODS: The research method employed is a survey, with questionnaires distributed to 274 respondents. Of these, 205 completed questionnaires were successfully collected and analyzed. Data analysis was performed through Structural Equation Modeling utilizing SmartPLS 3.0 software.
FINDINGS: The results of the study indicate that job satisfaction has a significant positive effect on organizational commitment (β = 0.649; t-value = 12.705, p < 0.005), which in turn has a significant negative effect on turnover intention (β = -0.473; t-value = 6.674, p < 0.005). Additionally, organizational commitment was found to mediate the relationship between job satisfaction and turnover intention (β = -0.307; t-value = 5.607, p < 0.005). In other words, an increase in job satisfaction not only directly reduces teachers’ intention to leave their jobs but also does so indirectly by enhancing their commitment to the organization.
CONCLUSION: This study highlights the importance of job satisfaction and organizational commitment in retaining high-quality teachers at Muhammadiyah schools. By enhancing job satisfaction, these schools can foster stronger organizational commitment, which, in turn, significantly reduces turnover intentions among teachers. These findings suggest that Muhammadiyah schools should prioritize creating supportive work environments that bolster teacher satisfaction and commitment, as this approach is key to sustaining a dedicated and effective teaching workforce.

Abstract BACKGROUND AND OBJECTIVES: This research explores the impact of urbanization on informal workers in Surabaya, focusing on street vendors and day laborers. Urbanization in Surabaya has triggered significant economic and social transformations, created new job opportunities, and also increased challenges for informal workers.
METHODS: The study employs a qualitative approach using in-depth interviews and participatory observation to collect data from informal workers.
FINDINGS: The findings indicate that 78% of informal workers experience significant income volatility, while 65% report facing high competition and 72% lack access to essential resources. To cope, 68% extend their working hours, and 54% utilize social networks for support. Additionally, 61% of respondents benefit from government and non-profit support through training and economic empowerment programs, which has led to a 35% improvement in their skill levels. This study underscores the necessity for inclusive policies, as well as increased support for informal workers, to mitigate urbanization’s challenges and improve their overall quality of life.
CONCLUSION: This research is expected to significantly contribute to understanding the dynamics of urbanization and its impact on informal workers, as well as offer practical solutions to improve their quality of life. Community support and optimized government policies can help address these challenges and create a more inclusive and sustainable urban environment.
 

Abstract BACKGROUND AND OBJECTIVES: The current research aims to design a desirable model of human resource management to attract the satisfaction of tribes and provide a descriptive model that illustrates how the functions of human resource management are formed through various processes such as recruitment, promotion, performance evaluation, service compensation, and enhancing the capabilities of managers and employees in the organization of Iranian tribes with a customer-oriented approach.
METHODS: First, the dimensions of the concept of human resource management with a customer-oriented approach were extracted through reviewing documents, materials, and library studies. Then, the most important dimensions and influential factors were identified through interviews with 18 experts using a judgmental sampling method.
FINDINGS: The result of qualitative data analysis included 2 concepts, 9 dimensions, and 64 components presented and explained as a model. The desirable model of human resource management aiming to attract the satisfaction of tribes consists of 9 dimensions (organizing theme) in the form of two comprehensive themes, strategies, processes, and functions of human resources (human resource supply, training and development, service compensation, job analysis, and performance management) and organizational direction (customer-oriented organizational strategy, customer-oriented organizational structure, customer-oriented organizational culture, and two-way communication channels) was designed.
CONCLUSION: Based on the research findings, to attract the satisfaction of the tribal community and improve communication with the tribal leaders, focusing solely on the human resource system is not sufficient. Instead, all aspects of the human resource environment should be aligned with the functions of human resources and the orientation of tribal leaders.

Abstract BACKGROUND AND OBJECTIVES: The Quality of Work-Life is a dynamic construct shaped by various individual, demographic, occupational, organizational, psychological, and social factors. It encompasses job satisfaction, work-life balance, stress management, participation, engagement, and commitment. This study aims to develop a comprehensive Quality of Work-Life model for the employees in the Tehran municipality through the Lens of Job Demands-Resources theory, which posits that job resources can mitigate job demands and enhance employee well-being. The research assesses the current Quality of Work-Life status within this organizational context.
METHODS: In this study, a sequential qualitative-quantitative mixed method was utilized. The qualitative section employed a systematic review, with its findings informing the hypotheses for the quantitative section. The quantitative segment involved survey methodology, with data analysis conducted using SmartPLS and SPSS software. A hybrid cluster-stratified sampling was used. About 1372 employees sent their answers, and after data cleansing, 1343 answers were analyzed and interpreted.
FINDINGS: The results indicate that Organizational Employer Brand (SM = 0.198, p < 0.05), Organizational Work-Life Balance (SM = 0.429, p < 0.05), Organizational Psychological Atmosphere (SM = -0.151, p < 0.05), Salaries and Benefits (SM = 0.133, p < 0.05), and Social aspect - Communication with Coworkers (SM = 0.066, p < 0.05) have a significant direct effect on Quality of Work-Life and no direct relationship between Job factors and Quality of Work-Life (SM = 0.074, P= 0.068) between Organizational - Physical Conditions and Quality of Work-Life (SM = 0.029, P= 0.344) and between Social aspect - Communication with Managers and Quality of Work-Life (SM = -0.026, P=0.412). Additionally, it is found that Organizational - Physical Conditions (SM = 0.300, p < 0.05), Organizational Work-Life Balance (SM = 0.281, p < 0.05), Social aspect - Communication with Coworkers (SM = 0.291, p < 0.05), and social aspect - Communication with Managers (SM = 0.209, p < 0.05) significantly affect Organizational Psychological Atmosphere and indirect effect on Quality of Work-Life.
CONCLUSION: Findings from the Partial Least Squares - Structural Equation Modeling analysis reveal no direct effect of physical conditions, job factors, or communication with managers on the Quality of Work-Life, although indirect relationships were supported. Direct relationships were noted between psychological atmosphere, communication with coworkers, salary, and benefits, organizational branding, and work-life balance with Quality of Work-Life. According to the Job Demands-Resources theory, this study highlights that resources like organizational branding, psychological atmosphere, work-life balance, and communication significantly enhance the Quality of Work-Life in Tehran municipality, illustrating their essential role in promoting employee well-being.
 

Abstract BACKGROUND AND OBJECTIVES: Traffic congestion, a prevalent global issue, has entrenched itself as a persistent problem, posing substantial challenges for residents and commuters, especially in developing nations. This study addresses this concern by delving into the intensity, patterns, and traffic characteristics within selected road corridors in the Abeokuta metropolis, Nigeria.
METHODS: Data on road types and land use were systematically gathered through structured observations using a pre-designed checklist. Traffic counts were conducted to capture characteristics during the morning and evening peak periods. Traffic volume and capacity were measured in "vehicles per hour" (vph) and Passenger Car Units per hour (PCU/hr). To analyze the data, a chi-square test was used to examine differences in traffic volume between the peak hours, while Analysis of Variance  was applied to assess variations in traffic composition across the studied road corridors.
FINDINGS: The study's findings spotlight Sapo-Ijaye-Iyana Mortuary, recording the highest daily peak traffic volume at 2315 vph, with cars dominating at 4444 vph. Buses emerged as the most impactful vehicle class, influencing 4872 PCU/hr. The Chi-square test indicates no significant differences in vph between morning and evening peaks (x=0.822604; p=0.84405). Correspondingly, Analysis of Variance results (f=3.3106; p=1.0000) suggest that traffic composition did not significantly differ across the surveyed roads.
CONCLUSION:  Based on the findings of the study, it is recommended to enhance road capacities by upgrading infrastructure to accommodate both current and future transportation needs. Additionally, the development of alternative traffic routes, such as rail lines, is suggested to ease the movement of heavy-duty trucks and reduce road congestion. The adoption of intelligent transportation systems is also encouraged to improve traffic management and optimize transportation efficiency.

Abstract ABSTRACT:
BACKGROUND AND OBJECTIVES: Supervisory activities and interactions with employees affect employee performance. Moreover, every organization tries to enhance the supervisor's supportive behavior in the work environment. Consequently, the main aim of this study is “to determine the impact of organizational work-family culture on the family-supportive supervisor behavior of employees in Sri Lanka's footwear industry”. Based on a thorough review of existing literature and industry challenges, the study identifies organizational work-family culture as the independent variable and family-supportive supervisory behavior as the dependent variable.
METHODS: The study sampled 377 employees from a population of 20,000 footwear workers in Sri Lanka. Adopting a positivist research philosophy, the study grounded in existing knowledge, is set to achieve its aims and framework. A quantitative research approach was employed for both data collection and analysis, utilizing deductive methods to systematically investigate the research objectives. A survey research study was conducted and the data were gathered from respondents within a defined cross-sectional period, ensuring a broad representation of the target population.
FINDINGS: The study found that the supportive supervisory behavior of employees in Sri Lanka's footwear sector was influenced by organizational family culture as 52% of the Organizational Work-Family Culture of employees working in the Sri Lankan footwear industry.
CONCLUSION: It can be concluded that if the organization has a better working environment, the supervisors in the working environment help their employees manage their family responsibilities over work responsibilities. Thus, companies should create an employee recognition program, accept, and use employee feedback, and be flexible to improve supervisors' family-supportive behavior.