Muhammad Fajar Wahyudi Rahman

Purpose: This study aims to examine Islamic human capital (IHC) has a positive effect on employee performance and whether Islamic work ethic (IWE) plays a mediating role in this relationship. Design/methodology/approach: This study uses a quantitative approach. Data analysis uses a structural equation modeling-partial least squares approach with multi-group analysis using Smart-PLS 4. The sample of this study was 190 respondents from employees of Islamic banking institutions in Indonesia and Malaysia. Findings: Overall, IHC positively influences employee performance, with IWE acting as a mediator across the combined samples of Indonesia and Malaysia. At the country level, the results reveal divergent patterns. For Malaysia, IHC shows a positive and significant relationship with employee performance. For Indonesia, however, the direct relationship between IHC and employee performance is not significant. IWE therefore plays a crucial mediating role in linking IHC to employee performance across both contexts. Research limitations/implications: This study is limited by its cross-sectional design, purposive sampling and focus on Islamic banking employees in Indonesia and Malaysia. Future research should use longitudinal designs, broader samples and alternative performance measures to strengthen causal and contextual understanding. Practical implications: The findings suggest that Islamic banks should not treat IHC development as a stand-alone performance strategy. Managers need to translate Islamic knowledge and Sharia-based competencies into IWE through ethics-oriented recruitment, values-based training and performance appraisal systems that include behavioral indicators such as trustworthiness, responsibility, discipline, transparency and Sharia-compliant conduct. This is particularly important in contexts where the direct role of IHC in employee performance is weaker, as stronger organizational support and ethical HR practices may help convert human capital into performance-related outcomes. Social implications: This study highlights the broader social role of Islamic banking in promoting ethical professionalism, public trust, financial inclusion and socioeconomic justice. The findings suggest that IHC and IWE are not only internal organizational resources but also mechanisms through which Islamic banks can project Islamic values in professional practice. Strengthening Sharia-related knowledge and Islamic work values among employees may help Islamic banks provide fair, accountable and socially responsible services, thereby enhancing the societal credibility of Islamic finance. Originality/value: This study offers a contextually grounded and theory-informed extension of the Islamic HRM literature by examining how IHC relates to employee performance through IWE across two institutional settings, Indonesia and Malaysia. Rather than claiming a wholly novel relationship, the study advances prior mediation-based research by showing that the performance value of IHC is contingent on how Islamic ethical norms are internalized within different national and organizational contexts. By combining the resource-based view with institutional theory, this study explains why similar IHC investments may generate different performance outcomes across countries and demonstrates that IWE functions as a key normative mechanism linking Islamic competence to employee performance in Islamic banking.

Purpose: While some scholars warn that workplace social media breeds distraction and overload, others see it as a catalyst for stronger workplace relationships, leaving its true effect on job satisfaction unresolved. This study aims to examine whether social media use enhances job satisfaction and investigates the mediating role of digital social capital in this relationship within the Indonesian bottled drinking water (Air Minum Dalam Kemasan [AMDK]) industry. Design/methodology/approach: A quantitative survey was conducted with 206 employees working in AMDK companies in Indonesia. The proposed research model was tested using partial least squares-structural equation modeling (PLS-SEM) with SmartPLS 4. Findings: Social media use positively influences job satisfaction and strongly predicts digital social capital, which in turn exerts a significant positive effect on job satisfaction and partially mediates the relationship between social media use and job satisfaction. Together, these findings suggest that the benefits of workplace social media emerge not from digital communication itself, but from the relational resources, trust, network connections and reciprocal support cultivated through sustained online interaction. Originality/value: By integrating uses and gratifications (U&G) theory with the concept of digital social capital, this study offers a novel explanation of how social media use translates into positive employee attitudes, extending the organizational behavior and digital workplace literature. Set against the backdrop of the AMDK industry, under public scrutiny over Bisphenol A (BPA) concerns, the study further reveals how digital relational resources help employees sustain coordination, trust and well-being amid organizational adversity.

The aims of this chapter are to systematically review the development of the literature on a roadmap framework based on resilience and the recovery of MSMEs from the crisis that emerged due to the COVID-19 pandemic. In addition, this research is used to identify research topics that must be carried out and research opportunities in the future. A systematic literature review was performed, analyzing studies related to COVID-19, MSMEs or SMEs, and resilience. The authors propose a resilience roadmap during the crisis with a recovery-based framework for reviving the MSMEs post COVID-19. The roadmap outlines six prominent resources or clusters for building resilience processes: health capital, psychological capital, human capital, social capital, technological capital, and economics capital through six applications of resilience capital and grouped into two strategies recovery-based framework. They argue that by using a resilience roadmap with a recovery-based framework that is inclusive, the MSMEs may transform into a new global economy with make policies to respond to the crisis.

Most research on social identity theory has been separately examined either at the team or individual levels. This paper aims to expand the use of the social identity theory and illuminates an emerging mechanism of task interdependence at the individual level that can affect the nature of the team identity by testing how team power distance act as a moderator Iraqi universities, this study employs multilevel structural equation modeling (MSEM) with Mplus 7.2 to test the model. The results reveal a positive indirect relationship between individual-level task interdependence and team performance through team identity. In addition, team power distance does not moderate a positive relationship between individual-level task interdependence and team identity. This study illuminates the link between task interdependence and team identity, which can eventually occur through a bottom-up mechanism to obtain high team performance. This study is novel for several reasons. First, this study finds a bottom-up mechanism between task interdependence at the individual level to team performance through team identity. Second, this study offers new empirical findings that, in the context of a middle east culture known as the high level of power distance, team power distance (i.e., contextual variable) does not associate with the interdependence of an individual to perform tasks and team identity. In addition, this answers the research call to investigate the dynamic interactions between individuals in teams and team-based overall, which has not been discussed in previous studies.

The aim of this study is to find out whether cyberloafing and person‐organization fit has a positive effect on employee performance, and whether innovative work behavior plays a mediating role in this relationship. The study takes a quantitative approach using partial least squares structural equation modelling with data from 210 online questionnaires that were distributed to employees in the banking sector in Indonesia who had access to the internet at the workplace, and were allowed to use it for non‐work activities (i.e., cyberloafing). The study shows a positive relationship between innovative work behavior, and both cyberloafing and person‐organization fit. It also shows that innovative work behavior acts as a mediator between cyberloafing, person‐organization fit, and employee performance. The study advances the management literature by showing how cyberloafing and person‐organization fit influences employee performance through innovative work behavior, and provides new insights into the antecedents of cyberloafing. In addition, by clarifying the type of situations in which practitioners should adopt a positive or negative view towards cyberloafing, it provides guidance for those who wish to address the issue of cyberloafing and employee performance in their organization.

Purpose: This paper aims to explore employee perceptions of companies engaged in services and banking of the role of change leadership on the application of artificial intelligence (AI) that will impact the performance and work engagement in conditions that are experiencing rapid changes.Design/methodology/approach: This study has used a quantitative research approach, and data analysis uses an approach structural equation modeling (SEM) supported by program computer software AMOS 22.0. A total of 357 respondents were involved in this study, but only 254 were qualified. In this study, the respondent is an employee of companies engaged in the services and banking sector in the East Java, Indonesia region.Findings: The results reveal that AI has a significant positive effect on employee performance and work engagement. Change leadership positively moderates the influence of AI on employee performance and work engagement.Originality/value: The development of this model has a novelty by including the moderating variable of the role of change leadership because, in conditions that are experiencing rapid changes, the role of leaders is essential. After all, leaders are decision-makers in the organization. The development of this concept focuses on studies of companies engaged in services and banking. Employee performance is an essential determinant in the organization because it will improve organizational performance. In addition, the application of AI in organizations will experience turmoil, so that the critical role of leaders is needed to achieve success with employee work engagement.

Purpose- This study aims to analyze the effect of panic buying and service convenience on consumer purchasing decisions in modern markets such as mini markets, supermarkets, and hypermarkets in Surabaya. Design/Methodology- This research makes use of a quantitative approach. The object of this research is consumers who shop at grocery stores during the Covid-19 pandemic between March and June 2020 in the city of Surabaya, East Java, Indonesia. Within this research, 84 respondents were used as the sample. The process of collecting the data was conducted through online-based questionnaires. Multiple linear regression analysis with the help of SPSS 23.0 software was used to analyze the research. Findings- The researchers concluded that all existing hypotheses both H1 and H2, were valid. It also showed a significant positive relationship between panic buying, service convenience, and consumer purchasing decision behavior. Practical Implications- Furthermore, the results stated that the modern market must understand the community's conditions and keep up with the latest situation surrounding customers’ needs.

Purpose of the study: The purpose of this study is to provide in-depth analysis to formulate appropriate work regulation policies and stimulate innovative work behavior in order to maintain company performance amid the COVID-19 pandemic. Therefore this encourages the identification of the effect of flexible work arrangements on employee performance through innovative work behavior on banking sector employees in the East Java region, Indonesia. Methodology: This study has used a quantitative research approach. Data analysis has been done by Structural Equation Model (SEM) method by Partial Least Square (PLS) supported by program computer software smart-PLS 3.0, and SPSS 23.0, in order to analyze the respondents’ characteristics, with sample size, which is 70 respondents working in the banking sector in the East Java region, Indonesia. Main Findings: We find that employee perceptions about their flexible work arrangements do not significantly influence employee performance, flexible work arrangements are positively related to innovative work behavior, innovative work behavior is positively related to employee performance and this relationship is mediated by innovative work behavior. Applications of this study: Banking management in the East Java region needs to consider innovation-related work behavior amid the COVID-19 pandemic, which is the use of non-cash payment methods by scanning the retinal eye. This study shows that in the absence of physical contact with the practice of using this machine, it can be a concrete COVID-19 era preventive solution to be applied to the wider community. Novelty/Originality of this study: The relationship between flexible work arrangements and employee's performance has been well researched. However, there has been no study on the impact of flexible work arrangements on employee performance mediated innovative work behavior and how employee innovativeness leads to better employee performance on the pandemic COVID-19 era.