The role of an Account Representative in Corporation X involved providing a financial income plan in the employment sector, and their performance was evaluated based on specific targets and actual achievement. However, the number of workers in Indonesia who are registered and actively paid could have been higher than the total workforce in the country. Questionnaires were used to collect responses from 160 participants, and the analysis was done using Jamovi version 2.3.28 with Moderated Mediation modules to examine the relationship. The finding suggested that perceived supervisor support significantly influenced the relationship between organizational identification and Account Representatives' performance, with a 35.3% effect size.

There has been a lot of research on job satisfaction recently. Employees who are satisfied with their job will have an impact on their job performance. This study aimed to determine the moderating role of Psychological Well-Being on the relationship between Psychological Capital and Job Satisfaction. Participant in this study is 207 employees of an X coal mining company in Indonesia. The measuring tools used were Psychological Well Being Scale (Ryff et al., 1995), Psychological Capital Questionnaire (Luthans et al., 2007), and Michigan Organization Assessment Questionnaire Job Satisfaction Sub Scale (Camman, et al., 1979). The result of the analysis data show that there was a relationship between psychological capital and job satisfaction, and psychological well-being had no moderating effect on the relationship between psychological capital and job satisfaction.

These days, paylater, the most well-known alternative credit option in e-commerce, is widely accessible. This research examines the evolving landscape of paylater preferences among Generation Z in Indonesia and Malaysia. The study employs quantitative methodology using a nonexperimental design that measures the effect of perceived ease of use, perceived usefulness, and perceived trust on the intention to use paylater. The research presents two studies. Study 1 had 500 participants from Indonesia who were paylater and non-paylater users. The results of Study 1 revealed that perceived usefulness and perceived trust positively affect the intention to use paylater; however, perceived ease of use has a negative effect on the intention to use paylater. Study 2 had 165 participants from Malaysia who were also paylater and non-paylater users. The results of Study 2 were similar to those of Study 1. That is, perceived usefulness and perceived trust have a positive effect on the intention to use Paylater, but perceived ease of use has a negative effect on the intention to use paylater. This research contributes to the existing literature on consumer behaviour and financial technology adoption by providing insight into the trust dynamics related to paylater preferences among Generation Z in Indonesia and Malaysia.

Covid-19 caused economic deflation in Indonesia because of the limitation of physical interaction between humans, so that the organization could not operate optimally. In this case, companies in Indonesia have to prepare strategies aimed at restoring the economy, one of which is by maximizing the potential of employees in achieving organizational goals. Employees in a company have a crucial role, so it is necessary to optimize employees to achieve organizational success. Maintaining job satisfaction is the best way to optimize potential employees. Employee job satisfaction is predicted by the participation in decision making, including with the hope. This study aims to determine the role of mediation between variables. The participants amounted to 447 represented by approximately 100 employees from four industrial sectors (modern retail, automotive, life insurance, and property). The study was conducted with a quantitative approach using the Employee PDM, Hope, and Job Satisfaction measurements. The results show that participation in decision making to job satisfaction mediated by hope through mediation tests (p <0.005). To increase job satisfaction, employees need to increase their involvement in organizational decision making which also increases their expectations. This study proves that the level of participation can have a positive impact on the organization, which has an impact on job satisfaction in the form of more effective performance. In addition, this also affects the employee's encouragement to complete his work. Furthermore, hope can have a significant indirect effect in the relationship between participation in making decisions and job satisfaction.

The widespread use of smartphones and Internet connectivity in Indonesia has encouraged the emergence of digital payment phenomena, namely e-wallets and PayLater, which are expected to continue to grow in line with the trend of financial digitalization. Despite their convenience, these payment methods can contribute to impulse purchases, especially among the younger generation. This research, which includes two studies, aims to provide insights into societal impulse buying dynamics. The first study surveyed 360 participants to examine the influence of PayLater as a moderator for sales promotions and the fear of missing out (FOMO) on impulsive buying behavior. Analysis using AMOS software reveals positive moderation in sales promotions (p < 0.05); however, FOMO is not significantly moderated (p > 0.05). The second study used an experimental vignette method with a promotional poster to examine the effect of sales promotions (monetary and non-monetary) and the choice of digital payment methods (PayLater and e-wallets) on impulsive buying tendencies in 559 participants. It reveals that non-monetary promotions (M = 26.501) and PayLater (M = 26.490) influence impulsive buying more, but they do not do so when both are present simultaneously. This paper discusses the implications and offers recommendations for future research.

The COVID-19 pandemic has had an impact on the entire business industry. Various companies are facing the post-pandemic situation and are trying to make adjustments to the current situation. The adjustments made by these companies create an impact on employees and lead to work stress for them. This study aims to examine the moderating effect of resilience on the relationship between personality and employee work stress. The results of previous research found inconsistencies in the results of the correlation between personality and employee work stress. Resilience, which can buffer the effects of work stress, is used as a moderating variable. The number of respondents who were actively involved was 499, who were employees aged 22–40 years and worked in various business sectors. All respondents have filled out three measurement scales: the personality scale, the work stress scale, and the resilience scale. Data collection was carried out using Google Forms. This study conducted a moderation analysis using the Hayes model 1 macro process to test the research model. Study findings show that the role of resilience moderates the relationship between personality and employee work stress (p = 0.003). The findings also show that resilience will be able to reduce work stress felt by individuals. Resilience is a component that can protect individuals from the impact of work stress. Companies need to provide assistance to improve their employees' resilience skills to reduce the daily effects of work stress.

Abstracts are written in Indonesian and English wit Through the Decree of the Minister of Manpower No. 313 of 2015 established the Indonesian National Work Competency Standards (SKKNI) for domestic workers which became the guideline for competency test material for Prospective Indonesian Domestic Migrant Workers (Ministry of Manpower, 2015). Most of those competencies are technical competencies such as Operating Cleaning Equipment, Cleaning Living Rooms and Bedrooms or Cleaning Bathrooms and Toilet Facilities, which are easily observed by the assessor with the naked eye, so we consider it necessary to find out the mental processes behind the technical activities of Prospective Indonesian Domestic Migrant Workers such as how they identify their own strengths and weaknesses, self-motivation and managing emotions that encourage work motivation. The study was non-experimental based on quantitative research and utilized a survey method to collect data. Linear regression method was used to predicts the value of the Intrinsic Motivation, which is the response or outcome Emotional Intelligence being analyzed. The hypothesis of this study is that there is a relationship between emotional intelligence and work motivation which is mediated by self-efficacy. The data collected consisted of 210 Prospective Domestic Migrant Workers. Based on the results of the Pearson correlation coefficient, it can be seen that there is significant relationship between Emotional Intelligence and Intrinsic Motivation (r (208) = 1,0; p < 0,001), partially mediated by Self-Efficacy, which is 28.1%. Thus, all Job Training Institutions for Prospective Indonesian Domestic Migrant Workers must pay more attention to developing emotional intelligence for Prospective Indonesian Domestic Migrant Workers, instead of only focusing on providing technical knowledge related to work, but also psychological provision because it has been proven that technical ability has a positive correlation with emotions in predicting work motivation.

ObjectiveDespite Paylater's increasing popularity in Indonesia, no research potentially has explored the influence of Paylater users' shopping motivation on purchase intention. This topic is important to research to create a healthier shopping environment for marketers and users. This paper presents two studies addressing this gap.MethodStudy 1 explored the values of shopping motivation influencing purchase intention in Indonesia using a non-experimental method with 299 participants aged from 18 to 40 years in Indonesia. Study 2 used experimental vignette methods to strengthen the first study's results. This study involved 752 participants with the same characteristics as Study 1.ResultsThe results of Study 1 show that both utilitarian and hedonic motivations influence Paylater users' purchase intention in Indonesia, and all shopping motivation values positively influence utilitarian and hedonic motivations. In Study 2, we found that values of convenience, customisation, adventure/exploration and gratification affect the purchase intention of Paylater users in Indonesia.ConclusionThe results demonstrate both motivations influence purchase intention, but hedonic has the most significant influence, and all shopping motivation values are significant. Therefore, each value can motivate Indonesian Paylater users' intention to purchase.Key PointsWhat is known about this topic: What is already known about this topic:(1) Research regarding shopping motivations and purchase intention has been conducted in various contexts.(2) Shopping motivations are known to influence purchase intentions significantly.(3) Research on shopping motivations is done typically to help marketers promote their products better.What this topic adds:(1) This study is potentially the first to explore shopping motivations and their influence on e-commerce in Indonesia in the context of Paylater users.(2) This research adapts existing measures of shopping motivations and purchase intention to the context of Paylater's use in e-commerce.(3) This study offers new insights into the behaviour of Paylater users in Indonesia. It identifies specific values (convenience, customisation, adventure/exploration and gratification) using an experimental vignette model affecting their purchase intention, aiming to create a healthier shopping climate for marketers and users.

Companies need reliable employees to support their business. As e-grocery businesses in Indonesia continue to grow during the pandemic, various strategies are required to attract millennials. This study aims to prove the influence of employer branding, e-recruitment, and post-pandemic employee value proposition (radical flexibility, deeper connection, personal growth, and holistic well-being) in encouraging millennials to apply for jobs at e-grocery companies after the pandemic. Few e-grocery companies in Indonesia use employer branding and e-recruitment; this study attempts to combine these two variables to see the effect of their interaction on influencing greater millennial intentions. Using the latest experimental method, which is the experimental vignette method, we conducted three studies with a total of 619 millennial participants, who were recruited using the convenience sampling technique. All participants received a set of job advertisements as a stimulus. The results showed that e-recruitment could not significantly predict the millennials' intentions when applying for jobs in e-grocery companies. Companies in Indonesia may need to analyze millennials' familiarity with e-recruitment platforms, especially on company websites. However, employer branding successfully predicted millennials' intention to apply for a job in e-grocery companies, which was not affected by the length of their work experience. Employer branding serves as a means of building job seekers' trust through personal promotions. With this trust, job seekers are more motivated to apply to the company. When e-recruitment and employer branding were analyzed simultaneously, there were significant interactive effects on millennials' intentions. Employer branding acted as a socialization medium to introduce e-recruitment and vice versa. E-recruitment served as a form of branding that could shape the perceptions and experiences of millennial job seekers. Lastly, the employee value proposition significantly predicted millennials' intentions, where holistic well-being was the most sought-after value. It can support employees' well-being and encourage them to make valuable propositions that will make e-grocery companies excel in Indonesian labor market.

In government institutions, there have been several important changes such as the equalization of structural to functional positions and changes in the operating system. The state apparatus must have the ability to overcome changes and manage them. This research aims to determine how work engagement intervenes in the relationship between workforce agility and adaptive performance. The research was conducted quantitatively using a set of questionnaires. Participants in this study included 191 state apparatus in a government institution. The data was processed using IBM SPSS version 26. The mediating function of work engagement was examined using Andrew Hayes' analysis of the mediation model 4 Hayes process v4.0. The mediation test showed that the indirect effect of the range of confidence values is in the value 0.1448 – 0.4471 with a 95% confidence interval (CI) level and 5000 sample bootstraps. This suggests that the link between workforce agility and adaptive performance had a mediating role for work engagement variables. Based on this study, government institutions need to create employee development programs that can increase workforce agility and work engagement to improve the adaptive performance of state apparatus.

The research aimed to predict a person’s intention to have a romantic relationship at work, seen from the motives (love and work) and types of policies (strict, warning, no policy) that existed in the company. Romance in the workplace was a common phenomenon in organizations, but this behavior was still considered sensitive to be investigated in Indonesia. In total, 268 Indonesian employees aged 20-40 years who worked at least six months in a company participated in the 2x3 factorial experimental vignette method, and for data analysis, it used repeated measured ANOVA. The research results have found that several types of company policies determine a person’s intention to have romance at work. The stricter the rules and the heavier the punishment, the less likely a person will engage in romance at work. However, on the motive, it is found that there is no difference between the types of motives and one’s intentions in a workplace romance. Finally, the interaction between motives and policies is not significant enough to predict a person’s intention to engage in romance at work. Therefore, it can be concluded that in Indonesia, the implementation of policies still has an essential role in reducing the negative impact of romance in the workplace. Other variables can still be included for future research to see the factors influencing a person’s intentions in workplace romance.

The issue of continuous change in the era of the industrial revolution 4.0 and the development of the workforce creates uncertain conditions. This requires employees to be ready and able to face the consequent challenges and changes that occur in their workplace. The numerous demands this imposes can be a threat to employee well-being. The concept of this study was based on (REF) study. However, we included a wider range of subjects, 709 individual employees from various organizations, in Indonesia. The results of a mediation analysis show that career resilience has a positive relationship with life satisfaction and work stress, but there is no mediating effect of work stress and career success in the relationship between these two variables. This result differs from previous studies, which have shown that the relationship between career resilience and life satisfaction is mediated by work stress and career success, with the exception of job level.

Sensation-seeking can be an outcome predictor in an organization when expressed through several social cognitive variables, such as emotional intelligence. Thus, the behavior generated by sensation-seeking can be more functional. The purpose of this study is to identify whether sensation-seeking can be expressed through emotional intelligence to predict individual performance. This study uses a quantitative design with a correlational strategy. The study participants were 167 Indonesian employees from three banking, oil and gas, and mining industries who filled out a questionnaire investigating their sensation-seeking, emotional intelligence, and individual performance. The questionnaires used Work Role Performance Scale and Learning Style Profiler. Data analysis was done by mediation process from Hayes. The results show that sensation-seeking and emotional intelligence directly predicts individual performance. However, indirect effect analysis proves that emotional intelligence cannot express sensation-seeking to predict individual performance. Thus, people who have high level of sensation-seeking not always bad because they can be an active learner also improve their work role performance in organization.

The Covid-19 pandemic changes the way employees work, and the use of technologies to support their work is increasing. The aim of this study is to investigate whether technologies can harm employee satisfaction and performance. The hypothesis developed stated, that the technostress creator predicted each individual role performance differently. Job satisfaction also became a mediator, whereas the technostress inhibitor was a moderator of the relationship between the technostress creator and job satisfaction. Two hundred and forty-four online responses were collected from employees in cities during the Covid-19 pandemic. Technostress (Ragu-Nathan et al., 2008), job satisfaction (Hackman & Oldham, 1976), and individual work performance (Griffin et al., 2007) questionnaires were used. The data were analyzed using path analysis. The results suggested that the technostress creator only statistically predicted individual task proficiency (ß = –0.124, SE = 0.060, and p = 0.039) and proactivity (ß = 0.134, SE = 0.060, and p = 0.026). The results found no effects from the mediator or moderator on the prediction of job satisfaction and individual role performances. Therefore, the technostress creator only increased employee stress if the technologies used disrupted their work. However, to some extent, the technostress creator can increase employee innovation when finishing work.

Previous studies have highlighted the importance of cultural sensitivity when investigating the work–family interface. Characteristics of each culture may impact differently on how individuals view work and family roles. This study aims to investigate whether social supports, such as spousal support, supervisory support, and domestic support, predict work–family conflict and employment-related guilt among Indonesian working married women. The study surveyed 442 women who were 23–48 years of age, employed in both the public and private sectors in Indonesia, and had at least one child at home. Path analysis was conducted to test the hypotheses. The study found that instrumental spousal support and supervisory support are significant predictors of both work-to-family conflict and family-to-work conflict. Emotional spousal support predicts family-to-work conflict but not work-to-family conflict. However, the results suggest that spousal support, supervisory support, and work-to-family conflict did not predict employment-related guilt. Domestic support also did not predict work–family conflict and employment-related guilt. The findings emphasize the importance of certain social support for employed mothers, particularly in a collectivist society like Indonesia. Organizations could provide employee assistance programs that offer counseling services to employees who have family-related problems. Training for managers and supervisors would be another approach to increasing awareness of the importance of supervisory support. Other implications of the findings and recommendations for professionals are discussed.

This is a novel study that examines the theoretical concept of workplace spirituality and employee loyalty, particularly in the context of millennial employees in Indonesia who currently dominate the local workforce and are thought to have high turnover intentions. This research aims to determine the correlation between each dimension of workplace spirituality and each dimension employee loyalty among millennials in Indonesia. The final participants in the study were 288 millennial employees from 412 initial respondents that fill online questionnaire from 46 cities in Indonesia. All respondents were full-time employees from public and private organizations with minimum two years of work experience. This study first creating the measurement model and then performing structural equation modeling (SEM) to process and interpret the data. The results indicate that each dimensions of workplace spirituality have different effects on the loyalty of millennial employees in Indonesia, which alignment with organizational values is the main reason for staying in the organization.

Understanding the attitudes of individuals toward safety is important for hospital prevention programs and could reduce safety-related accidents. This study investigates the effects of perceived individual safety attitude in explaining the relationship between sensation seeking and risk-taking propensity for rewards in predicting individual performance. An on-line cross-sectional study was undertaken in which 177 nurses who completed an objective task (BART) and self-report questionnaires. Path analysis results revealed that perceived individual safety attitude influenced the relationship between both sensation seeking and risk-taking propensity in predicting individual performance. Nurses with both sensation seeking and risk-taking propensity for rewards have negative perceptions toward individual safety attitude, which resulted in poor individual work performances. It is indicated that encourage performance by rewards is not always effective.

The research aimed to explore the relation of work-home and home-work interactions on employees’ psychological condition while working from home during the COVID-19 pandemic. The coronavirus (COVID-19) pandemic had led various organizations to implement work-from-home measures. This rapid change in working arrangements might affect employees’ psychological condition as they navigate both their work and home responsibilities at the same time and place. The research involved 2.288 employees at one government institution in Indonesia. Data were collected in April 2020, using the web-based tool Survey Monkey. The data were analyzed by logistic regression analysis. The results show that Negative Work–Home Interactions (NWHI) are significantly associated with psychological meaningfulness and psychological safety, while Negative Home–Work Interactions (NHWI) are significantly associated with the three psychological dimensions. Positive Work–Home Interactions (PWHI) are significantly associated with psychological safety, while Positive Home–Work Interactions (PHWI) are significantly associated with the three psychological dimensions. Based on the results, it can be concluded that positive and negative experience that happens at work spill over to the home domain and vice versa, which could, in turn, impact on employee sense of meaningful, safety, and sense of having the physical, emotional, and psychological resources to perform tasks at work during working from home. Therefore, organizational support is important in maintaining employees’ psychological condition while working from home during the pandemic.

This article presents findings from research investigating the effectiveness of humor appeals (humor relatedness and humor mechanisms) to Indonesian millennials for predicting their attitudes toward printed ads and their purchase intentions. In total, 543 Indonesian millennials participated in three experimental studies to test the relationship between humor appeals and the need for cognition to predict their attitudes and intentions. It was found that humor appeals were effective in predicting millennials’ attitudes toward printed ads and their purchase intentions. However, the need for cognition did not significantly influence the relationship. Indonesian millennials were more likely to not engage in thinking processes when evaluating humorous ads, which may be influenced by their characteristics and cultural backgrounds.

Jackson’s (2008) Hybrid Model of Learning in Personality (HMLP) is designed to measure the effect of biological, socio-cognitive, and experiential processes of personality and learning mechanisms on developing rationality and directing functional or dysfunctional behaviors of employees. We use HMLP to determine if rational thinking predicts individual perception of safety climate. The results found that the proposed indirect paths of learning mechanisms significantly predict the individual perception of a safety climate through rationality. The goodness-of-fit demonstrated that the model provided a satisfactory fit: c2 = 13.200, p = 0.067; RMS = 0.000; RMSEA = 0.063; GFI = 0.981; AGFI = 0.943; and CFI = 0.988. As a result, we identify the importance of rationality in predicting individual safety climate and once again confirm the usefulness of HMLP in predicting useful workplace outcomes. The HMLP offers valuable insights into the influence of rationality in predicting individual perception of safety climate, as well as the underlying process of developing rationality.