Journal of Security and Sustainability Issues

The prime objective of the current study was to examine the relationship between self-efficacy, work environment, career identity, work engagement and job embeddedness. Furthermore, the mediating association of work engagement is also examined in the proposed model. This study is conducted in the hotel industry of Indonesia. The data was gathered from the workers of different hotels. The response rate of the present study is 75.3%. PLS-SEM tool is used by the researcher for the analysis of the present study on the basis of data collected. The findings of the study point out that work engagement of the employees is significantly impacted by self-efficacy, career identity and work environment, which in turn have a significant link with job embeddedness. Moreover, mediating relationship work engagement is also proved significant statistically in the present paper. The findings of the study fill the gap of limited studies conducted to examine strategies for the creation of job embeddedness among employees. In the end, the results are important for the policymakers of the hotel industry by which they can develop strategies to create work engagement and job embeddedness among employees of the hotel sector.

Primarily, purpose of the current research was to examine the influence of Human resource factors like job security, job autonomy and promotional practices on employee motivation and job satisfaction among employees of petroleum firms in Indonesia. Moreover, the research has also surveyed the mediating aspect of employee motivation among mentioned HR factors and job satisfaction. For data collection, the survey methodology was chosen for the present study. The researcher used convenience sampling for collecting data from employees of petroleum organizations. The response rate of the present study was 73%. For analysis, PLS-SEM tool was used by the researcher. Findings of the study revealed that all these HR factors, job security, job autonomy and promotional practices are significant predictors of employee motivation and employee job satisfaction. Moreover, employee motivation mediates significantly among job security, job autonomy, promotional practices, and job satisfaction. The present study fills the gap of limited studies regarding the application of HR factors to enhance motivation and job satisfaction of the petroleum sector employee. Findings of current research are beneficial for the policymakers, petroleum sector and academicians of HR discipline.

The basic objective of the present study is to examine the mediating role of employee loyalty among organizational leadership, organizational culture, employee empowerment, human relational values and profitability of the firm. Moreover, the present study also examined the direct impact of organizational leadership, organizational culture, employee empowerment, human relational values on employee loyalty and the effect of loyalty on profit as well. The researcher used a survey method to collect data from the employees of the cement industry of Indonesia. The valid response rate of the study was 80.5%. For the analysis of the data, the researcher used Smart PLS-3. The findings of the study revealed that organizational culture plays a mediation role between organizational leadership, organizational culture, employee empowerment, human relational values and profitability of the firm. Moreover, loyalty has a significant positive impact on firm profitability and organizational leadership, organizational culture, employee empowerment, and human relational values significantly impact employee loyalty. The present study fills the gap of limited HR studies to enhance organizational profit. The findings of the study are helpful for the policymakers to use these HR strategies to retain customers for a longer period of time.

The Financial Services Authority of Indonesia (OJK) survey in 2016 has shown the financial literacy index in Indonesia was only about 21.8%. A lot of illegal investment in Indonesian society in recent years proves that the Indonesian people have not fully understood the benefits and risks of financial decision making. The research describes demographic factor and risk tolerance in the context of Indonesia’s society. The questionnaires distributed online and were obtained 850 respondents. To analyze the role of demographic factors on the willingness to take risks, we use Subjective Risk Tolerance, which is describing the respondent’s perception of risk. The result indicates that gender and age statistically insignificant in describing risk tolerance. Meanwhile, marital status, income, and education significantly important in determining risk tolerance. Gender equality in the working environment means women and men have an equal chance to get job and position in a company. This chance also means that women have a great chance to get more income and wealth than before. Marital status related to responsibility, the greater the responsibility assumes the smaller the level of risk tolerance. The better the knowledge, the better the understanding of the financial decision. Information processed and used to make a better decision. The result shows that in order to conduct an education program and increasing society’s knowledge, Government of the Republic of Indonesia, especially to The Indonesia Stock Exchange and Securities Firm should make attention to demographic factor and fit the investment product with investor’s profile.

The prime objective of the current study is to explore the nexus between job involvement, turnover, and organizational commitment. Meanwhile, the study has examined the mediating role of organizational commitment in the relationship between job involvement and turnover. The study broached an argument that in the era of globalization, it has been regarded to be a key issue to deal with employee turnover for any business organization. To date, agreement on how to practice this concept has not yet been resolved. Employing the survey-based methodology, the SEM-PLS technique is used to test the hypothesized relationships. So, the current study has used SEM-PLS as a statistical tool to answer the research questions raised in this study and research objectives envisaged in the current study. The data is collected from the managers of the manufacturing firms in Indonesia. The findings of the study have provided support to the theoretical foundation and the proposed hypothesis of the current study. The current study will be helpful for policymakers and practitioners in understanding the issues related to job involvement, turnover, and organizational commitment. In author knowledge, this is among very few pioneering studies on this issue.