Journal of Security and Sustainability Issues

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 prime objective of the present study was to assess the impact of green training; green shared vision and Green employee involvement practices on organizational citizenship behaviour environment and environmental performance of the textile sector of Indonesia. Moreover, the mediating role of OCBE is examined, as well. The data was collected from the employees of the textile sector through survey method. The response rate of the study was 59.83%. The tool employed for analysis was PLS 3.2.9. the findings of the study confirm the mediating role of OCBE between green training, green shared vision and Green employee involvement practices and environmental performance. Moreover, the direct impact of green training, green shared vision and Green employee involvement practices on OCBE is also supported by the findings of the study. Present the study fills the gap of limited studies conducted regarding environmental issues. The findings of the study are helpful for practitioners and policymakers of the textile sector to use HRM strategies in order to improve environmental performance.

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.

In order to achieve the best performance and innovation, every organizations have to achieve its competitive advantage. The advantage which comes from the employee is the extra role behaviour (Organizational Citizenship Behaviour or OCB). As the requisite for it, the other supporting factors are needed. Those factors are Servant Leadership and Organizational Commitment. In this research, Organizational Commitment is significantly affect OCB, and Servant Leadership is not significantly affect OCB. But Servant Leadership could affect OCB, through Organizational Commitment as an intervening variable at the green campus context.

A profound transformation of modern culture in line with increasing individualism and self-interest have been observed in the last few decades. While competing for limited resources, public organizations have to tackle the issues of lower commitment and turnover of employees. A recent shift of Lithuania’s defence policy revealed the issues, related to the attraction and retention of qualified personnel. It appears that organizations have to fulfil the demand for loyal and committed personnel and to deal with increasing individualism and self-interest. Thus, the research aims to investigate if and how values congruence of defence organization is interrelated to intentions of personnel to continue and organizational commitment. Theoretical discussion, related to person and organization fit, vlues congruence and organizational commitment, let to develop a questionnaire. The analysis is grounded on the survey of personnel deployed in one unit of defence organization. The final sample comprised 56 respondents. The results confirm the assumption that higher affective commitment increases intentions to stay with organization. In addition, the conclusion that personnel demonstrate identification with organization can be made. Second, the study demonstrates that physical values congruence is positively interrelated with affective commitment. Hence, the sense of favourable social guarantees, benefits, appropriate work place and health consideretaions influence individual’s identification with organization. The implications for top-level management lie in the possibility to monitor values congruence and subsequently, increase organizational commitment of staff.