Jajang Supriatna, Ahmad Badawy Saluy, Deden Kurniawan and Djumarno Djumarno
This study investigates the factors affecting the performance of smallholder oil palm farmers in Indonesia, with an emphasis on sustainable productivity.
Abstract
Purpose
This study investigates the factors affecting the performance of smallholder oil palm farmers in Indonesia, with an emphasis on sustainable productivity.
Design/methodology/approach
The study involved interviews with regulators, practitioners and experienced farmers in Riau, West Kalimantan, Central Kalimantan and the Bangka Belitung Islands, Indonesia. A confirmatory and explanatory approach was used to explore the relationships among farmer competency, social capital, institutional support, sustainable productivity and overall performance. Data from 757 farmers were analyzed using partial least squares structural equation modeling (PLS-SEM), while the analytical network process (ANP) method identified strategic priorities.
Findings
The results indicate that the sustainability of oil palm farming was low. Social capital, institutional support and sustainable productivity are the key performance factors. Sustainable productivity mediates these relationships. Farmers’ competence indirectly affects performance through sustainable productivity, social capital and institutions. Institutional support needs to be improved.
Research limitations/implications
This study suggests expanding sustainability indicators by following the latest standards of RSPO principles and criteria, simplifying language for better farmer understanding and assessing sustainability before and after policy implementation.
Practical implications
The proposed policy framework emphasizes social capital, institutional support and sustainable productivity to improve sustainability and effectiveness.
Social implications
This study highlights the critical role of social capital, institutional support and sustainable productivity in enhancing Indonesian palm oil farmers’ sustainability and performance.
Originality/value
This unique integrated approach combining PLS-SEM and ANP methodologies provides a comprehensive understanding of the factors affecting smallholder performance and data-driven strategic priorities for policy interventions.
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Srishti Nagarajan and Ekta Duggal
The present study aims to provide an overview of the life insurance industry in India and scrutinise various dimensions impacting life insurance uptake in accordance with the…
Abstract
The present study aims to provide an overview of the life insurance industry in India and scrutinise various dimensions impacting life insurance uptake in accordance with the views of the management representatives. An exploratory study was assumed by conducting in-depth face-to-face/telephonic interviews with six employees and one agent affiliated to the most prominent life insurance companies operating in India. The interviews focused on operation of life insurance companies in general, their work culture, approach towards individuals/customers, steps taken to attract and retain their human capital (agents), the overall impact of reforms on the life insurance industry and their tactics which make them unique in the market. The study observed that life insurance uptake in India is discernibly affected by an individual's financial knowledge, needs and the level of trust they have on the company apart from brand of the life insurance company and grievance redressal system. It was also found that reforms (Foreign Direct Investment (FDI) Policy, entry of private players) did bring about a difference in work culture, improved employment opportunities and increased the reach of the insurance industry in the country. The study highlights dimensions that life insurance companies constantly work/need to work upon to remain at the zenith of success, broadens the horizons of the life insurance industry in an emerging nation like India as it is one of the few studies to have probed the management's outlook of the Indian life insurance industry and holds scope for future theoretical investigation and development of a comprehensive model as well.
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Mehdi Tajpour, Fatemeh Dekamini, Farzaneh Madadpour, Moein Norouzimovahed and Shima SafarMohammadluo
This paper presents a comprehensive decision-making framework designed for family-owned hotels, specifically focusing on evaluating and selecting suppliers and strategic partners…
Abstract
Purpose
This paper presents a comprehensive decision-making framework designed for family-owned hotels, specifically focusing on evaluating and selecting suppliers and strategic partners, with a particular emphasis on Iranian holding companies and five-star hotels.
Design/methodology/approach
The research emphasizes the unique position of family-owned hotels as not only commercial enterprises but also embodiments of tradition, personal touch and community engagement, which sets them apart in a competitive market. Through a detailed literature review, methodology and analysis, including fuzzy analysis and the TOPSIS method, the study systematically evaluates various criteria crucial for selecting suppliers and strategic partners.
Findings
The framework evaluates criteria such as price competitiveness, quality of products/services, reliability and timeliness, flexibility and scalability, communication and responsiveness, after-sales service and support, ethical and sustainable practices, technology and innovation, and compatibility with business culture. By integrating these parameters, the framework addresses both operational needs and strategic objectives, ensuring chosen suppliers and partners align with the hotels' core values and operational requirements.
Research limitations/implications
The study offers valuable insights for family-owned hospitality businesses to navigate supplier and strategic partner selection, and opens avenues for future research, particularly in adapting to technological advancements, sustainability practices and the evolving dynamics of the hospitality industry.
Social implications
The research underscores the significance of family-owned hotels in fostering tradition, personal connection and community engagement, contributing to the social fabric of the hospitality industry.
Originality/value
This paper provides a unique perspective on supplier and strategic partner selection, tailored for family-owned hotels and offers a comprehensive framework that integrates both operational needs and strategic objectives, ensuring alignment with core values and requirements.
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Ashutosh Muduli and Anuva Choudhury
The rapid adoption of digital technology forced the leaders to explore and examine the drivers and facilitators capable of enhancing the bank's performance. This paper empirically…
Abstract
Purpose
The rapid adoption of digital technology forced the leaders to explore and examine the drivers and facilitators capable of enhancing the bank's performance. This paper empirically aims to examine the role of technology acceptance and workforce agility in digital technology adoption in the banking industry. Furthermore, this research examines the mediating role of workforce agility between digital technology acceptance and digital technology outcome.
Design/methodology/approach
Influenced by the Attitude–Behavior–Outcome framework, this survey research has been designed to collect data from both high-level executives and low-level executives working in the banking sector undertakings of India. The research adopted a two-step procedure for testing theoretical models using SPSS-AMOS, Version 27. Hayes PROCESS macro (Version 4.3.1; 2023) technique was executed to test the mediation.
Findings
The result proved that the banker's acceptance of digital technology positively impacted banks' performance. Furthermore, this study proved that workforce agility has a favorable, significant mediating influence between digital technology acceptance and digital technology outcome suggesting banks design and implement suitable management policies and practices to enhance the technology acceptance mindset of the bankers and promote workforce agility for higher customer relationships and performance.
Originality/value
Being the first-ever research to examine the role of workforce agility, this study proved its mediating effect on effective digital transformation.
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Drawing on the JD-R theory, this study investigates the effect of working from home on employee engagement and work-life balance considering work-life balance as the mediator in…
Abstract
Purpose
Drawing on the JD-R theory, this study investigates the effect of working from home on employee engagement and work-life balance considering work-life balance as the mediator in the working from home-employee engagement relationship and altruism as the moderator in the work-life balance-employee engagement relationship.
Design/methodology/approach
An online questionnaire using the snowball sampling approach was employed to collect data from 350 professional-level employees working from home due to the COVID-19 outbreak. Hypotheses were tested using structural equation modeling.
Findings
The findings indicate that work-life balance significantly affects employee engagement and confirm the moderating role of altruism in the relationship between work-life balance and employee engagement. However, work-life balance does not mediate the relationship between working from home and employee engagement.
Originality/value
These findings advanced JD-R theory in human resource management by focusing on a more humanistic and compassionate approach towards managing employees, particularly in the remote working context during turbulent times.
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Drawing on the Job Demands-Resource (JD-R) model, this paper examines innovative culture as the antecedent to employee engagement (EE), taking workplace digitalisation as the…
Abstract
Purpose
Drawing on the Job Demands-Resource (JD-R) model, this paper examines innovative culture as the antecedent to employee engagement (EE), taking workplace digitalisation as the mediator and group diversity as the moderator on the workplace digitalisation–EE relationship.
Design/methodology/approach
The research model is tested using structural equation modelling, based on 256 online survey data representing the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.
Findings
Our findings support that innovative culture directly affects EE and indirectly through workplace digitalisation. Besides, group diversity moderates the workplace digitalisation–EE relationship.
Practical implications
The findings suggest that organisations can enhance EE in a diversity-oriented digital setting by cultivating an innovative culture to facilitate employees’ perception and acceptance of workplace digitalisation.
Originality/value
Our findings enrich the interdisciplinary literature on how innovative culture, employees’ perception and acceptance of workplace digitalisation and group diversity intersect in reshaping EE.
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Masyhuri Masyhuri, Siswanto Siswanto and Desi Tri Kurniawati
This study aimed to examine the role of green human resource management on environmental performance at Islamic universities, with the mediating effect of green cultural festivals…
Abstract
Purpose
This study aimed to examine the role of green human resource management on environmental performance at Islamic universities, with the mediating effect of green cultural festivals and the moderating role of individual green values.
Design/methodology/approach
The research employed random sampling techniques by selecting a sample of 192 students from various Islamic universities in Indonesia. The participants were selected through an online survey. In addition, data analysis was done using the structural equation modelling-partial least squares (SEM-PLS) technique with the SmartPLS 3.0.
Findings
Implementing green human resource management has become a crucial factor in enhancing the environmental performance of Islamic universities. Moreover, green cultural festivals function as an intermediary variable. At the same time, individual green values exhibit a moderating variable that can enhance the influence between green human resource management and environmental performance.
Practical implications
Implementing an effective green human resource management strategy enhances environmental performance. Green human resource management has assisted universities in creating a generation of graduates with a solid commitment to ecological sustainability and raised awareness of the significance of conserving the environment. As a result, this commitment equips students to become agents of change in society upon graduation. Furthermore, campuses need to integrate environmental curriculum components into all study programs, as students need to understand the significant impact of environmental stewardship from both Islamic and scientific perspectives.
Originality/value
This research provides a novel perspective on how Islamic universities are exceptionally well-equipped to create environmental awareness and values that students can practically apply post-graduation using green cultural festivals, which are regularly held. This study is the first to introduce the concept of green cultural festivals in universities utilising the basis of combining green culture with cultural festivals with the theoretical background of resource-based theory.
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Imad Al Zeer, Mousa Ajouz and Mahmoud Salahat
Considering the importance of employee performance in the changes in state higher education institutions, this study aims to conceptualize the mediating role of employee…
Abstract
Purpose
Considering the importance of employee performance in the changes in state higher education institutions, this study aims to conceptualize the mediating role of employee engagement and empowerment in predicting employee performance.
Design/methodology/approach
The study uses a quantitative survey method to collect data from staff members employed in higher education institutions and applies a partial least squares structural equation modeling to analyze the data. In addition, the study performs a systematic bibliometric analysis of contemporary literature on the factors influencing employee performance.
Findings
The study's results confirm employee engagement and empowerment's critical role in improving employee performance. Unexpectedly, the study also has found no supporting evidence of the relationship between work environment and employee performance. Further, the proposed model explains 51.6% of the variance in employee productivity.
Originality/value
Among the theoretical implications of this study are the importance of introducing new and theoretically sound mediators to explain how the relationship between a higher education institution's employee engagement and empowerment and its employees' performance unfolds.
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Engaged employees are an organization’s competitive advantage because the employees are willing to strive for organizational excellence. This paper examines employee engagement…
Abstract
Purpose
Engaged employees are an organization’s competitive advantage because the employees are willing to strive for organizational excellence. This paper examines employee engagement (EE), taking workplace digitalization as the mediator. The authors developed an integrated framework introducing transformational leadership and innovative culture as EE antecedents in workplace digitalization settings. Specifically, the authors argue that transformational leadership and innovative culture influence EE directly and indirectly through workplace digitalization.
Design/methodology/approach
A total of 256 valid online-survey samples were used in the structural equation modeling (SEM) tests. The respondents were the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.
Findings
The authors' findings support that workplace digitalization positively influences EE. Unlike transformational leadership, innovative culture positively influences workplace digitalization. Further, innovative culture directly affects EE and indirectly through workplace digitalization, albeit partially. Transformational leadership directly influences EE but is insignificant through workplace digitalization.
Practical implications
The findings suggest that organizations that wish to fast-track EE can cultivate an innovative culture to facilitate employees' acceptance of workplace digitalization and enhance EE.
Originality/value
The authors' research expands the interdisciplinary theoretical foundation on how employees' perception and acceptance of workplace digitalization add to EE by highlighting the roles of transformational leaders and innovative culture. The authors' research is among the first few investigating how transformational leadership and innovative culture affect EE in the presence of workplace digitalization. The authors also discussed workplace digitalization as a mediator to innovative culture–EE relationships.