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The purpose of this study is to examine the factors that influence capital structure, profitability and stock returns and the relationship between capital structure, profitability and stock returns. The endogenous variables in this study are capital structure, profitability and stock returns, whereas the exogenous variables are firm size, growth opportunity, tangibility, liquidity, volatility and uniqueness.

The population used is a company that is listed on the compass index 100 period of August 2016. A total of 64 companies are sampled in this study. The unit of analysis is 448 data. The data analysis technique used is path analysis with the help of AMOS.

The results obtained show only profitability variables that affect stock returns. Variable capital structure, firm size, growth opportunity, tangibility and liquidity have no significant effect. Variables that influence capital structure are only influenced by growth opportunity, whereas other variables are not significant and variables that affect profitability are firm size, growth opportunity, uniqueness and volatility.

Path analysis is a model similar to the multiple regression analysis, factor analysis, canonical correlation analysis, discriminant analysis and more general multivariate analysis groups. This research discusses that capital structure is useful for increasing the value of the company in the sense that the more debt that is used, a tax deduction will be obtained because of interest costs. So that the company’s profits will increase and eventually will increase the value of the company. This opinion remains a controversy among financial experts. Until now, there is no agreement that can explain the capital structure in all conditions of the company. There are two important theories concerning capital structure, trade-off theory and pecking order theory.

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in the case of university recruitment, however, organisational processes have remained unchanged for decades. Although there is a traditional justification for having academic recruitment as a rigorous and complex process (as a practiced method by which to identify the most suitable applicants), the increase of competition across the sector, and the internet revolution, has rendered these older methods partially ineffective. The author argues that recruitment systems and practices need reviewing to overhaul inefficacious elements.

This is a quasi-literature discourse combined with the author’s experience in human resources management teaching and recruitment expertise at the Higher Education level.

Lean approach if successfully introduced to academic recruitment might reduce the effect of discouraged job seekers paradox and workload on human resources (HR) officers.

The volume of studies reviewed is limited, and therefore, more empirical findings are required in the area of lean recruitment.

HR departments of universities might consider practices that will improve the recruitment process and promote labour force participation.

According to the author’s knowledge, lean concept has been applied to HR (recruitment) for the first time in this study.

This study focuses on the impact of internal factors, namely intrinsic motivation, ICT knowledge, and the moderating effect of demographic factors such as education level, age, gender on digital readiness of Indonesian MSMEs.

The sample data selected in this study include owners of culinary SMEs in the Salatiga area, Central Java, and who already has had a building to run their business. This study employed a quantitative approach using a statistical package to perform descriptive and inferential analyses with the help of IBM SPSS and Smart PLS.

Four hypotheses have been formulated and tested using the structured equation model. The results revealed that intrinsic motivation and ICT knowledge have a positive significant influence on the digital readiness of MSMEs.

The study concluded that the internal encouragement of the culinary MSME owners in the city of Salatiga will continue to advance and develop following the current digital technology era.

The results from the moderation testing show that women have a slightly higher average answer than men in the number of indicators of intrinsic motivation and in the number of indicators of digital readiness.

Micro Small Medium Enterprises (MSMEs) in Indonesia benefit from the digital era. It is important to apply digitalization in the Indonesian MSMEs so that they can develop and compete with other countries, and digital readiness is one of the key successes in the global competition.

The high rate of unemployment among university graduates has raised concerns. Responding to this, universities feel obliged to encourage and train their students to be able to create their own jobs. Many universities try to improve student entrepreneurial skills by opening entrepreneurship programs in the form of study programs or concentration. This concern does not only occur in Indonesia but also in many universities in other countries. Although the role of entrepreneurship is important for a country’s development, the availability of a large number of entrepreneurs does not guaranty improvement of people’s life or welfare. Increasing competition in business sometimes makes people justify all kinds of business practices. However, if a fair condition for all actors is expected, then university must encourage the creation of moral and ethical business activities. This study intends to know whether (1) need for achievement (nAch), self-efficacy, and instruments readiness influence student entrepreneurship intentions; (2) gender, entrepreneurship experience, and parental background moderate the influence of nAch, self-efficacy, and instrument readiness influence student entrepreneurial intention; and (3) ethical behavior view moderates the influence of nAch, self-efficacy, and instrument readiness on student entrepreneurial intentions. This research observed 315 new students of a university in Indonesia in 2018. The results show that nAch, self-efficacy, and instruments readiness significantly influence entrepreneurial intentions. Gender and parent background moderate the influence of nAch, self-efficacy, and instrument readiness on entrepreneurial intentions, while entrepreneurial experience had no effect. Furthermore, ethical views do not moderate the influence of nAch, self-efficacy, and instrument readiness on entrepreneurial intention.

The purpose of this research is to determine key behaviours to be efficient in identifying and developing employees' talent. The article aims to address the relationship between learning agility and job crafting, the influence between them, and how this relationship is built to improve performance and adaptability. For this purpose, the research has analysed which behaviours obtain the highest scores in both scales (job crafting and learning agility), designing the tool which allows Human Resources (HR) professionals an efficient identification and development behaviours to get the versatile talent that companies and professionals of the future need.

Using the questionnaire that has integrated the learning agility scale and the Spanish job crafting scale. Data were collected from a sample of business professionals in Spain. Factor analysis and hierarchical cluster analysis were used, using a classificatory variable with the 126 valid responses obtained.

In an ever-changing environment, continuous employee adaptation to his/her role within a company is a critical factor for its survival. However, there is a paucity of large-scale empirical research on which behaviours employees have to develop to increase their adaptative skills. Drawing on the outcome of extant literature, the authors identify learning agility as the construct that firms have to encourage in their employees to impact job crafting. The contribution of the paper is twofold: (1) the authors empirically explored the association and the effects of learning agility and its factor on the development of job crafting. Results demonstrated the association between the two constructs; further, higher scores in both learning agility and job crafting predict increased employability, and higher scores in job crafting are associated with higher scores in change agility; (2) this study provides a multidimensional instrument that provides HR departments with the key behaviours to recruit in order to develop talent to prepare employees to face future challenges, ensuring the right performance and sustainable impact in the environment.

A limitation of this study is that it is done exclusively within Spanish companies, even though from different industries and with different characteristics. Therefore, future research is necessary and should be conducted in other countries in similar industries to explore the empirical findings from this study in additional contexts.

This research has found a tool that might allow HR departments to measure what level of job crafting and learning agility their employees have and to identify what key behaviours they need to focus on in the recruitment or in their internal strategic HR action plan to overcome any future challenges in their organization.

In a scenario where artificial intelligence is modifying the professional landscape, generating uncertainty about which skills are best to develop, the results are a guide for enterprises as to where to focus plans for learning and training, as well as for business schools regarding the content provided in training programs.

The authors advance the literature by providing a theoretical base for understanding the relationship between job crafting and learning agility. This article offers some practical managerial recommendations that help the human resources department focus on behaviours that allow talent to be identified and recruited to ensure an effective organization.

The purpose of this paper is to provide a framework through which to understand, predict and control factors affecting employee engagement in the public sector in the United Arab Emirates (UAE).

The paper examines research conducted in the area of employee engagement and proposes a conceptual framework that can be used by practitioners to engage employees and motivate them toward organizational growth and sustainability.

In line with the literature-based analysis, a framework of employee engagement was developed, illustrating the linkage between leader, team, perceived organizational support and organizational culture that is being mediated by employee motivation.

Employee engagement as exemplified in this study is well suited for use in the public sector in the UAE. Further empirical study should be undertaken to ascertain the effect of the proposed framework and hypotheses.

The study incorporates determinants of employee engagement in a framework that practitioners can make use of to identify interventions with which to engage and retain talented employees for organizations’ benefit.

This paper provides a comprehensive framework that contributes to the conceptualization of employee engagement and will help practitioners as well as academics to understand the underlying causes of disengagement in organizations.

This paper aims to investigate the impact of risk culture on employee performance by exploring the mediating roles of employee satisfaction and employee engagement in the relationship between risk culture and employee performance.

The study employed partial least squares-based structural equation modeling (PLS-SEM) to assess both the direct effects and mediation effects, using a sample of 311 employees from the banking and insurance sectors. In contrast to PLS-SEM, a fuzzy set qualitative comparative analysis (fsQCA) technique was also applied to discern the causal configurations that lead to improved employee performance.

The findings revealed a significant direct effect of risk culture on employee performance, employee satisfaction and employee engagement. The findings also revealed that employee satisfaction significantly mediated the relationship between risk culture and employee performance, whereas the mediating role of employee engagement is partially significant. The fsQCA findings illustrated that a diverse combination of risk culture dimensions, employee satisfaction and employee engagement can result in enhanced employee performance.

This study provides important implications for the banking and insurance industries, suggesting that organizations should prioritize the development of a strong risk culture to improve employee-related outcomes such as performance, satisfaction and engagement, which are key factors for achieving optimal organizational success.

The paper specifically highlights the importance of integrating risk culture into human resource management, providing valuable insights for organizations seeking to enhance their risk management practices and culture.

The purpose of this paper is to examine the mechanisms that explain the complexities Indonesian higher education (HE) academic leaders (ALs) experience in performing leadership roles. The research addresses the questions: How do Indonesian ALs perceive their roles in HE? What are the challenges facing Indonesian ALs in their roles in the Indonesian HE context? To what extent does gender impact how ALs act and are perceived?

In sum, 35 ALs from six Indonesian universities representing top executive positions were interviewed. Data were analysed thematically using a retroductive process followed by a series of on-site member-checking activities to establish credibility and authenticity of the findings.

The religious principles of amanah (the “altruistic calling” of their functions needing dedication, commitment, and passion) unique to the Indonesian cultural experience influence ALs views of leadership. ALs face role constraints due to resource limitations, experiencing a double bind, while harmonising differences due to ascribed social status and position.

Supportive structures effective for academic leadership practice must be created, further studies on male ALs’ roles in promoting the leadership ascent of female ALs and promoting work-life balance will improve ALs’ visibility and salience in steering institutional growth.

This is the first study to focus a critical lens on the complexities of context-based leadership practice as it is influenced by amanah. Layers of constraints confronting female ALs were documented due to exigencies of gender role expectations and resource limitations, yet they exhibited paternal navigational skills beyond the maternal and pastoral calling of their roles.

Previous studies have not integrated the impact of the area of study into the notion of employee engagement. The purpose of this study is to empirically measure the association between employee engagement and the two antecedent factors of perceived organizational support (POS) and employee loyalty across different areas of study.

A nationally representative survey of 2,408 adults in the USA collected by the worker representation and participation survey (WRPS) was used. A multinomial logit regression was used to estimate the impact of POS and loyalty across different areas of study.

The findings of this study consistent with the previous studies showed that POS and employee loyalty are positively and significantly associated with employee engagement. This study found by a decline in the level of support from a “lot of support” to “somewhat support,” the degree of engagement declines by about 50 per cent. Further, it found that the level of engagement changes across different areas of study. For instance, professional and skilled workers are more engaged compared to other groups of workers. The findings were similar for the variables of loyalty to supervisors and loyalty to organizations. Moreover, the findings showed that conditioned on being loyal, women are more engaged than men.

This is the first study that uses WRPS to understand how the level of engagement varies across different kinds of study.