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This study aims to analyze the effect of ethical leadership on employees' ecological behavior and individual environmental performance through green HR practices in higher education. Cross-sectional analytical survey methodology was used to analyze the relationship between the variables studied. The stages in data analysis using SEM procedures start from model construction, discriminant validity testing, and composite reliability to goodness-of-fit evaluation and hypothesis testing. The success of implementing a system that supports environment-friendly HR management requires a leadership role with sufficient environmental and ethical values in their interactions to optimize the function of HR practices. Based on the perspective of leadership and HR practice management systems at the personal level, the models indicated that individual environmental performance could be explained through interaction by leader–member exchange and norms toward the environment. The originality lies in the combination of the view of LMX on leadership and the activation of norm theory to understand the processes leading to individual environmental performance through green HR practice.

This study uses an explanatory survey research method to explore the role of sustainable leadership in smart campus transformation at the micro level on engagement and environmental performance. The survey was conducted randomly, involving 487 academic staff and lecturers from various study programs. Data analysis was conducted using Structural Equation Modelling (SEM). The results showed that leadership is an evolving resource in the digital transformation process at various higher education levels. Sustainable leadership ensures that the Health Impairment and Motivational Process run in line with the change orientation aimed at improving environmental performance. Both processes encourage academic staff and lecturers to engage in green activities. This research reinforces the concept that leadership plays a key role in improving environmental performance through engagement in sustainable activities, especially in the context of higher education. The integration between Job Demands-Resources (JD-R) theory and sustainability theory, which is the basis for the development of the concept of sustainable leadership, helps to understand how the role of a leader can influence the level of sustainable engagement and performance and create a healthier and more motivating work environment to achieve sustainable goals.

Deep relationships with consumers are not limited to products. In tourism, deep relationships can be built based on valuable and meaningful travel experiences in sustainable tourism destinations. The aim of the study is an examination of tourist engagement for loyalty in the sustainable destination image. This research was designed through a causal study. ASurvey for data collection was conducted employing questionnaires specifically designed for local tourists visiting tourist villages in Bali and Yogyakarta. A sample of 282 local tourists was determined incidentally according to established criteria. Data analysis used statistical inference analysis, namely Structural Equation Modeling (SEM) maximum likelihood method. The research findings indicate that the alignment of values demonstrated in the image of sustainable tourist villages encourages tourists to engage in and support sustainability. The congruence of normative values and beliefs portrayed by the brand image as a tourist village fosters intentions to revisit and recommend it to others. Tourists' behaviors further contribute to sustainability based on normative considerations of tourist village sustainability. The theoretical implication is the congruence of values as a concept that cannot be separated from consumer engagement and sustainable tourism destinations. Values developed based on tourists' self-congruence with sustainability form the basis of relationships with tourists. These values become the primary preferences for engagement and loyalty to sustainability. By understanding self-congruence theory, managers can design strategies that consider the values and attributes the target market identifies in sustainable tourism destinations. Creating value congruence between the destination and the tourist's self-image can encourage emotional engagement and tourist preference for sustainable destinations.

This paper focuses on policy evaluation, which is rarely conducted, particularly ex-ante evaluations. In Indonesia, evaluation of policy ideas before they implement the main objective for toll road development. There are various possibilities that these ideas and decisions are formulated based on incomplete problem identification, formulation, and advocacy that could be more optimal and legitimate issues. The study aims to identify the actual beneficiaries of toll road development policies in agrarian communities that focus on social cost-benefit analysis through the ex-ante evaluation In Indonesia. Data sources were selected based on objectives: local village officials and community members affected by road construction. The case study approach with thematic analysis shows that evaluation is needed to increase the likelihood of policy success, especially in the community, as the main objective of the policy. The description of the problems in the idea and policy decision of toll road construction focuses on the social-economic impact based on the implementation of road construction in the previous stage. The idea of toll road development must recognize the community's dynamic conditions, including the community's readiness to accept development results and participate in obtaining optimal results from development. Road development ideas are related to efforts to prepare the human capital of the surrounding community to participate and obtain more significant benefits from development results. Furthermore, we show the importance of community human resource readiness in toll road development as an effort to realize toll road development to reduce economic and social costs. Integrating ex-ante evaluation in toll road development policy provides an understanding of the importance of maximizing development benefits for the stakeholders involved.

Family serves as a job resource that can improve employees' work engagement. However, increased work engagement can potentially trigger work-family conflict and lead to employees' withdrawal, even employees turnover. It is necessary to explore family functions to fill the existing theoretical and practical gap. Therefore, the present study aims to analyze the relationship among family, work engagement, and turnover intention by considering the family as a sources source of both conflict and support. To this end, this study surveyed non-manager and staff-level employees in pharmaceutical companies in Indonesia. Analyzed using SEM covariance procedure with AMOS 23 software, this study found that family plays dual roles in affecting employees' work engagement. Increased work engagement was found to result in a lower turnover intention yet increasing work-family conflict. Increased sales, working hours, and targets are among the factors leading to work-family conflict. Work engagement is a double-edged sword that should be handled carefully through communication and stress management interventions. Activities like family gathering programs are also recommended to minimize work-family conflict and improve family support. It is also important to manage the work based on feedback, communication, and capacity building according to standards in the work process in the field of the pharmacy industry.

Efforts to enhance entrepreneurial intention among students entail a complex learning process. Understanding the function of the entrepreneurial education ecosystem (EEE) based on social interactions, learning demands, and supportive resources is essential. The aim of this study is to elucidate the influence of the EEE on entrepreneurial intention through creative self-efficacy (CSE) and creative process engagement (CPE) in higher education. Using a causal study with a survey utilizing questionnaires on 354 randomly selected students who have undergone entrepreneurship education in private university. Inferential analysis employing covariant structural equation modeling (SEM). Research findings indicate that the design of the EEE, including curriculum, practices, research, culture, and entrepreneurship infrastructure in higher education, enhances CSE. The availability of CSE as a personal resource enables students to effectively meet the demands of entrepreneurial learning and engage in the entrepreneurial learning process in the long term. EEE influences CSE, which in turn fosters engagement in the creative process required to support entrepreneurial intentions among university students. The theoretical implication is study of demand-resources (SDR) expands the understanding of the complexity of interactions between entrepreneurial education demands, resources, and entrepreneurial intentions. Practical implication is focused on the development of EEE and CSE based on the study demand-resources approach for enhancing entrepreneurial intention among individuals. Originalities value is expanding the understanding of the demand-resources (DR) model based on research findings regarding the role of EEE positions as environmental resources on the availability of personal resources, namely CSE, and its influence on CPE and entrepreneurial intention. This study expands the scope of the JD-R theory within the context of entrepreneurship learning by demonstrating the importance of learning resources as factors shaping psychological meaning for students. To enhance entrepreneurial intention, entrepreneurship education in universities can adopt the study demand resources approach to realize active learning involving students directly in creative activities, business simulations, and entrepreneurial projects to boost entrepreneurial intention.

Very drastic environmental changes require the development of an adaptive performance management framework that supports the strengths of the company's structure. Proving the position of internal CSR as a resource that can solve performance problems needs to be done. This study aims to analyze the role of internal corporate social responsibility as a predictor of motivation to serve, normative commitment, and adaptive performance in Pandemic COVID 19 among State-owned enterprises Employees. The research design used causal studies to test the influence by using a survey of 289 employees holding State-owned Enterprises (SOEs) of the defense industry non-managers who were randomly selected. Findings of research show the motivation for high performance grows in line with the attention and support of the company at the time of pandemic with the existence of internal corporate social responsibility. Normative commitments increase and impact adaptive performance. Performance grows along with the activation of personal norms (moral responsibility) and the activity of individual values as employees in State-owned enterprises. The employees identify themselves as part of an organization that must devote itself to the interests of the state. Internal corporate social responsibility influences adaptive performance both directly and through motivation to serve and normative commitment. Theoretical implications are focused on developing ethical theories that underlie motivation to serve and normative commitments. Practical implications are focused on efforts to realize internal corporate social responsibility based on the foundation that is sourced on environmental ethical awareness. Originality is the contribution of expanding understanding of internal corporate social responsibility functions reviewed from the process to improve performance based on Self-determination theory and norm activation theory.

CSR is a strategy to realize sustainability. CSR needs to be understood based on a priority scale and objectives to build a solid organizational structure and ensure sustainable CSR implementation. In this regard, CSR implementation at the micro and macro levels needs further explanation. The study aims to analyze the effect of CSR on employee performance through assessment and job satisfaction using the micro foundation framework. This causal study surveyed 382 state-owned enterprises' non-manager employees in Indonesia. The results demonstrate employees' responses to internal and external CSR. Internal CSR, which primarily aims to improve employee performance, was found to improve employee satisfaction and engagement and lead to better performance more significantly than external CSR. Internal CSR had a higher effect on employee performance than external CSR. Compiling a scale of top priorities for corporate stakeholders became the leading choice to encourage long-term performance. The originality of this study is that the foundation of long-term performance ensures the corporation's performance, and CSR lies in the strength of the microstructure at the individual level. The implementation of CSR based on the legal system requires paying attention to the scale of priorities based on the internal function of CSR in strengthening a corporation's microstructure.

Very drastic environmental changes require the development of an adaptive performance management framework that supports the strengths of the company’s structure. The position of internal CSR as a resource that can solve performance problems needs to be proved. The purpose of the study was to analyze the effect of internal corporate social responsibility on job performance through employee well-being. To this end, this causal study surveyed 282 non-managerial employees at four strategic industrial state-owned enterprises in Indonesia. The respondents were recruited using the proportional random sampling technique. The collected data were analyzed using SEM with SPSS 26. The results showed that changes in job performance can be predicted by the adequacy of work resources and personal resources. Both resources can be realized by the existence of corporate social responsibility intended for employees. Internal corporate social responsibility was found to encourage increased work engagement and decrease burnout, which ultimately improves job performance. Internal CSR is an important personal and work resource for employees. Internal CSR is the company’s main orientation in an effort to strengthen the company’s performance structure while ensuring the implementation of the company’s ethical responsibility in its environment. From the theoretical perspective, this study implied the need for exploring the concept of internal corporate social responsibility to expand our understanding of the relationship between corporate social responsibility and personal and work resources and employee performance. Meanwhile, the practical implications of this study highlight the importance of microlevel corporate social responsibility programs to meet personal and work resource needs so that companies benefit from high employee engagement and low burnout in order to improve adaptive performance and the structure of the company’s performance.

Aim/Purpose: This study examines the role of psychological capital (PsyCap) as a moderating variable and burnout as a mediator in the relationship between toxic supervision on academic performance in doctoral programs. Background: Academic supervision is important in supporting students’ success in completing the doctoral program. However, there is a dark side that needs to be more widely revealed in the literature related to this process. Toxic academic supervision (TAS) for doctoral students is toxic leadership, which manifests as being associated with burnout, academic performance, and dropout rates. PsyCap, with the main elements of self-efficacy, hope, optimism, and resilience, plays an important role in helping reduce negative and positive academic impacts. However, empirical evidence is needed to show the role of PsyCap in academic supervision of doctoral programs. Methodology: The choice of research method is based on the aim to generalize knowledge in solving fundamental problems and challenges in supervision as a managerial issue in the super academic vision of the hypothetico-deductive method with a survey involving 221 doctoral students from social disciplines selected randomly, inferential analysis using Structural Equation Modeling (SEM). Contribution: This study contributes significantly to understanding the role of PsyCap in the context of toxic academic supervision and its implications for the mental well-being and academic success of postgraduate students. Furthermore, it offers a new approach to mitigating the negative effects of toxic leadership through PsyCap. This study reinforces the core idea of the Stress-as-Offense-to-Self (SOS) theory, which suggests that negative perceptions of how one is treated, particularly in academic supervision, can trigger feelings of humiliation and failure, ultimately leading to burnout and diminished academic performance. Findings: PsyCap reduces the negative impact of toxic supervision on the academic performance of doctoral students. Even though toxic supervision significantly increases burnout and decreases academic performance, doctoral students with high levels of PsyCap tend to be more resilient to these negative impacts. Self-efficacy, hope, optimism, and resilience mitigate the negative impact of toxic supervision on burnout and academic performance. Recommendations for Practitioners: Universities need to develop policies and programs that support the quality of supervision and student well-being. Interventions to enhance PsyCap among students, such as developing self-efficacy, optimism, and resilience, can help mitigate the negative effects of toxic academic supervision and maintain academic performance. These findings reinforce the importance of building PsyCap as a moderating variable to mitigate the negative effects of toxic supervision. Recommendation for Researchers: Exploration of other factors besides PsyCap that may play a role as moderators in the relationship between toxic academic supervision and burnout, such as academic culture, social support, academic environment, or coping styles, is suggested for further studies in relation to toxic supervision, burnout, and academic performance. Impact on Society: This study extends the scope of the SOS theory by incorporating resource scarcity as one of the stress triggers. Future Research: Future studies should also explore differences among PsyCap elements (self-efficacy, optimism, and resilience) that influence the impact of toxic supervision.