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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.

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.

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.