3-19-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 1 number 1 (2017): 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari1 hendrati dwi mulyaningsih2 1 telkom university, indonesia 2 universitas islam bandung abstract this research was conducted at the culinary hawkers that located on highway sukapura, dayeuhkolot, bandung. this study examines the entrepreneurial behaviour which resulted in increased sales volumes. almost all culinary hawkers on highway sukapura doesn’t yet have the entrepreneurial behavior in accordance with the characteristics traits mentioned by suryana, confident, own initiative, have achievement motive, having leadership, and dare to take risks with the full calculation. the purpose of this study was to investigate the influence of entrepreneurial behavior to the merchant's sales volume culinary pavement on highway sukapura, dayeuhkolot, bandung.researchers used quantitative research methods. the population in this study was 63 merchants culinary street on highway sukapura. samples are 63 street vendors in jalansukapura. data were analyzed using simple regression analysis.the results showed that entrepreneurial behavior affect the sales volume of culinary street traders in highway sukapura. based on the calculation coefficient of determination (r2) can be seen the effect of entrepreneurial behavior variables (x) on sales volume (y) is approximately 94%. while the remaining 6% are influenced by other factors such as competence, performance, and motivation. keywords: entrepreneurship; entrepreneurial behavior; sales volume this is an open access article under the cc–by-nc license. introduction total grdp and workers that are absorbed into the trade sector is inseparable from the existence of hawkers in bandung regency. according to ramli (1997), street vendors, in general, is the most real and important job in most cities in developing countries. hawkers in urban area have typical characteristics and features specific to informal sector, so that urban informal sector are often labeled as hawkers. hawkers are often found in front of university campus. culinary hawkers is the kind of hawkers that are most often found in front of campus of university of telkom, precisely on highway sukapura. based on results of interviews that was conducted with mr. ade (13/06/16) as the chairman of community organizations of indonesian lowe class society movement (gmbi), that around the campus of the university of telkom, there are three points of culinary street vendors with a total of 63 vendors culinary pavement. based on the interview with mr. rudi, as vendors who were on highway sukapura stated that, "after the pergusuran street vendors, traders remained willing to take risks by selling back at the previous place, because by selling on highway sukapura income earned are than elsewhere ". with this information the researchers conducted a preliminary survey of the street vendors on highway sukapura. most traders culinary pavement on highway sukapura not all have the entrepreneurial behavior in accordance with the characteristics traits mentioned by suryana (2014), namely, creative and innovative process is only done by those who have the personality of creative and innovative, that is doi: https://doi.org/10.31098/ijmesh.v1i1.3 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 1 (1), 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari 2 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) people who have a soul, attitude and entrepreneurial behavior, with traits traits: confident, own initiative, have achievement motive, having leadership, daring to take risks with the full calculation. and not all merchants culinary street on highway sukapura has the purpose of sales volume mentioned by swastha and irawan (2008) which achieved sales volume, get a certain profit and support the growth of the company. enterprises business carried culinary street traders have certainly had some issues that will be examined in this study, are as follows: 1. how is the entrepreneurial behavior of traders culinary street on highway sukapura? 2. how does the merchant's sales volume culinary pavement on highway sukapura? 3. how does the entrepreneurial behavior to the merchant's sales volume culinary pavement on highway sukapura? based on the formulation of the problem, the purpose of this study are as follows: knowing the entrepreneurial behavior of traders culinary street on highway sukapura, know the merchant's sales volume culinary pavement on highway sukapura., determine the influence of entrepreneurial behavior to the merchant's sales volume culinary pavement on highway sukapura. literature review according to suryana (2014) entrepreneurship (entrepreneurship) is a discipline that studies on the value, capability (ability), and behavior in the face of life's challenges and how to get a chance with the various risks it faces. entrepreneurship is a discipline of its own, has a systematic process, and can be applied in the form of the application of creativity and innovation. the theory of behavior in fadiati (2011), states that a person entrepreneurial behavior is the result of a partnership that rests on the concepts and theories not because of the nature of a person's personality or by intuition. so according to this theory of entrepreneurship can be learned and mastered in a systematic and planned. suryana (2014) said common entrepreneurial traits can be seen from various aspects of personality such as the soul, character, attitude, and behavior. traits traits of entrepreneurship includes six major components, namely: confident, result-oriented, risk-taking, leadership, keorisinalitasan, and oriented towards the future. traits traits can be seen from keeping the following indicators: full of confidence, the indicator is full of confidence, optimistic, committed, disciplined and responsible. 1. own initiative, the indicator is, full of energy, deft in the act, and active. 2. has the achievement motive, the indicator consists of a results orientation and future. 3. having leadership, the indicator is dared to be different, trustworthy, and resilient in the act. 4. dare to take risks with the full calculation selling according to basu and swastha (2008) sales management is the planning, direction and supervision of personal selling, including drawing, election, gear, route determination, equipment, assignment, routing supervision, payment, and motivation as a task given to the sales force. according moekijat in the book dictionary of economic terms (2000) state that: "selling: selling is an activity aimed to find a buyer, influence and provide guidance so that buyers can customize their needs with the products offered as well as an agreement on the price that is beneficial to both parties". international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 1 (1), 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari │ 3 © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) behavior entrepreneurship (x) 1. confident 2. own initiative 3. have achievement motive 4. have leadership 5. dare to take risks suryana (2013: 22) sales volume (y) achieve sales volume get a certain profit. supporting the growth of the company swastha and irawan (2008: 404) sales volume by asri (1991) is the number of units of actual sales of the company within a certain period. so the volume of sales can be said as a result of sales activity as measured by unit. according swastha and irawan (2008), the entrepreneur has the goal of getting a certain income (the maximum possible), and maintain or even try to increase it for a long time. these objectives can be realized if the sale can be implemented as planned. thus it does not mean that the goods or services that are sold will always produce profits. this is where factors-factors above should get full attention. for companies, generally has three broad objectives in sales, namely: a. achieve certain sales volume b. get a certain profit c. supporting the growth of the company methodology figure 1. research framework the hypothesis is a temporary answer to the formulation of research problems, in which the formulation of research problems has been expressed in the form of a question sentence. is said to be temporary, because new answers given are based on the relevant theory, not based on empirical facts obtained through data collection. so the hypothesis can also be expressed as a theoretical answer to the formula research problem, not the answer empirically from the data. based on the framework described above, then the hypothesis will be proposed and tested for truth is "entrepreneurship behavior affect the sales volume” the population in this study are all culinary merchant street on highway sukapura. the samples in this study is an entire population. descriptive analysis is a form of data analysis to test the generalizability of research results based on the sample. here, the researchers wanted to describe how the influence of entrepreneurial behavior to sales volume culinary merchant street on highway sukapura. before processed with simple linear regression analysis, the data in ordinal scale derived from the questionnaire will be converted first into interval data using method of successive interval (msi). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 1 (1), 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari 4 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) result and discussion normality test figure 2. normality test multicolinearity is a state where the regression model found correlations perfect or near perfect between the independent variables. some multicolinearity test method is one of them by looking at the value of tolerance or inflating variance factor (vif) in regression models. coefficientsa model collinearity statistics tolerance vif 1 entrepren eurship behavior (x) 1.000 1.000 a. dependent variable: sales volume (y) table 1. multicolinearity test heteroscedasticity test aims to test whether the regression model occurred inequality in the residual variance from one observation to another observation. figure 3. heteroscedasticity test international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 1 (1), 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari │ 5 © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) regression analysis test based on the obtained data processing result of the constant and the regression coefficients can be formed so that a simple linear regression equation as follows: y = 2,049 + 0,370x α = 2.049. this shows that the constant value if the variable competence of entrepreneurship = 2, then the business performance remains at $ 2,049. β = 0.370. this indicates that the variable behavior of entrepreneurship (x) a positive effect on sales volume (y) culinary merchant street on highway sukapura if variable entrepreneurial behavior is increased by one unit, the sales volume will increase by 0.370. coefficientsa model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 entrepreneurship behavior (x) 2.049 .433 4.727 .000 .370 .147 .307 2.515 .015 a. dependent variable: sales volume (y) table 2. regression analysis test this test is intended to determine whether there is influence between independent variables (behavioral enterprise) on the dependent variable (sales volume) in this study the hypothesis that will be tested are as follows: ho: the behavior does not affect the enterprise sales volume ha: behavior entrepreneurship affect the sales volume entrepreneurial behavior variables (x) has a value of t is greater than t table because t value (4.727)> t table (0.248) and the level of significance, 000 <0.05, then ho is rejected and ha accepted. it can be concluded that there is the influence of entrepreneurial behavior variables (x) on sales volume (y) culinary merchant street on highway sukapura. coefficientsa model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 entrepreneurship behavior 2.049 .433 4.727 .000 (x) .370 .147 .307 2.515 .015 a. dependent variable: sales volume (y) table 3. t test international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 1 (1), 1-6 the impact of entrepreneurial behavior on sales volume adjeng tiara eltari 6 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the coefficient of determination (r2) is used to see how big the contribution of the independent variable (x) is the entrepreneurship behavior of the dependent variable (y) is the volume penjualan. base on the formula calculation above, the results obtained determination coefficient of 94%. this shows that the influence of entrepreneurial behavior variables (x) to the volume of sales variable (y) is approximately 94%. while the remaining 6% are influenced by other factors such as the competence, performance and motivation. conclusion this research contribute to our understanding on how entrepreneurial behavior affect sales volume. precisely this research was conducted to get information about entrepreneurial behaviors of street culinary hawkers on highway sukapura, their sales volumes and the correlation between the two variables. using the population and sample of all culinary street hawkers on highway sukapura researcher conclude that the entrepreneurial behaviors of the merchant positively affect their sales volume approximately by 94%. this shows that it is important for the merchant to increase their entrepreneurial behavior which include confident, own initiative, achievement motive, leadership, and the will to take risks. the result of this study can also be a consideration for the government in giving special training for the merchant so that they can increase their sales volume, which in the end can benefit the government itself. further, this research is limited to street culinary hawkers on highway sukapura, which means that in the future we can conduct research with different population and sample to find out whether this correlation also occur in other business sector. references asri, m. (1991). marketing, edisi 2. yogyakarta: amp ykpn. basu, swastha and irawan. (2008). manajemen penjualan, cetakan ke 12. yogyakarta: liberty yogyakarta. fadiati, a., & purwana, d. (2011). menjadi wirausaha sukses. bandung: remaja rosdakarya. moekijat. (2000) kamus istilah ekonomi. bandung: mandar maju, munawir. ramli, rusli. (1997). sektor informal perkotaan pedagang kaki lima di jakarta. jakarta: indhill co. sarjono, h., & julianita, w. (2011). spss vs lisrel: sebuah pengantar, aplikasi untuk riset. jakarta: salemba empat. suryana, (2014). kewirausahaan pedoman praktis: kiat dan proses menuju sukses, edisi ketiga. jakarta: penerbit salemba. available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 2 (2020): 28-36 corresponding author anna@gulfcollege.edu.om doi: https://doi.org/10.31098/ijmesh.v3i2.422 research synergy foundation managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar faculty of business and management studies, gulf college abstract within this study, we want to determine the extent of academic administrators' managerial roles in a certain university, because their role in any academic institution is the most significance to lead the employees and middle managers. once the administrators do the proper and appropriate management, the organization's goals will be attained. we employed the descriptive survey method, and used the rating of administration's managerial roles implementation, as one of our measures in our questionnaires. we formulated a qualitative scale, and each one has its corresponding verbal interpretation. in addition, we propose a hypothetical mean range, which is the assigned numeric value to strengthen and validate each of the particular qualitative extent. we found that the academic administrators manifested their managerial roles are at a great degree; confirming the interview with the nonteaching staff and the academic administrators themselves. we conclude that although the academic administrators manifested their capabilities in performing their managerial roles to attain the goals of the university, still, there were certain areas that they needed to develop, such as to enhance network with other institutions and community agency, to confine subordinate's workload with a dedication for official duties. keywords: interpersonal, conceptual, technical managerial roles this is an open access article under the cc–by-nc license introduction today, education administrators find themselves leading the organizations and groups across a rapidly shifting perspective toward new destinations. these professionals are increasingly more diverse and challenged to deal with undefined problems, grapple with theoretical and emotional issues, and make decisions so new that the organizational consequences are unknown. furthermore, educational administrators must help individuals and groups make sense and increased meaning in often fragmented, overwhelming, and fast-moving situations characteristic of the new era (march & simon, 2004). in the face of these demands, academic administrators of a university, which is the setting of the research, do realize that they can no longer rely on traditional management techniques to satisfy the requirements of their roles – they must draw on a deeper source of guidance, strength, and influence. this can be attained by revisiting their roles to enable them to create suitable structures that adapt to the changing landscape of the academe. this research examines the university administrators' roles to be able to cope with the new trends of the future. hence, this can be completed through the participation of the employees in the said university. http://creativecommons.org/licenses/by-nc/4.0/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 29 │ literature review cunningham & cordeiro (2012) articulated that "academic leaders today cannot be successful without having a broad understanding of the social, political, and economic dynamics that influence and are shaped by global education". leaders in academic institutions are having the same role as the managers in a company who are producing goods. in the academe, the leaders are not only responsible for their subordinates but also to the students. however, these subordinates would become effective and efficient in their performance and could produce globally competitive graduates when their managers are operationally active. managers must understand all elements of the company's administration (campbell, corbally, and nystraud, 2010) and create a shared vision of excellence that can be translated into practice. they must also raise employees' expectations for support, continued improvement, rewards, and recognition in all aspects of excellence. drucker (2002) enunciated that the quality of the administration depends on the effectiveness of the company's managers to be able to respond to a diverse group of employees and pressures as they continuously work to improve the company. the call is for managers with administrative know-how who understand the social, economic, and human demands, the government and community program, as well as the professional expectations and responsibilities of the work. in the academic institution, educational administration practice is a blending of knowledge, practice, ethics, tradition, and new vision. there is no one approach that will provide a complete explanation for administrative practitioners in evaluation (lunenburg & ornstein, 2004). the challenge for the administrators is to find ways to integrate the various perspectives, values, and approaches so as to improve the outcomes of the evaluation and the functioning of educational organizations. the role of a manager is essential for an administrator and is probably the most important aspect of all leadership functions. katz & khan (2003) divided management roles into three major areas: the first is the technical role. it involves good planning, organizing, coordinating, supervising, and controlling techniques. technical roles assumed by an administrator deals with specialized knowledge, procedures, and techniques to accomplish the task. it involves the understanding of and proficiency in the performance of specific tasks. generally, assuming a technical role includes mastery of the methods, techniques, and facilities involved in specific functions such as finance, research, and others. furthermore, the role calls for specialized knowledge, analytical ability, and the competent use of techniques to solve problems in a specific description. the second type of managerial role which administrators assumed is interpersonal relations. this role normally deals with human relations and people management skills, good motivation, and morale building activities. this role of an administrator focuses on his ability to understand the feelings and attitudes of others and to establish cooperative work relationships. it is the administrator's function to work with and through other people and to work effectively as a group member. this is normally demonstrated by the way an administrator relates to other people, including the ability to motivate, facilitate, coordinate, lead, and resolve conflicts. an administrator who assumes such a role tends to allow subordinates to express themselves without fear of ridicule and improve participation. the third managerial role assumed by the university administrators is the conceptual role. this refers to the manager's responsibility, which emphasizes knowledge and technical skills. it involves developing and using ideas as well as concepts to solve complex problems. it is the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 30 │ cognitive role that sets the organization as a whole and the relationship among its parts. the conceptual role involves the manager's thinking, facts processing, and planning activities. in short, it is the capacity of the manager to think strategically, taking a broad, long-term view (katz et al.,2003). according to peterson and deal (2013), the administrators communicate core values, behaviors, and expectations in their everyday work and interaction with peers, subordinates, and heads of different departments. administrators then serve as a balancing act between self and others. an effective administrator recognizes his or her personality and how operational factors or daily tasks affect his or her relationship with others. the study is conducted to determine the extent of managerial roles' manifestation as perceived by the employees in one of the universities in ozamiz city. methodology the process involved the use of the descriptive survey method of research. the researcher made questionnaires and was used in data collection. the purpose of this study was to look into the extent of managerial roles manifested by the university's administrator as assessed by the one hundred seven employees (administrators themselves, teaching, and the nonteaching staff). the setting of the study was in one of the universities in ozamiz city, philippines. the weighted mean is utilized in this paper. a qualitative measurement was formulated with each specific verbal interpretation. the complete-scale is shown below: table 1: qualitative measurement and verbal interpretation numeric value mean range qualitative measurement verbal interpretation means that the academic administrators 1 1.00 – 1.75 never n do not manifest the role 2 1.762.50 less extent le manifest the role in a few instances only 3 2.51-3.25 great extent ge manifest the role in the majority of the cases 4 3.26-4.00 very great extent vge manifest the role in all cases to validate the interpretation, a numeric value was assigned to assure that the answers of the respondents are certainly their choices, and an assumed mean range is also provided in order to attain the intended meaning of each response. results this part highlights the result of the study, and these are presented in the succeeding tables. 1. technical managerial role of the academic administrators table 2 reveals the data on the extent to which the university's academic administrators manifested their technical role as managers. generally, as shown by the factor average of 3.33, the administrators were international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 31 │ found to exercise their technical role to a very great extent. moreover, the respondents rated the two (no. 3 and 4) of the six inventory items to a great extent. this can be assumed that the three groups of respondents feel the same way in these two items. one of the ways to be updated with the new trends and methodologies in the learning process, the administrators must establish networks with other institutions and community agencies (µ=3.12). according to wright (2002), this is considered an effective strategy of broadening the administrators' circle of contacts and forging linkages to promote student employability/marketability. the item average of 3.14 signifies that the administrators avoided giving assignments to their subordinates, which were not within their job. with the rating given, it can be interpreted that the subordinates with the appropriate abilities were appointed and tasked to perform the specific job to a great extent. table 2: technical managerial role of the academic administrators inventory items for technical managerial roles teaching staff administrators nonteaching staff item average µ int µ int µ int µ int 1. set good examples to achieve organizational goals 3.01 ge 3.55 vge 3.91 vge 3.49 vge 2. keep self-abreast with current relevant issues 3.04 ge 3.50 vge 3.45 vge 3.33 vge 3. network with other institutions and community agency 3.13 ge 3.10 ge 3.12 ge 3.12 ge 4. confine subordinates' workload to official duties only 3.08 ge 3.20 ge 3.15 ge 3.14 ge 5. hold consultative meetings and socials 3.05 ge 3.45 vge 3.91 vge 3.47 vge 6. plan activities ahead of time 2.99 ge 3.65 vge 3.64 vge 3.43 vge factor average 3.05 ge 3.41 vge 3.53 vge 3.33 vge source: respondents ‘answer on the researcher made questionnaire on the other hand, four of the six inventory items were generally rated by the respondents to a very great extent. the average of these four items demonstrated the fact that the administrators established an upright technical attitude to triumph in their endeavors; however, specifically, it can be noticed that the teaching staff rated these four items at a scale lower than such rating, which is a great extent. the administrators, to a very great extent, set good examples to achieve organizational goals. this means that the administrators took it upon themselves to act as a role model in their individual workgroups (µ= 3.49). they also work through and with their subordinates to ensure that the institution's goals are attained. the administrators were deemed to keep themselves abreast with current relevant issues, which would have a significant impact on their department's operations (µ=3.33). they actively engaged in retooling sessions and other developmental activities like attending seminars, conferences, and others to keep pace with changes in the academic community (f. ejercito, interview, february 4, 2016). to foster the so-called "esprit de corps", the administrators regularly held meetings and sponsor social gatherings when the need arises to enhance team spirit and harmony, leading to organizational unity (j. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 32 │ betonio, interview, may 7, 2016). it is evidenced in the respondents' rating (µ=3.47) that the administrators hold consultative meetings and socials with their subordinates. lastly, the administrators were deemed to plan their activities ahead of time, as shown by the item average of 3.43. this means that they do their tasks to minimize delays in the implementation and completion while at the same time evaluating the implications of the overall organizational strategy for the activities of the workgroup to a very great extent. 2. interpersonal managerial role of the academic administrators the data on the extent to which the academic administrators of the university manifested their interpersonal roles are displayed in table 3. based on the results, it can be observed that the respondents rated the items as regards to the interpersonal role of the administrators with varied qualitative scales. table 3: interpersonal managerial role of the academic administrators inventory items for interpersonal roles teaching staff admi nistrators nonteaching staff item average µ int µ int µ int µ int 1. promote open communication among subordinates, peers, and superiors. 3.18 ge 3.58 vge 3.91 vge 3.56 vge 2. demonstrate fairness in dealing with subordinates 2.36 le 3.50 vge 3.64 vge 3.17 ge 3. take full responsibility for one’s action 3.04 ge 3.00 ge 3.45 vge 3.16 ge 4. provide an alternative approach in solving the problem 3.18 ge 3.25 ge 3.73 vge 3.39 vge 5. accept limitations and welcome constructive criticisms to enhance one’s management 3.28 vge 3.47 vge 3.73 vge 3.49 vge 6. inspire subordinates and peers to enhance their personal and professional careers. 3.04 ge 3.55 vge 3.91 vge 3.50 vge factor average 3.01 ge 3.39 vge 3.72 vge 3.37 vge source: respondents 'answer on the researcher made questionnaire. generally, the factor average of 3.37 signifies that the administrators manifested their interpersonal roles to a very great extent. however, the two (no.2 and 3) out of six inventory items were rated at different scales, although the item average shows to a great extent. it can be interpreted that the administrators ascertain that all dealings with their subordinates, colleagues, and superiors were held with equality and in a transparent manner (µ=3.17). it is shown that they took full responsibility for their actions, whatever were the results of their unit's performance (µ=3.16). this implies that the administrators did not hesitate to admit their mistakes if there were any without passing the blame to their subordinates to a great extent. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 33 │ in the subsequent item by item analysis, the results revealed that in the four (4) out of the six (6) inventory items, the administrators applied their managerial roles to a very great extent. they strive to create a work environment where members of the various workgroups can express themselves freely, offer ideas, and participate in many activities by promoting open communication among subordinates, peers, and superiors (µ=3.56). as things do not always conform to plans, regardless of how well an organization is managed, the administrators saw to it that contingency measures were on hand when circumstances deviate from the plans by providing an alternative approach in solving the problem (µ=3.39). the administrators, in general, were found to accept limitations and welcome constructive criticisms to enhance one's management ability (µ=3.49). this finding signified the fact that the administrators were quite open in admitting that there were limitations to contend with hitt & miller, (2006) in the process of managing their department. at the same time, they were also amenable to constructive criticisms that are raised in time. they viewed them to be an avenue where they can correct their deficiencies and learned from their mistakes (w. caseros, interview, july 20, 2017). finally, the administrators were found to inspire their subordinates and peers to enhance their professional and personal lives. this is manifested by helping their colleagues to attain fulfilling work and personal careers to a very great extent (µ=3.50). this means that they do not hesitate to give advice or provide support to those who were in need of it. 3. conceptual managerial role of the academic administrators table 4 contains the data concerning the extent to which the university's academic administrators manifested their conceptual managerial roles. as shown by the factor average of 3.48, the administrators were deemed to manifest such a role to a very great extent. table 4: conceptual managerial role of the academic administrators inventory items for conceptual roles teaching staff admi nistrators nonteaching staff item average µ int µ int µ int µ int 1. plan the formulation for the unit’s objectives 3.32 vge 3.70 vge 3.82 vge 3.61 vge 2. evaluate the programs submitted by individuals/groups. 3.04 ge 3.60 vge 3.45 vge 3.36 vge 3. discuss with subordinates the evaluation ratings and overall performance. 3.12 ge 3.60 vge 3.45 vge 3.39 vge 4. help subordinates in the performance of their tasks 3.11 ge 3.55 vge 3.91 vge 3.52 vge 5.encourage staff development and training 3.29 vge 3.55 vge 3.91 vge 3.58 vge 6. review/revise plans regularly as the need arises 3.08 ge 3.55 vge 3.73 vge 3.45 vge international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 34 │ 7. delegate responsibilities to subordinates 3.21 ge 3.21 ge 3.91 vge 3.44 vge factor average 3.17 ge 3.54 vge 3.74 vge 3.48 vge source: respondents ‘answer on the researcher made questionnaire in the seven (7) inventory items, the result shows that administrators applied for their managerial roles to a very great extent, as manifested by the rating of the two groups of respondents (administrators and nonteaching staff). however, the teaching staff agreed their ratings only on the two (no. 1 and 5) of the seven items. this means that on the five items, the teaching staff rated the application of academic administrators' conceptual managerial role at different levels, which is to a great extent. specifically, in relation to the plan in the formulation of the unit's objectives, it is indicated that the administrators spearheaded the conceptualization of the department's goals in consonance with the overall objectives of the institution to a very great extent (µ=3.61). moreover, it can be said that they made use of acceptable standards to assess the viability of the projects recommended by their subordinates in relation to the evaluation of the programs submitted by individuals/groups (µ=3.36). it can be inferred from the results (µ=3.39) that the evaluation criteria for measuring performance were jointly agreed upon by the administrators and their subordinates. the administrators were considered highly capable of motivating their subordinates and guiding them in executing their work assignments effectively (µ=3.52). to ensure that their subordinates were able to discharge their duties well, the teaching staff, as well as nonteaching staff, need to undergo development and training. the administrators need to allocate resources appropriately to fund the various developmental schemes prepared by the department for its teachers and nonteaching staff. the respondents rated this item to a very great extent (µ=3.58). in terms of reviewing the department's plans regularly as the need arises, the result indicates that they would be able to adapt to the changes in the environment (µ=3.45). lewis & goodman (2004) said that this act has a profound impact on the university's successful operations. lastly, it can be noticed that the administrators, to a very great extent (µ=3.44), did not hesitate to transfer the responsibility for a specific activity to their subordinates and to empower them to accomplish the task effectively. 4. summarized data on the academic administrators’ managerial roles table 5 reveals the summarized data on the extent to which the university's academic administrators manifested their various managerial roles. as revealed by the respondents, table 5 shows that the teaching staff demonstrated a rating lower than (great extent) the ratings of the other two groups of respondents (very great extent) in all the three managerial roles of the academic administrators. however, the general average of 3.40 that is based on the general group average (3.08 from teaching staff, 3.45 from administrators, and 3.66 from nonteaching staff) implies that the administrators perform their various managerial roles to a very great extent. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 35 │ table 5: summarized data on the academic administrators’ managerial roles three major areas of managerial roles teaching staff admi nistrators nonteaching staff item average µ int µ int µ int µ int technical 3.05 ge 3.41 vge 3.53 vge 3.33 vge interpersonal 3.01 ge 3.39 vge 3.72 vge 3.37 vge conceptual 3.17 ge 3.54 vge 3.74 vge 3.48 vge general average 3.08 ge 3.45 vge 3.66 vge 3.40 vge source: respondents 'answer on the researcher made questionnaire. specifically, the administrators manifested their managerial roles by showing their ability to utilized tools, techniques, and procedures specific to a particular task/field to ensure the effective operation of the department to a very great extent (µ=3.33). likewise, they show strong human skills, which indicated their ability to work well with their subordinates and with other workgroups within the organization (µ=3.37) and exhibited the ability to analyze complex situations and respond effectively to the challenges faced by the organization. they displayed their capability of looking at the organization as a whole and understand how each group relates to each other (µ=3.48). conclusions summarize the stuffs that you had worked, findings, which findings strengthen which studies, which findings contradict which studies. in the light of the findings of the study, the researcher concludes that although the academic administrators manifested capabilities in performing their managerial roles, in general viewpoint at a very great extent, still, there were certain areas that they needed to develop. specifically, the academic administrators must reevaluate those items which are rated to a great extent (a rating that is a bit lower than most of the ratings) not only the teaching and nonteaching staff but also they (administrators) themselves gave such rating. these items are related to their technical, managerial roles, namely: network with other institutions and community agency, confine subordinate's workload to official duties only. the enhancement of their managerial roles in these areas would contribute more to the attainment of the goals of the university and the enhancement of their subordinates. the academic administrators also need to reassess themselves why the teaching staff's rating is often lower than the rating given by the nonteaching staff in all the areas of their managerial roles. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 28-36 managerial roles: intuitions of the academic institution employees, an evidence from the universities in ozamiz city anna c. bocar issn 2580-0981 (online) 36 │ references campbell, r. f., corbally j.e. and nystraud, r.o. (2010). introduction to educational administration. 6th edition. boston, massachusetts. cunningham, w. and cordeiro, p. (2012). educational leadership: a bridge to improved practice (5th edition). boston, massachusetts: pearson. drucker, p. (2002). the effective executive. new york: harper collins hitt, m. and miller, c.(2006). organizational behavior. hoboken, new jersey: john wiley and sons., inc. katz, d. and kahn, r. (2003). the social psychology of organization. new york: ricky and sons inc. lewis, p. and goodman, s. (2004). management. st. paul, minnesota: west publishing company lunenburg, f. and ornstein, a. (2004). educational administration. 4th edition, belmonts, ca.: wadsworth-thomson, learning inc. march, j. and simon, h. (2004). organizations, 2nd edition, cambridge, massachuseets: blackwell. peterson, k and deal, t. (2013). how leaders influence the culture of the schools. san francisco, ca jossey bass wright, g. (2002). strategic decision making: a best practice blueprint. new york: wiley and sons ltd. 182 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 34-40 *corresponding author ainiyahmahfudhotul@gmail.com; sonny_r@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v3i1.182 research synergy foundation business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah*, sonny rustiadi school of business and management, master of business administration, indonesia abstract agung artomoro is a service company operating since february 2012. the company was established because of the high number of migrants in indonesia associated with the high demand for labor in the plantation industry. the company focuses on offering full package service in providing labor for plantation, providing goods for plantation labor, and providing transportation service. since it was founded, the company continues to get a positive earning year to year, but the increase in revenue followed by an increase in the cost, and it causes profit stagnation. this research investigates what causes of the stagnation in company profit. the research question design method was used in this paper, which involves using a qualitative research interview in collecting data from 11 respondents, including internal and external parties. the external analysis results show that the pulp and paper industry is still growing, which supported by government regulation. the internal analysis results show that the company has resources and capabilities that have not been fully maximized. the conclusion of the internal and external analysis resulted in details of swot analysis tools and formulated into the fishbone analysis to discover the root cause of the company's problem. this research aims to create a new business model by proposing a few strategies to increase business performance evaluation for internal development. the researcher selected two strategies obtained from porter’s generic strategy, which used a vertical integration strategy, both integrating backward and integrating forward. the results of the proposed strategies are mapped into business model canvas and highlight how cost leadership strategy can maximize the use of resources and capabilities to make business performance more effective and efficient and create sustainability in competitive advantages. keywords: plantation industry, profit stagnation, porter’s generic strategy, business model canvas this is an open access article under the cc–by-nc license. introduction the main scope of this research is the plantation industry in indonesia, especially the pulp and paper industry. agung artomoro is a service company operating since february 2012. the company was established because of the high number of migrants in indonesia associated with the high demand for labor in the plantation industry. the company focuses on offering full package service in providing labor for plantation, providing goods for plantation labor, and providing transportation service. since it was founded, the company continues to get a positive earning year to year, but the increase in revenue followed by an increase in the cost, and it causes profit stagnation. this research investigates what causes of the stagnation in company profit. the research question design method was used in this paper, which involves using a qualitative research interview in collecting data from 11 respondents, including internal and external parties. the external analysis is used to elaborate on the threats and opportunities that currently occur in the industry by using pestel and porter’s five forces analytical tools. the external analysis results show that the pulp and paper industry is still growing, which supported by government regulation. the internal analysis composed of strength and weakness analysis by using value chain international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) │ 35 analysis and vrio framework. the internal analysis results show that the company has resources and capabilities that have not been fully maximized. the conclusion of the internal and external analysis resulted in details of swot analysis tools and formulated into the fishbone analysis to discover the root cause of the company’s problem. this study reveals that the major challenges in existing strategy implementation are the high workload caused by a lack of manpower, the price elasticity and change in demand from the client, and limited use of technology. this research aims to create a new business model by proposing a few strategies to increase business performance evaluation for internal development. the researcher selected two strategies obtained from porter’s generic strategy, which used a vertical integration strategy, both integrating backward and integrating forward. the results of the proposed strategies are mapped into the business model canvas. subsequently, recommendations were made to the company are expanding the warehouse to accommodate more goods, increasing the number of manpower to overcome the high workload, and developing a management information system to integrate all data. the results highlight how cost leadership strategy can build up a new business model, maximizing the use of resources and capabilities to make business performance more effective and efficient, and create sustainability in competitive advantages. literature review the main scope of this research is the plantation industry in indonesia, especially the pulp and paper industry. agung artomoro is a service company operating since february 2012. the company was established because of the high number of migrants in indonesia associated with the high demand for labor in the plantation industry. the company focuses on offering full package service in providing labor for plantation, providing goods for plantation labor, and providing transportation service. since it was founded, the company continues to get a positive earning year to year, but the increase in revenue followed by an increase in the cost, and it causes profit stagnation. this research investigates what causes of the stagnation in company profit. the research question design method was used in this paper, which involves using a qualitative research interview in collecting data from 11 respondents, including internal and external parties. the external analysis is used to elaborate on the threats and opportunities that currently occur in the industry by using pestel and porter’s five forces analytical tools. the external analysis results show that the pulp and paper industry is still growing, which supported by government regulation. the internal analysis composed of strength and weakness analysis by using value chain analysis and vrio framework. the internal analysis results show that the company has resources and capabilities that have not been fully maximized. the conclusion of the internal and external analysis resulted in details of swot analysis tools and formulated into the fishbone analysis to discover the root cause of the company’s problem. this study reveals that the major challenges in existing strategy implementation are the high workload caused by a lack of manpower, the price elasticity and change in demand from the client, and limited use of technology. this research aims to create a new business model by proposing a few strategies to increase business performance evaluation for internal development. the researcher selected two strategies obtained from porter’s generic strategy, which used a vertical integration strategy, both integrating backward and integrating forward. the results of the proposed strategies are mapped into the business model canvas. subsequently, recommendations were made to the company are expanding the warehouse to accommodate more goods, increasing the number of manpower to overcome the high workload, and developing a management information system to integrate all data. the results highlight how cost leadership strategy can build up a new international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) 36 │ business model, maximizing the use of resources and capabilities to make business performance more effective and efficient, and create sustainability in competitive advantages. methodology this research use nonprobability sampling, which means the subjects of research do not know and predetermine being sample design. the sampling methodology used in this research is purposive sampling. the qualitative research purpose is providing an in-depth understanding of an event; therefore, qualitative research focuses on sampling techniques to reach the target group. purposive sampling is confined to specific types of people who can provide the desired information (sekaran, 2016). cresswell (2009) mentioned that qualitative researchers tend to use open-ended questions so that the participants can share their views. the researcher conducts face to face interviews with participants, interviews participants by telephone, or engages in focus group interviews, with six to eight interviewees in each group. the interviews involve unstructured and generally open-ended questions that are few and intended to elicit views and opinions from the participants. in this research, the researcher will interview with seven internal company members. the respondents are employees from different divisions, at least who have been working at the company for 3-5 years, such as plantation division, logistics division, transportation division, and manager of the company. the first thing to do is started by looking for a business issue and doing a preliminary survey to get the "big picture" of agung artomoro company. the preliminary survey collected by interviewing the top-level manager of the company “mr. aries suseno" because of his capabilities in describing the real condition of the business. to reach data balanced, the researcher interviews with some of the external factors in this industry such as manager of estate riau fiber, manager of plantation riau fiber, the head of human resource development, and the manager of talabu company which is a competitor who already in this plantation industry. grady (1998:26) suggested that the new data tend to be redundant of data already collected. in interviews, when the researcher begins to hear the same comments again and again, data saturation is being reached. it is time to stop collecting information and to start analyzing what has been collected. findings and discussion the swot analysis tool is used to identify the company’s strengths and weaknesses, and the company opportunities and threats of the company. the strength and weaknesses of internal analysis obtained from the summary analysis of value chain analysis and vrio framework, which involves company resources, capabilities, core competencies, and competitive advantages, and using a functional approach to review infrastructure, procurement, production, distribution, marketing, reputational factors, and innovation. the opportunities and threats of external analysis are to identify market opportunities and threats by looking at the macroeconomic environment, industry, and competitors that affected the company business. the opportunities and threat of external analysis obtained from porter's five forces and pestel analysis. porter's five forces uses to analyze the competitor and industry condition, which consists of other resources, functions of each rival firm, new entrants, suppliers, buyers, and product substitution. the external environment is analyzed in terms of political, economic, sociocultural, technological, ecological, demographic, ethical, and regulatory implications. the purpose of applies swot analysis is to use the company's strength and its environments and to formulate strategic decisions. as shown in the table below;. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) │ 37 table 1. swot analysis no. aspect summarize 1. strengths • the company has a legal business entity • the company offers full package services • the company has good relation among supplier and client • the company has a good reputation compared to competitors • the company vehicles and equipment are well maintained • the company has trained and experienced labor in the plantation industry • the company has unused capital • the barrier to entry for new entrants in this industry is high 2. weaknesses • the company has a high workload • the company has delayed work for several times • the company cannot handle the quality of materials • several back-office processes in the company are done by one person • the company still use manual payroll and attendance system • the company still use manual data recording and reporting • the company still use financial auditing 3. opportunities • the government regulation no.7 of 1990 on industrial timber plantations (hutan tanaman industri, hti). • the government is eager to expand the production capacity of the national pulp and paper industry to increase the export volume. • the government approval 12 new pulp mills, one of that is rapp, to support the production capacity. • the government introduced a special transmigration program (htitrans) to mobilize plantation labor. • the high number of migrants in pelalawan regency associated with employment absorption in the plantation sector. • the gross regional domestic product of forestry industry growth at 4 percent. 4. threats • the company forges a strategic partnership with a few select suppliers, so the power of suppliers to bargain is high. • the threat of substitute products and services it is high because the product or services can have not differentiated, so be easily copied. • unpredictable raw material quality • unpredictable external factor (weather and demographic land) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) 38 │ fig. 1 root cause analysis from the fishbone diagram above can be concluded that to increase company revenue and become outstanding rather than the competitors, the company should improve its resources and capabilities. to increase the company's resources and capabilities, the company has to identify the root causes first. there are three aspects of the company that become root causes of the company problem, among others are; (1) the company's existing strategy is forging a partnership with select few suppliers to reduce inventory and logistics costs (through just in time deliveries). also, the payment system in the installment is deemed beneficial using this strategic partnership. but, further attention, the price that the supplier offer is very elastic. the change in demand occurs this lately for 2 years because the quality of the material is not the same. (2)the company existing staff work in the office is relatively small, only consists of 10 employees to handle the whole data recapitulation in the company. this causes a high workload and delayed work because of most of the tasks done by one person. (3) the company data ordering, reporting, and recording are still manual. when the process order arrived, the logistic division checks the order list and record the data in excel. after the company delivering the ordered item, the company issues a bill of payment and record the data into excel again. this also applies to plantation and transportation division, the data from one division to another division should be mutually integrated. conclusion the elaborated issues in the first chapter affect the agung artomoro current and future business performance to compete in competitive advantages. based on the captured issues, and consequently, business solutions are generated. the internal factor of the company was analyzed using value chain analysis and vrio framework. the company's existing strategy is forging a partnership with a few select suppliers to reduce inventory and logistics costs (through just in time deliveries). also, the payment system in the installment is deemed beneficial using this strategic partnership. but, further attention, the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) │ 39 price that the supplier offers is very elastic and it makes the change in demand. besides, the price elasticity occurs in the product; the change in demand occurs because the quality of the material is not the same. the company existing staff work in the office is relatively small. there are only 10 employees to handle the whole data recapitulation in the company. this causes a high workload and delayed work because most of the tasks done by one person. the company data ordering, reporting, and recording are still manual. when the process order arrived, the logistic division checks the order list and record the data in excel. after the company delivering the ordered item, the company issues a bill of payment and record the data into excel again. this also applies to plantation and transportation division, the data from one division to other division should be mutually integrated. fig. 2 porter’s generic strategy the several strategies that were chosen are expanding the warehouse (in building size and amount of inventory) because received from the first-hand supplier. this strategy can help a company providing material and logistics at a given price, besides it also helps the company minimalizing the unpredictable quality of material that caused a change in demand for labor. increasing frequent and detail of track the inventory turnover (amount, price, and quality). all this time, the company tracks the inventory manually by making a note in the paper. and the last is building an inventory management system to simplify the monitoring processes. this system is intended to be able to minimize losses that occur in the operation process. the strategy solution that can be implemented to maximize the revenue is integrating forward strategy to enhance competitiveness by increasing efficiency and bargaining power to improve market visibility so that the company must be able to achieve a more scale economy compared to the competitor to maximizing the service demand with always maintain the service quality to meet clients rate expectation. therefore, several strategies that were chosen are adding some employees in the office to reduce the high workload, so that the company can maximize the business performance. increasing the number of labor to maximize the plantation area, increasing the intense supervision of labor, and building a management information system for recording and integrating all of the data, so it helps the company to manage the value chain process international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 34-40 business strategy formulation to increase profit of agung artomoro company mahfudhotul ainiyah, sonny rustiadi issn 2580-0981 (online) 40 │ acknowledgement on this occasion, the author would like to thank everyone who may help and support, both directly and indirectly. the author would like to express gratitude is given to the author's family who endless pray and provide support and sonny rustiadi, se., mba, ph.d. as my final project advisor who gives knowledge and guidance with the patient's patience in completing the final project. references creswell, j., 2009, research design: qualitative, quantitative, and mixed methods approach (3rd ed.). thousand oaks, ca: sage. david, r. f., & david, r. f., 2017, strategic management: a competitive advantage approach, concepts and cases-sixteenth edition (sixteenth ed.). pearson: halow osterwalder, alexander, & pigneur, yves., 2010, business model generation. new jersey, usa: john wiley & sons inc. porter, m.e., 1985, competitive advantage: creating and sustaining superior performance. new york: the free press 189 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 41-47 *corresponding author natalie_amadea@sbm-itb.ac.id*; mustika@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v3i1.189 research synergy foundation business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea*, mustika sufiati purwanegara school of business and management itb, indonesia abstract a part of indonesia's creative industries is the art merchandise industry which is dominated by independent visual artists who establish their art merchandise brands to market original art merchandise. visual artists try to apply the principles of entrepreneurship in their practice since entrepreneurship has a fundamental role in their artistic careers. a business strategy is needed for any art merchandise brand. to develop a business strategy that is based on the empirical case, an indonesian art merchandise brand called gutsy prune is analyzed as a case study. gutsy prune needs to develop a business strategy to boost the sales stagnation and to ensure the business continuity within the art merchandise market. the methodology for the research is a qualitative method and it is executed by conducting in-depth interviews with gutsy prune's potential and current customers. the results from the interview will be treated as the primary data along with observation and competitor analysis, while information from literature research will be used as secondary data to support the primary data. the focus of the research is the formulation of a business strategy for the art merchandise brand and the data collection was conducted by using interviews, observation, competitor analysis, and literature research. gutsy prune needs to have a business strategy to tackle the sales stagnation that is caused by the low rate of inventory turnover. before formulating a business strategy to boost sales stagnation, a series of analysis that includes environmental scanning and customer analysis is performed. the result from the aforementioned analysis is further examined by using swot analysis to discover the root causes of the sales stagnation. it has been concluded that gutsy prune possesses some weaknesses in its segmentation, targeting, positioning, value proposition, marketing mix, and organizational structure. to resolve the root causes, gutsy prune develops a business strategy that contains stp strategy, value proposition canvas, marketing mix strategy, organizational structure design, and a generic competitive strategy to sums up the business strategy's direction. from the research, gutsy prune can establish a one-year implementation plan to execute the business strategy. keywords: creative industries, art merchandise, visual artists, business strategy, value proposition introduction the main scope of this research is the creative industries in indonesia, especially the art merchandise industry. nowadays the art merchandise industry is dominated by independent visual artists who establish their art merchandise brands. new entrants are also starting to penetrate the market over the past few years and it leads to increased competition in indonesia’s art merchandise industry. within the art merchandise industry, numerous visual artists try to apply the principles of entrepreneurship in their careers since entrepreneurship has a fundamental role in the survival of their professional artistic careers. they apply the entrepreneurship method by actively creating art merchandise from their original artwork and turning it into artisan-made products that are unique and also marketable. recently, many creative bazaars and art markets have sprung up in indonesia. some of the most well-known local creative markets are semasa creative market, pop market, and the local international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) 42 │ market. with the emergence of many local creative markets, it can be concluded that the art merchandise industry has its niche market and it attracts customers who are interested in art and craft. to observe the art merchandise brand empirically to formulate a suitable business strategy, an indonesian art merchandise brand called gutsy prune is taken as a case study for the research. gutsy prune is an art merchandise brand that is established in 2018 by an illustrator. gutsy prune focuses on creating art merchandise such as illustrated apparel, accessories, and paper goods. gutsy prune is currently run by one person which has a position as an owner who makes all the decisions in the gutsy prune business process and also as an illustrator who creates all artwork that is used for gutsy prune products. the owner does all activities in gutsy prune's business process including product designing process, order management, inventory management, and customer service. in the production process, the owner is responsible for the quality control process, while gutsy prune's production partners handle the product manufacturing. gutsy prune's current sales channels are etsy.com and instagram. in the last six months, from june until november 2019, gutsy prune has not managed to sell all of its stock because the company currently has limited customers and it affects the company’s revenue stream where gutsy prune is not able to generate a stable revenue from product sales. a business strategy is needed not only to resolve gutsy prune's sales stagnation but also to ensure the business continuity within the competitive art merchandise market in the long run. with analyzing the current business issue of gutsy prune, the research aims to make an original contribution by formulating a business strategy that helps art merchandise brands to boost sales stagnation and to find the product-market fit. the business strategy formulation mainly focuses on the marketing strategy and the operations strategy to boost sales stagnation. literature review to be able to formulate a business strategy for gutsy prune as an art merchandise brand, research will be executed and it involves analysis from the data resources, art merchandise business trend, and gutsy prune owner’s hands-on experience in the art merchandise business. the daily business process of gutsy prune will be carefully evaluated to be able to spot the root causes of sales stagnation that occurs in the business. the observation process will be supported by the usage of social media as the primary tool to extract data and insights from the art merchandise market. the data will be analyzed to form a hypothesis that supports the formulation process of a business strategy for gutsy prune. the analysis for the research will be firstly performed by using environmental scanning. according to wheelen & hunger (2012), in their book titled strategic management and business policy toward global sustainability, environmental scanning is a type of analysis tool that requires information observation, evaluation, and dispersion from both external and internal environments. the purpose of environmental scanning is to identify strategic factors and all data gathered from the external and internal environments could be used as foundations to plan a company’s business strategy (p.16). the first step of environmental scanning is to conduct an internal analysis. according to david & david (2017) in strategic management: a competitive advantage approach, internal analysis is used to identify internal strengths and weaknesses that are complementary to the external environment analysis which is used to discover opportunities and threats. the combination of external and internal environment analysis can form the basis needed to formulate a business strategy. a company established a business strategy to capitalize on the company's internal strengths and overcoming the company's weaknesses (p.178). the internal environment of gutsy prune will be analyzed by using stp analysis, 4ps marketing mix analysis, and value chain analysis. the external analysis is the last step of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) │ 43 environmental scanning. david & david (2017) stated that external analysis focuses on identifying and evaluating trends and events such as increased competition or population shifts. external analysis is conducted to reveal some primary opportunities and threats that are currently faced by a company. by knowing the existing opportunities and threats, a company can formulate a business strategy that takes advantage of the existing opportunities and also reduce the impact of threats (p.218). the external environment of gutsy prune will be analyzed by using pestel analysis, porter’s five forces analysis, competitor analysis, and strategic group mapping. the analysis from environmental scanning will be validated by conducting a customer analysis. according to david & david (2017), customer analysis is the examination and discovery of customers' needs and wants which could involve conducting a customer survey to develop customer profiles. customer profiles can reveal the demographic characteristics of a company's customers. the successful company continuously monitors its current and potential customers' buying behavior. customer analysis is an integral part of business strategy planning (p.188). gutsy prune conducts in-depth phone interviews with its current customers and potential customers to extract the customers’ honest insights regarding their perspective on art merchandise brands, their satisfaction towards gutsy prune’s products, the attractiveness of the art merchandise products, their experiences, and also their expectations of indonesia’s art merchandise industry. the in-depth phone interview method is chosen because according to hague (2006), in the book titled a practical guide to market research, in-depth interviews are best used as a market research method when the objective of the research is to obtain several deep insights and understandings of customer behavior. this method is qualitative and it implies that the objective is to discover data that emphasizes its quality over its quantity. an in-depth interview is used in this research because it is exploratory and it also involves unstructured techniques based on small samples. the data arising from the in-depth interviews are largely feedbacks and responses in the form of words from the respondents (p.42). methodology the research will be conducted by referring to some published academic resources such as books, journals, and online sources to be able to formulate an effective business strategy for art merchandise brands that are facing sales stagnation. according to henry (2008) in understanding strategic management, a business strategy describes how a company is going to compete in a specific target market. a business strategy is formulated so that a company could achieve a distinctive competitive advantage compared to its competitors (p.18). the first step of the research is to perform environmental scanning from both external and internal environments. the research continues to customer analysis by conducting in-depth phone interviews with seven of gutsy prune's current customers and seven of gutsy prune's potentials customers. the objectives of this qualitative research by using a depth interview are: • exploring and understanding customers’ needs, • testing reactions to concepts such as art merchandise products, customer services, and approaches to buying, • finding out what the real issues or problems are in the art merchandise market, • customers’ interest, perception, intention to buy, expectation, and experience toward art merchandise products. the interviews for both potential and current customers of gutsy prune were conducted in a period between 2nd december 2019 until 5th december 2019. each interviewee was interviewed by international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) 44 │ telephone. the individuals that are involved in the interviews are those who meet the predetermined criteria. tabel 1. in-depth interview participant profile number of participants 14 gender females location jakarta, bandung age 18-34 years old occupation private employees, students, entrepreneurs, visual artists interests art, craft, fashion, music, literature according to maxwell (1996), the process of choosing what time, interview method, and individuals to observe in the interview is called sampling and it is one of the four main components in the qualitative study (p.65). maxwell (1996) also stated that it is advised that in a small-scale interview to deliberately set cases, individuals, and situations that are known to be typical. a small sample that has been systematically selected for typicality and relative homogeneity provides far more accurate that the conclusions from a large sample that are taken from a random sampling method or accidental variation (p.71). creswell (2009) also affirmed that in qualitative interviews, the researcher must conduct face-toface interviews with participants. interviews also can be done by telephone or involving some focus groups with six to eight interviewees in each group. these interviews involve unstructured and generally open-ended questions that are few and intended to elicit views and opinions from the interviewees (p.168). based on the aforementioned theory or basis, seven of gutsy prune’s current customers and seven potential customers were interviewed because those numbers are believed to be suited for a small-scale interview in a qualitative study. those numbers are also chosen because up until now, gutsy prune still has a low number of customers and has not done any recording regarding its past customers’ data. the research will employ the primary data taken from the customer interview, observation, and competitor analysis, while the secondary data is collected from books, articles, journals, and other online sources. the result of environmental scanning and customer analysis will be further mapped by performing a swot analysis to discover the root causes of the sales stagnation. the root causes will become the primary reasons why some business elements of gutsy prune may require some solutions and improvements. the collection of business solutions will form an overall business strategy for gutsy prune to boost its sales stagnation results and discussion after some data has been analyzed through the environmental scanning and validated with customer analysis, the conclusions are being summarized in the swot analysis. kotler (2002) in his book titled marketing management millennium edition, stated that the overall summary of a company's international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) │ 45 strengths, weaknesses, opportunities, and threats is called swot. a swot analysis consists of an examination from external and internal environments to spot the company's strengths, weaknesses, opportunities, and threats (p.46). the swot analysis of gutsy prune shows that the existing weaknesses and threats of gutsy prune could lead to the discovery of the root causes that directly trigger the sales stagnation. to uncover the root causes of the problem, the root cause analysis diagram will be used. a root cause analysis diagram is performed to discover some causal factors that are related to gutsy prune's sales stagnation issue. the root causes will be the foundation of the business strategy formulation for gutsy prune. the fundamental causes of gutsy prune sales stagnation are lack of human resources, lack of automation in the outbound logistics process, weak stp strategy; weak marketing mix strategy; limited sales channels; competitors' wide product-line breadth; competitors' strong online presence on social media platforms; lack of longterm suppliers; and customers' expectations . fig. 1 root cause analysis diagram international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) 46 │ conclusion the research proceeds to the development of business solutions and an implementation plan to achieve the objectives from the business solutions. the proposed business solutions to tackle sales stagnation are: new stp strategy; validated value proposition canvas; new 4ps marketing mix strategy; organizational structure plan; and choosing the most suitable strategy out of porter's generic strategies. the combination of those formulated strategies could form a solid business strategy for gutsy prune. in the new stp strategy, gutsy prune has targeted its market segment to be indonesian young adult women, lower-middle to upper-middle class, individuals, whose interests are arts and fashion, individuals who have expressive personality, and individuals who live with a modern lifestyle. gutsy prune also positions its brand to be "an alternative and wearable art merchandise brand". the word "alternative" refers to the general theme that gutsy prune is trying to apply to its product. gutsy prune's illustration work is heavily inspired by a lot of alternative music or movies from the 1970s until the 1980s. gutsy prune's illustrations also tend to be unconventional and bold, therefore, the word "alternative" is best used to describe the brand positioning. from the customer analysis, gutsy prune manages to formulate a validated value proposition canvas as a foundation to discover product-market fit for gutsy prune. figure 2. gutsy prune’s value proposition canvas from the value proposition canvas, gutsy prune offers wearable art merchandise that is assured to have unique artwork, good quality materials, wide product-line breadth, and reasonable price. gutsy prune also decided to design its products based on the insights from the customers. gutsy prune plans to expand its product-line breadth by creating more accessories and apparel such as shirts, bags, and pins since those categories of products are the most preferred products by the customers. gutsy prune also wants to shift to a more eco-friendly method of graphic printing by sourcing production partners that use manual screen printing methods with water-based inks and also apply a waste management system in its production process. the products are set to be in the price range of idr 50.000 – idr 250.000 because gutsy prune wants to make sure that all products are accessible for lowerinternational journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 41-47 business strategy formulation for art merchandise brand (case study: gutsy prune) natalie amadea, mustika sufiati purwanegara issn 2580-0981 (online) │ 47 middle to upper-middle customers. gutsy prune also wants to submit a proposal to become a retailer in curated art and gift stores in jakarta and bandung because gutsy prune needs to reach its customer through offline means. gutsy prune also designed an organizational plan design to ensure the continuity of its business process because up until now, gutsy prune has been operated by one person who is the owner herself. by hiring a chief of staff, graphic designer, social media manager, inventory officer, and financial officer, the supply chain of gutsy prune will run effectively and efficiently. lastly, from porter's generic competitive strategies analysis, gutsy prune decides to focus on the differentiation focus strategy as its main business strategy because it suits the value chain of an art merchandise business such as gutsy prune. generally, the differentiation focus strategy of gutsy prune is aimed to exploit the special needs of customers from a very specific market segment. gutsy prune tends to move toward relatively low-volume and unique art merchandise products. to achieve the objectives of business solutions, gutsy prune has set an implementation plan for the next year.. acknowledgement the author would like to convey her thankfulness to everyone who has either directly or indirectly supported the author to complete this thesis. this gratitude is especially given to dr. ir. mustika sufiati purwanegara, m.sc. as the second author and also the paper counselor, for her continuous guidance, patience, and support during the completion process of this paper. the author would also like to thank all respondents who have participated in the customer interview for this paper. references creswell, john. (2009). research design: qualitative, quantitative, and mixed methods approaches third edition. california, usa: sage publications, inc. david, fred. r., & david, forest. r. (2017). strategic management: a competitive advantage approach. essex, uk: pearson education limited. hague, paul. (2006). a practical guide to market research. surrey, uk: grosvenor house publishing ltd. henry, anthony. (2008). understanding strategic management. usa: oxford university press. kotler, p. (2002). marketing management millennium edition. boston, usa: pearson custom publishing maxwell, joseph. (1996). qualitative research design: an interactive approach. california, usa: sage publication, inc. osterwalder et al. (2014). value proposition design. new jersey, usa: john wiley & sons, inc. wheelen, t.l., & hunger, j.d. (2012). strategic management and business policy toward global sustainability. new jersey, usa: pearson education inc. available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 2 (2020): 1-13 corresponding author oyemojidola2@yahoo.com doi: https://doi.org/10.31098/ijmesh.v3i2.231 research synergy foundation utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole department of agricultural extension and rural development, university of ibadan abstract family planning implies the spacing and timing of childbirth. however, despite many actions put in place by the government at all levels to sensitize citizens on the need for family planning, most of nigeria's population still does not practice it as expected. thus, this study aims to investigate whether family planning methods used among rural women in ogun state were in accordance to government's advices. for this purpose, a multi-stage sampling technique was used to select 120 respondents, and a structured questionnaire schedule was used for the data collection. quantitative data was collected and analyzed using descriptive and inferential analysis. we used the retest reliability test to validate the instrument, by distributing the instrument to the respondents who were not included in the study. therefore, based on our study, we concluded that even though most of the women had high information on family planning methods, but they only utilized the commons one. hence, the grassroot educative training could be the key to enhance their usage of other methods to ensure secure child-bearing. keywords: utilization, family planning, contraceptives rural women this is an open access article under the cc–by-nc license introduction the women unattained needs, such as self-realization, economic fulfillment, which could be linked to the effectiveness usage of contraceptives, recently, have been recognized; moreover, these unmet needs have been raising in the developing countries, since the effective usage of contraceptives hardly met. (alkema et al., 2013; darroch, singh, and ashford, 2013). according to singh and darroch (2012), over 220 million women are in need of modern contraceptives in the developing world, and the numbers may be on the increase due to the increase in population. campbell, sahin-hodoglugil, and potts (2006) identified the obstacles and barriers of contraceptives usage, such as: lack of information concerning available methods, health concerns, and surrounding available methods. further, casterline, sathar, and ulhaque (2001) added that the women's perception of contraceptives may be in conflict in relation to their husband interests in terms of fertility perspectives and as a result might be a motivating factor to circumvent pregnancy, rather than the use of contraceptives itself. our empirical experience showed that poverty has associated impacts for family planning: over 70% of the nigerian population are living in poverty, including the ones living in the rural areas. with the economic limitation, poor nigerian are not only hardly to meet daily dietary requirements, but also difficult to afford contraceptive. as a result, frequent unwanted pregnancies have occurred among women with the ages of below 18 to 35 years (national policy on population, 2004).we believe that one key to eradicate poverty in nigeria is to promote family planning program using contraceptive, and women are the main actresses to realize the project. because once the women were failing their family planning, and unable to control their unwanted pregnancy, the childbearing would decrease the agricultural productivity, as well as the local mailto:oyemojidola2@yahoo.com http://creativecommons.org/licenses/by-nc/4.0/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 2 │ economic growth. at this point, it would be important to understand the women's attitudes toward family planning itself. our grassroot experiences showed us that the rural women in nigeria, are burdened with poor health in conjunction with poorly spaced pregnancies and subsequently give birth to children closely aged in years. millions of these women do not have access to contraceptives despite the yearning to reduce birth numbers and to increase the space between childbirth appropriately. the spread for contraceptives among rural women is in an urgency situation. therefore, our society is in the need for human rights and public health specialists called to educate sexual and reproductive health. we assessed the utilization of family planning methods among rural women in ogun state, nigeria. according to the research of okeowo & olujide (2014) stated that among the rural women population in ogun state there is high prevalence of inaccurate family planning methods and also noted that family planning is not very popular due to it’s association with negative side effects . we specify our objectives: (i) describe the socio-economic characteristics of the rural women in the study area, (ii) determine the awareness of contraceptive method utilized by rural women in the study area, (iii) determine the knowledge of rural women on family planning methods, (iv) identify rural women's sources of information on family planning methods, (v) assess the utilization of family planning methods among the rural women in the study area, (vi) identify factors militating against the utilization of family planning methods among rural women in the study area. the objectives of the study were adapted from that of okeowo and olujide (2014). to develop our objectives, we want to test the following hypotheses: ho1: there is no significant relationship between socio-economic characteristics of rural women and their level of utilization of family planning methods, ho2: there is no significant relationship between awareness of contraceptive method utilized by rural women and their level of utilization of family planning methods, ho3: there is no significant relationship between knowledge of rural women and their level of utilization of family planning methods, ho4: there is no significant relationship between the source of information on family planning methods and their level of utilization of family planning methods, ho5: there is no significant relationship between factors mitigating and their level of utilization of family planning methods. the conceptual framework for the study the independent variables of this study are the socio-economic characteristics of respondents, awareness of contraceptives utilize by respondents, knowledge on family planning methods, sources of information on family planning methods, and factors militating against the utilization of family planning methods. the socio-economic characteristics of respondents such as age, sex, marital status, religion, education, household size, and income are expected to influence respondents' sources of information on family planning methods, and this will invariably influence their level of awareness on the utilization of contraceptives, their awareness will either increase or decrease their knowledge on family planning methods used which will, in turn, affects the factors mitigating against the utilization of family planning methods. all the independent variables will influence the dependent variable, which is the utilization of family planning methods. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 3 fig. 1: conceptual framework on utilization of family planning methods among rural women in ogun state, nigeria, methodology our samples were taken from the ogun state, nigeria which population is 3,728,098 people (national population commission, 2007). our study interest were the women between 18-50 years, and to obtain our measures on them, we use a multi-stage random sampling. the first stage involved the selection of the four zones of ogadep, namely: abeokuta, ilaro, ikenne, and ijebu-ode zones. stage two will involve the selection of one local government each from the four zones making four local government areas. stage three involved randomly selecting two villages each from the four local government areas, which gave a total of 8 villages. the last stage involved using a simple random technique to select 120 respondents from 1,203 registered women in the villages selected, therefore making a sample size of 120 respondents. the questionnaire was structured into six sections on the basis of the specific objectives as follows: section a was designed to collect information on the socio-economic characteristics of the respondents, section b was designed to elicit information on awareness of contraceptive method utilized by rural women, section c was targeted data regarding knowledge of rural women on family planning methods, section d collected data on rural women’s sources of information on family planning methods, section e elicit information on the factors militating against the respondents’ utilization of family planning methods section f was designed to collect information on utilization of family planning methods among the rural women. the questionnaire was approved by the department of agricultural extension and rural development research committee international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 4 │ we use descriptive statistics such as mean, percentages, frequencies, and inferential statistics such as chi-square, product pearson moment correlation (ppmc) to analyze the data for the study. results and discussion socio-economic characteristics of the respondents table 1 shows that 44.2% of the rural women were between 29 and 38 years, 30.8% were between 19 and 28, 18.3% were between 39 and 48 years while a few (6.7%) of them were between 49 and 58 years. with the average age of 33 years ±10 months, it implies that most of the rural women are still young and still in their reproductive age, and hence could influences their utilization of family planning methods to control childbirth. this in line with the findings of okeowo (2014), who finds out that those rural women who were within the child-bearing age and economically active population were 40 years and less. on religion, the result shows that 45.0% of the rural women were muslims, 48.3 were christians, while a smaller percentage (6.7%) were practicing traditional religion. this shows that more muslim women constituted the respondents for the study. on education, the result shows that more than half (57.5%) of the rural women had secondary education, 24.2% had tertiary education. also, 14.2% had primary education, while 4.2% of them had no formal education. this implies that most of the rural women had one form of education or the other, which might ease them to process information towards the usefulness of using family planning methods. this in accordance with the findings of asiabaka (2000) that revealed educational level as a very important determinant in the adoption of innovation and being literate will enable the women to obtain useful information on family planning from various sources but negate the findings of taiwo (2012) who observed that most of the women in rural communities of ibadan had only primary education and more women had no formal education compared to those who had secondary and tertiary education. on marital status, the result shows that the majority (77.5%) of the rural women were married, 15.8% were single, 5.8% divorced, and 0.8% of them were a widow. this shows that more married women who were still involved in child-bearing were sampled for the study. on primary occupation, the result shows that half (50.0%) of the rural women were traders, 20.8% were civil servants, 14.2% were students, while 7.5% were farmers and artisans, respectively. this shows that most rural women were more involved in trading as their source of livelihood. on household size, the result shows that 39.1% of the respondent had between 5 and 6 persons in their households, 35.8% had between 3 and 4 persons, 15.8% had between 7 and 9 persons, while 9.2% had between 1 and 2 persons in their households. the mean household size of 5±2 implies that most of the households had larger households. this means that most of the respondents might not have been using any of the family planning methods. this condition might implies that some respondents are not using the various types of family planning methods or that they are not aware of it. on income, result shows that 42.5% of the rural women earned between 35,001 and 60,000 monthly, 39.2% earned between 10,000 and 35,000 monthly, 9.2% earned between 60,001 and 85,000 monthly, 7.5% earned between 85,001 and 110,000 while 1.7% of them earned above 110,000. the mean monthly income of 46,791±25,000 implies that most of the rural women earned much monthly, and this supposed make any family planning methods affordable. on member of social association, the result shows that 66.7% of the rural women were a member of the social association, while 33.3% of them did not belong to any social association. this shows that most of the rural women had enough time to attend to their social responsibilities. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 5 table 1: distribution of socio characteristics of the respondents(n=120) variables frequency percentage mean sd age 33 10 19-28 37 30.8 29-38 53 44.2 39-48 22 18.3 49-58 8 6.7 religion christianity 58 48.3 islam 54 45.0 traditional 8 6.7 education no formal education 5 4.2 primary education 17 14.2 secondary education 69 57.5 tertiary education 29 24.2 marital status single 19 15.8 married 93 77.5 divorced 7 5.8 widow 1 0.8 primary occupation farming 9 7.5 trading 60 50.0 civil servant 25 20.8 students 17 14.2 artisans 9 7.5 household size 5 2 1-2 11 9.2 3-4 43 35.8 5-6 47 39.1 7-9 19 15.8 income 46,791 25,000 10,000-35,000 47 39.2 35,001-60,000 51 42.5 60,001-85,000 11 9.2 85,001-110,000 9 7.5 above 110,000 2 1.7 member of social association yes 80 66.7 no 40 33.3 source: field survey, 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 6 │ awareness of contraceptive method utilized by rural women table 2 shows that the majority (60.8%) of the respondents had low awareness of contraceptive methods, while 39.2% had high awareness. this result indicates a poor level of awareness of rural women on family planning methods. this is in line with the findings of adetona (2008), who confirmed that the use of contraception had not been well consolidated in nigeria, most especially in the core areas of the country. table 2: awareness of contraceptive method utilized by rural women(n=120) awareness level frequency percentage minimum maximum mean sd low (0-4.0) 73 60.8 0 14 4.1 2.4 high (4.1-14) 47 39.2 total 120 100.0 source: field survey, 2019 respondents’ knowledge of family planning methods table 3 shows that more than half (56.7%) of the respondents had high knowledge of family planning methods, while 43.3% of them had low knowledge. this result shows that though the respondents had low awareness, they possessed high knowledge of the family planning type they utilized. table 3: respondents knowledge of family planning methods knowledge level frequency percentage minimum maximum mean sd low (20-28.5) 52 43.3 20 39 28.6 5.0 high (28.6-39) 68 56.7 total 120 100.0 source: field survey, 2019 respondents’ sources of information on family planning methods table 4 reveals that most of the respondents’ sourced information on family planning through television with the highest mean of (1.94). this is followed by radio with a mean of (1.92) and health centers with a mean of (1.84). this implies that television, radio, and health centers were the prominent source most of the rural women sourced information on family planning. this could be because most households had television, radio in their i households, and attend health centers before and after childbirth. also, most of the respondents’ lease sources for information on family planning through churches and mosques with the lowest mean of (0.19) in the study area. table 4: respondents’ sources of information on family planning methods (n=120) sources of information always occasional never mean rank radio 111 (92.5) 9 (7.5) 0 (0.0) 1.92 2nd television 113 (94.2) 7 (5.8) 0 (0.0) 1.94 1st newspaper/magazines 38 (31.7) 60 (50.0) 22 (18.3) 1.13 4th health centers 103 (85.8) 15 (12.5) 2 (1.7) 1.84 3rd spouses 15 (12.5) 59 (49.2) 46 (38.3) 0.74 6th family and friends 5 (4.2) 52 (43.3) 63 (52.5) 0.51 7th market places 4 (3.3) 25 (20.8) 91 (75.8) 0.27 9th churches/mosques 2 (1.7) 19 (15.8) 99 (82.5) 0.19 10th internets 7 (5.8) 28 (23.3) 85 (70.8) 0.35 8th international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 7 mobile phones 19 (15.8) 62 (51.7) 39 (32.5) 0.83 5th source: field survey, 2019 factors militating against the utilization of family planning methods among rural women table 5 reveals that the increase in body weight experienced by the respondents with the highest mean of (1.55) was the health factors militating against the utilization of family planning methods by rural women. also, most of the respondents were faced with a religious factor that promotes promiscuity, means that the religion discourages contraceptives in order to have many children, which has the highest mean of (1.73). in addition, a means of controlling population with highest mean of (1.81) were the social factors militating against the utilization of family planning, since the usage of contraceptives will reduce the family labor size with highest mean of (1.35), last, it was the economic factor militating against the utilization of family planning by the rural women. this is similar to the findings of omo-agboja et al. (2009) that religion, fear of contraceptive side effects, and infertility in later life as factors influencing the use of family planning measures table 5: factors militating against the utilization of family planning methods among rural women(n=120) factors very important moderately important not a factor mean rank health factors causes illness like cancer 8 (6.7) 0 (0.0) 112 (93.3) 0.13 6th contraceptives make blood pressure to go up 80 (66.7) 5 (4.2) 35 (29.2) 1.37 2nd an increase in weight is experienced 87 (72.5) 12 (10.0) 21 (17.5) 1.55 1st contraceptives make one sickly and weak 33 (27.5) 27 (22.5) 60 (50.0) 0.77 3rd it causes hypertension 7 (5.8) 29 (24.2) 84 (70.0) 0.35 5th causes urinary infection 20 (16.7) 42 (35.0) 58 (48.3) 0.68 4th religious factors it is against my religious belief 37 (30.8) 32 (26.7) 51 (42.5) 0.88 3rd family planning is believed to promote promiscuity 102 (85.0) 4 (3.3) 14 (11.7) 1.73 1st family planning is used to control family planning and is against my religious belief 76 (63.3) 9 (7.5) 35 (29.2) 1.34 2nd social factors a means of controlling the population 107 (89.2) 4 (3.3) 9 (7.5) 1.81 1st the use of family planning is against the norms and culture of my village 58 (48.3) 13 (10.8) 49 (40.8) 1.07 3rd family planning is not accepted in my marital 69 (57.5) 9 (7.5) 42 (35.0) 1.22 2nd international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 8 │ settings economic factors family planning is costly to do 63 (52.5) 24 (20.0) 33 (27.5) 1.25 2nd contraceptives are not easily accessible in my locality 52 (43.3) 16 (13.3) 52 (43.3) 1.00 3rd contraceptives reduce family labor size 75 (62.5) 13 (10.8) 32 (26.7) 1.35 1st source: field survey, 2019 utilization of family planning methods among rural women table 6a reveals that most of the respondents utilized the norplant implant with the highest mean of (1.35). this is followed by the use of pills with a mean of (1.18) and use of the injectable method with a mean of (1.15). this shows that most of the respondents utilized the family planning method types they were aware of, as presented in table 2a. however, abstinence with a mean of (0.08) and coitus-interrupts (withdrawal) with a mean of (0.03) were the least family planning methods utilized by rural women. table 6a: utilization of family planning methods among rural women family planning methods always occasional do not utilize mean rank waistband 19 (15.8) 7 (5.8) 94 (78.3) 0.37 7th armband 8 (6.7) 4 (3.3) 108 (90.0) 0.16 13th pendant 1 (0.8) 9 (7.5) 110 (91.7) 0.09 15th prolonged breastfeeding 34 (28.2) 8 (6.7) 78 (65.0) 0.63 5th scarification 8 (6.7) 8 (6.7) 104 (86.7) 0.20 10th pills 63 (52.5) 16 (13.3) 41 (34.2) 1.18 2nd intra uterine device (iud) 2 (1.7) 18 (15.0) 100 (83.3) 0.18 11th diaphragm 14 (11.7) 20 (16.7) 86 (71.7) 0.40 6th condom 60 (50.0) 15 (12.5) 45 (37.5) 1.12 4th norplant implant 76 (63.3) 10 (8.3) 34 (28.3) 1.35 1st tubal legation 4 (3.3) 23 (19.2) 93 (77.5) 0.25 8th vasectomy 6 (5.0) 17 (14.2) 97 (80.8) 0.24 9th injectable 61 (50.8) 16 (13.3) 43 (35.8) 1.15 3rd spermicidal 7 (5.8) 8 (6.7) 105 (87.5) 0.18 11th safe periods (rhythm) 3 (2.5) 8 (6.7) 109 (90.8) 0.11 14th abstinence 1 (0.8) 8 (6.7) 111 (92.5) 0.08 16th coitus-interrupts (withdrawal) 1 (0.8) 2 (1.7) 117 (97.5) 0.03 17th source: field survey, 2019 categorization of the utilization of family planning methods among rural women table 6b reveals that the average proportion (50.8%) of the rural women had high utilization of family planning methods used by rural women, while 49.2% of them had low utilization. this could be because the methods mostly utilized by the respondents were cheap to purchase, and this could make them utilize them regularly. the result obtained in this study corroborated those of oyewoga and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 9 odeyemi (2012) when they reported in their study that only 56% of those who are sexually active had ever used contraceptives, while 44% did not. table 6b: categorization of the utilization of family planning methods among rural women (n=120) utilization level frequency percentage minimum maximum mean sd low (0-7.6) 59 49.2 0 25 7.7 4.8 high (7.7-25) 61 50.8 total 120 100.0 source: field survey, 2019 test of hypotheses 1. hypothesis one there is no significant relationship between the socio-economic characteristics of rural women and their level of utilization of family planning methods. chi-square analysis between selected socio-economic characteristics of the respondents and their level of utilization of family planning methods. table 7 shows that there was a significant relationship between a member of social association (χ2=4.268, p<0.05) and the level of utilization of family planning methods. thus, the null hypothesis is rejected. this implies that being a member of a social association had an influence on the utilization of family planning methods. this could be that engaging in social association could reduce the time most rural women would have for child-bearing. also, the result further reveals that there was no significant relationship between religion (χ2=0.610, p>0.05), education (χ2=1.921, p>0.05), marital status (χ2=6.650, p>0.05), primary occupation (χ2=12.257, p>0.05) and level of utilization of family planning methods. thus, the null is accepted. this implies that religion, education, marital status, and primary occupation of rural women do not have any influence on their utilization of family planning methods. table 7: result of chi-square analysis between selected socio-economic characteristics of the respondents and their level of utilization of family planning methods. variables χ2 df p-value decision religion 0.610 2 0.737 ns education 1.921 3 0.589 ns marital status 6.650 3 0.084 ns primary occupation 12.257 6 0.056 ns member of social association 4.268 1 0.039 s source: field survey, 2019 pearson correlation analysis between selected socio-economic characteristics of the respondents and the level of utilization of family planning methods. further using pearson correlation, the result on table 8 shows that there was no significant relationship between age (r=0.008, p>0.05), household size (r=0.134, p>0.05), monthly income (r=0.106, p>0.05), and level of utilization of family planning methods. thus, the null hypothesis is accepted. this implies that the age, household size, and monthly income of rural women do not have any influence on their level of utilization of family planning methods. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 10 │ table 8: result of pearson correlation analysis between selected socio-economic characteristics of the respondents and the level of utilization of family planning methods.(n=120) variable r value p-value decision age 0.008 0.934 ns household size 0.134 0.144 ns monthly income -0.106 0.249 ns source: field survey, 2019 2. hypothesis two there is no significant relationship between awareness of contraceptive methods utilized by rural women and their level of utilization of family planning methods. table 9 shows that there was a significant relationship between awareness of contraceptives utilize by rural women (r=0.761, p<0.05) and their level of utilization of family planning methods. thus, the null hypothesis is rejected. this implies that the more the rural women are aware of the contraceptive method, the more they tend to utilize them to control their childbirth in the study area. table 9: result of pearson correlation analysis between awareness on contraceptives utilized and level of utilization of family planning methods. variable r value p-value decision awareness of contraceptives utilized and utilization of family planning methods 0.761 0.001 s source: field survey, 2019 3. hypothesis three there is no significant relationship between the knowledge of rural women and their level of utilization of family planning methods. table 10 shows that there was a significant relationship between knowledge (r=0.617, p<0.002) and their level of utilization of family planning methods. thus, the null hypothesis is rejected. this implies that the higher the knowledge of the rural women, the higher the tendency they utilized family planning methods. table 10: result of pearson correlation analysis between knowledge on the family planning methods and their level of utilization of family planning methods. variable r value p-value decision knowledge of family planning methods and utilization of family planning methods 0.617 0.002 s source: field survey, 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 11 4. hypothesis four there is no significant relationship between the source of information on family planning methods and their level of utilization of family planning methods. table 11 shows that there was a significant relationship between the source of information on family planning methods (r=-0.119, p<0.05) and their level of utilization of family planning methods. thus, the null hypothesis is accepted. this implies that the more rural women get information on radio, television, and health centers, which were the major sources of information available to them, the more they tend to know and utilize family planning methods. table 11: result of pearson correlation analysis between the source of information on family planning methods and their level of utilization of family planning methods. variable r value p-value decision source of information on family planning methods and utilization of family planning methods -0.119 0.025 s source: field survey, 2019 5. hypothesis five there is no significant relationship between factors militating against the utilization of family planning methods and their level of utilization of family planning methods. table 12 shows that there was a significant relationship between factors militating against the utilization of family planning methods (r=0.201, p<0.05) and their level of utilization of family planning methods. thus, the null hypothesis is rejected. this implies that factors mitigating the utilization of family planning methods had an influence on their level of utilization. this means that the higher they are faced with mitigating factors against the utilization of family planning methods, the lesser they tend to utilize them. table 12: result of pearson correlation analysis between factors militating against the utilization of family planning methods and their level of utilization of family planning methods. variable r value p-value decision factors mitigating against the utilization of family planning methods and level of the utilization of family planning methods 0.201 0.028 s source: field survey, 2019 conclusion it is concluded that the majority of rural women in the study were young and married adults with secondary education. most of the rural women were aware of norplant implant, use of pills, and injectable methods of family planning, though they possess low awareness. the rural women had high international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) 12 │ knowledge of the family planning methods they used. television, radio, and health centers were the major sources the rural women got information on family planning, but an increase in weight of the rural women tends to limit the use of family planning methods. a larger proportion of the rural women had high utilization of the family planning method they were familiar with to control childbirth in the study area. based on our result, we believe that there are intervening variables affecting the connection between the independent variables and the dependent variable. thus, for the next research, we consider the existence of intervening variables in between independent and dependent variables. our experience showed that cultural and government policy might be suit as the good candidates, since they have an influence on the utilization of family planning methods. recommendations based on the findings from this study, the following recommendations are made; a. health officers should do proper sensitization on different family planning methods to the rural women in the study area. b. family planning suppliers need to give full disclosure about various contraceptive methods to reduce negative perceptions leading to educated choices in relation to contraceptive choices. c. the government should come up with policies that would encourage and enhance rural women's utilization of family planning methods should be encouraged in different areas of ogun state. d. proper education and awareness programs of family planning strategies to create the right awareness e. government, non-governmental organizations, international organizations, extension workers, and related agencies through health centers and mass media like radio and television should intensify more on campaigns and awareness about the use of family planning and its benefits which can help couples to take good care of children and reduced poverty. references adetona, c. i. a. (2008). factors influencing women access to family planning. agbamu, j.u. (2000). agricultural research extension linkages systems: an international perspectives agricultural research and extension network paper no 106a, london: odi. alkema, leontine, vladimirakantorova, clare menozzi, and ann biddlecom. 2013. “national, regional, and global rates and trends in contraceptive prevalence and unmet need for family planning between 1990 and 2015: a systematic and comprehensive analysis,” the lancet 381(9878): 1642–1652. asiabaka, c.c. (2000). agricultural extension. a handbook for development practitioners. molsystem united service, omoku, rivers state, 1-2, pp. 148-152. campbell, martha, nuriyenalansahin-hodoglugil, and malcolm potts (2006). “barriers to fertility regulation: a review of the literature,” studies in family planning 37(2): 87–98. casterline, john b. andsinding, steven w. (2000). unmet need for family planning in developing countries and implications for population policy. population and development review, 26, 691-+. casterline, john b., zeba a. sathar, and minhajulhaque.(2001). “obstacles to contraceptive use in pakistan: a study in punjab,” studies in family planning 32(2): 95–110. darroch, jacqueline e., susheela singh, and lori s. ashford.(2013). “adding it up: the need for and cost of maternal and newborn care—estimates for 2012.” new york: guttmacher institute. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 1-13 utilization of family planning methods among rural women in ogun state, nigeria mojisola oyewole issn 2580-0981 (online) │ 13 darroh, j. e, sedgh, g and ball, h. (2011). contraceptive technologies: responding to women’s needs. guttmacher institute, new york. national policy on population for sustainable development (2004, january). okeowo, t. a., & olujide, m. g. (2014). attitude, knowledge and utilization of family planning methods among rural women in ogun state, nigeria. agrosearch, 14(1), 39-53. omo-aghoja, l. o., omo-aghoja, v.w., aghoja, c. o., okonofua, f. e., aghedo, o., umueri, c., otayohwo, r., feyi-waboso, p., onowhakpor, e. a. &inikori, k. a. (2009). factors associated with the knowledge, practice and perceptions of contraception in rural southern nigeria. ghana medical journal, 43 (3): 115–121. oyewoga, y. andodeyemi, k. a. (2012) a study on utilisation of family planning services among the women of reproductive age group in badagry local government area of lagos state, nigeria. retrieved from: https://wfpha.confex.com/wfpha/2012/webprogra m/paper9997.html. taiwo, p. a. j. (2012) attitude of women towards family planning in selected rural communities of ibadan. african journal for the psychological study of social issues, 15 (1). retrieved from: http://www.ajol.info/index.php/ajpssi/article/view/79089. https://wfpha.confex.com/wfpha/2012/webprogra available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 2 (2020): 50-67 corresponding author daniel.hermawan@unpar.ac.id doi: https://doi.org/10.31098/ijmesh.v3i2.260 research synergy foundation influencer marketing in digital era: does it really works? daniel hermawan parahyangan catholic university, indonesia abstract the increasing number of social media users creates new opportunities in the marketing world. marketing, which initially focused on the product (product-oriented), now has to be transformed into consumeroriented marketing with many information channels owned by consumers. consumers are becoming more critical of the products/services offered by companies with the many choices they have. the existence of influencers is a bridge or communication medium that connects companies with consumers in the digital era. through personality, authenticity, and honesty given by influencers, consumers are expected to be more attached and aware of the existence of a brand. not infrequently, companies take advantage of influencers in product/service marketing programs in introducing a brand. influencers become digital advocates who represent brands through endorsement programs. this research will discuss (1) the phenomenon of influencer marketing in the digital era, (2) the types of influencers and the characteristics of consumers who follow them, (3) the use of influencers in marketing activities in the digital era, in purpose to probe deeper the advantages to employ influencers power from the previous studies. research use qualitative methods through pentad analysis to investigate the interconnected concepts about human action and further to find motivation behind various human actions. the study found that influencer marketing can be an effective marketing method by leveraging the influencer's charisma, personality, attitude, and lifestyle in representing the brand. through personality, authenticity, and honesty given by influencers, consumers are more attached and aware of the existence of a brand. keywords: influencer marketing, digital era, customer-oriented, information, customer engagement this is an open access article under the cc–by-nc license introduction social media has now become part of the lifestyle of modern society. based on a survey conducted by globalwebindex, the time allocated by each person to access social media increased from 90 minutes per day in 2012 to 143 minutes in the first quarter of 2019. the majority of people who access social media are from generation z with an age range of 16-24 years. this shows that social media has a big influence in the interaction between social relationships, both in terms of friendship, shopping, transportation, political perspectives, to the world of business (duarte, 2019). it is not surprising that facebook, twitter, youtube, instagram, and various other social media are used by businesses in introducing products or services to consumers. marketing is no longer focused on conventional media, such as newspapers, brochures, posters, tv, radio, and so on, but instead has switched to digital platforms, such as social media to reach more potential consumers. one form of digital marketing is collaboration with influencers or social media users who have a big influence on their followers (satrianti, 2018). http://creativecommons.org/licenses/by-nc/4.0/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 51 │ influencers are chosen by several companies today because of their ability to communicate their brand effectively with a more authentic and personal touch. they can recommend a product or service without being overly exaggerated, thus maintaining the trust of their followers to choose a particular product or service. influencer marketing is also expected to be able to build brands, namely designing communications so that brands can have unique, positive and strong associations in the minds of customers (mulyadi, 2017). previous research has revealed that the use of influencers is a means to build trust between brands and consumers, where the influencer acts as a third party who bridges communication between the two (biaudet, 2017). integrity, an action that aims for goodness, and knowledge are means to build trust between influencers and their followers in communicating brands in the fitness industry sector (baranow, 2019). meanwhile, glucksman revealed that influencer marketing through social media would be successful if influencers are able to show confidence, authenticity and maintain interaction with followers in the process of distributing content (glucksman, 2017). to probe deeper about the abovementioned studies, research want to discuss (1) the phenomenon of influencer marketing in the digital era, (2) the types of influencers and the characteristics of consumers who follow them, (3) the use of influencers in marketing activities in the digital era. the study was conducted through pentad analysis with qualitative methods. literature review influencer marketing influencer marketing is a marketing collaboration method by utilizing networks owned by someone who has a big influence on social media. influencer marketing is becoming the preferred marketing method for brands today because influencers can build trust and loyalty with their followers. they act as representations or ambassadors for some people and help brands to connect with consumers in an authentic way (mediakix, 2019). in 2019, influencer marketing was ranked first in the fastest growing media compared to other marketing channels, at 22%. figure 1: development of marketing methods in the digital era (odell, 2019) influencers themselves are divided into two categories, namely micro-influencers and macroinfluencers. micro-influencers usually have less than 10,000 followers. this type of influencer is suitable for targeting potential consumers who are in certain locations, rather than reaching social media users globally. this influencer's follower type can range from under 10,000 to 100,000 followers. microinfluencers often have content that is more focused on a specific brand that they personally like. some international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 52 │ brands prefer mid-level micro-influencers to macro-influencers because they believe they can be more authentic in their published posts and more accessible. these influencers also have higher engagement rates and can be more cost-effective for brands that will endorse them. meanwhile, macro-influencers are usually well-known, known to have broader influence and have social media followers ranging from tens of thousands to millions. this type of influencer is usually hired by the bigger brand names, such as department stores and popular clothing brands. this type of influencer is preferred by brands that already have an established fan base and are looking to increase their visibility and brand awareness (buzzmg, 2019). there are 7 reasons why brands like influencer marketing in promoting their products or services, namely (1) a personal touch; (2) society believes in influencers; (3) there is no hidden agenda; (4) influential content than advertising; (5) there is no political element; (6) marketing targets are easier to obtain; (7) cost effectiveness (odell, 2019). instagram instagram is the fastest growing social media platform. on this site, users have the ability to post high-resolution photos and can caption images without having a character limit. apart from posting, users also have the ability to create "stories" which are uploaded to their profile for a limited time. as many as 71% of people aged 18-24 years use this social media application (buzzmg, 2019). the trend that is developing on instagram social media today is the increasing use of instagram stories. since march 2018, instagram stories usage by instagram users has increased by 21%. more and more brands are taking advantage of the flexibility of instagram stories, which allows them to increase brand visibility at low cost and without spamming their audience. instagram stories is also a good strategy for influencers to use in sharing products or services without having to disturb the beauty of their news feed (socialbakers, 2019). the use of sponsored content also continues to increase in various countries with the use of instagram from year to year. in the asian region, sponsored content increased by 20% in february 2019. figure 2: increased sponsored content on instagram (socialbakers, 2019) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 53 │ brand awareness brand awareness is the ability of consumers and potential consumers to recognize a brand, product or service. having a strong brand awareness is the key for a brand to excel in business competition. psychologically, potential consumers tend to choose products or services from brands they are familiar with and this is what makes sales increase. it is not surprising that increasing brand awareness is a crucial matter that brands must pay attention to in increasing their competitive advantage in the market (annisa, 2019). there are 4 levels in brand awareness, namely (1) unaware brand; (2) brand recognition; (3) brand recall; (4) top-of-mind awareness. the unaware brand means that consumers either completely don't know or have never heard of the brand. in brand recognition, new consumers can remember a brand when someone else mentions the brand. entering the brand recall, consumers can associate a brand with a certain product category. lastly, consumer top-of-mind awareness remembers the brand as the first to come to mind when talking or being asked about a particular product category (maulina, 2019). previous research research on influencer marketing has been reviewed in previous studies. in jantien wijnen's research entitled "#instafamous: the effect of influencer type and brand familiarity on brand attitude and corporate reputation", influencers have a greater positive influence on brand attitudes than company reputation. in addition, micro-influencers also have a greater influence on brand attitudes than celebrity influencers with a large number of followers (wijnen, 2019). meanwhile, the use of influencer marketing also breaks down the existing barriers between consumers, brands, and followers through content on social media. influencer marketing changes the way brands interact with consumers with interactive two-way communication (glucksman, 2017). this is discussed in morgan glucksman's research entitled "the rise of social media influencer marketing on lifestyle branding: a case study of lucie fink". influencer marketing replaces interaction patterns that were previously one-way from brands to consumers into interactive marketing patterns through the role of influencers. abreu (2019) has also shown that a large proportion of social media users believe that influencers who provide recommendations without gaining financial gain are more trustworthy than influencers who are paid to provide reviews of a brand. uniquely, consumers don't mind if influencers receive financial incentives from brands to leave brand-related reviews as long as they clearly state it. research method data collection and measurement research was conducted with pentad analysis to investigate the interconnected concepts about human action and further to find motivation behind various human actions. in pentad's analysis, research will analyze five main elements of human dramas: act, scene, agent, agency, and purpose. while, the act refers to what happens, the scene refers to when and where the action takes place, the agent refers to the person who takes action, the agency refers to how the action was actually carried out, and the purpose refers to why action occurs. apart from these five elements, burke also added a sixth element, namely the attitude to clarify the agent's approach when taking action. by using those elements, research will be able to analyze the use of symbols by humans in communication by identifying ideologies or views in which communicators form messages (floyd, 2011). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 54 │ validity and reliability the validity and reliability of the study were measured by 4 types of tests, namely data credibility test, transferability test, dependability test, and confirmability test (sugiyono, 2018). data credibility test was conducted by conducting a member check with influencers regarding the credibility of the selected influencers purposively using the snowball sampling technique. transferability tests are carried out by observing and analyzing content regularly to see the consistency of selected influencers in the influencer community in that field. depenability test is carried out by systematically presenting research data in terms of content and personal branding influencers that can be replicated by other researchers. confirmability testing is done by observing influencer interactions with followers in each column of content comments made. findings based on pentad analysis, we could understand that: (1). influencer marketing is a phenomenon in the digital era, (2). types of consumer's interest is depend on the influencer's characteristics, and (3). influencers can act as digital advocates for the companies they work with. 1. influencer marketing is a phenomenon in digital era figure 3: instagram account @amrazing sample of interest, alexander thian, whose instagram id was shown on figure 3 was originally known as a writer who was able to inspire the hearts of readers in his work on blogs. through the hashtag #letmetellyouastory, alexander tells various life stories he has experienced to his followers (anindya, 2019). his expertise in packaging stories into a touching story has made him favored by followers. since the emergence of instagram, he has turned into a photographer who also packs his photographic story into an interesting story. it's no wonder that many brands asking alexander to be a partner in influencer marketing, given his expertise in packaging a product or service’s story to be very personal. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 55 │ figure 4: sponsored content in @amrazing account through the @amrazing post, it can be seen that alexander's approach is very personal to the product or service being promoted, which raw data we attach on the attachment. in his post, alexander thian tells about the similarities between himself and his mother as the opening story to tell the story of john blue mayer, the car that alexander thian has used for 6 years. this car is said to use lubricating oil that alexander thian is promoting with excellent content and quality, so that the analogy of mother and child love also applies to private vehicles. through his posts, it appears that a brand will believe in influencers if they have special skills or abilities that match the brand it represents. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 56 │ figure 5. paid endorsement in @barrykusuma account our other interest, barry kusuma is known as the most famous travel photographer in indonesia. the photos taken by barry kusuma in major national media, or even to foreign countries, so it is not surprising that barry kusuma is known as an expert in the field of photography (firmansyah, 2019). the brand that collaborates with barry kusuma is also synonymous with barry's profession as a photographer, in this case the oppo smartphone brand. alexander thian and barry kusuma were chosen as samples because of their expertise and competence in different fields, as well as being able to package content according to their capacities and capabilities. they were selected as samples to describe the influencer marketing phenomenon in the digital age because of their career backgrounds. their careers did not start as influencers, but as a blog writer (alexander thian) and a photographer (barry kusuma) who later expanded their career to the world of influencers, so they are considered representative to describe the influencers that grows in the digital era. the selection of 2 samples in answering this discussion was carried out considering the aspects of competence, background, and suitability of the influencer with the context of the topic being studied, so that it fulfills the expected information elements. many large companies invest in influencer marketing because they are considered capable of providing closeness, authenticity, and real expertise with their expertise in processing words, visuals, and content with the personality and personal branding of each influencer. 2. types of consumer's interest is depend on the influencer's characteristics influencers themselves consist of various categories that match the interests and personalities of the influencers themselves. for example, influencers in the fields of fashion, travel, culinary, lifestyle, cooking, make-up, and so on. they will be seen as experts by followers who follow their accounts because they share content that matches their followers' interests. the selection of 2 samples in this study was carried out through strict criteria and considerations, where influencers were judged to have hobbies that match the content they endorsed. in addition, the followers of the selected influencers analyzed reflect the basic characteristics of the influencers international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 57 │ themselves, so these two samples were selected because they were considered the most suitable for analyzing this topic. figure 6: influencer marketing namasuki bandung by @kokokuliner figure 7: followers respond relate to @kokokuliner’s content international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 58 │ for example, the followers of felix setiawan @kokokuliner in figure 6 can be said to be culinary fans seen from the interaction patterns and comments given in figure 7, in this case the follower provides comments on instagenically packaged food, as well as the desire to participate in tasting the culinary influencers @kokokuliner. figure 8: paid content in @trinitytraveler account also, trinity's instagram account in figure 8 is followed by traveling fans. this can be seen from the comments of trinity followers in figure 9. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 59 │ figure 9: comments from followers of @trinitytravel regarding paid content posted thus, followers who have the same passion as influencers will interact, even share their own experiences to respond to content posted by influencers. felix setiawan and trinity traveler were chosen because they can build a base of followers who have similar hobbies with them authentically. they are also able to package the content they promote without appearing that they are being paid to do this, but instead become part of their life and daily life. based on the interactions that exist between followers and two influencers who have expertise in the culinary and traveling fields, it can be seen that there is an agglomeration between a person's hobbies and the type of influencer they follow. influencers become trendsetters who provide a variety of updated information about the development of the world around their fields of interest, thus triggering organic interactions between influencers and their followers. 3. influencers can act as digital advocates for the companies they work with influencers can act as digital advocates for the companies they work with. if a company previously had to work with well-known artists or figures as brand ambassadors, in influencer marketing, influencers will make themselves as representatives of a brand. the personality, attitude, and mindset of influencers will also influence how consumers translate a brand. therefore, companies must be smart in choosing the right influencer according to the character that they want to create from a brand, considering that the influencer's character will closely attach to the brand image they represent. the selection of 2 samples in the topic of influencers as digital advocates for companies is based on the involvement and engagement of influencers on contracts from companies to carry out endorsement activities. given that each influencer has different characteristics, the selection of samples using a purposive technique with certain criteria, especially in this topic, is carried out with several considerations. influencers who are selected are monitored often endorsement certain brands that are consistent with the personal branding of the influencers. in addition, apart from endorsement activities, they also consistently display their personal image with the content they upload, where both samples meet these criteria. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 60 │ figure 10: paid partnership @nabilagardena with @cantikcitra for example, nabila gardena putri, as an influencer who looks stylist, fashionable, and likes makeup, seems to match the brand represented, in this case citra bengkoang in figure 10. this can be seen from one of @nabilagardena's follower responses, namely @istiulous17 in figure 11 which stated “@jelitavinola dia aja cantik gara2 citra berarti”, means "she is indeed pretty due to citra”. thus, the match between endorsed brands and influencer images will strengthen brand awareness in the eyes of consumers. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 61 │ figure 11: respond followers to paid partnership @nabilagardena figure 12: instagram stories endorsement @nabilagardena for @nivea_id product international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 62 │ figure 13: paid partnership @andirazh with @cantikcitra the same thing was seen with the influencer andira hadley @andirazh in figure 13, who collaborated with citra bengkoang to promote products and remind the #citracantikibu competition by taking pictures with her mother while holding citra bengkoang products. the match between the character and personal branding of the influencer will also affect how brands place their character in the influencer who promotes it. nabila gardena putri and andira hadley were chosen because both of them are beauty influencers who consistently adopt a trendy lifestyle and become role models for their followers of the same age. they are able to represent the brand as an integral part of their life, so that the paid promotion by the brand does not feel like ordinary advertising. personal branding owned by influencers can provide positive resonance for companies that have the same character and brand personality, so that the endorsement activities carried out are not impressed as hard selling activities, but soft selling activities that have a more humanist approach to the followers of these influencers. we could tabulate our finding on table 1 below in the frame of pentad analysis. table 1: pentad analysis’s description pentad analysis influencers @amraz ing @barrykus uma @kokokuli ner @trinitytrav eler @nabilagar dena @andira zh act expressi ve pinching of the cheek of the view of the boat with the gradation of the sky the meat is arranged neatly for roasting pose with a golf cart against the backdrop of a beautiful historical mother and daughter face each other, smile, and hold hands shows the daughter' s love for the mother international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 63 │ the mother building in the old city of semarang with each other with a touch and a kiss scene sit side by side in the middle seat of the car an ocean that has a view of the hills in komodo island a table in namasuki bandung the old city of semarang with beautiful historical building in the middle seat of a car that has an open roof a room with a white decorativ e backgrou nd in a mesh shape agent mother and son the boat is stopping to catch fish. male hand in jeans jacket outfit three people, namely influencers, golf cart drivers, and passengers mother and daughter mother and daughter agency gives flowers and special treatmen t to the mother composition of birds, boats, sky colors, and hills balanced and aesthetics shows the abundant variety of foods and cooking techniques for these foods shows a holiday atmosphere with casual clothes show the love relationship between mother and daughter by highlighting citra products show the love relations hip between mother and daughter by highlighti ng citra products purpose explain the harmoni ous relations hip between mother and child by inserting the advantag es of shell helix oil demonstrat e excellence in photograph y and highlight oppo reno2 features tells about eating experience s with various foods that can be enjoyed, as well as promo offers providing opinion as a travel blogger about the old city of semarang and go-jek's contribution to tourism in the form of a golf cart promote citra products by informing product history and prize competitions between mothers and daughters promote citra products by informing product history and prize competiti ons between mothers and daughter s unique selling storytelli ng photograph y skills testimonia ls demonstrate expertise in visual personal appeal visual personal appeal international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 64 │ table 1 summarizes the three main discussions in this study, where each influencer has a strategic role in representing the brands they endorse in any content they produce. every influencer has different writing styles, photos, skills, expertise, and characteristics. this makes marketing through influencers a part of marketing activities in the digital era that is effective in attracting public interest, especially the followers of these influencers, to find out about brands with a more personal and humanist approach. discussion the phenomenon of influencer marketing in the digital era is still a hot trend favored by companies to promote brands, be it in the form of products or services. a large and emotionally close fan base between followers and influencers becomes a profitable market share for companies to introduce products or services to potential customers, especially in industrial sectors that are close to the daily life and lifestyle of influencers. of course, as a business actor, a company must have key performance indicators (kpi) that can measure the effectiveness of influencer marketing. this can be seen from the number of reach, social interactions (in the form of likes, shares, comments, follows, mentions), brand mentions, and the increase in traffic from the website. this aims to determine the effectiveness of influencer-generated content on consumer engagement with a brand. likewise, the content strategy carried out by influencers must be in accordance with the ultimate goal desired by the company in introducing the brand. in this case, content with an unboxing type, a campaign with a special theme or hashtag, pre-release of the product to be launched, storytelling from a particular story, giveaways or a contest with product or service prizes, to discount codes. the right content approach will support how companies can maximize influencer marketing to introduce the products or services offered effectively. this also increases brand awareness of the brand being promoted. theoritical and practical implication influencer marketing is a choice of digital marketing methods that are popular in reaching generation z who are in the 18-24 age range and use instagram media. theoretically, influencer marketing will increase consumer brand awareness of the brand being promoted, whether consumers see directly through the influencer's news feed or indirectly through instagram stories. the interaction of followers with influencers when providing reviews about products or services indirectly exposes followers to potential consumers of the brand. practically, the effectiveness of influencer marketing promotional activities is still a question, whether it is limited to brand recognition or up to the call for action stage for consumers. if influencer marketing is limited to brand recognition, then it should also be noted the validity of the interactions carried out by the followers of the influencer concerned. are the likes, shares, and comments indicators made by followers of organic interactions or fake engagement. this needs to be a concern for companies that will use influencer marketing as their marketing method, especially for macro-influencers with a large number of followers. proposit ion the world of travel international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 65 │ conclusion influencer marketing can be said to be an innovative marketing method in the digital era by utilizing the influencer's charisma, personality, attitude, and lifestyle in representing the brand to be promoted. influencers' expertise and expertise in creating content can make followers bond emotionally which hopefully also affects how followers perceive the brand being promoted. the use of influencer marketing itself must be adjusted to who is the target market, budget, expected key performance indicators, and suitability between influencers and brands. through the right approach, influencer marketing can become an effective marketing strategy in the digital era. limitation & further research this study has several limitations, especially from the consumer perspective. this study does not provide room for followers, in this case potential consumers in telling and assessing their experiences when viewing content posted by influencers they follow in assessing the effectiveness of the program, both in terms of brand awareness and purchasing decisions. in addition, the influencers studied in this study are influencers who live in indonesia, so it cannot be generalized to identify influencer marketing for influencers abroad. in addition, this study has not discussed the strategic aspects of corporate marketing through influencer marketing through the interview, so we cannot know for sure the ultimate goal expected of influencer marketing by companies. this study can be a further research conducted to enrich research on influencer marketing. references abreu, r. (2019). marketing and purchasing intention of millenials: the role of perceived authenticity and trust. dublin: dublin business school. anindya, s. (2019, maret 8). 10 fakta alexander thian 'amrazing', travel blogger yang menginspirasi. retrieved from idn times: https://www.idntimes.com/hype/entertainment/shafira-anindya-n/10-fakta-alexanderthian-amrazing-travel-blogger-yang-menginspirasi-c1c2 annisa, t. (2019, mei 15). pentingnya brand awareness dan 5 cara meningkatkannya. retrieved from pt ekrut teknologi pasifik: https://www.ekrut.com/media/brand-awarenessadalah baranow, r. (2019). the impact of influencer marketing in the fitness industry on consumers' trust. vienna: modul vienna university. biaudet, s. (2017). influencer marketing as a marketing tool. helsinki: yrkeshögskolan arcada. buzzmg. (2019). influencer 101 handbook. haddonfield: buzzmg. duarte, f. (2019, september 9). berapa banyak waktu yang dihabiskan rakyat indonesia di media sosial? retrieved from bbc: https://www.bbc.com/indonesia/majalah-49630216 firmansyah, n. (2019, mei 21). top 10 fotografer di indonesia. retrieved from starngage: https://starngage.com/top-10-fotografer-di-indonesia/ floyd, k. (2011). interpersonal communication. new york: mcgraw-hill. glucksman, m. (2017). the rise of social media influencer marketing on lifestyle branding: a case study of lucie fink. elon journal of undergraduate research in communications, vol. 8, no. 2, 77-87. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 66 │ maulina, r. (2019, agustus 30). membangun brand awareness untuk kelangsungan bisnis. retrieved from jurnal: https://www.jurnal.id/id/blog/membangun-brand-awarenessuntuk-kelangsungan-bisnis/ mediakix. (2019). the cmo’s guide to influencer marketing. santa monica: mediakix. mulyadi, i. (2017, april 28). customer oriented strategy. retrieved from marketing.co.id: https://marketing.co.id/customer-oriented-strategy/ odell, p. (2019). the power of influencers. norwalk: chief marketer. satrianti, p. a. (2018, februari 8). 8 tren digital marketing di tahun 2018 yang perlu kamu ketahui. retrieved from tech in asia: https://id.techinasia.com/8-tren-digital-marketing-tahun2018 socialbakers. (2019). must-know influencer marketing trends q1 2019. prague: socialbakers. sugiyono. (2018). metode penelitian kualitatif. bandung: alfabeta. wijnen, j. (2019). #instafamous: the effect of influencer type and brand familiairity on brand attitude and corporate reputation. enschede: university of twente. attachment the caption that accompanies the photo of alexander thian through his instagram @amrazing: “setelah semingguan traveling bareng nyokap, aku baru ngeh beberapa sifatku mirip banget sama beliau: suka fotoin apa aja kalau jalan cepat banget (ini sering banget diprotes sama orang-orang) sering memisahkan diri dari rombongan karena mau motret... dan gak pake bilang-bilang karena mikir “oh i know where they are jadi gosahlah bilang lagian cuma sebentar” dan ujung-ujungnya dicariin. in this case, aku yang sering nyariin mama karena beliau suka mendadak ngilang. apalagi pas di champs ellysees ya allah penuh manusia doi mendadak ngilang bikin jantungan sebel banget deh. (terus sahabatku bilang: ya elo juga sama percis!) suka excited sama every little things because every little things are exciting for her (and for me) jalan kaki dari pagi sampe malem gak ada capeknya apalagi kalau pemandangan bagus. we prefer nature over city view. kalo nyeletuk suka out of the box (i think it’s my aquarian quality but appently i got it from my mum wkwk) jadi idiom like mother like son ternyata bener ya, wakkk. sebelum berangkat, mama sempat nanya: mana mobil kamu? pas aku bilang lagi masuk ke bengkel untuk diservis, dia bilang gini, “kirain dijual buat jalan-jalan.” untung aku gak cerita kalau itu mobil abis ditabrak. bisa tambah panjang omelannya. btw, 6 tahun punya mobil, gak pernah mobilku rewel. aside from the penyok ditabrak si john blue mayer (iya, mobilku aku kasih nama) baik banget, nggak pernah mogok, gak pernah ada masalah sama sekali. salah satu alasannya, rutin servis di bengkel dan pake pelumas shell helix ultra yang punya teknologi pure plus yg artinya dibuat 99.9% dari gas alam yang murni, ngebuat performa mesin oke terus, dan juga kekentalan 0w nya membuat konsumsi bbm makin efisien yang tentunya jd ramah lingkungan. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 50-67 influencer marketing in digital era: does it really works? daniel hermawan issn 2580-0981 (online) 67 │ untuk kalian yang sayang mobil, oli shell helix ada tuh di spbu shell terdekat atau di bengkel kesayangan kalian. jadi udah gak zaman lagi lah omongan “real men use three pedal” yang bener, “real men and women take a good care of their car.” uwu #shellhelix #beranimelaju” 190 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 48-55 *corresponding author ridharizkia98@gmail.com*; farahokt@gmail.com doi: https://doi.org/10.31098/ijmesh.v3i1.190 research synergy foundation the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia*, farah oktafani business administration, telkom university, indonesia abstract as the capital city, jakarta has become a city of traffic jams due to its dense and productive population. a private motorbike or motorcycle taxi is a choice to deal with traffic jams. gojek appears and becomes a solution for complaints against conventional motorcycle taxis. many companies, including gojek, are competing to do promotions to attract the attention of consumers. gojek uses storytelling marketing strategies in creating advertisements and content in their social media. this research was conducted to determine the effect of storytelling marketing (x) on purchasing decisions (y) through brand equity (z) as an intervening variable. the analysis technique in this study uses quantitative methods with the type of exploratory research. non-probability used as a sampling method with the type of purposive sampling. the population size in this study was unknown and the sample used was 100 respondents. based on a descriptive analysis of storytelling marketing variables (x), brand equity (z) and purchasing decisions (y) are in a good category. while the results of the pls analysis found that storytelling marketing influences purchasing decisions through brand equity as an intervening variable. keywords: brand equity, purchasing decision, storytelling marketing this is an open access article under the cc–by-nc license. introduction according to data from tomtom, one of the technology companies which regulates traffic, jakarta is on the 7th place of "extra travel time" city with a percentage of 53% (www.cnbcindonesia.com). a choice for citizens to break through the traffic jam, besides riding a private motorbike is using a taxi bike. unfortunately, there are various complaints about conventional taxi bike. along with the growth of technology, gojek appears as a taxi bike solution which was a public complaint. along with marketing science development, nowadays, consumers also involve their experience and emotions while using a product or service. one method that can touch a consumer's emotions while using a brand's product or service is experimental marketing. storytelling marketing trends emerge as experimental marketing develops. storytelling marketing has become one of growing and developing marketing strategies, because storytelling has a strength that has been recognized widely in all disciplines, including marketing (lowe in pan, lee-yun. kuan-hung chen, 2019). storytelling requires planning that consists of an audience as a brand target, message to be delivered, casts, scenarios to be run, and the costs to conduct the storytelling marketing. elements to make a storytelling marketing according to kakroo in pan, leeyun. kuan-hung chen (2019), is the plot, characters, and aesthetics. gojek used the storytelling marketing strategy either to create advertisements or social media content. a storytelling marketing strategy can create brand equity because it will ease consumers to remember a brand. furthermore, according to the result of research by hanggadika (2010), the higher the brand equity of a brand the higher the consumer purchasing decision is because the elements of brand equity influencing purchasing decisions significantly. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) │ 49 based on the description above, gojek sees the opportunity from storytelling marketing to create brand equity. brand equity becomes the intervening variable on storytelling marketing influence on purchasing decisions. literature review storytelling marketing storytelling marketing is a description where the company combines the company's identity with the company's philosophy to create product or service activity (salzer-morling & stannegard, 2004:224). while according to bryan (2011:13), the story is a narrative of various events created with a strategy for attracting the public. stephen denning (2004:5), argues that storytelling is an effective way to be implemented, but it should choose the right story, make the right adjustment and it should match the situation. several objects obtained by storytelling marketing are triggering acts, communicating a brand, transmitting values, triggering collaboration, resolving rumors, sharing knowledge, and leading people to the future. brand equity brand equity is an asset and trust about a certain brand so that it can influence the value given by the product or service (kotler and keller, 2009). according to aaker in tjiptono (2011:97) on creating brand equity, there are five important aspects, those are brand awareness, brand quality, brand association, perceived quality, and brand loyalty. purchasing decision purchasing decision according to kotler and keller (2012:167) is deciding to continue or no longer carry out the purchasing activities. while peter and olson (2013:163) argue that purchasing decision is making an alternative decision about choices that will be taken, product and service that will be purchased, purchasing period, purchasing a place, and ways to purchase. in understanding purchasing decisions there are several elements, there are product choices, brand choices, supplier choices, purchase time, the purchase amount, and payment method (kotler and keller, 2016:187). methodology types of research used were descriptive and causal research. this research will find out the relation between storytelling marketing to purchasing decisions through brand equity as an intervening variable. likert scale was used as the instrument scaling in this research. gojek consumer in jakarta is a population in this study and because it has the unknown size, thus it was used bernoulli formula. based on that formula, the result of the sampling size in this study is 100 respondents. this study used a 5% alpha level of accuracy and a 95% confidence level, so a z value was 1,96. the sampling method used was nonprobability sampling. respondents in this research were gojek customers in jakarta who have watched or read the content of storytelling marketing from gojek. this study used descriptive analysis and partial least square analysis. the validity test parameter used is if the loading factor value, average variance extracted (ave), and community has a higher value than 0,5, square root of ave is higher than the correlation of latent variable and the crossloading value is higher than 0,5. the reliability test in pls is cronbach's alpha and composite reliability. hypothesis testing is known from the value of t-statistic and probability with statistic value that was used then for alpha 5% the t-statistic value used was 1,98. thus, the acceptance or rejection criteria for international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) 50 │ hypothesis are ha accepted ho rejected if t-statistic > 1,98. in rejecting or accepting a hypothesis with probability, ha will be accepted if the p-value < 0,05. fig. 1 research framework results and discussion storytelling marketing from the descriptive analysis that has been done regarding the respondent's responses to the gojek storytelling marketing, the overall percentage is 69,9% (good category). it means gojek storytelling marketing can deliver gojek's values and give an image of gojek well. they are realized that gojek has storytelling content that will deliver positive messages for customers. it can be seen from the highest score in the descriptive analysis of storytelling marketing which stated "the story motivated me to be a better person" with a total score of 389 and a percentage of 77,8%. this statement with the highest score is a value transmission indicator. according to stephen denning (2004:5), the effective way to embed brand values to the audience is through storytelling. this thing proves that contact from gojek storytelling marketing has succeeded in delivering the values that gojek holds also touches the customer's emotions. so, the customers are motivated and want to apply those values to their own life. and then, the statement with the lowest value is "i want to drop comments in comments column after watching or reading that story" with 292 for score and 58,4% for the percentage. this statement with the lowest score is an indicator of collaboration triggers dimension. according to stephen denning (2004:5), the audience must feel that their emotion is touched, so the audience wants to comment also share the experience. it is a prove that gojek storytelling marketing content has less power to make customer participating with commenting. besides that, the storytelling marketing variable has adequate the validity and reliability test as a requirement to conduct the hypothesis test and in a valid number (higher than 0,5), also has a reliable number (higher than 0,07 amounted to 0,916). brand equity international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) │ 51 from the descriptive analysis that has been done regarding the respondent's responses to the brand equity of gojek, the overall percentage is 69,84% (good category). it means that brand equity of gojek is strong and attached enough to the customer's mind. they are realized that gojek has something different among other competitors. as can be seen from the highest score from the descriptive analysis of brand equity with the statement of "i think gojek has the uniqueness than another competitor", with 362 as the score with a percentage of 72,4%. this statement with the highest score is an indicator of brand association. according to aaker (2004:407), the brand association is the whole aspects that stick in the customer's mind about that brand. this proved that gojek has its specialty that more attached to customer's minds than the competitors. then, the statement with the low score is "i prefer using gojek to competitors" with a total 325 and a percentage of 65%. this lowest score statement is an indicator of the brand loyalty dimension. proved that pretty much customers who prefer to used services from competitors and the low level of brand loyalty from gojek customer. besides that, the brand equity variable has adequate to validity and reliability test as a requirement for hypothesis test and the result is valid (higher than 0,5) and reliability value higher than 0,07 (amount of reliability value is 0,858). purchasing decision from the descriptive analysis that has been done regarding the respondent's responses to the purchasing decision of gojek, the overall percentage is 72,8% (good category). it means that gojek has succeeded in influencing customers in making purchasing decisions through gojek's excellences. as it can be seen from the highest score from the descriptive analysis of purchasing decision with the statement of "gojek's features are easy to use", with 403 as the score with the percentage of 80,6%. this statement with the highest score is an indicator of supplier choice. according to kotler & keller (2016:187), customers need to choose the supplier to get the product or services they needed. several factors that customers consider to choose the right supplier, one of them is gojek's features. it proves that gojek's features are really user friendly. and then the statement with the low score is "it's faster to get a driver with gojek than competitors" with a total 334 and a percentage of 66,8%. it proves that many customers get drivers faster when using a competitor's service than gojek. besides that, the purchasing decision variable has adequate to validity and reliability test as a requirement for hypothesis test and the result is valid (higher than 0,5) and reliability value higher than 0,07 (amount of reliability value is 0,901). the influence of storytelling marketing to brand equity on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 7,887, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affecting brand equity. r square explained that affect the score of storytelling marketing to brand equity has the r square value of 0,313 or 31,3% and other 67,8% explained by the variable that not used in this study. this research supported by the result of meika alicia's thesis entitled "performance analysis of storytelling marketing on brand equity in carbonated drink product coca cola" which stated that storytelling marketing has a positive effect on brand equity, the higher storytelling performance of gojek the higher brand equity of gojek. other research that supported this research is a statement from kotler (2000) who stated that there is a certain impression on a brand after the brand is seen, read, felt by product brand in various media, such as tv, radio, or printed media. the result of this research is also international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) 52 │ supported by the journal from nirakatriena et al. (2018) which stated that storytelling marketing influences brand equity significantly. storytelling marketing has an important role to gojek marketing. with an attractive storytelling marketing strategy, the customer will be easier to keep gojek in their minds and improving gojek's brand equity. so, the storytelling marketing test affected to brand equity, the result is ho rejected. the hypothesis of storytelling marketing affected brand equity is accepted. the influence of brand equity in purchasing decision on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 10,904, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that brand equity affecting purchasing decisions. this research is supported by the result of research by komang suharyani (2015) which stated that brand equity affected positively to purchasing decisions. this research also supported by research from durianto et al (2014) that stated, to able to differentiate other products on purchasing decisions, it needs a brand equity role. it means, the higher brand equity, the purchasing decision will better. so, the test of brand equity influencing purchasing decisions has a result that ho is rejected. the hypothesis of brand equity affected purchasing decision is accepted. the influence of storytelling markering to purchasing decision on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 7,887, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affecting purchasing decisions. r square explained that affect the score of storytelling marketing to purchasing decision has the r square value of 0,646 or 64,6% and other 35,4% explained by the variable that not used in this study. this research is supported by the result of meika (2014) that stated storytelling marketing affected positively to purchasing decisions. this research is also in line with the theory from frog, budtz, munch & blanchette (2010) that stated long-term platforms can be formed by storytelling to reach the object that is main selling, enlarging knowledge, and strengthening brand image, also create consumer behavior that affected to purchasing decision. it means, better storytelling marketing of gojek will make a better purchasing decision. so, the test of storytelling marketing influencing purchasing decisions has a result that ho is rejected. the hypothesis of storytelling marketing affected purchasing decision is accepted. the influence of storytelling markering to purchasing decision through brand equity on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a tstatistic value of 7,225 with total indirect effect, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affected purchasing decisions through brand equity as an intervening variable. this research is supported by nirakatriena dkk (2018) which stated that brand equity has a role as an intervening variable so it will strengthen the storytelling marketing variable to purchasing decision variables. it means that the better gojek's brand equity, the better storytelling marketing to purchasing decisions. so, the test of storytelling marketing influencing purchasing decisions through brand equity as an intervening variable has the result that ho is rejected. the hypothesis of storytelling marketing influencing purchasing decisions through brand equity is accepted. conclusion international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) │ 53 the purpose of this research is to determine the effect of storytelling marketing on purchasing decisions through brand equity as an intervening variable on gojek in jakarta. the population in this research is unknown and the sample used was 100 respondents. respondents of this research were gojek customers who have watched or read storytelling marketing content from gojek. based on research about storytelling marketing influencing purchasing decision through brand equity, it can be concluded that: storytelling marketing overview on gojek in jakarta from the descriptive analysis conducted about the response by respondents on the storytelling marketing variable on gojek, the result of the overall percentage is 69,9% (in good category). it means that storytelling marketing on gojek can deliver the message that gojek hold and give the overview of gojek to the customer in jakarta well. it can be seen from the highest score in the descriptive analysis of storytelling marketing which stated "the story motivated me to be a better person" with a total score of 389 and a percentage of 77,8%. brand equity overview on gojek in jakarta from the descriptive analysis conducted about the response by respondents on the brand equity variable on gojek, the result of the overall percentage is 69,84% (in good category). it means that gojek is sticking enough in the customer's mind. they are realized that gojek has something different over the competitor. as can be seen from the highest score from the descriptive analysis of brand equity with the statement of "i think gojek has the uniqueness than another competitor", with 362 as the score with a percentage of 72,4%. purchasing decision overview on gojek in jakarta from the descriptive analysis conducted about the response by respondents on the brand equity variable on gojek, the result of the overall percentage is 72,8% (in good category). it means that gojek has successfully influenced their customer to purchase with their excellence. as it can be seen from the highest score from the descriptive analysis of purchasing decision with the statement of "gojek's features are easy to use", with 403 as the score with the percentage of 80,6%. the influence of storytelling marketing to brand equity on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 7,887, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affecting brand equity. r square explained that affect the score of storytelling marketing to brand equity has the r square value of 0,313 or 31,3% and other 67,8% explained by the variable that not used in this study. the influence of brand equity in purchasing decision on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 10,904, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that brand equity affecting purchasing decisions. the influence of storytelling markering to purchasing decision on gojek in jakarta international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) 54 │ based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 7,887, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affecting purchasing decisions. r square explained that affect the score of storytelling marketing to purchasing decision has the r square value of 0,646 or 64,6% and other 35,4% explained by the variable that not used in this study. the influence of storytelling markering to purchasing decision through brand equity on gojek in jakarta based on the hypothesis test conducted, the researcher was using smartpls, obtained a t-statistic value of 7,225 with total indirect effect, and the level of significance > 1,98. because this hypothesis test has fulfilled the requirement that t-count is higher than t-table 1,98, so it can be concluded that storytelling marketing affected purchasing decisions through brand equity as an intervening variable. acknowledgement 1. my family always gave me strength and support. 2. mrs. farah oktafani as my lecturer 3. zulfaa putri nabiila who providing language help 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(2000). marketing management. jakarta : pt. indeks kelompok gramedia international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 48-55 the effect of storytelling marketing on purchasing decisions through brand equity as intervening variable on gojek in jakarta ridha rizkia, farah oktafani issn 2580-0981 (online) │ 55 pan, lee-yun. kuan-hung chen. (2019). a study on the effect of storytelling marketing on brand image, perceived quality, and purchase intention in ecotourism. journal business administration. ekoloji 28(107): 705-712(2019). peter dan olson. (2013). consumer behavior and marketing strategy. jakarta. pravitaswari, nirakatrienna., zainul arifin dan m. kholid mawardi. (2018). the effect of storytelling marketing on brand eequity and purchasing decisions. business administration journal. salzer-mörling, m. and strannegård, l. (2004). 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(2011). managemnet & brand strategy. yogyakarta. available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 13-24 corresponding author amantaoyshi30@gmail.com; shanjabin.hrm.ku@gmail.com; kazirosy11@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.953 research synergy foundation relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi1 samia shanjabin2, kazi snigdha yasmin3 1, 2, 3 khulna university, bangladesh abstract every student in their academic life faces dilemmas regarding their career choice, and academic performance plays a big role here. this present study seeks to investigate the relationship between career intention and academic performance of university students. along with these, the study also aims to examine the relationships among multiple demographic variables of university students. moreover, a self-administered questionnaire survey was conducted to collect the primary data from the participants. altogether 100 students studying at different universities participated in the survey. the hypothesis of this study is entitled to determine the relationship between career intention regarding “entrepreneurship” and “academic performance”. this study also determines the relationship between career intention regarding “corporate job” and “academic performance”. however, to process the data and to test the research hypothesis, correlation and linear regression analysis were employed. the analysis of cross-tabulation has been conducted to represent the relationship between demographic characteristics and the academic performance of the respondents. the study findings reveal that there is a very weak relationship between entrepreneurial mindset and academic performance. hence, this study also clarifies that there is a strong relationship between a job-oriented mindset and academic performance. the findings of this research provide a better understanding to the policymakers of universities about developing the curriculum such that the university students can be benefitted while setting their career goals, and these will be beneficial for the society as a whole. keywords: academic performance, students, career intention, entrepreneurship, job. this is an open access article under the cc-by-nc license. introduction career intention plays a vital role in forming a student's attitude. (cano et al., 2017). this research defines career intention as “a status of mind that people desire to choose a particular career path for themselves". in this study, career intentions are divided into two dimensions, entrepreneurial intention and job intention. wu and wu (2008) consider an entrepreneurial mindset as status while starting a new adventure. mhango (2006) defined entrepreneurial intention as an intention to study and pursue a business career path. synthesizing from all scholars’ opinions cited above, this research uses the definition of entrepreneurial career intention as “the conscious state of mind that occurs before action and directs attention to entrepreneurial actions such as starting a new business and becoming an entrepreneur" profession intention, on the other hand, is "a state of mind in which a student aspires to find a suitable job for himself or herself”. on the other hand, job intention can be defined as “a state of mind in which a student wishes to find a suitable job for him/herself”. in recent research, university students in colombia were asked about their career plans. according to cano et al. (2017), students with good academic performance have a lower inclination to become entrepreneurs than students with average or lower academic performance. while members of an academic community can have an impact on a student's academic and career choices, the desire for a difficult, relevant, intriguing, and creative career path is equally important (honeycutt jr and thelen, 2003). based on peterman and kennedy's (2003) research study, students' career preferences are provoked by the university's promoted entrepreneurial education. yet, in the study of kadir et al. (2012), earlier researchers have made it clear that to specify career intention and to broaden the knowledge about entrepreneurship, education related to entrepreneurship is useful. in another study, chuang et al. (2009) claimed that good academic performance provides students with more employment opportunities and cultivates their abilities to http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) vol 5(1), 13 relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi, samia shanjabin, kazi snigdha yasmin 14 make significant contributions to their chosen fields. according to the study of ramoni, s. a. (2016), some nigerian universities have illustrated entrepreneurial knowledge in their course curriculum. in this regard, the universities of khulna city have arranged their academic curriculum in such a manner that they include courses related to career planning and entrepreneurship. kothari (2013) revealed in his study that good academic performance and entrepreneurial intention are likely to be associated positively, provided that the individual wants to become an entrepreneur by choice. he also argued that under-performing students eventually fail to get a good job and to compel them to opt for a business career. in this phase, intended to be an entrepreneur is negatively related to academic performance for any student. on the other hand, siyanbola et al. (2009) denote that there is no relationship between academic performance and entrepreneurial intention. so, a career can be defined as someone’s work activities. the goal of this study is twofold. first, this study seeks to investigate the relationship between career intention and academic performance of khulna university students. academic performance, which indicates how well a student commits to the activities and studies set through by the institution, is being used to predict performance in educational establishments. academic performance can be defined as “a student’s ability to successfully attain educational goals”. factors such as grades, attendance, standardized tests, and extra-curricular activities can determine students’ academic performance level and quality. next, the study aims to examine the relationships among multiple demographic variables of khulna university students, such as age, gender, marital status, and so on. a series of studies have indicated that the career intentions of university students may affect their academic performance. however, no previous research has investigated if there is any direct relationship between career intention and academic performance. literature review career intention the purpose of education is to enhance the knowledge and ability to properly plan the future that helps students select their career paths (meddour et al., 2016). career intention is considered a defining phrase of a student's life, and every student has to pass this way. career choice affects the individual's life, accomplishments, and works because it has an impact on the overall lifetime (napompech, 2011). however, career intention is a significant issue, considering that the decision is influenced by numerous factors (nyamwange, 2016). after completing graduation, some students prefer to set their career in a big organization; some like to run their own business; some others want to start freelancing (haase, 2011). self-efficacy, family interest, personal interest, and economic matters are the factors that affect the selection of the carrier (meddour et al., 2016). along with that, family interest, self-learning, teachers’ influence, and subject choice also help students to select their careers (shumba & naong, 2012). let along with all those things, koech et al. (2016) pointed out that peer influence like friend's influence, parents' influence, personal interest, and job opportunities assist individuals in selecting over and above other matters influence university students to select a career that is based on academic accomplishments, financial consideration, remuneration, influences on media, the opportunity for employment, gender, social acceptance of job or profession, social recognition, and satisfaction of doing work (kazi & akhlaq, 2017). career intention regarding entrepreneurship entrepreneurial career intention enhances the opportunity for employability because it creates options for graduate students (kim-soon et al., 2014). entrepreneurship enhances career opportunities that are based on self-employment options. these career options create employability for the graduates, especially the youth (fatoki, 2014). the employability rate has also been enhanced through it (branchet et al., 2011). entrepreneurial career choice illustrates conscious mindsets of individuals that direct the entrepreneurial behavior through personal experience, behavior, and attention (bird, 1988). student risk-taking propensity, personal traits, and control beliefs are linked up with 15 entrepreneurial intention (zhao & seibert, 2006). the theory of planned behavior is used to predict intention (ajzen, 1991), so it illustrates the explanation of behavior and behavioral intention (krueger et al., 2000). planned behavior is related to entrepreneurial intention (ajzen, 1991). moreover, entrepreneurship as a career enhances the way of social and economic development (moriano et al., 2012). career intention regarding job several studies found students face career choice dilemmas while deciding upon a specific profession (watson et al., 2010). according to (gerber et al., 2009) research, individuals who choose the traditional way for their career intention tend to be more responsible and advancement-focused in their present job. people who tend to choose corporate jobs as their future careers are very much conscious about their whole journey in academic life and are expected to join in different activities from the beginning. however, grobelna (2017) claims that while deciding upon a future job-oriented career, students' choices are driven by job motivators such as; appreciation, involvement, advancement for growth, etc. expanding on these findings, researchers also found that, in some cases, when students see a mismatch between the characteristics of the job and their credibility, then there is a high chance of quitting that particular industry. in the opinion of ng and gossett (2013), it has come to light that students who are born after 1980 are eventually more interested in choosing a career in the corporate job sector as their contribution. academic performance students’ academic advancement, development, and learning opportunities depend on the teaching facility, age, gender of the students, economic stability, residential area, and educational opportunities for the students (ali et al., 2013). moreover, previous educational outcomes also affect the academic performance of graduate students (trigwell et al., 2013). according to korhonen et al. (2016), students' academic performance significantly affects both their educational and occupational aspirations. so on the basis of the robert (1980) wisconsin model, better academic performance boosts their mindset on better education and career. relationship between career intention and academic performance an entrepreneurial career is considered a panacea for unemployed youth because it creates employment opportunities, and a large number of the workforce can join there (osakede et al., 2017). along with that entrepreneurial career, activities are engaged with the academic performance of the individuals. based on the previous research, it has been mentioned that entrepreneurial education enhances the career development of the students as well as boosts their interest in that field (fayolle, 2018; lent et al., 1994). students choosing a career as a job holder become conscious about their academic performance because in the job market high cgpa is needed. according to (suresh et al., 2018) as traditional learning can be seen as an expensive platform, students who prefer to be corporate leaders technically depend much on tech-based platforms to improve their academic performance. methodology this is the descriptive research that is performed to identify responsible reasons and influences on certain factors. this study intends to identify the perception of students’ career intentions that affects their academic performance. the research questions are related to identifying the distinctive career intentions of students and their influence on their current academic performance. in this study, students of khulna university are taken as a primary source. a close-ended questionnaire was prepared to survey the target population. 5.0-point likert scale was used in this questionnaire ranging from 1= strongly disagree, 2=disagree, 3= neutral, 4= agree, 5=strongly agree. the data sources were those original data collected from khulna university students and analyzed by the responses of respondents by google form. in this study, we select all the students of khulna university as our population. the population size (n) of this study is approximately 21,647 (khulna university, khulna university of engineering & technology, northern university of business & technology khulna, north western university, khulna). the convenience sampling technique, a non-probability sampling technique, has been conducted to select the sample. therefore, the sample size is 100 in number (singh & masuku, 2014). data has been collected from survey questionnaires, previous research, articles, journals, etc. the sources were critically reviewed for data sufficiency and accuracy. for this purpose, one set of structured questionnaires consisting international journal of management, entrepreneurship, social science and humanities (ijmesh) vol 5(1), 13 relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi, samia shanjabin, kazi snigdha yasmin 16 of 13 close-ended questions was used to collect primary data from the students of khulna university. the questionnaire was divided into three sections. in the first section, there are some demographic questions. the second section consists of general questions about career intention and academic performance. a five-point likert scale was used to measure the relationship between career intention and academic performance among the students. the 9 items scale of awan and ahmby (2017) & özlen and arnaut (2013) was used to measure career intention. a five-item scale of academic performance was measured by delfino (2019). this quantitative study has been analyzed through statistical measurement tools such as correlation and regression by proving established hypotheses. spss (statistical package for social science) software has been used in processing and analyzing data because spss is a flexible, adaptable way to get very specific with even the most complicated data sets. however, spss is also useful for drawing an expert conclusion. internal item reliability has been examined with cronbach's alpha test. descriptive, bivariate, and multivariate analysis has been implemented on the data collected with descriptive statistics. based on the collected data, bivariate and multivariate analysis has been used at the later stage to identify correlation and regression among the variables and indicators. the questionnaire and collected data are far into and analyzed through the software to achieve the research objectives. 3.9 conceptual research model the conceptual framework was developed so that it can prove a clear understanding of the hypothesis. figure: conceptual framework 3.10 proposed hypothesis h01: there is no relationship between "career intention regarding entrepreneurship" and "academic performance" h1: there is a relationship between "career intention regarding entrepreneurship" and "academic performance" h02: there is no relationship between "career intention regarding job" and "academic performance". h2: there is a relationship between "career intention regarding job" and "academic performance". data analysis & discussion reliability analysis reliability is used to measure the consistency of the given measurement, and cronbach’s alpha (α) is used to measure the strength consistency. the higher the coefficient, the better the reliability of what the instrument intends to measure. variables are carrier intention and academic performance. table 1: reliability statistics career intention regarding entrepreneurship academic performance career intention regarding job 17 cronbach's alpha n of items .685 14 the table indicates that cronbach's alpha (α) value for all variables is higher than 0.65, which means they are acceptable and have good statistics (tavakol & dennick, 2011). table 2: descriptive analysis characteristics classification frequency percent age 18-20 2 2.0 21-22 20 20.0 23-25 70 70.0 26-28 8 8.0 location of the respondents khulna division 80 80.0 outside khulna 20 20.0 cgpa of the respondents less than 3.00 10 10.0 3.00-3.24 22 22.0 3.25-3.49 30 30.0 3.50-3.74 18 18.0 3.75-4.00 20 20.0 from the table, we can understand that the maximum number of respondents are aged between 23-25 years, and minor responses were from 18-20 and 26 to 28. among all the respondents, 80% of them are from khulna, and 20% are from other cities. in terms of cgpa, the table shows that among 50 respondents, the domination lies in between the range of 3.25 to 3. and 15. hence, the lower frequency of having a cgpa of less than 3.00 shows the average results of all the respondents. 10 respondents have a cgpa of more than 3.75, and this also indicates the higher academic performance of the respondents. table 3: analysis of career intention & academic performance mean std. deviation career intention (entrepreneurship) 3.50 .578 career intention (corporate job) 3.62 .625 academic performance 3.97 .604 the mean of career intention regarding entrepreneurship is 3.50, which refers to the average number of respondents who have agreed upon neutrality in this matter. that means respondents showed little positivity in terms of achieving higher cgpa and having an entrepreneur mindset and in case of starting their own business, specific start-up plan, creative competency of doing the task, etc. the standard deviation is .578. this means there is less variability in respondents’ answers. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol 5(1), 13 relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi, samia shanjabin, kazi snigdha yasmin 18 the mean of 3.62 of career intention regarding corporate job tells that respondents have agreed to strongly agree in most of the matters relating to the relationship between academic performances and choosing a career in a corporate job. here the standard deviation of .62 shows that the respondent’s answers didn’t vary by much. the mean of academic performance-related questions is 3.97, which means that the average respondents have agreed to strongly agree in this matter. this means respondents are sincere about class participation, always meet deadlines, and are ambitious to get a good score, and so on. the standard deviation is .60. this means there is less variability in respondents’ answers. table 4: cross-tabulation (gender of the respondent * cgpa of the respondents) cgpa of the respondents total less than 3.00 3.00-3.24 3.25-3.49 3.50-3.74 3.75-4.00 gender of the respondents male 2 10 12 10 14 48 female 8 12 18 8 6 52 total 10 22 30 18 20 100 in the case of male respondents, 48 of the 14 respondents got a cgpa higher than 3.75, while on the other hand, in this range of cgpa among 52 female respondents, only 6 females fit in it. in the case of doing average results ranging from 3.25-3.49, the number of female respondents is higher than the male respondents, which are respectively 18 and 12 in number. herewith, having a cgpa of less than 3.00, we can see the domination of female respondents, which is 8 in number, and the number of male respondents is only 2. so we can see that the male respondents have performed better than the female respondents. table 5: cross-tabulation (marital status * cgpa of the respondents) cgpa of the respondents total less than 3.00 3.00-3.24 3.25-3.49 3.50-3.74 3.75-4.00 marital status married 0 0 2 2 0 4 unmarried 10 22 28 16 20 96 total 10 22 30 18 20 100 in the case of unmarried respondents, 96 of the 20 respondents got a cgpa higher than 3.75, while on the other hand, in this range of cgpa among 4 married respondents, no one fits in it. in the case of doing average results ranging from 3.25-to 3.49, the number of unmarried respondents is higher than the married respondents, which are respectively 28 and 2 in number. herewith, having a cgpa of less than 3.00 we can see the domination of unmarried respondents, which is 10 in number. so we can see that the unmarried respondents have performed better than the married respondents, apart from the fact that there we have found a very small number of married respondents. table 6: cross-tabulation (location of the respondents * cgpa of the respondents) cgpa of the respondents total less than 3.00 3.00-3.24 3.25-3.49 3.50-3.74 3.75-4.00 location of the respondents khulna division 8 18 28 12 14 80 outside khulna 2 4 2 6 6 20 total 10 22 30 18 20 100 among 50 respondents, the number of respondents who are from khulna is 80, and those who are from outside khulna are 20. from the cross-tabulation, we can interpret that there is a tendency to achieve a higher cgpa range from 3.75 19 to 4.00 has been seen from the respondents outside khulna, and the number is 3 among 10 of them. on the contrary, 28 respondents from khulna achieve a cgpa between 3.25 to 3.49 whereas from the respondents outside khulna this number is 2. though the respondents from outside khulna are small in number, they have a tendency to achieve higher cgpa than the respondents from khulna. bivariate analysis the bivariate analysis represents the simultaneous analysis of two variables (attributes). table 7: correlations career intention(entrepreneurship) academic performance career intention (entrepreneurship) pearson correlation 1 .241 sig. (2-tailed) .092 academic performance pearson correlation .241 1 sig. (2-tailed) .092 this study intends to clarify the relationship between career intention regarding "entrepreneurship" and "academic performance". h01: there is no relationship between "career intention regarding entrepreneurship" and "academic performance" h1: there is a relationship between "career intention regarding entrepreneurship" and "academic performance". our results indicated a (p>0.05) by which we accepted the null hypothesis and concluded that career intention regarding "entrepreneurship" and "academic performance" does not have any relationship. further investigation showed that the relationship between "entrepreneurship" and "academic performance" is 0.241, which tells us that there lies a very low correlation between the two. we believe the reason for this low correlation might be because "entrepreneurs" are more likely to engage themselves in developing new ideas for businesses and do not confine themselves to routine studies regularly. table 8: correlations career intention (corporate job) academic performance career intention (corporate job) pearson correlation 1 .454** sig. (2-tailed) .001 academic performance pearson correlation .454** 1 sig. (2-tailed) .001 **. correlation is significant at the 0.01 level (2-tailed). the study intensely clarifies the purpose of the relationship between “career intention regarding "job" and "academic performance". h02: there is no relationship between "career intention regarding job" and "academic performance". h2: there is a relationship between "career intention regarding corporate job" and "academic performance". our results indicated a (p<0.05) by which we rejected the null hypothesis and concluded that career intention regarding "job" and "academic performance" have a relationship. further investigation showed that the relationship between "job" and "academic performance" is 0.454 means there lies a correlation between these two. we believe the international journal of management, entrepreneurship, social science and humanities (ijmesh) vol 5(1), 13 relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi, samia shanjabin, kazi snigdha yasmin 20 reason for this correlation might be because students who want to get a good job are more likely to engage themselves in academic activities and are highly motivated to earn a good cgpa for the development of a corporate career. multivariate analysis table 9: model summary model r r square adjusted r square std. error of the estimate 1 .241a .058 .038 .59253 a. predictors: (constant), career intention regarding entrepreneurship in the table, r is 0.241, which represents a weak positive correlation between the independent variable 'career intention regarding entrepreneurship' and the dependent variable 'academic performance'. an r square value indicates the proportion of variation of the independent variable (academic performance) explained by the independent variable (career intention regarding entrepreneurship). so, r square also ranges from 0 to 1, and it basically explains the model fit. in this case, the value of r² is .058, which measures how much of the variability in the outcome/result is accounted for by the independent variables. in the above table, an adjusted r square of .058 shows that a 5.8 % impact on academic performance can be explained by career intention regarding entrepreneurship. table 10: anova model sum of squares df mean square f sig. 1 regression 1.039 4 1.039 2.959 .092b residual 16.852 96 .351 total 17.891 100 a. dependent variable: academic performance b. predictors: (constant), career intention regarding entrepreneurship source: field survey the significance value represents the positivity of the model. as the significance value is .092b (i.e., p < 0.05), which indicates that the model clarifies relevancy with the data because if the significance value is low, then the model is more relevant. table 11: coefficients model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 3.094 .520 5.951 .000 career intention regarding entrepreneurship .252 .146 .241 1.720 .092 a. dependent variable: academic performance source: field survey the table indicating the beta value indicates the strength of the relationship between independent and dependent variables. here, the beta value of .241 shows a positive and significant relationship between career intention regarding entrepreneurship (independent variable) and academic performance (dependent variable). in the above table, the ‘t’ statistics help in determining the relative importance of each variable in the model. the significance value is p <0.92, 21 this shows no impact on career intention regarding entrepreneurship, and the constant is meant to be statistically significant. table 12: model summary model r r square adjusted r square std. error of the estimate 1 .454a .206 .189 .54406 a. predictors: (constant), career intention regarding job source: field survey the table represents the value of r is 0.454, which indicates a moderately positive correlation between the independent variable 'career intention regarding job' and the dependent variable 'academic performance'. along with that, the r square value indicates the proportion of variation of the independent variable (academic performance) explained by the independent variable (career intention regarding job). in this case, the r square also ranges from 0 to 1, and it basically explains the model fit. so, the value of r² is .206, which measures how much of the variability in the outcome/result is accounted for by the independent variables. then, an adjusted r square of .189 shows that an 18.9 % impact on academic performance can be explained by career intention regarding the job. table 13: anova model sum of squares df mean square f sig. 1 regression 3.683 4 3.683 12.444 .001b residual 14.208 96 .296 total 17.891 100 a. dependent variable: academic performance b. predictors: (constant), career intention regarding job the significance value represents the positivity of the model. as the significance value is .001b (i.e., p < 0.05), which indicates that the model clarifies relevancy with the data because if the significance value is low, then the model is more relevant. table 14: coefficients model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 2.386 .457 5.221 .000 career intention regarding job .438 .124 .454 3.528 .001 a. dependent variable: academic performance in the table, the beta value indicates the strength of the relationship between independent and dependent variables. here, the beta value of .454 shows a positive and significant relationship between career intention regarding job (independent variable) and academic performance (dependent variable). so, the ‘t’ statistics help in determining the relative importance of each variable in the model. the significance value is p <.001, this shows the relative impact of career intention regarding the job, and the constant is meant to be statistically significant. conclusion & recommendation this study seeks to investigate the relationship between career intention and academic performance of university students. it was found that p values for career intention regarding entrepreneurship are not significant and, on the contrary, career intention regarding the job is significant. it indicates that job-oriented students are more concerned international journal of management, entrepreneurship, social science and humanities (ijmesh) vol 5(1), 13 relationship between career intention and academic performance of university students: a study based on khulna region, bangladesh amanta hasnat oyshi, samia shanjabin, kazi snigdha yasmin 22 with their academic performance rather than their entrepreneurial mindset. unlike this study, kothari (2013) only confined his research to the relationship between entrepreneurial career intention and academic performance. herewith, (kuncel et al., 2004) also highlighted a constructive relationship between academic performance and job performance which has been broadly explained in our research. altogether, this study simply recommends that the universities should focus on students' academic performance so that career intention regarding job and carrier intention regarding entrepreneurship mindset of students can benefit from their academic knowledge so that they can make a contribution to society. limitations and further research this research is only confined to students’ academic performance rather than other personal or professional level dimensions. future research can be organized by including other performance dimensions. along with this, geographical location is a hindrance to this research. this study is done by surveying a short number of samples as university students from the khulna region of bangladesh; further research may lead by involving students from other geographic locations. the main contribution of this research will be to contribute a better understanding of how choosing a career is related to a student's 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(2006). the big five personality dimensions and entrepreneurial status: a meta-analytical review. journal of applied psychology, 91(2), 259. microsoft word 963-article text-4425-1-15-20220612 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 133-144 corresponding author azkiya.nisa01@ui.ac.id; m.regina@ui.ac.id; euis.pd75@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.963 research synergy foundation urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa1, maria regina widhiasti2, euis puspitadewi3 1 department of literature, faculty of humanities, universitas indonesia 2 department of literature, faculty of humanities, universitas indonesia 3 department of architecture, faculty of engineering, universitas persada indonesia yai, indonesia abstract rapid technology advancements, particularly social media instagram, have brought people’s daily lives and urban environments into the domain of visual culture. instagram’s young users were sharing motivational quotes adopted in activities and work using a skyscraper as a background. the trend of encouraging quotes and skyscraper photographs exemplified the community’s orientation, which referred to a lifestyle or a typical phenomenon of indonesian urban culture. this article intended to investigate the image of society by using instagram to post encouraging phrases and patterns of space productionconsumption using images of buildings taken by young people. purposive sampling was used to track the snapgram of young employees who are also fresh graduates. to enrich the research outcomes, the data was processed utilizing the social semiotic methodology and a qualitative approach. guy debord’s spectacle of society (1967) theory and the postmodernist perspective are also discussed. according to the findings of the paper, there are attempts to achieve a higher lifestyle as a representation of urban society through the uploading of images of work and buildings. on the one hand, an idealized and artistically portrayal of communal life and urban space existed, while on the other side a city with a dense population is ignored. this study is limited to the social media platform instagram and the jakarta metropolitan area in indonesia. there has never been a conversation about the convergence of urban settings with social media as a spectacle before. keywords: postmodernism, skyscraper, motivational quotes, spectacle, and urbanism this is an open access article under the cc-by-nc license. introduction “beloved those who sit down. beloved the stranger and his wife, the neighbor with sleeves, neck and eyes. beloved be the one who has bedbugs. the one who wears a torn shoe in rain. the one who keeps vigil over the corpse of bread with two matches. the one who catches a finger in a door. the one who doesn’t have birthdays. the one who lost his shadow in a fire. beloved be the one who is hungry or thirsty, but has no hunger with which to satisfy his thirst, no thirst with which to satisfy all his hungers. beloved be the one who works daily, nightly, hourly, the one who sweats from pain or shame, that one who goes, ordered by his hands, to the movies, the one international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 134 who pays with what he lacks, the one who sleeps on his back, the one who no longer recalls his childhood.” the poem “stumble between two stars” (1937) by césar abraham vallejo mendoza the poem's quote serves as an introduction to the case study that the author will examine in this paper about the current rhythm of modern society, which includes increased production, job hunting, and money hunting, among other things. a poem criticizing modern life, specifically a lifestyle that must be a la mode or contemporary in order to meet the demands of the times. the urban situation is defined by active participation in life and the performance of social functions. community orientation is then centered on progress toward development, employment competitiveness, and economic expansion, which then relates to a lifestyle or a typical urban phenomena known as hustle culture. hustle culture, according to balkeran (2020), was a phenomena that existed prior to the industrial revolution's work safety laws to perpetuate worker exploitation and terrible working conditions. hazardous working conditions, low pay, and lengthy work hours are among them. people believe that achieving professional goals through hard effort is the most significant component of life. workers put themselves in a psychological situation to constantly trying to achieve more and to live an always-on lifestyle. users of social media, particularly instagram, adapt this mentality and work ethic to develop their self-image. many causes contribute to hustle culture, one of which is the blurring of work-life boundaries due to digital distractions. advances in technology have since blurred the border between work and personal life, particularly with the arrival of the internet, when emails can be checked from anywhere, documents can be transmitted at any time, and calls must be answered at odd hours, sometimes even late at night. the difference nowadays is that hustle culture is recognized as a lifestyle by the younger generation, and it is all about self-branding, which is inextricably linked to social media as a vehicle for various types of content distribution, particularly instagram. caldeira et al. (2018) claim that instagram can be used to represent oneself through the visibility of images in one's account. however, the presence of instagram users on social media has the potential to be co-opted and legitimized by authorities, particularly capital owners and other actors who benefit from the hustle culture phenomenon. the major goal of this study is to explore the building of public image through production and consumption patterns in inspiring accounts, which are subsequently adopted by other instagram users, as well as the trend of youngsters sharing skyscraper photographs to instagram. many accounts even discuss job productivity advice and incorporate or change famous lines to make them 'motivating' and 'inspirational,' such as "good things happen to those who hustle." and "rise and grind," as well as the hashtag #thanksgoditsmonday. these statements are then altered by instagram users, who utilize them to show off their activities or job via instagram uploads. however, there is a trend in his work uploads that involves or uses a skyscraper as a backdrop or vista. the trend of uploading skyscraper backgrounds is enlivened by fresh graduates who have just graduated and got jobs. they distributed overtime work activities accompanied by views from the top floor of the building to show production patterns. in addition, the presence of one of jakarta's international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 135 newest malls, ashta, in the sudirman scbd district, has boosted the craze for tower photography. space, or space in architecture, is one of the cultural goods produced as a result of social management, according to alma (1980). furthermore, toscano (2017) states in his research that the public space, such as instagram, is used to recreate numerous everyday life narratives. they investigate cities and public locations, share their findings, and create new pictures and experiences. as a result, social media may capture the dynamism of metropolitan places and reshape them. thus, the major objective of this article is to explore the building of public image through production and consumption patterns in motivational accounts, which then adapted in the trend of young people uploading photographs of skyscrapers to instagram, based on the backdrop of the occurrence that occurred. in addition, how do uploading motivational quotes and skyscrapers become a representation of the urban community. this study is significant because it addresses a critical issue that frequently affects young workers. this article can give new perspectives on the hustle culture issue in order to avoid burnout and new insights into how the system is trending on youth-oriented social media accounts. furthermore, how young people use big structures to establish self-identity and as a statement that they are a part of society and urban culture. as a result, the posts on young people's instagram accounts will become subject of a city's representation and identity. literature review personal branding through hustle based on literature review, the hustle culture phenomena has been ingrained in the metropolitan community's identity. female creative workers in australia, according to idriss (2021), employ the hustler image to negotiate personal aims and ambitions in order to be accepted by society through ethno-entrepreneurship. one of the areas used by its users to enliven this situation is social media. carter (2016) also cites two categories of instagram influence, one of which is social media users' use of branding and hashtag hustling to sell themselves. personal branding by influencers or instagram users, according to jacobson (2020), generates always-on-the-job-market persons with professional identities. creating a new urban identity aside from hustling culture, there has also been studies into the image construction of metropolitan areas. according to stevens (2021), us instagram influencers use black identity and culture as commodities to gain cultural and economic capital through attractive urban settings. according to eldik et al. (2019), social media plays a role in migrant urban identity negotiations. self-esteem and youth empowerment are linked to self-identification as a member of the city. influencers in rotterdam develop urban identities that include cultural movements such as football and hip-hop for their local audience, according to another article by eldik, et al (2019). kertamukti (2019) examines at instagram stories that illustrate middle-class identity building through the habit of having fun, which is subsequently seen as an indication that they are in a different social class. commodification of space as a spectacle several researchers have also conducted discussions about the commodification of space as a spectacle. gerrard and farugia (2015) look at how homelessness is discussed in public settings and illustrate how representations of poverty, aesthetic politics, and consumerism are all intertwined. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 136 according to smith (2019), the ideological depiction of a landscape is employed as a form of selfbranding or a commodity exchanged on instagram. according to mercer and mayfield (2015), the monetization of space is carried out through melbourne culture's creative practices, such as art festivals and constructing spectacle venues. it is utilized to revitalize the urban economy while also distinguishing cities from one another. research method this qualitative study employs textual studies and the social semiotic technique to examine the meaning of motivating phrases, trends, and skyscrapers as depicted in tiktok users' videos. gunther kress and theo van leeuwen's book social semiotics (2006) examines the practice of marking by humans in certain socio-cultural situations, as well as the system of meaning formation in a medium like speech, writing, and images, which can include visual, verbal, auditory, and movement. according to previous research conducted by arindita (2017) using the social semiotic method, celebrity andien aisyah used the instagram account @andienippekawa, which he purposefully created after becoming a mother, to post photos of his daily life with children in order to gain recognition as an ideal mother from the wider community. according to widianingsh et al. (2021), representation may help establish personal branding by creating symbols that are tailored to the parts of montoya's personal branding creation. prishandani (2021) also mentioned that interpreting pictures may be used to conduct semiotic multimodal investigations. possessive phrases, persuasive statements, and proverbs are among the verbs present in each image, according to the research. in addition, guy debord's spectacle of society theory is used in literature. for example, horta (2016) investigated the body positive narrative through the commodification process for capitalist purposes, which was one of several studies that used this idea. andreas (2016) looked at the geyajan calling demonstration, which was posted on social media to help people develop their self-image as an object by separating themselves from other users (distinction). apart from instagram, other social media platforms, according to karuaningsih (2022), are a spectacle for the transmission of ideology concerning role models and living standards for teens, notably the sultan's hedonistic lifestyle. purposive sampling was used to obtain data by identifying the unique qualities of postings from instagram user accounts that were relevant to the study's goals we use a qualitative approach and a constructive paradigm in order to gain an in-depth understanding of a problem rather than a surface description of a large population sample. we set out to take the issue from the individual who then bridged the problem in general with contextualization to give space in a particular way in each case. the corpus under investigation consists of instagram stories or snapgram from four instagram accounts with the status of workers in jakarta with an age range of 23-25 years representing youth and fresh graduates. one instagram user is male and the other three users are female. findings and discussion the productivity paradox in youth job uploads the hustle culture depicted in instagram user uploads is indeed more concerned with the public image exhibited on social media than the legitimacy of the photo. modern conditions in the producing side of society, according to debord (2004), exist as a huge accumulation of spectacles. all things that were once life principles have been reduced to mere representations or images. the spectacle is the polar opposite of life, a self-contained movement of non-living matter. people use instagram as a show to fight for the highest level of fame with all of the photographs they create, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 137 but they leave themselves as objects since they have no true claim to themselves. the following is an example of a quote on a motivational account which was later adapted by instagram users: according to the preceding image, posts with the hashtag #thankgoditsmonday offer insights or thoughts on parts of the economy and productive activities, or these inspirational quotations are compelling invitations to select a fast pace and try harder in professional life. when an instagram user is assigned to work and is in his rented apartment, the quote is displayed on his laptop wallpaper. on the user's laptop background, there is an encouraging quotation that reads: “think positively. network well. exercise daily. eat healthy. work hard. stay strong. build faith. worry less. read more. be happy. volunteer free. relax often. love always. live forever” the user gets a positive feeling and a liberating impression from the inspirational phrase in figure 1. positive thinking, such as "think optimistically," is emphasized in the hustler mindset as a key to success (hill, 2020). the user's interpretation of the quotation, which encompasses inspiration in all aspects of his life, is to live the best life possible. healthy habits are also encouraged, ranging from elementary activities such as "eat healthy" to tertiary activities such as meditation or yoga "relax frequently." the quotation on his laptop wallpaper appears to be a reflection of himself, and it's an attempt at positive self-talk and pseudo-psychological techniques to break through limiting beliefs and notions. according to lan et al. (2018), pseudo-psychological demonstrations can have a significant impact in shaping problematic understandings within a science and raise questions about its wider impact. when the quote is paired with other parts, such as a photo in its entirety in a snapgram collection with the title #rumahkedua (second house), the instagram user's professional activities in his firm are revealed. if he looks at the context of the photo while in a leased property to meet his work needs, this motivation can be used as an orientation to increase his work performance. in poetry quotations, activities like "exercise well," "work hard," "stay strong," "develop faith," and "read more" are meant to improve physical stamina and attention span through hard effort. selffigure 1. the #thankgoditsmonday hashtag search includes productive activities and motivational work quotes which were later adapted by instagram user international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 138 empowerment refers to the social, health, spiritual, intellectual, and mental aspects of one's life that are focused on the quote. the snapgram depicts how a person creates a work environment in his resting area or private space using quotes from laptop wallpapers as a medium. rapid advancements in electronic communication technology have reduced the necessity for face-to-face communication in business, work, and other human relationships, according to hill (2018), technological platforms enable individuals and businesses to monetize products, services, advice, and the personalities of workers and consumers in new ways. financial independence for kids is no longer limited to office space or other public settings, but rather begins in the home. this is paradoxical because it demonstrates how the home can be used as a work setting while still allowing for personal life. this plainly demonstrates that there is no clear distinction between professional and personal spaces in the hustle culture phenomenon. another irony is how the attitude represented by motivational slogans becomes the tradable value for social mobility when the photo is shared to the social networking platform instagram. young people who work not only want to work hard, but they also want to use social media to establish their identity and significance. workers use technology in the form of social media platforms to create their ideal persona as a professional worker while online. instagram users' production tendencies are displayed to other users. according to debord (1967), the spectacle "unifies and explains a wide range of apparent phenomena." the production and consumption of images, commodities, and staged events are central to the media and consumer society. the importance of productivity in the workplace is captured in this snapgram. the portrayal of the post's and work's success is more important than the verification of the man's own success. the adolescents on instagram believe that the only thing standing in their way of success is laziness, and that if they work hard enough, they can change the world. this relates to poisonous positivity; if the upload becomes a spectacle, the value of the hard effort is swapped and absorbed. other people who watch will be as successful as him who got a job in a huge company if they follow this quote. the only road to happiness, or the peak of happiness, is to live by these values. although the quote's message appears to be pleasant and innocuous, the application of these ideals can be harmful. this toxicity will lead to people believing that positive things must be avoided in addition to negative things, which is extremely political given that there were previously positive and negative constructs, active and passive, production and consumption. instagram users will then judge their self-worth based on the productivity they generate, and how this ties to the industrial revolution, which pitted humans against machines. as a result, instagram users' image construction is influenced by their work ethic. in contrast to workaholism, users feel compelled to brag about their workload and even laugh about it. users are broadcasting how hard they work and how occupied they are to the rest of the world. they want to demonstrate that they work harder than other users and that no one can beat them because it is a skill. this phenomenon therefore relates to the irony that those instagram users who praise work should not waste time submitting photographs and comments if they are truly busy. this behavior can then be compared to systemic issues like poverty. according to the author, thinking optimistically, working hard, and never giving up would not cure the problem. ven for one, two, and small societies that are successful or are said to be successful, they cannot represent the millions of societies that have failed economically. even if those who are successful fall into the successful category, they are not a representation of the majority. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 139 this can lead to the use of class differences as a strategy to maintain the status quo and avoid variety of thought. the monetization of happiness or consumption-production activities themselves follows the positivity narrative through published work activities. the omnipresent reinforcement that the lives of employees on instagram are the representation orientation of urban and modern culture is then referenced in this happiness narrative. according to mckechnie (1974), urban lifestyles are more likely to value high-density living, diverse interpersonal relationships, and cultural diversity. the pleasant and happy existence of the metropolitan community is far from reality, leading to the legitimacy of an elite group that dominates and does not require change like other social classes. skyscrapers as an indicator of urban society henri lefebvre (1991) writes in his book the production of space that space is not only something that may be consumed, but also exploited as an instrument of power by the ruling classes to obtain control over space that is expanding. social relations produce space, and social space is a result of social ties (lefebvre, 1991: 26). furthermore, according to debord (2006), "spectacle is the apogee of ideology because it fully reveals and manifests the core of all ideological systems, such as poverty, enslavement, and the negation of actual life." spectacle preserves the traits of materialism by representing reality through the technical mediation of signs or signs, such as buildings. baecham (2016) also demonstrates how the spectacle notion is utilized to demonstrate the ruling class's authority, and how the building is used as a symbol of luxury, popularity, prosperity, control, and military force to the populace. megaprojects are designed to demonstrate extraordinary urban development while also encouraging economic growth and attracting foreign capital investment. the increasing rate of urbanization in recent decades, particularly in emerging nations, has resulted in a rise in the construction of tall structures around the world. cities all over the world compete to construct the world's tallest structures, with some even holding competitions to construct the most iconic and magnificent tall structures. figure 2 depicts a building in jakarta that serves as an urban space. these structures serve as a sign of hegemony and authority. instagram users then employ this luxury architecture style as a means of self-promotion. high-rise architecture has its origins in religious structures such as egypt's huge pyramids or middle ages churches. the infatuation with large structures continues to rise today, and it is a symbol of the times. this obsession with tall buildings is still growing today and is a sign of the architectural manifestation of capitalism and power (elshawanty, 2020). space is increasingly being commodified and subject to short-term investment, income generation, and long-term urban development. here are some examples of snapgram by users showing office space in a tall building in jakarta: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 140 several photographs depicting the perspective from a tall office building can be found in figure 2. this magnificent construction is regarded as a status symbol and promotes people's yearning for space. people post images of towering structures not simply because they admire them, but also because they are thought to confer "status." people who have access to high-rise buildings are regarded as "cool" or "exclusive." buildings are portrayed visually and then used in social media to emulate popular cultural trends. the public space is then commodified for private use and produced to fulfill the needs of consumption and production through various and spectacular designs. as a result, there are symbols that depict the metropolitan way of life.. figure 2 depicts a collage of selfies and views of tall office buildings, demonstrating that space is no longer viewed solely for its utility in the workplace, but also for its aesthetic value. they enhanced the beauty of the view of the towering structure by adding effects or filters. the lofty building can subsequently be viewed as a representation of instagram users' supremacy. the pervasive affirmation is tied to civilized beings since they feel close to the city as a civilization and are regarded an advanced society when contrasted to rural communities, notably in the first shot, which juxtaposes a view of the skyscraper with a selfie of herself. according to figure 2, the work space no longer serves as a place to work, but rather as a creation of the users' identities as workers. when photography is shared, according to van dijk (2008), it serves as a tool for identity development. in addition to skyscrapers, one mall in jakarta, ashta district 8 in the scbd business district, has become the focus of instagram users' attention. the shopping center in the heart of this tower creates a picturesque ambience reminiscent of new york. in addition to being a renowned cafe, ashta district 8 is a popular ootd and instagramable location. according to febriyanti (2018), managers and netizens use instagrammable sites to disseminate images of tourism artifacts via the figure 2. skyscraper uploads by instagram users international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 141 official instagram account in order to increase tourist interest. instagram users can communicate through their appearance by curating their self-image and constructing their own identity through the images and videos they take and choose to post/share on their account (seibel, 2019). this can also be seen in figure 3, which depicts how consumer activities, particularly in the ashta 8 scbd building's open spaces, define an urban lifestyle. the lifestyle shown is a modern one, with wide glass windows and a minimalist, industrial, futuristic building design to give a wonderful impression. the building's dominant hue is gray or black, which represents intelligence, the future, elegance, and refinement. modern or urban society, according to wirth (1938), is a component of modernity. a culture that is individualistic, rational, with technical developments, forsaking tradition, and a tendency toward instant and fast items characterizes the modern lifestyle. furthermore, instagram users in figure 2 shoot photos with their spouses and close friends, demonstrating an affective attachment that is perceived as a transactional relationship through space consumption patterns. as a result, both photographs depict the tendency of big structures or skyscrapers as proof of being a part of a city civilization. however, the spectacle always generates paradoxes or ironies, such as how it attempts to replace reality with current illusions and perceptions that may not necessarily reflect the true state of urban space and society. the image of office workers in high-rise buildings therefore becomes one of the orientations or standards of a prosperous and ideal society. this ignores the fact that these workers gambar 3. upload of ashta 8 scbd sudirman building by instagram users international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 133-144 urban spetacle of motivational quotes and skyscraper photo in instagram stories azkiya nisa, maria regina widhiasti, euis puspitadewi 142 are merely corporate slaves who use tall buildings as symbols of a better, contemporary, strong, and best society urban society in order to enhance the aesthetics of their workplaces. the aesthetics of the metropolitan community's working life appears to encompass the exploitation of energy and time, which can lead to additional issues such as burnout. the irony resurfaces when these workers are paired with instructors who work in older, less contemporary school facilities, particularly in rural areas, where wages are low and fluctuate with the economy. when compared to office employees in skyscrapers, the teaching profession will appear more essential, significant, and noble. conclusion instagram allows users to create identities as professionals and members of urban culture. instagram uploads become symbolic consumption, and users associate the architecture with their preferred identity imagination. the buildings in the background demonstrate that what is cool and current is a way of life or a way of life in a city. this is similar to responding to the desire of recent graduates to work in a city center office and for others to enjoy the city lifestyle. the photo's aesthetics must be scrutinized in order to demonstrate how the pattern of production and consumption would always favor one side, namely the capital and power owner. the focus of urban space then shifts back to object-oriented development. on the other side of city, this can lead to irony. instagram, therefore, becomes a criterion for classifying or dividing active-passive, or current-ancient society, forming a community-gated or elite group. the irony also applies to the outlying slums, which are ignored and relegated in metropolitan space, yet are made present and real by depictions of jakarta as a sophisticated city comparable to new york. as a result of this need, a trend has emerged in which buildings are constructed solely to elicit a spectacular effect, which is a trademark of modern spectacle to achieve a surprise effect in its representation. modernization initiatives are carried out by acquiring land in city villages and then attempting to establish a gated community while ignoring other consequences. the different parties in society should be able to connect with their own culture and history through urban space and architecture. the concept of modernity and universality via development that mimics global development must be re-examined, keeping in mind that space must be addressed according to its own particular character. limitation & further research this study is limited to dki jakarta's city space, which has seen a rising tendency during the pandemic. the conditions that arise in urban environments as indicators of urban community identity are only described qualitatively in this study. further research is needed to determine how the impact of trends that become identities for urban youngsters should be studied in depth.. references altman, i. 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(2018). a different point of view: women's self-representation in instagram's participatory artistic movements @girlgazeproject and @arthoecollective, critical arts, 32:3, 26-43, diakses pada tanggal 2 maret 2021 pukul 16.55 wib melalui link https://remotelib.ui.ac.id:2075/10.1080/02560046.2018.1447592 wirth, l. (1938). urbanism as a way of life. the american journal of sociology, vol. 44, no. 1 (jul., 1938), pp. 1-24, published by: the university of chicago press stable. url: http://www.jstor.org/stable/2768119 accessed: 4-21-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 1 number 1 (2017): 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati 1* 1 international women university, indonesia and research synergy foundation indonesia abstract the aims of study is to describe combination of two big theory between socialization model of tacit-tacit transfer knowledge and appreciative inquiry approach conceptually. this research idea comes to find better ways in tacit-tacit transfer of knowledge in knowledge management theory. this research is conceptual research and the limitation is about empirical study itself. the result of conceptual paper combine the process of tacit-tacit tansfer knowledge and appreciate inquiry in mental model, creative dialogue and develop mutual trust. appreciative inquiry as a method to increase positive sense in tranfer knowlegde can be applied in tacit-tacit transfer knowledge phase in seci model. keywords: knowledge management; seci model; appreciative inquiry this is an open access article under the cc–by-nc license. introduction the advocates of the knowledge based-view of the organization (spender, 1996; nonaka and takeuchi, 1995; nonaka and ichijo, 2007) emphasize that the two predominant goals of the organization are the generation and the application of knowledge. an organization that has the ability to create knowledge on an ongoing basis has the advantage of having developed a unique capability of being dynamic (mitchell and boyle, 2010). the competence to generate and apply new organizational knowledge is considered as one of the main sources of the competitive advantage of the firm (leonard barton, 1990; nonaka, 1994; spender, 1996; zollo and winter, 2002). if knowledge is a source of competitive advantage, then, then understanding and managing knowledge dynamics become vital for the firm (heinrichs and lim, 2005). in the same time, there is a high risk that knowledge dynamics might generate anticompetitive effects on the market (dima, 2008; dima, 2010). the organization that wishes to cope dynamically with the changing environment must be able to create knowledge better and faster than its competitors (gore and gore, 1999). the study of literature revealed that there are three distinct phases of knowledge management: before the 90s, the early 90s and the late 90s (figure 1). in the first phase of knowledge management mangers focused on data and information processing, and on information systems management. the goal was to observe, gather, store in data bases, and manage existing knowledge in information systems as any other assets. in the second phase, knowledge management focused on the organizational knowledge sharing process. in the third phase the focus changed to the sources and stimulating factors of knowledge creation. nonaka’s contribution to the knowledge creation theory development integrates the knowledge creation process (seci) with the place (the concept of ba as a space for knowledge creation), and with the enabling conditions (leadership, organizational culture, learning). this theory emphasizes *corresponding author research synergy foundation tel: +628122302891 e-mail: aniwahyu@iwu.ac.id doi: https://doi.org/10.31098/ijmesh.v1i1.4 international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati 8 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the importance of knowledge context and stimulating conditions within an organization. knowledge is generated in a given social context. as a consequence, knowledge is contextual. it is created in a specific context, and it has a meaning relevant to that specific context (jakubik, 2008). in western epistemology, knowledge has been defined as “justified true belief” (nonaka and takeuchi, 1995). this formulation gives the impression that knowledge is something objective, absolute, and context-free. however, this may not be necessary true since it is humans who hold and justify beliefs. knowledge cannot exist without human subjectivity. ‘‘truth’’ differs if we are to take into consideration the values of the person that holds that truth and the context in which we look at it. on the other hand the eastern epistemology regards knowledge as “a meaningful set of information that constitutes a justified true belief and/or an embodied technical skill.” thus, the knowledge creation is defined as “a dynamic human process of justifying a personal belief toward the truth and/or embodying a technical skill through practice” (nonaka and takeuchi, 1995; nonaka, umemoto and senno, 1996). the japanese thinkers tend to consider knowledge as primarily “tacit,” personal, context-specific, and not so easy to communicate to others. westerners, on the other hand, tend to view knowledge as “explicit,” formal, objective, and not so difficult to process with computers. but these two types of knowledge are not totally separate, they are mutually complementary entities. they interact one with each other and even may transform one into the other, in given specific conditions. literature review basic characteristic the best known knowledge dynamics model has been originated in nonaka’s research (nonaka, 1991; nonaka, 1994), and then it has been continuously developed in a classical japanese way through incremental contributions coming from his coworkers (nonaka, byosiere, borucki, and komo, 1994; nonaka and takeuchi, 1995; nonaka and komo, 1998; nonaka, toyama, and byosiere, 2001; nonaka, toyama, 2007). basically, this model contains three main structures: the seci model, the ba shared context, and the knowledge assets platform. from philosophical point of view, this model has an epistemological dimension and an ontological dimension. the epistemological dimension describes the transformation of the tacit knowledge into explicit knowledge, and the reverse action, the transformation of the explicit knowledge into tacit knowledge. the ontological dimension describes the transformation of individual knowledge into group knowledge, and then, the transformation of the group knowledge into organizational knowledge, with possible reverse actions from the organization toward group and individual. further, the whole organization may exchange knowledge with its operational environment, conceived as a knowledge ecosystem. the framework of this model has been taken from the resource based theory of the firm, where the tangible resources have been replaced with intangible resources, and all material processes have been replaced with intangible operations. actually, any firm contains both tangible and intangible resources, and knowledge dynamics represents the complementary component of the tangible dynamics of the organization. thus, knowledge management appears as an integral part of the operational and strategic management of thefirm. the driving force of the knowledge dynamics model is the knowledge vision which gives a direction to knowledge creation. “it also gives the firm direction with respect to the knowledge to be created beyond the firms’ existing capabilities, and therefore determines how the firm evolves in the long run” (nonaka and toyama, 2007, p. 18). the knowledge vision is intrinsically related to the value system of the firm, which defines what is truth, goodness and beauty for the whole organization. for instance, at honda, the focus is on the joy of buying, international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 9 issn 2580-0981 (online) issn 2580-0981 (online) | 9│ selling and creating products and services beyond the mere competition and financial metrics. based on this knowledge vision the firm defines some driving objectives that are the engine of the whole knowledge dynamics model. seci model cycle the epistemological dimension is exploited in the four stage process known as seci: socialization – externalization – combination – internalization. each stage represents a cornerstone of the operational knowledge dynamics (figure 3). socialization is considered by nonaka and his co-workers the most important knowledge transfer of this cycle since it involves the hidden and sticky part of all knowledge created at individual level. it is the tacit knowledge (polanyi, 1983). tacit knowledge is generated by direct experience of each individual and it goes to the non-rational mind. as nonaka and takeuchi (1995, p. 8) emphasize, “tacit knowledge is highly personal and hard to formalize, making it difficult to communicate or to share with others. subjective insights, intuitions, and hunches fall into this category of knowledge. furthermore, tacit knowledge is deeply rooted in an individual’s action and experience, as well as in the ideals, values, or emotions he or she embraces”. tacit knowledge contains basically two components: a technical component which reflects the know-how of professional activities, and a cognitive component which reflects mental models, beliefs and perceptions as a result of many performed similar actions. tacit knowledge embraces also highly subjective insights, intuitions and hunches. leaders usually make use of these fine ingredients of tacit knowledge, being able to inspire and motivate their followers. socialization is an opportunity for participating individuals to share their experiences and to learn through a direct exchange of tacit knowledge. it is well known the way apprentices learn from their masters through continuous observation and imitations. socialization is conceived not only for workers from the same team or department but also for meetings of firm employees with their customers and suppliers. however, socialization must go beyond the everyday dialogues and exchange of neutral phrases. it must stimulate deeper layers of experiences and stored knowledge. actually, only individuals with higher levels of understanding and knowledge richness can transfer tacit knowledge to the others. at the organizational level this idea is used by promoting the best practice. the identification and the transfer of best practices is one of the most recent methods used in operational management for accelerating the adaptation process of the firm. however, this method is not fully efficient due to the difficulty of exchanging tacit knowledge characterized by the internal stickiness (szulansky, 1996; szulansky and jensen, 2004). also, there is a series of individual and organizational factors that slow down or inhibit this knowledge transfer during socialization (bratianu, 2008; bratianu, 2009a; bratianu and orzea, 2010). the most foundational concept of organizational knowledge creation theory is that organizations create knowledge through a continual conversion process between individuals’ tacit knowledge and the organizations’ explicit knowledge (figure 1) through members’ interactions. according to nonaka and takeuchi (1995), individuals’ initial tacit knowledge in the organization becomes collective tacit knowledge (through various socializations); then collective tacit knowledge becomes explicit concepts through task-oriented verbal and symbol exchanges (externalization). this externalization becomes more explicit and newly applicable through combined concepts (combination) and further transfers into employees’ enhanced tacit knowledge and assumptions (internalization) to trigger the same cycle continuously. this socio-cognitive view of knowledge, which posits that knowledge continuously shapes and grows through goal-driven member interactions, and gains legitimacy only through members’ international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati 10 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) acceptance supports that organizational knowledge is created within the work-surrounding social milieu (antonacopoulou and chiva, 2007; brown and duguid, 1991; engestro¨m, 2007). figure 1 also shows which types of behaviors, goals, and human and organizational resources strengthen each concept of the seci knowledge conversion process. four modes of knowledge conversion organizational knowledge conversion is initially triggered through socialization (s). socialization is the originating shared space that converts individuals’ tacit knowledge gained through formal or informal observation, imitation, and work-based experiences to collective tacit knowledge, emerging as shared mental models of work norms and culture (nonaka and takeuchi, 1995). this initial knowledge creation supports that the primary root of organizational knowledge is always individual employees (tsoukas, 1996). effective socialization requires promotion of diversity, continuous interactions, supportive collaborations, and boundary-crossing interactions among employees, even with customers, suppliers, and competitors (von krogh et al., 2000, 2001). encouragement of creative dialogues and mutual trust, particularly on the part of organizational leaders is very important for effective sharing (nonaka and takeuchi, 1995). (song, 2008, p.92) the second mode, externalization (e), converts collective tacit knowledge into sharable explicit concepts. compared with socialization, where knowledge has not yet been justified for sharing explicitlywith others and interactions tend to be loosely defined, externalization tends to take place through formal team meetings and collaborative work assignments to create and codify applicable concepts (nonaka et al., 2000). leaders are in the prime position to provide visions for anchoring knowledge creation directions and arrange work assignments to mobilize this phase. here, language and symbols (e.g. metaphors, figures, diagrams, and analogies) play a critical role in converting collaborating individuals’ inductive and deductive thinking to new and mutually understandable perspectives and insights (nonaka, 1994; nonaka et al., 2000).when tacit knowledge is made explicit through member interactions, “knowledge is crystallized, thus allowing it to be shared by others, and it becomes the basis of new knowledge” (nonaka et al., 2000, p. 9). the third phase of combination (c), is necessary to convert team-level explicit concepts into organization-wide knowledge assets to be leveraged. this process connects and combines distributed explicit experiences to create a systematic knowledge system, and middle managers and cyberspaces (e.g. information and virtual technology systems) play key roles in this process (nonaka and takeuchi, 1995; nonaka et al., 2000). middle-level managers constantly link and evaluate vision, strategies, and international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 11 issn 2580-0981 (online) issn 2580-0981 (online) | 11│ business performances to systemize working concepts (nonaka and takeuchi, 1995). at the sametime, technologies facilitate the process of gathering, organizing, editing, categorizing, and incorporating newly converted explicit knowledge into existing organizational knowledge by creating and disseminating documents, routines, and work rules to be applied across the organization (nonaka and konno, 1998). through the last phase of internalization, i, new and constantly evolving organizational explicit knowledge is converted into individuals’ tacit knowledge, which is also constantly growing and changing. individuals’ experimentations with new organizational knowledge and reflections critically affect the course of internalization. additionally, to promote effective internalization, verbalized and diagrammed knowledge needs to be transferred into documents, manuals, or oral stories in order to help individuals indirectly experience what others do (nonaka and takeuchi, 1995). this tacit knowledge accumulated at the individual level can then trigger a new spiral of knowledge creation when it is shared again with other members through socialization (nonaka et al., 2000). all together, the complete cycle across four modes is the transcendental process in which individual knowledge becomes groupand organizational level knowledge, then back to the individual level. for instance, socialization within work units or externalization of ideas in cross-functional teams shapes individual knowledge into group-level knowledge. then this knowledge is further promoted and distributed to the organizational-level through managers and information systems through the combination phase. in his discussion of organizational learning and knowledge management (km), spender (2008) pointed out that both topics, although seemingly different at the surface level to focus on the process of learning and the outcome of learning, respectively, share the common foundation of leveraging human interactions for goal-driven activities with the research body of km laying emphasis on identifying, storing, and optimizing knowledge assets, and delivering the result to needed locations. behaviors proposed as essential for organizational knowledge creation and conversion are distinct; thus, the four modes of the seci theory should be tested for nomological relationships (benson and hagtvet, 1996). appreciative inquiry appreciative inquiry is a product of the positive psychology and organizational change movements developed in the 1980s by david cooperrider and his colleagues at case western reserve university (cooperrider and sekerka, 2003). whitney and trosten-bloom (2003) describe ai as “a form of personal and organizational change based on questions and dialogues about strengths, successes, values, hopes, and dreams.” the technique focuses on positive energy rather than negative energy. the appreciative inquiru process reflect a set of principles drawan from current theory and research in the human and social sciences: 1. the constructionist principle, which depicts orgazniazations as being invented and maintained through social interaction. 2. the principle of simultaineity, which helps organizations understand that inquiry and change are simultaneous. once an inquiry is amde and qa question is asked, the change process begins. 3. the poetic principle, which describes how organizations as compilation of their past, presesnt and future knowlegde, subject to a variety of interpretations. 4. the positive principle, which describes how organziations change more easily in an enviroment thats supports and encourages innnovation. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati 12 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) 5. the anticipatory principle, which states that an organziation’s potential can be anticipaed through analysis of the stories told about it by its stakeholders. this anticipation guides the organization into the future. the ai process initiates and fosters a conversation within an organization which prompts participants to tell the narratives that define the organization and the individuals who comprise it. the conversation then reframes these narratives in a way that fosters transformation. this is achieved by following a four-phase model known as the 4-d cycle: discovery, dream, design, and destiny. the “discovery” phase aims to identify the “best of what is” by soliciting and capturing stories about positive knowledge of the current situation. stories are central to the ai process; they serve to create and foster images of success. the “dream” phase focuses on “what might be.” in contrast to the type of critical reflection that is practiced in traditional transformative learning, this approach uses a process of appreciative reflection which emphasizes the positive knowledge of the current condition. this avoids the dissonance that is inherent in the critical approach. during the “design” phase, “provocative propositions” or design statements are articulated. the stories generated in the discovery, dream, and design phases stimulate the collective imagination to envision a desired future. the fourth phase, “destiny,” defines “what will be”; it yields action plans to achieve the design statements. methodology the paper is conceptual paper using literature review as methodology. result and discussion the model focuses on the socialization (tacit-tacit transfer knowledge) in seci model through appreciative inquiry in order to improve level of trust, creates positive dialogue and positive emotions in interaction. socialization is the originating shared space that converts individuals’ tacit knowledge gained through formal or informal observation, imitation, and work-based experiences to collective tacit knowledge, emerging as shared mental models of work norms and culture (nonaka and takeuchi, 1995). this initial knowledge creation supports that the primary root of organizational knowledge is always individual employees (tsoukas, 1996). effective socialization requires promotion of diversity, continuous interactions, supportive collaborations, and boundary-crossing interactions among employees, even with customers, suppliers, and competitors (von krogh et al., 2000, 2001). encouragement of creative dialogues and mutual trust, particularly on the part of organizational leaders is very important for effective sharing (nonaka and takeuchi, 1995). to becoming a positive and creative dialogue and mutual trust between employess, they need to build positive and appreciative each other in interaction through systematic steps to find out the positive emotion and optimalize socialization phase. the appreciative inquiry is a steps of how dialogues become more positive and appreciative n order to optimalize the tacit-tacit transfer knowledge through steps as stated below: 1. discovery first steps, invite dialogue partner to describes a moment or experience or knowledge which make them proud of their self. this moment proposed to improve the positive feeling between dialogue partner. everybody should listen the stores carefully. find out the secret things from the moment/experience/knowldge that they get. what the important things that make them so proud of the international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 13 issn 2580-0981 (online) issn 2580-0981 (online) | 13│ knowledge or experiences. find the other moment/experience/ knowledge that make them so proud and finds out he pattern how they get them. from the pattern, find out the strenght of the self to get the experience or the knowlegde. this is a session to find put the best of the self from each dialogue partner. 2. dream find out the possibility and the benefit of their knowledge for their self, group or organization. reinforced it until dialogue partner can describe how useful the knowledge of their self to organization. 3. design the focus on this steps are how the dialogue partner can invite to the partner to describing the experience/knowledge steps by step and detail. this steps can used 5 w & 1 h process (what, where, when, who, why and how) 4. destiny find out the systematic knowledge that has been described before and support to not to stop to get more and more knowledge in different context. acknowledgement the author would acknowledge mr jan tjakraatmaja and team which conduct the major of knowldge management and learning organization in school of business and mangement institut teknologi bandung. references brătianu, c., & orzea, i. (2010). organizational knowledge creation. management & marketing, 5(3), 41-62. cooperrider, d. and srivastva., s. (1987). appreciative inquiry in organization life. in pasmore, w. and r. woodman. (eds.) appreciative inquiry: rethinking human organization towards a positive theory of change campaign. il. spite publisher. hoon song, j., uhm, d., & won yoon, s. (2011). organizational knowledge creation practice: comprehensive and systematic processes for scale development. leadership & organization development journal, 32(3), 243-259. long, k. (2010). appreciative sharing of knowledge at the us army command & general staff college. in proceedings of the annual international conference on business cases (icbc) (vol. 20210). merx-chermin, m., & nijhof, w. j. (2005). factors influencing knowledge creation and innovation in an organisation. journal of european industrial training, 29(2), 135-147. nonaka, i. and toyama, r. (2007). why do firms differ? the theory of the knowledge-creating. in ichijo, k. and nonaka, i. (eds), knowledge creation and management: new challenges for managers (pp 13-31), oxford university press. nonaka, i., & toyama, r. (2005). the theory of the knowledge-creating firm: subjectivity, objectivity and synthesis. industrial and corporate change, 14(3), 419-436. nonaka, i., & toyama, r. (2003). the knowledge-creating theory revisited: knowledge creation as a synthesizing process. knowledge management research & practice, 1(1), 2-10. nonaka, l., takeuchi, h., & umemoto, k. (1996). a theory of organizational knowledge creation. international journal of technology management, 11(7-8), 833-845. nonaka, i., & takeuchi, h. (1995). the knowledge-creating company: how japanese companies create the dynamics of innovation. oxford university press. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 7-14 socialization model of tacit-tacit transfer knowledge through appreciative inquiry approach ani wahyu rachmawati 14 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) nonaka, i. (1994). a dynamic theory of organizational knowledge creation. organization science, 5(1), 14-37. nonaka, i. (1991), “the knowledge-creating company”, harvard business review, 69(6), pp. 96-104 r. j. vidmar. (1992, aug.). on the use of atmospheric plasmas. ieee trans plasma sci. [online]. 21(3), 876–880. microsoft word 525-41-44.docx available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 issue 1 (2021): 41-54 corresponding author: amitmajumder1@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i1.525 research synergy foundation thy governance matters: a study on governance practices of stock exchanges in india amit majumder1 1 bijoy krishna girls' college, howrah, university of calcutta, india abstract the governance practices of the apex organizations where the shares of various companies are listed and traded regularly involving trillions of investors with massive funds are always a matter of paramount significance. historically the responsibility of ushering the practices of good governance, transparent management and effective control process for the corporate house’s rests under the jurisdiction of those bourses where the stocks of companies used to get listed. however, the very question of the management and governance of these stock exchange houses are always under the scanner across the globe in view of the limitations of their historic pattern of member-owned ‘nonprofit’ kind of mutual organizational structure. the lacunae of that typical organizational structure were that their activities are primarily targeted towards members interests as well as that set up was not immune fully from the malice like insider trading and conflict of interest for office bearers and traders. in view of this following the global pattern the union government of india had decided for corporatization of stock exchanges thereby creating a separation of ownership, management and trading membership of stock exchanges which is formally known as demutualization and corporatization of stock exchanges. a committee headed by rev. justice m.h. kania which had submitted the report in 2002 recommending corporatizations and demutualization of stock exchanges which become mandatory for every stock exchange in india to implement within a stipulated period of time. against this backdrop the present study is conducted to make an overview of the present state of governance affairs of major stock exchanges in india. it has been observed that the corporatization and governance practices of the major bourses in india had followed governance practices like separation of the post of chairman and ceo, inclusion of public interest directors as outside directors in the board, adherence to code of conducts for directors, organizing frequent meetings of directors etc. keywords: governance; demutualization; corporatization; board structure. this is an open access article under the cc–by-nc license introduction historically the responsibility of ushering the practices of good governance, transparent management and effective control process for the corporate house’s rests under the jurisdiction of those bourses where the stocks of companies used to get listed. however, very question of the management and governance of these stock exchange houses are always under the scanner across the globe in view of the limitations of their historic pattern of member-owned ‘non-profit’ kind of mutual organizational structure. moreover, governance practices of the apex organizations where the shares of various companies are listed and traded regularly involving trillions of investors with massive funds are always a matter of paramount significance. against this backdrop present study international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 42 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) is envisaged to observe the governance practices of the major stock exchanges operating in india against various parameters of good governances. literature review a few significant studies are conducted to observe the governance practices of stock exchanges in global basis in general and in india in particular. a few of such important studies are as follows. grimminger and benedetta (2013) had made a study under the aegis of ifc and world bank on indices of eight major stock exchanges in the world like brazil bm&f bovespa, shanghai stock exchange (sse) of china, borsa italiana of italy, mexican stock exchange (bmv), lima stock exchange (bvl) of peru, johannesburg stock exchange (jse) of south africa, korea stock exchange (krx) of south korea and istanbul stock exchange (ise) of turkey. it has been observed that corporate governance indices of brazil bm&f bovespa outperformed the market overtime. ching and tardelli (2015) had made a comparative study on the corporate governance practices of six stock exchanges namely tokyo tse, new york nyse, frankfurt stock exchange, brazil bm&f bovespa, london stock exchange and toronto tsx. he found london stock exchange fared top with compliance of 12 out of 15 rules of corporate governance and tsx is the least compliant. however, no significant study on the governance practices of indian stock exchanges is conducted till now which had drawn the attention of the researcher to fill up this gap. basic architecture of stock exchanges: basically, stock exchanges are constructed in the form of member-owned ‘non-profit’ kind of mutual organizational structure. however, the lacunae of that typical organizational structure were that their activities are primarily targeted towards members interests as well as that set up was not immune fully from the malice like insider trading and conflict of interest for office bearers and traders. corporatization and demutualization of stock exchanges: in view of this following the global pattern the union government of india had decided for corporatization of stock exchanges thereby creating a separation of ownership, management and trading membership of stock exchanges which is formally known as demutualization and corporatization of stock exchanges. stock exchanges demutualization: stock exchanges demutualization is defined as the mechanism of reconstructing a nonprofit member-owned mutualized entity into a for-profit corporation with participation of shareholders. here the stock exchanges used to change their institutional structures into profitoriented organizational structures. stockholm stock exchange was the first stock exchange of the world to get demutualized and became the trend setter of demutualization process of stock exchanges since 1993. since then, 23 stock and derivative exchanges became publicly listed corporations (august, 2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 43 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) reasons for demutualization of stock exchanges: (1) increased global competition:-one of the major reasons in the decisions of exchanges to get demutualized is the increased competition among the stock exchanges both at regional as well as international level. the bourses had realized rapidly that stock they cannot become regionally myopic in their region and in order to increase efficiency, recognition and performance they have no other alternative but to go for demutualization. (2) technology and the rise of “electronic communication networks (ecns)” : in the advent of technological deluge and emergence of alternative machine-based trading systems the bourses have to adopt real-time settlement-based trading systems and to promptly migrate to the electronic trading system. (3) conflicts of interest among existing owners:since the markets become more sophisticated and the different interests of various groups started to diverge it creates tremendous pressure in traditional governance and the decision-making process of stock exchanges thereby creating a direct pressure to them towards moving for demutualization (aggarwal and dahiya, 2005). figure 1. process of demutualization of stock exchange process of demutualization of stock exchange various forms off demutualized stock exchange: there are three forms of demutualized stock exchanges like (i) demutualized publicly listed company formed stock exchange (ii) demutualized and publicly listed company in own exchanges (iii) demutualized & subsidiary of publicly traded holding co (iv) process of demutualization of stock exchange various forms off demutualized stock exchange: there are three forms of demutualized stock exchanges like (i) demutualized publicly listed company formed stock exchange (ii) demutualized and publicly listed company in own exchanges (iii) demutualized & subsidiary of publicly traded holding co international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 44 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) figure 2. forms of demutualized stock exchanges cxvc table 1. legal status and demutualization of stock exchanges across the globe: name of the stock exchange the legal status year of demutualization the athens stock exchange public listed co 1999 australian securities exchange public listed co 1998 bm&fbovespa s.a. public listed co 2007 bme spanish exchanges public listed co 2001 bolsa de valores de colombia public listed co 2001 bursa malaysia public listed co 2004 the deutsche börse public listed co 2000 the hong kong exchanges and clearing public listed co 2000 the johannesburg stock exchange public listed co 2005 the london stock exchange group public listed co 2000 nasdaq omx public listed co 2008 nyse euronext public listed co 2007 philippines stock exchange public listed co 2001 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 45 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) singapore stock exchange public listed co 1999 warsaw stock exchange public listed co 2010 bucharest stockexchange public listed co 2010 table 2. demutualized but not listed of stock exchanges across the globe: stock exchange legal status year of demutualization the bermuda stock exchange demutualized but not listed co 1992 the bombay stock exchange (bse) demutualized but not listed co 2005 the budapest stock exchange demutualized but not listed co 2002 korea stock exchange demutualized but not listed co 2005 malta stock exchange demutualized but not listed co 2007 the national stock exchange of india (nse) demutualized but not listed co 1993 oslo bors demutualized but not listed co 2001 six swiss exchange demutualized but not listed co 2002 the stock exchange of mauritius demutualized but not listed co 2008 stock exchange of tehran demutualized but not listed co 2006 taiwan stock exchange demutualized but not listed co 1961 tokyo stock exchange group inc. demutualized but not listed co 2001 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 46 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) table 3. stock exchanges across the globe as private ltd company: stock exchange legal status year of demutualization bourse de casablanca private limited co bourse de luxemburg private limited co indonesia stock exchange private limited co irish stock exchange private limited co tel aviv stock exchange private limited co wiener börse ag private limited co table 4. the stock exchanges across the globe as different legal status: stock exchange legal status year of demutualization bolsa de comercio de buenos aires association the shanghai stock exchange association shenzhen stock exchange association amman stock exchange other legal status colombo stock exchange other legal status cyprus stock exchange other legal status istanbul stock exchange other legal status international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 47 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) moscow interbank currency exchange other legal status saudi stock exchange other legal status stock exchange of thailand other legal status egyptian exchange other legal status kania committee recommendations: a committee was set up by the sebi headed by rev justice m.h. kania which had submitted the report on august, 2002 recommending corporatizations and demutualization of stock exchanges which become mandatory for every stock exchange in india to implement within a stipulated period of time. few salient recommendations a) bourses which are established as the association of persons and those set up as companies that are limited by guarantee should be converted into companies limited by the shares; b) adoption of common model for corporatization as well as demutualization should be considered for all bourses; and c) relevant amendment should be undertaken on various legal provisions like the income tax act, securities contracts (regulation) act, indian stamp act etc. to pave the way for corporatization and demutualization of the bourses. governance of stock exchanges as per kania committee report: a) in the governing board of the demutualized exchange three stakeholders should equally represent shareholders, brokers and investing public; b) in the board there should be specific vacancies for each group of stakeholders; c) shareholders’ representatives should not be functioning brokers; d) broker’s representatives should be elected by the shareholders among the brokers of exchange; e) representatives of investing public should be nominated by the securities and exchange board of india (sebi)from among a panel consisting of academics, professionals, industry representatives, public figures and investor associations, none of whom should have any interest in any broking firm; f) shareholders should be provided adequate disclosures on background of all members of board of directors at annual general meetings (agm) as well as the same should be disclosed in the annual report; g) what should be the maximum number of allowed directors in the board that should be guided by the relevant provisions of the companies act. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 48 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) h) it is also prescribed that there should be separation in the post of chairmanship and ceo and the chairperson should have considerable knowledge and experience regarding functionality of the stock exchanges and the mechanism of the capital market, i) chairperson of the board of directors of the stock exchanges should not be a practicing broker, j) relevant norms that are applicable for listed companies will also be equally applicable for the stock exchanges as per the relevant provisions of the companies act. some norms in this respect are constitution of various board committees like audit committee, nomination & remuneration committee, stakeholders relationship committee, corporate social responsibility committee etc., adherence to standards of financial disclosure, disclosures in annual reports, management discussion and analysis etc.; k) stock exchanges must recruit a chief executive officer (ceo) responsible for daily functioning of bourse as well as risk management policies and legal compliances l) however, appointment of chief financial officer (cfo) is optional for the stock exchanges m) board of directors of stock exchange must be aware about the fact that it should not constitute any board committee that would create dilution of independence of ceo of the exchange and day to day operation of the n) n)the committee recommended that kania the demutualized stock exchange may list their shares on itself or any other stock exchange. if the stock exchange is listed then the monitoring of its listing conditions should lie to central listing authority or securities and exchange board of india (sebi) as per the pattern followed in international context like in uk and australia. objective of study present study is a desk-based study conducted to make an overview of the present state of governance affairs of major stock exchanges in india. methodology in order to observe the corporatization and demutualization efforts along with present state of governance affairs of major stock exchanges in india a few premiere stock exchanges of india have been selected namely – bombay stock exchange (bse), – national stock exchange (nse), – calcutta stock exchange (cse), – ahmedabad stock exchange ltd, – cochin stock exchange – pune stock exchange (pse), – inter connected stock exchange of india (ise) – otc exchange of india (otcei), – multi commodity exchange of india (mcx), – national commodity & derivative exchange (ncdex). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 49 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) the annual reports of these selected indian stock exchanges as well as the corporate disclosure practices regarding various parameters of good governance as disclosed in website and printed materials are consulted to observe the governance performance of these selected stock exchanges in india. the most recent published data i.e., 2020-21 are used for this purpose. findings 1) governance structure of bombay stock exchange (bse) (estd 1875). source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of bse are well diversified well with representation from various status like public interest director (75%) and shareholder director (12.5%). moreover, the board of bse is also gender diversified with one woman director in board. the position of chairmanship and management directorship are separated in order to avoid concentration of power in single hand and invitation of alternative thoughts. 2) governance structure of national stock exchange (nse) (estd: november,1992) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of nse is well diversified well with representation from various status like public interest director (62.5%) and shareholder international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 50 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) director (25%). moreover, the board of nse is also well gender diversified with two women directors in board. the position of chairmanship and management directorship are separated in order to avoid concentration of power in single hand and invitation of alternative thoughts. 3) governance structure of calcutta stock exchange (cse) (estd: november 1908) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of cse is diversified with representation from various status like public interest director (75%) and shareholder director (25%). however, the cse has no position of md &ceo. moreover, the cse has no women representation on board. 4) governance structure of ahmedabad stock exchange ltd (ase) (estd: november, 1894) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of ase are diversified with representation from various status like public interest director (66.67%) and shareholder director (33.33%). however, the ase has no position of md &ceo. moreover, the ase has no women representation on board. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 51 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 5) governance structure of pune stock exchange (pse) (estd: november, 1982) by virtue of sebi order vide 7th april, 2003 observing the irregularities in pse, sebi had issued an order u/s 11 of the securities contracts (regulation) act, 1956 superseded the board of directors of pune stock exchange lts and had appointed mr. b.d. banerjee as the administrator of the exchange to exercise and perform all the power and duties of the board. 6) governance structure of cochin stock exchange (cse) (estd: november, 1978) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of cochin se are well diversified well with representation from various status like public interest director (33.33%) and shareholder director (50%). moreover, the board of cochin se is also gender diversified with onewoman directors in board. 7) governance structure of inter-connected stock exchange of india (ise) (estd: november, 1998) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of ise are diversified with representation from various status like public interest director (66.67%) and shareholder director (33.33%). however, the ise has no women representation on board. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 52 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 8) governance structure of otc exchange of india (otcei) (estd: november, 1990) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of otcei is diversified with representation from various status like public interest director (66.67%) and shareholder director (33.33%). however, the otcei has no women representation on board. 9) governance structure of multi commodity exchange of india (mcx) (estd: november, 2003) source: computed by the researcher from current published data, 2020-21 it appears from the above chart that the board structures of mcx is well diversified well with representation from various status like public interest director (60%) and shareholder director (30%). moreover, the board of mcx is also well gender diversified with two women directors in board. the position of chairmanship and management directorship are separated in order to avoid concentration of power in single hand and invitation of alternative thoughts. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder │ 53 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 10) governance structure of national commodity and derivatives exchange limited (ncdex) source: computed by the researcher from current published data, 2020-21 (estd: november 2003) it appears from the above chart that the board structures of ncdex is well diversified well with representation from various status like public interest director (54.54%), shareholder director (27.27%) and one nominee director as advisor to financial institution. moreover, the board of ncdex is also gender diversified with one-woman directors in board. the position of chairmanship and management directorship are separated in order to avoid concentration of power in single hand and invitation of alternative thoughts. mandatory board committees followed by majority of the stock exchanges in india: (i) the membership selection committee (ii) the disciplinary action committee (iii) the investor grievance redressal committee (iv) the defaulters’ committee (v) the compensation committee (vi) the standing committee on technology (vii) sub-committee for monitoring compliance of suggestions given in sebi inspection report (viii) the investor services committee (ix) the public interest directors’ committee (x) the arbitration committee (xi) the ethics committee (xii) independent oversight committee for member regulation (xiii) independent oversight committee for listing function (xiv) independent oversight committee for trading and surveillance function (xv) the advisory committee conclusion it has been observed that the corporatization and governance practices of the major bourses in india had followed governance practices like separation of the post of chairman and ceo, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 41-54 thy governance matters: a study on governance practices of stock exchanges in india amit majumder 54 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) inclusion of public interest directors as outside directors in the board, adherence to code of conducts for directors, organizing frequent meetings of directors, inclusion of women directors etc. however, the issues of mismanagement and poor governance structures also badly hit various stock exchanges in india like cse, ase, pse, otcei etc. which either going for liquidation or administered directly by sebi after dissolving the board by virtue of their notification. these factors are not at all promising all together and a few dominating stock exchanges in india like bse, nse, mcx, ncdex are moving in right direction thanks to good governance mechanisms well directed by their efficient well diversified board with strong management acumen and dedicated controlling mechanism for protecting the best interests of all stakeholders connected with the exchanges. references aggarwal r., (2002) demutualization and corporate governance of stock exchanges, journal of applied corporate finance, 15(1),105-113 aggarwal r., dahiya s., (2005) demutualization and public offerings of financial exchanges, available online at http://faculty.msb.edu/aggarwal/exchanges.pdf, accessed on 05.05.2021, 1-25 ching, h.y. and tardelli, r., (2015) corporate governance rules in six stock exchanges: a comparative study, advances in social research science journal, 2(2),197-209 grimminger, a.d. and benedetta, p.d. (2013) raising the bar on corporate governance: a study of eight stock exchanges indices, the world bank and international finance corporation, https://www.ifc.org/wps/wcm/connect/15731a82-572f-4301-9b63e7b2889498d1/raising_the_bar_on_cg.pdf?mod=ajperes&cvid=jzp9q5c, accessed on 26.06.2021 krishnamurti c., sequeira j.m. and fangjian f., (2003) stock exchange governance and market quality, journal of banking and finance, 27, 1859-78 lee r., (2002) changing market structures, demutualization and the future of securities trading, available online at http://www.oecd.org/finance/financialmarkets/18450470.pdf, accessed on 23.04.2021, 1-20 microsoft word 501-32-40.docx available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 issue 1 (2021): 32-40 corresponding author afni.sirait@upnyk.ac.id; sriluna@upnyk.ac.id doi: https://doi.org/10.31098/ijmesh.v4i1.501 research synergy foundation impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait1, sri luna murdianingrum2 1,2 faculty of economy and business, universitas pembangunan nasional “veteran” yogyakarta abstract keywords: productivity, behavior, work-from-home this is an open access article under the cc–by-nc license introduction work-from-home (wfh) policy is new method of work in indonesia. this implementation of this policy during pandemic covid-19 in indonesia. wfh give many impacts for worker such as work without boundary, flexibility time, and unlimited time for working. working with wfh method will be successful if every-body in this network working with good technology. this method working organized, controlling, and managing working with technology that is internet. flexibility time and working without strict rules decline stress level for worker. this situation increase productivity and building a new behaviour for working. the results of research conducted by frey et al (2020) stated that during the covid-19 pandemic the use of technology in the education industry increased by around 12.5% and will continue to rise. rapp, tirassa, & tirabeni (2019) in their research explain that human and computer interactions design a lot of technology used to support changes in human behaviour. technology makes it easier for humans to move and fulfil their needs. erickson, moulton, & cleary (2018) issued a review stating that the use of technology at work hurts employees. the use of technology that can be used anywhere and anytime increases employee working hours more than it should. even workplace conditions that are too dependent on technology have caused some employees to become research methods should make readers be able to reproduce the analysis. provide sufficient detail to allow the work to be reproduced. to break the chain of covi-19 virus, work-from-home (wfh) policy is enforce to the university in indonesia and among place is the faculty economy and business (feb) universitas pembangunan nasional "veteran" at yogyakarta. this research purpose is to identify the influence of wfh on productivity of lecturers and education staff with technology as its intermediate variable, during this covid-19 policy. this study uses quantitative methods with 96 (80%) from 120 respondents. the data was collected using a questionnaire, then tested the validity, reliability, and evaluation of the model structure using data analysis tools smartpls 3.0.0. the results of data processing explained that there was no relationship between wfh and technology-mediated behaviour (p-value = 0.297; t-statistic = 1.043). a different yield of wfh data processing with productivity. it was found positive and significant influence but mediated partially competitive by technology. the path coefficient value of the direct relationship between wfh and productivity is 0.206 (p-value 0.034; t-statistic = 2.132) that the indirect relationship between wfh and productivity is mediating by the technology of 0.353. the limitation of this research is that it is only carried out in, our sample, not yet in a comprehensive manner at the university level, yet as we leave as a part of our future research direction. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum │ 33 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) methods already published should be indicated by a reference: only relevant modifications should be described. figures are sequentially numbered commencing at 1 with the figure title and number below the figure as shown in figure 1. addicted and unable to escape from it. rupietta & beckmann (2018) stated that employees who work from home have the freedom to independently schedule their work and have high motivation from within. companies like google and several other companies use the wfh method to increase the creativity, innovation and performance of their employees. the indonesian government is doing almost the same thing as the chinese government to tackle the spread of this virus by issuing presidential decree no. 7 of 2020 concerning the task force for the acceleration of handling coronavirus disease 2019. this regulation and task force state that learn from home, works from home by creating on-line interactions, delaying activities that involve many people, and improving services in the health sector for testing and healing covid19 patients. educational institutions as one of the public services are expected by the government to be able to use technology platforms to carry out learning and work from home. figure 1 presents that the education industry is one of the industries that is affected and has the potential for failure. the faculty of economics and business, upn "veteran" yogyakarta as a government agency faces challenges in carrying out its duties and functions. this challenge is not only from the government but also to the community as stakeholders. figure 1. decoding the economics of covid-19 the faculty of economics and business as one of the faculties at upn "veteran" yogyakarta carries out its duties and functions by using technology or based on online. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum 34 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) this starts with conducting the mid-semester examination on march 17, 2020 online until lectures after mid-semester. thesis consultation or guidance also uses the same thing between lecturers and students. the appeal to work from home or work from-home (wfh) is applied obediently by the academic community in the feb upn "veteran" yogyakarta. the background described above underlies researchers to research the impact of policies implemented on academic behavior and performance as an impact of policy implementation by agencies. behavior and performance are important concerns considering the duties and responsibilities of lecturers and educators of feb upn "veteran" yogyakarta as public servants. research contribution this research makes a positive contribution to the institution as an additional consideration for stakeholders for planning preventive actions in facing uncertain conditions in the future, especially with academic services. contribute to science and the world of education in measuring the productivity of lecturers and education personnel so that they have clear basics and standards, especially in the current conditions of learning and working from home. literature review work from-home (wfh) mungkasa (2020) explained that working from home or work from home is the responsibility of work performed by an employee for a certain period outside the office with the help of technology. the remote working categorization is divided into 3 categories. first, workers who work telecommuting. second, the work is carried out in the satellite office and third, in mobile work. macrae & sawatzky (2020) explain that remote work is a new working method that is currently being developed. the development of this work method is due to the use of technology, not knowing demographics, the flexibility of employees related to improved productivity, job satisfaction, and agreed work contracts. behavior longino & longino (2015) define behavior as something or someone's actions that can be observed, measured, and repeated. this behavior can be measured using the target behavior that can be set for the assessment. navrátil, hladká, david, & duspivová (2017) explain that work from-home has criteria in its implementation. wfh is a working trend that is flexible by working hours determined by the organization. apart from being flexible, wfh also provides freedom in working hours and work processes that use technology. terms that are often referred to in addition to wfh, such as remote work, homeworking / home office, home-based work, teleworking and others. nordin, mohd baidzowi, & razak (2016) states that working at home helps employees lead a balanced life without being constrained by office hours and free scheduling. life balance is obtained from reduced stress loads, reduced transportation costs, and no reduced responsibility to the family. the use of technology helps employees in malaysia to work from anywhere. the results of research by saludin, karia, & hassan (2020) conducted the same study in malaysia. the study concluded that wfh is a solution to having a balanced life and recognition. the results of this study also provide a framework that explains the factors that trigger the realization of wfh and the basic requirements that organizations must have in their implementation. the triggering factors are management, competition, nature of work, attitudes, internet communication technology (ict), knowledge, employee desires, and costs. requirements that must be met by organizations such as space, employee status, nature of work, working hours, communication/ ict, reward systems, employee home-work, cost savings, and legal issues. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum │ 35 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) productivity yilma goshu, kitaw, & matebu (2017) explain that productivity is the concept of using existing resources within the company by considering the effectiveness in their allocation. gordon & gretton (2015)explain that good productivity growth comes from hard work and long working hours. productivity is generated from workers or employees who work "smart". productivity does not indicate how much the amount of output is produced but how resources are processed effectively used to produce output. mautz (2018) states that the extraordinary productivity of telecommunicators who work at home all day long. employees who work at home are much more productive than employees who have to go to the office, arrive late or arrive early, which turns out to be distracting employees. the study, which was carried out for nearly 2 years, also explains that fewer employees take time off, reducing carbon emissions from motorized vehicles, saving companies about $ 2,000 per employee by reducing the number of office space to rent. the same research was conducted by dr. revenio c. jalagat & jalagat (2019) who explain that trends and methods of working from home are currently developing. this trend is developing because of several benefits such as increased productivity, flexibility, internet access, cost savings, a better environment, and a good impact on the environment. the survey conducted by topcontent (2019) found 13 developed countries that have successfully implemented the working from home method. a survey conducted by the global research study (2020) shows that more than 72% of employees have experienced a change in work location due to the covid-19 pandemic. the results of this survey concluded 4 important things that are happening at this time. first, workers feel that productivity is increasing compared to usual. second, workers use technology as assistants who help work. third, there are additional personal costs while running wfh. fourth, the comfort of working at home raises the desire for wfh to be enforced forever. work-from home (wfh), behavior, and productivity doing work from home improves one's self-welfare even though you will do homework simultaneously (song & gao, 2018). a survey conducted by an economic platform explained that employees who work at home spend just 22 minutes a day off. they also work 14 16.8 more days a month compared to employees who work in offices. employees who work at home only spend 27 minutes a day on unproductive activities (beauregard, basile, & canonico, 2013). timsal & awais (2016) explained that wfh has a positive impact on the company. the impact for employees is that those who usually leave for the office earlier to avoid congestion no longer need to worry about it, their stress levels are reduced due to the office environment and their increased creativity. the impact obtained by the organization is that the recruitment of reliable top management positions is no longer limited by geography and even the possibility of recruiting employees from competitors in similar industries, saves operational costs, and most importantly helps create a balance of life and work for employees. in general, timsal & awais (2016)stated that the benefits of wfh are: 1. feeling a more flexible environment because you can set your hours; 2. apart from stress disorders for example professional conflicts that occur in the office; 3. no distance to home and family 4. have better health and a more balanced work life 5. the long term provides increased productivity and creativity. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum 36 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) based on the existing review literature, the proposed hypothesis is presented as follows. h1: work from-home (wfh) has positive impact on the behavior of faculty and academic staff with technology as intermediated variable. h2: work from-home (wfh) has a positive impact on the productivity of lecturers and educational staff mediated by technology. methodology apuke (2017) explains that research with quantitative methods is carried out to test hypotheses and test the significance and insignificance of the variables used. the design of this study used exploratory techniques using data analysis tools smartpls 3.0.0. the purpose of using this analysis tool is because it is exploratory or extends to existing theories. the variables used in this study consisted of 2 endogenous variables (behavior and productivity), 1 exogenous variable (wfh), and 1 mediating variable (technology). data testing is done by testing the validity (test loading factor, ave value, discriminant validity, and cross loading) and reliability (calculating composite reliability and cronbach's alph). furthermore, the model structure test is carried out using analysis r-square, path coefficients, t-statistic, predicted relevance and model fit. the population and sample of this study were 120 lecturers and educators at the faculty of economics and business upn "veteran" yogyakarta with a total of 96 questionnaires returned. the assessment indicators in the questionnaire use a likert scale of 1-7 for the behavior assessment variables. assessment indicators for whf, technology, and productivity variables use a likert scale of 1-5. result and discussion results the questionnaire used refers to the questionnaire prepared by the global workplace analysis which is then replicated and adjusted to the conditions in the study sample. the questionnaire was distributed to 120 respondents and the questionnaire was returned with a total of 96 questionnaires. the meta data of the 96 questionnaires consisted of 48 women and 48 men. the results of the survey data from the distributed questionnaires are presented as follows. testing the validity and reliability of data for the variables defined in this study. the validity test was done by testing the loading factor, ave value, discriminant validity, and cross loading. test the validity of the endogenous variable productivity using the loading factor shows that there are 5 indicators (p6, p8, p13, p14, and p15). the validity test on the behavioral endogenous variables obtained 3 indicators (per1, per2, and per3). testing the composite reliability coefficient value must be greater than 0.70 and the average variance extracted (ave) value must be greater than 0.50. the test results of the composite reliability coefficient are presented as follows. wfh (x) productivi ty (y) technology (m) behavior (y) figure 2. hypothesis schema international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum │ 37 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) table 1. composite reliability coefficient, cronbach's alpha, and ave value cronbach's alpha composite reliability average variance extracted (ave) behavior (y) 0.869 0.880 0.717 productivity (y) 0.943 0.946 0.661 technology (m) 0.918 0.922 0.710 wfh (x) 0.967 0.871 0.794 source: processed data testing discriminant validity is done to test the validity of the variables used in value must be greater than 0.70). the results of testing are discriminant validity presented in the following table. table 2. discriminant validity behavior (y) productivity (y) technology (m) wfh (x) behavior (y) 0.847 0.000 0.000 0.000 productivity (y) 0.555 0.813 0.000 0.000 technology (m) 0.472 0.779 0.843 0.000 wfh (x) 0.347 0.559 0.527 0.891 source: processed data the model test value is 0.726 or 72.6% which is obtained from the nfi value. the r-square value for the endogenous variable behavior was 0.236, the endogenous variable productivity was 0.637, and the mediating variable was 0.277. the p value for h1 is 0.297 and h2 is 0.034. the tstatistic h1 is 1.043 and h2 is 2.132. the results of processing the model structure are presented in the following figure. the path coefficient values for each hypothesis are 0.136 and 0.206. the value of indirect effects for h1 = 0.211 and h2 = 0.353. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum 38 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) discussion the results of data processing in the analysis section above serve as material for discussion in this section. this discussion will begin with a summary of the hypothesis results that are presenting in the following table. table 3. summary of hypothesis results hypothesi s predictio n variabl e path coefficien t pvalu e tstatisti c significan t result h1 + xmy 0.136 p = 0.297 t <1.96 not significant not supporte d h2 + xmy 0.206 p = 0.034 t> 1.96 significant supporte d source: processed data the first hypothesis is building from literature formulated in the sentence work from home (wfh) has a positive effect on the behavior of lecturers and education staff mediated by technology is not accepted / not supported. based on the results of tests carried out, the tstatistic value is less than 1.96, which means there is no significant influence between the variables. the seconded hypothesis is formulating in the sentence work from home (wfh) has a positive effect on the productivity of lecturers and education staff mediated by technology accepted/supported. based on the results of tests carried out, the t-statistic value is more than 1.96, which means positive influence. p-value is less than 0.1, which means a positive impact. figure 3. structure model testing international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum │ 39 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) table 4. direct and indirect effect test results h2 direct effect indirect effect path coefficient t-statistic path coefficient t-statistic x-y 0.206 t> 1.96 x-m-y 0.353 t> 1.96 source: processed data direct and indirect testing only carried out for h2 because h1 did not support or unaccepted from the test results. the directing test of the path coefficient test results for exogenous variables to endogenous variables is smaller than the indirect test. wong & kwong-kay (2016) explain that mediating variables used to see the direct and indirect effects of endogenous and exogenous variables in data processing using pls. based on the results of hypothesis testing and the explanation above, the mediating variable in the second hypothesis only mediates partially competitively. this condition explains that there may be other factors that support the productivity of lecturers and education staff besides technology. the results of this test supported the initial aim of the researchers to determine the impact of wfh policies on changes in behavior and productivity for lecturers and education staff in the feb upn "veteran" yogyakarta. find that the technology used during wfh did not affect behavior change. technology has a partial effect on increasing the productivity of the implementation of duties and responsibilities for public services. conclusions and further research the result of the processing and analysis of the research findings is the first impact of wfh as policy implementation doesn't change the behavior of lecturers and education staff mediated by technology. second, wfh has a partial or partial competitive effect on productivity because of the mediating variable (technology). this partially competitive effect of technology can be used as a basis for management to replace other factors that will fully support increased productivity. this productivity becomes necessary if the online study policy implementation in the 2020/2021 academic year. lectures and online services are needed to maintain their quality optimally because of the duties and responsibilities of institutions as public servants in the field of educational services. further research should be using qualitative methods with the type of case study. the findings from this research are using as a reference for obtaining depth of research results. this method can dig deeper into other important factors that will help increase the productivity of lecturers and education staff. references apuke, o. d. (2017). quantitative research methods : a synopsis approach. kuwait chapter of arabian journal of business and management review, 6(11), 40–47. https://doi.org/10.12816/0040336 beauregard, a., basile, k., & canonico, e. (2013). home is where the work is: in acas and beyond. in acas research publications. https://doi.org/10.1089/ast.2006.0095 dr. revenio c. jalagat, j., & jalagat, a. m. (2019). rationalizing remote working concept and its implications on rationalizing remote working concept and. global journal of advanced research, (june). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 32-40 impact of work-from-home policy on behavior and productivity of lecturers and education staff afni sirait; sri luna murdianingrum 40 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) erickson, r., moulton, d., & cleary, b. (2018). are you overlooking your greatest source of talent ? deloitte review, (23), 42–51. frey, c. b., ainley, j., curmi, e., garlick, r., pollard, m., chen oxford martin fellow, c., … pritchard, w. h. (2020). technology at work: a new world of remote work. in citi gps: global perspectives & solutions. global research study. (2020). technology and the evolving world of work. gordon, j., & gretton, p. (2015). on productivity : concepts and measurement. australian government productivity commission, (february), 23. longino, h. e., & longino, h. e. (2015). defining behavior. studying human behavior, 151–178. https://doi.org/10.7208/chicago/9780226921822.003.0009 macrae, i., & sawatzky, r. (2020). remote working : personality and performance research results prepared by ian macrae and roberta sawatzky. mautz, s. (2018). a new study reveals why working from home makes employees more productive | inc.com. mungkasa, o. (2020). bekerja dari rumah (working from home/wfh): menuju tatanan baru era pandemi covid 19. jurnal perencanaan pembangunan: the indonesian journal of development planning, 4(2), 126–150. https://doi.org/10.36574/jpp.v4i2.119 navrátil, m. m., hladká, m. m., david, m. d., & duspivová, i. k. p. d. (2017). remote work problems and their solution for employees. nordin, n. n., mohd baidzowi, f. m., & razak, r. a. (2016). understanding the work at home concept , its benefits and challenges towards employees. social sciences research, 2016(july), 109–118. rapp, a., tirassa, m., & tirabeni, l. (2019). rethinking technologies for behavior change: a view from the inside of human change. acm transactions on computer-human interaction, 26(4). https://doi.org/10.1145/3318142 rupietta, k., & beckmann, m. (2018). working from home: what is the effect on employees’ effort? schmalenbach business review, 70(1), 25–55. https://doi.org/10.1007/s41464-017-0043-x saludin, n. a., karia, n., & hassan, h. (2020). working from home (wfh): is malaysia ready for digital society? entrepreneurship vision 2020: innovation, development sustainability, and economic growth proceedings of the 20th international business information management association conference, ibima 2013, 981–989. song, y., & gao, j. (2018). discussion paper series does telework stress employees out ? a study on working at home and subjective well-being for wage / salary workers does telework stress employees out ? a study on working at home and subjective well-being for wage / salary workers. iza discussion paper, (11993), 2. timsal, a., & awais, m. (2016). flexibility or ethical dilemma: an overview of the work from home policies in modern organizations around the world. human resource management international digest, 24(7), 12–15. https://doi.org/10.1108/hrmid-03-2016-0027 topcontent. (2019). 13 best countries in the world when working from home. retrieved august 6, 2020, from topcontent website: https://topcontent.com/for-writers/blog/bestcountries-work-from-home/ wong, k., & kwong-kay. (2016). mediation analysis, categorical moderation analysis, and higherorder constructs modeling in partial least squares structural equation modeling (pls-sem): a b2b example using smartpls. the marketing bulletin, 26(may), 1–22. https://doi.org/10.13140/rg.2.1.1643.0562 yilma goshu, y., kitaw, d., & matebu, a. (2017). development of productivity measurement and analysis framework for manufacturing companies. journal of optimization in industrial engineering, 22(april), 1–13. https://doi.org/10.22094/joie.2017.274 5-22-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 1 number 1 (2017): 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani1* 1 universitas gadjah mada, yogyakarta, indonesia abstract this paper attempts to explain the discourse of motherhood in both south korea and indonesia. it is based on the interesting dynamic of being mother that is much influenced by the interrelated actions played by number of dominant actors around woman itself. by using a comparative study, it is found that the map or the trace of political economy in terms of developmental agenda, in fact drives the difference flows in shaping the notion of motherhood. in indonesia, for being mother, women exist in the intersection of state intention, industrialization and culture pressure. indonesian motherhood is interestingly in line with another analysis, such in their relation with housemaids. meanwhile, in south korea, the description of motherhood occurs in the middle of nationalism spirit, competition, ambience and family routine. hence, this study concludes that being mother is highly contested and closely associated with the endless structural and cultural issues. keywords: contested motherhood; comparative study; being mother; south korea; indonesia introduction the term “mother” had been studied for centuries. the recent definition of mother is often embedded with woman, found in heterosexual family, and given to those who already have children. this conception then grows along with the new invention of nuclear family. while feminists argue that term mother inside nuclear family is likely created by patriarchal society, in previous civilization, people may have other ways to define a “mother”. they usually use historical traces to ensure that primitive matriarchy ever been exist to recognize mother as head of family and community (allen, 2005). lerner (1982) for instance emphasizes that in most primitive societies, of the past and in all hunting/gathering societies still existent today, women provided the average of 60 percent or more of the food. to do so, they often wandered far from home, carrying their babies and children with them. in addition, engels used the term “mutterrecht”, referred to as “mother right”, derived from bachofen to describe matrilineal kinship relations, in which the property of men did not pass to their children but to their sister children (lerner 1982:23). literature review in the more real description, the novel of “lake of motherland” could be deployed as a reference to see that mother in particular time and place was the leader in both of family and community (namu and mathieu, 2007). this novel also shows that property ownership mostly goes to women, while man, as husband or father would just visit woman’s house when they want to meet their wife and/or children. the most important thing to underline is that the definition of mother, based on historical contexts, is much contextual. moose (1993) even put a fundamental question whether being mother is a natural *corresponding author research synergy foundation e-mail: desintha.asriani@gmail.com doi: https://doi.org/10.31098/ijmesh.v1i1.5 international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani 16 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) issn 2580-0981 (online) process since “mother” could be part of a social term. she then gives an example that in matableland, south africa, the term “mother” does not always related to biological relationship, while in india mother in-law and the grandmother often take care all nurturing role, except breastfeeding. in this sense, moose aims to explain that if women are merely embedded with domestic chores as a requirement to be called “mother”, other works that are performed by women may be not recognized. subsequently, in the industrial society where people, whatever gender, are able to actively participate in workplace, the dichotomy of housewife and working-mother then emerges as additional identity that should be applied. the term “housewife”, as also written by moose (1993), was first accounted when industrial process enabled men to imitate aristocratic group who owned unemployed housewife but these wives could represent their husbands’ status and property. while in the past household symbolized the unit of production, the meaning of industry shifted to be the centrum of consumption at the present. accordingly, public and private become the important finding to divide the space in which it raises the segregation based on gender. further, by utilizing gender role construction, the state does exercise the power as well as the intention to gain some political agenda. in order to limit population growth, for instance, being mother means having a docile body that would not mind to be engineered by a series of contraception method. state, capitalism and technology may come as colony to re-construct motherhood through the body (mies ,1993). in this sense, being mother is increasingly contested. for being mother, women should consider not only the biological matter, but also negotiate their social status, gender role, capital and space. this paper mainly focuses to analyze the flow of contested motherhood within the intersection of state intention, industrial society and culture discourse. south korea and indonesia then become the compared setting for several reasons. first, indonesia and south korea simply have similar social critic over the patriarchal social structures in some way. while south korea is strongly influenced by confucianism, indonesia has some values coming from culture and religion in dealing with the issue of gender and inequality. second, gender problem caused by industry expansion such as, feminization of labor, is happening in both south korea and indonesia. it means that the space segregation influencing the shift paradigm of being mother may be internalized by societies on those countries. however, third, south korea and indonesia have different approach in dealing with industrialization even though the economic progress among those countries and the intention to have dictator leadership were relative similar in post world war ii. considering the huge number of population and limitation economic capital, indonesia tended to use its authoritarianism to strengthen the bureaucracy system as development foundation. on the other hand, south korea preferred to raise much more on entrepreneurship to fostering the national economic cycle, and it was remarked by the birth of chaebol group. those development approaches then interestingly become highly decisive matters in determining those who would be the power holder and it also influences the forms of relationship among society in micro level. furthermore, this situation may stimulate the distinguished problem dynamic and even the different negotiation ways, in terms of womanhood or motherhood. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) │ 17 issn 2580-0981 (online) methodology this study is simply a comparative research using south korea and indonesia as the main settings. as a data collection, it would utilize some secondary data regarding to previous research in south korea and indonesia concerning the issue of motherhood or womanhood, there are many researches have been conducted. however, some of them usually just put one context as a framework. the research of state ibusim (motherhood) in indonesia, for instance, tries to reveal gender trouble in terms of motherhood but the researcher more focused on the power relation between state and women (suryakusuma, 1996). also, in other exploration of woman and labor, some scholars tended to elaborate the problem of feminization of labor as the trigger to criticize motherhood conception (caraway 2007, jones 2004). however, in south korea, there is an interesting research about managing mother and kirogi family. (finch and kim 2012) trying to problematize the intersection of industry demand and motherhood discourse. it then inspires some researchers to raise similar possibility of study in indonesia. it could be more complex because there are several intentions such as state, market and culture that are likely mixed up to compete each other and it has been determining the ideal notion of motherhood. further, those fragmented secondary data whether coming from indonesia and south korea would be compiled and connected and serve as basic information in this comparative study. the following part discusses the investigation result of interrelated situations of politic, industrialization, culture and motherhood in both south korea and indonesia. those data would be the bridge to deliver the comparative discussion in the next passage. the last part of this study will conclude that by revealing the problem of motherhood in both countries, we can recognize those who are involved in constructing motherhood and how its construction works around women’s life. in a more critical point, this study could contribute to raise further action in terms of woman liberalization. in this research, however, i should admit that the knowledge about south korea is not as much as over indonesia. thus, it may have some limitations due to the imbalanced data coming from both countries, even though the few experiences in learning south korean woman studies give much insight, inspiration and encouragement to develop this paper. result and discussion motherhood and the unavoidable competition in south korea the study of contemporary south korean family has sought to reconfirm the functionalist thesis of industrialization and the nuclear family. a research on family change, following industrialization has either examined the development from a traditional family structure to the nuclear family (kyung 2005). nuclear family here is assumed as a breakthrough to create more democratic relationship between husband and wife as feminists wish to gain gender equality inside the private relationship. however, this fantasy is in fact hindered by another demand coming from the society and the market. as mentioned that nuclear family is still far away from the realization of being conjugal family. it is since first even a love marriage takes place, parental support is most important in situations where woman and man to be married are not economically independent. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani 18 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) issn 2580-0981 (online) second, it is interesting that the difficulty to get conjugal family is caused by the inclination focus on the children. the excessive competition surrounding university entrance examinations and the very high educational hopes that parents invest in their children molds the everyday life of parents to become more child-focused (kyung 2005). the current trend to feel much worry or consider children education is increasingly happening when after school market massively grows in south korea. in april 2000, the constitutional court decided that state regulation had technically prohibited private educational institutes since 1980. along with the adoption of english as part of the elementary school curriculum in 1997, this court decision has had an important effect on the private after-school market, especially for elementary school. this court decision should be understood in relation to the context of neoliberal educational reform, which dramatically changed the rhetoric of educational values from uniformity and equality to one of creativity, excellence and diversification (park 2005: 102-103). shortly, being mother also means having special ability to carry a more complex responsibility in preserving class status in family through children education. child-focused and placing families as materialistic unit are also shown in the phenomena of kirogi family. as class reproduction is a very important matter, family would send their children to study aboard. in the context of motherhood, kirogi family regards women as mothers, while men stay behind as father and breadwinners in high status occupation (finch and kim 2012). concerning to this, mother role becomes very essential. the term of manager mother then becomes a special diction applied to a number of housewives. they should make sure that all children study well, pass every examination and are accepted in a prestigious school. children achievement means that the family has been successful in maintaining their class and social status in society and this responsibility fully goes to the mothers. as one instance, a housewife was sending her two kids to 23 after-school programs, while keeping two different diaries—a weekly planner and a journal—in order to keep track of her children’s schedule. thus, it is very common for middle class married women to be full time housewives and do not really consider to having social life with their peers (park 2005; 108). this situation seems to not be able to be ignored because most children also have been educated to be ambitious and competitive. hence, women would devote their life to family, while children have ambition as being chosen student (or citizen) as rhetorical education values constructed by the state. motherhood in indonesia: the power of state, industry and culture the dynamic of motherhood discourse in indonesia is little bit different, even though women also get similar hidden oppression, in terms of gender inequality. the social construction of motherhood also much relates to the domestic chores and other family maintenance, including the responsibility of children education. however, the difference of state logic in dealing with development agenda provides a distinct dynamic. the journey of the contested motherhood in indonesia could be started from suryakusuma (1996) on the idea of state of ibusim. state of ibuism itself is one of the faces of bio-power provided by the state in defining women as appendages and companions to their husband, as procreators of the nation, as mothers and educators of children. this concept of womanhood is maintained in national level by dharma wanita, while in the villages, pkk (pembinaan kesejahteraan keluarga, family welfare international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) │ 19 issn 2580-0981 (online) guidance) is the primary channel between the state and village women through which the official ideology is filtered (suryakusuma 1996). the conception of placing woman in the notion of state of ibusim is in line with government idea to exercise power in any level. in this sense, the government actually attempts to create the imagination of “being ideal” over civil servant, family and even women. a perfect civil servant should come from a harmonious and moralist family. they should not get divorced, had supportive wives and delivered a promising generation (read: children). women then are organized in particular groups in both national and local level to be internalized the lesson of being full time husband’s companion and ideal mother. meanwhile, the time of the emergence of state programs promoting full time domesticity for women citizens is parallel to the period of rapid industrialization of the indonesian economy and a massive movement of migrant rural women in factory labor (jones 2004). also, civil servant is interestingly regarded as part of a middle class society or in local term they are called as priyayi (aristocrat). shortly, the intersection of state of ibuism, priyayi and rapid growth of industrialization enables the rendezvous between full-time housewives and their maid. the existences of maids then were very beneficial for wives, especially to help their physical domestic tasks, while they would focus more on emotional fulfillment of husband and children. in jones’s (2004) research, it is even found that family and particularly wives would maintain their strong connection with the maids. maids were sometimes regarded as if they were member of family; therefore they would keep being faithful to accompany the wives in accomplishing the number of responsibilities. comparative discussion based on those existing problems in both south korea and indonesia, we can see that even though those countries have similar concern of women oppression, they do have different expressions in dealing with the problems. as it was previously described, indonesia and south korea have a distinct way in applying their political approach regarding to the economic development and industrialization post world war ii, there was any theory mentioning about the strong relation between industrialization process and the growth of powerful state (budiman, 1999). for some developed states, they do not really need to be involved in fostering the productivity because the society consisting of rich developers would easily share the capital. however, for developing countries, they need much effort to gain capital substitution from outsider. the state involvement then becomes a very important matter. in this case, the idea of building the bureaucratic authoritarian state was applied in some countries, including indonesia and south korea. the bureaucratic authoritarian state is different to fascist or communism state. in this style, people are strongly suggested to stay away from political issues and just requested to work for supporting development goals. the state, here emerges as bureaucratic machine having specific agenda to increase economic productivity; thus, its basic ideology is actually anti-participation. in order to deal with this intention, the state needs to be more powerful because economic development requires the politic stability. in some cases, this kind of state often works along with the economic technocracy and military (budiman 1999, 15). however, the problem is south korea and indonesia practice different processes. as known that south korea, at a glace is relatively successful in making an economic breakthrough. on the other hand, indonesia is in fact trapped in a more complex situation like corruption international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani 20 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) issn 2580-0981 (online) and bigger class segregation. since authoritarianism practiced by south korea is equal with the advent of superior bourgeois coming from outside, in which further they would stimulate the economic competition inside. as noted that it is widely recognized that the institutional framework of economic development in south korea was the “state-banks-chaebol nexus” far into the mid 1990s. in this framework, often knows as “south korea inc”, the three key actors, which are the state, banks and chaebol, closely collaborated and were institutionally interlinked with one another for the purpose of the country’s economic growth and industrial transformation (jang 2005: 47). nonetheless, the bourgeoisies in indonesia, in fact much come from inside country, while the elites in bureaucracy and state power holder work together to make such nepotism. the strong relation between state and business community even triggers a metaphor that if in many western nations money begets power, in indonesia power begets money (suryakusuma, 1999) since the government really holds the power to take over all development projects. therefore, in the context of social politic, the class segregation was increasingly wider. for poor women, layers of oppressions dominate their daily life. in spite of feminization of labor, they still should face other uncertainties and the absent of government attention in giving the social safety guarantee. meanwhile, as written above, the policy to discipline civil servant becomes very important in indonesia. during the new order political participation, for instance, was limited to voting at the election held every five years from 1971 onwards. the election was more regarded as duty than a right because the state power always set the election into one conclusion: golkar (new order party) always won by a comfortable margin due to the government manipulation (blackburn 2004: 103). women participation was not counted because they likely did not have any intention in political sphere. if they should participate in election, they of course followed their husbands’ choice, which it aimed to support the ruling state. it also related to the internalized values from dharma wanita that women were to be the main supporters for their husbands, educators of children, supplementary income-earners, housekeepers, and members of indonesian society (ilhami 1995 in blackburn 2004). international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) │ 21 issn 2580-0981 (online) comparative study of motherhood in south korea and indonesia korea indonesia development agenda entrepreneurship encouragement; cheabol power technocratic encouragement; civil servant base society relationship nationalism; competition docile citizen; class segregation motherhood in the middle of family and market demand in the middle of state, family and market pressure negotiation full time housewives maintain good relationship with housemaids table 1. comparative study of motherhood in south korea and indonesia based on the table above, it is clearly shown that the contest of being mother either in south korea and indonesia is much influenced by the state traces in dealing with developing agenda. while the result of indonesia development agenda is docile citizen and class segregation, mostly, the korean society is likely to internalize the spirit to mutual competition and the values of nationalism at once. as one of the examples of nationalism construction, it could be found through how korean society often put the symbols of songhwa story in some important events purposely to unite people in same feeling of state ownership. thus, for children, it is very narrow to decide their study intention whether as truly ambition to be a good student or to be regarded as chosen citizen by state or both. therefore, in order to maintain the competition, mothers in south korea, as expressed by manager mothers prefer to transform to be full time housewives as a way to deal with the notion of motherhood. they need much time allocation to maintain everything relating to family needs fulfillment and class reproduction scheme. in this case, their performance degree of being manager mother would significantly determine the social recognition of being mother itself. meanwhile, in indonesia, strong state pressure comes along with the opportunity to be part of middle class, in which it enables wives to have good relationship with housemaids. hence, indonesian mothers always maintain a good relationship international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani 22 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) issn 2580-0981 (online) with their housemaids as a way to fulfill all domestic responsibilities without losing the “harmony” bonding with their husband and state. conclusion being mother is not a simple thing and cannot be reduced in one or two particular explanations. this study shows that motherhood is highly contested not only in the framework of gender equality, but also in the wider structural and cultural matter. in addition, this study has revealed the map of actors who are involved in the construction project of “being mother” and how it works and is internalized by women, particularly in indonesia and south korea. furthermore, women, even though they tend to be more vulnerable to be objected, commoditized or oppressed, in fact increasingly grow to create series of strategy to deal with. in another point, motherhood or manager mother in korea is likely preserved because they have an important role to continuously maintain the financialization in south korea itself. likewise in indonesia, motherhood or womanhood is closely associated with the term of state ibuism and it becomes one of the key actors in supporting state intention, while it strongly relates to the agenda to reproduce the docility. lastly, this study, even though it is short, it is interesting enough to be continued by other research; therefore there would be much more related facts that could be found as well as the way to build alternative narration, in terms of women liberalization references budiman, a. (1991). negara dan pembangunan: studi tentang indonesia dan korea selatan. yayasan padi dan kapas. caraway, t. l. (2007). assembling women: the feminization of global manufacturing. cornell university press. finch, j., & kim, s. k. (2012). kirŏgi families in the us: transnational migration and education. journal of ethnic and migration studies, 38(3), 485-506. jang. j.h. (2010). neoliberalism in south korea: the dynamics of finalization in song, j. (ed.), new millennium south korea: neoliberal capitalism and transnational movements (pp. 46-60). routledge jones, c. (2004). whose stress? emotion work in middle-class javanese homes. ethnos, 69(4), 509 528. kyung, l. j. (2005). neo-familism and women: the modern transformation of the korean family. women's experiences and feminist practices in south korea, 155. gerda, l. (1986). the creation of patriarchy. the creation of patriarchy. mies, m., & shiva, v. (1993). white man’s dilemma: his search for what he has destroyed. ecofeminism, 132-163. mosse, j. c. (1993). half the world half a chance: an introduction to gender and development. oxfam gb. mathieu, c., & namu, y. e. (2003). leaving mother lake: a girlhood at the edge of the world. park. s. j. (2010). educational manager mothers as neoliberal maternal subjects. in song, j. (ed.), new millennium south korea: neoliberal capitalism and transnational movements (pp. 101-113). routledge suryakusuma, j. i. (1996). the state and sexuality in new order indonesia. in sears, l. j (ed.), fantasizing the feminine in indonesia (pp. 92-119). duke university press. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 15-23 being mother: comparative study of the contested motherhood between south korea and indonesia desintha asriani © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), issn 2580-0981 (online) │ 23 issn 2580-0981 (online) wolf. d.l. (1996). javanese factory daughter. in sears, l. j (ed.), fantasizing the feminine in indonesia (pp. 140-162). duke university press. microsoft word 2. 667 effectiveness of observe ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 229-239 corresponding author maryrose.villanueva002@deped.gov.ph doi: https://doi.org/10.31098/ijmesh.v4i2.667 research synergy foundation effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva1, glen p. cortezano2 1, 2 laguna state polytechnic university, philippines abstract the study determined the effectiveness of observation response and self-approach (orsa) in improving the grammatical competence of grade 7 learners of looc integrated school. this study used the quasiexperimental design and pre-test/post-test questionnaire. orsa was used as an approach to teaching students grammar, including wh questions, verbs, and prepositions. this was limited to selected grade 7 students with the lowest grammatical competence. the orsa study was taken from the name of the author itself, a new way to assess students through positive assessments that explores the learner's innate talents and skills and to reassure and encourage the development of strength in students. it is also centered on the pedagogical approaches and emphasizes the use of positive assessment as to its unique feature in evaluating students’ performance utilizing non-threatening assessments that motivated the students to develop selfefficacy and eventually become an independent learner whose competencies acquired are internationally aligned and acceptable even during this new normal in the time of the pandemic. the idea of orsa can be anchored on locke’s idea of reflection. before applying the approaches, students got lower scores. after being exposed to the approaches, their mean scores increased. it can be implied that through the use of orsa, the students think and question what they have learned through the persuasion of the teacher; they believe in themselves and in what they have learned. orsa and k to 12, the two groups of studentparticipants have different levels of grammatical competence. as observed in the obtained means, students exposed to orsa achieved higher grammatical competence as compared to students exposed to k to 12 teaching approach. this connotes that orsa is proven effective in enhancing the grammatical competence of the students. keywords: positive assessment, self-efficacy, k-12 approach, observe and relate self approach this is an open access article under the cc-by-nc license. introduction the english language has been generally recognized as an active universal language in the world (rao, 2019). nowadays, many people, especially students, ought to master english since it is considered the lingua franca of the world. mastering the english language help people to communicate effectively around the globe, whether in business, education, medicine, or many other fields. therefore, mastering the english language is an essential value for the students to have. by mastering the language, the students can improve both in academic and life skills themselves. once the students can comprehend it, he or they can be wellaccepted by society. however, in the recently concluded programme for international students assessment (pisa), where the grammatical competence of students in english is highly involved, the philippines scored 353 in mathematics, 357 in science, and 340 in reading, all below average. according to the department of education, the pisa’s result also reflects classroom instruction. with this, deped leads to a major reform of educational processes, including assessment of classroom instruction. likewise, the manila times (september 26, 2019) reported the national achievement test (nat) results, where grade 6 consistently got low scores for three consecutive years, 2015-2018, with a summation of 38.27. meanwhile, grade 10 students were steady on “low mastery” with 51. 41 in 2013, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano | 230 and 43.93 in 2018. the low results of nat were brought by the shift in the design of the nat exam. from the basic education curriculum, it was designed to assess 21stcentury skills of the learners such as problemsolving, information critical thinking (dino, 2019). a study revealing another reason for low nat result was conducted by dar & go (2016) on the national achievement test performance in english of the selected public secondary schools in manila; the findings of their study revealed that the population of students per class is big. the majority of fourthyear students showed a “moderately satisfactory “performance in the english area of nat as they fell only on the average performance. the results of performances also revealed that the big class number of student population dramatically affects the outcome of students’ learning. in the study conducted by bernal (n.d) in ricoronda national technical vocational school in iriga city, she found out that the grammatical competence of grade 7 students was below average. students were graded below average in pronouns, adjectives, nouns, and conjunctions, while they were poor in verbs, adverbs, and prepositions, while the use of interjection got the highest score of 56.50%. in looc integrated school, it can be gleaned from the philippine informal reading inventory (philiri) 2018-2019 results that out of 469 test-takers comprising of 10 sections of grade 7 learners, only 41 or 8.74% passed the pre-test. it only shows the problem of learners' incapability to read and comprehend english texts. the demand to keep track of the fast-pacing development of literacy, particularly in the english language among filipino learners, implies the emerging need for the filipino students to have a parallel vertical take-off vis-à-vis that of global demands of fluency and expertise in the english language. the need to upgrade the quality of education, including teaching strategies and assessment paradigm shift to prepare the students specifically in public secondary schools to be at a globally competitive level, is now an alarming call to the sector of educators concerned. thus, the department of education implemented the enhanced basic education act of 2013, enclosing the policy on classroom assessment. the act stated that “classroom assessment is an integral part of curriculum implementation. it allows the teachers to track and measure learners’ progress and to adjust instruction accordingly. classroom assessment informs the learners as well as their parents and guardians of their progress.” students must be equipped with the essential skills necessary to be life-long learners. to achieve this, the state shall allow every student to receive a quality education that is globally competitive based on a pedagogically sound curriculum with appropriate and innovative assessment techniques that is at par with international standards, mainly in english since this language is a social institution. people created it to communicate well around the globe. it enriches personal and business ventures. through the english language, they were able to connect triumphantly to other countries since english is a global language. in the present world, the worth of english can't be denied and disregarded since english is the most continuous language spoken all over. with the assistance of creating innovation, english has been assuming a significant part in numerous areas, including medication, designing, and instruction, which is accepted to be the main field where english is required (kasim, 2008 as cited in heriansyah, 2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229-239 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano 231 | the significance of english skill is a polemical issue from that point forward; subsequently, a lot of specialists attempted to contextualize materials to work on the english capability of understudies. a few scientists zeroed in on educational materials, some on approach like in the investigation directed by lumabao (2013), where he utilized the collaborative approach in teaching grammar to students. in his study, he found out that among the competencies in english, the subject-verb agreement had the highest mean gain score followed by verb tenses, while voices of verbs got the lowest score. moreover, some researchers used a module focusing on sociolinguistic competence, like in the study conducted by lasala (2014) entitled “communicative competence of senior secondary students: language instructional pocket," where the study related the importance of social context, grammar, and social meaning. despite all researches trying to improve comprehension through grammatical competence, studies still prove the declining english proficiency level in the philippines, as shown in the most recent pisa results released last december 3, 2019, which uncovered that the philippines scored least in reading and second-lowest in both mathematics and science. this causes the department of education to release executive order 210 whereas it mandates that there is a need to improve the english proficiency level of filipino learners. it also mandates strengthening the use of english as a medium of instruction to improve the entire educational system. assessment in education has a major role in enhancing and motivating students to learn in class. it can be in various forms, such as formative-given during and after instructions or summativegiven every after finishing a unit lesson. the national achievement test (nat) is an example of a nationwide assessment of the department of education. the nat results reflect the outcome of the educational system, including the curriculum, classroom instructions, and assesment. in the 2018 nat results showed that for the third straight year, the national average means percentage score (mps) in the grade 6 nat continued its downward trajectory at 38.27, the weakest performance in the history of the standardized examination of the deped. on the other hand, grade 10 takers were steady at the “low mastery” range with 51.41 mps in 2013, 53.77 in 2014, 49.48 in 2015 and 49.93 in 2018 (the manila times, september 9, k-12 program’s emphasis on 21st century skills learninglorna dig dino, undersecretary for curriculum and instruction. the importance of assessment cannot be repudiated; in fact, over the past years, it is being considered as one of increasing educational achievement. educators strive to shift standardized assessment into a more constructive way of assessing students’ performances to realize their full potential and be a lifelong learners. thus, the researcher decided to develop an approach, the observe & relate selfapproach (orsa), which intends to assess and improve the grammatical competence of grade 7 students of looc integrated school in the philippines. this approach is supported by the result of the study of shepard (2000), as cited in moe (2012), where he pointed that inappropriate assessment tools can mislead the whole institution and delude the attainment of the institution’s mission and vision. he added that learning scientists generally argue that classroom assessment practices need to be positive to better support learning. assessment should be significantly improved to reflect the empirical results of learning. the educational program designers and implementers should comprehend the progression of evaluation apparatuses since appraisal data and experiences become a piece of the ongoing cycle of movement. besides, educators, as the educational plan front liners, should have a profound comprehension of change in perspective of homeroom evaluation. since numerous instructive specialists accept that if appraisal, educational plan, and guidance were all the more essentially associated, understudy learning would improve (e.g., pellegrino et al., 1999; stiggins, 2012). can spur an instructor to contemplate learning objectives, along these lines prompting the alteration of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano | 232 educational plan and guidance. these adjustments can, thus, lead to refined evaluation systems, etc. the simple presence of homeroom appraisal along the lines examined here does not guarantee powerful learning. the lucidity and appropriateness of the educational program objectives, the legitimacy of the appraisals according to these objectives, the understanding of the evaluation proof, and the importance and nature of the guidance that results are largely basic determinants of the result. the researcher believes that the standardized test is salient in assessing students’ performances since it provides information needed to adjust teaching and learning. however, she also believes that sometimes assessment has been misused nowadays. thus, the researcher developed assessment tools anchored on positive assessment wherein students are given the opportunity to learn at their pace, observe, relate experiences to the classroom activities and eventually acquire self-efficacy to become independent learners. the researcher desires to explore how she constructively assesses students using observe & relate self-approach (orsa). lastly, kaestle & linn (2013) accepted that a well-crafted evaluation instrument could be a positive effect on accomplishing learning objectives of education. thus, this inspires the researcher to seek further on the effectiveness of orsa in assessing the grammatical competence of the grade 7 students of lis. based on the cited conditions of english proficiency, the researcher has decided to focus her study on the use of observe & relate self-approach. it is a positive assessment-based approach that centers on the philosophical pedagogies in teaching 21st century students such as constructivism, collaborative, integrative, reflective, and inquiry-based to enhance the grammatical competence of grade 7 students in looc integrated school (lis) in terms of whquestion, verbs, and preposition. the researcher chose these three areas since students performed low in these areas based on different researches conducted. more so, assessing the level of effectiveness of orsa was also investigated in this study. according to sadler (n.d.), three elements are required if teachers are to use assessment to promote learning: 1.) successfully a clear view of the learning goals (derived from the curriculum) 2.) information about the present state of the learner (derived from the assessment) 3.) action to close the gap (taken through instruction). each of these three components informs the other. for example, formulating assessment techniques for classroom objectives of the study the study determined the effectiveness of observation response and self-approach (orsa) in improving the grammatical competence of grade 7 learners of looc integrated school. research method this study used the quasi-experimental design and pre-test/post-test questionnaire (price, 2015). experimental research is the type of research that can test the hypothesis concerning cause and effect relationships. in this experimental study, the researcher manipulated the independent variable, controlled over relevant variables, and observed the effect on one or more variables. the group of students was exposed to the orsa approach. pre-test and post-test were also utilized for the data collection. this study involved 180 students out of 430 in grade 7 of looc integrated school enrolled during the school year 2019 – 2020. four sections were given pre-test and post-test to determine the effectiveness of orsa approach in teaching grammar in english. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229-239 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano 233 | a match-pairing procedure was used in selecting the participants in this study. the researcher chose four sections out of eight sections of her grade 7 students in english, consisting of 45, 45,43, and 47 students in each section. the study utilized a pre and posttest on grammar awareness that assessed specific competencies on wh questions, verbs, and prepositions. the researcher used the test questions that were lifted from the teacher’s guide of the grade 7 english module provided by the deped as a tool in assessing the students’ grammatical competence. however, the researcher made a revision to make the questionnaire aligned with the positive assessment philosophy. the same set of questions for pre-and post-test was utilized by the researcher. after the research title was conceptualized, the researcher embarked on gathering related literature and studies, which formed the basis for the researcher’s formulation of the statement of the problem and the construction of the main data-gathering instrument. after these were accomplished, a letter was written requesting the principal to allow her to conduct the study in her school. after the approval, the researcher collected data throughout one quarter (fourth grading). the researcher met both groups every day with a duration of one hour per session. group orsa (experimental group) has focused on grammar competence class with wh questions, verbs, and prepositions as their primary topics. as permitted by the english department of the school, these groups had the last pen holder, a continuous remediation activity used by the researcher during the vacant time, to practice the student's grammar skills even after their english class. the same process goes with group grade 7 teaching (comparison group). the said remediation activity has been proposed and approved by the school principal and other grade-level teachers. it has been done to maximize and utilize the vacant time for continuous grammatical competence through practice. the participants of the study underwent a treatment period. lastly, the researcher conducted the pre-test taking among the groups and post-test after the implementation of the orsa and grade 7 teaching approach. the consolidated data were submitted to the statistician for treatment. the study utilized a pre-test and post-test administration. the questionnaire was provided on the grade 7 module in english and was modified by the researcher to align with a positive assessment approach. the questionnaire was sent to three experts in the field of english to establish its validity and reliability. the participants of the study were the grade 7 students of looc integrated school. to analyze the result of the study, the researcher used the following statistical treatment: the frequency and percentage were used to find the pre-test and post-test scores of both groups in terms of grammatical competence. then, the independent t-test was used to see if there was a significant difference between the pre-and post-assessed levels of grammatical competence of each group of learners. lastly, the dependent t-test and sample t-test were utilized to see if there’s a significant difference between the mean scores of pre-and postassessed levels of grammatical competence of each group. comparative analysis was used between the pre-test and post-test with t-test of dependence to determine the effect of orsa approach in teaching grammar in english. the results of the statistical treatment were interpreted to formulate a generalization. recommendations about the study were indicated to be able for future researchers to re-assess the study. the t-test was used to determine the significance of the difference between the pre-test achievement mean, and the post-test achievement means. a comparison of the mean and standard deviation of the post-test was used to determine the progress of the study. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano | 234 results and discussion the table above shows that during the pre-test, the highest number of 33 students with a percentage of 50.8 % of the group that was exposed to orsa scored from 4-6 with the verbal interpretation of fairly competent. on the other hand, in the group that was exposed to the grade 7 teaching approach, the highest number of 38 students with a percentage of 58.5 % scored from 4-6 performed fairly competent too. moreover, the group that was exposed to orsa, the lowest number of students of 3 with a percentage of 4.6%, scored from 10-12 with the verbal interpretation of competent. while, the group that was exposed to the grade 7 teaching approach, the lowest number of student-participants, 13 with the percentage of 20%, scored from 0-3 with the verbal interpretation of incompetent. it can be noted from the results that after the implementation of orsa in the experimental group, 23 students with the percentage of 35.4% increased their score and fell under the competent category; 35 of them got the score 10-12 with an average of 53.8% with the verbal interpretation of competent and only 7 studentparticipants with the average of 10.8% remained moderately competent. while in the other group that was exposed to the grade 7 teaching approach, only 2 student-participants with the percentage of 3.1% scored 13-15 with the verbal interpretation of highly competent, 34 or 52.3 % fall under the competent category, 21 or 32.3% fall under moderately competent and 8 or 12.3 % fall under the fairly competent category. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229-239 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano 235 | as shown in the table above, during the pre-test, the highest number of 23 students with a percentage of 35.4% from the experimental group scored from 4-6, with the verbal interpretation fairly competent. on the other hand, in the group that was exposed to the grade 7 teaching approach, the highest number of 26 students with a percentage of 40% scored from 4-6 performed fairly competent too. moreover, in the group that was exposed to orsa, the lowest number of students of 3 with a percentage of 4.6% scored from 1315 with the verbal interpretation of highly competent. while, in the group that was exposed to the grade 7 teaching approach, the lowest number of studentparticipants of 4 with a percentage of 6.2% scored from 13-15 with the verbal interpretation of highly competent. during the post-test,37 students with the percentage of 56.9% from the experimental group scored between 13-15 points with the verbal interpretation of highly competent, 20 or 30.8% fall under the competent category, 7 or 10.8% fall under the moderately competent, and 1 studentrespondent or 1.5% fall under the incompetent category. from the group exposed to grade 7 teaching approach, from 4 studentparticipants it increased to 9 students with the percentage of 29.2% scored under 13-15 score range with the verbal interpretation of highly competent, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano | 236 18 students-participants or 27.7% fall under the competent category, 17 or 26.2 falls under the moderately competent, 10 or 15.4% fall under the fairly competent category, and 1 student-respondent or 1.5% fall under the incompetent category. during the post-test, in the experimental group, 32 or 49.2% scored 10-12 with a verbal interpretation of competent, 21 0r 32.3% scored from 13-15 with the verbal interpretation of highly competent, and 12 or 18.5% fall under moderately competent. in the group that is exposed to grade 7 teaching, during the post -test, 34 studentparticipants, or 52.3%, scored 7-9 with the verbal interpretation of moderately competent, 18 or 27.7% scored 10-12 with the verbal interpretation of competent, 7 or 10.8% scored 13-15 with the verbal interpretation of highly competent, and 6 or 9.2% scored 4-6 with the verbal interpretation of fairly competent. table 4 shows the significant difference between the pre-test scores of the two groups of students participants before the exposure to the teaching approaches on grammatical competence assessment. the table above shows that there is no significant difference between the pre-test scores of the two groups of student-participants before the exposure to the teaching approaches on grammatical competence assessment in terms of wh questions with a mean difference of 0.000, verbs with a mean difference of -0.308 and prepositions with a mean difference of -0.138. this implies that before the use of two teaching approaches, the two groups of participants had the same level of grammatical competence on wh questions, verbs, and prepositions. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229-239 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano 237 | table 5 shows the significant difference between the post-test scores of the two groups of student participants after being exposed to the teaching approaches on grammatical competence in terms of wh questions, verbs, and prepositions. the table above shows that there is a significant difference between the post-test scores of the two groups of student-participants after being exposed to the teaching approaches on grammatical competence assessment in terms of wh questions, verbs, and prepositions. this means that after being exposed to two different teaching approaches orsa and k to 12, the two groups have different levels of grammatical competence. as observed in the obtained mean of 11.63 in wh question, 12.49 in verb, and 11.31 in prepositions. students exposed to orsa achieved higher grammatical competence as compared to students exposed to k to 12 teaching approach. this only means that orsa is more effective in enhancing the grammatical competence of the students. conclusion and recommendation based on the major findings of the study, the researcher was able to draw the following conclusions: the null hypothesis asserts that there is no significant difference between the pre-test scores of the two groups of student-participants before the exposure to the teaching approaches on grammatical competence assessment in terms of wh questions, verbs, and prepositions were accepted. the hypothesis states that there is no significant difference between the pre-test and post-test scores of the student-participants who were exposed to orsa as a teaching approach on grammatical competence assessment in terms of wh questions, verb, and preposition was rejected. the hypothesis stating that there is no significant difference between the post-test scores of the two groups of student-participants after being exposed to the teaching approaches on grammatical competence assessment in terms of wh questions, verbs, and prepositions was rejected. the pre-test and post-test scores of the student participants exposed to two different teaching international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano | 238 approaches on grammatical competence, there are more increased in the grammatical competence of learners who were exposed in orsa than in the grade 7 teaching approach after comparing their pretest and post-test scores. moreover, there is no significant difference between the pre-test scores of the two groups of student participants before the exposure to the teaching approaches on grammatical competence assessment in terms of wh questions, verbs, and prepositions. in addition, the students were able to improve their grammatical competence, and that the use of orsa as a teaching approach is effective in improving the learner’s grammatical competence on wh questions, verbs, and prepositions. on the other hand, the students were able to improve their grammatical competence, and that the use of the grade 7 teaching approach is effective in improving their grammar on wh questions, verb, and prepositions. in the same way, after being exposed to two different teaching approaches -orsa and k to 12, the two groups of student-participants have different levels of grammatical competence. as observed in the obtained means, students exposed to orsa achieved higher grammatical competence compared to students expose to k to 12 teaching approach. this connotes that orsa is proven effective in enhancing the grammatical competence of the students. the researcher proposed mentoring program maybe be implemented to cascade orsa to grade 7 english teachers of looc integrated school. the mentoring program helped the said teachers to use a positive approach in teaching and assessing students through the compiled activity sheets made by the researcher herself. based on the findings, summary, and conclusions drawn, the following pointers were hereby recommended: 1. english teachers may use classroom assessments that measure the higher order thinking skills (hots) of the students. they may also include assessments that have high fidelity tasks that use skills in authentic application such as analysis and evaluation, oral communication-reading and writing, and communicating information using quantitative tools that are internationally calibrated. 2. teachers, most likely grade 7 english teachers, are encouraged to practice the said approach in order for students to enhance their competencies and interactively learn language skills. 3. the department of education may consider the use of orsa in english as an aid in modular teaching approach, particularly now in the new normal. 4. future research studies may conduct further study and may develop other modules focusing on the competence in grammar skills using different lessons. references abulencia, a. s. (2015). the unraveling of k-12 programs as an education reform in the philippines” in sipatahoenan: south-east asian. journal for youth, sports & health education, vol.1(2) october, pp.229-240. bandung, indonesia: minda masagi press, apaksi bandung, and kemenpora ri jakarta, issn 24077348. adak, s. (2017) effectiveness of constructivist approach on academic achievement in science at secondary level: educational research and reviews. vol. 12(22), pp. 1074-1079, 23 november, 2017. adolfo, ermetes jr. (2012). students’ english proficiency poor: philippines is lagging behind in terms of oral and written communications.@bukisa.com. (5 june 2011.web. 28 may 2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 229-239 effectiveness of observe and relate self-approach (orsa) in enhancing the grammatical competence: a quantitative study from looc integrated school at the philippines mary rose t. villanueva, glen p. cortezano 239 | aguinsando, m. (2014) the influence of grammar and vocabulary proficiency on speaking competency of the education students in the university of the immaculate conception. manila, philippines. baraquio, d.c (2015) grammar proficiency of colegio de san juan de letran calamba college students. calamba, laguna. microsoft word 625-article text-2855-1-15-20210831.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 75-84 corresponding author riskyayuf@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.625 research synergy foundation gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani1, suseno2, jata budiman3, agus surjana saefudin4, akil priyamanggala danadibrata5 1,2,3,4,5 bandung manufacturing technology abstract bandung polytechnic for manufacturing (polman bandung), as one of the vocational colleges (ptv), must synergize closely with the industry, the world of business, and work also known as iduka. the alignment of ptv graduates' competencies with iduka's competency needs is a form of polman bandung accountability in using production based education (pbe) during the teaching and learning process. the d3 study program precision tool manufacturing technology (tppp), which is under the manufacturing engineering department, polman bandung, needs to carry out a fundamental transformation in its curriculum. to realize it, this study program carries out an assessment program for curriculum alignment that analyzes industry satisfaction from competencies of graduates. the competency consists of the core competency, hard skill competency, and soft skill competency. this study aims to find out the gap between the competency of students and industrial needs and analyze industry satisfaction with the quality of academic services at polman bandung. the analytical method used was the importance performance analysis (ipa) method; this method is an analysis technique that is used to find out which competencies need to be improved through the 4 quadrants classification. based on ipa analysis, the competency that needs improvement comes from quadrant 1 known as a high priority improvement. the results of this competency gap will be analyzed to improve education programs by transforming its curriculum in preparing graduates who can compete in the world of industry that demands creativity and adequate skills. keywords: curriculum; assessment; importance performance analysis (ipa); core competency; hard skill; soft skill this is an open access article under the cc-by-nc license. introduction vocational higher education (vhe), also known as perguruan tinggi vokasi (ptv), is higher education that supports the mastery of applied expertise or technical skills required in certain fields of work with a diploma degree (sukoco, kurniawati, werdani, & windriya, 2019). in particular, ptv must be able to synergize closely with the industry, the world of business, and work, also known as iduka that will lead to employment needs. based on this, the pattern of changes caused by the impact of emerging technologies in each company plays an important role in the preparation of the educational program curriculum at polman bandung as vocational higher education. the curriculum alignment assessment program with iduka is one of the leading programs launched by the directorate of partnership and alignment of business and industry (mitras dudi), directorate general of vocational education, ministry of education and culture. polman bandung implements it with the purpose is to analyze the gap between the curriculum and the graduate competencies required by iduka. the used learning method for this developing program is typical with learning more from experience in using technology or work implementation procedures as professionals work. in the education field, it is known as the "deductive" method or, in international international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata | 76 terms, known as the "experiential learning" pattern (dudi & vokasi, 2020). therefore, polman bandung needs to prepare graduates who can compete in industries that demand adequate creativity and skills. competency alignment of ptv graduates with the competency needs of iduka is a form of preparation to ensure the best graduates and ready to enter the world of working and industry. the study program of d3 precision tool manufacturing technology (tppp) under the manufacturing engineering department is selected to carry out a fundamental transformation in its curriculum through this program. an objective gap analysis between the competency targets of the current curriculum and the competency needs of iduka will be used as input in revising the current 2016 curriculum to the 2020 curriculum, which the director decree of polman bandung will enforce. in addition, the generated data from this development program can be used as material for identifying curriculum and infrastructure deficiencies related to gaps in existing curriculum competencies with iduka competency needs. literature review in the 1970s, the swiss government assisted the establishment of the first ptv in indonesia, which was then named polytechnic mechanic swiss-institute of technology bandung (pms-itb) and now known as polman bandung. the indonesian government established ptv with the aim of producing many vocational experts that are prepared to become skilled workers in their fields and ready to enter the world of work and industry (pradana, 2019) (ekasari, 2013). based on this, ideally, ptv would allow its graduates to enter iduka with a low level of gap. therefore, preparing student competencies during education needs to be focused on meeting the competency needs of iduka (dudi & vokasi, 2020). curriculum as a body of knowledge from the supply chain of resources is the basis for the formation of graduate competencies who are ready to take part in iduka and be formulated on a strong basis through the curriculum alignment assessment program with iduka. the curriculum is defined as a planning document that contains the objectives to be achieved, the content of the material and learning experiences that students have to do, strategies and ways that can be developed, as well as evaluations designed to collect information about achieving goals and implementation of designed documents in real terms (sanjaya, 2011). curriculum evaluation is defined as a systematic effort to collect information about a curriculum to be used as a consideration of the value and meaning of the curriculum in a particular context (said, 2008). according to law no. 12 of 2012, higher education curriculum is a set of plans and arrangements regarding the objectives, content, and teaching materials and the methods used as guidelines for implementing learning activities to achieve higher education goals. it is also stated that each university develops the higher education curriculum by referring to the national higher education standards for each study program, including the development of intellectual intelligence, noble character, and skills (undang-undang republik indonesia no.12, 2012). graduate competency standards are the minimum criteria regarding graduate abilities' qualifications, including attitudes, knowledge, and skills that are stated in the formulation of graduate learning outcomes. the formulation of learning outcomes refers to the description of learning outcomes of kkni graduates (indonesian national qualification framework) and is equivalent to the qualification levels of the kkni (peraturan menteri pendidikan dan kebudayaan no. 3, 2020). graduates of the precision tool manufacturing technology (tppp) study program obtain intermediate degrees in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata │ 77 diploma 3 (level 5 of kkni) by having competency in the field of design, manufacture, assembling, and test precision tools specifically for plastic and aluminum-alloy molding tools (plastic injection molds and die-casting molds), forming tools for metal plate products (press-dies / press tool) and tools for positioning and clamping for production processes (jig and fixtures). at the same time, the study program's learning outcomes consist of attitudes, general skills, specific skills, and knowledge (kurikulum program studi teknologi pembuatan perkakas presisi, 2016). challenges vocational education is related to quality, relevance, and efficiency in the present and future. how vocational education can meet the needs and demands of the world of work, quality, and organization more effectively and efficiently (triki, gupta, rafik, & wamuziri, 2009). the program launched by mitras dudi will overcome this challenge through a map of the gaps obtained between the competencies of graduates and iduka competencies, including deficiencies in the facilities and infrastructure used to obtain these competencies. competency as information data obtained by involving existing stakeholders (industry, graduates, students, and lecturers). the data sources consisted of questionnaires and documentation, which is distributed to all stakeholders as a population. population and sample population is a generalization area consisting of objects/subjects that have certain qualities and characteristics that researchers apply to study and then draw conclusions (sugiyono, 2017). the collected questionnaire data is analyzed using importance performance analysis (ipa) to obtain a map of the gap between the competencies of graduates and the competencies expected by iduka. martilla and james first put forward the ipa method in 1977 in their article "importance performance analysis" which was published in the journal of marketing. in this method, respondents were asked to rate the level of importance and performance of the company, then the average value of the importance and performance level was analyzed on the importance performance matrix, where the x-axis represents perceptions while the y-axis represents expectations (tjiptono & chandra, 2011). figure 1. matrix standard of importance performance analysis (ipa) based on figure 1, the four quadrants are identified as follows 'concentrate here' (q1), 'keep up the good work' (q2), 'low priority (q3), and 'possible overkill' (q4). the other categories on the x and y axes combine with each other, which is interpreted as a quadrant that is fair performance, extremely important, excellent performance, and of slight importance. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata | 78 in "concentrate here", there are factors that are considered important and/or expected by consumers, but the company's performance is considered unsatisfactory, so the company needs to concentrate on allocating its resources to improve the performance that is included in this quadrant. then, "keep up the good work" represents factors that are considered important and expected as supporting factors for customer satisfaction so that companies are obliged to maintain these performance achievements. "low priority" is the factor that is considered to have a low level of perception or actual performance and is not too important and or not expected by consumers so that companies do not need to prioritize or pay more attention to these factors. the last quadrant is "possibly overkill", which are factors considered not too important and not really expected by the customer so that the company is better off allocating the resources associated with these factors to other factors that have a higher priority level. as mentioned before, the first ipa method was developed as a market tool to examine and suggest management strategies. however, some fields beyond marketing purposes have been implemented this method, one of which is for education purposes (o'neill & palmer, 2004; sidik, sunardi, & supriyanto, 2019; cladera, 2020). by analyzing all of the methods and various modifications of ipa, it concluded that these tools are very useful assessment instruments for the current state of the organization, and they are greatly assist managers in making valid decisions. during the implementation of ipa, it is necessary to take into account those indicators that will contribute to creating a more comprehensive and clearer picture of an organized state in terms of services/product quality (kuo et al.). ipa can help quality policymakers in detecting those elements of the services/products which allocation of resources could contribute to more satisfied users (ormanović, talović, alić, jelešković, & čaušević, 2017). the review of current literature resulted in the following research questions: 1) which data from iduka and polman bandung are the most relevant information for the survey, 2) what kind of gap map represents the importance and performance of each stakeholder's related curriculum, i.e., which category courses, hard skill, and soft skill in the best prediction of corrective action priority. the aim of this paper is to make a comprehensive and systematic review of literature referring to different approaches and modifications of ipa and determine the benefits and disadvantages of these different approaches. research method the curriculum alignment assessment program with iduka is carried out following the model shown in figure 2.1, through the stages of program implementation, starting from the preparation stage to the reporting stage (dudi & vokasi, 2020). the implementation of the program is carried out in accordance with the guidelines provided by the team of the mitras dudi directorate, where the stages of the program implementation are as shown in figure 2.2. there are several stages of the core implementation process discussed in this paper that is carrying out preparations, external surveys, internal surveys, and gap analysis. the preparatory stage starts from designing a questionnaire according to the core courses in the current curriculum. then, data collection and determination of target respondents were selected according to the whereabouts of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata │ 79 figure 2.1 curriculum alignment assessment model (dudi & vokasi, 2020) figure 2.2 curriculum alignment assessment model (dudi & vokasi, 2020) working graduates and iduka partners. the assessment was carried out to stakeholders through a survey as external and internal respondents. external respondents involved graduates and iduka, and internal respondents involved lecturers, educational laboratory institutions (plp), and final year students. external survey was conducted to analyze competency gaps by processing the results of the questionnaire and mapping the gaps between the curriculum, facilities, and infrastructure, as well as pbm and the competencies needed by graduates / iduka. meanwhile, an internal survey for curriculum and infrastructure review uses the experiential learning method. the target number of respondents for this survey can be seen in table 2.1. tabel 2.1 target respondents no. study program respondents target amount 1 precision tool manufacturing technology (tppp) graduates 50 iduka 10 lecturer 22 plp 9 final year student 23 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata | 80 the criteria for target each stakeholder respondent data that taken for the implementation of the survey, namely graduates of the last 3 years (2017, 2018, and 2019), iduka who employed graduates of the precision tooling technology (tppp) study program in the last three years, lecturers and plp who teach core courses, and active students are waiting for the graduation for 2020. all data that will be contacted, it is obtained from the administration section of the manufacturing engineering department and the academic and student administration (baak) section of polman bandung. furthermore, the program committee contacts each respondent through e-mail, phone and come to the company to give the questioner form. for respondents in polman bandung, they are gathered in one room at different times to fill out the questioner. to test the validity of the data using spss software. the testing technique used to test the validity is using bivariate pearson correlation (pearson moment product). meanwhile, the instrument reliability test was used to find the cronbach alpha value using spss software. the questionnaire was compiled through a preparatory meeting with the results in the form of a questionnaire design which was then created for filling in offline and online. external graduates surveys are conducted through online questionnaires, while iduka external surveys are conducted through online and offline questionnaires through direct visits to iduka. several idukas were visited directly, both around bandung and outside the city of bandung. the instruments used in the questionnaire consisted of the demographics of each stakeholder, 11 core subjects, 12 hard skills, and 29 soft skills. questions are made with a choice of answers using a likert scale of 1-5. the likert scale is a psychometric scale commonly used in questionnaires and is the scale most widely used in research in the form of surveys (taluke, lakat, & sembel, 2019). findings and discussion a survey carried out by the curriculum alignment assessment program with iduka will be a bridge-building between the academic world of ptv and the world of working and industry. the analysis is carried out using the ipa (importance performance analysis) method, ''performance'' represents the user's perception of the quality of services delivered by the organization, while ''importance'' refers to the assessment of the importance of those services by users. the curriculum assessment activities carried out by the study program at polman bandung involve graduates, iduka, lecturers, plp, and final year students of each study program with the number of incoming data: 38 graduates, 16 iduka people, 31 lecturers-plp people, and final year students as many as 23 people. the results of the analysis are quite accurate because they are in accordance with the facts that occur in the field. data is presented from the perceptions of graduates, iduka, lecturersplp, and students. apart from that, the survey results also obtained input/suggestions from respondents. gaps and priorities v courses the grouping of expertise and courses in the diploma 3 program curriculum is in accordance with the competency needs of graduates in the tool industry. the grouping of expertise and courses in the diploma 3 curriculum has a beneficial consequence where graduates can work in two types of industries, namely the tool industry and other manufacturing industries besides tools. in the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata │ 81 competence of tool design theory, the practice of tool construction and the practice of tool analysis need to be improved because it is perceived to be insufficient when compared to its relevance to the tool industry. meanwhile, the practice of tool design and mechanical theory is sufficient. supporting scientific groups such as machine element theory and technical material theory need improvement. regarding graduates' competency, there is a similarity in perception between industry and alumni regarding their assessment of the competence of alumni. graduates work in various positions or jobs, which can be grouped into job tooling, job engineering, and job-sales and others. at least up to 3 years of work for the graduates, it can be said that there has been no significant change in the competence of graduates in the core courses of this study program. there is a tendency of a lack of competence in material tool design theory, tool construction practice, and cnc practice among graduates who work on tooling jobs, but it is sufficient to work on engineering jobs. job sales and others tend to decrease the competence of graduates in tooling and machining skills. there is a tendency of increasing competence in supporting science in all types of jobs. in student competence, there is a similarity in perception between students and graduates regarding their respective competencies in the core courses of the study program, except for the machine element theory. the tendency of graduates to perceive a little lower than students. the existence of perceptions between students and graduates becomes a justification or justification that there is no bias between the perceptions of iduka (graduates and industry) and perceptions of education (students and lecturers). this perception also shows that there is no evidence of competence between the batch of students in the last 3 years and students in the current final year. in the perception of the lecturer, students can achieve the competence of all tooling expertise courses, except for the tooling design theory. according to the lecturer, only the basic manufacturing process practical competencies can be met by students in machining expertise; the rest are not fulfilled. in the supporting scientific groups, students can achieve competence for material engineering theory and mechanics theory, while for the mechanical element theory, it is not yet fulfilled. according to students, student learning experiences have a better effect on mastery of subject competencies than student interest in core courses. tooling skills and machining skills always received higher perception points than supporting science on the combination of the pair of learning experiences, interests, and mastery of competencies, regarding the facilities owned by the study program and their use in the practice of subjects, which have a higher competency perception than the industry. at the level of diploma 3 it can be said that the facilities owned by the product are sufficient. its use is also very good because it can be used as a means for the student's learning experience well, this perception is taken from students. according to the lecturers' perceptions, several facilities still need to be improved, as well as their utilization can still be improved. adding facilities and increasing their utilization can act in the name of higher-level programs such as diploma 4 (because if diploma level 3 becomes over-competent). v hard skill competence based on the ipa analysis, it can be seen that respondents have almost similar perceptions about the importance of hard skills for iduka and the level of mastery of hard skills by graduates and students. english language proficiency is the only competency that has a different position. based on the ipa graph on hard skill analysis, english competency is in quadrant 2 (two) according to the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata | 82 results of the natural science analysis involving external respondent data. while the results of the natural science analysis involving internal respondent data put english language skills in quadrant one. this difference in position indicates a change in the level of mastery of english which can be caused by the work environment of graduates. external respondents have a better assessment of their mastery of english skills after working than those of lecturers and students themselves before entering the world of work. so, improving learning for english language skills is still needed. the distribution of other competencies looks consistent. in quadrant 2 (two), there are 5 competencies, and they have met iduka's expectations, so that they must be maintained. meanwhile, other foreign language skills and the ability to design systems are in quadrant three. these two competencies are also not a priority to be included in the improvement agenda. meanwhile, there are three competencies whose level of authority is indicated to exceed iduka's expectations. the three competencies are knowledge in the field of expertise possessed, the ability to design products and processes, and the ability to carry out work control. curriculum improvement can be directed to link excess mastery of these three competencies with other competencies that are in quadrant 1 (one) or become a priority for improvement. research ability is the only competency that is consistently in quadrant 1 (one), so it is a priority for curriculum improvement. v soft skill competence based on the conclusion of the science graph for the soft skill competencies of graduates/students of the tppp study program, wherein quadrant i which is a high priority, there are 3 soft skill competencies that must be of concern, namely: mathematical thinking, verbal communication skills, and factual data identification skills. in the graph of ipa for student soft skill competencies, the competence of understanding high motivation, working independently, and thinking mathematically also appears in quadrant i, so it is also a discussion and point of attention. improvements in mathematical thinking are more towards the role of lecturers, which is more enhanced in the pbm process. there is no need to add soft skills subjects, but more towards giving examples of lecturers' behavior towards their students. furthermore, students need to improve their verbal communication skills through their activities on campus, both during lecture hours and outside class hours. at kkni level 5, the ability to identify factual data certainly does not reach the in-depth analysis stage. the data and facts obtained are at least understood and can be used as a basis for simple decision-making. conclusion this paper has carried out the implementation of the assessment program for the alignment of the curriculum for the study program of precision tooling technology and manufacturing engineering technology with industry, business and the world of work (iduka) in 2020 by polman bandung. the curriculum assessment program is useful for study programs to see the competency map of graduates it produces with the competencies needed by graduate users (iduka) as material for self-evaluation of study programs to make curriculum improvements in an effort to improve the quality of graduates. the core courses of the study program that must be a priority for improved mastery by students are tool design theory, tool construction practice, and tool analysis practice, especially for the tool industry. mechanical element theory and material engineering theory in the supporting scientific groups need to increase the competence of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata │ 83 graduates. hard skills competencies that are a priority for improvement are competency in english language skills and research skills. soft skill competencies that need attention are the ability to communicate verbally, think mathematically, the ability to identify fact data, understand high motivation, and work independently. this program provides benefits to the development of institutions and study programs. acknowledgement the author would like to thank the directorate of partnership and alignment of business and industry (mitras dudi), directorate general of vocational education, ministry of education and culture. references ormanović, š., talović, m., alić, h., jelešković, a., & čaušević, d. 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(2019). analisis preferensi masyarakat dalam pengelolaan ekosistem mangrove di pesisir pantai kecamatan loloda kabupaten halmahera barat. jurnal perencanaan wilayah dan kota, 531-540. tjiptono, f., & chandra, g. (2011). service, quality, & satisfication edisi 3. yogyakarta: andi. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 75-84 gap analysis of graduates competencies in manufacturing engineering department with the industry risky ayu febriani; suseno; jata budiman; agus surjana saefudin; akil priyamanggala danadibrata | 84 triki, n., gupta, n., rafik, t., & wamuziri, s. (2009). a critical evaluation of vocational education and training requirements for the libyan manufacturing industry. undang-undang republik indonesia no.12 (pendidikan tinggi agustus 10, 2012). microsoft word 483-article text-1998-5-15-20210420-2.docx available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 1-10 corresponding author ian.nurpatria@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.483 research synergy foundation the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani1, ian nurpatria suryawan2, fetty asmaniati3, nurbaeti4, myrza rahmanita5 1faculty of economics and business, pelita harapan university, tangerang, indonesia 2management department, trisakti school of management, jakarta, indonesia 3trisakti school of tourism, jakarta, indonesia 4trisakti school of tourism, jakarta, indonesia 5trisakti school of tourism, jakarta, indonesia abstract the research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in jakarta and bali by mediating job satisfaction and organizational commitment. the phenomenon that occurs is that married female employees at restaurants tend to work less optimally and are reluctant to participate in development training programs since the covid-19 pandemic in early 2020. this quantitative research was conducted with purposive random sampling on 73 married female employee respondents. the measuring instrument is a questionnaire with five-likert scales—data processing using cb-sem with smart pls program. the results showed a significant influence of learning organizations on female staff performance through the mediation of job satisfaction and organizational commitment. the research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees. keywords: female employee; learning organization; performance; satisfaction; restaurant this is an open access article under the cc-by-nc license. introduction the better and the development of each employee's behavior, attitudes, and performance will result in the strength of human resources (hr) or a company and vice versa. companies need to manage each member of the company's behavior to have human resources whose capabilities and behavior align with the company strategy and goals. likewise, restaurants engaged in jakarta and bali and has 826-line employees and administrative staff for supporting employees. the administrative staff is at the forefront of making business processes run smoothly. the majority of the administrative employees are 143 people. there are 73 married female employees at restaurants. an interview with the hrd manager on 18 june 2020 showed some problems the married female employees faced. the problems ranged from standard work performance, were reluctant to work overtime, and less interested in attending training outside working hours. also, only a few staff were willing to participate in career development or further education since the beginning of the covid 19 pandemic in 2020. those conditions might lead to some work mistakes. during the covid-19 pandemic, as a restaurants company, it maintains its production by applying standard health protocols. employees are required to wear masks, wash their hands, and keep their distance. besides, the layout of the office staff is made with a distancing condition of approximately two meters. each incoming staff has been regularly checked using a serology test by hrd every two weeks for free. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita 2 | the female employees were selected as the research object for their dual roles, both as the company employees and homemakers. during the pandemic, the employees still have to work, except for large-scale social restrictions (psbb). at this time, female staff still needs to fulfill domestic duties and job roles. in this case, an exploratory study was carried out on 30 married female employees to determine the factors affecting their work achievement. job satisfaction, the highest value factor that could affect performance, was chosen by 29 out of 30 respondents, with the percentage of 96.67%, organizational learning 90%, organizational commitment 86.67%, work relationship 83.33%, motivation 80%, job description 70%, incentive bonus 66.67%, salary 16.4%. organizational learning is defined as something that can make a difference to an organization compared to its competitors (kanten et al., 2014). so, the learning organization refers to a culture of introducing learning covering individual and group learning (kanten et al., 2014). the relationship between employees and the company is crucial, and the reciprocity will increase employee productivity, which can keep employees loyal to the company. organizational commitment and job satisfaction are related to attitudes and get several researchers' attention (azeem, 2010). it is because committed and satisfied employees will have high performance and contribute to productivity (azeem, 2010). organizational commitment is an essential component in organizational behavior and human resources (dhar, 2014). organizational commitment is vital because it is a good predictor of organizational goals, attendance, turnover, and worker productivity (almutairi, 2016). based on the above background, it is essential to discuss organizational learning's effect on performance through job satisfaction and organizational commitment as mediating variables for married female employees. the research questions are formulated as the following: 1. does the learning organization positively affect the job satisfaction of married female employees? 2. does the learning organization positively affect the organizational commitment of married female employees? 3. does the learning organization positively affect the employee performance of married female employees? 4. does job satisfaction positively affect the employee performance of married female employees? 5. does organizational commitment positively affect the employee performance of married female employees? then the research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in jakarta and bali by mediating job satisfaction and organizational commitment. while the research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees during pandemic covid-19. literature review organizational learning and job satisfaction. organizational learning refers to the development and acquisition of organizational knowledge, understanding, techniques, and practices to increase organizational effectiveness (armstrong, 2014, 299) and again emphasized by ehrenberg et al. (1994: 279-80) as cited in armstrong, (2014, 287) on understanding and individual skills that come from education and training, as well as training gained from experience, generate productive capital. hendri (2019) conducted a study entitled "the mediation effect of job satisfaction and organizational commitment on employee performance's organizational learning effect." the results show that organizational learning is considered an essential factor preceding employee job satisfaction and organizational commitment. job satisfaction results from employees thinking about how good their work is to make everything look important through their work, luthans (2002) cited in hendri (2019). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita | 3 job satisfaction leads to the attitude (emotional reaction) of an individual to his job. after employee job satisfaction is achieved, then the employee's organizational commitment will be accomplished as well. this study supports the general hypothesis that organizational learning has a significant and positive effect on job satisfaction. thus, the learning organization has a strong and positive influence on employee attitudes, namely job satisfaction and organizational commitment. allouzi et al. (2018) also reported that learning organization positively impacts job satisfaction. watkins et al. (2003), as cited in hendri (2019), explain that organizations conducted with positive learning and training can increase employee satisfaction. for that in the first hypothesis: h1: learning organization positively affects the job satisfaction of married female employees organizational learning and organizational commitment. commitment is related to how individuals feel about their organization. three characteristics of commitment identified by mowday et al. (1982), as cited in broweys (2015), are to have a strong willingness to remain a member of an organization; have high trust and can accept values in the organization; be ready to put forth considerable effort on behalf of the organization. purcell et al. (2003) in armstrong (2014) identified the key to commitment. it covers participation in the previous year's training, satisfaction with the career path, satisfaction with the performance appraisal system, perceived good leadership, perceived the job as challenging, perceive the company helps them achieve a work-life balance, and satisfaction with communication or corporate performance. hendri (2019) reported that employee organizational commitment means identifying a strong person's involvement in the organization. organizational commitment reflects a loyalty to the organization. it is a process by which employees express their concern for the organization's achievement of organizational goals. learning organization has a significant and positive relationship to organizational commitment. research conducted by (ryu et al., 2019) showed that learning affected organizational commitment positively. hendri (2019) contended that knowledge and understanding of organizational commitment makes a positive contribution to management in managing employees. it can be concluded that learning organization has a positive effect on organizational commitment. it leads to the second hypothesis: h2: learning organization positively affects organizational commitment. organizational learning and employee performance. organizational learning for individuals can be achieved if there is a social transfer of knowledge between individuals to various other individuals due to a shared interpretation. baker et al. (1999) in jiménez (2011) confirmed a positive relationship between organizational learning and performance that learning orientation directly affects organizational performance. other studies have also found a positive relationship between organizational learning and performance (keskin, 2006; ussahawanitchakit, 2008 in jiménez, 2011). bontin et al. (2010) in jiménez (2011) also provide evidence of a positive relationship between organizational learning and performance, discussing learning at three levels: individuals, groups, and organizations. tippins et al. (2003) in jiménez (2011) showed that the five distinct stages in the learning process (information acquisition, information dissemination, shared interpretation, declarative memory, and procedural memory) have a positive relationship to performance. the main objective in conducting organizational learning is always to improve the quality and quantity and quality of performance to help companies (demarest (1997) in ramírez (2011)). in short, organizational learning can improve performance. it leads to the third hypothesis: h3: learning organization positively affects employee performance. job satisfaction and employee performance job satisfaction is a fundamental factor in human resource management since employee satisfaction strongly correlates with performance. previous studies have reported the positive influence of job satisfaction on performance (juniantara, 2015; minkara, 2015). job satisfaction is required for employees to improve their performance even though it varies relatively among individuals, as sutrisno (2011) reported in arda (2017). when employees are satisfied, they will have a feeling of happiness, and this feeling enables them to become more productive individuals. employee job international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita 4 | satisfaction will result in better job outcomes (hendri (2019; minkara (2015). the higher the satisfaction, the better the employee performance will be. thus, the fourth hypothesis is the following: h4: job satisfaction positively affects employee performance. organizational commitment and employee performance. organizational commitment has been widely investigated to see its relationship with performance. hendri (2019) and setyorini (2012) showed that individuals with good credibility tend to have an exemplary work commitment, and they are willing to do part of their contribution to the work organization. it means that they will put in a better effort and work hard to affect their productivity. yamanie et al. (2016) also emphasize the importance of managing organizational commitment to achieve better individual performance. in line with yamanie et al. (2016), nurmaningsih (2017) also reported that better organizational commitment would impact better performance. for that in the fifth hypothesis, the following: h5: organizational commitment positively affects employee performance. figure 1. research model source : (research model, 2020) research methodology this study is quantitative descriptive in nature with data to describe each research variable. the research subjects are married female employees and have been permanent employees for more than one year. it was conducted with a non-random sampling approach. purposive sampling is used to select as many as seventy-three (73) people who meet the requirements to become respondents. the unit of research analysis is individual. the data collection tool used a questionnaire with five (5) likert scale from strongly disagree to strongly agree. a neutral scale is maintained to value the respondent's opinion. the research indicators were adapted from several previous studies. the organization learning variable was adapted from hendri (2019) and ryu et al. (2019) with the following statements (clear job information from superiors; increased knowledge in completing work; job challenges; gaining motivation, and a learning program provided by the company. job satisfaction variable is adapted from hendri (2019) with the following statement (responsibility is given according to ability; salary is based on what the employees do; promotions are by work results; good working relationships between employees; approval with superior leadership). organizational commitment variables are adapted from hendri ( 2019) and ryu et al. (2019), with this statement (confident that they can accept the company's goals; accept the company's values; willing to work hard in every job; want to keep working in this company; sharing company problems). instruments for employee performance variable is adapted from hendri (2019). the statements comprise achieving the target profession; integrity in every job; honesty in every job; international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita | 5 enthusiasm for achieving work goals; works well with colleagues, planning well; making decisions well; setting up a good working relationship). in testing the validity of the construct, convergent validity and discriminant validity are used. convergent validity was measured with average variance extracted (ave) and loading factors. according to ghozali et al. (2015), the ave results must be more than 0.5; the loading factor must be more than 0.7. discriminant validity is performed by looking at each variable's ave's square root, which is greater than each variable's correlation in the model. the variable reliability uses composite reliability, which is reliable if cronbach's alpha and composite reliability value is more than 0.7. data processing uses the smart pls program to test the outer model (measurement) and the inner model (structural). finding and discussion the respondents' age range from 24 to 41 years old and the majority has undergraduate education (s1) measurement model (outer model) the outer model is used to determine the relationship among latent variables on the indicator, with the average variance extracted (ave), convergent validity, and the latent constructs' discriminant validity. then the reliability is measured by the composite reliability for the indicators of the variables. figure 2. model structural relationship source: (processed data, 2020) all indicators have a loading factor above 0.7, so they are valid. ave test results in table 1. also show all valid variables. table 1. ave test results variable average variance extracted (ave) remark ol 0,665 valid js 0,672 valid international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita 6 | oc 0,626 valid ep 0,616 valid source: (processed data, 2020) table 2. fornel lacker discriminant variable composite reliability remark ol 0,908 reliable js 0,911 reliable oc 0,893 reliable ep 0,927 reliable source: (processed data, 2020) then, the fornel lacker test results for reliability calculations are displayed, showing that each variable has a square root value of ave higher than the relationship's value. it means that the discriminant validity has been fulfilled. table 3. composite reliability test oc ep js ol oc 0,793 ep 0,738 0,765 js 0,784 0,755 0,82 ol 0,569 0,676 0,596 0,814 source: (processed data, 2020) the reliability test is seen from the composite reliability value according to table 3. structural model (inner model) the structural model is tested by looking at the multicollinearity of the variance inflation factor (vif) value. the vif calculation results of all indicators in this study have a vif value below 5, meaning they do not have high collinearity. furthermore, the structural model can also be evaluated by looking at the r2 value. the results of r2 explain the influence of the independent variables on js (job satisfaction), oc (organizational commitment), and ep (performance). r-square on ol's effect on js is 0.356, meaning that ol can explain 35.6% of js. table 4. hypothesis test results hypothesis original sample (o) t statistics (|o/ stdev|) p values remark ol js 0,596 7,917 0 h1 accepted ol-oc 0,569 6,59 0 h2 accepted olep 0,288 2,451 0,015 h3 accepted js-ep 0,365 2,105 0,036 h4 accepted international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita | 7 oc-ep 0,282 2,12 0,035 h5 accepted source : (processed data, 2020) ol can be explained by oc 32.3%. r-square on the effect of ol, js, and oc on ep is 0.672. it means that 67.2% of the ol, js, and oc variables can explain ep, which is included in the strong category. other factors explain the remaining 32.8% outside of research, such as employee involvement variables, organizational citizenship behavior (sugianingrat et al., 2017). likewise, with the variable role ambiguity, role conflict, excessive role, and self-esteem (akgunduz, 2014) hyphotesis test results the significance value determines the effect between the independent and dependent variables through the mediating variable. a bootstrapping procedure was carried out to correct the pls estimate error standard, namely, as recommended by ghozali and latan (2015), as much as 1000. figure 3. estimation results of the pls (bootstrapping) model source: (processed data, 2020) the results of the calculation of the hypothesis test can be seen in table 4. the first hypothesis, stating that ol positively affects js, has a t-statistic of 7,917 from a predetermined benchmark; namely, the t-statistic has a minimum limit of 1.96 and a p-value of 0,000. thus, the first hypothesis is accepted. it confirmed that organizational learning has a significant effect on job satisfaction. this study supports the research of allouzi et al. (2018) and hendri (2019). thus, the higher the organizational learning of married female employees, the higher their perceived job satisfaction. in this case, restaurants needs to improve ol by providing detailed and measurable work information on kpis and to build an atmosphere of formal and non-formal knowledge sharing. the company needs to provide a series of training and shows the importance of training for married female employees. therefore, they can understand and carry out their duties and responsibilities more optimally, not just feeling satisfied with the work results that are not optimal. the head of the work unit can be appointed to enhance married female employees' knowledge and abilities by providing challenges or motivation. married female employees carry out dual roles both at work and at home, so international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita 8 | it is necessary to teach good time management to have a work-life balance, especially in the covid-19 pandemic conditions. besides maintaining health and safety at work, it also needs stress management programs for married female employees by providing online counseling services or online yoga. the second hypothesis affirming ol affects oc. the results show that organizational learning positively affects organizational commitment with a t-statistic of 6,590, which means that it exceeds 1.96 and a p-value of 0,000, so the hypothesis is accepted. this hypothesis supports armstrong (2014), broweys (2015), ryu (2019), and hendri (2019). in improving organizational learning on organizational commitment, management can perform various activities through appropriate learning programs to gain essential job knowledge and capacity building. rotation in related jobs can be conducted to avoid boredom and provide work experiences for learning enhancement. the third hypothesis stating that ol significantly affects ep has a t-statistic of 2.451; it can be concluded that the hypothesis is accepted. higher organizational empowerment will improve employee performance. the results of this study support ramirez (2011) and jimenez (2011). apart from the formal face-to-face training provided through internal or external of restaurants, it is necessary to consider conducting online training; thus, married female employees can still carry out online-based learning to improve their performance. to improve organizational learning towards employee performance of restaurants, married female employees can be requested to attend nonformal training, coaching mentoring, or employee gatherings. those activities aim to establish good relationships and teamwork cohesiveness, initiated from conducting activities outside of their routine work. those activities contribute to the success of performance: the spirit of cooperation and initiative leadership, which can impact morale. however, these findings do not support hendri's (2019) research stating that organization learning has no effect on employee performance at ptpn xiii (limited liability company) in west kalimantan. the fourth hypothesis states that the js statement has a significant effect on ep, the t-statistic value is 2.105, so this hypothesis is accepted. the results of this study support the research of juniantara (2015), minkara (2015), arda (2017), and hendri (2019). it can be concluded that the higher the job satisfaction of married female employees, the better the resulting performance. the company can manage it by providing a proper reward system based on salary surveys in similar labor markets and offering skill-based pay or performance-based pay. this research confirmed that job satisfaction is essential for married female employees to improve individual performance even though, according to its nature, job satisfaction itself is very relative, or it varies from one person to another. the fifth hypothesis, with the statement that oc has a significant effect on ep by referring to the tstatistic result of 2,120, then the hypothesis is accepted. these results support the research of setyanngsih (2012), yamanie (2016), nurmaningsih (2017), hendri (2019). during the covid 19 pandemic, management can do several ways to maintain a good work environment by providing adequate facilities according to health protocol, such as providing disinfectant booths, masks, and vitamins for employees. the company can then provide suitable motivating strategies according to their work's needs to make married female employees accept and carry out values in line with company goals. eventually, married female employees at restaurants will strive to achieve its job targets and have integrity in every job to enhance employee performance. conclusion all hypotheses were accepted with a statistical t-value above 1.96 and a p-value above 0.00. then the coefficient of determination is classified as strong since they exceed 60%. it means that the variables used in research, organizational learning (ol), job satisfaction (js), and organizational commitment (oc), can explain performance (ep). restaurant management needs to manage organizational learning with the online platform and pay attention to health protocols' requirements to reduce female staff's anxiety with families who want to participate. employees who are satisfied with their job can manage flexible working time and maintain better internal communication relationships. organizational commitment can also be increased by cultivating the importance of female family female staff's work to build a sustainable commitment in the long term. if those aspects are appropriately managed, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 1-10 the work performance of married female employees during covid-19 pandemic yohana f. cahya palupi meilani; ian nurpatria suryawan; fetty asmaniati; nurbaeti; myrza rahmanita | 9 married female employees will feel appreciated and become more enthusiastic about supporting work targets' achievement to become more high-performing. research limitations this study has several limitations based on variables, sampling technique, characteristics, number of samples, and time. the variables used in this study are limited to those included in the research model. meanwhile, other variables can affect employee performance. the related variables can be the work environment, organizational culture, communication, and others. besides, the sampling technique used in this study was purposive sampling. with the sample characteristics, the sample is only married, female staff. apart from that, this study has a limited number of respondents, with only seventy-three (73). therefore, this research cannot necessarily be generalized to a cross-sectional study. recommendations for further research various suggestions are proposed for further research. first of all, it is crucial to research with a broader demographic area or not only from one sphere of society. therefore, it can be used as a comparison to find out the characteristics of employees. apart from that, it is hoped that future studies can add related variables, which is not explained in this study. thus, factors that can affect employee performance, such as the work environment, organizational culture, communication, and other related topics, can be identified. this research uses the pls method to test the predictive relationship between variables by seeing whether there is a relationship or one variable's influence on another. future researchers are expected to use the sem method to estimate the structural model based on strong theoretical studies to test the causality relationship between variables and measure the model's feasibility and confirm it according to empirical data. references abdillah, w., & hartono, j. 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(2017). pengaruh penilaian prestasi kerja, komitmen organisasi dan disiplin kerja terhadap kinerja karyawan pada pt. pelabuhan indonesia iv cabang samarinda. jurnal manajemen, 8(1) available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 2 (2020): 37-49 corresponding author rameshadhikary29@gmail.com doi: https://doi.org/10.31098/ijmesh.v3i2.243 research synergy foundation plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary tribhuvan university, m.m. campus, nepal abstract this research paper is focused in deepa mehta's film water to study the plight of hindu widows. as the tradition of hindu society, widows are compelled to adopt the widow system. chuyia, the eight-year-old protagonist is sent to a bidhuwa ashram in benaras because of her widowhood. the exploitation of child-marriage in the grip of patriarchal culture of widowhood, and the rejection of chuyia to accept her widowhood is presented in the film. kalyani, the second young widow in the ashram, revolts against such inhuman culture and decides to get married. she is forced to act as a 'prostitute' in the house of bourgeois. chuyia is also sexually exploited by bourgeois. through a qualitative work using feminism framework, i offer a powerful critique on the hindu widow system based on deepa mehta’s water, by not only showing its religious, bourgeoisie, and patriarchal underpinnings that treat widows to the level of living deeds, but also shows the possibility of subverting such dogmas by raising the issue of widow marriage. the conclusion is that the film water by deepa mehta presents the predicament of indian hindu widows. it shows the inert life of the group of widows obliged to live in a widow house neglected from society because of hindu widow system keywords: widow, patriarchy, hinduism, prostitution, stereotype, tradition this is an open access article under the cc–by-nc license introduction this research paper focuses on the film water which portrays the evil widow tradition and the plight of hindu widows. deepa mehta’s water is a film which presents the plight of indian hindu widows of 1930s. it also presents colorless life of widows who are obliged to live in a widow house being alienated and hated by society. they are taken worthless without a husband. they have to struggle to survive by begging and also have to involve into prostitution activities. in the film mehta presents how girls and women are deeply victimized by the hindu system regarding the widowhood. the protagonist like chuyia and kalyani and others were compelled for child marriage and when their husbands died, they had to face the evil destiny of exploitation. the religious norms and evil tradition of hindu culture forced widows to live the life full hatred being detached from society and spending the absurd life in widow ashram. rich brahmins exploited and commodified widows. chuyia and kalyani unwillingly turned to prostitution in order to fulfill the poverty and run the ashram. in the film, the setting is 1938 benaras, a city in india where widow houses still exist. it is set during the period of the british raj or british indian empire when india was still under colonial rule by the british. child marriages of young girls were common in certain parts of india at that time. when a http://creativecommons.org/licenses/by-nc/4.0/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 38 │ man from an orthodox hindu family died, his young widow would be forced to spend the rest of her life in an institution for widows in order to make amends for the sins from the previous life which supposedly caused her husband’s death. deepa mehta adopts the very notion of widowhood as a subject matter for her film water. she focuses on the abuse of widows in india. mehata’s film water begins with the life of eight year old chuyia, a child bride whose husband dies and she is left in widow's house in benaras. there she is expected to spend the rest of her life in the process of renunciation. chuiya as she is a child she does not know about widow system, in spite of that she is forced to live the life of widows adopting the ritual of widowhood. she begins to spend the life of widow by adopting the life of self denial thinking that she must not have to live in the ashram for a long; one day she will go to her home. the arrival in the ashram changes the life of widows especially kalyani and shakuntala who begin to question against injustice widow system. based on the movie, once widowed, a woman ceased to exist as a person; that she is no longer either daughter or daughter in law. there is no place for her in the community and she is viewed as a threat to society. a woman’s sexuality and fertility, which is so valuable to her husband in his lifetime, is converted upon his death into a potential danger, as if they were the mortality of the community. the original meaning of sati which is a sanskrit word is simply a faithful and devout wife, and the term denotes especially to the woman who immolated herself. though sati is considered as a hindu custom, the women, known as sati in hindu religious literature, did not commit suicide in their dead husband's pyre. the first woman known as sati was the consort of lord shiva. she burnt herself in the fire as protest against her father who did not give shiva the respect she thought he deserved. while burning herself she prayed to reborn again as the new consort of shiva, which she become and her name in the new incarnation is parvati. in this way the word sati (suttee in english) comes to exist which is described as hindu custom in india in which the widow is burnt on her dead husband's pyre in the process of renunciation. sati dies as a wife, eschewing the ill fated, ominous, and impure state of widowhood. the religious dogmas believe that through her sacrifice the sati preserved the bodily and spiritual unity of the couple, affording the hindu marriage sacrament, which is ultimate and the truest expression. moreover, it is believed that a woman dying on the funeral pyre of her husband can enjoy eternal bliss in heaven and self immolation is the only meritorious course that a virtuous widow can follow. so the term denotes the wife who performed the supreme act of fidelity by sacrificing herself which is an effort of transcending the state of widowhood. the situation becomes more exacerbated in the case of childhood marriage. this paper shows that by the film water, mehata has presented the social critique of the then society. by presenting the pathetic condition of widows and their rebellion against the hindu social tradition, the film portrays social reality. this research paper makes its analyses from feminist point of view to make public aware about the tradition of hindu religion. literature review: hindu widow system and the film different critics have given their criticism regarding hindu widow tradition and culture along with the film water. in "can the subaltern speak?” spivak describes the act of sati as follows: the hindu widow ascends the pyre of the dead husband and immolates herself upon it. this is widow sacrifice. the rite was not practiced universally and was not caste or class-fixed. (93) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 39 │ here, according to spivak the subordination of women to the superstructure of male domination includes the very denial of breath and life; the subaltern woman (widow) is not expected to die to preserve the honor of the dead husband, but is indeed imagined to desire death. the death of sacrificed is predicated on the death of her husband which makes clear that women has no self identity. on the other side, child marriage is one of the cultural practices in hindu society where the children are married in their childhood, without knowing the exact sacraments of marriage. as seen on the movie, once the girls' husband dies, they are compelled to follow the widow system without knowing what is meant to be widow. so, the exploitation of child, reflected on our art of interest, can be seen in traditional hindu society. regarding the child marriage and the exploitation of child because of hindu sati custom, anjana kant (2003) has defined the culture of widowhood where she writes that the position of woman in the words of shastri appeared to be as follows: the enforced child-marriages, the exposure of the female children by throwing them at the junction of the ganges and the sea, the violence used to make women follow the sati rule and, thus, end their miserable existence. (57) here, kant opines that women have to renounce their life by following the custom of sati. they are regarded as an object as they are obliged to perform the traumatic act by burning themselves in the pyre of their husband's body and end their miserable existence. moreover, the girl children are also victim of the system as they were thrown at the junction of the sea. being fed up with the culture of sati women made a wish that they had never been born as a woman. in hindu tradition, widows have to detach from the society and live in an institution of widows. widows should shave their head and wear white custom. they cannot eat sweets and delicious food. they cannot see their face in mirror nor should they look beautiful. they also should not use any perfumes and their dress should be coarse and dirty. the use of any kind of conveyance is prohibited. and, also, she cannot rest in the bed. all of above experiences are well reflected in the movie. the most sacred of aryan scriptures are the vedas, and the rig veda, the oldest veda, explicitly sanctions the custom of sati for widow. the following famous `sati hymn’ of the rig veda was (and still is) recited during the actual immolation of the widow (jamison & joel, 2014). rig veda x.18.7 “let these women, whose husbands are worthy and are living, enter the house with ghee (applied) as corrylium (to their eyes). let these wives first step into the pyre, tearless without any affliction and well adorned.” — [ rig veda x.18.7] (jamison & joel, 2014). traditionalism and religion play the dominant role in hindu society which is regarded as the great force. women are the torch-bearers of religion and play an important role in preserving both religion and culture. women are obliged to adopt widow system because of the tradition and culture of widowhood. moreover they have no other option rather than embracing the system as it is very obvious to say that patriarchy has effected in its worst form to hindu women. in other words patriarchy and religion is interrelated to each other. religion is the outcome of patriarchy and vice versa. the religious norms and values are made by the male authorities that are to be followed by women. in the book women and religion by renavikar (1998), margaret anderson quotes: "sexism in traditional religious teachings and exclusion of women from positions of religious international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 40 │ authority indicate that religions authority indicate that religion is a powerful source for the subordination of women in society" (33). anderson views that "sex" play the crucial role in the society. the religious value is itself patriarchy in the sense that it is constructed by men authorities, where women are excluded from that, which calls the subordination of women in society. men they themselves set an ideology about women which is seen in the rigveda sacred texts. the rigveda sacred texts declares that the widow should remain chaste, though their husband dies, by adopting the concept of monogamy. however, there is not any passages in the rigveda sacred texts that declares that man also should remain chaste after their wife is dead. the hindu religious values are set by the men themselves where they impart that widows should not get remarried but men can get remarried. thus, the concept of polygamy is set for men by men themselves. similarly, another protagonist of the film named kalyani is greatly affected by the widow system of the society. she is only the stunning young widows among other who is forced to prostitution. as widows are regarded as family burden in their house so they were sent to bidhuwa ashram. and to run ashram, they often beg for money sitting on the temple and often turn on prostitution. and it is regarded as the tradition in the society. stephen hunter (2006), a critic sets forward that it has become duty of widows to perform such act and quotes: even as reform seems close at hand, traditional obligations impose tragedy upon the ashram [as] one of the duties of the widows is to perform the occasional act of the prostitution, to keep the economic enterprise afloat: thus kalyani is selected for job [...] even worst is the fate that awaits the irrepressible chiyia. (c 1) the film shows the commodification of widows. kalyani is a character who is forced to be commodified in the hands of rich brahmins they are the bourgeoisie of the society. the people of the society are themselves pretender in the sense that on the one hand, they regard widows should remain chaste as declared by religious books but men themselves violates the chastity of widows by sleeping with them. william arnold (2006), a movie critic, regarding the patriarchal tradition of society writes that; "it is a tragic love story that fearlessly attacks the enslaving hypocrisy of patriarchal tradition that has developed over thousands of years of socio-economic imperatives and now disguise itself as religion" (5). arnold here, states that socio-economic imperatives are the outcome of patriarchal tradition and widows are interiorized in the society because of these imperatives. jennette catsoulis (2006) views that widows are institutionally oppressed because of patriarchal imperatives. water is fine film about the institutionalized oppression of an entire class of women and the way patriarchal imperatives inform religious belief serene of the surface yet roiling underneath, the film by neatly parallels the plight of widows under hindu fundamentalism to that of india under british colonialism. though gandhi and his followers are as insistent background presence the movie is never didactic, trusting the simply rhythms of the women's lives to tell the story. (19) in this way, different critics have given their views regarding women and widow oppression in the society and conventionalized widow system is the root cause for this. this research is focused on deepa mehta’s film which not only presents a powerful critique on hindu widow system by showing its religious, bourgeoisie and patriarchal underpinnings that treat widows to the level of living deeds but also shows the possibility of subverting such dogmas by raising the issue of widow marriage. these things are untouched by the aformentioned critics. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 41 │ theoretical methodology: feminism in this research paper, the researcher has used feminism as a tool to interpret the film and to redefine female identity. the term "feminism" coined from the early period of nineteenth century. feminism as a literary discourse came after 1960s. in its broadest concept, feminism continues to be closely interrelated with the movement by political feminism for social, economic, and cultural freedom. generally, it advocates women's right based on a belief in the equality of the sexes politically and biologically from a women centered point of view and it refuses to accept the cult of masculine chauvinism and superiority that reduces women to sex object, a second sex, and a submissive to the man. feminism seeks to eliminate the subordination, oppression, inequalities and injustices of women which they suffer because of their sex, and it further defends equal rights for women in a political, economic, social, psychological, personal and aesthetic sense. so, feminism is associated with the women's movement or the feminist movement culture is a transformational social movement that focuses on changing the mostly institutional and social attitudes. feminism came into practice to eradicate the against women's marginalization in all social forms of knowledge and practice. this happens because our society, civilization and practices all are pervasively patriarchal, that is male centered, which is controlled, organized and conducted in such a way that it subordinates women in all cultural domains such as family, religious, political, economic, social, legal and so forth. by this cultural process the masculine in our culture has come to be widely defined as active, dominating, adventurous rational, creative, and the feminine by systematic opposition to such traits. men are always empowered with the sense of "i am man she is woman, i am strong she is weak, i am tough, she is tender. i am rely sufficient, she is needful" (ruth 54, 1990). it is the patriarchal social order which subjugates women folks to a second class or even third class citizenship. here, women are projected as the 'other' subordinate being. moreover, women are not regarded as an autonomous being; they are always identified by, with men. in her book the second sex, beauvoir (1974) states, "thus, humanity is male and man defines woman not as herself but as relative to him, she is not regarded as an autonomous being." (xviii). she views that, women are always takes as relative being, they are introduced with relation to their father, husband or son. regarding the patriarchal traditions elise boulding writes: patriarchal ethics brings in different kinds of socialization practices for the male and female in the family which ultimately lead to turn the male child into an 'oppressor' and the female child into a victim when they become adults. at the root of such oppressions against women is the reality that women are taken as 'objects' of both discriminations are violence of men. (sinha 23) boulding holds a belief that patriarchy is the root cause for bringing discrimination in the society between sexes and subordination of women by men. in this way feminism emerged as a reaction for the patriarchy and oppression of women in different field of the society, and it aims the quality between all genders. not only in the western society but also all over the world including third world countries, women began to seek their hidden identity and speak for their rights in the patriarchal society. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 42 │ women of third world countries are enforced to follow the tradition. the status of women in the society is no more than that of a mute animal. for example, women are obliged to follow the hierarchical social systems where they cannot find their respectable position. regardless of caste, class or religion women are differentiated as secondary objects. the society keeps them aloof from social matters like decision making, participating in political matters, problem solving, social and familiar discussions and in financial issues. she even does not have right to make her own decision as she is deprived by tradition. as can be seen in suguna paul(1986) whose essay defended the women's right: women have been suppressed under custom and have for which man was responsible and in shaping of which she has no hand... woman has as much right to shape her destiny as man has to shape his...it is up to men to see that they enable them to realize their full status and play their part as equal as men. (44) here, paul views that because of men made tradition, women cannot speak for their desires in the society. she also has right of human being to shape her destiny and it is very men who must enable them (women) for having equal rights and opportunities in the society. marriage is regarded as an institution of enslavement, where women are slaves of their husband, where uma narayan (1997) wrote that reported: marriage is an oppressive institution for many women is something that predates my explicit acquisition of a feminist politics, and is something i initially learned not from books but from indian women in general and my female relatives in particular. (9) here, narayan holds a belief regarding marriage that it is an institution in which women work as slaves or workers for their husbands and husbands are regarded as the owners or masters of the marriage institution. while saying, it may seem biased to go against the tradition of the nation. but feminists opine that the tradition is patriarchal and made in hierarchal order which is just a construction that subordinates women in a great extent, which is very true as seen in society, such tradition should be change. narayan (1997) views that third world feminist need to be particularly alert to how much relatively uncontested change is needed for the better improvement of women and quotes, "we need to re-describe and challenge this picture of "unchanging traditions" that supposedly are only now in danger of betrayal as a result of feminist instigation" (25). moreover, the people's notion about the proper role of women in the home and society and the social restrictions on women are all rooted in religions conception. moreover, the religious scriptures and the rigveda sacred texts have influenced the status of women. the passage in the rigveda declares that "the women are very fickle" (qtd. in altekar 319). there is always misrepresentation of women in the religion's literature or scriptures, for example in india famous literature mahabharata, it is told that "sensual enjoyment is the sole aim of women's existence” (320). hence, women are always taken as a means of enjoyment. thus, the widow system is just violence against women. the concept of violence against woman here does not include only physical assault on her, but also physical and mental torture, harassment, exploitation, discrimination, which she has to undergo for being a woman. the state of widowhood represents the “climax of violence against women in our society. a widow in hindu society has to undergo various kinds of socio-religious, cultural oppression as well as economic hardship" (sinha 121). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 43 │ in this way, conventionalized tradition and culture is the reason behind exploitation of women in its worst form. indeed, feminism has often focused upon what is absent rather than what is present, reflecting concern with the silencing and marginalization of women in a patriarchal culture; a culture organized in the favor of men, where their (women) existence in the society is always inferior to man. feminism tries to minimize the oppression of women caused by the patriarchal tradition and culture, and seeks the equal rights and opportunities between men and women. analysis of mehta’s water in the film water, deepa mehta presents an issue regarding widowhood where the widows are forced to live a detached life adopting hindu widow system. following the system of widowhood, widows live the life of self denial in the widow house known as bidhuwa ashram. the film examines the plight of group of widows forced to live into poverty at a temple in the holy city of benaras. the women are sent here to expiate bad karma as well as to relieve their families from financial and emotional burdens. the gloom setting of the film explores the unhappiness of the widows. plight of widows represents the worst form of discrimination against women in india. superstitious families say widows are bad luck and blame for the death of their husband. the film illustrates widows struggle to survive and shows the rituals of widowhood. all the widows live in the ashram as homelessness and lack of parent’s love and affection. the ashram is a melancholy place with old widows. mehta presents chuyia and kalyani as protagonist s and shows the exploitation of these characters along with others like shakuntala and patirajji (bua), because of the tradition of the widowhood. water follows the life of eight year old chuyia, a child bride abandoned at widow’s house in benaras after the death of her husband. there, she is expected to spend the rest of her life in penitence. she does not want to accept her fate of widow and becomes catalyst for change in the lives of widows, but she is forced to live the life of widow because of the widow system. she even does not know when marriage occurred and what it means to be a widow, which is realized in the conversation between chuyia and her father: father: do you remember getting married? chuyia: no. father: your husband is dead. you are a widow now. chuyia: for how long, father? these lines depict the exploitation of child chuyia by the culture of child marriage and widowhood. the eight year old chuyia does not know that she was a married girl but now she is a widow. she also does not know that she has to adopt the very widow system which is amalgation of tradition, culture and religion. when her father tells that she is widow now, in her innocence she asks the duration of remaining widow. without knowing any marriage custom and what it means to be a wife, without having any compassion and love towards her husband, she is compelled to live the life of a widow imposed by tradition. her question about the span of being widow makes her father dumb as he cannot answer her question. in the very beginning of the film, chuyia’s husband dies, but she does not react on his death. actually she was married to a man of the mid fifties and after his death she follows the rituals of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 44 │ widowhood, as her motherin -law smashes her red bangles. she is provided white cloth by taking of her skirt and blouse as hindu widow system does not permit widows to wear stitched clothes. the barber shaves her head. her father watches her young daughter performing an agonizing ritual. chuyia does not know why her head is shaved and why she is wearing white dhoti. chuyia, while shaving her head curls her toes which symbolizes mute protest. it is enforced by the belief that if the widow does not shave her head every drops of water that falls upon the hair, pollutes her husband’s soul. widows are regarded as burden of family and society with a belief that they will bring misfortune for rest of their (widows) family. so, all the women whose husbands die are sent to the widow ashram in benaras. they live rest of their life without having any contact with their families and society. when chuyia first goes to bidhuwa ashram with her father and mother in law, she is ignorant of the fact that she is going to be left in ashram forever by her father. she peeps in ashram and she is afraid of the appearance of two of the widows staring at her. then, she runs out and asks her father to go back: chuyia: let‟s go home father? father: this is your home now. the above dialogue precisely conveys that after being widow, the tradition does not allow chuyia to live with her family. chuyia does not like the ashram at her very sight so she pleads to return back from that place but her father says that the very widow ashram is her home after her husband’s death. when chuyia listens that widow house is her home, then she innocently asks, “where’s ma?” she thinks that in the house (ashram) she will live with her father and mother. deepa mehta, in the film presents the society guided by patriarchal norms and values. there is a system regarding widowhood and all women whose husband dies have to follow the very system. the tradition that she shows regarding widowhood is very rigid and inhuman. every religious dogma and value have constructed the ideology of people in the society. moreover, women also follow the culture of widowhood thinking that it is their duty to obey the culture. the character named madhumati is domineering of the widow house. she is guided by cultures and traditions of the society. she is very hypocrite, fat and pompous lady in her seventies. as she herself is a widow and thinks widows have to adopt the widow system by living the life of chastity and self denial in the ashram. she believes in the religious scriptures and books. mehta presents her character chuyia as a victim of widow system. though she is innocent and does not know about the culture of widowhood, mehta makes chuiya to utter such dialogue which criticizes and protests against the dehumanization nature of tradition towards women. when chuyia listens to madhumati saying her (chuyia) life as a half dead because of her husband’s death she gives a precise answer in her low voice, “because she is half alive.” the line makes it clear that though widow is regarded as half dead person doomed to live in one corner, still has half life. the people of the society do not think that widows are also human beings and get hurt by animalistic behavior towards them. in the film, culturally widows are treated as inferior beings. after being widow, culture denies them to talk with other people of the society especially with any man. they even cannot touch other person in the society as they are regarded impure. widows also cannot run like other person. overall, widows should live the life of oppressed and suppressed in the society. the dialogue by woman to kalyani hints about the false assumption towards widows as she says, “what are you doing? widows should not run around like unmarried girl. you have polluted me? i have to bathe again.” the line of woman conveys the attitude of the society towards widows. when chuyia runs after the dog kalu to catch it, kalyani follows her saying not to run after it, it will come back and on the very time she comes to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 45 │ give a dash to woman. woman who is guided by the patriarchal tradition of the society feels herself impure by the very touch with kalyani and says immoral to her for touching her (woman) and running like unmarried girl. widows are regarded as filth and pollution as woman says that she has to get bathe again because kalyani polluted her. shakuntala is the most enigmatic widow. she is quiet and reserved widow among other widows. she believes in religious scriptures and is caught between her hatred of being widow and her fear of not being a sincere, devote widow. she is devoting hindu widow who listens the priest reciting the scriptures to the pilgrims. moreover, she herself reads the scriptures and tries to live as pure as possible. she becomes a mother-figure for chuyia. she cares about chuyia, kalyani and bua. mehta presents such a character like shakuntala to show the faithfulness and fidelity of wives towards their husbands. though shakuntala follows widow system, in her heart she feels living a life of humiliation renouncing all the human desires which is known by the conversation of shakuntala with priest: priest: so many years of sacrifice and devotion, do you feel closer to self liberation? shakuntala: if self liberation means detachment from worldly desires, then no, i am no closer. shakuntala’s statement satires the religious dogmas of the widowhood culture which forwards the view that self liberation is attained by the detachment from the worldly desires. she expresses that she has not gained self liberation as described by the religion because she is still attached to the worldly desires and she seems to seek the self liberation in such worldly desires. widows are regarded as bad omen in the society. moreover the shadow of the widows is regarded as an upcoming misfortune and bad luck in the society which is expressed by the dialogue of priest to shakuntala as he says, “watch it! do not let your shadow touch the bride.” when shakuntala goes to the river to get holy water, on the very side of the river there is wedding ceremony going on. as she stops there to fill the pot with water, the ceremony comes to an abrupt halt. the priest sharply says her not to be present there as she is misfortune for a child bride who is just married. lowering her eyes in humiliation and apology she goes back taking her pot. in the middle part of the film, all widows come to the temple to listen the preaching of priest. chuyia finds that all are women listening preach. she looks all women and priest and presumes that the white length of cloth in which they are wrapped in, is a uniform worn by both man and woman widows. she nudged shakuntala and asks, “didi, where is the house for male widows?” the line of chuyia truly depicts that the tradition and culture are made in hierarchy order. tradition and culture are the outcome of patriarchal norms and values which discriminates woman from man. chuyia‟s question about the house for widower is very just question in the sense that hindu widow system imposes widows to live their lives in an ashram alienated from society but there is not any system made for men who are widower. one of the duties of widow is to beg for money sitting outside the temple. chuyia is not accustomed with such act of begging. one day she also goes with other widows and sits outside the temple. she does not know that she is there to beg money. in the very moment a woman and her daughter comes out from the temple. the young girl of her teens is in red sari and blouse. chuyia seeing her remembers her red sari, blouse and bangles. she goes on seeing the mother and daughter, which make us feel that perhaps she is remembering her mother. the girl gives chuyia a coin, and she (chuyia) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 46 │ realizes that she is there to beg as beggar. her hatred towards such culture of begging can be known by her action as she leaves the place saying, “i hate you”, to shakuntala. narayan, is a young and charming character of upper class, follower of mahatma gandhi falls in love with kalyani on his very first sight. upon meeting kalyani there is a immediate attraction but the restriction placed on interaction with widows make it difficult to find a way of pursuing any kind of relationship. kalyani feels insecure in presence of him as for widow; tradition does not allow her to talk to man. kalyani prohibited by culture from addressing a stranger directly speak to narayan through chuyia and says, “chuyia, tell him not to follow us. it will be sin.” narayan begins to think about kalyani and desires to get marry with her. moreover, kalyani on the other hand cannot get the young man (narayan) out of her mind and begins to love him too in spite of knowing that to think of other man is sin. when narayan asks kalyani about her marriage and her husband she says, “i do not remember. i never met him.” the line of kalyani depicts that she does not remember her marriage which reveals to us that she was married in her teens. though she does not remember her marriage ceremony and does not recognize her husband, she is following the culture of widowhood. narayan says to her that he likes her and wants to marry her. kalyani also likes him and wants to get married with him. kalyani ignores social taboo by falling love with narayan. mehta presents kalyani as a revolutionary figure by making her to act against the widow system. the secret is revealed by chuyia who is thrilled at the prospect of wedding feast where one can eat as many sweets and forbidden foods. when madhumati forbids chuyia from eating puri, chuyia in her protest says,” i will eat hundred puri in kalyani’s wedding.” madhumati comes to know through chuyia that kalyani is going to get married; she screams towards chuyia and says “widows do not get married.” chuyia in her anger goes on saying, “kalyani will get married. she will. she will. she will. drown yourself, liar!” madhumati, after knowing kalyani is going to get married, with rage goes towards the room of kalyani and following conversation occurs between them: madhumati: chuyia, says you are getting married? kalyani: yes. madhumati: have you gone mad? nobody marries a widow. kalyani: he will. madhumati: shameless! you will sink yourself and us. we all will be cursed. we must live in purity to die in purity. the above dialogues between madhumati and kalyani depict that madhumati is guided by orthodox tradition and religion, and regards that widows cannot marry; it will be great sin. but kalyani tries to revolt such inhuman culture of religion by declaring that she is going to get married with narayan. the saying of madhumati about living in purity and die in purity truly explores the hypocrisy of madhumati in the sense that on the one hand she talks about chastity and purity of widow on the other hand she sends kalyani across the river to perform the act of prostitution in the house of bourgeois. kalyani raises question against madhumati’s act of sending her across the river for the act of prostitution. she expresses the double code of tradition imposed to her. tradition does not allow her to re-marry and sets a belief that she must be faithful towards her dead husband by not having any physical relation with other man but it is the same tradition because of which she is sent across the river for the sexual fulfillment of the bourgeois. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 47 │ chuyia thinks that widow house is not her house and her stay is temporary one. she will go to her house soon which is expressed in the following dialogues of chuyia to shakuntala: shakuntala: don‟t u have a dry sari? chuia: it is in your house. shakuntala: bring it tomorrow. chuyia: tomorrow, i will be in my house. the dialogue of chuyia expresses that widow house is shakuntala’s house. she does not want to accept the widow system that after her husband death, that ashram is her house. she lives in widow house in a illusion that one day she will go to her home. after knowing kalyani‟s effort to violate the culture of widowhood, madhumati locks her in the room. moreover, she cuts her hair and says to other widows of the ashram, “we would have burned in hell because of her. i have saved you all!” madhumati denies kalyani’s desire of getting remarried as she thinks it is against hindu religion. furthermore, she uses an abusive language to curse kalyani which is expressed as, “let’s see the whore get married now.” the word whore here expresses about the treatment and use of language towards widows. chuyia in her sadness asks shakuntala to open the door. shakuntala as a devout wife says, “to think about remarriage is sin.” chuyia asks the reason for denying kalyani‟s marriage and shakuntala says, “ask with god.” chuyia is a destabilizing force, questioning not only her own confinement but the logic of other widows. chuiya is the rebel who provides the voice for mehta’s broadside against the religious tradition of widowhood. chuyia opens the cage to free the mitthu. as soon as it becomes released she dies. it shows her protest against the prison like life of widows in the ashram such as kalyani is locked inside the room. it seems that she is not only imprisoned in a room rather she is captive by the very traditional culture of indian widowhood. there is a not alternative ahead of mitthu like kalyani who becomes free at first but her freedom causes her death at last. the death of a bird and kalyani seems same. both are helpless, marginalized in the society. both are treated in a same way. people make mitthu domestic by arresting its freedom and kalyani too is used by the same people time to time as a prostitute. the characters in a bidhuwa ashram are living a meager life. when bua dies, there is not money for her cremation. kalyani gives few coins to shakuntala for the cremation of bua. moreover, kalyani says, “didi, i was saving these for my cremation.” as women are not given any opportunity to work in economic field, they are living the poorest life by begging and often turning to prostitution, which is explicitly shown in the film. corruption in ashram is shown by the event of bua’s funeral. madhumati does not give money from the fund though she is head in the ashram. the money given by seth in terms of kalyani is misused by madhumati. mehta shows the indian culture of widowhood contrast to british culture. once narayan takes kalyani in carriage for the tour of the city. in the very moment there comes the edge of the city, and he says that it is the very place where british lives. kalyani feels insecure as tradition prohibits her to be with narayan and if anyone recognizes her as a widow being with a man ( narayan). her face goes on dark as she is afraid, narayan notices her and the following conversation occurs between them: narayan: they do not care if you are a widow. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 48 │ kalyani: why? don‟t they have widows? narayan: of course they do. but not like ours; they do not treat them like we do. the dialogue of narayan reveals that there is not any system regarding widowhood in west in contrast to the east. in the dialogue the word “they‟”means british and “our” means indians. it does not matter for british if they see widows with man. mehta’s main purpose of bringing only reference of widowhood culture contrast to westerners‟ culture hints her critique of the treatment of hindu widows which serves as a useful remainder to indians for their need of a benevolent globalization from west. conclusions based on feminist theory, it is concluded that the film water by deepa mehta presents the predicament of indian hindu widows. it shows the inert life of the group of widows obliged to live in a widow house neglected from society because of hindu widow system; a cultural violation of the women identity in a society. mehta shows how the characters have become the victim of the tradition and culture regarding widowhood as exemplified by the protagonists like chuyia and kalyani. mehta criticizes the tradition regarding widowhood through her characters chuyia and kalyani. mehta shows the possibility of subverting such culture of widowhood by raising the issue of widow marriage. mehta shows her characters being suffered by the culture of widowhood as the consequent of such culture imparts the tragic end of the characters in the film. references altekar, a.s. the position of women in hindu civilization. 2nd ed. new delhi: motilal bonasidan, 1959. arnold, william. “toward the widows.” rev. of water, dir. deepa mehta. the new york times. 28 apr. 2006: 5-7. beauvoir, simone de. the second sex. new york: vintage books, 1974. catsoulis, jeannette. " under the heel of britain and the thumb of hindu law in water." rev. of water, dir. deepa mehta, the new york times. 28 apr. 2006: 19-20. forbes, geraldina. the new cambridge history of india. ed. gordan johnson et al. vol. 4.2. new delhi: manas saikia for foundation books, 1998. hunter, stephen. “deepa mehta's water : the depths of despair." washington post 5 may. 2006:c1. indira, m.k phaniyamma. trans. tejaswini nirajana. new delhi: kali for women, 1989. jamison, stephanie and joel brereton. the rigveda : the earliest religious poetry of india, oxford university press, 2014.pp. 4 9 kant, anjana. women and the law. new delhi: a.p.h publishing corporation, 2003. mehta, deepa. dir. water. dist. br, 2006. narayan, uma. dislocating cultures/ identities, traditions and third world feminism. new york: routledge, 1997. paul, suguna. "the economics of women's oppression." women's oppression pattern and perspectives. ed. susheela kaushik. delhi: sakti books, 1986. 40-52. renavikar, madhavi d. women and religion. new delhi: rawat publications,1998. ruth, sheila. issues in feminism. usa: houghton mifflin company, 1990. sinha, niroj. women and violence. new delhi:vikash publishing house, 1989. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 37-49 plight of widows in hindu religion (a social critique to deepa mehata’s film water) ramesh prasad adhikary issn 2580-0981 (online) 49 │ spivak, gayatri chakravorty. "can the subaltern speak?" colonial discourse and postcolonial theory: a reader. ed. patrick williams and laura chrisman. new york: columbia university press, 1994. 66-111. microsoft word 18. 666. ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 99-117 corresponding author salandanaflora@gmail.com; lp.buenvinida@gmail.com; marcial.bandoy@lspu.edu.ph doi: https://doi.org/10.31098/ijmesh.v4i2.666 research synergy foundation predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan1, lerma p. buenvinida2, marcial m. bandoy3 1, 2, 3 laguna state polytechnic university, philippines abstract exploring new innovative and learning modalities is an urgent move of higher education as an option in this pandemic. as a result, to flexible delivery of student affairs and services, as stated in cmo 8 s., 2021, guidelines on the implementation of flexible delivery of student affairs and services, (sas) programs during the covid-19 epidemic as the continuity of student services is significant to the overall development of students during this trying time. the predictors of student affairs and services (sas) performance among higher education institutions (heis) were determined using a descriptivecorrelational research method. the students in the college of teacher education and student affairs and services (sas) unit head and staff were selected as respondents through stratified random sampling. the findings revealed that the majority of the student respondents are from hei’s in the province of laguna. there is a significant relationship between the students’ affairs services in terms of information and orientation services, guidance and counselling services, student training, student organizations and activities, admission services, scholarships and financial assistance (sfa) and the effectiveness and efficiency of student affairs services. as recommended, the guidance and counselling unit must administer the student assessment tools regularly and periodically to determine the appropriate interventions necessary in the new normal. the promotion of mental health among students through different platforms may intensify more. the hei’s and sas may consider strengthening downloadable materials and their contents as means of student orientation and information dissemination; online seminars, workshops, and conferences relative to students’ program, specialization, and other relevant topics; enhance the system of recognition and accreditation, supervision, monitoring of student organizations and evaluation of its activities. keywords: predictors, effectiveness, efficiency, student affairs services this is an open access article under the cc-by-nc license. introduction all educational institutions' goal is the continuity of learning but keeping the students safe is the crucial concern. due to covid-19, higher education must urgently investigate new learning modalities to ease the transition from traditional to flexible teaching and learning alternatives. as a result, a move to flexible delivery of all student services stated in the new cmo 08, s.2021, guidelines on the implementation of flexible delivery of student affairs and services (sas) is critical to the overall development of students during the epidemic. the students in higher education are effectively satisfied when the information and knowledge they obtain are of the same high quality as what they expected a beneficial impact on their minds (dominici and palumbo, 2013).[4] higher education service quality of student satisfaction, implying a higher degree of perceived higher educational service quality student contentment (emiliani, m.l, 2005).[5] student happiness relies on support resources, instructional quality, and learning results. (duque and weeks,2010) the university's image has a significant impact on students' decision-making. university branding is a sophisticated promotion tool to engage students, pique their attention, and put the institution on the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 100 map. azoury and his colleagues (2014).[1] the ability to meet student needs, development of trust in the institution's ability to provide better services to students. in this study, perry's theory of cognitive growth is used by student affairs services to help students learn outside of the classroom through programs, service learning, and other activities that challenge their views. the activities and programs under evaluation ensure the personality development of the students even in the flexible delivery of services. (long, 2012) according to yilmaz (2017) [2], the cognitive and affective types of satisfaction among students. student happiness is an indicator of a university's educational website's performance. satisfaction rating is a critical component for educational institutions to optimize their profits by influencing and retaining students' behavioural attitudes and intentions. student affairs (sa) services is a profession that readily submits periodic review and capability assessments to assure the quality of service provided (unesco, 2002). [3] the findings of this research will be beneficial to the commission on higher education (ched), particularly in the implementation of flexible delivery of students affairs and services to different higher education institutions (hei's) in the country in time of a pandemic. the study will be useful to the administration in the university because it is a powerful tool in integrating the institution’s vision, mission, goals, and objectives to the outcomes in the assessment of quality services. the results of this research study will be advantageous for the continuous improvement of students’ services in the institutions after the assessment. this study will also serve as a reference guide for future researchers in the continuity of higher education institutions (hei’s) students’ services performance for sustainability assessment. objectives of the study this study aims to ensure the delivery of student services with monitoring and assessments of different activities and programs with the effectiveness and efficiency of the services provided to students. materials and methods to establish the reliability and validity of the survey questionnaire of the study predictors of effectiveness and efficiency of the students affairs services (sas) among hei's in the province of laguna, it was evaluated and validated by five (5) graduates of doctor of education major in educational management from different public institutions. it was evaluated and validated applying the p.m.veroy rn, man (2010) criteria for validation from the following features such as clarity of and direction of items, presentation and organization of items, suitability of items, adequateness of the content, attainment of purpose, objective, scale and evaluation rating. the use of research validation provides a relation to interpret scores from the assessment of research results. the accuracy of the evaluation of the survey instrument will ensure the predictors of the effectiveness and efficiency of student affairs services under different aspects. these features will help to ensure the quality of services provided to the students to the colleges and universities. the total respondent population of the selected hei’s is 5,410 students, and 83 for unit heads/staff. a stratified random sampling method to identify the 373 student-respondents and 69-unit heads/staff. there are only 360 students in different selected institutions who answered questionnaires using online survey platforms. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 101 | figure1. data gathering process to determine the performance of sas unit in the information and orientation services, guidance and counselling services, student training, student organizations and activities, admission services, and scholarships and financial assistance (sfa) on the adopted survey questionnaires in cmo 8, series of 2021, guidelines in flexible delivery of students affairs and services based from cmo 9 s 2013, area iv –support to students of aaccup survey visit in likert scales measures and interpreted using weighted mean scores. weighted mean was used to determine the performance of different sas units. pearson chi-square test was also utilized to test the significant relationships between the independent and dependent variables of the study. independent variable dependent variables figure 2. research paradigm the pearson r and multiple linear regressions were used to calculate and predict the effectiveness of the sas using indicative statements based on different features of services provided by the student affairs services. it was a tool utilized if there were two quantitative variables and a linear relationship between those variables. the multiple linear regressions equation of y = a + bx, where x is the explanatory variable and y is the dependent variable. this tool is for testing relationships between categorical variables. the null hypothesis of the chisquare test is that no relationship exists on the variables in the population; they are independent. in this study, it is the relationship of effectiveness and efficiency of sas. the level of significance was set at .05. r squared was used to determine the effectiveness and efficiency of the student affairs services (sas) in the higher education institutions in the province of laguna. it means that the relationship of variables in this research has 95% accuracy. 1 • seek the approval of hei's presidents and other officials. 2 •administer survery questionnaires in digital form. 3 •collection, tabulation, analysis and interpretion of data gathered. student-related factor • age • sex • year level • course • no. of siblings • family income per month sas head/ staff-related factor • age • sex • civil status • designation • educational attainment • years in service students’ affairs and services (sas) a. information and orientation services b. guidance and counseling services c. student training d. student organizations and activities e. admission services f. scholarships and financial assistance (sfa) effectiveness and efficiency of the sas • verification and assessment of applicants • issuance of application • checking and approval of the requirements international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 102 results and discussion the majority of the student-respondents (147) range from 21-23 years of age or 40.8 %, followed by (113) aged 24-26 years old or 31.4%, 26.4% (95) are 18–20-year-old, and (5) or 1.4%,30 years old and above. the age range between 21-23 yrs old, female, third-year college, 212 of 360 respondents are bachelor of secondary education, and 148 students are bachelor of elementary education; several siblings are 5-6 in the family, and 232 have p5,000 to p10, 000 earnings per month of the sas head/staff belong to the age bracket of 30-39 years old; the majority are females, 43 and 26 males, 45 were married, and 24 singles. the older students in the class usually outperform their younger table 1. profile of student-respondents classmates in long-range cognitive and academic outcomes (bedard and dhuey, 2006). the majority of the students-respondents age is ideal for students’ participation in different activities in the institutions. the majority of the respondents are females, 223 or 61.9 % compared to a male of 137 or 38.1% filipino women are enrolled in high school and college at significantly higher rates than men, according to an annual report. according to the global gender gap report of the world economic forum (wef, 2020). in terms of students’ year level, the majority of the student-respondents were third year college which accounts for 132 or 36.7%. the frequency and percent distribution of the respondent's siblings most numbered were 5-6, 165 or 45.8%. according to chen f. et al. (2014), the extended family structure had only a minor impact on individual well-being at earlier stages of life. in terms of students' family income, the majority of respondents, 232 or 64.4%, have p5,000 to p10,000 earnings per month. public school education is free and typically caters to low-income children. the respondents were composed of roughly low-income families, and most of the respondents are fairly representative of urban-dwelling filipino parents (alampay and jocson, 2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 103 | most of the sas head/staff belong to the age bracket of 30-39 years old, with 26 respondents or 7.2%. it is thought that a middle-aged teacher with more experience and expertise is in a better position to guide and enlighten students in the classroom (marasigan, 2010). the great majority of sas head/staff sex was 43 or 119% female respondents as compared to 26 or 7.2% male. according to the us-china education review (2012), more females are promoted into important and influential positions of leadership. a great majority of respondents were 45 or 12.5% married and 24 or 6.7% single. married employees have a significantly higher dedication to work compared to those unmarried due to their more mature role and responsibilities over their families (deligero, 2014). [6] among respondents in student affairs services were 38 or 10.6 % from staff and 31or 8.6 %-unit head of different sas units from osas, admission, guidance and counselling, scholarship and financial assistance, student organization and activities. in terms of length of service, the majority of the respondents have rendered 1-5 years in service, which accounts for 31 respondents or 8.6% out of 69. employee's performance evaluation reveals strengths and weaknesses and the introduction of scientific development and achievement of the university's goals (bazargan, 2005) table 2. profile of sas head/staff-respondents international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 104 table 3. the information and orientation services table 3 depicts that the mean performance of the information and orientation services as evaluated by the respondents was ranging from 3.96 to 4.24 from indicative statements of the following: the school system offers an orientation program for new students, returnees and transferees and their families to share college/university vision, mission, policies, procedures, and expectations. printed or digital information and orientation materials (brochures, handouts, orientation and learning packet, manual, etc.) to students are readily available with mean scores of 4.02. different organizations indicating their relationship with other units are introduced college/university-wide with mean scores of 4.11. the accomplishments of the sas were disseminated to students, faculty, staff, and administrators with mean scores of 4.19. and lastly, wide dissemination of all information, concern, and activities to students and in the college/university community in different ways are given with mean scores of 4.24. the overall mean assessed by the respondents of students and sas head/staff in information and orientation services was 4.10, interpreted as very satisfactory. the orientation service is provided to students who are newcomers to the school and those who are starting a new semester or course. it is for students to learn about school courses, rules, regulations, the various facilities provided by the school, and everything else about the school. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 105 | table 4. the guidance and counselling services table 4 shows that the mean performance of the guidance and counseling services ranged from 3.80 to 3.97. the overall mean assessed by the combined respondents of students and sas head/staff in guidance and counselling was 3.87, interpreted as very satisfactory. guidance and counseling services assist individuals in knowing and understanding themselves, accepting their superior and limited characteristics and developing themselves, trusting themselves, developing effective interpersonal relationships, and becoming personally and socially balanced and harmonious individuals (yesilyaprak, 2001). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 106 table 5. the mean performance of student training services table 5 shows aspects of student training that range from 3.66 to 4.15. the overall mean assessed by the combined students and sas head/staff in student training was 3.91, interpreted as very satisfactory. the students learn as a result of their involvement in student groups aids in evaluating and justifying the efficacy of programs and services provided. it helps to demonstrate the value of a specific program or service provided by student organizations (mccluskey-titus,2003). students with similar mindsets together to engage in career activities, student organizations should as a practical and beneficial means of learning are recognized. for students, this is a valuable source of personal growth because it offers them valuable leadership, management, and expertise (hall, 2012). student organization involvement had a positive impact on teamwork, determination, and citizenship. student clubs, according to hall (2012), "often expedite theoretical and societal participation while pursuing a variety of activities." working alone does not provide students with as much experience, or understanding of a discipline as participating in student organizations does (andrews, 2007). in their study, dungan and komives (2007) found that any level of involvement in studies. students with similar mindsets together to engage in important career activities, student organizations should be recognized as a practical and beneficial means of learning. for them, this is a valuable source of personal growth. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 107 | table 6. the mean performance of student organizations and activities table 6 depicts the student organization and activities that had to be evaluated, and it was assessed ranging from 3.68 to 4.45 to different concerns such as the overall evaluation by the respondents of students and sas head/staff in student organizations and activities was 3.87 interpreted as very satisfactory. participation in student organizations and clubs is a significant instrument for personal development in students at colleges and universities (mccluskey-titus, 2003). employing different intervention programs, tie-ups with affiliate organizations and continuous guidance in a flexible digital way will ensure the best services to students. assessment of the college's student affairs services program's implementation and effectiveness is an attempt to identify the strengths and weaknesses of the various services offered by the student development services office with the end goal of designing a comprehensive development plan for student affairs services program that will respond to the college's vision of "quality and excellence" (ibarrientos, 2015). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 108 table 7. the mean performance of admission services table 7 portrays that the mean performance of the admission services as evaluated by the respondents was ranging from 4.27 to 4.55. the overall mean performance measured from the responders was 4.39, interpreted as very satisfactory. according to orr (2017), an equitable admissions system prioritizes students' chances of success, regardless of their socioeconomic status. as a result, admissions processes play a critical role in mediating and resolving inequities for students. furthermore, an effective admissions system ensures that students' interests and capabilities are matched to the appropriate higher education program. it also enables modifications in study patterns to match society's and the labor market's new and continuously changing demands (orr, 2017). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 109 | table 8. the mean performance of scholarship and financial assistance the table shows the mean performance of scholarship and financial assistance as assessed by the respondents ranging from 4.28 to 4.45. the overall means performance measured by sas head/staff and students' respondents was 4.41, interpreted as very satisfactory. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 110 table 9. the mean performance of student affairs and services table 9 shows that the mean performance of the student affairs and services as assessed by the respondents was ranging from 3.87 to 4.41. the overall mean assessed by the respondents of students and sas head/staff was 4.13, interpreted as very satisfactory. student services play a vital role in preparing students for active participation in society. they contribute to enhanced learning opportunities and community involvement by organizing or promoting internships, experiential units, or short-term experiences that are integrated into the curricula in collaboration with instructors and non-governmental groups (unesco, 2002). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 111 | table 10. the mean performance on efficiency table 10 shows that the mean performance of the student affairs and services in terms of efficiency as assessed by the respondents was ranging from 4.35 to 4.43 from verification and assessment, issuance and application and checking of approval from different sas units that provide the following criteria: promptness of the service, courtesy of the provider and quality of the service. overall mean performance on efficiency by the respondents of students and sas head/staff was 4.38, interpreted as very satisfactory. based on college impact theories, student affairs professionals should purposefully provide opportunities and resources for students (pascarella & terenzini, 2005). student affairs and services must continuously and purposefully approach the end aim of providing worthy students with someone to be proud of their desire to achieve their life goals (ibarrientos, 2015). the effectiveness of student affairs divisions is responsible for meeting the developmental requirements of the student population (coomes & gerda, 2016) and for educating the entire student population (martin & mcgee, 2014). student affairs professionals are responsible for expanding the purpose of a college education by supplementing classroom instruction. student affairs professionals strive to improve student learning by providing experiences with a holistic development lens in mind (martin & mcgee, 2014). the survey discovered that sas programs were present and applied to a "great level" in selected heis in bulacan. according to the research of policy study of sas among higher education institutions in bulacan. (mercado, hilario, and nuqui, 2015). another survey, similar to the one given by galvez (2018), evaluated the satisfaction rating of student affairs and services at the same university. the majority of students were delighted with the quality of services of the student services unit. table 11. student's profile and the efficiency of sas student's profile vs efficiency chi-square test mean performance on efficiency efficiency mean sd interpretation verification and assessment 4.43 0.32 very satisfactory issuance and application 4.37 0.38 very satisfactory checking and approval 4.35 0.40 very satisfactory overall mean 4.38 0.26 very satisfactory 1.0-1.49: needs improvement; 1.5-2.49: fair; 2.5-3.49: satisfactory; 3.5-4.49: very satisfactory; 4.5-5.0: excellent international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 112 profile effectiveness and efficiency x2 (chi-square) df (degrees of freedom) age verification and assessment 82.34 ** 9 issuance and application 52.97 ** 9 checking and approval 67.26 ** 9 composite mean 220.71 ** 24 sex verification and assessment 2.52 3 issuance and application 56.32 ** 3 checking and approval 45.56 ** 3 composite mean 89.14 ** 8 year level verification and assessment 93.65 ** 9 issuance and application 121.91 ** 9 checking and approval 89.15 ** 9 composite mean 215.82 ** 24 course verification and assessment 86.38 ** 3 issuance and application 50.89 ** 3 checking and approval 12.37 ** 3 composite mean 154.22 ** 8 siblings verification and assessment 69.15 ** 9 issuance and application 64.14 ** 9 checking and approval 36.95 ** 9 composite mean 111.53 ** 24 family income verification and assessment 39.86 ** 9 issuance and application 25.19 ** 9 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 113 | checking and approval 54.25 ** 9 composite mean 85.25 ** 24 ** significant @ p-value < .01 pearson chi-square test was calculated to compare the relationship between the student's profile efficiency of student affairs and services. a significant relationship between profile efficiency was found in all except only between the profile sex and verification and assessment (x2(3)=252, p-value>.05). the chi-square statistic used testing relationships between categorical data of respondents profiles found in independent variables such as age, sex, year level, course siblings, and family to measure the frequency and percentage and compare to other variables to test their significant relationship. table 12. profile of unit heads/ staff and the sas efficiency employee's profile vs efficiency chi-square test profile efficiency x2(chi-square) df (degrees of freedom) age verification and assessment 10.32 12 issuance and application 8.40 12 checking and approval 22.54 * 12 composite mean 30.79 32 sex verification and assessment 0.89 3 issuance and application 3.04 3 checking and approval 3.93 3 composite mean 6.04 8 civil status verification and assessment 3.50 3 issuance and application 3.93 3 checking and approval 1.74 3 composite mean 12.42 8 designation verification and assessment 1.03 3 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 114 issuance and application 0.14 3 checking and approval 2.39 3 composite mean 6.46 8 education verification and assessment 5.32 12 issuance and application 16.45 12 checking and approval 12.58 12 composite mean 33.62 32 years in service verification and assessment 12.28 12 issuance and application 12.00 12 checking and approval 27.80 ** 12 composite mean 35.80 32 ** significant @ p-value < .01; * significant @ p-value < .05 table 10 shows that the pearson chi-square test was calculated to compare the relationship between the sas head/staff profile and efficiency of student affairs and services. a significant relationship between a profile in terms of age efficiency in terms of checking and approval (x2(12)=22.54, pvalue<.05) and profile in terms of years in service efficiency of student affairs and services in terms of checking and approval (x2(12)=27.80, p-value<.01). table 13. pearson correlation services and effectiveness and efficiency student affairs and services verification and assessment issuance and application checking and approval overall information and orientation r-value .325** .133** -.192** .102* guidance and counseling r-value 0.092 0.072 .135** .144** student training r-value -.123* .237** .099* .118* student organizations and activities r-value 0.021 .225** .133** .189** admission r-value .187** .145** .195** .251** international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 115 | scholarship and financial assistance r-value .309** .550** .139** .473** overall r-value .266** .434** .151** .404** ** correlation is significant at p-value < .01; * correlation is significant at p-value < .05 table 13 shows, information, and orientation were significantly related to effectiveness and efficiency of student affairs and services in terms of verification and assessment (r-value=.325, p-value<.01), issuance and application (r-value=.133, p-value<.01, checking and approval (r-value=-.192, pvalue<.01) and overall mean of effectiveness and efficiency [r-value=.102, p-value<.05); guidance and counseling were significantly related to effectiveness and efficiency of student affairs and services in terms of checking and approval (r-value=.135, p-value<.01) and overall mean of effectiveness and efficiency (r-value=.144, p-value<.01) this pearson's correlation is a measure of association between two continuous variables. pearson's correlation in this table measures the relationship of sas unit effectiveness and efficiency of their services using citizen charter rating in terms of verification and assessment, issuance and application, checking and approval to evaluate the performance. table 14. effectiveness and efficiency of sas result of multiple linear regression predictors beta t-value r square df (degrees of freedom) f (constant) 1.72 7.71 0.27 3 52.75 ** scholarship and financial assistance 0.43 11.45 student organizations and activities 0.14 4.73 425 information and orientation 0.05 2.34 dependent: effectiveness and efficiency; ** significant at p-value < .01 table 12 depicts a multiple linear regression was calculated to predict the effectiveness of student affairs and services based on information and orientation, guidance and counseling, student training, student organizations and activities, admission, and scholarship and financial assistance. a significant regression was found out (f (3, 425)=52.75, p-value<.01), with an r square of 0.27. participants' predicted effectiveness of student affairs and services are equal to 1.72 + 0.43 (scholarship and financial assistance) + 0.14 (student organizations and activities + 0.05 (information and orientation), where scholarship and financial assistance, student organizations and activities, and information and orientation between 1 and 5. an increase of 1.72 units for effectiveness and efficiency of student affairs and services for every 0.43 scholarships and financial assistance, 0.14 student organizations and activities, and 0.05 information and orientation. scholarship and financial assistance, student organizations and activities, and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy | 116 information and orientation were predictors of the effectiveness and efficiency of student affairs and services. respondents predicted effectiveness and efficiency of student affairs and services are equal to scholarship and financial assistance, student organizations and activities, information, and orientation. thus, other student services affairs units may consider enhancing their plan of activities and programs services. this study revealed that there are things to be considered to meet the standard quality in the flexible delivery of services. lastly, according to unesco (2002), student affairs (sa) is a profession that automatically undergoes periodic evaluation and capability assessment to ensure the quality of service delivered to students. conclusion and recommendation there is no significant relationship between the profile of students and the effectiveness and efficiency of student affairs services. there is a relationship between the students and the effectiveness and efficiency of student affairs services. there is no significant relationship between the profile of unit heads, staff profile, the effectiveness, and efficiency of student affairs services was partly upheld. there is a relationship between the unit heads and staff profile and the effectiveness and efficiency of student affairs services. there is no significant relationship between the students’ affairs services information and orientation services, guidance and counseling services, student training, student organizations and activities, admission services, scholarships and financial assistance (sfa) effectiveness and efficiency of student affairs services. the hypothesis has partly upheld the relationship between the students’ affairs services information and orientation services, guidance and counseling services, student training, student organizations and activities, admission services, scholarships and financial assistance (sfa), effectiveness and efficiency of student affairs services. based on the summary of findings and conclusions: • the guidance and counselling unit may administer the student assessment tools regularly and periodically to determine the appropriate interventions for the students. • the student affairs and services and the registered guidance counselors may conduct promotional campaigns of mental health among students through mobile or landline telecommunication and limited face-to-face conferences following the minimum health standards prescribed by the government. • the hei’s and sas may consider strengthening downloadable materials and their contents as means of student orientation and information dissemination. • the sas with different units and colleges in hei’s may conduct an increasing number of online seminars, workshops, and conferences relative to the program, specialization, and other relevant topics for the student welfare. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 99-117 predictors of the effectiveness and efficiency of student affairs and services (sas) among higher education institutions (hei’s) flora h. salandanan, lerma p. buenvinida, marcial m. bandoy 117 | • the sas, colleges, and the unit of student organizations and activities may enhance the system of recognition and accreditation, supervision and monitoring of student organizations, and evaluation of its activities. it is also recommended for further comprehensive study in the delivery of services and programs. references [1] azoury, nehme et al. (2014).university image and its relationship to student satisfactioncase of the middle eastern private business schools, research gate,doi:10.1016/j.ism.2014.07.001. [2] yilmaz, ercan et al. (2017). variables affecting student motivation based on academic publications journal of education and practice www.iiste.org issn 2222-1735 (paper)issn 2222-288x (online) [3] uie.(2002).annual report 2002: unesco institute for education, uil.unesco.org/journalinternational-review-of-education [4] dominici and palumbo, (2013), the drivers of customer satisfaction in the hospitality industry. applying the kano's model to sicilian hotels, int. j. leisure and tourism marketing, vol. 3, no. 3, 2013 [5] emiliani, m.l. (2005) using kaizen to improve graduate business school degree programs. quality assurance in education, 13, 37-52. [6] joseph cezar l. deligero & jake m. laguador, 2014. "work engagement among employees and its relationship with work units’ performance of a higher education institution," international journal of management sciences, research academy of social sciences, vol. 3(12), pages 909-917. microsoft word 11. 671 ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 146-156 corresponding author albertyazon@lspu.edu.ph; president_office@lspu.edu.ph; eden.callo@lspu.edu.ph doi: https://doi.org/10.31098/ijmesh.v4i2.671 research synergy foundation correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon1, mario r. briones2, eden c. callo3 1, 2, 3 laguna state polytechnic university, philippines abstract with the onset of the pandemic, no face-to-face instruction is seemingly the most pressing problem faced today in schools. the acquisition of required skills has been challenged by the digital divide and limited access to quality and equitable higher education. this scenario has pushed lspu for further flexibility in rendering its services anchored on its vision of becoming a center of technological innovation that promotes interdisciplinary learning, sustainable utilization of resources, collaboration, and partnership with the community and stakeholders. hence, this quantitative, non-experimental research with an observational approach utilized predictive design explored the lspu's delivery and assessment of flexible learning based on the outcomes-based education. the research instrument with an excellent reliability coefficient of .962 was programmed in the google form, and the extracted data from 5,314 respondents were analyzed using summary statistics and regression analysis. multiple linear regression analysis was used to treat the data. it was found out that there is a great extent of implementation of sound assessment practices that support student learning. the respondents agreed that the level of teacher’s assessment practices and support to student learning are promising and attuned to the requirements of flexible learning. the university’s migration plan really worked for the faculty and students. the majority of the respondents are motivated and engaged in flexible learning. the study found that 55.1% variance in the effectiveness of the implementation of flexible learning is positively explained by teacher’s assessment practices and support to students, student’s attainment of cognitive learning outcomes, student’s engagement and motivation, and student’s self-assessed academic performance during the new normal. keywords: flexible learning, learning continuity student engagement contextual factors learning outcomes this is an open access article under the cc-by-nc license. introduction the worldwide coronavirus pandemic and its suggestions are by a wide margin the best test approaching over humankind today. its drastic effect on practically all parts of our lives has constrained us out of nowhere to retrofit our way of life, work, and relational relations. at the onset of the pandemic, the vast majority of the nation’s chose to close their boundaries and eventually to likewise close schools and colleges. from that point forward, large numbers of them didn't get back to vis-à-vis classes; they actually worked in the online mode. if there should arise an occurrence of colleges, the suspension of "physical" instructing and the need to change to an online mode has been a significant test for advanced education organizations and their capacity to change rapidly to the new coronavirus reality. the abrupt change in the teaching and learning activities into virtual modalities was completed to proceed with the scholarly courses while keeping away from individuals gathering and the likely danger of the spread of contamination (amir, tanti, et al., 2020). nonetheless, there is the vulnerability about what school terminations meant for student achievement, just as how the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo 147 | abrupt paradigm shift of instruction will keep on influencing student attainment of learning outcomes. lederman (2020) evenhandedly expressed that because of the coronavirus emergency, educators and students both end up in the circumstance where they felt constrained to accept the flexible learning modalities as the best option for the continuity of learning. thinking about the option of no face-to-face instruction during the pandemic, distance learning has been an important tool to sustain student cognitive and non-cognitive development during school closures. that being said, there are still concerns that online learning may have been the best substitute for face-to-face instruction, especially so in the absence of universal access to infrastructure (hardware and software) that support learning and lack of adequate preparation among teachers and students for the unique demands that distance learning pose (oecd, 2020). the new arrangement for distance education, whether online or otherwise, requires teachers to quickly change their practices, including daily tasks, responsibilities, and responsibilities. during the covid crisis, teachers may be required to develop new alternative and diverse methods to monitor student learning (from assessment to correction of learning losses), including formative and summative methods (international fund united nations children's emergency, 2020). each grade and subject area may require different methods for obtaining individual and collective feedback and support. teachers may lack the relevant resources, training, and experience at home, especially on digital learning platforms. by focusing on student self-study, some courses can significantly reduce the time allotted to teachers to guide the learning process. teachers may also find it difficult to assess students' learning levels to determine whether students are on the right track, as well as learning gaps or losses due to school closures and corrective measures. such assessments are essential to provide information for the learning process and/or promotion, accreditation, and the student's access to higher education (unicef, 2020). under these premises, the work of the teacher as an educator, lecturer, and trainer must be able to influence their students. in this case, the teacher must be able to continuously improve their performance, which is the capital of educational success (manik & bustomi, 2011). efforts to improve teachers' teaching should encourage students to learn (thoonen et al., 2011). educational psychologists agree that classroom learning involves contextual factors, such as cognitive and emotional processes, and is strongly influenced by social processes. this means that students must be able and willing to regulate their cognition, motivation, and emotions and adapt to the social environment to promote their learning (boekaerts, 2010). in lieu of the aforementioned, the laguna state polytechnic university implements the flexible teaching and learning model. this flexible teaching and learning model is being operationalized in lspu context with its desire to serve its purpose of providing quality and equitable education amidst the challenging time. the bor-approved lspu learning continuity plan sets the direction of lspu in the opening of classes this first semester ay 2020 – 2021. the faculty and students are well-informed and welltaken care of by the top management. the strong administrative support and full cooperation of the entire academic community make the implementation of flexible learning at lspu possible. one – hundred percent of the faculty members developed a self-paced learning module and were able to successfully and effectively navigate the google classroom to support their synchronous and asynchronous classes. however, there are still students who don't have the means to embrace the online delivery model because of poor internet connectivity and lack of gadgets (laptop or desktop). classes are limited international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo | 148 to theoretical/conceptual skills development, and the preparation, review, and monitoring of the self-paced learning module require enough time to accomplish. these limitations challenged the academic community, especially the learners’ achievement and attitude towards learning. the existence of contextual factors that affect learning outcomes can be studied internally or externally. the most important internal and external factors and tools that affect the process and outcomes of student learning are interest, motivation, and teachers (aritonang, 2008). the solution that can be provided is to improve the learning results of the class and to be able to compete by applying learning models supported by interesting learning media (kusuma, wijayati, and wibowo, 2008) hence, this study explores the influence of contextual factors such as teacher’s assessment practices, student’s acquisition of learning outcomes, motivation, engagement on the effectiveness of the implementation of flexible learning. studying and understanding these factors allow refinement of programs, better communications, and better engagement, interest, and motivation among students. further, the findings of the study will be an input to academic rules and policies in the new normal in lspu's learning continuity and contingency plans as a response to the unprecedented effect of the covid-19 in the educational sector. a module or primer for a bridge program is desired to be developed to sustain students' cognitive and affective well-being, allowing them to actively participate in a distance learning environment. 2. problem statement and research questions the purpose of this study is to evaluate the influence of the contextual factors on the delivery and assessment of lspu in the flexible learning aspects of outcomes-based education. it also further defines and quantifies the achievement of the ideals and the most important learning outcomes for each course or subject in the plan in the first semester of 2020-2021. specifically, it sought answers to the following questions: 1. what is the level of teacher’s assessment practices and support to student learning as perceived by the students? 2. what is the level of students' attainment of cognitive learning outcomes? 3. what is the level of engagement and motivation of students in a flexible learning environment? 4. what is the level of students' self-assessed rating based on your experiences in their synchronous/asynchronous/modular classes? 5. what is the level of effectiveness of lspu’s flexible learning implementation as rated by the students? 6. do the level of teacher’s assessment practices and student support, student’s attainment of cognitive learning outcomes, level of engagement and motivation, selfassessed rating based on their experiences in their synchronous/asynchronous/modular classes significantly predict the effectiveness of lspu’s flexible learning implementation? research methods quantitative methods, that is, non-experimental research using observation methods and predictive design were used because it involves a systematic investigation of the nature of relationships or the associations between variables, rather than direct causality (lodico, 2006). this design is used to check whether changes in one or more variables (for example, contextual factors) are related to changes in other variables (for example, effectiveness of flexible learning). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo 149 | it is carried out on four (4) campuses of laguna state polytechnic university. the questionnaire was published, privately messaged, and emailed to target respondents. they were asked to describe their personal characteristics in terms of age, gender, campus, college, and grade. out of 22,000 students, 5,314 responded voluntarily. the majority of respondents were from the san pablo city campus (n = 2,509; 47%). there were 1,501 (28%) respondents from the main santa cruz campus, 812 (15%) from the los banos campus, 434 (8%) from the siniloan campus, and 58 (2%) from the satellite campus. they involve agriculture, arts and sciences, business management and accounting, computer science research, criminal justice education, engineering, industrial technology, food nutrition and nutrition, hotel management and tourism, industrial technology, nursing and related health, and teacher training programs. at the high school level (n = 354; 7%), higher education (n = 4,512; 85%) and postgraduate level (n = 448; 8%). eighty-seven percent are 16 – 23 years old, 11% are 24 – 39, while 2% belong to the age bracket of 40 – 55 years old. the majority of the respondents are millennials and only a few generations x and y. out of 5,314 total respondents, 3,458 (65%) are female, 1786 (34%) are female, while 70 (1%) preferred not to indicate their gender. they are also asked to respond to the likert-type scale questions covered in the study. the online survey tools were validated by experts in educational management, quality assurance, statistics, and research. the verified questionnaire has obtained a very good reliability factor of .932. the final device has been scheduled for google form, and the extracted data were analyzed using the appropriate tool. the number of frequencies and percentages have been used to describe the respondent’s profile. mean, and standard deviation have been utilized to assess their mean assessment on the parameters measured. the data shows an approximately normal distribution based on the smirnov-kolmogorov normality test (p> .05). multiple linear regressions have been adopted to evaluate effective predictors in the effective implementation of flexible learning. results and discussion on teacher’s assessment practices table 1. level of teacher’s assessment practices and support to student learning as perceived by the students indicative statement mean sd sk scaled response/ description rank 1. my output is collected or reviewed in any form. 4.94 0.98 0.77 agree 3 2. there are class meetings and or regular interactions (virtual or by group chat/email) in our class. 5.13 0.98 -1.17 agree 1 3. there are tools and support to share effectively the recommendations and feedback of my teachers for my work done or submitted. 4.86 1.07 -0.84 agree 4 4. my teachers use a mechanism to ensure the credibility and integrity of formative 4.96 0.99 0.93 agree 2 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo | 150 and summative assessments assigned to me. 5. teachers give additional support to students that have fallen furthest behind, including those from poor families without access to technology. 4.83 1.14 -0.98 agree 5 overall 4.94 0.85 -0.87 high extent legend: scaled response descriptive interpretation 5.50 – 6.00 – strongly agree great extent 4.50 – 5.49 – agree high extent 3.50 – 4.49 – moderately agree moderate extent 2.50 – 3.49 – slightly disagree less extent 1.50 – 2.49 – disagree least extent 1.00 – 1.49 – strongly disagree not at all table 1 shows the level of teacher's assessment practices and supports to student learning as perceived by the students. generally, there is a great extent of implementation of sound assessment practices that support student learning. the respondents agreed that there are class meetings and or regular interactions (virtual or by group chat/email) in class (�̅� = 5.13). in fact, teachers explored various learning portals such as google classroom, moodle cloud application, edmodo, facebook classroom, messenger, e-mail, among others, to facilitate the course efficiently. apparently, teachers use a mechanism to ensure the credibility and integrity of formative and summative assessments assigned to students (�̅� = 4.96), the output is collected or reviewed in any form (�̅� = 4.94), and there are tools and support to share effectively the recommendations and feedback of my teachers for my work done or submitted (�̅� = 4.86). as observed, the honesty form and non-disclosure agreement are filled out by students every time they are given assessment tasks. moreover, students at all levels are also reminded to follow the course policies in the course guide and syllabus, which includes the authenticity of their outputs. prompt feedback is also given to students to ensure that their works are valued, recognized, properly accounted for, documented, and assessed for continual improvement. in the same vein, teachers give additional support to students that have fallen furthest behind, including those from poor families without access to technology (�̅� = 4.86). the university exercises its utmost leniency and consideration for student welfare. for the full extent of understanding and leniency, faculty members are not allowed to conduct classes that are not on approved students' official schedule of classes, nor discipline their students by reducing the grades by being late attending the synchronous classes or non-opening of their video/camera. this humanitarian consideration is hoped to provide equity despite of the digital divide due to limited access to technology. the small standard deviation values and negative skewness coefficients clearly indicate that the respondents have almost the same level of agreement on the items asked, which are generally above the reported mean score. they agreed that the level of teacher’s assessment practices and support to student learning are promising and attuned to the requirements of flexible learning. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo 151 | on student’s attainment of learning outcomes table 2. level of student’s attainment of cognitive learning outcomes indicative statement mean sd sk scaled response/ descriptio n ran k 1. i understood and learned the essential learning competencies reflected in the course guide or course syllabus. 4.78 1.01 -0.68 agree 1 2. the desired learning outcomes for this semester were met. 4.68 1.09 0.73 agree 2 overall 4.73 0.98 -0.68 high extent legend: scaled response descriptive interpretation 5.50 – 6.00 – strongly agree great extent 4.50 – 5.49 – agree high extent 3.50 – 4.49 – moderately agree moderate extent 2.50 – 3.49 – slightly disagree less extent 1.50 – 2.49 – disagree least extent 1.00 – 1.49 – strongly disagree not at all this evaluation result affirms that the university’s migration plan really worked for the faculty and students. while faculty are expected to be proactive and reflective in their teaching practice in face-to-face settings, it is really challenging for them to migrate to the new teaching and learning environment. critical to the approaches is the provision of an opportunity to explore the potentialities of e-learning by establishing a complete migration learning plan, designing and developing an e-learning module from the migration plan template, and translating the e-learning module to the lspu platform. the identification of essential intended learning outcomes (ilos) propels the faculty to prioritize what should be taught and learned in a flexible learning environment. classifying the high essential (he), moderately essential (me), or least essential (le) streamlines what content must be covered in the entire semester. it gives direction as to what teaching-learning activities and assessment strategies should be selected to make learning more meaningful, engaging, and relevant. since the attainment of the intended learning outcomes optimizes the capacity of the institution to deliver quality education to students, it is noteworthy that it becomes possible because of the strong support system from the administration. the top management has been very supportive in the academic undertakings of the university, including capacity–building both for faculty and students. the synergy between and among teaching and non-teaching staff complements the readiness and preparedness of the academic community in adopting and implementing flexible learning. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo | 152 on student’s level of engagement and motivation table 3. cross tabulation of the respondent’s level of engagement and motivation to learn amidst the pandemic motivation not motivated less motivated moderately motivated motivate d highly motivated total % en ga ge m en t not engaged 7 5 1 6 3 22 1% less engaged 37 46 7 11 2 103 2% quite engaged 202 52 81 28 5 368 7% moderately engaged 201 51 743 364 74 1433 27% engaged 78 25 399 1593 414 2509 47% highly engaged 9 5 36 259 570 879 16% total 534 184 1267 2261 1068 5314 % 10% 3% 24% 43% 20% 100% 𝜒2 (20) = 4099.263; p < .0001 as shown in table 3, 13% are less motivated, among which 10% are quite engaged. however, 83% are motivated, while 90% are committed to flexible learning. online learning improves the awareness of students in distance learning. the interaction between students and teachers consisting of temporary opportunities in the campus classroom is available for review and reflection and is recorded for them. when they react during the teaching, they also have the opportunity to review and understand the lesson. the chi-square test of independence analysis revealed that student engagement and level of motivation are significantly related [χ2 (20) = 4099.263; p < .0001]. this result suggests that flexible learning can be both engaging and motivating. when students study online, they can also experience occasional moments when the possibilities of the medium and the course goals are suddenly combined. students capture that moment and shape it to encourage and enrich their learning. if properly designed, online education can be as effective as face-to-face teaching, emphasizing the design of the learning experience, content quality, and student engagement (callo and yazon, 2020). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo 153 | on self-assessed student performance and effectiveness of flexible learning table 4. cross tabulation of the respondent’s level of self-assessed performance and perceived effectiveness of the implementation of flexible learning the results in table 4 revealed that in terms of self-assessed performance, 92% reported that their semestral rating could range from satisfactory (85% 89%) to outstanding (95% 100%). the respondents are seemingly confident that they can perform satisfactorily despite the challenges brought by the pandemic. they see a greater opportunity to learn, as reflected in their self-assessed rating. good teaching in flexible learning is to allow most students to use the necessary cognitive process level to achieve the expected results of more academic students' spontaneous use. in addition, effective teaching and learning in today’s universities emphasize three points: the level of student participation related to the level of learning activities required to achieve the expected learning outcomes (from "description" to "theorization"), and related activities that may be stimulated by the learning level teaching method, and the academic orientation of students (biggs & tang, 2011). in terms of the perceived effectiveness of the implementation of flexible learning, 90% of the respondents appraised a satisfactory to outstanding rating. considering this result, it can be inferred that the lspu flexible learning is grounded to the needs of the students. it responds to its main goal, which is to provide learners with maximum flexibility in terms of learning content, timetables, interviews, and innovation evaluation. teachers' knowledge and self-efficacy on the use of social media, mobile phones, and other digital tools, including well-designed printed learning modules, offer various opportunities to make learning accessible to all learners. being adaptive to the current situation and the resourcefulness to adopt the new ways of teaching and assessing students' learning are desirable teachers' desirable traits in this challenging time (yazon and callo, 2021). implementation total poor needs improve ment fairly satisfacto ry satisfac tory very satisfacto ry outstan ding % g ra de poor 6 5 1 3 1 0 16 0.3% needs improvemen t 2 17 20 9 1 0 49 0.9% fairly satisfactory 4 34 147 143 31 5 364 6.8% satisfactory 3 29 164 1351 624 100 2271 43% very satisfactory 4 15 42 391 1361 359 2172 41% outstanding 1 3 6 38 91 303 442 8% total 20 103 380 1935 2109 767 5314 % 1% 2% 7% 36% 40% 14% 100% international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo | 154 on the test of significant prediction table 5. test of significant prediction of teacher’s assessment and support to students, student’s attainment of cognitive learning outcomes, level of engagement and motivation, and student grade on the effectiveness of the implementation of flexible learning predictors unstandardized coefficients standardized coefficients t sig. b std. error beta (constant) 0.277 0.062 4.492 0.000 assessment practices and support to students 0.177 0.014 0.165 12.483 0.000 attainment of learning outcome 0.199 0.014 0.213 14.446 0.000 engagement 0.051 0.012 0.051 4.073 0.000 motivation 0.127 0.008 0.199 15.879 0.000 student grade 0.371 0.012 0.325 29.713 0.000 adj. r2 = 55.10% dependent variable: effectiveness of flexible learning f (5, 5308) = 1307.034; p < .001; n = 5,314 regression equation: efl = .177ap + .199alo + .051e + .127m + .371sg where efl = predicted effectiveness of flexible learning scores ap = assessment practices; alo = attainment of learning outcomes e = engagement; m = motivation; sg = student grade multiple linear regression was performed to determine the significant predictors of the effective implementation of flexible learning. as shown in table 6, a significant regression equation was found (f(5, 5308) = 1307.034, p < .001), with an r2 = of .743. the predicted effectiveness of the implementation of flexible learning (efl) is equal to: efl =.277 + .177ap + .199alo + .051e + .127m + .371sg where efl = predicted effectiveness of flexible learning scores ap = assessment practices and support to students; alo = attainment of learning outcomes e = engagement; m = motivation; sg = student grade the model further revealed that 55.1% variance in the effectiveness of the implementation of flexible learning is positively explained by teacher’s assessment practices and support to students (β = .165), student’s attainment of cognitive learning outcomes (β = .213), student’s engagement (β = .051) and motivation (β = .199) and student’s self-assessed academic performance during the new normal (β = .325). conclusion and recommendations the covid19 pandemic has added flexibility in several areas. institutions, administrative structures, courses, and learning strategies and methods become flexible and easy to adapt. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 146-156 correlational study on the contextual factors influencing the effectiveness of flexible learning: the case of one state university in the philippines alberto d. yazon, mario r. briones, eden c. callo 155 | flexibility is of special significance and has become the core of university reform: 1) focus on greater accessibility: universities must be flexible enough to attract and recruit more new student groups; 2) focus on individual students so that they can learn when they want it, what they want, and the way they want it. shifting the focus from teachers to students is believed to help meet these needs, thereby improving teaching for a wider range of students. specifically, defining the learning outcomes that students should achieve should reflect the topics that teachers should teach. recognizes that good teaching is a function of the quality management system and human resources of the entire organization, so it is necessary to develop policies and procedures that encourage the entire organization to perform good teaching and evaluation. lspu must continue to exercise academic judgment/freedom by implementing available flexible learning and other alternative delivery models to replace face-to-face learning models on campus. the discretion of the university and its faculty must be reasonable, transparent, and verified based on the results. in addition, university officials can establish a monitoring mechanism to improve the quality of flexible learning, respond to student needs, and the huge loss of academic performance after returning to school. mechanisms to quantify, limit, and estimate the scope, acquisition, and use of distance education materials can be explored. this will allow the people who implement the plan and their target customers (students) to improve the plan, better communication, and better participation, interest, and motivation. references amir, l.r., tanti, i., maharani, d.a. et al. student perspective of classroom and distance learning during covid-19 pandemic in the undergraduate dental study program universitas indonesia. bmc med educ 20, 392 (2020). https://doi.org/10.1186/s12909-02002312-0 aritonang, k. t. 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(2011). how to improve teaching practices: the role of teacher motivation, organizational factors, and leadership practices. educational administration quarterly, 47(3), 496-536. https://doi.org/10.1177/0013161x11400185. united nations international children's emergency fund (unicef), 2020. guidance: assessing and monitoring learning during the covid-19 crisis. https://reliefweb.int/sites/reliefweb.int/files/resources/learning_assessments_durin g_covid-19_final.pdf yazon, a. and callo, c. (2021). assessing teacher's knowledge, self-efficacy, and practices (ksp) in adopting flexible learning during the covid-19 pandemic. universal journal of educational research, 9(1), 136 144. doi: 10.13189/ujer.2021.090115. microsoft word 622_chipasha salome bwalya lupekesa (52-70) available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 52-70 corresponding author johannes tshepiso tsoku, johannes.tsoku@nwu.ac.za doi: https://doi.org/10.31098/ijmesh.v5i2.622 research synergy foundation econometric modelling of financial time series chipasha salome bwalya lupekesa1, johannes tshepiso tsoku2, lebotsa daniel metsileng3 1,2,3 north-west university, south africa abstract this paper examines the relationship between assets, capital, liabilities, and liquidity in south africa using the johansen cointegration analysis and the garch model using times data for the period 02/2005 to 06/2018. the results obtained from the study suggest that the time series are integrated with order one, i(1). the findings from the johansen cointegration test indicated that the variables have a long-run cointegrating relationship. furthermore, the results from the garch model revealed that the estimated model has statistically significant coefficients at 5% significance level. additionally, results revealed that assets have a positive relationship with capital, liabilities, and liquidity. this implies that a percentage increase in assets will result in a percentage increase in capital, liabilities, and liquidity. the study found that assets, capital, liabilities, and liquidity are cointegrated for the financial-economic period of 2005/02 to 2018/06. the results also revealed that shocks decay quickly in the future and that the conditional variance is explosive. the diagnostic tests revealed that the estimated models show the characteristics of a well-specified model. the recommendations for future studies were formulated. keywords: arch model; cointegration; financial time series; garch model; vecm; volatility this is an open access article under the cc-by-nc license. introduction the paper applies the cointegration technique and the generalized autoregressive conditional heteroscedastic (garch) to model financial time series data in the south african economy. forecasting volatility can be helpful in the financial decision-making processes. this is especially applied to risk management and monetary policy process. the need for an accurate and appropriate volatility model for capturing conditional variance, forecasting, and estimation of financial data is becoming vital as many emerging economies become increasingly complex. one of the important areas of statistics is trying to understand how different variables react to each other using a given statistical technique. apart from the mean, variables also react to one another through second moments. this means that the change in a given variable may result in a change in the measure of another variable which may also affect its volatility (de wet, 2005). de wet (2005) further suggested that to better compile a long-run strategy, the cointegration analysis is the most suited technique when it comes to assessing the long-run relationships among variables. understanding the trends, characteristics, and relationships between variables is important in the current study. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 53 issn 2580-0981 (online) the cointegration techniques and the garch models have been commonly utilized by academics and researchers since their introduction in the 1980s. the johansen cointegration technique developed by johansen and juselius (1990) aimed to examine whether non-stationary time series data are integrated into the long run. the johansen cointegration technique provides a means to examine whether a selected number of endogenous variables for an emerging economy share a joint long-run stochastic trend while allowing for feasible short-run divergences (bagchi et al., 2016). according to francq and zakoian (2010), garch models prompted a rigorous turn toward the view of techniques used in finance through methodical modeling of the volatility of financial assets. in addition, francq and zakoian (2010) stated that several augmentations of the garch model had been published, enabling new areas of research such as probability and statistics. francq and zakoian (2010) recommended the use of garch models as they are regarded as easy to use in empirical form and ample in theoretical problems. the recommendation is supported by zakaria and abdulla (2012), who also stated that garch models are the most efficient method to employ in modeling and predicting financial returns. as many economies become progressively complex, the need to find a model that can accurately capture conditional variance and predict and estimate financial data arises. bollerslev (1986) and taylor (1986) recommended the use of garch models to capture volatility. the garch model developed by bollerslev (1986) considered the lagged conditional variance terms as auxiliary regressors, which enabled more of a flexible lag structure. additionally, arch/garch models regard heteroscedasticity as a variance to be modeled rather than an issue to be corrected (engle, 2001). bollerslev (1986) developed the garch model to rectify the problem of overparameterization often linked to the arch model. bollerslev (1986) believed that the garch model would yield superior correlations compared to the arch model. several studies have used the garch and garch-type models (such as the exponential garch, integrated garch, threshold garch, etc.) to capture the asymmetric features of volatility. for instance, in south africa, the symmetric and asymmetric garch models have been utilized to model financial and macroeconomic time series data (see mpofu, 2016), kutu and ngalawa (2017), babikir et al. (2012), etc.). among the several techniques used to detect whether a cointegrating relationship exists among time series, the johansen approach has been known to yield the most superior results (kaltalıoğlu, 2010). therefore, the paper employs the johansen approach to determine whether cointegration among assets, capital, liabilities, and liquidity exists. furthermore, the garch model is employed to model the volatility amongst the said variables. the rest of the paper is organized as follows: section 2 presents the literature review, section 3 presents the research methodology, section 4 discusses the results of the study, and section 5 presents the conclusion. literature review this section reviews the appropriate literature that employs the cointegration and the garch-type models in the analysis of time series data. ziramba (2010) studied the price, and income elasticities of crude oil import demand in south africa found using data covering the period 1980 to 2006. the study employed the johansen cointegration technique. the results of the study international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 54 │ issn 2580-0981 (online) showed that there was a long-run cointegrating relationship among crude oil import demand, income, and price. an earlier study conducted by ziramba (2008) on demand for residential electricity in south africa used the bounds testing approach to cointegration with an ar dispersed structure for the period between 1978 and 2005. the results of that study revealed that electricity demand is determined by income in the long run. garza (2018) conducted a study to examine the relationship between poverty and economic growth in mexico. the study employed data for the period 1960 to 2016. the study employed the gregory-hansen cointegration test, vecm, and the granger causality test. the findings of the gregory-hansen cointegration test revealed that there is an existence of a short-run and long-run equilibrium relationship between poverty and economic growth. the vecm results suggested that, in the long run, a percentage increase in economic growth would result in a percentage increase in poverty reduction. causality test results showed a bi-directional causality relationship between poverty and economic growth in mexico. rahman and barman (2018) conducted a study on a vecm approach to financial development, international trade, and economic growth in china after economic reform. the study used the johansen cointegration and the vecm to assess the causal relationship among the variables. the phillips-perron (pp) unit root test was employed to test for stationarity and the order of integration. the results of the study showed that financial development, international trade, and economic growth were cointegrated, which implies the existence of a long-run relationship among the variables. the johansen cointegration test revealed the existence of one cointegrating relationship among the studied variables. the results obtained from the vecm confirmed the longrun relationship between financial development, international trade, and economic growth in china. rahman and barman (2018) concluded that financial development is a driving force of economic growth in the short run and long run in china. investigations conducted by menyah and wolde-rufael (2010), gudan (2016), mohammadi et al. (2018), as well as seth and sidhu (2018) showed the ability and efficiency of garch models in predicting and assessing volatility. degiannakis and floros (2010) recommended that employing the vecm-garch model significantly improves hedging. amusa et al. (2009) applied the bounds testing approach to cointegration within an adlf for the assessment of aggregate demand for south african electricity for the period 1960 to 2007. the study by amusa et al. (2009) found that social and economic reforms added to the quick increase in electricity usage in south africa. furthermore, the results revealed that income would be a key factor in electricity demand in the long run. mohammadi et al. (2018) assessed the effects of exchange rate volatility on foreign agricultural trade in iran for the period 1980 to 2012. the real exchange rate volatility of the uniform structures, nonlinear, and the unsymmetrical garch were computed. the egarch coefficient was selected on account that it showed the existence of asymmetry in exchange rate volatility. to test for the cointegrating relationships between the variables, the johansen juselius vecm was applied. the estimates obtained from the model indicated that the exchange rate volatility had negative consequences on the exports of agricultural products in the long run. in addition to this, it was discovered that the gdp had a significant negative effect on agricultural products in the long run. furthermore, the foreign income that was earned from exporting oil to other countries negatively affected the import and export of agricultural products. mohammadi et international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 55 issn 2580-0981 (online) al. (2018) concluded that by reducing and selecting exchange rate volatilities within an acceptable boundary, favouring economic conditions could increase agricultural exports and also contribute to the future planning of production. ekong and onye (2017) examined the financial volatility of daily stock returns in nigeria over the period of 4th january 2012 to 13th august 2015. the study used the garch, exponential garch, threshold garch, and their augmented versions in the analysis of stock returns. the results revealed that the garch and the augmented egarch model computed using the generalized error distribution (ged) were the best-performing models. the study by choudry et al. (2018) employed several garch-type models: the bivariate garch, error correction model (ecm) garch, baba, engle, kraft, and kroner (bekk) garch, dynamic conditional correlation (dcc) garch, garch with cross-sectional volatility (garch-x), glosten jagannathan and runkle (gjr) garch and garch with jumps, to predict the daily dynamic hedge ratios for greece. the study utilized data spanning from 01/2000 to 07/2014. the results concluded that the garch model produced the most accurate estimates. additionally, ecm-garch, garch-x, and garch-gir established average confidence interval levels. it was also found that the garch-bekk and garch-gjr models showed extreme forecast capability for the individual portfolio returns. babikir et al. (2012) conducted a comparison study that utilized the garch, ms-garch, and gjr-garch models to examine structural breaks and stock returns volatility. the study used time series data for the period 07/02/1995 to 08/25/2010. the results obtained from the study revealed that the garch model performed better than the ms-garch and gjr-garch models. the study concluded that structural breaks are essential features of volatility stock market returns and should, for this reason, be accounted for to improve forecasts of the volatility stock market returns. by employing the garch (1,1) and egarch (1,1) models with the aid of financial time series data covering the period 1986 to 2013, mpofu (2016) discovered that moving to a floating exchange rate system leads to increased volatility of the south african rand. in addition, the results indicated that the volatility of the other variables studied also contributed to the changes in the south african rand. research method the paper employed secondary financial time series data obtained from the south african reserve bank (sarb). monthly time series data for four variables, namely, assets, capital, liabilities, and liquidity, for the period 2005/02 to 2018/06 was utilized. each variable consisted of 161 observations for the time period studied. the eviews statistical software was utilized to obtain empirical results. financial time series is non-stationary in nature; therefore, it is important to determine the order of integration of the variables. the testing of a unit root in times series data has become a common procedure in macroeconomics and statistical analysis (lopez, 1997). the paper employs the augmented dickeyfuller (adf) test, developed by dickey and fuller (1979), to test the times series properties of assets, capital, liabilities, and liquidity. gervais and khraief (2007) noted that the adf test could be used to determine the existence of a unit root in time series data. the adf test follows the null hypothesis stating that a unit root exists in the times series and an alternative hypothesis that the time series does not contain a unit root. the null hypothesis of the unit root can be rejected if the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 56 │ issn 2580-0981 (online) p-value of the adf test is less than the significance value. hence, it can be concluded that the time series is nonstationary. the two hypotheses can be presented as follows: 𝐻 ∶ 𝜃 = 1 𝐻 ∶ 𝜃 < 1 the adf unit root test was established using the following equation: 𝑦 = 𝛽 𝐷 + 𝛷𝑦 + ∑ 𝜓 𝛥 𝑦 + 𝜀 ………………………………………………………………….(1) where 𝐷 is a vector of deterministic terms, the 𝑝 lagged difference terms, δ𝑦 is used to estimate the autoregressive moving average structure of errors, the error term 𝜀 homoscedastic and is not correlated to 𝑝, the coefficients 𝛽 , 𝛷 and 𝜓 are the estimates. for determining the long-run relationship between the variables, the paper employs the johansen (1991) cointegration methodology. tsoku (2014) defined cointegration as a linear combination of two or more non-stationary time series that are stationary. sohail and hussain (2009) suggested the use of cointegration to examine long-run relationships among variables. the johansen methodology analyses three points: (i) estimating the number of cointegrating relationships in i(1) data, (ii) estimating the cointegrating relationships, and (iii) testing the economic hypotheses framework. the technique is based on the assumption that a var model defines the data sufficiently. the var model in the johansen methodology is analyzed by employing likelihood methods to solve the three points mentioned above (johansen, 1991). the johansen method follows a var process of order p given by: 𝑦 = 𝜇 + 𝐴 𝑦 + 𝐴 𝑦 + … + 𝐴 𝑦 + 𝜀 ……………………………………………………...….. (2) where 𝑦 is an 𝑛 × 1 vector of variables that are i(1) and 𝜀 is an 𝑛 × 1 vector of innovations. the var equation shown above in equation (2) can be re-written as: ∆𝑦 = 𝜙 + π𝑦 + ∑ γ ∆𝑦 + 𝜀 …………………………………...…………………………………...(3) where π = ∑ 𝐴 − 𝐼 and γ = − ∑ 𝐴 if the coefficient matrix π has declined in rank r<n, then there exist matrices 𝛼 and 𝛽 each with rank r such that π = α𝛽 and 𝛽 𝑦 is i(0). where r represents the number of relationships that are cointegrated, the α is the adjustment parameters in the vector error correction model, and 𝛽 is a cointegrating vector in each column. for a given r, the maximum likelihood estimator of 𝛽 describes the combination of 𝑦 that yields the r largest canonical correlations of ∆𝑦 with 𝑦 when the lagged variations are corrected (osterholm and hjalmarsson, 2007). the johansen cointegration procedure provides the trace and maximum eigenvalue likelihood ratio test statistics. the maximum eigenvalue test statistic tests the adequacy of a single international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 57 issn 2580-0981 (online) cointegration equation. the rejection of the null hypothesis indicates the presence of at least one long-run relationship. the null and alternative hypotheses for the test are shown below: 𝐻 : 𝑟 = 𝑟 𝐻 : 𝑟 = 𝑟 + 1 the test statistic is as follows: 𝐽 = −𝑇𝐼𝑛(1 − 𝜆 )…………………………………………………………………………………………….(4) where t is the sample size, 𝜆 is the i:th largest canonical correlation. the trace test examines the null hypotheses of a number of long-run relationships (r) equal to a given value (𝑟 ) and the alternative hypothesis for 𝑟 greater than 𝑟 . the hypotheses are shown below: 𝐻 : 𝑟 = 𝑟 𝐻 : 𝑟 > 𝑟 the test statistic is given as: 𝐽 = −𝑇 ∑ 𝐼𝑛(1 − 𝜆 )…………………………………………………………………………..………..(5) similar to the maximum eigenvalue test, 𝑟 = 0. the rejection of the null hypothesis shows that there is only one combination of the i(1) variables that will produce a stationary process. the definition of garch methodology is constructed on the first two conditional moments, where the garch (p, q) procedure (∈ ) is called a garch (p, q) process if the first two conditional moments satisfy: (i) 𝐸(∈ | ∈ , 𝑢 < 𝑡) = 0, 𝑡 ∈ ℤ . (ii) there exist constants 𝜔, 𝛼 , 𝑖 = 1, … , 𝑞 and 𝛽 , 𝑗 = 1, … , 𝑝 thus 𝛿 = 𝑉𝑎𝑟(∈ | ∈ , 𝑢 < 𝑡) = 𝜔 + ∑ 𝛼 ∈ + ∑ 𝛽 𝜎 . (𝑡 ∈ ℤ) ………………………………..(6) compressing equation (6) yields the equation below: 𝜎 = 𝜔 + 𝛼(𝐵)𝜖 + 𝛽(𝐵)𝜎 , (𝑡 ∈ ℤ) ……………………………………………………………………………(7) where b is the standard backshift operator 𝐵 𝜖 = 𝜖 and 𝐵 𝜎 = 𝜎 for any integer (i), and 𝛼 and 𝛽 are polynomials of degrees q and p, respectively: 𝛼(𝐵) = ∑ 𝛼 𝐵 , 𝛽(𝐵) ∑ 𝛽 𝐵 if 𝛽(𝑧) = 0 then 𝜎 = 𝜔 + ∑ 𝛼 ∈ …………………………………………………………………………………………………..(8) and the procedure is referred to as an arch(q) process. by definition, the innovation of the process 𝜖 is the variable 𝑣 = 𝜖 − 𝜎 . substituting in equation (6) the variables 𝜎 by ∈ − 𝑣 , the following representation is found as: 𝜖 = 𝜔 + ∑ (𝛼 + 𝛽 ) 𝜖 + 𝑣 − ∑ 𝛽 𝑣 , (𝑡 ∈ ℤ) ………………………………………………(9) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 58 │ issn 2580-0981 (online) where 𝑟 = max (𝑝, 𝑞), with the convention 𝛼 = 0 (𝛽 = 0) if 𝑖 > 𝑞 (𝑗 > 𝑝). this equation has a linear structure of an arma model, allowing for simple computation of the linear predictions. under additional assumptions (implying the second-order stationarity of 𝜖 ), it can be stated that if (∈ ) is garch (p, q), then 𝜖 is an arma (r, p) process. in particular, the square of an arch(q) process admits if it is stationary, an ar(q) representation will result. the arma representation is deemed to be useful for the estimation and identification of garch processes. many statistical techniques employed in the analysis of time series data make assumptions about normality, heteroscedasticity, serial correlation, t-tests, and analysis of variance (mishra et al., 2019). it is important to run diagnostic checks for these assumptions as it helps indicate whether the model applied in the study is adequate or not. any efficient model should generate residuals that have a mean equal to zero, constant variance, and uncorrelated error. the heteroscedasticity of variance assumption is frequent in the application and should be inferred when computing any statistical test (delacre et al., 2017). therefore, the underlying study employs the lagrange multiplier (lm) to detect the presence or absence of heteroscedasticity. in addition, the jarque-bera (jb) test is utilised to determine whether the residuals applied in the study are normally distributed. lastly, the breusch-godfrey (bg) test is employed to determine the presence or absence of serial correlation. findings and discussion the following section discusses the empirical results obtained from the data analysis. table 1 presents provide the descriptive statistics for the variables used in this paper. table 1. descriptive statistics l_ast l_cap l_lia l_liq mean 11.121 10.266 13.264 10.024 median 11.017 10.283 13.327 9.893 maximum 11.667 10.876 13.715 11.055 minimum 10.070 9.243 12.628 8.957 std. dev. 0.423 0.341 0.286 0.618 skewness -0.528 -0.321 -0.528 0.360 kurtosis 2.541 2.401 2.445 1.669 jb test 8.887 5.174 9.543 15.375 probability 0.012 0.075 0.008 0.000 observations 161 161 161 161 according to the results shown in table 1, it is evident that liabilities have the highest mean value, which implies that the monthly changes in liabilities are of great significance compared to assets, capital, and liquidity. this shows that liabilities are very responsive to changes in contrast to the other variables. the standard deviations of assets, capital, liabilities, and liquidity are 0.423, 0.341, 0.286, and 0.618 respectively. this implies that liabilities have the highest degree of variation while capital has the lowest degree of variation. the jarque-bera test reveals that the null hypothesis of normality is rejected for assets, liabilities, and liquidity, whereas capital data follows a normal distribution. the skewness statistic shows that the data assets, capital, and liabilities exhibit significant data points as compared to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 59 issn 2580-0981 (online) those of liquidity. the kurtosis values for all the variables indicate that the four variables have flat peaks. figure 1 shows the graphical representation of assets, capital, liabilities, and liquidities at the level. figure 1. log of assets, capital, liabilities, and liquidity at level according to figure 1, it can be observed from the plot of assets that there has been a significant increase in an upward direction over the studied time sample; perhaps a cyclical pattern may be observed in the plot. the time series plot for capital shows a decline from late 2005 to early 2007. the trend then fluctuated in an upward direction, reaching a high of 10.9 in early 2011; thereafter, the trend declined, reaching a low of 9.2 in 2017. the liabilities plot depicts a long-run ascending plot with extreme fluctuations for the observed time period. it is observed from the liquidity plot that the series exhibits an irregular upward pattern with sharp declines in 2008, 2009, and early 2012. by eye inspection, the four-time series plots appear to be non-stationary. figure 2 presents the plot of the variables at first difference international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 60 │ issn 2580-0981 (online) figure 2. log of assets, capital, liabilities, and liquidity at first difference figure 2 shows the graphical representation of assets, capital, liabilities, and liquidity at first difference. the differenced time series plots for the four variables depict a constant mean and variance. by eye inspection, one may conclude that the time series plots appear stationary. the results of the formal test of stationarity are presented in table 2. table 2. unit root tests for l_ast, l_cap, l_lia and l_liq variables order of integration i(0) i(1) test statistic p-value test statistic p-value l_ast -2.546 0.107 -3.896 0.003 l_cap -1.963 0.303 -15.629 0.000 l_lia -1.368 0.597 -13.231 0.000 l_liq -0.400 0.905 -19.751 0.000 table 2 shows a summary of the results obtained from the adf test. according to the results, it is revealed that all variables are non-stationary at the level and stationary after the first difference. hence it can be concluded that all the variables are integrated into order 1 [i(1)]. in view of the fact that the variables are integrated of order one or i(1), cointegration analysis can then be employed. the test to determine the optimal lag order in the var was conducted and the results presented in appendix i suggested that lag 3 was the most optimal lag. the trace and maximum eigenvalue maximum likelihood tests for johansen cointegration methodology were conducted based on the var order of 3. table 3 presents the trace test, and the results indicate the presence of one cointegrating relationship among the variables. table 4 presents the results international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 61 issn 2580-0981 (online) obtained from the maximum eigenvalue test, and the results show that no cointegrating relationship exists among the variables. table 3. trace test hypothesized no. of ce(s) eigenvalue trace statistic critical value prob.** none* 0.137 50.034 47.856 0.031 at most 1 0.086 26.826 29.797 0.106 at most 2 0.076 12.642 15.495 0.129 at most 3 0.001 0.222 3.841 0.637 note: trace test indicates 1 cointegrating eng(s) at the 0.05 level, *denotes rejection of the hypothesis at the 0.05 level, **mackinnon-haug-michelis (1999) p-values. table 4. maximum eigenvalue hypothesized no. of ce(s) eigenvalue max-eigen statistic critical value prob.** none 0.137 23.207 27.584 0.165 at most 1 0.086 14.184 21.132 0.350 at most 2 0.076 12.420 14.265 0.096 at most 3 0.001 0.222 3.841 0.637 note: max-eigenvalue test indicates no cointegration at the 0.05 level, *denotes rejection of the hypothesis at the 0.05 level, **mackinnon-haug-michelis (1999) p-values. it could be hard to explain contradicting results obtained from the trace test and maximum eigenvalue test; nonetheless, elective actions could be employed to assess the degree of cointegration that exists among the variables (maggiora and skerman, 2009). further tests in the underlying study are carried out on the presumption that the results yielded by the trace test are correct. this is based on the assumption made by lüutkepohl et al. (2001), which stated that situations occur where results yielded from the trace test are considered superior to the maximum eigenvalue tests. table 5 presents the results of the cointegrating vector of the series. table 5. cointegrating vector for l_ast, l_cap, l_lia and l_liq 1 cointegrating equation(s) log-likelihood 856.521 normalized cointegrating coefficients (standard error in parenthesis) l_ast 1.000 l_cap l_lia l_liq 0.291 -15.560 3.386 (1.795) (3.419) (1.478) the long-term equilibrium vector is estimated to be z = l_ast + 0.291 l_cap – 15.560 l_lia + 3.386 l_liq. the coefficient of l_cap has a standard error of 1.759 and is not significant. the coefficient of l_liq has a standard error of 1.478 and is significant. the coefficient of l_lia has a standard error of 3.419 and is also significant. l_ast is denoted as the dependent variable, and l_cap, l_lia, and liq are denoted as the independent variables. therefore, in the long run, l_lia has a positive impact on l_ast while l_cap and l_liq have a negative impact on l_ast, on average, ceteris paribus. additionally, for every 1% increase in assets acquired, liabilities rise by 15.56 % in the long run. in conclusion, the null hypothesis of no cointegrating relationship in the model is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 62 │ issn 2580-0981 (online) rejected. the results are in line with the study by amusa et al. (2009. the paper is also supported by the study by menyah and wolde-rufael (2010). the results presented in appendix ii show the short-run and adjustment coefficients. according to the results, the error correction equation signifying the long-run relationship among the variables is shown below: 𝐸𝐶𝑇 = 1.000𝐿_𝐴𝑆𝑇 + 0.292𝐿_𝐶𝐴𝑃 − 15.560𝐿 + 3.386𝐿 + 158.420…………(10) according to the results obtained, the previous year’s deviation from long-run equilibrium is corrected in the current period as an adjustment speed of 0.02, -0.00, 0.007, and -0.00 for assets, capital, liabilities, and liquidity respectively. a percentage change in l_cap is associated with a 0.002% decrease in l_ast on average, ceteris paribus, in the short run. a percentage change in l_lia is associated with a 0.017% increase l_ast on average, ceteris paribus in the short run. a percentage change in l_liq is associated with a 0.02% increase in l_ast on average, ceteris paribus, in the short run. an examination of the short-run relationship in the assets regression showed that assets are affected by the second lag of assets (𝛼 , = 0.17, 𝑧 = 2.061) and the third lag of liquidity (𝛼 , = 0.02, 𝑧 = 2.172), which are significantly positive, and the second lag of capital (𝛼 , = −0.014, 𝑧 = −2.356) which is significantly negative. the rest of the coefficients estimated in this equation are not significantly different from zero. in capital regression, the effects of the first lag of assets (𝛽 , = −2.763, 𝑧 = −2.387), the first and second lag of capital (𝛽 , = −0.448, 𝑧 = −4.990, 𝛽 , = −0.097, 𝑧 = −5.424) are significantly positive. for the liabilities equation, the short-run effects of capital in lag two (𝜙 , = −0.057, 𝑧 = −2.222) are significantly negative; the other coefficients are not significantly different from zero. lastly, for the liquidity equation, the short-run effects of liquidity in the first lag (𝛾 , = −0.456, 𝑧 = −5.313) are statistically insignificant and negative. the diagnostic tests for the estimated vector error correction model are discussed in table 6, table 7, and table 8. table 6. vecm joint residual heteroscedasticity tests chi-sq df prob. 286.9128 260 0.1208 the results for the heteroscedasticity test shown in table 6 are used to test for conditional heteroscedasticity. the chi-square probability value is 0.121, which is greater than the 0.05 critical value; therefore, the null hypothesis cannot be rejected. it can be concluded that the model is not heteroscedastic. the lm test is performed to detect the presence or absence of serial correlation in the estimated residuals. the serial correlation lm test for the estimated vecm is shown in table 7. table 7. vecm residual serial correlation lm tests null hypothesis: no serial correlation at lag h lag lre* stat df prob. rao f-stat df prob. 1 16.19911 16 0.4392 1.015000 (16, 416.1) 0.4393 2 22.21812 16 0.1363 1.402151 (16, 416.1) 0.1364 3 18.87760 16 0.2751 1.186604 (16, 416.1) 0.2752 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 63 issn 2580-0981 (online) null hypothesis: no serial correlation at lags 1 to h lag lre* stat df prob. rao f-stat df prob. 1 16.19911 16 0.4392 1.015000 (16, 416.1) 0.4393 2 29.40982 32 0.5983 0.918233 (32, 488.4) 0.5988 3 47.96090 48 0.4744 1.000419 (48, 495.1) 0.4758 *edgeworth expansion corrected likelihood ratio statistic. the breusch-godfrey, serial correlation lm test is used to test the presence and/or absence of serial correlation in the residuals. the null hypothesis can be rejected since the critical p-value of 0.05 is less than the probability values estimated in table 7. thus, it can be concluded that there is no serial correlation in this model. the jarque-bera test is utilised in the study to assess whether the variables within a model follow a normal distribution or deviate from a normal distribution. the results of the jarque-bera test are shown in table 8. a critical value of 0.05 is compared to the probability value of the jarque-bera statistic for the formation of a conclusion. table 8. vecm residual normality test component jarque-bera df prob. 1 19749.11 2 0.0000 2 95.11431 2 0.0000 3 868.3048 2 0.0000 4 7.352000 2 0.0253 joint 20719.89 8 0.0000 *approximate p-values do not account for coefficient estimation as seen in table 8, components 1-4 have a probability value that is less than the 0.05 critical value; thus, assets, capital, liabilities, and liquidity do not follow a normal distribution. the joint jarque-bera statistic is 20719.89, and the probability value is 0.000. since the probability values are less than 0.05 level of significance, the null hypothesis is rejected. it is therefore concluded that the overall model does not follow a normal distribution. the paper is in line with mohammadi et al. (2018) as well as seth and sidhu (2018). with the long-run relationship established, the next step is to model the volatility. prior to estimating the arch and garch model, the arch lm test was employed to test for the presence of arch effects in the residuals. the results are summarised in table 9. table 9. heteroscedasticity test (arch) f-statistic 62.418 prob. f (3,154) 0.000 obs*r-squared 86.698 prob. chi-square (3) 0.000 the results obtained rejected the null hypothesis of no arch effect at 5% significance level. therefore, arch effects are present in the model. hence, the arch/ garch model can be estimated. table 10 presents the results for the arch/ garch model. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 64 │ issn 2580-0981 (online) table 10. garch (1,1) estimation garch = c(5) + c(6)*resid(-1)^2 + c(7)*garch(-1) variable coefficient std. error z-statistic prob. c 3.370 0.413 8.168 0.000 l_cap 0.009 0.007 1.253 0.210 l_lia 0.323 0.035 9.355 0.000 l_liq 0.343 0.009 36.481 0.000 variance equation c 0.000 0.000 0.826451 0.408 arch 0.575 0.177 3.245 0.001 garch 0.515 0.087 5.944 0.000 r-squared 0.755 mean dependent var 11.121 adjusted r-squared 0.750 s.d. dependent var 0.424 durnel (2012) recommends the use of the student’s t-statistic over the gaussian normal distribution as it yields superior in-sample results. the garch model was then estimated using the student’s t-statistic. according to the results observed in table 10, the garch equation is estimated as: 𝐿 = 3.370 + 0.009𝐿 + 0.323𝐿 + 0.343𝐿_𝐿𝐼𝑄 ………………………………………………………..(11) equation (11) illustrates the garch (1,1) model. the results show that capital, liabilities, and liquidity have a positive relationship with assets, suggesting that a percentage increase in capital, liabilities, and liquidity would result in a percentage increase in assets. according to the results in table 10, the constant value, which explains the long-run variation in the model, has a significant p-value of 0.408. the arch statistic has a significant p-value of 0.001, which is less than the 5% level of significance. similarly, the garch effect has a significant value of 0.000. the results suggest that the previous year's data and internal changes have an impact on changes in assets. additionally, the garch coefficient indicates that disturbances to volatility have a continued effect on conditional variance. the coefficients of arch and garch are >1, implying that shocks decay rapidly in the future. it also suggests a great presence of arch and garch effects (bonga, 2019). the diagnostic tests of the garch model are presented in table 11, table 12, and figure 3. table 11. heteroscedasticity test (arch) heteroscedasticity test: arch f-statistic 0.777 prob. f(3,154) 0.508 obs*r-squared 2.356 prob. chi-square(3) 0.502 table 12. serial correlation autocorrelation partial correlation ac pac q-stat prob* .|. | .|. | 1 0.005 0.005 0.0044 0.947 .|. | .|. | 2 -0.025 -0.025 0.1096 0.947 *|. | *|. | 3 -0.119 -0.119 2.4612 0.482 *probabilities may not be valid for this equation specification international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 65 issn 2580-0981 (online) figure 3. test for normality in garch model the diagnostic tests reported in table 11, table 12, and figure 3 revealed that equation (11) possesses the characteristics of a good model. the heteroscedasticity test presented in table 11 cannot reject the null hypothesis of no arch effects in the residuals. therefore, the model does not have arch effects. similarly, the serial correlation test shown in table 12 indicates that the model is not affected by serial correlation. figure 3 presents the jarque-bera test with a probability value greater than 5% level of significance; hence it can be concluded that the data follows a normal distribution. conclusion the underlying paper employed the johansen cointegration methodology and the garch model to analyze the relationship and the volatility between assets, capital, liabilities, and liquidity for the period spanning from 2008/06 to 2018/02. the results obtained from the adf test suggest that assets, capital, liabilities, and liquidity are integrated of order 1. the results from the johansen cointegration test revealed that at least one cointegrating relationship exists among the four financial variables. the findings are consistent with the results obtained by rahman and barman (2018). since it was found that the time series were cointegrated, this means that assets, capital, liabilities, and liquidity are related and can be combined linearly. additionally, short-run shocks that may affect movements within the individual time series would converge in the long run. furthermore, results suggested that in the long run, liabilities have a positive impact on assets while capital and liquidity have a negative impact on assets, on average, ceteris paribus. it was also found that for every 1% increase in assets acquired, liabilities rise by 15.56% in the long run. thus, the null hypothesis of no cointegrating relationship in the model was rejected. the results obtained from the vecm indicated that the previous year’s deviation from long-run equilibrium is corrected in the current period as an adjustment speed of 0.02, -0.00, 0.007, and -0.00 for assets, capital, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 66 │ issn 2580-0981 (online) liabilities, and liquidity respectively. the diagnostic tests revealed that the estimated cointegration model is adequate. the results from the arch test show that the arch effect has a statistically significant probability value. similarly, the computed garch model has a significant p-value. this implies that the previous year's statistics and internal changes contribute to the volatility of assets. the results suggest that capital, liabilities, and liquidity have a positive relationship with assets. it was also observed that the coefficient of the arch and garch adds up to a value greater than one, which indicates that shocks decay more quicker in the future. since the sum of the coefficients is a value greater than one, it implies that the conditional variance is explosive. the findings are similar to those found by bonga (2019), where the estimated garch model generated statistically significant coefficients at 5% significant level with an explosive conditional variance. the diagnostic tests revealed that the estimated arch/garch model displays characteristics of a well-specified model. limitation & further research although the estimated models were well-specified, there is room for further improvement. this paper recommends the use of other garch-type models for analysis. additionally, the paper only makes use of the student’s t-distribution as recommended by durnel (2012); 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(dissertation-masters). zakaria, s. & abdalla, s. 2012. modeling stock returns volatility: empirical evidence from saudi stock exchange. international research journal of finance and economics. 85: 166-179. ziramba, e. 2008. the demand for residential electricity in south africa. energy policy. 36(9), pp 3460-3466. ziramba, e. 2010. price and income elasticities of crude oil import demand in south africa: a cointegration analysis. energy policy. 38(12), pp 7844-7849. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng │ 69 issn 2580-0981 (online) appendix appendix i. var lag order selection criteria * indicates lag order selected by the criterion, lr: sequential modified lr test statistic (each test at 5% level) fpe: final prediction error, aic: akaike information criterion, sc: schwarz information criterion, hq: hannan-quinn information criterion. appendix ii. vector error correction estimates cointegrating eq: cointeq1 l_ast(-1) 1.000 l_cap(-1) 0.291[ 0.162] l_lia(-1) -15.560[-4.551] l_liq(-1) 3.386[ 2.307] c 158.420 error correction: d(l_ast) d(l_cap) d(l_lia) d(l_liq) cointeq1 0.002[ 3.701] -0.000[-0.018] 0.007[ 2.808] -0.000[-0.053] d(l_ast(-1)) 0.057[ 0.7] -2.763[-2.387] -0.485[-1.339] -1.023[-1.354] d(l_ast(-2)) 0.170[ 2.061] -0.210[-0.181] -0.131[-0.362] -0.513[-0.680] d(l_ast(-3)) 0.086[ 1.035] 1.129[ 0.965] -0.451[-1.233] 0.614[ 0.805] d(l_cap(-1)) 0.000[ 0.071] -0.418[-4.990] -0.047[-1.799] -0.044[-0.804] d(l_cap(-2)) -0.014[-2.356] -0.448[-5.424] -0.057[-2.222] 0.033[ 0.606] d(l_cap(-3)) -0.002[-0.333] -0.097[-1.128] -0.028[-1.023] 0.063[ 1.128] d(l_lia(-1)) 0.009[ 0.498] 0.058[ 0.220] -0.033[-0.399] 0.045[ 0.259] d(l_lia(-2)) -0.003[-0.163] 0.239[ 0.922] -0.060[-0.739] 0.269[ 1.587] d(l_lia(-3)) 0.017[ 0.932] -0.078[-0.303] -0.073[-0.901] -0.073[-0.431] d(l_liq(-1)) -0.002[-0.235] -0.173[-1.320] -0.030[-0.740] -0.456[-5.313] d(l_liq(-2)) 0.011[ 1.087] -0.120[-0.854] 0.021[ 0.485] -0.140[-1.525] d(l_liq(-3)) 0.020[ 2.172] -0.198[-1.572] 0.050[ 1.257] -0.137[-1.666] c 0.006[ 3.740] 0.018[ 0.757] 0.017[ 2.382] 0.024[ 1.553] lag logl lr fpe aic sic hq 0 1.969 na 0.000 0.014 0.073 0.038 1 679.198 1319.048 3.27e-08 -8.722 -8.484* -8.625 2 691.582 23.635 3.13e-08 -8.766 -8.350 -8.597 3 710.374 35.128* 2.76e-08* -8.894* -8.300 -8.652* 4 715.260 8.943 2.91e-08 -8.840 -8.068 -8.526 5 720.200 8.846 3.07e-08 -8.787 -7.836 -8.401 6 723.963 6.592 3.30e-08 -8.718 -7.589 -8.260 7 731.093 12.209 3.38e-08 -8.694 -7.387 -8.163 8 735.738 7.772 3.59e-08 -8.637 -7.152 -8.034 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 52-70 econometric modelling of financial time series chipasha salome bwalya lupekesa, johannes tshepiso tsoku, lebotsa daniel metsileng 70 │ issn 2580-0981 (online) r-squared 0.358 0.313 0.137 0.253 adj. r-squared 0.299 0.250 0.059 0.185 s.e. equation 0.013 0.188 0.059 0.123 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 2 (2020): 14-27 corresponding author sadderley@brookes.ac.uk; lgray@brookes.ac.uk doi: https://doi.org/10.31098/ijmesh.v3i2.244 research synergy foundation french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley1, lee gray2 1,2 oxford brookes business school, united kingdom abstract within this study, we examined a sustainable business model which balanced profit and social entrepreneurship in order to maintain their cultural heritage and sustainability, in the face of a changing marketplace. we examined two french food manufacturing cooperatives, both of which have gained national attention by converting commercially failing factories into sustainable economic and employment generators based on artisanal-style and social values within a cooperative governance structure. those particular cooperatives have balanced both an artisan dimension (producer identity and product values) and an industrial logic (consumer demands and governance strategy). we focus on our newly developed framework of four interdependent and interconnected areas that create a bridge for comparison: consumer demand, producer identity, production values, and cooperative governance. we used semistructured interview convenience sampling of workers and followed up with in-depth interviews with senior managers, operations directors, and factory floor workers. participants reflected on their experiences during 60-90-minute interviews focused on and coded to literature themes. validity and reliability were controlled through yin’s (2014) conceptional triangulation framework. additionally, coding was used to strengthen the degree of “rigour into the qualitative analysis” and minimize any inherent validity issues (dey, 1993, p. 59). our novel framework builds on daya (2014), kirezieva et al., (2016), maier et al., (2016), and doherty et al., (2014), faure-ferlet et al., (2018), kobrin (2017), ichijo (2020), autio et al., (2013), and battilana et al., (2012), which lies in the interconnectivity of the four areas within the french cooperative businesses: producer identity and production values are most closely interlinked, consumer demand was closely associated as well, and the cooperative structure is a key driver for workers but not consumers. our result demonstrates movement to a more collaborative strategy where all areas are interlinked, and none could be separated from the other. keywords: cooperatives, food manufacture, artisan, hybrid, france this is an open access article under the cc–by-nc license introduction the conventional narrative concerning the development of cooperative business models is one that sees a tension between the for-profit motive and the ethical and/or sustainable values that underpin the company's activities (battilana and lee, 2014; doherty et al., 2014; hahn and ince, 2016; davies and chambers, 2018). such a discourse assumes a bipolar struggle between two competing drivers, one which puts the creation of economic value at the forefront of activity and the other which places non-economic values as more prevalent. mailto:sadderley@brookes.ac.uk mailto:lgray@brookes.ac.uk http://creativecommons.org/licenses/by-nc/4.0/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 15 │ however, manufacturing within the industrial food sector has seen the development of a number of alternative food systems (e.g., allen and sachs, 1991) which, their advocates claim, negate the worst aspects of the traditional, for-profit food manufacturing sector by the sustainable use of natural resources; a greater level of justice within agricultural transactions; and increased democracy in the governance of food production. this article provides two case studies of food manufacturing cooperatives in france that have attempted to implement such systems. both cooperatives were formed after large multinational firms ceased manufacturing in a local factory, and the workers, rather than accepting redundancies, established an artisan production company based on "traditional" techniques and cooperative structures. our research shows that these cooperatives do not experience a bi-polar pull between two distinct motives (profit vs. values); instead, they have negotiated a complex and changing series of internal mechanisms to resolve a series of conflicting “pulls”. historically, france’s foodservice business models were focused on company activities with forprofit motives that neglected ethical or sustainable drivers (kobrin, 2017). however, with changes in globalization and local food movements, manufacturing within the industrial food sector has seen the development of a number of alternative food systems. these grassroots initiatives, which are governed by a hybrid governance structure, are addressing systemic global problems and local issues (battilana et al., 2012) within traditional foodservice systems. there is a growing cultural backlash against globalization in france, which is promoting more national identity and community focus (kobrin, 2017). this is evident in rural food production in france, where cooperatives are balancing profit and social entrepreneurship in order to maintain their cultural heritage and sustainability in the face of a changing marketplace. the aim of this paper is to focus on how french cooperatives have balanced both an artisan dimension (producer identity and product values) and an industrial logic (consumer demands and governance strategy) in order to develop sustainable business models. literature review artisan crafts the economic and cultural benefits of the artisan craft movement in emerging economies have been established for almost two decades (luckman & thomas, 2018; littrell & dickson, 2010; hoyte, 2019). moreover, the growth of the global artisan craft movement within the developed world has also been well documented (e.g., grimes & milgram, 2000). whilst the world’s artisan craft movement context differs from modern france’s food marketplace, and there are four key areas that are consistent and create a bridge for comparison: consumer demand, producer identity, production values, and cooperative governance. consumer demand anthropologist june nash’s argument that local artisan crafts act as “the medium of communication between people who live profoundly different lives” (luckman & thomas, 2018, p. 55) extends to the food culture in france. in fact, there is increased demand for local food production, as customers are increasingly unsatisfied with industrial global food production, which they see as harmful in terms of personal health and global values (social and environmental) (autio et al., 2013). consumers who struggle to trust large-scale producers are attracted to local artisan foods, which also identify themselves with a nation’s original food culture and traditional food production (settanni & moschetti, 2014). additionally, consumers believe that by purchasing local artisan products, they are also fighting social issues, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 16 │ empowering local businesses (autio et al., 2013), and supporting ethical business practices (littrell & dickson, 2010). there is some debate as to what degree a consumer’s artisan crafts buying decisions demonstrates their level of support for a community, empathy with the producer’s cause, or passion for local traditions (luckman & thomas, 2018; autio et al., 2013). with worldwide initiatives like the slow food and fairtrade movements, there are more organized expressions of political and ethical concerns in consumerism (bowen & clercg, 2008). it is clear that some consumers are taking social values and local foods into account when buying products to support local producers, local economy, employment, and even food chain transparency (autio et al., 2013). indeed, this practice is appearing to be consistent across the world’s economies and increasingly playing a role in the global markets (luckman & thomas, 2018). producer identity social entrepreneurs capitalize on customer motivations related to their local resources and values by creating imagery associations between their distinctive local identity and/or social cause, creating an inimitable producer’s brand-identity (müller & korsgaard, 2018). building an identity based on physical resources (historic buildings, legends, or natural products) and owner personalities or talents can create a complex relationship between the community and local food producers (ichijo, 2020). marketing literature has long recognized the strong impact local culture and national heritage have on a producer’s brand identity (pike, 2013), and france's gastronomic, cultural heritage characterizes this, with their nation’s economy and identity closely linked to food producers and their town, area, and/or region (ichijo, 2020). a french study found that consumers identified the relationship to cooperative products and resource acquisition as more positive than the ones to traditional for-profit companies (faure-ferlet et al., 2018). over the last decade, there has been a significant consumer backlash against globalization, which is demonstrated by a growing nationalistic consumer movement towards french-identity foods (ichijo, 2020). this has resulted in french companies having internal conflicts between their drive for economic growth and customer-trends towards maintaining traditional methods and processes (kobrin, 2017). rural area food cooperatives with clear links to local economy and culture (for example, utilization of local products and local expertise) have taken advantage of commercial revenue, grant funding, private donations, and additional forms of nationalist-based philanthropy (ichijo, 2020). all this demonstrates the unique identity of their production, in stark contrast to the homogenization of the global producers (autio et al., 2013). artists and craftspeople describe their product as “standing at the heart of their identity” (quinn & seaman, 2018, p. 461). from this perspective, the creation and aesthetics of their crafts are determined by traditional methods and personal, community, or family history (autio et al., 2013). this is in contrast to ‘modern’ production methods, which are produced for efficiency and profit (battilana et al., 2012). as a result, artisan producers create both a niche market, developed from a unique selling proposition (usp) and a cultural knowledge-transfer, based on their traditional manufacturing techniques (luckman & thomas, 2018). indeed, these aesthetics and quality of producer products, as well as the creativity and uniqueness, all attract consumers (autio et al., 2013). however, it is the combination of local culture, aesthetics, and social purpose, that creates the usp of the producer’s identity (hoyte, 2019). production values similar to producer identity are the production values that govern every aspect of this type of artisan’s operation (hoyte, 2019). social and environmental values are applied to the supply chain and thereby attract consumers who believe their purchasing power demonstrates their support for common international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 17 │ values (autio et al., 2013). local food producers differentiate themselves from industrialized corporations and demonstrate value by manufacturing local foods using artisanal techniques and regional culinary processes (renting et al., 2003). in france, the strongest connection was found within the food sector, where a close relationship was demonstrated between agricultural and consumer products (settanni & moschetti, 2014). cooperatives are seen as small organizations whose productions are much more restricted than those of multinational companies (faure-ferlet et al., 2018). this links the inherent qualities ascribed to traditional values and has led to the emergence and growth of alternative food movements, which connects food to local cultures, returning economic control to the producers (nicholls & huybrechts, 2017). these include fair trade, organic, local foods, and slow food movements. the slow food movement, for example, aims to protect local food traditions and cultures to empower communities and consumers to influence how food is cultivated, produced, and distributed (slow food, 2018). in addition, instead of exclusively focusing on consumer demands, trends, or tastes, producers achieve sustainability by balancing their social and/or environmental values simultaneously with profitability (daya, 2014). emphasizing the value of national distinctiveness (desousey, 2010), producers create value and a relationship with the consumer and therefore are important economic drivers for business (bianchi & mortimer, 2015). balancing the economic challenges between social values and financial aims can be difficult for organizations and can put stress on decision-makers (battilana, 2018). cooperative governance dynamic changes in the global economy have directly affected businesses, specifically food-related businesses that have been hit hard by increased competition and rising production costs (kirezieva et al., 2016). this brought a rise to community focused worker-owned cooperatives, which inspired the united nations to declare 2012 the international year of cooperatives, underscoring the importance of their social and economic impact to reducing unemployment, poverty, and social exclusion (cheney et al., 2014). over the last 30-years, there has been a trend to strengthen shareholder accountability and transparency, as well as a difficulty gaining capital for food-focused ventures. this has resulted in an increase of agricooperatives where decision-making and investments are made by members (kirezieva et al., 2016). there exists a variety of structures within the cooperative governance umbrella, with several underlying similarities including, members receive benefits (through use and/or as an investor), the governance board is comprised of and supports the membership, and decisions are made in the interest of the social cause and business sustainability and not any outside entity (kirezieva et al., 2016). these cooperative, democratic principles represent a governance model that combines a shared ethos based on social values and organizational sustainability (doherty et al., 2014). research has shown membership-based cooperative governance focuses on greater economic and employment opportunities for the community (cheney et al., 2014) and product quality due to member participation at all levels (cechin et al., 2013). on the other hand, it has been argued that non-profit incentives in cooperative food manufacturing have resulted in low member commitment and food safety concerns (kirezieva et al., 2016). yet, it is often social entrepreneurs who are credited with community development (müller and korsgaard, 2018). cooperative governance is considered a social entrepreneurship hybrid (success through financial and social benchmarks) (doherty et al., 2014), balancing social mission with a profit-making capacity to serve the community (maier et al., 2016). battilana (2018) found french hybrids were developing successful business practices by hiring outside managers with expertise in specific business areas in order to maximize profit and social international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 18 │ investments. additionally, successful social hybrid enterprises could not be defined by a single community focus or goal (young & lecy, 2014). by incorporating an employee-membership cooperative structure, organizations spread risk amongst their members and increase job security in times of economic change (steinerowski & steinerowska-streb, 2012). the french government identified these cooperative structures as a way to maintain national stability and respond to employment needs in a way that the current for-profit market does not satisfy (faure-ferlet et al., 2018). whilst these techniques have been successful, and public support for cooperatives is prevalent in france, it is still difficult to meet the combined economic, social, and consumer demands. integrated theoretical framework the preceding was not an exhaustive list with which to analyze an organization or its culture. instead, these four areas are intended to focus this study and provide useful context from which to examine how french cooperatives are developing businesses to maintain their unique cultural heritage in the face of globalization. obviously, these elements do not act in isolation but are interdependent (figure 1), creating a symbiotic relationship where like living organisms, development in one area will support development in another area. within this study, we select the case studies in france. this integrated framework will be used in the analysis and discussion of the case studies, which are described in the results section. figure 1: interdependent relationship of the frameworks consumer demand cooperative governance producer identity production values international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 19 │ methodology we will explore two case studies of food manufacturing cooperatives, due to their gained national attention for converting commercially failing factories into sustainable economic and employment generators for their communities (moreau, 2019; luxey, 2019). two organizations were studied: scop-ti, a tea-bag manufacturing cooperative based near marseille, and la fabrique du sud, an ice-cream making cooperative in carcassone. these organizations had a number of factors that made them relevant to this research. they each had: 1. a food manufacturing site for a large multinational organization; 2. existed for a number of decades within a locality famous for that specific type of manufacturing; 3. been threatened with closure as part of a global restructuring plan; 4. responded by establishing a cooperative of workers and ‘buying out’ in some form the factory and some production equipment from the multinational owners; 5. achieved success through a series of high-profile campaigns which had been initially opposed by the multinational organization; 6. re-branded itself as an artisan food manufacturer, based on local techniques and culture. twenty semi-structured interviews were conducted both in-person and remotely (skype) with employees having at least 12 months of employment at their organization. follow up in-depth interviews were conducted with senior managers, operations directors, and factory floor workers. convenience sampling was chosen as a non-random method to target the population due to their accessibility, geographical proximity, and willingness to participate (etikan et al., 2016). interestingly, all participants had been ‘factory floor’ workers prior to the establishment of the cooperative. participants reflected on their experiences during 60-90-minute interviews focused on and coded to literature themes. validity and reliability were controlled through yin’s (2014) conceptional triangulation framework. “the combination of methodologies in a study” (denzin, 1978, p. 294) supports a deeper understanding of the participants and their motivations. additionally, coding was used to strengthen the degree of “rigour into the qualitative analysis” and minimize any inherent validity issues (dey, 1993, p. 59). this study was funded as part of a leonardo project under markers 2, track 12 eu research programme. organization's background the société coopérative et participative thés et infusions (scop-ti) first came to national attention in 2015 when french president francois holland visited the plant to inaugurate the cooperative (barla, 2015). this was the result of a long struggle that began in 2010. when unilever announced the herbal tea factory (fralib) would relocate from gémenos, where it had been for 80-years, causing redundancy of 182 workers (ibid). the staff fought to save the factory, garnering considerable public attention (moreau 2019). two years later, unilever paid €20million in back pay and €1.5million in start-up capital (bertrand, 2014). the staff went on to launch a new cooperative, which converted the factory from a traditional business in crisis into a successful cooperative (cheney et al., 2014). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 20 │ scop-ti was launched with €3million, a humanistic agenda, and a focus on local organic materials (moreau 2019). their localized and organic identity differentiates it from consumers and promotes the connection to french gastronomic traditions (ichijo, 2020), which has grown the company to ten times the value in 2019 (moreau 2019). this membership balance between social mission and profit-making translated to financial and community success. in july 2013, 19 former employees of pilpa used their redundancy payments to open an artisan ice cream cooperative (luxey, 2019). they created la fabrique du sud (factory of the south) and the brand la belle aude (ibid). an association was also formed with the objective of protecting worker's rights and engaging consumers to support the cooperative (mas, 2017). they named the association, amis de la fabrique du sud (friends of the south factory) a société coopérative de production (scop). cheney et al. (2014) contend that among all the types of cooperatives, these worker cooperatives enlist the highest level of engagement, contributing labor, and receiving dividends and value in return. scop has grown to become a national cooperative, supporting cooperatives throughout france (mas, 2018). five years after its start, amis de la fabrique du sud has expanded to over 800 members in order to pass on their values and cooperative knowledge to support other communities throughout france (luxey, 2019). michel mas, president of scop, estimates they have contributed over €57 million to the french economy (mas, 2018). autio et al. (2013) argue food manufacturers can support customers by focusing on social values such as environmentally conscious production techniques. this benefits local food producers and supporting local economies. francoise hollande was a major supporter of the new cooperative’s success (carnehy, 2012). this is not surprising considering the united nations general assembly found cooperatives are major factors in the economic and social development of their local communities (united nations, as cited in cheney et al., 2014). scop-ti demonstrates this by investing in the community, supporting the company's values, and supporting employment and local herb production (autio et al., 2013). in 2015, president françois hollande recognized this model for their economic and social successes maintaining their mission to create jobs whilst developing local expertise, producing quality products whilst investing in local farms, distributing benefits equally with good working conditions for employees whilst maintaining high environmental standards (mas, 2018). results the following findings represent the prevalent themes emerging from the interviews and media accounts. these demonstrate the contention between local traditions and social values within artisan food manufacturing (luckman & thomas, 2018). the themes capture and are narrowly focused on the central elements in the data relating to the integration and interconnectivity of french cooperatives on their cultural heritage in the face of changing global conditions and the dependencies of consumer demands, producer identity, production values, and cooperative governance. for that reason and to demonstrate their interconnectivity, the elements of the framework are also integrated within this section. scop was designed as a national worker cooperative and thereby supported other cooperatives within the nation. the president of scop characterized their structure’s governance strategy as “the most important thing about us, it is a different mode of governance whereby the company belongs to its workforce and not to a financial group – so we put our product as the number one priority – our knowledge – and our connection to our consumer, [french cooperatives].” from this perspective, these three entities are related, and they are also inter-related, supporting each other's initiatives, not regarding each other as competitors. similarly, in 2014 when la fabrique du sud and in 2017 when scop-ti registered as international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 21 │ cooperatives (societe, 2020), member-employees were able to vote and participate in profit-sharing. amandine viornery, brand strategy consultant at scop-ti described the new process as “always very democratic, they were a cooperative operating on the principle of showing hands for each decision, including the name and identity of every product” (james, 2017). demonstrating the interconnectivity of member governance and product identity, as argued by young & lecy (2014) and cechin et al., (2013), a senior manager of la fabrique du sud said, "we wanted a different form of governance and that is linked directly to the quality of the product – that's more important than profit." management decisions such as using low-cost supplies were made from this perspective and with the support of the community. scop-ti “will always have pressure to use cheaper supply chains [if it gets bigger] but scop is here to stop them from doing that. we would use crowdsourcing and explore different distribution mechanisms.”, said the president of scop. the governance decisions by the membership combined strategic directions which transformed the company towards making a greater connection between location and ingredients (product identity), connecting in local values (production values) which led to the economic successes (consumer demand), as “we think that in 3-4 years we can be turning over €3-4million with 30-40 staff. i’d like to get bigger, but others are more cautious because they feel it would be hard to maintain values at that size. they feel that if it becomes bigger then it will be hard to be able to relate to everyone through the human dimension”, a senior manager at scop-ti said, signifying the interconnectivity as part of the company ethos. demonstrating the strength of the identity linking to governance in france, as argued by bijman & iliopoulos (2014), a founding member of la fabrique du sud reported “it was the staff who believed in [the cooperative], who took it on – [and became] activists” at la fabrique du sud. "french companies have a special relationship with food … food is not just about calorie intake: it's about culture and local traditions, and it's deeply rooted in local communities", said emmanuelle wargon, vice-president of corporate affairs at danone, a french-built multinational company (business france, 2017). as a result, la fabrique du sud employees incorporated local products into their overall strategy, creating a new product identity, as well as a cultural identity into the organization, which is predicated upon a concept of themselves as owners. "we had been making mid-quality products on a large scale, but we wanted to start again from scratch and offer consumers high quality products using local ingredients…using local ingredients gives our products a local identity and ties in with the idea of terroir," said, christophe barbier, chief executive and development director of la fabrique du sud in a 2017 interview (business france, 2017). he went on to explain the success: “our sales rose by 50% in 20142015, 25% in 2015-2016, and for the next year we’re expecting an increase of 30%”. this illustrates the dependency of governance strategies, which focus on inherent qualities ascribed to traditional values integrated into the produces identity that connects to consumer's choices. the ongoing debate regarding food cooperatives’ ability to manage food manufacturing mentioned by cechin et al. (2013) occurred in this case as well. here, government intervention sparked criticism by paul polman, the unilever chief executive, who went as far as to warn the french government that allowing employees to govern the factories would be compared to that of communist countries: “in cuba and north korea, brands are not protected. i’m not sure that is to the economic benefit of those countries….if france does not respect its laws, that would pose a risk for investments” (carnehy, 2012). however, polman’s warnings were not realized, and in 2018 la fabrique du sud’s turnover reached 2.7 million euros in an increase from 750,000 euros in 2014, demonstrating a steady rate of 10% per year (vialatte, 2019). from this example, we can see a hybrid business model can exhibit economic success by international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 22 │ combining a shared ethos based on social values and organizational sustainability, focusing on local food products. the staff at both companies can be characterized as "activists" for not taking their redundancy funds and instead investing the funds into a new company. moreover, they had undergone intensive and powerful bonding during this period of time. the interviewees shared similar stories of "'struggles" and a feeling of 'liberation' through their formation of a cooperative artisan manufacturing firm, illustrated by heightened feelings of identity and shared values, as discussed by desoucey (2010). scop-ti’s marketing manager represented this as “a need to succeed but we can only do that via an alternative mode of governance. so, the governance actually means un-relocatable jobs linked to the local population”. recognizing the connection between governance and the producer identity they had built. the finance director at scop-ti explained, “the hardest thing is the next generation of people who are going to be working in the company – telling them where we came from and why we do things as we do.” in other words, the organizational culture is a balance of a passion for the production values, the product identity, within the governance strategy. employees in both companies felt they had developed new businesses, emerging from the ashes of the large multinational company’s factory closures. however, to classify the organizations as start-ups is to ignore the substantial legacies, which the closed companies created prior to shutting the factories. the stories, routines, symbols, structures, and control systems, which made up a cultural web (johnson, 1992), were both in contrast to and predicated on the experiences of the staff within the multinational company and continued into the start-up. the two are, in fact, inseparable. through this transfer of cultural traditions, social purpose, and knowledge, developed a unique usp and producer identity, thereby reflecting luckman & thomas’s (2018) and hoyte (2019) depiction of the artisan producer, who create a niche market. a senior manager at la belle aude demonstrated this feeling of unique combined identity by stating, “in a sense the struggle created the sense of pride in the product”. the reaction of pride originated in both companies from similar strategies, focusing upon the decision to secure shorter supply chains, identifying with local french food products, and national distinctiveness, as argued by desourcey (2010) and nicholls & huybrechts (2017). for example, scop-ti entered into discussions with local farms to grow high-quality chamomile rather than follow unilever’s process of using bulk tea and spraying on artificial chamomile flavoring. once scop-ti could purchase enough quantity to make production worthwhile, producers began to harvest plants, which were once commonplace in france and had become virtually extinct, such as verbena and linden (bertrand, 2014). similarly, la belle aude built their brand strategy around producing ‘glaces artisanales’ (artisan ice cream) and invested significant efforts sourcing locally produced fruit, as well as chocolate and vanilla from "ethical" suppliers in perpignan, france. additionally, they use only organic whole milk and non-vegetable fresh cream in recyclable cardboard containers. this is in comparison to unilever, which regularly used dyes, artificial scents, and powdered milk. by recognizing france's unique national food heritage, the cooperatives enlisted community support representing the global food trend identified by slow food (2018). both factories had a long tradition in their area: tea had been traded through marseille since the early 17th century, and eléphant tea, based in the city, became a global brand in the 19th century. a member of the managerial team interviewed at scop-ti commented on their history in marseille by saying, “the factory has been here so long every family in the town either has or knows someone who has worked here”. the local history mattered to members of the cooperative. one floor worker inadvertently paraphrased renting et al. (2003) by stating that “[in the past] the national brands didn’t care where it was international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 23 │ made. the workforce was frustrated that their skills weren’t appreciated and that their location wasn’t recognised as a place of expertise”. there was also a desire to connect their values to local cultures whilst gaining economic control (nicholls & huybrechts, 2017). this follows a growing trend of protecting disappearing local food traditions and cultures, attracting consumers who then influence product cultivation through distribution (slow food, 2017), as emphasized by a marketing manager at scop-ti, “we wanted to be visible actors in our own economy. we felt that we made a quality product and that it has a local connection." this was reinforced by a member of the management board; “there is an expectation now from consumers, where to buy a quality product and to understand the importance of a company [supplier], which has local roots and which shares its wealth [with the community]– this has growing awareness in france”. by integrating within the local economy through the purchasing of local products and employing the local workforce, there was a positive reaction to the consumer. this was anticipated by both bijman & iliopoulos (2014) and in ichijo’s (2020) comprehensive review. additionally, luckman & thomas (2018) anticipated, both companies' artisan products would fill a niche market and would then develop a sustainable business strategy. whilst this did occur, scop-ti’s employees were unprepared for the magnitude of activists and enthusiasts that would manifest through their public’s support. in a crowdfunding campaign, scop-ti “fans” represented nearly 3,000 of all presales, nearly 300% of their goal numbers (james, 2017). amandine viornery, brand strategy consultant at scop-ti, said, “the employees were extremely happy about the craze surrounding the campaign. many did not expect it” (ibid). to this end, employees who are members at either scop-ti or la fabrique du sud understood their businesses were not simply producing products, but they were 'ambassadors' supporting a greater mission, reflecting the writings of renting, at al. (2003), nicholls & huybrechts, (2017) and slow food (2018). a senior manager at la belle aude explained that “as soon as we created the cooperative the first thing was to create a quality product of our own – a french product, healthy, good taste and in tune for the consumer trend for "real" taste". this demonstrates the connection between the employee values focused on producing high-quality artisan products, along with an emphasis on quality local producers within a cooperative governance structure. the result is their advocacy for social benefit, organizational identity, and desire to meet a growing consumer trend. scop-ti’s financial success was due to collaboration with amis de la fabrique du sud (aizicovici 2017), which supported scop-ti’s crowdfunding campaign with their expansive network, which organized donations (mas, 2017). scop-ti “provides proof that it is possible to sustain a society of social economy and solidarity in a competitive market", said henry garino, member (yvette, 2018). working in partnership with producers, local suppliers to promote cooperatives, such as fabrique du sud, as well as educate consumers (mas, 2017), scop-ti demonstrates how the interconnectivity of these concepts delivered organizational success. the purpose of scop is to support worker cooperatives, like both fabrique du sud and scop-ti, and they emphasize national product identity, local values, and the inclusion of consumers as members (yvette, 2018). in contrast to fabrique du sud and scop-ti, whose members are employees, scop’s membership is open to anyone who donates 5 euros and is passionate about “creating jobs, maintaining and developing local know-how, and manufacturing products, whilst respecting consumers through transparency of quality and product origin” clarifies michel mas (mas, 2017). on the other hand, the four areas of the framework presented here do not necessarily distribute evenly at all times and by all stakeholders. a marketing manager at la fabrique du sud explained this international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (2), 14-27 french food cooperatives at the intersection between artisan and industrial business models – two case studies simon adderley, lee gray issn 2580-0981 (online) 24 │ vision, “the consumer wants some level of meaning – it’s not just health or organic – it’s more a sense of values of work and know how that used to be important.” similarly, a member of the workforce at scop-ti remarked, “we are not at the stage where the consumer will pay extra for an ethically sound product, but they will for the ‘real’ taste." from this perspective, we can extrapolate that cooperatives need to balance consumer demand, producer identity, and production values in different amounts and times based on different needs, which is supported by cheney (2014). conclusions the theoretical construct posited by this article maintains that rather than find themselves pulled between two competing logics, french cooperatives balance for-profit businesses with non-profit economic models in the face of complex economic factors, including changing global competition. this conclusion is hardly new within the dedicated academic discourse. what is new is the interconnectivity of the factors facing french cooperative businesses. from this perspective, there has been a growing change in their governance to a more collaborative strategy supporting an employee-led democratic model based on integrating national producer identity, valuing product sources, and consumer inclusion. the article has shown two french organizations that demonstrated these four interrelated key elements: producer identity, production values, consumer demand, and cooperative governance. producer identity and production values underscored by governance strategy have been shown to be most closely interlinked. employees at both companies came to identify themselves through their commitment to a concept of product/source quality and the culture of membership governance. this was more than simply a market differentiation. this was an ideological commitment to a set of values understood as having been lost by large scale and detachment governance in the previous manufacturing processes. consumer demand was closely linked to this. the struggles underpinning the cooperative’s formation had been widely publicized and, in both cases, had received significant public support. both companies built upon this social capital in order to establish themselves. moreover, they partnered with a third cooperative, which engaged consumers within their governance structure. additionally, they understood their production values directly linked to a demand amongst consumers for a product that was more “real”. these companies believe that globalized manufacturing creates a division between the consumer and producer, which is inherently harmful, which is a recent trend in consumer-food activists. lastly, the cooperative governance, while recognized as not a key driver for consumers, was seen as central to the identity and practices of both companies. staff saw themselves as committed to a new way of working based on a series of democratic principles, which were core tenants superseding any pressure from the market to operate in a different way. for all respondents, the fact that they worked in and for a democratically controlled organization was central to their vision for the future. for both companies, the framework is made up of four sides of the same paradigm. meaning, all areas were interlinked, and none could be separated from the other. they constitute more than a strategic response to market conditions or global food trends. for the workers, these four elements represent a commitment to a new way of working, which is in direct opposition to the multinational globalized manufacturing processes which had abandoned them. references aizicovici, f. 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(2018 april 6). carcassonne. la fabrique du sud, or the scop in the process of perpetuating itself. ladepeche. fr available at: www.ladepeche.fr/article/2018/04/06/2774413-fabrique-sud-scop-passeperenniser.html 18-78-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 2 (2019): 88-100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama* australian institute of management governance & leadership programme, australia abstract the study adopts a focus group discussion than the more dominant quantitative data in studying western australian business landscape and it’s local and global disrupters, repellents and extractors are exhaustively and critically analyzed. in order to ascertain needed competencies to navigate the next industrial revolution, current practices of government and non-government initiatives can be juxtaposed to rowing and rafting phenomena. the current global strategic hr perspective should be focused, fast and flexible but the australian government and most corporate conglomerates view are it should be safe, slow and strict. people make sense of their world where human actions are based upon the person's interpretation of events, societal meanings, intentions and beliefs (gill and johnson 20101; denzin and lincoln, 20052). the australian public’s belief in navigating the next industrial revolution and the effect of government policy-making is analyzed critically in this paper. the following two questions being answered with practical disparity and in the end, adjusted accordingly to make sense to the layman terms. first “why we need to reimagine human resource management perspective?” was unveiled. secondly, key features of future human resource management were questioned. thirdly what should the australian corporates and governments do differently to assimilate our workforce to reap benefits from the next industrial revolution is discussed. finally championing the change using the right blend of leadership style and scale of change discussed in length to add clarity to the perspective. keywords: next industrial revolution 10 g’ framework; culture of character; change management. this is an open access article under the cc–by-nc license. introduction leading economist and strategist klaus schwab in his best selling book “the fourth industrial revolution” or the “industry 4.0” is already happening. the fourth industrial revolution can and will be disrupting almost every economy, every industry, every sector and every country in the world and thus will create massive change in a non-linear way at an unprecedented speed. although some analysts and commentators define it as an extension of computerization of the 3rd industrial revolution (the digital revolution), it has it’s own distinct taste and flavor to it. as schwab states in his book, the fourth industrial revolution will be unlike anything humankind has experienced before due to the scale, scope and complexity and the transformation it will bring to the whole world, although we do not know the global disrupters, repellents and extractors it will bring along the world should have an integrated and comprehensive approach involving all stakeholders of the global polity, from the public and private sectors to academia and civil society. significance and importance. the historic perspective on industrial revolutions liberated humankind from suffering and barrage from the animal kingdom, it made the transient transition from physical labor to intellectual capabilities and this is not without any vice from the transition. it created new problems and new paradigms to sort and figure. the incoming fourth industrial revolution with bringing forth more fundamentally different *corresponding author pasanmganegama@gmail.com doi: https://doi.org/10.31098/ijmesh.v2i2.18 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 89 issn 2580-0981 (online) issn 2580-0981 (online) technologies fusing the physical, digital and biological worlds, it will change the status-quo impacting all disciplines, sectors, economies, and industries. new ai technologies will enhance the human interactions at the same time will hinder physical joysof it. when analyzing it through the prism of history, the following can be tabulated. the first industrial revolutions started with steam, water and mechanical production equipment then the knowledge revolution expedites its division of labor, electricity and mass production in the 70’s electronics, it and automated production facilitated the smooth transition to modern-day living and other luxuries. the next is the fourth wave, the cyber-physical systems. in this context the world will be a global village, billions of people will be connected via digital networks, the efficiency and effectiveness of the workforce will be increased in bounds and leaps. more importantly, the futuristic workforce will manage assets in ways that will help regenerate the natural environment and thus reversing and undoing previous industrial revolutions. however, schwab also iterates the negative side very subtly. the governments may and will fail to employ and regulate new technologies and will miss reapingbenefits, the power concerns due to inequalities and the divide between the rich and the poor will also grow. in a nutshell, the fourth industrial revolution can be explained in a linear equation with a continuous, sequential and incremental approach. where the successful advancements in technology created a specific window of opportunity fordevelopment. but some scholars argue and substantiate using serendipity and chaos theory as significant propellers but most scholars and academics determine humane interactions are pivotal to manage and harness the next industrial revolution. in this aspect, human intervention and interaction play a significant role in the 4th industrial revolution. the role human resources plays and the sectorial impact will be analyzed with a specific perspective to western australia. research problem the management problem identified is that australian public and private sector organizations are not embracing nor anticipating the multi-faceted, radical, non-evolutionary changes that will bring with the next industrial revolution. this failure can result in many negative consequences such as catastrophic job losses, economic downturn and high welfare cost to the government and other agencies. the research problem is how can the future australian workforce competently navigate the next industrial revolution? the subsidiary questions were related to reimagining the strategic human resources perspective, “why we need to reimagine human resource management perspective?” and “key features of future human resource management?” thirdly “what should the australian corporates and governments do differently to assimilate our workforce to reap benefits from the next industrial revolution?” is discussed. objectives this research had the following objectives: a) to identify the extent to which public and private sector organizations are successful in identifying and anticipating future opportunities and threats; b) to gain insights into strategic hr orientation; c) to make recommendations, based on findings in-order to navigate strategic hr incorporates and in government (both state and federal level) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 90 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) significance of the research the literature indicates significant insight into to futuristic workforce and the critical part the organizational culture should play to embrace and enhance it. organizations people can be noted as the sustainable competitive advantage segment. however, the organization should have the right blend of controls to be a financially viable, sustainably ethical and principally virtuous source of service delivery. the researcher noticed although considerable attention was focused on other human resources topics, namely retention, performance management and training and employee motivation. analyzing the organizational culture and synergize the competencies from multi-cultural, ethnic people from cald (culturally and linguistically diverse) backgrounds were not substantially evaluated. therefore it is expected that this study will fill a research gap and contribute to creating new knowledge to benefit organizations to embrace the next industrial revolution. literature review the 1991 book “the history of america’s future” by strauss and howe, describe a theorized generational cycle in which recurring patterns emerge within specific time frames. this history of the united states of america was detailed as a succession of anglo-american generational biographies from 1584 to 2069. the working culture and the frame of reference also changed drastically, the following picture taken from the “global co-working conference (2016) draws a clearer picture of today’s workforce. figure 1 work-life integration the traditional 9.00 a.m. to 5.00 p.m. work hours are changed to a more flexible and elastic pattern. the multi-generational, multi-skilled and multi-cultural workforce has changed the organizational culture significantly. as stated by trevino and nelson in (2004, pg. 225), “culture” can be described as an organization’s internal modus operandi, that differentiate the organization from other organizations. it is “the system of shared beliefs and values that develops within an organization and guides the behavior of its members (schermerhorn, 2005, pg. 96). according to geert hofstede, broader culture is the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 91 issn 2580-0981 (online) issn 2580-0981 (online) “collective programming of mind which distinguishes the members of one category from another” fons trompenaas & charles hampden-turner stated and compared, “culture” to an onion, the outer layer is visible cultural differences, such as the clothes people wear, the food they eat and etc. while going deeper is the actions that individuals perform, such as greetings, bow or the handshakes. at the center of the onion are the key beliefs and motivating factors that are not so visible, but have the effect of determining behavior on the more superficial layers of the onion. most researchers concentrate their research on this “heart of the onion” and examine how it affects the other outer layers. in normal terms“ the consequences of culture”, organizational culture refers to “the set of important understandings such as norms, values, attitudes and beliefs shared by organizational members”. the levels of organizational culture articulately presented by edgar schein in the following diagram, figure 2 -schein's assumptions-values-artifacts model using such an important “core aspect of culture” to espouse values, stories, symbols, rites and ethics people must influence the organizations and can be influenced as long as it exhibits desirable virtues and behaviors. according to saucer (saucer,2008), organizational culture can be segmented into four groups based on their stand towards the ethical behavior of the business. this notion further strengthened by schermerhorn (schermerhorn, 2005, pg. 75-76), with respect to moral thought and action in business. the four basic types according to schermerhorn were, a). defiance, b). compliance, c). neglect and 4). character. as stated by schermerhorn (schermerhorn, 2005, pg. 75-76) these types can be further explained as follows: organizational character. an organization that’s vision, mission, goals, objectives, and strategies are centered around a “protectionist/ nationalistic” ideologydisplays a predominant “culture of defiance”, the expected behavior aligned with “obstructionist strategy”. this will be predominantly towards ethical standards and ecological agreements. most high-level executives are australia hamper on “achieving economic success at any cost; just don’t get caught” notion and present royal commission into misconduct in the banking, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 92 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) superannuation and financial services industry is an example for the culture of defiance in the corporate sector. the organizations with a “culture of compliance” exhibit polar opposing yet diagonally synchronizing, defensive and accommodative strategies. in these corporates boards and executives do not agree on the stipulated terms and conditions by the regulators but would not take actions to deviate from the rules. these organizations will take actions to meet their minimum legal and ethical obligations. in a psychological, ethical perspective, compliance in accordance with the organizational character was clearly stated by mcguire (mcguire, 1969, pg. 190). the important distinction between compliant to the stated guidelines of the industry and industry with an honest character can be illustrated clearly when the organization internalizes (adopts the rules and incorporate with organizations broader value system) the requirements and set standards. this is the culture of compliance and the character of the company. if the company grudgingly accepts the rules and hesitantly implementing it does not portray the organizational character and hinders the true incorporation of the “spirit” of the standards. the “culture of neglect” is often depicted as tragic and prevalent. the board and the executives are trying to implement a culture of compliance but necessary strategies and action plans are not available during the time of execution. the failure to comprehend the law, failure to communicate between separate business units and failure to punish defective behavior are a few examples of this situation. if neglects, mishaps, and anomalies mentioned in the “culture of neglect” get closely monitored by the leaders then it portrays the cornerstone of “culture of character”. the leaders are constantly vigilant to detect and correct ethical shortcomings. due diligence and performing without negligence are visible within top-level executives and managers. “culture of character” – characterized the positive ethical values are ingrained through the practices and processes in these organizations to such extent members strive and achieve without fail to know what’s right, value what’s right and adhere to the right actions. according to turknett and turknett (2002), an organization with character is similar to a person with character. this needs so explanatory remarks and turknett defines the character of the organization, “ like people with character, they get results, but they do it with integrity and respect for people. like people with character, companies with character are able to balance accountability and courage with humility and respect. these organizations comply with legal and ethical standards and at the same time internalize them from top to bottom in such a way every member becomes a defender of organizational integrity. the key difference with organizations with “culture of compliance” and “culture of character”, in compliance culture organization protect the “letter of the law” but in character organizations, they preserve the “spirit of the law”. how can the leaders preserve the organizations with a character with the intention to grow and prosper in the coming industrial revolution lies with human resource capacity development and strategy as mentioned earlier the current workforce also consists of multi-faced and multidimensional personalities and harnessing the differences for effective utilization of capacity development is crucial. it ensures better utilization of resources, reduces wastage, minimizes problems like labor turnover, absenteeism and grievances and also improves cooperation and team spirit. then the important question rises., “why we need to reimagine the human resource management perspective?” the futuristic workforce should represent the following; it should be lean, it should be green and it should be seen (as a change agent). when we consider the different approaches by the australian state and federal governments, it is evident the lean perspective is not yet addressed. the amalgamation of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 93 issn 2580-0981 (online) issn 2580-0981 (online) service delivery by the state government is commendable and should be taken forward with the amalgamation of local councils as well. large corporates should invest in business process automation and re-engineering processes to have a lean operating structure. “what gets measured, gets done” catchphrase should be infused with practical wisdom. in the next industrial revolution, “not everything that can be counted counts and not everything that counts can be counted” adage will be more common but the upper management and the boards should not deviate from academic qualifications, industry-specific knowledge, work-related skills and other competencies. today’s younger generation is more confident and elaborative in expression but doesn’t have the mentioned qualities and skills. futuristic strategic human resources work as an ecosystem, it should be in broader perspective cater and nourish: a) the community, b) have interactions among elements. c) create dynamic relationships and create value. in order to have a clear understanding of the current practices and application of hr, the following definition can be used as stepping stone from now to the future. dharmasiri (dharmasiri et al, 2014) succinctly explains current human resources perspective with the following definition, “a strategic and integrated approach in acquisition, development, and engagement of talent, using relevant tools, with proper policies, practices and processes in creating a conducive climate towards achieving organizational excellence and societal well-being” (dharmasiri et al, 2014) this definition is self-explanatory as it intricate overall goals and specific objectives. the hr approach should be holistic and must align with the broader stakeholders. research method a predominantly secondary data qualitative methodology adopted with “focus group discussions” with academia, professionals, intellectuals and thought leaders. the validity and reliability of data were verified as per the australian bureau of statics and reserve bank published reports. results and discussion consequential aspects of future human resources management, the impact can be divided into public and private sectors but the benefits are the same. a) retain and attract new talent to the state government & private sector. b) increase employee engagement and productivity. c) serve end-users effectively and efficiently. d) optimize the footprint of government. e) leverage and enhance technology solutions. f) strengthen adaptability for changing work. g) reduce the impact on eco-systems. h) support and enhance health & well-being. the futurist aspects should be inline and supportive to the state and federal legislation and as stipulated according to the state government “public sector commission” website and subsequently iterated by the commissioner’s circular 2017-04. the integrated workforce and diversity plans support cross-government legislations such as, a) equal opportunity act of 1984 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 94 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) b) public sector management act 1994 c) skilling wa – a workforce development plan for western australia (2nd ed.) d) disability access and inclusion plans. e) reconciliation action plans. “in february 2011, commissioner’s circular 2011-02 workforce planning and diversity in the public sector was released encouraging entities to develop an integrated workforce and diversity plan. integrating the requirements of diversity and eeo into a broader workforce and diversity plan ensures public authorities manage the diverse backgrounds, skills, talents, and perspectives of their workforce in strong economic climates or periods of downturn. in this sense what was elaborated earlier as “strategic” is working towards achieving overall goals and specific objectives of the organization. it is essentially realigning the broader organizational priorities. as expressed by ulrich (2009), talent acquisition plays a leading role in the future, strategic human resources. talent = competence x commitment x contribution the conducive hrm climate should have an eco system according to dharmasiri (2015), figure 3 hr eco system through ten g's (dharmasiri) the future strategic human resource management (shrm) defines organizations' goals to be achieved through people by means of hr strategies and integrated hr policies and practices. getting the “right candidate” (bias and racial profiling) the employee turnover in the private sector is ever increasing and the efficiency in western australian public sector is decreasing. in evaluating whether “right person” has been identified and screened for the “right job”. from the vast number of perspectives and different writers opinions funnel international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 95 issn 2580-0981 (online) issn 2580-0981 (online) down to one critical word “job fit”. according to sekiguchi (2004), discusses two types of “fit” in relation to theoretical conceptualization. personjob fit and person-organization fit. in regard to a person-job fit perspective, employers/ companies seek to match the jobholders' academic qualifications, skills, relevant work experiences to the requirement of the job. on the other hand person-organization fit, focus mainly on how well the individuals fit with the existing organizational culture and the individual's ability to get along with the organization's current employees. most western australian conglomerates and state and federal government agencies align towards white caucasian workers even they lack academic credentials and work experiences. when these people get on board the organizations get affected due to mental health and personal injury claims. figure 4 conceptualization of person job fit corporates and public sector employers obligations to navigate future hr. prominent academic, intellectual and a thought leader in strategic hrm, professor ajantha dharmasiri lays the foundations to the comprehensive and strategic scope of 10 g framework. it is a novel concept that can be used to instigate a new paradigm shift in strategic hrm thus availing new resources to maneuver the next industrial revolution. professor dharmasiri’s “ten g (10 g) framework” elaborated and applied in the context. “all experience is an arch to build upon” – henry brooks adams (knowles, 2004, pg.2) the first determinant of the grounded framework is to dictate institutional or organizational context. this could be private, public, semi-government or not-for-profit sector. next, the “ten g” framework is to be applied accordingly. goal setting goals is the most important element. goals should be in line with the organization's vision and mission. it revolves around strategic intent and customer segmentation. the next step is to align people with goals of the organization (thomson et al, 2014) get in the australian context getting the right employees for the organization was hindered by racial biases. the hiring challenge looms in large organizations in diverse environments. this is due to the talent gap. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 96 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) according to dharmasiri the r-r gap, which is the gap between “required talent” and “raw talent” is to be identified in today’s target-driven environment. as explained in baur (baur et al, 2014) states updated job descriptions and job specifications should be available for each position advertised and should be used in the selection process. grow training and development are critical to the success of an organization. the difference is between training and development is, training is current and development is for the future. further identification of training and development needs is critical to success. the training programs should have clarity on design, coverage, delivery methods and presenters as well as the behavioral changes expected after the training (dharmasiri, 2015). the effectiveness of training is measured by (roti) return on training investment and becoming a critical factor in other countries but in australia, it is conveniently neglected. give remuneration / just compensation for the work is a critical factor for success in business and it’s an ethical consideration too. as the old saying goes “if you give peanuts, you will get monkeys”. australian context “internships” and “unpaid work experiences” hinders attracting right-fit employees to the australian conglomerates. in futuristic orientation, organizations should have well-structured reward and recognition schemes in place. this area is determined by short-sighted senior managers and a complete overhaul of rewarding employees in a haphazard manner. glue employee retention in australia has been a major problem for the past few years. according to the “turnover and retention research report” by the australian hr institute, 2008 average turnover was 18.5%, followed by a 2015 average turnover of 16% to a 2% increase in 2018 by 18%. the choices of retaining employees should be in place within the organization. rewarding high performers and setting benchmarks should be inline with organizations' values. the multi-faceted, multi-layered phenomena of employee engagement need to be dealt with appropriate and timely strategies (shuck & wollard,2011). australian organizations should have exit interviews to tabulate reasons for leaving and take appropriate actions to mitigate the outflow if it is high on the hr agenda. recruitment is always a costly affair and retention is always affordable to the organization. glow creating a mutually rewarding and supporting environment where employees can unleash their potential is another way of allowing them to “glow”. this approach will allow employees to participate with new ideas and to provide a new perspective to the organization. guard when new policies and procedures are implemented it should be insulated with a new framework. a sudden change in shared and willingly practiced set of corporate values should be guarded with military precision and scrutiny. otherwise employees having uncertainty and ambiguity will deter the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 97 issn 2580-0981 (online) issn 2580-0981 (online) organizational direction. just like when we take ice cubes from the fridge to the outside it gets melted, if we want to keep it as ice we have to insulate it. the same principle applies to new policies. as stated by professor dharmasiri (dharmasiri, 2015) in the diagram, 8th g refers to the competition amongst other various institutions. the differentiation factor is the next few elements of the 10 g, is it concerns with other institutions in the industry. at the contextual level, the “group” organization exchange goods and services can be pointed out. grapple the possible conflicting situations and probable collaborations with industry rivalries in regards to strategic hr discussed under this heading. in australia and in the western world, headhunting is done with aggressive passion. employee loyalty is also less strong than the eastern cultures. in this context, grapple refers to the challenges anticipated by the organization whilst competing for talent acquisition with others in the business sector. grip dharmasiri eloquently and explicitly expounds the importance of this concept. the organization should be able to identify the issues that will impact the organization in the short term and the long-term time horizons. the need for hr professionals to discuss and grip the issues is of paramount importance to the organization. gratify the final concept of 10 g’s is the “gratification”, the strategic hrm with a futuristic perspective should have strategies to connect, cooperate and collaborate with multiple stakeholders (institutions, communities and organizations at different levels). this concept should cover general and global levels (dharmasiri, 2015). championing the change (australian perspective) english writer and poet d.h lawrence explained this idea boldly: “no one fears a new idea, what they fear is a new experience” whether the corporates and the existing party in power like it or not, change has become a competitive necessity to steer towards the next industrial revolution. to become pioneers, trendsetters and trailblazers we all should change for the betterment of the society. english naturalist charles darwin emphasized this critical factor, “it is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” therefore to navigate the next industrial revolution australians irrespective of the business sector and the industry should change their practices with a holistic approach in mind. types of change as mentioned at the very beginning, to reap the maximum benefits of the next industrial revolution global business outlook should be focused, fast and flexible but the australian government and most corporate conglomerates view are it should be safe, slow and strict. in the current fast-moving world we cannot have a “slow and steady evolutionary transition” but should focus on an “evolutionary” or in a more adept “revolutionary” transition. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 98 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) in 1951, german-american psychologist kurt lewin (lewin,1947) discussed the change management in detail and put forward the following three-step concept. a) unfreeze the existing organizational structure. b) change the desired systems and procedures. c) refreeze the organization. in theory, this makes sense and change management gurus and experts quote it very liberally but when applied to practical scenarios it makes a complete disorder. the reason is it should be managed and guided by competent professionals and leaders of the organization. leadership styles and scale of change. two leadership researchers, dexter dunphy and doug stace in 1993 came up with a model and we used it to clarify the points mentioned above. the core concept is leadership plays a vital role in navigating the next industrial revolution and the organizations should have top-notch workforce to deliver and support change. figure 5 strategies for change (dunphy & stace, 1990) championing change is a crucial and important challenge for corporations. this should be managed with the right blend of leadership style and the scale of change. identified strategy for the australian public and private sector from the diagrams 4 scenarios, we adopted “forced evolution”. this is mainly due to the fact that australian nature is such there is strong resistance to move beyond comfort zones. the racial vilifications and constant fabrication of facts by the media make it very difficult to implement new ideas and strategies in the workplace. many state and federal level initiatives failed due to a lack of leadership to instigate change in organizations. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 99 issn 2580-0981 (online) issn 2580-0981 (online) therefore unless forced to comply australian’s will never deviate from established practices. in “forced evolution” we take small steps with out upsetting the established practices much but the change is constant and sequential. identified requirements for successful change management. the following three areas are crucial for the successful implementation and ongoing progress of the organization. the identified requirements are as follows, a) relationship b) reciprocity c) reinforcement the first two are mission-critical for successful integration and the last will ensure going concern for the implemented strategies. conclusion australia and the rest of the world have entered an era of opportunities, leaving behind the bitter times of the global financial crisis (gfc) that happened in 2007-08. the next industrial revolution is looming and the countries are embracing it with renewed aspirations. when analyzing the australian corporate workforce and the public sector, the researcher has seen and identified lagging indicators pertinent to strategic human resource orientation. the paper discussed “why we need to reimagine human resource management perspective?” and the “key features of future strategic human resource management strategies” then analyzed “what factors should the australian corporates and governments do differently to assimilate our workforce to reap benefits” and finally “championing the change using right blend of leadership style and scale of change” discussed in length to add clarity to the perspective. the findings are in line with professor ajantha dharmasiri’s (2015) conceptual framework. the 10 g’ perspective was analyzed to add a frame of reference and a coherent approach to the western australian public and corporate sectors. for further study identified the following, recruitment strategies to include multi-cultural and multi-ethnic communities from cald (culturally and linguistically diverse) backgrounds and increasing other ethnicities in public sector executive roles. references baur, john e, buckley, m. r, bagdasarov, z, .dharmasiri, a. s. (2014), “a historical approach to realistic job previews: an exploration into their origins, evolution, and recommendations for the future”, journal of management history, 20 (2): 200 – 210. dharmasiri, a.s., kumarasinghe, j. & perera, s. (2014), " defining hrm for sri lanka ", hrm perspectives journal, 3: 236 -245. dharmasiri, a.(2015). exploring an hr ecosystem: a glimpse through ten gs. kelaniya journal of human resource management. 10. 9. 10.4038/kjhrm.v10i1-2.18. denzin, n. and lincoln, y. (2017), handbook of qualitative research (2nd ed.), thousand oaks: sage publications, pp. 105-117. gill, j., & johnson, p. (2010). research methods for managers (3rd ed.). london, uk, sage publications. hofstede, g. (2009). dimensionalizing cultures: the hofstede model in context. online readings in psychology and culture journal, 2 (1) 1-8 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 88 100 navigating the next industrial revolution: future work force analysis based on western australian narrative pasan ganegama 100 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) knowles, e. (ed.) (2004). oxford dictionary of quotations (6th ed.). new york: oxford university press. lewin, k. (1947). “lewin’s change management model” field theory in social science, new york: harper & row. mcguire, w.j. (1969). the nature of attitudes and attitude change. the handbook of social psychology: vol. 3. the individual in a social context (2nd ed.) (pp. 136-314). public sector commissioner’s circular. 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(2002). three essentials for rebuilding trust: code, character and conversation. goodbusiness, 1, (2). tomoki, s.(2004)."person organization fit and person job fit in employee selection: a review of the literature," osaka keidai ronshu, vol. 54, no. 6. thompson, a. a., peteref, m. a., gamble, j. e., strickland, a. j. & jain, a.k. (2014). crafting and executing strategy; concepts and cases. (19th ed.). new delhi: mcgraw hill. turnover and retention research report, (2008) the australian hr institute, retrieved from https://www.ahri.com.au/media/1222/turnover-and-retention-report_final.pdf ulrich, d., allen, j., brockbank, w., younger, j. & nyman, m. (2009), hr transformation: building human resources from the outside in, new york: rbl. microsoft word 954-article text-4454-1-18-20220613 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 116-132 corresponding author darmawan.tri@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.954 research synergy foundation strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho 1, pri hermawan2 1, 2, school of business and management, institut teknologi bandung, indonesia abstract the recent development of cross-functional project initiatives and implementation of remote technology applications is changing the leader and team member working environment that influences their interaction and collaboration with other teams/customers/stakeholders/ providers/any related parties to compete in the rising digitalization and vuca (volatility, uncertainty, complexity, and ambiguity) situation. this research wants to dissect how the influence of hybrid workplace leadership capabilities on the awareness, understanding, and learning agility of cross-functional project team members to foster team perception alignment and achieve strengthened collaboration. researcher dissects individual team members' mental processes (awareness of the intended purpose, understanding of self-others, and learning agility) that connect leadership capability and team perception alignment to enhance collaboration during hybrid workplace implementation. this study is a quantitative research methodology, collecting data through a questionnaire survey and then analyzing data from 99 respondents using partial least squares structural equations model (pls-sem). based on the result of this study, hybrid workplace leadership impacts the awareness of purpose. then awareness affects the understanding of self and others, and both affect the learning agility of each team member, which influences the alignment of perceptions in the work team. this alignment of perceptions contributes to the collaboration process with other teams/organizations. keywords: collaboration, perception, learning agility, hybrid workplace, awareness this is an open access article under the cc-by-nc license. introduction economic and business sectors are facing significant strategic environmental change due to increasing digitalization and the accompanying vuca situation. it continues to shift and strengthen the growth of the service sector, both in terms of area scale and speed of this sector growth compared to the goods sector (spohrer & maglio, 2008). the limitation of an organization's ability to continuously analyze and adjust concerning the breadth, speed, and complexity of the changes that occur makes organizations aware that this is beyond their capacity to deal with it alone. tangi et al. (2021) concludes that collaborative environment formation in an organization influences digital transformation. an organization that wants to ensure its competitive advantage must develop collaboration capabilities to integrate various resources from various related parties, not only in itself, to ensure it can continue innovations from the services it produces (lusch et al., 2007). the collaboration integrates competencies and capabilities possessed by each entity in the collaboration process. a project network scope beyond the boundaries of a single organization operates in an environment of overlapping boundaries whereby multiple organizations simultaneously seek to ensure their strategic objectives are realized through a single strategic project (haniff & galloway, 2022). according to chi et al. (2022), collaboration and cooperation develop by first creating a vision rather than avoiding conflict, by ensuring that everyone can international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 117 understand and imagine in a complex setting of working environments, and by treating collaboration and cooperation as one of the critical elements for long-term success. organizations, including groups/teams, commonly become one of the mediums of exchange that masked service-for-service exchanges, that collect services from an actor (employees) for giving indirect exchange service to ultimate customers (lusch & vargo, 2014). it’s related to the utami & zakiy (2020) study that found that the leader-member exchange had a positive effect on work engagement and impacted the organization through employee performance. some of the actors in the position of the indirect service exchange to the organization's ultimate customers (e.g. accounting, personnel, computer technicians) not easy or often faint and distorted to hear the voice of the intended beneficiary and lose a sense of the purpose of their service provision to intended beneficiary of organization. the development of the current situation encourages organizations to use new digital technologies in their ongoing processes in everyday organizational life (warnera & wager, 2019). the covid-19 pandemic boosted the adoption of digitalization, including implementing a hybrid workplace where forms of online or remote interaction between entities and parties become more expansive and intense. implementation of the hybrid workplace in work teams consisting of crossfunctional members or dealing with various parties who are not physically/geographically close to each other. related with it, several countries with economic centres geographically distant from the capital city of the centre of government, such as indonesia has plans to move the country's capital city from current economic centre. interaction between entities in real life is an interaction between individuals and teams representing the entity. warnera and wager (2019) stated that the organization needs agility of their people as a core mechanism to implement digital transformation as a renewal of an organization's business model, collaborative approach, and culture on a strategic level. this study explores the influence of leadership capabilities, specifically in cross-functional project teams with hybrid workplace implementation, on cross-functional team member awareness of the intended purpose, understanding of self, others, & project resources, and learning agility. then look at its relationship to the alignment of team perceptions and interteam/organizational collaboration. several internal and external organizational factors influence team collaboration, i.e. strategy governance, organization/business process, information and computer technology infrastructures. however, considering that it is more valuable to formulate a human interaction framework as a critical factor for every organization, this research focuses on the leadership of team leaders, the mental process of the team member, and the perception interaction between members. there have been few studies on leadership in connection with remote or virtual workplace implementation in a pandemic situation, such as mitchell & brewer (2021) and newman & ford (2021), but rarely explore the interactions with individual mental processes (awareness, understanding, learning agility) and their impact on collaboration, especially in cross-functional project teams whose members may rarely know each other before. considering internal-to-thefirm conditions, resources, and capabilities essential to successfully maximize collaboration with users (ghasemzadeh et al., 2022), research on the dynamics of mental processes of team members is expected to contribute to strengthening collaboration. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 118 literature review hybrid workplace leadership capabilities with awareness of purpose and understanding of self & others haniff & galloway (2022) find that effective leadership, project governance, and client complexity are essential points for developing collaborating organizations in inter-organizational projects to strengthen alignment of strategic. a new challenge appears to the teams, with some members using face-to-face contact and others using technology-supported collaboration, as known by hybrid teams (mitchell & brewer, 2021). leading workforces become a challenge for a leader. lusch & vargo (2014) said that team members as actors have an ability to act purposefully within structures (such as norms, experientially and socially acquired attitudes) of the agency (group/institution). newman & ford (2021) explains five paces to lead virtual workplace team by better inform virtual employees, begin by defining and explaining the new reality, maintaining the organization culture, reinforcing the perception of leader trustworthiness, and upgrading leadership communication methods and tactics. virtual employees must be aligned with the organization's cultural values and devotion to its mission. considering member dispersed location, a leader must be sure all members know, aware, and commit to the mission. leonardelli (2021) explains that in a remote workplace context, necessary to build and sustain a healthy intergroup relationship between leaders and their remote workforce. based on a group of identities, there are three main strategies to lead the workforce: (a) give “them” greater autonomy to facilitate doing work, (b) build honest intergroup relationships, and (c) become a champion of “us”. mitchell & brewer (2021) concluded several hybrid team leadership strategies: a. create a flexible and productive work atmosphere in which team members can make their own decisions. b. establish open and honest intergroup relationships c. communicate via different methods, prioritizing remote-first d. define your goals and collaborate effectively. e. ask for team feedback on needs, roadblocks, and feelings in a deliberate manner. f. check team bond and make a chance to improve work connection and team bonding. g. set aside time for inclusive synchronous collaboration h. set up and communicate meeting agendas and targets, preparing for an inclusive and productive meeting. i. give appreciation and reward regarding individual and group accomplishments. thus, we hypothesized: h1a. hybrid workplace leadership capabilities significantly influences the awareness of purpose. h1b. hybrid workplace leadership capabilities significantly influences the understanding of self & others. awareness of purpose with understanding of self & others and learning agility hiatt (2006) concludes that awareness reflects someone's knowledge of the source of change, the reason behind creating change, and not changing risk. someone’s thoughts regarding their condition in the future projection, achievement of goals, and future desired states influence current behaviour, action, and resource exchanges (lusch & vargo, 2014). wang et al. (2021) find that the relational process to enhance the efficiency of coordination, understanding facilitation, and establishing robust cooperation and communication can be interpreted as a shared vision. angtyan (2019) explains a few factors related to people’s awareness international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 119 of change: (a) existing state of individual view, (b) how a person views a situation, (c) the sender's reliability, (d) the spread of false information or rumours, and (e) the debatability of the rationale for the change. kempowsky et al. (2006) construe three stages of situational awareness regarding various mental models; there are: a. the elements, their qualities and dynamics are provided by a perception of the elements in the environment; discovering the relevant elements, i.e., what is required, is dependent on the context. b. current situation comprehension concerns the meaning of information to the operator's responsibilities and objectives and appropriately portrays the environment. c. future projection, or the ability to employ a mental image to guide different perceptions and foresee future events. herewith some hypothesis regarding several related study above: h2a. awareness of purpose significantly influences the understanding of self & others. h2b. awareness of purpose significantly influences the learning agility. understanding of self & others with learning agility and perception alignment morrison (2004) defines the understanding of others as a person's ability to correctly interpret another's thinking, desires, and emotions. this is close to empathy, which defines a person's ability to understand one's perspective and distinguish the emotional state that the other person is currently feeling to provide the proper response (wispé in morrison, 2004). meanwhile, gallagher & frith (2005) also stated that the well-known term theory of mind is defined as the ability to explain and predict other people’s behaviour, for example, beliefs and desires, attributing to independent mental states. catmur et al. (2016) conclude that the critical process of understanding others is self-related processing. the central concepts for individual mental processes and social behaviour are action perception, empathy, cooperation, and intergroup interaction based on self–other understanding. individuals who interpret and engage with the social world must understand how to relate with others as a backbone and develop their self-other understanding. böckler et al. (2017) study said that mental training in healthy adults could enhance sensing another person’s mental process and understanding of others’ capabilities. they were improving their understanding of self and others, starting with an understanding of themselves. their study participants improved their understanding of themselves by identifying different inner parts and negative valence parts. based on several studies and discussions, the following hypothesis is predicted. h3a. understanding of self and others significantly influences the learning agility. h3b. understanding of self and others significantly influences the perception alignment. learning agility with perception alignment learning agility describes a person's desire and ability to learn various competencies that appear to produce the best performance from the start or when there is a change in the work process (lombardo & elchinger, 2000). warnera and wager (2019) research conclude that organization needs agility of their people as a central process to update strategy regarding their business processes, collaborative style, and organizational culture to implement digital transformation. jarvela et al. in hmelo-silver (2018) explain that shared metacognitive in reviewing and controlling their cognitive thinking, maintaining motivation, managing their emotional international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 120 condition, and behavior during the learning process influence success in collaboration tasks. sharing at a metacognitive level is an interaction of cognitive and non-cognitive processes between parties (jarvela et al., 2019). an actor (individual) improving skills and competencies and feeling the impact of achieving targets and learning will increasingly believe in the importance and benefits of exchange and being of service to each other (lusch & vargo, 2014). it is related to meilani et al. (2021) study regarding the individual level of organizational learning that can be achieved if there is a social transfer of knowledge between individuals to various other individuals due to a shared interpretation. four main factors affect a person's agility in learning from the results of factor analysis by lombardo & elchinger (2000), consist of: a. people agility, diligently looking for another input, point of view, thinking and new member to compare with their thoughts and adapt to the critical condition. b. results agility always produces perfect and meaningful output supported by the innovation group in all situations. c. mental agility, engaged with some new ideas, have no issue with the dynamic condition, analyses problems, and mature to build a network in adaptive processes. d. change agility, highly motivated and cultivate motivation to face transformation and change process, continuous learning, and build adversity question to meeting dynamic of changes. herewith are some hypotheses considering several studies: h4. learning agility has a significant impact on perception alignment. perception alignment with inter-team/organization collaboration the exchange of knowledge and skills as a central part of operant resources from one party/individual to another party/individual is part of the premise that forms the basis for the formation of services and products (lusch & vargo, 2008). how broad and deep, when, how, and to whom the exchange occurs in the activity or work based on various decisions made by the party/everyone involved in an interaction. several studies have explored the decision-making process to reveal the dynamics of interaction and perceptions between the parties who meet each other. some researchers utilize game theory to model objectively rational decision behaviour. as the extends, arise hypergame with different views represent the differences in each player’s information, beliefs, and understating of the game (kovach et al., 2015). hypergame assumes that decision-makers perceive nature’s actions differently and subjectively in real soft problematic situations. putro et al. (2000) explain the typical set of strategies and preferences and face nature’s uncertain behaviour in a group of decision-makers by examining several adaptive learning procedures that occur repetitively so that it becomes an opportunity to improve their present perception of the nature’s behaviour. herewith are the following features of learning procedures for the group of decision-makers to learn the nature’s game (putro et al., 2000): a. guide the group of decision-makers to learn not only the nature’s preference over the outcomes but also the set of strategies available for the nature. b. consist of several activities there are (a) choosing actions based on current perceptions and rationality adopted by decision-makers, (b) revising perceptions about nature, which are represented by the elements of a genetic algorithm (reorganizing knowledge according to past experience in order to improve performance), and (c) it is impossible to collect all relevant information at one time, clarifying the nature’s behaviour only able by improving perception about the behaviour by trial and error. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 121 c. iterating interactions to learn the nature’s set of strategies and preferences also get some important information. by doing this, they have chance to improve the populations of perceptions close to the true nature’s game. takahashi et al. (2004) study used four different types of models of decision situations in a polygent system according to the degree and quality of the mutual relationships among the agents, namely simple hypergame (nonmutual relationship), symbiotic hypergame (some mutual relationship), hypergame sharing the same value system (consistent mutual relationship), and ordinal non-cooperative game (complete mutual relationship). concerning the theory and various recent studies above, the following hypotheses are predicted: h5. perception alignment has a significant impact on inter-team/organization collaboration. inter-team/organization collaboration thompson, a. m. et al. (2008) defines collaboration as an interactive process between organizations that involves negotiation, development and assessment of commitments, and implementation of those commitments. organizations need agility as a core mechanism to implement digital transformation in their strategic renewal of an organization’s business model, collaborative approach, and culture (warnera & wager, 2019). there are multiple instances of an organization building significant collaboration and partnership for digital technology, codeveloping new solutions in close alliance with other organization sectors and specialized technology providers (pramanik et al., 2019). recourse dependencies influence collaboration dynamics in entrepreneurial ecosystems among actors and structural, operational, and relational embeddedness factors (hernández-chea et al., 2021). co-creating in business networks is expected to enhance an organization’s capability (garmann-johnsen, 2021). building group collaboration needs to cultivate task and maintenance behaviour among the group member and resolve/manage self-interest behaviour. thompson et al. (2007) conceptualize five collaboration process variables, namely: a. governance, to collaborate must understand the process that happens to make decisions about rules that will govern all parties’ relationships and behaviour. b. administration, to push the moves from governance to act with purpose to achieve several purposes, an administrative structure should exist. c. organizational autonomy, maintaining their unique identities and organizational authority separate from a collaborative identity creates tension between collective interest and organizational self-interest. d. mutuality, based either on a variety of interests, shared interests, or recognition and passion for a situation that goes beyond an individual organization’s mission, then collaboration should give mutually beneficial interdependencies. e. norms, changes in duty perceptions over time as society becomes less unstable. research method this study is a mono-method quantitative research methodology with the philosophy of the positivism and deduction theory development approach. this research utilizes surveys, primarily questionnaires, to collect the data and then analyze it statistically through the partial least squares structural equations model (pls-sem). researchers chose pls-sem because hair et al. (2011) said pls-sem could analyze the cause-effect relations and maximize the explained variance of the dependent latent constructs, contrary to covariance-based sem focusing on reproducing the theoretical covariance matrix. in this study, there is a dependent latent construct in the form of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 122 inter-team/organization collaboration with five components and perception alignment with four components, where each component has several indicator items; details of the construct can be seen in the model diagram. sarstedt, m. et al. (2019) stated that pls-sem with hierarchical component models could be used to provide a construct on a more abstract dimension (as a higher-order component), on the other side, become more concrete subdimensions (as a lower-order component). it is related to this research that has six higher-order components (hoc) variables with an initial research framework, as seen in fig 1. each hoc comprises several lower-order components (loc) with some item indicators. the structural model is complex (many constructs and many indicators) so it is considered select pls-sem (hair et al., 2011). the model constructed as a reflective-reflective type, as seen in fig. 2, and used disjoint twostage approach used for specifying and estimating statistical analysis. researchers using the smartpls ver 3.3.9 application based on ringle et al. (2015) work as statistical tool for this research. sampling technique the unit of analysis is individual, and characteristics of research subjects are employees with experience working in the last three years on project teams with cross-functional members and implementing a hybrid workplace. it was conducted with a non-random sampling approach, considering the characteristic of the targeted respondent. sampling methodology with purposive sampling technique methodology was used. this study was conducted as cross-sectional research using one-time frame data gathered from april 30th until may 20th, 2022, and due to the covid-19 pandemic this survey makes as online questionnaire survey to potential respondents. the questionnaire was distributed through online groups, direct messages, and support for message distribution to prospective respondents who predicted to have the characteristics of the intended experience from various types of organization. 111 respondents filled out the online survey questionnaire, but 12 responses do not have proper work experience requirement to become respondents of this survey. finally, the questionnaire data from 99 respondents was processed for the following analysis steps. considering that most indonesian people use bahasa indonesia, the questions at this questionnaire were using bahasa indonesia. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 123 the questionnaire comprised four parts, at the first section talk about general introduction telling this study purpose, and the researcher's declaration of respondent privacy and confidentiality, also appreciation for their corporation to filled-out this survey. the second part about the respondent screening questions to identify the appropriateness of the respondent's working experience in cross-functional project teams and the implementation of the hybrid workplace at the time of the project team's work. the third part gathered data about personal, project team profiles, and virtual/online application/tools/technology utilization. finally, the fourth part of the questionnaire comprised research variable questionnaire items. according to hair et al. (2014), the minimum number of pls-sem samples is ten times the largest number of structural paths directed at a particular latent construct in the structural model. structural paths directed to each construct, especially at the lower-order component (loc), can be seen in fig. 3. the largest number of structural paths on perception alignment variables, so calculating ten times seven, the minimum number of samples is 70 samples. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 124 measures there are two higher-order components (hoc) variables measurement from the current study with adjusting for this context and another four variables are new measurement developments. hybrid workplace leadership capabilities measurement was developed based on a combination of several variables highlighted in j. leonardelli (2022) and a. mitchell & p.e. brewer (2021) research articles. there are four variables as a lower-order component: cultivate team bonding, clarify specific tasks and purpose, make productivity meetings and work process, and build honest relationships, with a total of 12 items of likert scale. sample item entails “project leader emphasizes the idea of shared identify as “one team” unity based on team common purpose”. measurement tools for awareness of purpose were developed based on a combination of several key points highlighted by kempowsky, t. et al. (2006) research articles and hiatt (2006) book. there are three variables as a lower-order component: perception of the elements in the environment, comprehension of the current situation, and projection of the future status, with seven items of likert scale. sample item entails “i aware whats the problem if the task/project is not done well”. understanding of self & others is measured by a tool developed based on a combination of several variables highlighted in morrison, j. (2004), catmur, c. et al. (2016) and gallagher, h. l., & frith, c. d. (2003) research articles. there are three variables as a lower-order component: selfunderstanding, understanding others, and understanding resources, with eight items of likert scale developed. sample item entails “knowing the most motivating drive and interest of self-choices based upon the past experiences”. learning agility was measured with 12 items of likert scale by gravett and caldwell (2016), from the adoption and testing of 25 items scale developed by tripathi et al. (2008). sample item entails “i seek out people to learn about subjects outside my work field”. the cronbach’s coefficient of their study was 0.765. measurement tools for perception alignment were developed based on a combination of several critical points highlighted by putro, u. et al. (2000) and takahashi, s. et al. (2004). there are four variables as a lower-order component: learning source of perception, perception learning activities, interaction iteration, and the mutual relationships among the agents, with eleven items of likert scale developed. sample item entails “i map the trends of team members/partners as seen in project team problem solving/decision making”. measurement for inter-team/organization collaboration adopts 17 items likert scale developed by thomson, a. m. et al. (2007). the sample item was “you, as a representative of your organization in the collaboration, understand your organization’s roles and responsibilities as a collaboration member.” nine items have an r-square equal to or more than 0.50, and the remaining eight are between 0.20 and 0.48, making it possible to have valid but unreliable measures of a particular concept (bollen, 1989; carmines and zeller 1983). this scale needs cross-validation on other independent samples. data analysis method the result from data collection by questionnaire were analyses based on partial least squares structural education modelling (pls-sem) by smart-pls software. data analysis for this study uses the two-stage approach of pls-sem by using hierarchical component model (hcm) with reflectivereflective higher-order constructs type. the questionnaire was developed first by setting the higher-order model (fig 1) with six higher-order (hoc) component variables. each hoc variable international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 125 develops from lower-order components (loc), each with several item indicators. this study uses the disjoint two-stage approach to analyze the result of this hierarchical component model based on several steps from sarstedt et al. (2019) and rules of thumb from hair et al. (2011). findings and discussion measurement models statistical analysis for measurement models starts with an analysis of average variance extracted (ave), convergent validity, discriminant validity, and reliability by the composite reliability for the indicators of the variables in a lower-order component. there is two iteration analysis process for a lower-order component in this study. the result of the first iteration analysis of the lower-order component finds several conditions as detailed in table 1. start from convergent validity have 5 components with the average variance extracted (ave) under 0.50, internal consistency reliability of 2 components has the composite reliability (cr) under 0.70 and indicator’s loadings of 6 component lower than all its cross-loadings. indicator reliability of 2 indicators have loading values under 0.40 and 3 indicators have loading values between 0.40 and 0.70 that leads to an increase in convergent validity ave. based on this result, researcher eliminate 8 component indicators and doing second iteration of a lower-order component. second iteration analysis of lower-order components finds as detailed in table 1, with result of all components passed ave standard for convergent validity, cr result passed consistency reliability, discriminant validity (fornell–larcker criterion) and loadings values were higher rules of thumb. indicator reliability shows there are still five indicators with loading values between 0.40 and 0.70, but convergent validity and composite reliability are currently at the suggested threshold value, so five indicators are not eliminated from the model scale. then, the lower-order components’ latent variable extracted to measure the higher-order construct in the next step. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 126 the next step is a statistical analysis using two iterations of a higher-order component. analysis of the first higher-order component iteration is detailed in table 2, with result of all components passed ave standard for convergent validity, cr result passed consistency reliability, and discriminant validity values were higher rules of thumb. one of variable, collab.cu variable of autonomy in inter-team/organization collaboration, lower than its cross-loadings and loading value under 0.40. process the second iteration of a higher-order component with collab.cu elimination. second iteration analysis of higher-order components held and found some results detailed in table 2. convergent validity of all the components has a value of the average variance extracted (ave) higher than 0.50. internal consistency reliability with the composite reliability resulting higher than 0.70 for all components. internal consistency reliability of variable with the composite reliability. discriminant validity based on the ave of each latent construct was higher than the construct’s highest squared correlation with any other latent construct (fornell–larcker criterion), and all indicator’s loadings were higher than its cross-loadings. indicator reliability, as seen in detail in figure 4, have loading value indicator 0.691 for self-understanding in understanding self and other (underst.us). this value near 0.70 and convergent validity or composite reliability are currently at the suggested threshold value, so it is not considered eliminate. average variance extracted (ave) composite reliability average variance extracted (ave) composite reliability aware.ac 0.832 0.908 0.831 0.908 aware.af 0.823 0.903 0.823 0.903 aware.ap 0.728 0.889 0.728 0.889 collab.cd 0.650 0.881 0.650 0.881 collab.cg 0.756 0.861 0.756 0.861 collab.cm 0.481 0.819 0.768 0.869 collab.cn 0.624 0.832 0.623 0.832 collab.cu 0.399 0.602 0.736 0.845 lead.lb 0.845 0.916 0.845 0.916 lead.lm 0.622 0.868 0.664 0.855 lead.lp 0.639 0.841 0.638 0.841 lead.lr 0.635 0.837 0.634 0.836 learn.ca 0.637 0.840 0.637 0.840 learn.ma 0.612 0.750 0.612 0.750 learn.pa 0.563 0.837 0.563 0.837 learn.ra 0.480 0.729 0.627 0.767 percept.pi 0.747 0.899 0.748 0.899 percept.pl 0.596 0.815 0.596 0.815 percept.pm 0.494 0.437 0.643 0.780 percept.ps 0.660 0.795 0.660 0.795 underst.uo 0.535 0.775 0.533 0.773 underst.ur 0.643 0.783 0.643 0.783 underst.us 0.487 0.730 0.725 0.839 1st iteration lower-order component 2nd iteration lower-order component table 1. result of average variance extracted and composite reliability for lower-order component average variance extracted (ave) composite reliability average variance extracted (ave) composite reliability awareness 0.829 0.935 0.829 0.935 collaboration 0.585 0.866 0.715 0.909 leadershipcap 0.707 0.906 0.707 0.906 learningag 0.575 0.844 0.575 0.844 perceptionalg 0.571 0.841 0.571 0.841 understanding 0.556 0.788 0.556 0.788 1st iteration higher-order component 2nd iteration higher-order component table 2. result of average variance extracted and composite reliability forhigher-order component international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 127 based on the results of the measurement model statistical analysis that has been carried out above, the results of the measures’ reliability and validity in the model shown to be adequate and continued to the structural model for second step analysis processes. structural model hair et al. (2011) stated that explaining the endogenous latent variables’ variance of the model is the goal of the prediction oriented pls-sem approach. structural model primary evaluation criteria are the critical target constructs’ level or r2 and the level and significance of the path coefficients. researchers use smartpls to do statistical analysis processes for target constructs’ level (r²), as seen in table 3 and figure 4. the result from these r² values concludes that hybrid workplace leadership capabilities can explain 40.1% (weak effect) of awareness of purpose. hybrid workplace leadership capabilities and awareness of purpose can explain 35,6% (weak effect) of understanding of self & others. awareness of purpose and understanding of self & others can explain 49,4% (weak effect) of learning agility. learning agility and understanding of self & others can explain 50,6% (moderate effect) of perception alignment. perception alignment can explain 41,3 (weak effect) of inter-team/organization collaboration. assessment of the model’s capability to predict by blindfolding procedure and hair et al. (2011) recommended using the cross-validated redundancy to get the value of q2. analysis of this research data resulting in q2, as seen in table 3, a score of all variables more than zero indicates that the exogenous constructs have predictive relevance for the endogenous construct under r² q² awareness 0.401 0.316 understanding 0.356 0.181 learningag 0.494 0.264 perceptionalg 0.506 0.264 collaboration 0.413 0.285 table 3. r2 and q2 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 128 consideration. next, structural model tests regarding multicollinearity by analyzing variance inflation factor (vif) resulting all indicators has a value below 5, concluded there isn’t collinearity. hypothesis test results result of path coefficients’ significance using bootstrapping with significance level of 0.05 and critical t-values for the two-tailed test are 1.96 as detailed in figure 5 and table 4. hypothesis h1a. statistical analysis result of hybrid workplace leadership capabilities positively affects awareness of purpose and has a t statistic of 7.237 (above 1.96) and p-value of 0,000. these results are empirical indicators that hypothesis h1a is accepted, meaning hybrid workplace leadership capabilities significantly impact awareness of purpose. this study supports the lusch & vargo (2014) study that actors can act purposefully within structures. team members’ awareness of purpose affects the structures that the team leader forms. as said from ausat et al. (2022) study that leader's position is critical in ensuring on organizational commitment and work performance to stays relevant in an increasingly dynamic and disruptive business environment. this is in line with leonardelli’s (2022) study, which states leaders need to focus on building an identity and awareness about groups with a unified goal and experience to become the “us” of each team member. hypothesis h1b. statistical analysis result of hybrid workplace leadership capabilities on an understanding of self & others has a t statistic of 0.099 (below 1.96) and p-value of 0,099. these results are an empirical indicator that hypothesis h1b is not accepted, which means hybrid workplace leadership capabilities have a non-significant impact on the understanding of self & others. mitchell & brewer (2021) study that one of the critical leadership strategies in the hybrid team is to build honest intergroup relations and create opportunities for strengthening work t statistics p values result leadershipcap -> awareness 7.237 0.000 accepted leadershipcap -> understanding 1.650 0.099 rejected awareness -> learningag 4.344 0.000 accepted awareness -> understanding 4.174 0.000 accepted understanding -> learningag 4.159 0.000 accepted understanding -> perceptionalg 3.148 0.002 accepted learningag -> perceptionalg 4.083 0.000 accepted perceptionalg -> collaboration 8.500 0.000 accepted table 4. path coefficients’ significance international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 129 relationships. however, catmur et al. (2016) stated that the understanding process is self-related processing, so interpersonal relationships affect more than the relationships within one workgroup, while the leader can only influence the environment in the workgroup, which is very likely not to the interpersonal process. hypothesis h2a. statistical analysis result of awareness of purpose positively affects an understanding of self & others and has a t statistic of 4.174 (above 1.96). these results are empirical indicators that hypothesis h2a is accepted, meaning awareness of purpose has a significant impact on understanding self & others. it is relevant to angtyan (2019) study, which concludes that a person's view of the current state is related to people's awareness. individual view of the current state, including the understanding of themselves. perception of the environment elements is one of three levels in situational awareness by kempowsky et al. (2006). this environment factors perception become one of the bases for developing understanding with others, so that awareness of purpose supports the strengthening of understanding of self & others. hypothesis h2b. statistical analysis results that awareness of purpose positively affects learning agility and has a t statistic of 4.344 (above 1.96). these results indicate that hypothesis h2a is accepted, which means awareness of purpose significantly impacts learning agility. hiatt (2006) stated the risk of not changing is one part that represents one's awareness. caused by this knowledge of risk, an individual can be motivated to continue learning so that it can change appropriately according to context and needs. hypothesis h3a. statistical analysis results of understanding self & others positively affect learning agility and have a t statistic of 4.159 (above 1.96). these results are an empirical indicator that hypothesis h3a is accepted, which means understanding self & others has a significant impact on learning agility. jarvela et al. in hmelo-silver (2018) said that shared metacognitive in monitoring and controlling cognition, motivation, emotion, and behavior during the learning process influences success in collaboration tasks. shared metacognitive happen based on understanding the position and condition of self, other people, and the various resources in the environment. with that, an individual can sort and choose the learning focus that needs to be developed to further optimize his performance and exchange resources with other people related to his project. hypothesis h3b. statistical analysis results of understanding self & others positively affect perception alignment and have a t statistic of 3.148 (above 1.96). these results are an empirical indicator that hypothesis h3b is accepted, which means understanding self & others has a significant impact on perception alignment. the depth understanding of other feelings and behaviors will make it easier to find similarities and differences with others to encourage the possibility of harmonizing perceptions with various parties hypothesis h4. statistical analysis result of learning agility positively affects perception alignment and has a t statistic of 4.083 (above 1.96). these results are an empirical indicator that hypothesis h4 is accepted, which means learning agility significantly impacts perception alignment. this is aligned with jarvela et al. (2018 and 2019) said that regulating learning through shared metacognitive in monitoring and controlling cognition, motivation, emotion, and behavior influences success in collaboration tasks. putro et al. (2000) concludes that examining several adaptive learning procedures that occur repetitively can become an opportunity to improve their present perception of nature's behavior. lusch & vargo (2014) stated that someone who improves skills and competencies and feels the impact of achieving targets and learning would increasingly believe in the importance and benefits of exchange and being of service to each other. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 116-132 strengthening collaboration through perception alignment: hybrid workplace leadership impact on member awareness, understanding, and learning agility darmawan tri nugroho, pri hermawan 130 hypothesis h5. statistical analysis result of perception alignment positively affects interteam/organization collaboration and has a t statistic of 8.500 (above 1.96). these results are an empirical indicator that hypothesis h5 is accepted, meaning perception alignment significantly impacts inter-team/organization collaboration. relevant to takahashi et al. (2004) study, the degree and quality of the mutual relationships among the agents can happen in decision-making. this variance of degree and quality reflects in team member interaction and the pattern of relationships it develops when dealing with various other parties. conclusion almost all hypotheses (7 of 8) were accepted with a statistical t-value above 1.96 and a pvalue above 0.00. based on the acceptance of these hypotheses, this study can conclude that hybrid workplace leadership impacts the awareness of purpose. then awareness affects the understanding of self and others, and both affect the learning agility of each team member, which influences the alignment of perceptions in the cross-functional project team. this alignment of perceptions contributes to the inter-team/organization collaboration. through this study, an organization can enhance collaboration with various other parties by ensuring the process of aligning the perceptions in the project working team that represent the organization. based on this study, team leaders can improve the alignment of perceptions by ensuring that each team member is assigned and captures the urgency and goals that members can achieve with this implementation. in addition, ensuring that there is an opportunity to develop interrelationships between members through togetherness and introduction to understand each other and the conditions of each team member is also a critical activity that needs to be done to encourage awareness and understanding. the self-development of team members, mainly so that they can have the ability to learn about how to learn and the agility to adapt as well as the motivation to develop self-ability are critical characteristics of team members to be able to progress. the hypothesis about the impact of hybrid workplace leadership capabilities on the understanding of self & others is not accepted. these results might be happen because this understanding variable is closely related to direct interpersonal relationships between humans, who have different experiences and expectations in the long term. limitation & further research this study focuses on people's mental processes, interaction, and leadership to strengthen collaboration in dealing with dynamic situations. other internal and external organizational factors impact collaboration, such as strategy governance, organization/business process, information and computer technology infrastructures, and any other factors. considering the interconnected condition of human interaction factors with various critical components of the organization and strategic management, any further research to handle this point will be valuable. due to time constraints and the situation that is still overshadowed by the pandemic in the process of this research, extending this study with many and various samples in a longitudinal timeframe setting can reach a deep understanding to gain more insight for the further. references almaududi ausat, a. m., suherlan, s., peirisal, t., & hirawan, z. 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(2019). building dynamic capabilities for digital transformation: an ongoing process of strategic renewal. long range planning, 52(3), 326–349. https://doi.org/10.1016/j.lrp.2018.12.001 microsoft word 654-article text-3088-1-4-20211013.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 85-98 corresponding author naufalnugraha19@gmail.com; drhadisusiarno@yahoo.com; hendrati.dwi@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.654 research synergy foundation organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha1, hadi susiarno2, hendrati dwi mulyaningsih3 1, 2, 3 study program of magisters hospital management, postgraduate program, universitas islam bandung, indonesia abstract patient safety is a fundamental concept in providing health services, and it is critical that health care facilities consider it. negligence in the application of patient safety will lead to patient safety incidents. the individual factors of medical staff have a significant influence on the implementation of patient safety. the attitude of medical staff can affect the culture of patient safety because being unprofessional will cause problems in providing quality care, encourage bad events and medical errors, and ultimately reduce patient satisfaction. organizational support also has a role in the attitude and behavior of medical staff. there are already policies in the form of regulations from the minister of health, standard operating procedures, and training for medical staff. however, there are still many patient safety incidents that occurred. there is also medical staff who are not aware of the importance of reporting, so that patient safety incidents are not recorded. the study was conducted in 12 primary health care (phc) in kuningan regency. the research method used is quantitative analysis with a cross-sectional design using a questionnaire. the research data was taken using proportional stratified random sampling to 200 medical staff in 12 phc in kuningan regency. the questionnaire consists of 3 parts regarding professionalism, patient safety culture, and organizational support. the results showed that professionalism had a positive and significant impact on patient safety culture (p-value <0.001), and organizational support is a quasi-moderating variable on the effect of professionalism on patient safety culture (p-value <0.001). keywords: organizational support, patient safety culture, primary health care, professionalism this is an open access article under the cc-by-nc license. introduction patient safety is a fundamental concept in providing health services, and it is critical that health care facilities consider it (welp et al., 2015). the quality of health services is based on fairness, efficiency, effectiveness, timeliness, patient orientation, and patient safety (ulumiyah, 2018). patient safety can be used as an indicator. the system is an effort that can be done to prevent errors of action by medical staff (welp et al., 2015). according to who data, many patients are harmed or die each year because of health care provided in low-quality and dangerous facilities, even though these incidents could have been avoided or prevented. based on the who report "patient safety: making health care safer" in 2017, according to the results of a study done in 26 lowand middle-income nations, the rate of adverse events was 8%, 83 percent of which could have been avoided, and 30% of which resulted in mortality (who, 2017). most data show the number of incidents in hospitals, and only a few data show the number of incidents at the primary health care level. the incidents rate in primary care is 5 to 80 times per 100,000 visits related to the process of action, diagnosis, and therapy (sandars & esmail, 2003). another study in europe estimated the incidents rate in primary care to range from 0.0004% to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |86 24% (ornelas et al., 2016). incident data in primary service facilities or phc are still challenging to find. meanwhile, incidents are critical and need to be continuously reported. in health care facilities, incident reporting will improve service quality, patient safety efforts and reduce patient safety incidents (kkp-rs, 2015). the joint commission international (jci) states that several components can affect clinical practice, such as individual factors. the individual of medical staff is a factor that is significant in determining health service standards (jci, 2014). professionalism has become a substantive and ongoing theme in the medical world. professionalism itself is multidimensional and complex. professionalism requires individual, interpersonal, and social considerations (hodges et al., 2011). the attitude of professional medical staff can affect the culture of patient safety because a lack of professionalism will cause problems in the provision of care, encourage adverse events and medical errors, and ultimately reduce patient satisfaction (dupree et al., 2011). the capacity of a reasonable individual in implementing patient safety can continue to be improved by fostering a professional patient safety culture by medical staff. effective communication, the same perception of the importance of unwanted events, and mutual trust between medical staff are signs that patient safety has gone well (garuma et al., 2020). based on at studies conducted at the phc in bandung by brahmana et al., there are 3 dimensions with a weak category (response not to punish, staffing, and frequency of incident reporting), 6 dimensions in the medium category (open communication, feedback, support, management, handoff and transition, and perception), and 3 dimensions with strong categories (cooperation, organized learning, and continuous development) (brahmana et al., 2018). organizational support is a belief about the extent to which the organization appreciates the work and contributions that have been made and is concerned with welfare. organizational support is one of the important factors because it will make medical staff work more accessible and more enthusiastic. based on heriyati's research, there is a relationship between organizational support for patient safety (heriyati & sinaga, 2018). there are already policies in the form of regulations from the minister of health, standard operating procedures, training for medical staff to reduce patient safety incidents and increase patient safety. however, there are still many patient safety incidents that occurred. because a lot of medical staff are unaware of the need for reporting, patient safety incidents go unreported. a significant number of medical staff, including those who work in phc, are unaware of the need for reporting, patient occurrences go unrecorded. medical staff still feel that these incidents are small things that do not need to be reported, even though all types of patient safety incidents are critical to be reported so that in the future, patient safety can be addressed and improved to reduce the risk of events and increase patient safety. to provide better health care with fewer patient safety incidents, the phc's patient safety culture must be continually improved. but the medical staff still faces many obstacles. sometimes, some medical staff feels less concerned about promoting or prioritizing patient safety in all actions or activities. cooperation between the medical staff at the phc periodically meets obstacles due to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 87 communication errors or other problems. another thing that affects medical staff is the fear and lack of management support to report patient safety incidents. in practicing patient safety goals, medical staff always do their best. however, implementing patient safety goals is a challenge, especially in terms of time. many medical staff is sometimes forced to deal with it immediately and reduce communication which can ultimately lead to communication errors. other matters related to patient care are equipment that is damaged or lacking, medicines that are not available. it is essential to research and further examine how professionalism influences patient safety culture and how organizational support strengthens or weakens this influence in phc as a first-level health service unit. this research is expected to be a reference for improving patient safety, especially in phc as the front line in providing health services to patients. literature review professionalism based on the joint commission indonesia (jci), several components can affect clinical practice, such as individual factors. individual health care providers are a significant factor when determining health service standards (jci, 2014). professionalism can also be defined as a set of society’s behaviors, values, and beliefs (cruess & cruess, 2012). according to arnold and stern (2006), communication skills, clinical competence, and understanding of ethics and law hope to achieve the principles of professionalism. the attitude of professionalism is something that a medical professional must own because it will determine the quality of the relationship between medical staff, which is described through a series of behaviors that affect trust (arnold & stern, 2006). based on the american board of internal medicine's (abim's) and arnold and stern, it can be told that there are seven dimensions of professionalism, namely (abim, 2001): a. excellence medical staff must continue to learn to continue to develop to improve their abilities and knowledge. b. humanism medical staff must have good humanity, including empathy, compassion, and respect. c. altruism medical staff must put their interests above their own. respect for needs and circumstances, and a key component of this is effective communication. d. accountability medical staff must be able to shorten the action and accept the consequences of everything that has been done. e. tasks and services medical staff must carry out duties and services for everyone with responsibilities as a medical worker and are responsible for all competencies possessed for this task. f. honor and integrity medical staff must uphold integrity, be committed to the professional code of ethics, and demonstrate behavior as role models for others. g. respect others international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |88 medical staff must respect other people, whether other medical staff work and collaborate in the workplace or the public. in addition, professionalism can also be assessed from (darwin, 2014; kim, 2019): a. truth and honesty medical staff must always tell the truth and speak the truth in every action and word they do. b. responsibility medical staff has responsibility for all actions taken against patients. patient safety culture patient safety is defined as the prevention of harm to patients in a wide sense (england et al., 2016). patient safety is also defined as safeguarding against unfavorable outcomes such as injury, mental disease, illness, and death (skagerström et al., 2017). patient safety can also be an effort to reduce or treat unnecessary risks (lee et al., 2019). according to the institute of medicine (iom), patient safety is one of the most important stages in enhancing the quality of health care. patient safety refers to delivering health services to patients without making mistakes and in a safe manner. for all health professionals, patient safety is a major responsibility (england et al., 2016). international patient safety goals (ipsg)/patient safety goals or under permenkes no. 11 of 2017 regarding patient safety goals, divided into (jci, 2014; permenkes, 2017): a. patient accuracy b. improved effective communication c. increased drug safety that needs to be watched out d. certainty of the right location, the right procedure, and the right patient during surgery e. reducing the risk of infection related to health services f. reduction of the patient's risk of falling according to carthey & clarke (2009), patient safety issues will be avoided if there is a positive patient safety culture. this can be achieved by implementing a patient safety system with commitment and cultural change. several dimensions of culture, namely (carthey & clarke, 2009): a. open culture there is encouragement for medical staff to feel comfortable in all events and other matters related to patient safety with other medical staff and management. the culture will encourage prevention and learning by identifying or taking lessons from each incident that has occurred. b. culture of justice justice and empathy need to be continuously improved to continue to make improvements in terms of patient safety. organizations that want to learn from every safety incident must treat medical staff fairly and encourage reporting always to carry out evaluations and improvements. c. reporting culture an easy reporting process, a feeling of not being blamed and accepted when they report incidents, and constructive feedback after reporting incidents will remove barriers to incident reporting. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 89 d. learning culture commitment to making every safety incident that has occurred as an improvement material to foster a culture of learning from mistakes that have been created. e. information culture safety experiences that have occurred and are subsequently reported will facilitate and improve patient capabilities and reduce future safety incidents. according to the agency of health research and quality (ahrq), in a survey issued in 2021, survey on patient safety culture version 2.0 through patient safety and error and reporting of events by assessing patient safety based on ten dimensions that need attention, namely (ahrq, 2021): a. teamwork each medical staff works together and coordinates as a team concerning providing the best care. b. staff and work pace there are enough medical staffs to provide the best care. c. organizational learning and continuous improvement mistakes have resulted in beneficial changes, which are the foundation for their efficacy. d. response to errors medical staff feels that reports of incidents do not become a bad personal record of the medical staff themselves but become material for evaluation and patient safety incidents to prevent other incidents. e. supervisor, manager, or clinical lead support for patient safety the management (supervisor/manager/leader) always provides support for patient safety. f. communication about errors medical staff communicates freely without pressure to make mistakes. g. open communication medical staff should feel comfortable speaking up if they witness something that could have a detrimental impact, and they should also feel free to discuss it with their superiors or management. h. report patient safety incidents medical staff report properly on all patient safety incidents that occur. i. management support for patient safety management evaluates medical staff proposals to improve patient safety, commends medical personnel for adhering to protocols, and does not disregard current issues. j. handoffs and information exchange important information regarding patient care is provided following standard operating procedures. organizational support an organization has an obligation to develop an organizational climate that supports the existing workforce. according to eisenberger (1986), various characteristics of management or an organization's handling of employees have an impact on international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |90 organizational support. according to colakuglu, culha & atay (2014), the organization values the contribution and cares for its workforce. according to rhoades and eisenberger (2002) explained that there are three dimensions used in the process of measuring organizational support, namely (rhoades & eisenberger, 2002): a. fairness the organization must be fair in various ways and conditions to the workers in the organization. justice is carried out in multiple aspects of the organization, such as allocating human resources, etc. b. supervisory support support or encouragement given by superiors is a form of contribution and concern from a superior to the work carried out by his subordinates. c. organizational rewards and working conditions the award from the organization is a form of appreciation given to the workforce for working well and providing satisfaction to the organization. in terms of implementing patient safety, a medical worker certainly cannot individually apply and face a problem related to patient safety. medical staff needs to have support from various parties. this support can come from peers or colleagues, help from superiors, and support from institutions (burlison et al., 2017). a. colleague support friends or colleagues who work together in an organization should undoubtedly or all tasks and actions are taken. b. supervisory support support from superiors is part of the organization that provides support and contributes to caring for the workforce working in the organization. c. institutional support a good organization is an organization that can provide encouragement and concern for the workforce who work in the organization. research method this is a cross-sectional study that uses quantitative analysis to verify the findings. this study took place in 12 primary health care (phc) in kuningan regency, west java province, indonesia, during july-august 2021. the selection of the phc was carried out based on considerations to represent each region in kuningan regency, providing poned (pelayanan obstetri neonatal emergensi dasar/basic emergency neonatal and obstetric services) and/or emergency services. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 91 figure 1. location of primary health care in kuningan regency the population in this study were medical staff (general practitioners, dentists, nurses, and midwives) who worked at the phc in kuningan regency. calculation of the sample using the slovin formula obtained results of 200 samples. the sampling technique used proportional stratified random sampling with the distribution of each sample: 14 general practitioners, 5 dentists, 48 nurses, and 133 midwives. the inclusion criteria in this study were medical staff who had worked at the phc for at least 1 year and were cooperative in filling out the questionnaire. the exclusion criteria in this study were medical staff who were not at the phc due to permission or sick. the research instrument used in this study is a questionnaire consisting of 3 parts. the professionalism questionnaire was adopted from the american board of internal medicines (abim, 2001). the patient safety culture questionnaire was adopted from the agency of health research and quality (ahrq) survey on patient safety culture version 2.0 (ahrq, 2021). the organizational support questionnaire was adopted from rhoades and eisenberger (2002) and the second victim experience and support tool (svest) (burlison et al., 2017; rhoades & eisenberger, 2002). each question was measured using a 5-point likert scale; 5 = strongly agree, 4 = agree, 3 = neutral, 2 = disagree, 1 = strongly disagree. in negative/negation questions, the likert scale rating is reversed; 1 = strongly agree, 2 = agree, 3 = neutral, 4 = disagree, 5 = strongly disagree. figure 2. research framework professionalism (x) organizational support (z) patient safety culture (y) h1 h2 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |92 hypothesis in this research are: 1. there is an influence of professionalism (x) on patient safety culture (y). 2. there is an influence of organizational support (z) as a moderator of the influence of professionalism (x) on patient safety culture (y). the collected data will be processed and analyzed using microsoft excel and the ibm® spss® version 25.0 program. the data will be grouped to see the demographic characteristics of the respondents and the assessment of research variables based on indicators. the data in a likert scale is then converted to numeric using the methods of successive interval (msi). after that, the data is tested for classical assumptions (test for normality, multicollinearity, heteroscedasticity, and autocorrelation). if the data meets the requirements of classical assumptions, then proceed with testing to answer the research hypothesis with t-test and moderated regression analysis (mra) test. findings and discussion the purpose of this study was to see how professionalism affects patient safety culture and how organizational support plays a role as a moderating factor. table 1. distribution of respondents based on demographic characteristics (n=200) indicator frequency percentage (%) gender ● male 20 10.00 ● female 180 90.00 age ● 21-25 20 10,00 ● 26-30 46 23.00 ● 31-35 43 21.50 ● 36-40 29 14.50 ● 41-45 34 17.00 ● 45-50 29 14.50 ● 51-55 16 8.00 ● 51-60 3 1.50 job ● general practitioners 14 7.00 ● dentist 5 2.50 ● nurse 48 24.00 ● midwife 133 66.50 highest level of education ● diploma 3 131 65.50 ● diploma 4 24 12.00 ● bachelor + profession 41 20.50 ● magister 4 2.00 employment status ● government employees 122 61.00 ● contract 78 39.00 years of service ● 1-5 49 24.50 ● 6-10 32 16.00 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 93 ● 11-15 48 24.00 ● 16-20 22 11.00 ● 21-25 21 10.50 ● 26-30 19 9.50 ● 31-35 8 4.00 ● 36-40 1 0.50 work unit / primary health care ● sukamulya 17 8.50 ● cilimus 30 15.00 ● mandirancan 15 7.50 ● kramatmulya 18 9.00 ● manggari 12 6.00 ● cidahu 13 6.50 ● cihaur 11 5.50 ● ciawigebang 22 11.00 ● cimahi 17 8.50 ● cibeureum 18 9.00 ● darma 12 6.00 ● nusaherang 15 7.50 the demographic characteristics of the respondents are shown in table 1. female respondents (90.00%) were more than males (10.00%). the respondents ranged in age from 23 to 59 years old, with the majority being between the ages of 26 and 30 (23.00%). most respondents are midwives (66.50%), and the rest are general practitioners, dentists, and nurses. most respondents are civil servants (61.00%), and the rest are contract employees. the years' services varied from 1 to 39 years, with most respondents having worked for 1-5 years (24.50%). respondents are spread across 12 phc in kuningan regency, with most respondents coming from cilimus phc (15.00%) table 2. patient safety condition in phc (n=200) indicator frequency percentage (%) patient safety training experiences in the last 12 months ● yes 32 16.00 ● no 168 84.00 experience of having a patient safety incident in the last 12 months ● yes 86 43.00 ● no 114 67.00 assessment of patient safety culture ● excellent 47 23.50 ● good 111 55.50 ● fair 41 20.50 ● poor 1 0.50 table 2. shows the condition of patient safety culture at the phc. only a small proportion of medical staff (16.00%) have attended patient safety training in the last year. 86 (43.00%) medical staff has experienced patient safety incidents in the previous year with various types of patient safety incidents, ranging from needle sticks, falls, facility damage, prescription errors, medical record international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |94 writing errors, etc. most respondents assessed the patient safety culture at phc at a good level (55.50%). table 3. patient safety incident report in phc (n=86) indicator frequency percentage (%) patient safety incident report in the last 12 months ● no 16 18.60 ● yes 70 81.40 table 3. shows the reporting of safety incidents that occurred in the last 12 months. of the 86 medical staff who experienced patient safety incidents at phc, there was still medical staff who did not report the incident (18.60%). medical staff did not report this because the problem was trivial, did not cause injury, did not cause harm, etc. table 4. average positive response of professionalism indicators/dimensions percentage (%) classification excellence 81.94 good humanism 84.40 excellent altruism 73.03 good accountability 80.93 good duty and service 77.63 good honor and integrity 85.20 excellent respect for others 87.50 excellent truth and honesty 87.05 excellent responsibility 86.60 excellent table 4. shows the level of professionalism of the medical staff at phc in kuningan regency is generally in the good category. the dimensions of humanism, honor, and integrity, respect for others, veracity and honesty, responsibility are excellent. meanwhile, the dimensions of excellence, altruism, accountability, duty, and service are included in the good category. table 5. average positive response of patient safety culture indicators/dimensions percentage (%) classification teamwork 78.00 good staffing and work pace 67.00 fair organizational learning – continuous improvement 77.80 good response to error 70.00 good supervisor, manager, or clinical leader support for patient safety 72.03 good communication about error 81.33 good communication openness 69.78 good reporting patient safety events 69.45 good management support for patient safety 76.60 good handoffs and information 78.50 good international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 95 table 5. shows the level of the patient safety culture of the medical staff at phc in kuningan regency, in general, is in a good category. the dimensions of teamwork, organizational learning and continuous improvement, response to errors, supervisor, manager, or leader responses to patient safety, communication to errors, open communication, patient safety incident reporting, management response to patient safety, and hands-off and information is in a good category. meanwhile, the dimensions of staffing and work pace are included in the fair category table 6. average positive response of organizational support indicators/dimensions percentage (%) classification fairness 67.47 fair organizational rewards and working conditions 70.32 good supervisory support 72.43 good colleague support 70.88 good institutional support 71.17 good table 6. shows the level of organizational support from medical staff at phc in kuningan regency, in general, is in a good category. the dimensions of organizational rewards and working conditions, superior support, colleague support, and institutional support are included in the good category. meanwhile, the dimension of justice is included in the fair category. table 7. mean of variable variable mean sd ci 95% classification professionalism (x) 3.7371 0.563 3.6591 – 3.8151 good patient safety culture (y) 3.5266 0.418 3.4687 – 3.5845 good organizational support (z) 3.5641 0.473 3.4985 – 3.6297 good table 7. shows the average or mean for every variable in this research. in this research, variable professionalism (mean= 3.7371), patient safety culture (mean=3,5266), and organizational support (mean= 3,5641) have classified in the good category. table 8. t-test analysis result variable b t t-table sig. professionalism (x) 0.419 8.685 1.972 <0.001 table 9. mra test analysis result steps variable unstandardized coefficients standardized coefficients t sig. b std. error beta 1 constant 60.015 4.920 12.198 <0.001 professionalism (x) 0.419 0.048 0.525 8.685 <0.001 adjusted r square f sig. f 0.272 75.430 <0.001 2 constant 29.484 6.000 4.914 <0.001 professionalism (x) 0.355 0.044 0.445 8.132 <0.001 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih |96 organizational support (z) 0.546 0.074 0.405 7.410 <0.001 adjusted r square f sig. f 0.428 75.435 <0.001 3 constant 125.945 24.186 5.207 <0.001 professionalism (x) -0.634 0.244 -0.795 -2.594 0.010 organizational support (z) -0.915 0.363 -0.679 -2.522 0.012 interaction (x*z) 0.015 0.004 1.814 4.107 <0.001 adjusted r square f sig. f 0.471 59.963 <0.001 table 8. shows the results of the t-test analysis. value of sig. <0.001 (sig. <0.05), and t-value of 8.685 and t-table of 1.97202 (t> t-table). so, it can be concluded that professionalism influences patient safety culture from medical staff at phc in kuningan regency. this is following research conducted by dupree et al. concluded that the attitude of professionalism had supported patient safety, which could previously be reviewed and accounted for and used as an evaluation material to avoid it (dupree et al., 2011). in addition, the research of chandratilake concluded that practitioners' professional attributes indicate a relationship with patient safety (chandratilake et al., 2012). table 9. mra test results. the significance value of 0.001 (sig. 0.005) is known based on the analytical results in the second equation; then the organizational support influences patient safety culture. based on the results of the analysis in the third equation, it is known that the significance value of <0.001 (sig. > 0.05), then the interaction variable affects patient safety culture. the conclusion is that organizational support is a quasi-moderating between the influence of professionalism on patient safety culture. quasi-moderation is a variable that can both moderate the impact of the independent and dependent variables while also acting as an independent variable. in this study, the adjusted values of the r-square were 0.471. the patient safety variable in this study can be explained by professionalism, organizational support variable, and interaction variable of 47.10%. in comparison, the remaining 52.90% is explained by other variables outside this research model. this study indicates the influence of organizational support as a moderating that strengthens the relationship between professionalism and patient safety from medical staff at phc in kuningan regency. organizational support acts as a quasi-moderating variable, which moderates the influence between professionalism and the patient safety culture, which is also the independent variable. health care facilities are at an organizational level with a very high health care system, and there is a lot of interaction and coordination at that organizational level (horwitz & horwitz, 2017). the work of medical staff will be influenced by the organizational support offered by an organization. organizational support will affect the totality of the workforce in working following organizational international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 85-98 organizational supports as moderation in increasing the effect of professionalism on patient safety culture naufal fakhri nugraha, hadi susiarno, hendrati dwi mulyaningsih │ 97 goals. employees can feel confident that their employer values their contributions and is concerned about their well-being. workers who work with the organization's support will try to provide support wholeheartedly and try to contribute to help the organization achieve the targets set. positive contributions will be born from workers who feel they have support, justice, and welfare from where they work (norrohmat et al., 2021). medical staff who already have the support of the organization will work wholeheartedly in carrying out their work. this will undoubtedly encourage the performance of reliable human resources (hr). the working mechanism that comes from an internal drive will have an impact on job satisfaction. being proactive can ultimately improve the culture and implementation of patient safety goals (zakari, 2011). based on heriyati's research, there is a relationship between organizational support for patient safety (heriyati & sinaga, 2018). this shows that the professionalism and patient safety culture at the phc is reinforced when the phc has strong organizational support. conclusion this study concludes that there is an effect of professionalism on patient safety culture. organizational support becomes a quasi-moderating moderating variable that strengthens the influence of professionalism on patient safety culture. limitation & further research the results of this study can be used as material for comparison and reference for research and as consideration for further research. further research can examine other variables that may affect patient safety culture that has not been studied in this study. research can also be 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(2011). attitude of academic ambulatory nurses toward patient safety culture in saudi arabia. life science journal, 8(3), 230–237. microsoft word 624-3066-1-5-20211007.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 66-74 corresponding author dheahumas@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.624 research synergy foundation analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati1, jeanny maria fatima2, muhammad farid3 1, 2, 3 universitas hasanuddin, indonesia abstract karampuang traditional house is one of the cultural heritages that have symbols and meanings believed from generation to generation. this study aims to determine what symbols are contained in the karampuang traditional house, both verbal and non-verbal, and to analyze the symbols. this research used a qualitative method in which the data were collected by using some techniques including observation, in-depth interviews, documentation study, literature study, and field notes. the study used two data sources, primary data, and secondary data. the technique of determining informants in this study was the purposive sampling technique. there were six informants. a traditional house consists of two houses. there are two renowned traditional houses, to wit; arung and gella. arung’s house faces west, while gella's traditional house faces east. the roof of the house has two layers with a timpa laja’ in three layers. the roof gella's is not double-decked and two-tiered; while the arung’s composed of three of the timpa laja. in regard to the islamic symbols in traditional houses, the houses are constructed with 30 house poles, as a symbol of the number of juz in the quran. the 5 poles running north to south symbolize the 5 pillars of islam; while 6 poles from west to east are a symbol of the six articles of faith. the ladder of the karampuang traditional house only has one ladder with odd steps which the position is different from the house in general.the door of the house is located in elle 'ri olo, which is parallel right against salima'. above the door, there is a stone that functions as a counterweight so that the door can be partially or completely open. the floor of a house made of bamboo is also called salima as a symbol of the rib which stretches from north to south called tunebbe'. the kitchen is located at the front that can be clearly seen when climbing the house’s ladder; in front of the door is a kitchen with two stoves located. keywords: karampuang, meaning of interpretation, nonverbal, symbol. this is an open access article under the cc-by-nc license. introduction cultural diversity is really essential that cannot be torn apart from the indonesian community. besides the diversity in the scope of both culture and ethnicity, indonesia consists of various territorial customs and regional cultures in each area. karampuang custom is one of the cultures located in dusun karampuang tompobulu, kec. bulupoddo, kab. sinjai, province of south sulawesi. the history of karampuang cannot be separated from its sudden presence in manurung from the top of a hill. the name itself is originated from the local language karampuang, which means goosebumps. after the first manurung disappeared which was suddenly replaced by the second manurung, who lost seven people, one of whom was a woman. this woman later became the leader in karampuang. karampuang has two traditional houses. the traditional house is inhabited by arung as the highest leader in an adat and the house that is dwelled by gella as the person in charge of running a regular government. the karampuang traditional house has symbols full of meaning passed down from generation to generation. researchers aimed to see the symbols contained in the karampuang traditional house, both verbal and nonverbal, and interpret the meaning of these symbols. as a traditional house, its shape cannot be cut apart from the meaning because it is integrated into the symbol of the function of the house itself. meanwhile, the karampuang community considers the house has various functions, including social function, economic function, and religious function that portrays symbols including symbols of islam. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid | 66 communication and cultural studies are closely related. this is due to the cultural studies that are formulated, shaped, transmitted, and learned through communication. the human ability to communicate can create knowledge, symbolic language, values, and ceremonial rules that impose boundaries in the society where the culture occurs. culture and communication are inseparable; therefore, culture does not only determine the person who encodes the message but also the meaning that he/she is trying to confess by considering the conditions for sending and how the massage is interpreted. all of our behavioral variables are greatly dependent on the culture where we grew up. consequences are the foundation of communication, various cultural values, and various communication practices. literature review this research, considered from the perspective of communication science, is about the meaning of the message or the interpretation of the message defined in the karampuang traditional house, both through verbal and non-verbal context. to strengthen this research, below are some results of the relevant researches to this present research. heri jauhari conducted research in 2018 with a title “makna dan fungsi upacara adat nyangku bagi masyarakat” (the meaning and function of the nyangku traditional ceremony of the panjalu community). panjalu, a village that used to be dwelled by panjalu kingdom, still holds the tradition of the nyangku traditional ceremony. the panjalu people consider this tradition sacred because it is related to the origin of the existence and spread of islam in the panjalu kingdom and the priangan tatar. the heading event is the traditional ceremony of nyangku religious lectures (islam), cleaning of sacred objects, and several other series of events. the results of the data analysis found that the traditional ceremony of nyangku has functions of ritual, social, education, and religious tourism, which of the four functions, the ritual function is the most dominant. furthermore, the nyangku traditional ceremony means literal/historical, allegorical, topological/moral/educational, and anagogical, which the historical meaning has the highest intensity of all those meanings. next, a research conducted by ryan prayogi, et all with the title of the research pergeseran nilai-nilai budaya pada suku bonai sebagai civic culture di kecamatan bonai darussalam kabupaten rokan hulu provinsi riau (the shifting of cultural values of the bonai tribe as civil culture in bonai darussalam district, rokan hulu regency, riau province) shows that the cultural values of the bonai tribe are shifting. based on the beliefs of bonai tribe’s culture, there are cultural values perceived as the life principles of the bonai community which customs are upheld by the indigenous people as a life cycle that is made as guidelines and rules that must be obeyed by tribal communities, including birth, prophet’s sunnah, occupation, education, marriage, community leadership system, and death. hidayatullah, researching "analisis makna simbolik budaya sadaka masyarakat dewan adat gorontalo" (the analysis of the symbolic meaning of the sadaka culture of the gorontalo customary community council), examined the culture of sadaka by concerning the stages of sadaka submission, which reveal the existing symbolic meanings and community responses. this research uses a qualitative approach. furthermore, a research conducted by a. wiwi pratiwi puji lestari, with the title makna simbolik dalam prosesi mattompang arajang di kabupaten bone (symbolic meaning in the mattompang arajang procession in bone regency), focused on the meaning contained in the mattompang arajang ritual, which is a form of mutual respect for one another in social life, cleansing oneself and not looking down on fellow living creatures created by god. all of those researched described examine symbolic meaning with a qualitative research approach, ethnography, and so on. therefore, this current research examines the symbols and meanings of messages contained in the karampuang culture, which includes the analysis of the aspect of message interpretation, which has not been conducted in previous researches. the term of interpretation can refer to the ongoing process of interpretation or its results. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid 67 | an interpretation can be part of a presentation or depiction of information that is modified to suit a specific set of symbols. this information can be in the form of spoken, written, pictorial, mathematical, or various other forms of language. besides, interpretation is an explanation, meaning, impression, opinion, or theoretical view of an object that comes from deep thinking and is strongly influenced by the background of the person who interprets it. every object, whether books, poetry, sculptures, paintings, data, or others, can become an object of interpretation. interpretation is usually made to get a clearer and deeper understanding or knowledge about something. in regard to this point of view, it can be inferred that the research objective of this present study is to find out what symbols are contained in the karampuang traditional house, both verbal and nonverbal, and to be further analysed by especially concerning on the aspects of communication and culture that are believed having a great influence to the existence of the karampuang traditional houses. considering how strong the relationship between culture and communication, hall (1960) in liliweri 2005; 361 states that communication is culture, and culture is communication. hall said that only cultured humans communicate, and when humans communicate, they are influenced by their culture. humans state and may also interpret their culture to others, or another way around that is other people could interpret their culture. culture provides guidelines so that we can initiate communication, including interpreting messages. in line with clifford geertz in alo liliweri 2005: 362, greetz strived to understand the human culture in the context of intercultural encounters by utilizing an interpretive approach. interpretation towards culture is generally a symbolic interpretation, and it is none other than a system of meaning related to culture. thus, interpretation of culture, according to geertz, is essential only through semiotics. quoting marx's statement in alo liliweri 2005: 362, geertz stated that humans are symbolic creatures. humans analyze culture through scientific experience, then meet it with the applicable laws. subsequently, he interprets culture through investigating the meanings of the culture that can be communicated by way of the cultural communication process. human behavior, including cultural communication behavior, can be viewed as symbolic actions, such as voice stress in conversation, colors in pictures, lines in writing, music rhythm, all of which have to do with how cultural patterns are arranged in a frame. clifford geertz, regarding the work of the anthropologist kluckholn in alo liliweri 2005: 365 assumes that culture is like a "mirror for men", so he advocates the interpretation of the cultural meaning as (1) the whole view of human life; (2) a social inheritance owned by an individual from a group; (3) ways of thinking, feeling and believing; (4) abstraction from behavior; (5) how a group of people expresses their behavior; (6) a shopping center building; (7) a standardized orientation unit to solve various recurring problems; (8) learned behavior; (9) a mechanism for regulative regulation of behavior; (10) a set of techniques for adapting to other environments and other people; (11) layers or deposits of human history; and (12) behavior maps, behavior matrices and behavior filters. it can be concluded that culture, including socio-cultural conditions, the state of cultural psychology, affects the ways a person communicates. the use of meaning does not seem easy, this is due to several factors, which are the meaning in a sentence that may be different depending on the cultural context or the sentence use, and the meaning in a word or sentence that depends on the difference in signs in a particular event which the meaning given is not permanent. petada (2001) in sobur (2003: 122) further revealed that signs produced by humans are also differentiated into verbal and non-verbal ones. verbal is a sign that is used as a means of communication international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid | 68 produced by a speech instrument, while non-verbal ones include: signs that use limbs, followed by symbols and objects that have cultural and ritual significance. littlejohn (2017) expressed that signs are the basis of all aspects of communication. humans with intermediate signs can express any message and communicate with anyone. in this context, it is commonly referred to as a nonverbal message. mark l. knapp (1972) mentioned five functions of nonverbal messages concerning verbal messages. the first is repetition or repeating the ideas presented. the second is a substitution, which replacing verbal symbols. the third is a contradiction, rejecting or giving another meaning. next, complement, namely completing and enriching meaning, and the last is emphasizing the message called accentuation. the author of the nonverbal communication system, dale g. eaters (1976), mentioned six reasons for the importance of nonverbal messages. firstly, it determines what to mean. according to mehrabian, author of the silent message estimates a 93% impact on nonverbal messages. secondly, non-verbal communication conveys emotions and feelings. thirdly, the conveyor of meaning is relatively free from ambiguity because the message can be strengthened. next, the function of metacommunication of nonverbal communication is to provide additions that clarify the meaning of the message. the fifth, it is very efficient, and the last is as a means of suggestion, something implicit (implicitly). symbols are part of human life, where there are three things that humans can do about symbols (littlejohn, 2017); first, humans create symbols to give names to make objects and situations. second, humans use symbols to communicate. third, humans misuse symbols to take advantage of symbols by abusing them when they are in unfavorable circumstances. various communication events always involve the use of verbal and non-verbal symbols simultaneously. verbal and nonverbal language have a holistic nature (each is inseparable). in many communication activities, nonverbal language complements verbal language, or nonverbal language is an explanation of verbal language. verbal messages are all kinds of symbols that use one or more words. almost all speech stimuli that we are aware of fall into the category of deliberate verbal messages to wit conscious attempts to relate to other people verbally (mulyana, 2003). important elements in verbal communication can be words and language. research methodology this type of research is qualitative, whose presentation is in a qualitative descriptive form. a qualitative approach is a process of research and understanding based on the methodology that investigates social phenomena and human problems. in this approach, the researcher creates a complex picture, examines words, reports a detailed view of the informant, and conducts studies on natural situations (creswell, 2007). this research was conducted in dusun karampuang, desa tompobulu, kec. bulupoddo, kab. sinjai. research informants were people who knew profoundly about karampuang customs and were expected to be able to provide explanations as required in this recent research; besides that, the informant involved were considered to have known about the problem under study. other informants were the customary apparatus, residents in the karampuang customary area, as well as the department of tourism and culture, kab. sinjai. the technique of determining the informants in this study was using the purposive sampling technique. that the researcher determined the sample to be taken under certain considerations by following the requirements or research objectives to obtain required and accurate data. in this study, informants were selected based on certain considerations, one of which was those who were considered capable of answering questions related to the karampuang traditional house. data collection was carried out after the researcher determined the problem to be studied. in further, the research on the symbolic meaning of the karampuang traditional house employed two data sources, primary data, and secondary data. the interview was carried out with predetermined informants. in addition to making observations, the researcher also conducted interviews with informants who knew the problem being investigated. the interview was a technique for approaching sources of information using question and answer done systematically and based on research objectives. data analysis international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid 69 | techniques in this study used qualitative methods so that the analysis technique used was interpretative understanding in three ways; 1. data reduction; as a process of analysing data to reduce and summarize the results of research on things that are important to the researcher, aims to provide a more detailed picture. 2. the presentation of data in this study began with interviews and/or a series of other data collection processes on research subjects. 3. the existing data was reduced or selected according to the data that was considered important, which was then continued by obtaining the appropriate data. the data was presented to be analysed and compiled by following the existing problem formulations in a brief, clear, and detailed but comprehensive manner. if the data analysis is carried out and finds an interactive relationship, the data will be obtained accurately. finding and discussion the informants in this study consisted of people who were considered capable of providing the necessary information related to this current research. some of them came from the karampuang customary institution, some were karampuang residents as descendants of traditional leaders who have served in karampuang, and the others came from elements of the sinjai district government. the personal data profiles of informants in this study are as follows: the first informant is mr. tola, 75 years old. he is a customary stakeholder with a position as arung (to matoa). arung in the karampuang traditional structure of an organization is the highest leader and is fully responsible for all activities or rituals for the ancestors. in daily life, arung occupies the traditional house of arung as one of the karampuang traditional houses located in the karampuang customary area. the second informant is mr. mangga, 67 years old as the karampuang customary stakeholder who occupies gella’s house, the other type of karampuang traditional house. in the structure of the karampuang customary institution, gella is likened to the prime minister who manages the regular government in everyday life. several matters under the gella’s responsibility are related to agriculture, general matters, and internal and external karampuang customs. the third informant is mr. kasyong, 60 years old. he received the title of a guru (or literarily means teacher) in the structural organization of karampuang custom, who has a role in regulating matters related to the fields of education and arts. the fourth and the fifth informants are haris (36 years old) and yahya (37 years old). both are the grandsons or descendants of one of the arung (to matoa) who had once ruled in the karampuang area. the sixth informant is yuhadi samad, 45 years old, who serves as head of the department of tourism and culture of sinjai regency. the department of tourism and culture of sinjai regency is a regional device that has the main task and function of caring for and preserving culture in sinjai regency. data collection for this research was conducted from november 2020 to march 2021. researchers will describe the findings of the data obtained from each informant and field observations as follows: the karampuang traditional house, besides functioning as a residence for customary leaders, also has social functions for its supporting communities, including as a center for the implementation of the mappogau hanua traditional party (one of the village parties), which is usually held in shawwal every year as well as other traditional events such as sitting together after the field harvest is complete or as a place of massikiri 'or dhikr for residents at particular times. in the karampuang traditional house, both to matoa and gella's inhabitants, there is a carving carved on one of the poles located in the middle of the house or called posi 'bola. the carvings carved into the posi’ bola are called the poto' of the prophet or the knot of the prophet. the carving is an equilateral square with an unbroken circle. the pole, as posi’ bola, is wrapped with a sheet of white cloth above the carving of the prophet's poto’. it is not known exactly where the carving of the prophet's poto. arung as the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid | 70 highest leader in the karampuang customary institution explained that only certain people could complete the carving of the prophet's poto’. in the karampuang traditional house, inhabited by to matoa or arung, there is lontara karampuang. lontara karampuang is a very sacred symbol. it keeps a history of karampuang and contains the karampuang customary law. due to its sacredness, lontara karampuang is neatly stored in the karampuang traditional house in which not just anyone can access it. lontara karampuang is only shown at certain times, usually in a special ritual. nonverbal messages in the form of signs and symbols play an important role in human life, even though we sometimes do not realize it. whether consciously or unconsciously, with or without intention, someone sends and receives nonverbal messages. even someone makes judgments and decisions based on these nonverbal messages. the nonverbal message tells someone how to interpret the other messages contained in it. we can see the nonverbal symbols in the karampuang traditional house in some parts of the karampuang traditional house, as follows: house shape. house, in south sulawesi, are generally rectangular. this particular shape of a house can also be found in the traditional karampuang house, which is square and has only one door. the two karampuang traditional houses, although different in size between the arung traditional house and the gella traditional house, have the same shape, which is a square. the shape of a traditional square house cannot be separated from the views or life philosophy of the karampuang community to wit the sulapa appa element or the four cardinal directions, which are elements in life; north, south, east, and west. home direction. as previously explained, the karampuang traditional house consists of two houses, arung and gella, located in the karampuang customary area, which is about 50 meters away from each other, marked with arranged stones. the traditional house occupied by arung faces the west, which is the direction of the qibla for muslims’ while the traditional house occupied by gella faces east which means life. this can be related to gella's position in government, analogized as the prime minister who regulates and makes decisions in the government or customary institutions of the karampuang. in other words, gella is in charge of regulating everything related to the lives of karampuang community regarding the economy, welfare, and everything dealing with worldly life. from the direction of the two karampuang traditional houses, both those inhabited by gella and those inhabited by arung, have opposite directions. arung’s traditional house faces west as a symbol of the afterlife, while gella's faces east as a symbol of world life. it can be interpreted that ancestors in karampuang, since time immemorial, have always maintained a balance between life and the hereafter. thus, they do worldly activities every day, but they never forget to carry out their obligations as provisions in the next life. roof. the karampuang traditional house inhabited by arung has a double roof with three layers of timpa laja '. unlike the karampuang traditional house of gella, the roof is not tiered and the timpa laja is only two tiers. apart from the double-decker roof and three-tiered of timpa laja' as a sign of arung’s house, another sign can be indicated with the top of the ridge. there is a wooden decoration which is an icon of a buffalo horn which is symbolized as the crown of the king. on the left and right side under the roof are carved decorations. this decoration is symbolized as earrings worn by women. the material used for the roof comes from thatch. regarding those symbols mentioned above, it is found that the meaning of the traditional house of the king or arung as the highest leader in the karampuang custom can easily be identified with a roof with two layers and three layers of timpa laja '.this makes a difference from the house where gella lives. apart from the double-decker roof and three-tiered timpa laja 'as a sign of the karampuang traditional house inhabited by arung, we can find other markers at the top of the ridge. there is a wooden decoration which is an icon of a buffalo horn which is symbolized as a crown. on the left and right under the roof are carved decorations. this decoration is symbolized as earrings worn by international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid 71 | women. the existence of the earring symbol further explains that the karampuang traditional house, which has been inhabited for generations, cannot be separated from the symbol of women. the karampuang indigenous people believe that the second to manurung appeared as many as seven people, one of which was a woman who later became a respected leader in the karampuang area at that time. as an expression of appreciation, love, and affection for their leaders, the traditional house used for generations was built and shaped to include women's symbols. under the roof, there is a space called a rakkeang. rakkeang for karampuang community is a place for storing rice and tools used for farming or gardening. the rakkeang in the karampuang traditional house is a place to store rice from freshly harvested to ten-year-old rice. the people of karampuang appreciate rice as the incarnation of sangiasseri or the goddess of rice. their ancestors believed that sangiasseri was the to manurung. it is even written in even in lontara karampuang about the history of rice and how to treat rice from planting to storing rice seeds. home pole. according to the history of karampuang traditional house, it has undergone several changes in shape. along with the entry and development of islam in the mountains, the karampuang traditional house cannot be separated from the influence of islam. the initial form of the house is called langkeang, having one pole, which then developed into a traditional house with three poles, then later it becomes the current form of the house with the islamic symbols on its poles. we can find these islamic symbols on the number of house poles, 30 poles symbolizing the number of juz in the quran. there are 5 poles that stretch from north to south as a symbol of the pillars of islam. meanwhile, the number of poles that cross from west to east is 6 as a symbol of the articles of faith. the poles that prop the house can be interpreted as life support. the religious symbols found in the karampuang traditional house can be interpreted that the karampuang community highly considers religion as a pillar to support their lives in the world. ladder. the karampuang traditional house only has one ladder. the placement of the ladder is different from the traditional house in south sulawesi or other areas in indonesia. in south sulawesi, in general, the placement of a ladder is on the side or in front of that protrudes outward. however, in the karampuang traditional house, the ladders are placed inside or in the middle of the house. the placement of the ladders is symbolized women as woman leaders in the history of karampuang custom are exceedingly sacred. the position of the ladder in the one karampuang traditional house must not be the same as the others. such form also happens to gella’s traditional house. in south sulawesi, in general, the placement of a ladder on the side or in front of that protrudes outward. however, in the karampuang traditional house, the ladders are placed inside or in the middle of the house. the number of stepladders in the karampuang traditional house must be odd. the position of the ladder in the karampuang traditional house must not be the same as the position of the ladder in the houses of the others. the placement of the ladders cannot be separated from the female symbol. the ladder is symbolized as a reproductive tool for women as a source of life. house door. the door of the karampuang traditional house is located at the front. the position of the door is parallel right against the floor of the house (salima') so that it must be lifted to enter the house. above the door is a stone that functions as a counterweight so as the door can be partially or completely open. in the history of the karampuang custom, they symbolize the stone as one of the reproductive organs for a woman. house floor. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid | 72 the floor of the karampuang traditional house is made of bamboo, which is cut into small pieces called salima’ as a symbol of ribs. the bamboos are placed in this araseng stretching from north to south which is subsequently called tunebbe'. the bamboo strips are tied with a tampeng that stretches from east and west and starts from south to north. the tempeng in the karampuang traditional belief is a symbol of a human vein. the tampeng bond should not be replaced with nails; therefore, even in the karampuang traditional house, reinforcement from nails or wire will not be found. according to arung, along with the times, the tampeng has been replaced with a rope made of a strong plastic material. kitchen. unlike the general traditional houses in south sulawesi, where the kitchen is located at the back of the house, in the karampuang traditional house, the kitchen is located at the front, which can be seen clearly when climbing the ladder. in front of the door is a kitchen with two stoves. these two stoves are symbolized as breasts in women. the kitchen in front is for welcoming anyone who comes to visit the house. the kitchen located at the front for the karampuang community means openness to blissfully accept anyone who comes to visit the karampuang traditional house, either the people living around the customary area or those from outside the karampuang. division of space. the division of spaces of the traditional karampuang house consists of beakung, sonrong ri olo, elle '/ lontang ri olo, elle' ri tengnga, elle 'ri monri, and sonrong ri monri. what distinguishes arung's house from gella's is the number of bili ' (rooms) in the sonrong ri monri section. at the arung house, there are four bili' each for arung, sanro, guru and ana' malolo arung’ while, in gella's house, there are only two bili' which are occupied by gella and ana' malolo gella. in each of these space divisions, some rooms have their respective functions. paruhung as the front room is an additional kitchen area that functions to store food ingredients. sonrong is an area with room in it that functions as a place to give birth and as a place to receive guests. elle'/lontang ri olo is a part of the house which is included in the ale bola to kitchen facing the door and another room as a place to receive public guests. elle' ri tengnga is a part of the house that also functions to receive guests, to bathe, and to lay the corpse. elle' ri monri is the part of the house with a space to prepare for traditional parties and marriage. and sonrong ri monri is situated at the back part of the house consisting of several rooms. vertically, the division of space in the karampuang traditional house is divided into three levels, to wit: rakkeang as a place to store rice and metal/iron tools, ale bola as a place to live, and paratiwi as a place to keep livestock. in the house on stilts, in general, the boundary happens between awa bola and ale bola consists of alliri, pattolo riawa, and araseng. meanwhile, in the karampuang traditional house, pattolo riawa and pattolo riase are not found. the boundary between ale bola and rakkeang in the karampuang traditional house is sameng which also functions as a rakkeang. for the people of karampuang, sameng is the under house from the house in boting langi as a place to store rice known sangiasseri and as a place to store sharp objects. to strengthen the floor, consisting of salima or bamboo slats, the floor is divided into 12 areas which means 12 gellareng formed by the brothers of manurungnge ri karampuang who left karampuang to become kings elsewhere. these 12 areas are reinforced with padongko. also, the 12-floor means openness to receive guests from anywhere. besides those 12-floor at the bottom part, there are six floors that are elevated named lontang i and v as a symbol of the six manurungnge brothers who went on to form a kingdom elsewhere and held the mandate to each form two gellareng so that 12 gella were formed symbolized by the 12 floors mentioned. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid 73 | the boundary between ale bola and rakkeang in the karampuang traditional house is sameng which also functions as a rakkeang. to karampuang’s people, sameng means the under house from the house in boting langi, which besides functioning as a place to store rice symbolized as sangiasseri, it is also for a place to store sharp objects. there is hare' as a reinforcement for house poles. there are five hares in karampuang 'traditional houses as a symbol of five times facing the qibla through day and night for muslims. hare' is a round wood that is placed at the end of the top of the house poles and is the same length as the wood for the roof frame of the house. conclusion and further research based on research and discussion related to the analysis of the interpretation of the meaning of the karampuang traditional house, the following conclusions can be indicated: 1. the karampuang traditional house has symbols of both verbal and nonverbal traditional houses along with the accompanying meanings that are believed from generation to generation. the meaning attached to these symbols cannot be separated from the history of karampuang with women as leaders and islam as a religion that affects the lives of the karampuang people as well as the religious functions and social interaction functions that inherent in the karampuang traditional house 2. the meaning contained in the symbols of karampuang traditional houses has been held firmly from generation to generation by the karampuang indigenous people. they believe that there is a philosophy of life behind those meanings that they should practice as guidelines in living life in this world and as provisions for the hereafter life. references abdul mufti radja, ria wikantari. 2016. simbolisme dalam arsitektur vernakular karampuang-sinjai sulawesi selatan. prosiding temu ilmiah iplbi. al-tsagafa, vol 15, no 2 (2018), jurnal –ilmiah peradaban islam, issnp (online):26544598 amrin h.kanda. 2018. representasi makna simbolik rumah adat sasadu (studi etnografi komunikasi budaya etnik sahu di kabupaten halmahera barat), tesis. makassar: program pascasarjana ilmu komunikasi – unhas. andi wiwi pratiwi puji lestari. 2014. makna simbolik dalam proses mattompang arajang di kabupaten bone, skripsi. makassar. bungin, burhan. 2011. penelitian kualitatif. kencana. jakarta creswell, john w. 2007. qualitative inquiry & research design: choosing among five approaches (2nd edition). sage publications. usa. dadi ahmadi, 2008. interaksi simbolik: suatu pengantar. mediator, vol.9 no.2. devito, j. a. 1997. human communication (komunikasi antar manusia) edisi kelima. profesional books. jakarta. heri jauhari. 2018. makna dan fungsi upacara adat nyangku bagi masyarakat panjalu. skripsi. hidayatullah. 2018. analisis makna simbolik budaya sadaka masyarakatdewan adat gorontalo. tesis. klopf, donald w. intercultural encounters. morton publishing company. colorado. knapp, m. l. 1972. nonverbal communication in human interaction. holt, rinehart and winston, inc. new york. koentjaraningrat. 2009. pengantar ilmu antropologi. pt. rineka cipta. jakarta. liliweri alo. 2009. makna budaya dalam komunikasi antar budaya. lkis. yogyakarta. littlejohn, stephen w dan karen a.foss. 2017. theories of human communication, waveland press, inc. moleong, lexy j. 2010. metodologi penelitian kualitatif. pt. remaja rosdakarya. bandung. muhannis. 2009. karampuang dan bunga rampai sinjai. pustaka timur. yogyakarta. mulyana, deddy. 2003. ilmu komunikasi: suatu pengantar. pt remaja rosdakarya. bandung. nur rezki awaliah, dkk. 2020. kearifan lokal paseng ri ade’ dan pemberdayaan masyarakat adat karampuang dalam upaya pelestarian hutan. la geografia (online), vol.18 no.3. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 66-74 analysis of the interpretation of the meaning of the karampuang traditional house in sinjai regency kasdiawati; jeanny maria fatima; muhammad farid | 74 ryan prayogi, endang danial. 2016. pergeseran nilai-nilai budaya pada suku bonai sebagai civic culture di kecamatan bonai darussalam kabupaten rokan hulu provinsi riau. humanika vol. 23 no. 1 (2016) issn 1412-9418. samovar, larry a. 2010. komunikasi lintas budaya. salemba humanika. jakarta. samovar, larry a, richard e.porter, 2005, understanding intercultural communication. belmont california a division of wardword inc. sobur, alex. 2003. semiotika komunikasi. pt remaja rosdakarya. bandung. sugiyono. 2006. statistika untuk penelitian. alfabeta. bandung. wafa nursiham. 2018. etnis sunda di lereng gunung bawakaraeng. tesis. west richard & h.turner lynn. 2008. pengantar teori komunikasi: analisis dan aplikasi. salemba humanika. jakarta wirawan,i.b. 2012. teori-teori sosial dalam tiga paradigma. penerbit kencana. microsoft word 513-article text-2097-3-15-20210611.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 11-27 corresponding author septiholisa@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.513 research synergy foundation the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance: an evidence from the muhammadiyah university of jember, indonesia septy holisa umamy university of jember, indonesia abstract abstract: educational staff in universities have an important role in supporting performance, so it is necessary to know the factors that affect performance. efforts to improve performance by understanding organizational behavior. organizational behavior will affect work behavior, including competence, perceived organizational support, and job satisfaction. the population in this study was 120 education personnel at the muhammadiyah university of jember. the sampling method of this study was a saturated sample, so that the number of samples was 120 education personnel. sampling process using google forms. data analysis using partial least square (pls) method with smartpls software. the results in this study are all accepted hypotheses, both direct and indirect effects. competency variables directly affect performance and job satisfaction; perceived organization support has a direct effect on performance and job satisfaction. job satisfaction has a direct influence on performance; job satisfaction acts as a mediating variable on the effect of competence on performance and the effect of perceived organizational support on performance. suggestions in this study to improve competence need to provide training and provide career development to education staff. the results of the study are supported by research by susanto (2018), agustyna & prasetyo (2020), fitri, marnis, and garnasih (2020), which state that competence, perceived organizational support, and job satisfaction have an effect on employee performance. keywords: organizational behavior; performance; education personnel this is an open access article under the cc-by-nc license. introduction higher education institutions in which there are various kinds of resources must not be allowed to run without directed management and management and are required to continue to move towards achieving the best higher education quality, and the resources they have must be measured and distributed properly. one aspect of the governance of the education system is teaching staff and education. educational personnel is the most important part to measure the success of the implementation of educational administration activities, where their existence occupies a strategic position and role in the governance of the process of organizing the tridarma of higher education. this shows that educational staff in carrying out their duties administratively and servicing higher education institutions are required to be able to work in a more professional and measured direction. measuring the performance of education personnel is one of the processes used for evaluation activities by the management level of activities that have been carried out by educational personnel against the targets set by the college; the appropriate performance measure will create optimal higher education performance. efforts to increase the optimal performance of higher education need to understand organizational behavior. individual behavior is formed by three factors, namely competence or skills, perceptions, and attitudes that will affect performance international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 12 (ivancevich et al., 2007). competence affects performance stated by gilley, boughton, and maycunich (in fitri, 2020). this is in line with research conducted by syarif (2020), girniawan, perizade et al. (2019). in addition to influencing the performance of competencies, it also has an influence on increasing job satisfaction of educational personnel. competence will help education staff to achieve their own job satisfaction. the results of research conducted by ramadhan, pongtuluran and wahyuni (2020), fitri, marnis and garnasih (2020). in addition to competencies, individual characteristics that affect performance are perceptions of organizational support. in addition to influencing the performance of competencies, it also has an influence on increasing job satisfaction of educational personnel. competence will help education staff to achieve their own job satisfaction. the results of research conducted by ramadhan, pongtuluran and wahyuni (2020), fitri, marnis and garnasih (2020). in addition to competencies, individual characteristics that affect performance are perceptions of organizational support. in addition to influencing the performance of competencies, it also has an influence on increasing job satisfaction of educational personnel. competence will help education staff to achieve their own job satisfaction. the results of research conducted by ramadhan, pongtuluran and wahyuni (2020), fitri, marnis and garnasih (2020). in addition to competencies, individual characteristics that affect performance are perceptions of organizational support. perceived organizational support is the degree to which employees believe the organization values their contributions and cares about their welfare (tewal et al., 2017: 94). the high perceived organizational support that is felt by education personnel will increase job satisfaction in educational personnel. job satisfaction is the feeling of a person about his work that is produced by his own business and which is supported by things that are external to himself on the condition of work, the results of work, and the work itself (sinambela, 2016: 303). referring to previous research, which was considered relevant, but on the other hand, a research gap was found by aima, adam, and ali (2017), which showed that there was no influence between job competence on employee performance. in addition, there is research that shows the inconsistency of the results that the perceived organizational support does not have a significant effect on employee performance. yulivianto (2019), agustiningrum (2016), where the level of perceived organizational support is not able to affect the performance of education personnel. research conducted by warsi et al. (2020) shows that job satisfaction does not have a significant effect on employee performance; when education personnel have high job satisfaction, it will not necessarily improve their performance. the muhammadiyah university of jember has implemented iso 21002: 2018 regarding the management system of educational organizations, which in its interpretation is an evaluation of the performance of educators and educational staff. the performance evaluation applied refers to the points of staffing at the university of muhammadiyah jember number: 035 / ii.3.au / bph / i / 2014 regarding employee appraisals and documents of the quality assurance agency (lpm) regarding the performance appraisal of education personnel. dok: fm00007 20011-02. the focus in this study is educational staff because based on the results of the evaluation; there were several performance problems, including 45% of education personnel arriving late, 23.5% disciplined in doing fingerprint attendance, and 76.5% not yet disciplined to do fingerprints (data from the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 13 muhammadiyah university personnel bureau. jember, 2020). in addition, there are several complaints from students and lecturers regarding the less-than-optimal service for teaching staff. the not optimal performance of the educational staff at the university of muhammadiyah jember is caused by several factors, including competence, perceived organizational support, and job satisfaction, wherein, in this case, several gaps are still found. literature review previous research figure 1 previous research based on previous research regarding the equation of variables on competence, perceived organizational support, job satisfaction, and performance on employees, however, there are still some shortcomings that need to be re-examined, especially in education staff, where this study will discuss organizational behavior that will work behavior using pls techniques sem. organizational behavior theory according to wijaya (2017: 1) suggests that organizational behavior is a discipline that studies individual behavior in organizations and their impact on performance, both individual, group, and organizational performance. no name, year and title of research research variable population and sample analysis techniques research result 1. susanto (2018) the title "the influence of work environment and individual competence on employee performance at pt. north sumatra plantation” 1. work environment 2. individual competence 3. performance population 157 and sample 43 multiple regression analysis work environment and individual competence have a positive and significant effect simultaneously and partially on employee performance at pt. north sumatra plantation 8. agustyna & prasetyo (2020), the title "the influence of perception of organizational support and job satisfaction on employee performance at pt great citra lestari" 1. organizational support perception 2. job satisfaction 3. performance population and sample 44 path analysis with spss toolkit 1. perception of organizational support has a significant effect on job satisfaction, 2. perception of organizational support has a significant effect on employee performance, 11. deswarta (2017) with the title "the influence of competence and motivation on job satisfaction and performance of lecturers of the tarbiyah and teacher training faculty of uin sultan syarif kasim riau" 1. competence 2. motivation 3. job satisfaction 4. performance population 191 and sample 129 multiple linear regression with spss 17 . tool 1. competence and motivation are very good both have a partial effect on job satisfaction kepuasan international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 14 competency competence is a characteristic that underlies the nature of an individual, which is causal or performance related to superior traits in certain jobs or situations tagala (2018: 153). perceptions of organizational support perceived organizational support is the degree to which employees believe the organization appreciates their contribution and cares about their welfare tewal et al., (2017: 94). job satisfaction job satisfaction is a person's feeling of work that is produced by his own business and which is supported by things from outside himself regarding the working conditions, the results of work, and the work itself (sinambela, 2016: 303). performance according to afandi (2018: 83), performance is the result of work that can be achieved by a person or group of people in a company in accordance with their respective authorities and responsibilities in an effort to achieve organizational goals legally, does not violate the law and does not conflict with morals and ethics. hypothesis to develop our goals, we want to test the following hypotheses: ha1 : competencies influence the performance of educational personnel at the university of muhammadiyah jember ha2 : perceived organizational support influence the performance of educational personnel at the university of muhammadiyah jember ha3 : competencies influence job satisfaction of educational personnel, university of muhammadiyah jember ha4 : perceived organizational support influence the job satisfaction of educational personnel, university of muhammadiyah jember ha5 : job satisfaction affects the performance of the education personnel at the university of muhammadiyah jember ha6 : competence influences performance through job satisfaction of educational personnel, university of muhammadiyah jember ha7 : perceived organizational support influence performance through job satisfaction of educational personnel, university of muhammadiyah jember research method this research design is explanatory research that intends to explain the position of the variables studied and the influence between one variable and another (sugiyono, 2017: 6). the population of this research is the educational staff of the muhammadiyah university of jember, totaling 120 people who are placed in libraries, laboratories, administrative bureaus, faculties, and technical units. sampling in this study is a saturated sample, which is that all members of the population are selected to be the sample (sugiyono, 2017: 85). the data analysis method used in this study was international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 15 partial least square (pls) with smartpls software. this study uses the pls method because it is in accordance with the research objectives to find a relationship between exploratory variables or theory expansion, does not seek a reciprocal relationship, and the sample used is relatively small. the pls steps will be explained as follows (ghozali, 2014: 3742): 1. designing the structural model (inner model) 2. designing the measurement model (outer model) 3. path diagram construction 4. converting the path diagram to a system of equations a. outer model b. inner model (structural model equation) 5. estimation: weight, path coefficient, loading 6. evaluation of goodness of fit a. the outer model consists of convergent validity, discriminant validity, composite reliability b. inner model c. hypothesis testing (resampling bootstrapping) figure 2. conceptual framework findings and discussion characteristics of respondents the characteristics of the prescription based on gender showed that 51.7% were male, and 48.3% were female. characteristics of respondents based on age showed that those aged between 21-30 years were 53.3%, aged between 31-40 years were 24.2%, aged between 41-50 years were 10% and aged 51-60 were 12, 5%. the characteristics of respondents according to work units indicate that as many as 33.3% are in administrative bureau work units, 34.2% are in faculty units, 6.7% are placed in libraries, 6.7% are in laboratories, and 19.2% are in at the technical implementation unit. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 16 the characteristics of respondents according to the latest education showed that 13.3% had a high school / vocational education, as much as 4.2% had a d1 / d2 / d3 education, as many as 80% had a bachelor's degree (s1), and as many as 2, 5% have a master's degree (s2). characteristics of respondents according to tenure showed that the work period of 1-10 years was 75%, the work period was 11-20 years as much as 9.2%, the work period was 21-30 years as much as 4.2%, and as much as 11.7% with a working period of 31 -40 years. measurement model test (outer model) figure 3 measurement model (outer model) the convergent validity of the outer loading value in this study was declared valid or all feasible because no indicator had an outer loading value below 0.50, so that further analysis could be carried out. discriminate validity shows that the loading value of each indicator against the construct is greater than the cross-loading value, so in this case, it can be concluded that all latent variable constructs already have better discriminant validity than indicators in other blocks. table 1. fornell-larcker criterion job satisfaction (z) educational personnel performance (y) competenc e (x1) perceived organizationa l support (x2) job satisfaction (z) 0.798 educational personnel performance (y) 0.781 0.765 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 17 competence (x1) 0.702 0.765 0.773 perceived organizational support (x2) 0.757 0.688 0.479 0.767 discriminant validity can be tested by comparing the ave value with the correlation between other constructs in the model, if the root value of ave> 0.50, then the discriminant validity is achieved. table 2. ave values average variance extracted (ave) job satisfaction (z) 0.637 educational personnel performance (y) 0.585 competence (x1) 0.598 perceived organizational support (x2) 0.588 the results of the ave value of each variable are valid because all measurements are above 0.50. composite reliability table 3. composite reliability and cronbach's alpha cronbach's alpha composite reliability job satisfaction (z) 0.883 0.912 educational personnel performance (y) 0.944 0.951 competence (x1) 0.861 0.897 perceived organizational support (x2) 0.857 0.894 the results of measuring the composite reliability and cronbach's alpha indicated that all variables for the composite reliability value had a value above 0.70, while the cronbach's alpha value had a value above 0.70. these results indicate that if all variables are declared reliable or the variables in this study have become a fit measurement tool. structural model test (inner model) table 4. value of r square r square r square adjusted job satisfaction (z) 0.722 0.717 educational personnel performance (y) 0.737 0.730 the result of the r square value on the job satisfaction variable is 0.722 or 72.2% which is influenced by competence and perceived organizational support, while the remaining 27.8% is influenced by other variables so that the structural model formed is close to strong because the r square value is close to 0.75. the results of the r square value on the educational staff performance variable are 0.737 or 73.7% which is influenced by competence, perceived organizational support, and job satisfaction, while the remaining 26.3% is influenced by other variables in this case, the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 18 structural model formed is said to be close to strong because of the r-value. square is approaching 0.75. the value of q square predictive relevance can be measured by: q2 = 1– (1 – r job satisfaction 2) x (1 – r education personnel performance 2) = 1(1-0,7222) x (1-0,7372) = 1(1-0,521) x (1-0,543) = 1(0.479) x (0.457) = 1-0,218 = 0.782 the results of the q square value in this study are 0.782 or> 0 so that it can be said if the model has predictive relevance or shows that the structural model designed to explain job satisfaction and the performance of teaching staff at the university of muhammadiyah jember is proven to be good or relevant. hypothesis testing direct effect test table 5. direct effects original sample (o) sample mean (m) standard deviation (stdev) t statistics (| o / stdev |) p values informatio n competence (x1) -> educational personnel performance (y) 0.455 0.451 0.071 6,432 0,000 be accepted perceived organizational support (x2) -> educational personnel performance (y) 0.282 0.276 0.087 3,259 0.001 be accepted competence (x1) -> job satisfaction (z) 0.440 0.440 0.059 7.509 0,000 be accepted perceived organizational support (x2) -> job satisfaction (z) 0.546 0.546 0.054 10,076 0,000 be accepted job satisfaction (z) -> educational personnel performance (y) 0.249 0.258 0.096 2,580 0.010 be accepted hypothesis 1 the results of hypothesis testing show the t statistical value of 6.432> 1.96 and a p value of 0.000 <0.05 (accepted). hypothesis 2 the statistical t value is 3.259> 1.96 and the p value is 0.001 <0.05 (accepted). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 19 hypothesis 3 the statistical t value is 7.509> 1.96 and the p value is 0.000 <0.05 (accepted). hypothesis 4 the statistical t value is 10.076> 1.96 and the p value is 0.000 <0.05 (accepted). hypothesis 5 the statistical t value is 2.580> 1.96 and the p value is 0.010 <0.05 (accepted). indirect effect test table 6. indirect effects original sample (o) sample mean (m) standard deviation (stdev) t statistics (| o / stdev |) p values information competence (x1) -> job satisfaction (z) -> educational personnel performance (y) 0.110 0.115 0.048 2,263 0.024 be accepted perceived organizational support (x2) -> job satisfaction (z) -> educational personnel performance (y) 0.136 0.140 0.054 2,535 0.012 be accepted hypothesis 6 the statistical t value is 2.263> 1.96 and the p value is 0.024 <0.05 (accepted). hypothesis 7 the statistical t value is 2.535> 1.96 and the p value is 0.012 <0.05 (accepted). total effect table 7. total effect direct influence indirect influence total effect competence (x1) -> educational personnel performance (y) t statistics 6,432 2,263 10,192 p value 0,000 0.024 0,000 perceived organizational support (x2) -> educational personnel performance (y) t statistics 3,259 2,535 6,811 p value 0.001 0.012 0,000 t statistics 7.509 7.509 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 20 competence (x1) -> job satisfaction (z) p value 0,000 0,000 perceived organizational support (x2) -> job satisfaction (z) t statistics 10,076 10,076 p value 0,000 0,000 job satisfaction (z) -> educational personnel performance (y) t statistics 2,580 2,580 p value 0.010 0.010 based on the results of the total effect presented in table 7. shows that job satisfaction has a mediating effect because the t statistical value of the competency variable on the performance of education personnel through satisfaction has increased in the t statistic from 6.432 after mediation, job satisfaction increases to 10.192 meaning that job satisfaction provides full mediation. job satisfaction also has a mediating effect on the variable perceived organizational support on the performance of education personnel because the t statistical results on the total effect have increased, initially the t statistical value was 3.259, but after mediation, job satisfaction increased to 6.811, this proves that job satisfaction has a full mediating effect. discussion 1. competencies influence the performance of educational personnel at the university of muhammadiyah jember the results of this hypothesis testing are accepted, which states that competence has an effect on the performance of the educational staff at the university of muhammadiyah jember. the university of muhammadiyah jember must conduct various training to support the competence of educational staff, both hard skills and soft skills. competence for education personnel plays a role in making it easier to carry out work activities that have been determined by the university of muhammadiyah jember. the competencies possessed by educational staff are able to provide a stimulus or stimulation for performance so that performance will increase. this research is in line with the results of research conducted by susanto (2018), syarif (2020), girniawan & perizade et al. (2019), kurniawan, martini and herlambang (2020), renyut, modding et al. (2017). 2. perceived organizational support influence the performance of educational personnel at the university of muhammadiyah jember perceived organizational support has an effect on the performance of the teaching staff at the muhammadiyah university of jember. perceived organizational support is used to support the performance of teaching staff at the university of muhammadiyah jember; education staff perceives various things that are obtained from the organization. the muhammadiyah university of jember has provided welfare that supports work activities, including bpjs health, bpjs ketenagakerjaan, which consists of work accident insurance, old-age insurance, pension insurance, and death insurance. the university of muhammadiyah jember also gives awards for outstanding educational staff in the form of bonuses and rewards for educational staff whose work periods have reached 10 years and over in the form of hajj and umrah. but what needs to be improved again by the university of muhammadiyah jember is about the concern to listen to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 21 complaints and suggestions from education staff, especially about working hours, because if there is no follow-up from the leadership, it will cause a lack of attention from education personnel to the leadership. this study is in line with the results of research by muizu et al (2019), agustyna & prasetyo (2020), cendekia & ningsih (2020), murniasih & sudarma (2016). 3. competencies influence job satisfaction of educational personnel, university of muhammadiyah jember competency competence affects the job satisfaction of the teaching staff at the university of muhammadiyah jember. the competency possessed by the educational staff at the university of muhammadiyah jember is quite good because on the indicators of work that are in accordance with their personalities, there are already those who agree, but there are still educational staff whose main tasks and functions are not in accordance with their personality or educational background, besides that on the placement indicator education personnel in accordance with their expertise need to be considered because if this is neglected it will have an impact on the satisfaction or enthusiasm of education personnel to work. this research is in line with the research of ramadhan, pongtuluran and wahyuni (2020), fitri, marnis and garnasih (2020), bha dan ye (2020), firmansyah (2020). 4. perceived organizational support influence the job satisfaction of educational personnel, university of muhammadiyah jember perceived organizational support has an effect on accepted job satisfaction of educational personnel at the university of muhammadiyah jember. the amount of support provided by the university of muhammadiyah jember to education personnel will affect job satisfaction. this shows that if you want to get job satisfaction from education personnel, the university of muhammadiyah jember must focus on building perceived organizational support by providing support both in terms of facilities, comfort in work, justice, and appreciation. the education staff's perception of the support of the muhammadiyah university of jember is good, but the perception of superiors' support is not good because there are several complaints from education staff that has not been heeded. the university of muhammadiyah jember is expected to provide a sense of empathy or give attention to education personnel, especially in support of superiors/leaders. this research has been conducted by jang & juliana (2020), sari (2019), kristanti et al. (2019), which means that employees who perceive fair treatment from their organization and feel that they have support from their company will feel happy with their work, satisfied with promotions and rewards received from the company, and enjoy working with superiors and colleagues. 5. job satisfaction affects the performance of the education personnel at the university of muhammadiyah jember the hypothesis that job satisfaction has an effect on the performance of the teaching staff at the university of muhammadiyah jember is accepted. job satisfaction at the university of muhammadiyah jember is good, but the salary/reward indicator is still not good because there is a mismatch between workload and salary; besides that, there is some dissatisfaction in the placement of educational personnel so that it will affect their performance. job satisfaction in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 22 career advancement is also not good because at the university of muhammadiyah jember, there is no mapping of educational personnel careers, and educational staff who occupy structural positions do not go through a promotion process but are appointed by the leadership to occupy vacant positions. research conducted by badrianto and ekhsan (2020), erniwati, ramli, and alam (2020), rinny, purba, and handiman (2020) shows that there is a positive influence between job satisfaction on the performance of educational personnel. 6. competence influences performance through job satisfaction of educational personnel, university of muhammadiyah jember the hypothesis of competence has an effect on performance through job satisfaction of the teaching staff at the university of muhammadiyah jember is accepted. empirically, to improve the performance of the teaching staff of the muhammadiyah university of jember, it is better to pay attention to competency factors that will increase job satisfaction. the competence of education personnel at the university of muhammadiyah jember is good, including skills in operating software (computers, office applications, etc.) and technical skills in the use of onlinebased service information systems at the university of muhammadiyah jember. however, the university of muhammadiyah jember must provide training to increase competence. job satisfaction in education personnel is good, however, in the provision of salaries/incentives, it is necessary to re-evaluate because there must be a match between workload and salary, and the placement indicator according to expertise must be considered. this is supported by the results of research conducted by hidayat, et al (2020), prasyanto (2017), saragih et al. (2017), showing that job satisfaction has a positive and significant effect in mediating competence on performance. and the placement indicators according to expertise must be considered. the performance of education personnel is already good, especially in indicators of being able to carry out the duties and functions of the applicable soup and capable of serving the improvement of data/applications of the academic community in accordance with procedures and regulations. these results indicate that to improve performance, it is necessary to increase the competence of the personnel so that it will create a sense of job satisfaction. 7. perceived organizational support influence performance through job satisfaction of educational personnel, university of muhammadiyah jember the hypothesis of perceived organizational support affects performance through job satisfaction of the muhammadiyah university of jember education personnel is accepted. testing this hypothesis shows that the perception of education personnel towards the university of muhammadiyah jember is already good, especially in providing welfare and security at work by providing bpjs guarantees for both bpjs health and bpjs ketenagakerjaan and giving rewards to educational personnel whose work periods are 10 years and above, but in organizational support at the university of muhammadiyah jember needs to pay attention to indicators of superior concern/empathy for complaints from education personnel, especially in determining working hours. the job satisfaction felt by education staff is good, but the salary indicator needs to be re-evaluated, the indicators of superiors who are able to provide technical assistance and motivation need to be improved. the performance of the educational staff is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 23 good, especially in the indicators in carrying out the duties of the educational staff, always prioritizing the interests of the university of muhammadiyah jember rather than personal interests and education personnel play an active role in the activities of the university and muhammadiyah organizations, but there are still some things that need to be evaluated, especially in the discipline of doing presence simpeg and fingerprint still have educational staff who do not have an awareness of presence, and on the indicators of their rights and obligations during working hours there is still education personnel who arrive late and leave early. this proves that if the university of muhammadiyah jember wants to improve the performance of education personnel, it is necessary to pay attention to perceived organizational support so that it will create a sense of satisfaction at work. previous research was also conducted by imam & javed (2019), mursidta (2017) that there is a positive and significant influence on perceived organizational support on performance mediated by job satisfaction. conclusion the novelty of research before this performance research was carried out, there were previous researchers who had found factors that support performance, but this study focuses on the performance of education personnel in which individual behavior (competence, perception, and satisfaction) towards work behavior using the pls method. this study contributes that institutions must pay attention to individual behavior that will have an impact on the performance behavior of educational personnel. competence has a significant effect on the performance of the teaching staff at the university of muhammadiyah jember; this proves that the higher the competence of the teaching staff, the higher the performance. this research is supported by research by susanto (2018), syarif (2020), which states that competence affects performance. perceived organizational support has a significant effect on the performance of the teaching staff at the university of muhammadiyah jember; this shows that the better the perceived organizational support, the better the performance of the teaching staff. this study is in accordance with the results of research by muizu et al. (2019), agustyna & prasetyo (2020) that the perception of organizational support has an effect on performance. competence has a significant effect on the job satisfaction of teaching staff at the university of muhammadiyah jember; this proves that the higher the competence of the teaching staff, the greater the sense of satisfaction in work. this research is supported by the research results of ramadhan, pongtuluran, and wahyuni (2020), fitri, marnis, and garnasih (2020), which state that competence affects job satisfaction. perceived organizational support has a significant effect on the job satisfaction of teaching staff at the university of muhammadiyah jember; this shows that the better the perception of educational staff towards the university of muhammadiyah jember will lead to a sense of satisfaction at work. this study is in accordance with the research of jang & juliana (2020), sari (2019) that the perception of organizational support has an effect on job satisfaction. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 11-27 the role of job satisfaction in mediating the effect of competency and perceived organizational support on education performance septy holisa umamy │ 24 job satisfaction has a significant effect on the performance of the teaching staff of the muhammadiyah university of jember; this shows that the better job satisfaction, the better the performance. research supports the research results of badrianto and ekhsan (2020), erniwati, ramli, and alam (2020) that job satisfaction affects performance. competence has a significant effect on performance through job satisfaction of the teaching staff of the muhammadiyah university of jember; this shows that the higher the competence of the educational staff, the higher the job satisfaction so that it can produce the best performance. this study is in accordance with the results of research conducted by hidayat et al. (2020), prasyanto (2017), which states that competence has an effect on performance mediated by job satisfaction. perceptions of support have a significant effect on performance through job satisfaction of the teaching staff at the university of muhammadiyah jember; this proves that the better the perceptions of teaching staff towards the university of muhammadiyah jember, it will increase job satisfaction which will have an impact on improving performance. this research is supported by the results of research by imam & javed (2019), which states that perceptions of organizational support have an effect on performance mediated by job satisfaction. limitation & further research the limitations of this research are that when filling out the questionnaire, the respondents do not directly fill in, there are still some answers from respondents who are inconsistent, the focus of the object of this research is only education personnel so that the results of this study cannot be generalized to employees at muhaamdiyah university jember because they have not included educators as objects of the research. future research can add other variables that affect performance, change the research location and research object. suggestions from this research are expected that the university of muhammadiyah jember will map the education staff, increase the perceived organizational support, especially superiors' support, make workload adjustments with salaries, and make career plans for educational personnel. references afandi p. 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(2019). job crafting and perceived organizational support for employee performance through work engagement. journal of management science. 7 (4). 1017-1028. microsoft word 12. 619 leadership and management.edited by le.docx available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 52-65 corresponding author crisantagutierrezatienza@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.619 research synergy foundation leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza laguna state polytechnic university (graduate student), philippines abstract this research looked into the various life experiences of school principals in laguna's basic education department, as well as how they guided a multigenerational teaching staff into the new normal. the hermeneutic qualitative research design was used by the researcher. the testimonials of participants can help leaders capitalize on generational differences and use them to create a pleasant work environment. as a result, it became more important for school leaders to have an understanding of what motivates each generation to contribute effectively to the school in the new normal. researchers looked at each generational group and their differences in order to determine what motivates each generation to contribute effectively to the school in the new normal. together as one, heart to heart talk, work from home, better together, leading the new way, silver lining, the generational divide, an uphill climb, a leader, a fighter, peaks and valleys, e-support, leadership that works, and a competitive advantage are some of the study's emerging themes. the report included a compendium of best leadership strategies for multigenerational teaching staff in the new normal. keywords: hermeneutic, leadership, multigenerational, new normal, phenomenological this is an open access article under the cc-by-nc license. introduction in the new normal, a school leader must have the fundamental skills for running a school because they are the most important person in the school because they lead and guide teachers, students, and stakeholders to achieve their goals, vision, and mission. these school leaders in the new normal must be virtual leaders who can successfully respond to the new normal and keep up with the constant changes it brings. as a result, many school leaders who learned crucial leadership qualities had to deal with generational gaps at work. in the former system, school leaders were dominated by four generations, each of which had its own set of views, perceptions, and beliefs, as well as varied working styles that reflected the generations they were trying to manage. because they have unique talents and abilities that can boost the workforce's diversity and worth, these leaders should look for the commonality in order to form a functioning team. the duty of the leader is to understand each generation in order to create a work environment that inspires, motivates and is healthy and productive while remaining true to the company's core values. despite the job description's overwhelming nature, it indicates that the sector has come to recognize the important role of school leaders and their rising expectations (darling-hammond, 2015). it has been said numerous times that the duty of the school principal is multifaceted. as a result, strong leadership will produce leadership capabilities. it makes a significant contribution to student learning improvement by influencing the climate and settings in which teaching and learning take place. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 53 the path-goal theory, which was used in this study, was developed by robert j. house. this theory holds that people (leaders) are adaptable and can change their style depending on the situation. as northouse (2013) describes, this strategy focuses on building a leader's style or conduct that best matches the individual and work environment in order to achieve a goal. the goal is to increase teachers' motivation, empowerment, and satisfaction in order for them to become more successful team members. the path-goal theory is a way through which leaders select behaviors that are most suited to the demands of teachers as they move through their daily job tasks or goals. according to pierce and newstrom (2011), a leader's behavior is influenced by the contentment, motivation, and performance of his or her followers. its main focus is on how a leader influences subordinates' perspectives of their professional goals, personal ambitions, and paths to reaching those objectives. furthermore, a school leader must be effective in order to cope with some changes and challenges, and in order to be effective, he must consider the importance of behavior in adjusting and embracing the changes and challenges of the school's multigenerational teaching staff in these times of the new normal. certain roles and obligations necessitate that the administrator's behavior is more human-relationship centered than task-oriented. to date, in order to remain competitive in these times of the new normal, school leaders must build new learnings that fit the current trend while maintaining what was established in the old normal. if the existing state of one's school's prosperity is taken for granted, it may have an impact on the entire academic institution. as the educational paradigm shifts, it is up to school leaders to create a successful multi-generational workplace and, in the process, learn to appreciate each generation's strengths and opportunities in the new normal. as a result, many school leaders with critical leadership skills are now challenged with generational differences that can be managed and coordinated by creating a cooperative and collaborative workplace that encourages communication and overall organizational success. organizations without leaders, according to cekada (2012), would struggle to achieve the greatest results if they lack the skills or knowledge to develop bridges across generational cohorts. school leaders in the previous system were dominated by four generations, each with its own set of values, perceptions, and beliefs, as well as a variety of working styles that represented the generations they were trying to manage. in order to build cohesive teams, they sought commonality. each generation contributes a unique set of characteristics and skills to the workplace, which can assist in diversifying and adding value. the duty of the leader is to understand each generation in order to create a work environment that inspires, motivates and is healthy and productive while remaining true to the company's core values. the pressure is intense, and the solutions are limited for school leaders overseeing a multigenerational teaching staff in these demanding and chaotic circumstances in the new normal. important periods for building social relationships and exhibiting leadership are no longer available. parents, kids, and teachers are all living in a twilight world of education, yearning for a new normal that will bring stability, continuity, and reassurance. the primary goal of this phenomenological study is to investigate the lived experiences of school leaders dealing with multigenerational teaching staff in the new normal. this study specifically addressed the following central and corollary questions: "what is the substance of school leaders' international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza |54 lived experiences in dealing with multigenerational teaching staff in the new normal?" as well as the questions that follow (1) in the new normal, how do school administrators describe their experiences with multigenerational teaching staff? (2) what themes arose from the school leaders' testimonies? (3) what compendium of best practices for school leaders who are leading multigenerational teaching staff can be proposed based on the study's findings? literature review the findings of other studies are similar and dissimilar to the current study. they provide enough foundation for the researcher to understand how school leaders lead a multigenerational working workforce in these times of the new normal. according to the research of luistro (2010), gordon (2010), and milion (2010), the school leader should be aware of the humanist concepts that best suit them in their interactions with teachers. young (2005), andrew (2011), mclaughin (2016), mcdunnigan (2011), and crawford all agreed that a good leader must assist unite or overcoming disagreements that threaten to break an organization apart in order to be successful. furthermore, the research conducted by andrew (2011), silver (2009), bradley (2011), rakiz and sawnsen (2015), weiss (2017), hess (2017), and abad (2011) provides valuable information about school leaders' attitudes toward nurturing traditions that already express and reinforce positive school culture. meanwhile, according to katz (2012) and peretomode (2012), as well as babatunde (2014), conceptual skill helps a leader to think through concepts, abstract and theorize on hypothetical scenarios, as well as make discoveries, strategize via long and short term plans, and put them into action. furthermore, okeke (2017), kowalski (2011), patrinos (2010), epino (2010), and sergiovanni (2010) provided a deeper understanding of how effective coordination of the various aspects of the organization is dependent on school leaders' conceptual skills and the implications for the organization's future direction and cultural tone. furthermore, arnett (2010) and peterson (2016) stressed in their studies the need for school leaders at all levels to take care of the human side of the teaching staff, while zachariah (2011), hand and prain (2013), mcneely (2015), edmonson (2018), johnson (2015), bell (2011) mcleod (2011), goodwin (2013) and anonas (2011) new technologies are highlighted as contributing to a learning environment that is more responsive to the requirements and interests of individual students. serhan henderson, james, and cannon (2013) and bailey (2000), on the other hand, focused on the challenges that school leaders encountered in incorporating technology in the classroom, particularly the apprehension that older leaders have of new professional technology learning. cakir and yildirim (2011), goktas (2011), haughey (2006), and duncan (2011) conducted studies to evaluate how engaged and involved private school administrators are with technology. around technology challenges in private schools, there is a comparison of responses reporting the most leadership involvement to those reporting the least leadership involvement. this is supported by the studies of creighton (2013), slowinski (2013), donovan (2011), nacrel (2011), and russell (2014) as they discussed how a school leader could encourage appropriate and effective use of technology. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 55 in the meantime, smith (2013) and anonas (2018) both propose that school administrators should deliberately select and apply the method that will give the essential information while keeping stakeholders focused on the school's purpose, vision, and goals. furthermore, hannay and fretwell (2011), meria (2010), zemke (2000), broom (2010), hahn (2011), ballone (2007), kaye, scheff, and thiefoldt (2003), and crickenberger (2011) found that the twenty-first-century workplace is undergoing many changes as a result of economic shifts, emerging technology, and workforce composition. azorin, harris, and jones (2020), leithwood (2020), hargreaves (2020), and taylor (2020) all stated that good school leadership is now linked, collaborative, creative, and responsive as research on leadership in the new normal was discussed. the aforementioned research is thought to be supportive of emerging themes and analyses of school leaders' lived experiences in dealing with multigenerational teaching staff in the new normal. research method the qualitative research approach used in this study was phenomenology. in hermeneutical phenomenology, both interpretation and description of the lived experience are significant. “it is a descriptive (phenomenological) methodology because it is concerned with how things seem and wishes to let things speak for themselves; it is an interpretative (hermeneutic) methodology because it asserts that there are no uninterpreted phenomena.” van manen is a dutch actor (van manen, 1994). rather than living out other experiences, he claims that the goal of hermeneutic phenomenology is to recognize and grasp the possibilities of living another's experience. those possibilities emerge from the process of understanding a text. the text is interpreted using a hermeneutic circle. the hermeneutic circle is used by the researcher to understand the phenomenon. the “researcher traveling from sections of the experience, to the complete experience, and back and forth again and again to raise the depth and level of knowledge from inside the text” is part of this approach (laverty, 2003). the participants will tell their stories, and the researcher will analyze them while reflecting on her own personal experiences to acquire a deeper understanding of the occurrence in her own setting. this comprehension process proceeds through multiple cycles before reaching a thorough and in-depth understanding of the phenomenon. the purpose of the reading and re-reading of the texts is to identify themes. the topics detected in each text are searched across all texts to find similar themes. these related themes are either interpreted and shared by a group of researchers, or they are entered into qualitative software to uncover areas of uncertainty. the texts are re-examined, and new definitions and clarifications of themes are added. the researchers will continue to study and re-examine the texts in order to identify any emerging trends. the found patterns should appear in all texts and help the researcher gain a better knowledge of the subject. the hermeneutical cycle should not be viewed as a procedure with fixed steps, according to researchers. it's supposed to be fluid, with no defined number of phases, and analysis continued until no new themes emerge, a process called saturation. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza |56 with this in mind, the researcher examined the lived experiences of school leaders who are dealing with multigenerational working staff in the new normal and reflected on the problems they face. it encourages the researcher to use this research design to look at the anthology of difficulties and competencies that school leaders have acquired. figure 1. research framework the above framework showed the macro-circle of the interrelation of how the lived experiences of school leaders handling multigenerational teaching forces in the new normal through hermeneutic phenomenological inquiry and the means of methodological triangulation as manifested in broken triangular lines; the above framework showed the macro-circle of the interrelation of how the lived experiences of school leaders handling multigenerational teaching forces in the new normal through hermeneutic phenomenological inquiry and the means of methodological triangulation. to explain how methodological triangulation was employed in this qualitative study, methodological triangulation entails analyzing a phenomenon using many methods. it is important in providing confirmation of findings, more extensive data, increased validity, and a better understanding of the phenomena under investigation by gathering data such as interviews, observations, questionnaires, and documents. in the aforementioned paradigm, methodological triangulation was viewed as a technique for validating validity through the convergence of data from multiple sources, as represented by the arrows representing the order of analysis and the broken circle indicating the process' links. in this scenario, validation was essential, and the researcher's participation, as well as the participants' viewpoints, were reviewed. the study framework depicts the full process of extracting themes from the responses of participants. based on the data gathered from the responses, the researcher clustered the material and established the emergent themes. in-depth interviews with the study's participants were used international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 57 to collect the data. audio, video and field notes were used to record the participants' shared lived experiences using zoom. the participants were interviewed in order to gain a better understanding of their experiences as school leaders in the new normal, which includes coping with multigenerational teaching staff. the attendees also discussed their personal experiences dealing with multigenerational teaching staff and the challenges of leadership in these new normal times. in addition, the participants discussed their experiences dealing with multigenerational teaching staff in the new normal. similarly, the researcher gathered all of the information from the interviews and verbatim transcribed all twelve (12) participants' interviews. the exemplars from the transcription were then sorted into themes and clusters by the researcher. finally, the responses of the participants were used to extract the emerging themes. as a research methodology, qualitative research methodology adds to the exploratory ability that researchers need to evaluate and investigate their research topics. researchers can develop and apply qualitative techniques to their exploratory research procedures to improve and utilize their interpersonal and subjectivity talents. the benefits of a study that employs an interpretative phenomenological analysis (ipa) technique, on the other hand, treble since the method helps researchers to form a bond with their research participants. a non-probability purposive sampling design was adopted in the investigation. participants who satisfied the eligibility criteria were contacted, the study's purpose was explained to them, and they agreed to take part. the researchers chose the participants and provided clear and exact information regarding the problems faced by school leaders directing multigenerational teaching staff in the new normal. according to clemente, julaton, and orleans (2016), the sample size was decided by information saturation, which refers to the moment at which previously collected data was verified once more. rather than using sample methodologies to provide broad data, the design was chosen because the research resulted in a thorough or rich account of teaching experiences. containing a specific goal in mind, cases with a lot of information for in-depth analysis were developed. pre-interviews were also conducted by the researcher in order to choose the study's participants. the purpose of the initial interview was to see if potential volunteers were willing and open to taking part in the study. twelve (12) chosen school leaders who manage multigenerational teaching personnel in selected private schools in laguna took part in the study. in the new normal, it is these leaders who are dealing with multigenerational teaching staff. the participants were chosen by the researcher because they gave clear and tangible information about the issues faced by school leaders guiding multigenerational teaching staff in the new normal. findings and discussion the study's participants are all school principals from various laguna schools. the testimonials of these school leaders demonstrate how, even in this era of the new normal, nearly every school in laguna has three or more generations working together. the ability of school principals to lead their teaching staff may be harmed as a result of this. these principals, who supervise teachers from multiple generations, must be aware of each cohort's orientation in order to avoid conflicts and offer good job outputs, whether in person or remotely. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza |58 school leaders can use the themes found in this research study to guide their efforts in learning more about the challenges of leading multigenerational teaching staff in the new normal and implementing effective solutions to boost multigenerational teachers' motivation and productivity. what themes emerged from the testimonies shared by the school leaders who are multigenerational teaching staff in the new normal? together as one collaborative learning theory, which is based on lev vygotsky's (1896 – 1934) theory of zone of proximal development, backed up the emerging theme. learners here rely on one another to do things that they would not be able to finish on their own. collaborative learning is essential for the development of critical thinking skills, with research indicating that students remember more material when they work in groups. it entails peer-to-peer learning, which encourages students to think more deeply in the classroom. the researcher's argument is backed up by a study by wen (2010), which found that teamwork is essential for innovation that entails accomplishing more with less. a greater sense of togetherness in the school can be established by creating the expectation that a school leader wants to see regular collaboration and providing numerous routes for doing so. while it may appear that bridging generational divides in the classroom is challenging, this will assist in the formation of a thriving team that utilizes each team member's knowledge and viewpoint to jointly and effectively address your company's challenges and opportunities. this theme can assist school leaders in discarding prejudices and embracing open communication, individualism, and collaboration in order to guide the multigenerational workforce to work well together and achieve personal and school goals. heart to heart talk salako (2016) found that understanding, education, empowerment, and respect are the best qualities of good communication in school, which he described in his study. this gives folks the information they need to educate and enlighten themselves. when individuals know what's going on, they feel respected and empowered, and they're more inspired to work at their best. communication is the "lifeblood" of each school leader and is essential to their success. successful communication has two benefits: rich connections and the ability to correctly and completely communicate thoughts, feelings, and ideas. effective communication is the foundation of any successful endeavor, especially when it is communicated from the heart. this subject can influence a leader to exercise empathy and transparency, as well as comprehend how these teachers perceive things. this theme can also influence a leader to improve communication skills and become a better school leader by working from home or online. work from home lupu (2017) supports this conclusion and assertion, stating that "out of sight, out of mind" is true for teachers who work from home when it comes to promotions. according to his research, coteachers who stay at the school have a better chance of being noticed and getting promoted sooner because the administration is unaware of the interpersonal communication skills and relationships of the homeschooling teachers. this circumstance has an impact on his or her future performance since the current principal has concerns about making suggestions because he or she does not have a clear picture of the instructor working from home. working from home has the disadvantage of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 59 denying teachers the ability to maintain an informal communication network with their coworkers. when teachers don't have these contacts, they may feel disconnected from their colleagues as well as the school's aims and ideals. academic leaders must have a clear view of the future and how wfh may best serve their institution. surviving the current situation isn't a goal in and of itself. beyond the pandemic, school leaders must comprehend why remote working is necessary. wfh merely requires leaders to focus on the essentials of excellent leadership, such as setting clear goals, conducting effective meetings, communicating effectively, and using teachers' individual and collective abilities. better together the fourth topic that arose was collaborative learning theory, which is a notion that establishes a theoretical and research field with a distinctive identity. although there is a long history of research in the fields of psychology and education on the topic of intellectual cooperation (melero zabal & fernández berrocal, 1995; roselli, 1999a; rodriguez barreiro, fernández, escudero & sabirón, 2000; barkley, croos & major, 2007; strijbos & fischer, 2007), the idea of working in a group or team is commonly linked with the 1980s, but it is only in the 1990s that the idea gets a fresh push, giving rise to the epistemic discipline known as collaborative learning. instead, collaboration would be a collaborative process from the start, with all of them working together to complete the assignment. this is not to say that natural role distinction is impossible, but rather those interacting dynamics occur spontaneously. transparency, honesty, integrity, reliability, responsibility, and educators' commitment to shared goals are all required for collaboration with principals and teachers. a school that supports collaboration must be developed and supported by the administration for long-term success. it's also a prerequisite for teachers to develop in their professions and accept and implement change in the new normal efficiently. leading the way all school leaders will be involved in crisis and change management on a regular basis, which will demand the cooperation and support of the entire staff. the establishment of a new leadership order with no leadership criterion has occurred. this method of leadership is based on the mobilization of others to lead through collective involvement and action rather than on command and control (azorin, 2020). distributed leadership shifts the focus away from individual leaders' actions and toward their relationships with others, resulting in shared engagement and practice. school leaders are currently focusing their substantial leadership energies on engaging people in collaborative, shared, and collective work that is necessary for the school. in order to lead in stormy times, you must be able to design a new course and develop new avenues amid the chaos. on this route, school leaders are marked by their persistence, hope, and unflinching belief that, whatever happens, whatever the cost, whatever the magnitude of the challenge, they would do everything in their power to guarantee that all teaching staff is led and learn in the new normal. silver lining this emerging theme was bolstered by transformational leadership, a term first articulated by mcgregor burns in his book "leadership" in 1978. he characterized transformational leadership as a process in which leaders and their followers boost one another's morality and motivation to new heights. this type of leader, according to his 1985 book "leadership and performance beyond international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza |60 expectations," "sets clear goals, has high expectations, encourages others, provides support and recognition, stirs people's emotions, gets people to look beyond their self-interest, and inspires people to reach for the improbable "the administrator should ensure that teachers from various generations see the light at the end of the tunnel, acknowledging both the good and the bad, as well as the lessons gained and the future growth." this also means that good school leaders display “deliberate calm and bounded optimism” in times of crisis, indicating that they are confident in their ability to overcome any challenge, despite the uncertainty about when and how the crisis will end. leaders with limited optimism, on the other hand, may be able to achieve a balance between being confident in their ability to solve problems and not making promises they can't keep. the generational divide generational disparities are frequently cited as a source of tension. there are obvious differences between younger and older teachers in terms of how they dress, what music they enjoy, how they use technology, and how they interact. people who are decades apart in age sometimes find that their attitudes toward work and appropriate behavior change with time sometimes as a result of the era in which they grew up, but also as a result of their different life phases and professional stages. mannheim's theory of generations backs up this notion (1923). mannheim tends to see social location as a generational element that might explain varied actions and methods attributed to different generations, as pilcher (1994) points out. according to mannheim, biological causes alone cannot account for the historical and generational changes that characterize each generation; rather, social and cultural variables may plausibly justify the occurrence of particular features throughout generations. the term "generational difference" is frequently used to refer to a variety of differences. to be successful, school leaders must be able to deal with all of these issues while avoiding generational stereotypes that draw attention away from the root causes of conflict. an uphill climb the eighth theme that arose from the participants' testimony is about the leadership challenges that develop in the new normal when dealing with a multigenerational teaching staff, which can be linked to the tough process that the school principal goes through while leading in the new normal. fiedler's (1978) contingency model of leadership effectiveness, as well as tokin's transformational leadership conceptions, backed up the emerging idea (2013). in order to achieve effective leadership, fiedler and tokin's theories rely on interactions between leadership styles and situational favorableness. some empirically validated theories of leadership effectiveness, according to fiedler (1978), reveal intricate relationships between leader qualities, leader conduct, and environmental influence. because of the unpredictability that school leaders experience when managing a multigenerational teaching staff in the new normal, they must be able to adapt quickly to changing conditions and draw on a diverse set of skills and leadership styles. to be effective as a leader, you must be able to change and adapt your leadership style according to the situation. in the new normal, school leaders international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 61 just need to pick the correct tool for dealing with multigenerational teaching staff because they have a variety of tools at their disposal. effective school leaders acknowledge and respond to the different contextual demands that they face in the current education crisis caused by the pandemic. a leader, a fighter the new normal leadership, as defined by francisco (2020), is a good leader who learns to do ordinary things well, is not hesitant to act even when challenged, and is not scared to take on the impossible. in his research, he discovered. according to his research, schools are witnessing a new normal leadership because they are facing tough circumstances with much stronger demands for accountability and limited financial resources. today's school leaders are dealing with a slew of leadership issues brought on by the pandemic. the true test of a school leader is how they display emotional strength, chutzpah, and professionalism at the hardest moments, not how they perform during the good times. fighting school leaders who are leading a multigenerational teaching staff in the new normal focus their efforts on their "circle of influence," which consists of everything they can influence. they focus their time and energy on things they can control rather than reacting to or becoming irritated about situations over which they have little or no control. peaks and valleys in the new normal, the behavior and preferred technologies of the multigenerational teaching staff combine to create a technological generation gap, in which teachers from different generations demonstrate varying levels of ability and willingness to adopt new technology, shaped by their personal experiences. the findings and assertions are closely related to knowles' (1980) adult learning theory, which relates to adult learning, generations, and technology in the workplace. he coined the term "andragogy," which he defined as "the art and science of assisting adults in learning." andragogy was founded on a four-assumption knowledge base, with two more assumptions added subsequently. schools in the new normal are made up of intergenerational teaching staff, so they will continue to face changes and problems, but the good news is that they can prepare for and respond to them in advance. workforce changes have an impact on school organizations. teachers from each generation should be considered when making decisions about how to deliver technology-based instruction. e-support, leadership that works avolio and kahai (2003) looked at how technology affects leadership in organizations by defining e-leadership and investigating how it affects leaders, followers, teams, and organizations. eleadership, according to the authors, is more than just an extension of traditional leadership; it is a fundamental shift in the way leaders and followers interact within and across organizations. even in this changing setting, the authors emphasized that some leadership fundamentals will almost certainly remain the same. the authors wrapped up their paper with several takeaways from their e-leadership research. the authors characterize e-leadership as a "silent revolution" that resulted in the wiring of businesses to the point where many critical human interactions are now mediated by information technology. they defined leadership as a dynamic, dependable system operating inside a larger organizational system. they went on to say that well-defined organizational structures establish the kind of interactions that can be expected among employees. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza |62 leaders can now oversee complete projects from afar and communicate with followers or team members purely through technology. e-leadership takes shape in a virtual environment where cooperation and leader-follower interaction are mediated, with the goal of creating and disseminating organizational vision, gluing organizations or individuals together, and directing and supervising plan execution. e-leadership, like traditional face-to-face leadership, maybe inspiring by communicating pride in the accomplishments of various teams by e-mail or other electronic means, which is reinforced periodically by stories published electronically throughout the organization. the authors stated that they are fairly certain that information technology-mediated leadership can exhibit the same content and style as traditional face-to-face leadership. a competitive advantage the result can be anchored in the transforming leadership theory burns (1978), which observed leaders and found them to be self-centered and lacking in remarkable abilities. this sparked the development of the changing leadership idea. leadership, according to burns, should not be about having or wielding power for the sake of it but rather about using power to bring constructive change to the organization and its people. that, according to burns, is the distinction between a power holder and a transformative leader. according to burns (1978), transformative leaders have high levels of energy, enthusiasm, and passion for their values and the purpose and vision they want to achieve. transforming leaders are genuine and charismatic, build pride in their followers, and motivate them to act in ways that benefit the team (bass, 1990; burns, 1978). transforming leaders are able to successfully engage each cohort, take advantage of generational variety, and foster a culture of unity and productivity. in a meta-analysis of leader influence on subordinate behavior, chiaburu, smith, wang, and zimmerman (2014) found that transformational leaders are the key to assuring positive follower behavior and, as a result, organizational success. the changing leadership theory of burns (1978), which focused on recognizing the competitive advantage of leading a multigenerational workforce, was pertinent to this study. younger people who grew up during the digital revolution have had more exposure to digitalization and innovation, and as a result, are more open to adopting new technologies and agile working methods. experienced teachers, on the other hand, can help steer the younger generation's ideas to reach practical business goals by sharing their expert knowledge and industry experience. teams are enabled to co-create initiatives that blend prior learnings with fresh innovation for increased efficiency by fostering such open collaboration. schools that tap into each generation's diverse knowledge, ideas, and individual abilities will have a distinct advantage in developing a future-ready workforce. conclusion particularly, this study answered the researcher’s central and corollary questions. the following are the conclusions stipulated in the study: 1. school administrators must cultivate and encourage effective communication among intergenerational teaching staff members as well as between school leaders and instructors. the researcher also discovered that good communication skills and constructive criticism were the most effective tactics for a school leader's success in the classroom. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 52-65 leadership and management in multigenerational teaching staff in the new normal: a phenomenological study crisanta gutierres-atienza │ 63 2. school administrators can use the themes revealed in this research study to help them obtain a better understanding of the challenges of leading multigenerational teaching staff in the new normal and to develop effective measures to boost multigenerational teachers' enthusiasm and productivity. the findings of this study back up and confirm what the researcher has found in previous and current research: managing the variety of a multigenerational teaching staff efficiently is critical to the success of most schools in the new normal. 3. the researcher develops a compendium of best practices for school leaders who are leading multigenerational teaching staff as a result of the study in order to gain a glimpse of how principals overcome the challenges of leading in the new normal and to effectively perform their functions and responsibilities as school leaders who lead teachers from four generations in the new normal. limitation & further research school leaders can use the themes found in this research study to guide their efforts in learning more about the challenges of leading multigenerational teaching staff in the new normal and implementing effective solutions to boost multigenerational teachers' motivation and productivity. the following suggestions are based on developing themes from participant replies, a literature review, and conceptual frameworks. 1. all school leaders may receive training on leading multigenerational teaching staff in the new normal from the school leaders. 2. internal policies and programs based on a comprehensive understanding of the teachers' traits and needs may be developed by school leaders to build a deeper sense of belonging, respect for other generations, and knowledge-sharing. 3. school administrators may make an effort to recognize and comprehend the talents and competencies of each generation. 4. in the new normal, school administrators may view multigenerational workplaces as a challenging problem to handle and may take aggressive 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(2005). best of educational leadership 2003-2005 (abstract) summer vol. 61. microsoft word 494-17-31.docx available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 issue 1 (2021): 17-31 corresponding author: sraboniakterhrm@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i1.494 research synergy foundation factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter1 1khulna university, bangladesh abstract burnout is a common phenomenon in everyone lifes, but students have the most adverse effect on self-efficay as a result of burnout. this present research aims to examine the factors related to academic self-efficacy and to identify the relationship between academic self-efficacy and academic burnout in khulna city, bangladesh.besides that , providing some solutions regarding resolving this issues. for this present study data was collected via both e-mail and self-administrative questionnaire from 272 university students. we use descriptive and inferential method. from the research findings and analysis, and all the variables explaining significaane value of 0.00 which is are statistically significant, also there is a statistically significant relationship between academic selfefficacy and academic burnout. keywords: academic performance, academic stress, academic support this is an open access article under the cc–by-nc license introduction university life is a significant period in every young adult’s life because of many new experiences, trials, life events, freedom and gain important life skills such as problem-solving, time management, and on top of all, to get a degree for a happier future. for some, the university life may be a positive change but undoubtedly it is full of self-doubt, stress, anxiety, and burnout. here students burnout refers a state of emotional, physical, and mental fatigue triggered by academic pressure like desire of high results ,lack of teachers support and lack of facilities and many more.in the view of schwarzerand hallum (2008) burnout is emotional exhaustion and pessimism that is often experienced by people for various reasons and also added that people with higher self-efficacy are more positive when faced with challenges. fives et al., (2007) also asserted that ,this is especially true for students where they have to cope up with everyday tasks, teacher’s expectations, family expectations, personal achievement, and many more. self-efficacy is a guarantee one feels about certain actions which affect his level of personal efforts and performance as a form of motivation. self-efficacy scholars have explored three areas as efficacy beliefs and career preferences (lent and hackett, 1987), instructional practices and student results (ashton and webb, 1986), and finally academic performances and achievements (multon et al., 1991). skaalvik and skaalvik (2007) supported that all these expectations make a question mark on the student’s self-efficacy and their perceived burnout criteria. although there is a various reason behind low self-efficacy and burnout this study only focusses on academic self-efficacy and burnout factors. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 18 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) according to ,maslach, & leiter , (2016) described that most of the researchers only provide focus on occupational burnout but in recent times most of the researchers are now trying to put the focus on student’s mental health .this study also supported by federici & skaalvik, (2012) identified the main reason behind the burnout is low self-efficacy. hence, our study supported by (kim , 2020; shakeel et al.,2021) about self-efficacy and perceived burnout. most of the researchers have seen self-efficacy as a factor of burnout but they completely ignore the academic factors that can enhance self-efficacy. hence, we try to fill this significant gap as the first objective: we want to identify the factors and their relationship with academic self-efficacy. the second objective although quite similar to other researchers is that to show the relationship between academic factors and burnout but for this present study, only three criteria have been chosen that are: academic performance, academic stress, and academic support. furthermore , whenever they talked about academic burnount and its relationto self-efficacy they mainly focus on teachers rather than students friedman, i. a., (2003). the final aim is to investigate is there any relationship between academic self-efficacy and academic burnout, based on conservation of resource theory (cor) and social cognitive theory (sct). finally ,by observing these relationship this study will propose some recommendations to cope up with the problems. literature review burnout is a state of emotional, physical, and mental fatigue triggered by extreme and continued stress not to be able to meet constant demands which are caused by negative emotions towards home, work, and social life which is supported by conservation of resource theory (cor) for understanding the reasons behind stressful circumstances and response situations (hobfoll et al., 2000). burnout mostly causes psychological agony such as anxiety, depression, frustration, hostility, fear, and so on. the former investigation of(choi et al., 2014) had visible example such as lower commitment, higher turnover, absenteeism, reduced productivity, low morale, and lower human deliberation, and many more problems occupation burnout is the more common negative side of a system based on stress and constrained in their working situation and eventually, they feel uninterested and disheartened.although occupation burnout is the most visible type of conflict many signals exist to support the existence of burnout in college students (yang & farn 2005) and this present study is about the student’s burnout. mostly student burnout is a concept related to illbeing as it is related with academic work (silva et al.2017). student burnout is defined as a mixture of fatigue at schoolwork, cynicism towards the meaning of school, and a sense of inadequacy as a student and (wang et al., 2015) mentioned that it can be triggered by inconsistencies between student’s internal resources, task workload, fear of academic success and expectations of school results, self-efficacy and so on. in social cognitive theory, bandura (1977) describes self-efficacy as a future-oriented trust to utilize individual competencies, skills, and abilities motivation and get the results. self-efficacy credence has attained increasing attention in educational research especially for academic inspiration. multon et al., (1991) recognized three major types of experiences related to self-efficacy efficacy beliefs, firstly choice behavior of people to occupy in tasks by being confident or avoidance, secondly the degree to effort expenditure and persistence through the higher sense of self-efficacy, and finally emotional reactions such as stress and burnout. besides, various studies revealed that self-efficacy depends on various factors like age, gender, locus of control, autonomy and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter │ 19 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) independence, need for achievement, family or social support, previous experiences, and many more.for measuring student self-efficacy (bandura ,1977) model is used, by some typical questions such as their perception towards solving study related problems, contribution in classes ,confidence level and many more. jamali et al.,(2013) proven that studentself-efficay has a positive relation with academic burnout. burnout is related in every aspect of our life , which sometimes positively or negatively related with self-effcacy. although some researchers have modelled self-efficacy and the dimensions of burnout to be concurrently associated (skaalvik & skaalvik, 2010), other researchers have attributed low self-efficay levels as the root cause of burnout (cherniss, 2017). shoji et al., (2016) used a meta-analysis which reported that across occupations, self-efficacy was negatively associated with job burnout .many research is mainly confined to those factors that affect student’s self-efficacy (sse) like participation, teacher and administration support, academic performance, academic achievement, academic stress, level of understanding, flexibility, attitude to learning new ideas, sharing ideas environment, and so on. all the factors doesn’t contribute similarly among students. among all the factors , academic factors are more crucial for a developing countries like our, for this study academic achievement (sullivan, 2010), academic stress (gadzella & masten,2005), and academic support (russell et al., 1987) have been used to measure burnout. in my opinion if the authority will be able to find a solutions regarding this particular factors and can develop a medium to lessen this it be mutually benefited for both students and teachers. academic achievement academic achievement has been one of the most pivotal points for educationalists and researchers for decades because problems in the performance and achievement in student’s academic career predict dropout of a student and most of the previous academic achievement research has balanced on the psychological mechanism, self-efficacy (mitchell et al., 1994). yang et al., (2005) described that to build interaction between many variables, such as subject’s characteristics, cognitive and personality traits, self-perceptions are related to academic achievement. research has proven by meta-analyses of school results on achievement outcomes (bremberg, 2006). school effect is around 8% and the classroom effect begins at 16% and spreads 60%. in finland, the school-level effect is one of the lowest among the oecd countries. besides that, when students perceive that they are in a translucent, just, and fair atmosphere, they achieve better academic performance as a result of the display greater emotional steadiness. however, if students perceive that they are treated unethically, with disrespect as a result they hate school and avoid going to class, which causes lower academic performance and emotional depression (li & lerner,2011). hence, it is easy to understand that the students perceive that they are treated fairly, they have lower burnout and better academic achievement and if the situation is opposite, they have higher burnout and poor academic accomplishment. academic stress jobload is a vital feature to explain the burnout phenomenon (lubbadeh,2020) not only valid to the employee but also this concept was useful to the student’s learning environment. whenever students determine course overload, tension, failure, lower satisfaction, and lower academic performance. course load is the most common reason behind this and it happens when students face a problem because of limited time, unsolved problems, and task overload . yang, (2004) said that most previous research linked with the influence of assignment and burnout indicates a international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 20 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) positive link also revealed that course load is the biggest aspect of student pressure. if students perceived a substantial course load, they would have a high burnout rate and low academic achievement. for instance, öztürk (2019) came up with the results that showed faculty member with a heavy course load and no course load are meaningfully distinctive. besides, course load was significant in forecasting of emotional exhaustion, and the main assumption on course load has a relationship with burnout. academic support communal support has been recognized as a supply that allows peoples to cope with stress (russell et al., 1987). support from co-workers and supervisors has frequently been identified as a defensive mechanism and a medicine against burnout (cherniss, 1993). mcneill et al., (2018) suggested that the use of autonomy-supportive methods by using teachers and faculty administrators has been linked to academic achievement. hobfoll et al., (2000) also provided indication that peer support also contributes to students’ achievement besides that, flett, et al., (2019) exposed that students who had been excluded by their peers had lower academic success rates. prior research recommended that growing teachers' care might be a useful strategy for avoiding student burnout (russell et al., 1987). lau et al., (2005) also keen out that burned-out teachers and students may affect each other, lessening satisfaction because students may have the same feelings and expectations of burnout (lau et al., 2005). nevertheless, no empirical proposal about the impact of social support on burnout among technical-vocational students was found. research model and hypothesis development burnout has been a prevalent topic of study in psychology and related disciplines for a very long time because it is now not only confined to the employees only. in recent times many researchers have been shown that students face a great deal of burnout because of various academic reasons besides that those factors are inextricably related to student’s self-efficacy. academic achievement is the focal point for the educational institution because of problems in the and offending behaviors (uludag, & yaratan,2013). frentz et al. (1991) in their research also showed that pupils who had lower academic achievement associated with emotionally fatigued, used up, irritable, frustrated, or even worn out and hence have lower academic performance. so clearly it is understood that academic performance is positively related with academic burnout yet some research showed that there is a negative relationship between student burnout and academic achievement. so now it is not unwise to say academic performance is related to academic burnout. h1: academic performance is positively related to academic burnout. academic achievement is inclined by a multitude of factors such as attitude to the need for achievement (christidou, v.,2011), and aptitude for successful performance (schunk, 1991). academic performance is a consequence of academic competence and motivation (bandura, 1997). based on various discoveries from past decades, bandura (1997) mentioned that gender and academic performance to some extent hinge on on an individual’s self-efficacy opinions. besides that, abundant studies have found that self-efficacy is one of the effects on both general academic achievement and academic performance. although pajares (2006) has disparaged several selfefficacy studies that failed to find a connection to academic performance because of not having specific in the dimension of self-efficacy and its related outcome. so, based on this literature the second hypothesis is h2: academic performance is positively related to academic self-efficacy. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter │ 21 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) assignment has been always a major source of burnout in the job which has been proven by most scholars. the situation is also quite similar to the students. as soon as they face more academic stress due to course load most often more or fewer people face burnout. once students face course overload, they experience tension, a sense of failure, lower satisfaction, which leads to even lower academic performance. most previous research indicates a positive correlation between workload and burnout. moreover, previous studies also found that course load is the main factor of student stress (yang,2004). hence, it can be said that if students perceived a heavy course load, they would have a high burnout rate. thus, hypothesis can be proposed that: h3: academic stress has a positive relationship with academic burnout. as it has been proven by various research about the relationship between student burnout and academic stress. some of the research also indicates that academic stress ultimately disturbs academic self-efficacy in the students. university students are certainly bound to go through stress during their educational career for various reasons like homework, exams, work, clubs, volunteer positions, extra-curricular activities, and so on. cohen et al., (1983) used perceived stress scale and found that found good internal consistency reliability and test-retest reliability three samples.further, cohen and colleagues (1983) found significant predictive and concurrent validity in terms of the pss among the students. thus, hypothesis can be proposed that: h4: academic stress has a positive relationship with academic self-efficacy. a significant degree of teacher worth depends on how much students believe their teacher supports them. teacher support is supposed to teachers for assistance, which is associated with academic interest and psychosocial adjustment and most of the teacher support is further divided into two constructs such as academic support and personal support (kim et al.,2018). an important element of providing students’ academic support is to be productive and assist with students’ development of concepts that seem conceptually similar to potentials of efficiency and organization within big five’s domain of meticulousness and meta-analysis, suggest that teacher friendliness should be the personality domain most positively associated with teacher personal support, and academic burnout. so, based on this theory hypothesis is, h5: academic support has a positive relationship with academic burnout. besides that, guay et al., (2013) indicated that the use of autonomy-supportive methods by teachers and school administrators has been associated with academic achievement thus led to self-efficacy. hymel et al. (2001) also presented sign that peer support may also contribute to pupil’s achievement because it has a profound influence on their day-to-day behavior and self-efficacy. guay et al., (2013) in their research also showed that pupils who were rejected by their peers had lower academic achievement and has a lower self-efficacy. thus, hypothesis can be proposed that, h6: academic support has a positive relationship with academic self-efficacy. based on the theory of self-efficacy and the previous research it is easy to understand that the greater the self-efficacy, the lower the burnout. high self-efficacy supports generating feelings of calmness for tough tasks and activities. contrarywise, low self-efficacy might create a belief that raises stress, depression, and a thin vision about problems.cherniss, (1992)described the relationship between burnout and physiological states, and many previous researchers demonstrated the relationships between self-efficacy and burnout. these results are corresponding with research literature and bandura's self-efficacy theory which has explained those who do not have self-efficacy, become easily burnout . in short, self-efficacy beliefs affect individuals' selection, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 22 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) purposes, emotional reactions, effort, adjustment, and resistance, and those who have high selfefficacy help create stillness when facing hard assignments and activities. quite the opposite, low self-efficacy leads to stress, depression, and weak problem-solving. hence, the hypothesis is h7: academic self-efficacy has a positive relationship with academic burnout. based on the analysis of previous works and hypotheses, for this present study, some moderating effects can be set. so, for this present study based on the hypothesis the conceptual model is given below: conceptual model(fiqure 1) methodology the target samples for this study were students from four different university both from public and private university in khulna city bangladesh. totally, 4 public and private universities were selected. for data collection 272 questionnaire had been distributed via e-mail and selfadministration. sample size has been taken by the help of this equation, where n = population size, z = z-score, e = margin of error p = standard of deviation n = [z 2 * p (1-p)] / e2/ 1 + [z2* p (1-p)] / e2* n] = [1.65 2* 0.5 (1-0.5)]/ (0.05) 2/ 1+ [1.65 2* 0.5 (1-0.5)] / (0.05)2* 1, 80,784] = 272.24/ 1.0015 = 271.8 or 272 sample size is considered 272 for this survey. scales were obligatory for each of the concepts in the research model and from the review of the literature was undertaken to identify construct descriptions validated tools were adapted slightly to fit the present research. for this present study, a close-ended questionnaire with 25 statements was used for this survey. the questionnaire had two sections. in section, a the demographic profile of the respondents was mentioned and section b had questions regarding the construct. for this questionnaire 5-point, likert scale was used. here sd= strongly disagree, md = moderately disagree, n= neutral, ma= moderately agree, sa= strongly agree. of the272 students 78% of the participants 20% were from khulna university of engineering and technology, the majority which is 38% were from khulna university,23% from northern university of business and academic achievement academic stress academic support academic self-efficacy academic burnout h1 h2 h3 h4 h5 h6 h7 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter │ 23 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) technology and the rest are from north western university. the useable samples included 161 male students and 111 female students. as data were collected from both undergraduate and postgraduate students the amount is 77% and 23% respectively. age also varies among the respondents 21 % age of the respondents between 18-20 and, 38% age of the respondents between 21-23,29% age of the respondents between 24-26 and rest between 27-29. finally, 83% have accepted that they are suffering from burnout while 17% denied it. for the current sample, the reliability analysis using cronbach’s coefficient alpha was a quite acceptable overall academic performance (α=.81), academic stress (α=.89) academic support (α=.61), academic self-efficacy (α=.83), and academic burnout (α=.78). statistical methods used for the analysis included correlation and linear regression analysis. regression was used to test the relationship between student burnout and academic achievement. findings and discussion academic performance was measured by the total average score at the end of the semester of students and this study adopted the definition of brown et al. (1989) and this present study (mean=2.7007 and sd=.82292). academic stress had been adopted from (ahern & norris, 2011) which denoted that when an individual has a feeling of uneasiness regarding academic pressure like course load. for this present study (mean=3.0566 and sd=1.01423). many researchers had been proven that academic support is very much needed for a student and it can become from peers, teachers, and administration and for this study (mean=3.2118 and sd=.98138). student selfefficacy (bandura,1977) is an inextricable trait related to all although it can be high and low and this present study found that (mean=2.9441 and sd=.88770). every person in their life more or less faces burnout (maslach, 1986) and most of the students in their academic life face a great amount of burnout due to academic reason and this present study showed (mean=2.9559 and sd=.98646). table 1. correlation of aacademic performance,academic stress ,academic support and academic burnout variables academic performance academic stress academic support academic burnout academic performance 1 academic stress .729** 1 academic support .460** .484** 1 academic burnout .500** .532** .467** 1 **. correlation is significant at the 0.01 level (2-tailed). *. correlation is significant at the 0.05 level (2-tailed). pearson product-moment correlation coefficient (table 1) measured the positive relationship between academic performance, academic stress, academic support, and academic burnout. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 24 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) table 2. correlation of academic performance,academic stress ,academic support and academic self-efficacy variables academic performance academic stress academic support academic selfefficacy academic performance 1 academic stress .729** 1 academic support .460** .484** 1 academic self-efficacy .508** .509** .513** 1 **. correlation is significant at the 0.01 level (2-tailed). *. correlation is significant at the 0.05 level (2-tailed). pearson product-moment correlation coefficient (table 1) measured the positive relationship between academic performance, academic stress, academic support, and academic self-efficacy. table 3. regression statistics (academic performance, academic stress academic support and academic burnout) independent variables b se β p constant .737 .193 .000 academic performance .218 .087 .182 .013 academic stress .271 .072 .279 .000 academic support .249 .057 .248 .000 r .596 r2 .355 f-statistic 49.161 adj. r 2 .348 n 272 notes: *p< 0.05; **p < 0.01 dependent variable: academic burnout. predictors: (constant): academic performance, academic stress, and academic support. as a result, multiple regression analysis (table 3) was also conducted where the three predictors are academic performance, academic stress, and academic support. academic performance, academic stress, and academic support were independent variables, and academic burnout was the dependent variable. from table 3, it was observed that the coefficient of determination (r2) was .355 an indication that there was a variation of 35.5 % on academic burnout due to changes in academic performance, academic stress, and academic support at a 95% confidence interval. this showed that 35.5 % of changes in academic burnout can be explained based on these predictors and there has a significant relationship within the predictors. the overall model was reasonably fit with the f statistics of 49.161and p<0.01. table 4. regression statistics (academic performance ,academic stress international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter │ 25 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) academic support and academic self-efficacy) independent variables b se β p constant .859 .171 .000 academic performance .236 .077 .219 .003 academic stress .171 .064 .196 .008 academic support .288 .051 .318 .000 r .612 r2 .374 f-statistic 53.407 adj. r 2 .367 n 272 notes: *p< 0.05; **p < 0.01 dependent variable: academic self-efficacy. predictors: (constant): academic performance, academic stress, and academic support. as a result, multiple regression analysis (table 4) was also conducted where the three predictors are academic performance, academic stress, and academic support. academic performance, academic stress, and academic support were independent variables, and academic self-efficacy as the dependent variable. from table 3, it was observed that the coefficient of determination (r2) was .374 an indication that there was a variation of 37.4% on academic selfefficacy due to changes in academic performance, academic stress, and academic support at 95% confidence interval. this showed that 37.4% of changes in academic burnout can be explained based on these predictors and there has a significant relationship within the predictors. the overall model was reasonably fit with the f statistics of 53.407 and p<0.01. table 4. regression statistics (academic self-efficacy and academic burnout ) independent variables b se β p constant 1.450 .141 .000 academic burnout .506 .045 .562 .000 r .562 r2 .316 f-statistic 124.542 adj. r 2 .313 n 272 notes: *p< 0.05; **p < 0.01 dependent variable: academic self-efficacy predictors: (constant): academic burnout as a result, multiple regression analysis (table 5) was also conducted where the one predictor is academic self-efficacy. academic self-efficacy was independent variable and academic international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 26 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) burnout as the dependent variable. from table 3, it was observed that the coefficient of determination (r2) was .316 an indication that there was a variation of 31.6% on academic burnout due to changes in academic self-efficacy at 95% confidence interval. this showed that 31.6% of changes in academic burnout can be explained based on these predictors and there has a significant relationship within the predictors. the overall model was reasonably fit with the f statistics of 124.542 and p<0.01. three research objectives were used at the outset of this study: (1) to examine the relationship of the factors with academic burnout meanwhile, (2) this research also attempts to examine the factors related to academic self-efficacy, and finally, (3) does academic self-efficacy significantly affect academic burnout. for achieving those aims correlation and regression analysis had been used to validate the hypothesis. hypothesis 1: academic performance is positively related to academic burnout. in these results, the correlation between academic performance and academic burnout is (r =, .500** (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.218, sig. =0 .013) as the sig. the value was less than .05. this result suggested that academic performance and academic burnout have a positive relationship which validates h1. hypothesis 2: academic performance is positively related to academic self-efficacy. in these results, the correlation between academic performance and academic self-efficacy is (r =, .508**) (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.236, sig. =0 .003) as the sig. the value was less than .05. this result suggested that academic performance and academic self-efficacy have a positive relationship which validates h2. as presented in tables 3 and 4, showed positive relationship for both academic performance and academic burnout and academic performance and academic self-efficacy which also proven by previous studies (cheng & mccarthy, 2018) and (mitchell et al., 1994) respectively although pajares (2006) denied. hypothesis 3: academic stress has a positive relationship with academic burnout. in these results, the correlation between academic stress and academic burnout is (r =, .532**) (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.271, sig. =0 .000) as the sig. the value was less than .05. this result suggested that academic performance and academic burnout have a positive relationship which validates h3. hypothesis 4: academic stress has a positive relationship with academic self-efficacy. in these results, the correlation between academic stress and academic self-efficacy is (r =, .509**) (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.171, sig. =0 .008) as the sig. the value was less than .05. this result suggested that academic stress and academic self-efficacy have a positive relationship which validates h4. as presented in tables 3 and 4, showed positive relationship for both academic stress and academic burnout and academic stress and academic self-efficacy which also proven by previous studies cohen et al., (1983) and (yeaman, j.,1994). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter │ 27 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) hypothesis 5: academic support has a positive relationship with academic burnout. in these results, the correlation between academic support and academic burnout is (r =, .467** (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.249, sig. =0 .000) as the sig. the value was less than .05. this result suggested that academic support and academic burnout have a positive relationship which validates h5. hypothesis 6: academic support has a positive relationship with academic self-efficacy. in these results, the correlation between academic support and academic self-efficacy is (r =, .513**) (p < 0:01) which indicates that there is a moderate positive relationship between the variables. the relationship was significant (β=.249, sig. =0 .000) as the sig. the value was less than .05. this result suggested that academic support and academic self-efficacy have a positive relationship which validates h6. as presented in tables 3 and 4, showed a positive relationship for both academic support and academic burnout and academic support and academic self-efficacy which was also proven by previous studies (oberle, e., & schonert-reichl,2016) and chang et al, (2016). hypothesis 7: academic self-efficacy has a positive relationship with academic burnout. in these results, the regression analysis between academic self-efficacy and academic burnout is the relationship was significant (β=.506, sig. =0 .00) as the sig. the value was less than .05. this result suggested that academic self-efficacy and academic burnout have a positive relationship which validates h7. as presented in 5, academic self-efficacy and academic burnout have a significant positive relationship which is proven by cherniss, (1992,) who described the relationship between burnout and physiological states, eventually between self-efficacy and burnout. in the previous research they mostly focus on self-efficay in relation with academic achievement and performance or factors like gender , education level , high or low level of selfefficacy but this study main focus on the factors that affects student self-efficacy and their relationship with bournout. based on the data analysis here , the significance value shows the goodness of the model. as the significance value is .000, which indicates that the model used in this study fits with the data because the lower the significance value the better the model fit. all the variables have a positive relationship so it can be concluded that all the hypotheses are validated. for this present study, cor and sct theory was used to examine the factors related to academic burnout and students self-efficay and the results are also supported by previous research . conclusion the aim of the present study was firstly to examine the factors related to academic burnout meanwhile, secondly, this research also attempts to examine the factors related to academic selfefficacy and finally, does academic self-efficacy significantly affect academic burnout in khulna city, bangladesh. the findings showed that there is a significant relationship between self-efficacy and burnout among three different academic factors such as academic performance, academic stress, and academic support. besides that, the results also showed a significant relationship between academic self-efficacy and academic burnout. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 17-31 factors affecting academic self-efficacy and its impact on perceived academic burnout among students in bangladesh. sraboni akter 28 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) however, unlike our study, in their study, no negative correlation was found between academic performance, academic stress, academic support, academic self-efficacy, and academic burnout. from the research findings and analysis, it was found out that all the p-values for all the variables were found to be less than 0.05, an indication that was statistically significant for some variables. academic achievement is inclined by a multitude of factors such as attitude to the need for achievement (christidou, v.,2011), and aptitude for successful performance (schunk, 1991) and although pajares (2006) has disparaged several self-efficacy studies that failed to find a connection to academic performance. kim et al.,(2018) stated that academic support and personal support have a connection on self-efficacy . various studies such as aloe et al.,(2014); skaalvik & skaalvik, (2010) found negative association between self-efficacy and job burnout . this study provides us evidence that students are facing burnout because of academic performance and academic stress more and that’s why university teachers should be more flexible towards students so that they can cope up with this academic burnout. furthermore, the authority should provide some assistance for increasing student’s self-efficacy and new methods can be used for making the course more easy and friendly especially, for the course plan and design and teaching content. this result is dependable with the policy of the ministry of education and educational bureaus, which has been actively involved in designing the program to reduce student stress and to improve performance, and also making policies and teaching strategies to increase student learning motivation. limitation & further research this research does not identify the degree of self-efficacy or burnout level or is there any difference in the demographic unit like age, gender, marital status, level of education, living arrangements and this limitation has a broad aspect for 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(doctoral dissertation). microsoft word 1202_jonathan gano-an available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 108-126 corresponding author settingsjonathan gano-an, ganoan.jonathan@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i2.1202 research synergy foundation exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an1, gloria p gempes2 1phd candidate, university of mindanao, philippines 2university of mindanao, philippines abstract the presence of women entrepreneurs in the digital marketplace revolutionizes the way we construct our understanding of entrepreneurship way back. perhaps, this argument could lead to a better impression that entrepreneurship was once a male-dominated profession. this study was designed to generate a causal model on entrepreneurial intention among women entrepreneurs in the context of entrepreneurship, opportunity, alertness, and motivation. a mixed methods design, particularly an explanatory sequential approach, was utilized, and a total of 423 women digital entrepreneurs in the davao region participated in this research. structural equation modeling was utilized to test the hypothesized causal model. findings indicated that entrepreneurial motivation significantly influences alertness, opportunity, and intention; alertness influences opportunity, but entrepreneurial alertness and entrepreneurial opportunity have no significant influence on entrepreneurial intention. generally, the hypothesized regression model described 67% of the aggregate variance in entrepreneurial intentions, which was statistically significant. the quantitative results were validated by the informants in the qualitative phase. as to the generated model, the informants concurred with the focal role of entrepreneurial motivation in women's entrepreneurial intentions. the emerging themes: personal will, entrepreneurial screening and seizing, social media presence, and stakeholder support substantiated the results in the model. this leads to connectingmerging-confirmation as the natural integration. keywords: entrepreneurial intention; entrepreneurial alertness; entrepreneurial opportunity; entrepreneurial motivation; gender empowerment. this is an open access article under the cc-by-nc license. introduction entrepreneurship is among the notable compelling features of socioeconomic progress (coulibaly, erbao, & mekongcho, 2018), and scholars are convinced that intention plays an important role in deciding what entrepreneurial venture to initiate (barba-sánchez & atienzasahuquillo, 2018). however, entrepreneurship has long been considered a male-dominated career (díaz-garcía & jiménez-moreno, 2010; marlow & mcadam, 2013; sweida & reichard, 2013) and individual factors such as risk aversion, aversion to anxiety, and fear of failure are the usual obstacles experienced by potential entrepreneurs (welsh, kim, memili & kaciak, 2014; welsh, memili, kaciak & al sadoon, 2014; welsh, memili, kaciak and ochi, 2014; yordanova & alexandrova-boshnakova, 2011). in fact, fear of failure was the most quoted reason for aspiring entrepreneurs to venture into new start-ups (sandhu, sidique, & riaz, 2011). so, the persistent international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 109 issn 2580-0981 (online) gender bias compounded by some personal factors impaired the propensity of women toward launching an entrepreneurial activity. the digitalization of products and services is a good venue for women entrepreneurs to exploit opportunities not just to uplift their quality of life but gain recognition, status, and economic independence, especially in traditional societies. more on that, the inclusion of women in almost every aspect of the economy driven by sustainable development goal number 5 (gender equality and women empowerment has encouraged women to engage in entrepreneurial activity. thus, in this study, there are two important points that the researchers wished to convey: first, in the present entrepreneurial ecosystem, the rise of the number of women entrepreneurs who turned from traditional business models into digital entrepreneurship has been exponentially significant. this might be due to the reason that some social networking sites, facebook, for instance, are offering free usage among their users. this kind of shift is inherent in the ambitions of industry 4.0 (internet of things) or digitalization of a business process; however, if we turn our attention to scholarly discussions, there appears to be a dearth of studies discussing the real intentions, as well as implications of this shift and limited effort, has been done when it comes to an understanding the intentions and the future directions of women entrepreneurs even if the current information and communications technology (ict) landscape in the philippines suggested an upward trend. for instance, different efforts from various government agencies contribute to the growth of ict in the country, most specifically the tech 4 ed and rural impact outsourcing training of the department of information and communications technology. more on that, the technical skills development authority through its educational institutes, has been generous in educating women and enhancing skills with the aim of promoting self-employment. indeed, the ict initiatives for women are slowly gaining attention, and the department of information and communications technology has taken the lead in ensuring to inspire women to excel in the online environment. second, the common obstacles to enterprise development, particularly for women, includes: a lack of management experience, knowledge about business development, lack of networking skills, insufficient entrepreneurial training, the issue with child care, and devotion to their families (roomi, harrison, & beaumont-kerridge, 2009). this is further emphasized by dahalan, jaafar, and rosdi (2013), that male entrepreneurs are more motivated in recognizing entrepreneurial opportunities, and interestingly, maes, leroy, and sels, (2014) found that, in comparison to women, males viewed an entrepreneurial career higher as a way to have a demanding work. until now, there seems to be scarce knowledge on what really predicts the entrepreneurial intentions of women (sarwar, ahsan, & rafiq, 2021). hence, this study was initiated to highlight the implications for women entrepreneurs across the digital spectrum. furthermore, this paper aimed to come up with a model for entrepreneurial intentions among women entrepreneurs in region xi, philippines taking into account entrepreneurial opportunity, entrepreneurial alertness, and entrepreneurial motivation using a mixed methods approach, explanatory sequential in particular. literature review the theory of planned behavior of ajzen (1991) posited that intention to perform a particular behavior (entrepreneurial activity) may be accurately predicted. accordingly, the tpb model has two foundations: desirability and feasibility. the theory of planned behavior further international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 110 │ issn 2580-0981 (online) posits that if there is a positive attitude towards the behavior, the intention may increase. the use of tpb in this research was anchored on the following: first, entrepreneurial intention is a considered a cognitive state and the entrepreneurial decision making is a form of a behavior which is an close antecedent of tpb and intention based models are gaining popularity in entrepreneurship research. entrepreneurial alertness and entrepreneurial intention entrepreneurial alertness forms part in the development of the entrepreneurial intentions of the prospective entrepreneurs and according to samo and hashim (2016), if a person is alert, he may grow intentions to invest on opportunities since entrepreneurial alertness influences the attention phase during the personal decision-making process by influencing attitude, normative beliefs, and perceived behavioral control. entrepreneurial alertness greatly impacts entrepreneurial intentions (gaglio & katz, 2001; neneh, 2019). this is consistent with the claims made by van gelderen, brand, van praag, bodewes, poutsma, and van gils (2008) and martin, mcnally, and kay (2013) that entrepreneurial awareness has a major influence on personal entrepreneurial intention. researchers have found consistent evidence that entrepreneurial alertness based on empirical evidence, indicates that an individual's entrepreneurial alertness increases intention and inspires them to start their own enterprise. in fact, solesvik, westhead, matlay, and parsyak (2013) confirmed that individuals with high levels of entrepreneurial alertness indicated a higher level of entrepreneurial intention h1. entrepreneurial alertness positively affects entrepreneurial intention. entrepreneurial motivation and entrepreneurial intention motivation, according to self-determination theory of ryan and deci (2000), is a core of physiological, mental, and social control including energy and intention stimulation. this suggests that motives are essential in understanding individual intentions. entrepreneurial motivation and entrepreneurial intention were found to have a substantial link (solesvik, 2013; achchuthan & nimalathasan, 2013). carsrud and brännback (2011), for example, contend that there is a connection between business intentions and entrepreneurial motivation. they suggested that, because intentions do not always translate into an activity, motivation could ignite a dormant intention into an active action (carsrud & brännback, 2011). entrepreneurial intention and drive to establish and build an enterprise are equally important, according to the researchers (renko, kroeck, & bullough, 2012; edelman, brush, manolova & greene, 2010; manolova, brush, & edelman, 2008). the more people who believe they can accomplish these goals by establishing or expanding a business, the more motivated they would be to launch or have expansion plans for the enterprise and i t appears that there is a connection between entrepreneurial intention and entrepreneurial motivation, which is consistent with the hypothesis put out by carsrud and brännback (2011). this indicates that after deciding to launch a business, a person's entrepreneurial passion may serve as the fuel that advances the entrepreneurial process. so, entrepreneurial motivation relates entrepreneurial intention (fayolle, lián& moriano, 2014; carsrud & brännback, 2011). this further international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 111 issn 2580-0981 (online) denotes that entrepreneurial motivation has a role to play especially in predicting individual intentions especially in engaging in an entrepreneurial activity, thus, the researchers proposed that: h2. entrepreneurial motivation positively affects entrepreneurial intentions. entrepreneurial opportunity and entrepreneurial intention the current entrepreneurial prospects, mostly in technological and social contexts, can be leveraged by potential entrepreneurs. the likelihood of starting a business and the capacity to identify entrepreneurial skills should be impacted by entrepreneurial opportunities (matricano, 2016). the fundamental claim is that there is a clear correlation between entrepreneurial opportunity and intentions. farsi, arabiun, and moradi (2012) concluded that the ability to recognize opportunities greatly improves subjective norms that influence entrepreneurial intentions. according to fairlie and fossen (2018), the role of entrepreneurial opportunity in reducing poverty encourages entrepreneurial intention and koyviriyakul (2016) concluded that perceived opportunity is one of the key factors which contributed towards entrepreneurial intention. according to do paço, ferreira, raposo, rodrigues, and dinis (2015); elfving, brännback, and carsrud (2009); krueger (2017); joensuu-salo, varamäki, and viljamaa (2015); lián and fayolle (2015) and rauch and hulsink (2015) an individual's perception of opportunity is a process that was based on entrepreneurial intention. therefore, smallbone and welter's (2009) assertion that a person's interest in developing their abilities and capabilities and creating entrepreneurial opportunities to build an enterprise is true (scarborough, 2011; kusumawijaya, 2018). these studies imply that since entrepreneurial opportunities already existed and the ability to recognize business opportunities rests on the individual skill, then it suggests entrepreneurial opportunities inspires the entrepreneur’s intention to engage in a business activity. thus, the research proposed that: h3. entrepreneurial opportunity positively affects the entrepreneurial intention entrepreneurial motivation and entrepreneurial opportunity recognizing and taking advantage of business possibilities are both examples of entrepreneurial motivation according to locke and baum (2007) and entrepreneurial motivation reflects a desire for self-starting, the desire to create something new, based on internal impetus rather external demands (frese & gielnik, 2014). shane, lock and collins (2003), suggest that entrepreneurial motivation consists of a combination of personality, affect and task specific aspects that impact opportunity recognition and exploitation processes. these scholars argue that the personal motivations of an individual leads them to recognize entrepreneurial opportunities available in their environment. thus, the researchers proposed that: h4. entrepreneurial motivation positively affects entrepreneurial opportunity. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 112 │ issn 2580-0981 (online) entrepreneurial motivation and entrepreneurial alertness without entrepreneurial motivation, entrepreneurial alertness may be anticipated to result into an entrepreneurial action, irrespective of how obviously one may have discovered an opportunity according to kirzner (1985), who characterized alertness as a driven inclination of a person to build a vision of the future (mcmullen & shepherd, 2006). more specifically, as per sirén, parida, patel, and wincent (2019), motivation is linked to alertness and helps people realize opportunities to start their own businesses. hou (2008) also came to the same conclusion, concluding that psychological ownership (an indicator of motivation) affects entrepreneurial alertness and, as a result, influences the likelihood of taking entrepreneurial action. based on these studies, we can now infer that when an entrepreneur is motivated, there is a likelihood that his entrepreneurial alertness will be triggered. thus, the researchers hypothesize that: h5. entrepreneurial motivation positively affects entrepreneurial alertness. entrepreneurial alertness and entrepreneurial opportunity entrepreneurial awareness was first defined by kirzner's idea (1979) as "the capacity to identify without searching opportunities that have heretofore been neglected" (kirzner, 1979). an entrepreneurial attitude that includes alertness directs the identification of entrepreneurial opportunities (kirzner, 1999). entrepreneurial awareness necessitates a better behavioral response, yet this is not a systematic process. with this, alertness is seen as a mental state that is constantly open to seeing opportunities (short, ketchen, shook, & ireland, 2010; valliere, 2013). furthermore, hou (2008) noted that people with great entrepreneurial alertness are much more likely to see opportunities, which is a crucial step in creating personal activities to turn into an entrepreneur by launching a new business. entrepreneurial alertness was recognized as contributing variable for opportunity recognition as proven by hulbert, gilmore, and carson (2013).drawing from these scholarly evidence, the researcher hypothesized that: h6. entrepreneurial alertness affects entrepreneurial opportunity research method this study utilized a non-experimental mixed methods approach, explanatory sequential design in particular. burke johnson, onwueegbuzie, and turner (2007) defined mixed methods research as the type of study in which an individual or group of individuals combines the components of qualitative and quantitative research techniques for the general purposes of wide and in-depth of knowledge and corroboration. creswell and plano-clark (2011) further said that this technique makes it possible to construct a better level of understanding than if a singular approach were used to particular research. explanatory sequential design takes place in two unique research phases: the first involves gathering and analyzing quantitative data to enhance the findings in the first phase, and the second it involves designing the qualitative phase based on the quantitative conclusions (creswell & planoclark, 2018; schoonenboom & johnson, 2017; shorten & smith, 2017; wisdom & creswell, 2013). in this approach, researchers first embarked on understanding the quantitative results and the qualitative data substantiates it (wisdom & creswell, 2013). the qualitative design provides a more international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 113 issn 2580-0981 (online) thorough explanation of some quantitative outcomes that include surprising findings (terrell, 2012). this study was conducted in region xi (7.3042° n, 126.0893° e) philippines. for the quantitative phase, a total of 450 questionnaires were distributed and 423 were returned and processed. the distribution and retrieval of the questionnaire took place last february to april 2022. wolf, harrington, clark, and miller (2013) provided that a sample size between 30-460 is enough to produce good results and patterns. for the qualitative phase, a total of 17 participated and the interviews were done on may 2022. for the interview based researches, 6-12 persons may be sufficient (adler & adler, 2012). the quantitative part of this study utilized 4 adapted questionnaires from various authors through their published works. these questionnaires were modified and contextualized.. the questionnaire for entrepreneurial alertness was be adapted from the study of tang, kacmar, and busenitz (2012); entrepreneurial motivation was adapted from the study of vijaya and kamalanabhan (1998);entrepreneurial opportunity was adapted from the study of park, sung, and im (2017) and; entrepreneurial intention was adapted from dzomonda, fatoki, and oni (2015). these questionnaires have gone through an expert validation and reliability test. the average expert validation rating for the questionnaires is 4.52 and the cronbach alpha is .955. the respondents of this study were the women entrepreneurs who are using the internet to sell or make business transactions. women entrepreneurs who were included in this study have meet the following minimum criteria: she must have been engage in business for at least 3 years, utilized social media platforms either facebook, instagram, or twitter to sell items or conduct business, and must be at least 18 years old. in this study, they were referred to as ‘digital entrepreneurs’. findings and discussion the associations among the latent variables (entrepreneurial intentions, entrepreneurial opportunity, entrepreneurial alertness, and entrepreneurial motivation) and its indicators were tested in a four factor measurement model by means of a confirmatory factor analysis approach. the findings of the measurement model were evaluated and interpreted using the criteria of bayram (2013) which are: gfi, normed fit index, tucker-lewis index, comparative fit index, cmin/df , p-value, root mean square error of approximation, and pclose. the figure below is considered to be the best measurement model considering theoretical and statistical soundness. as shown in table 1, the chi square likelihood ratio(1.974) appears to be significant, rmsea index of 0.49 is less than the significance level indicating a reasonable fit. similarly, the criteria such as nfi (.988), tli (.978), cfi (.991), gfi (.961), pvalue (.153) and pclose (.671) are within the acceptable range which suggests a very good fit. this model was also chosen to be the best model because the researchers are driven by the theoretical basis that the extracted factors are already the identified factors for entrepreneurial intention of women digital entrepreneurs. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 114 │ issn 2580-0981 (online) figure 1. standardized path coefficients in measurement model table 1. model fit indices index criterion values cmin/df 0<value<2 1,974 p-value >0,05 ,153 nfi >0,95 ,988 tli >0,95 ,978 cfi >0,95 ,991 gfi >0,95 ,961 rmsea <0.08 0,49 pclose >0.05 ,671 legend: cmin/df chi-square/degrees of freedom nfi normed fit index tli tucker-lewis index cfi comparative fit index gfi goodness of fit index rmsea root means square of error approximation pclose p of close fit structural regression model as shown in the hypothesized model fit in figure 6, out of the 6 paths, 4 paths showed significant links and the other two are insignificant paths. first, entrepreneurial motivation directly international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 115 issn 2580-0981 (online) affects entrepreneurial intentions as shown by a regression estimate of .62. the result implies that when the women entrepreneurs are motivated to do business, it signifies their intention of becoming an entrepreneur. the second path, entrepreneurial motivation and entrepreneurial alertness also showed significant influence (.78). this means that entrepreneurial motivation affects the entrepreneurial alertness of the women entrepreneur. third, a significant influence of entrepreneurial alertness to entrepreneurial opportunity of the women entrepreneurs(.29). this implies that when women are entrepreneurially alert, they eventually saw great opportunity in doing business online. ( indicates significant paths; ----> indicates non-significant paths) figure 2. standardized values of the hypothesized model fit however, there are two insignificant paths in this model as shown by a regression estimate of 0.01 of entrepreneurial alertness to the intention. this implies that women may be alert to business ideas yet their entrepreneurial intention may not necessarily be affected. meaning, alertness to business ideas may not last for long or may not fully develop into a profitable venture. the second insignificant path is the influence of entrepreneurial opportunity to entrepreneurial intention (0.09). the result implies that while there may be lucrative opportunities in making money online (facebook, twitter, instagram), the entrepreneurial intentions of women to do business permanently may not necessarily become possible. others might just find good opportunities in an instant but may not last longer because they may lose interest in it. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 116 │ issn 2580-0981 (online) the significant influence of entrepreneurial motivation towards entrepreneurial alertness, opportunities and intention is in parallel with the work of solesvik (2013) who showed that entrepreneurial motivation is directly associated entrepreneurial intention; kirzner’s (1985) work are in parallel with the results as well as with hou (2008) concluding that motivation affect entrepreneurial alertness. on top of that, sirén, parida, patel, and wincent (2019) provided that alertness is associated with human motivation next, entrepreneurial alertness has significant path towards opportunity but insignificant towards intentions, meaning, ea has indirect effect in ei and it can only affect ei in combination with eo. this result has been clearly supported by the fact that irrespective as to how "exactly" one may have "recognized" an opportunity, entrepreneurial alertness could not be expected to result in entrepreneurial action without passion (mcmullen & shepherd, 2006). furthermore, entrepreneurial alertness is significant towards opportunity, yet insignificant towards intentions. while neneh (2019) and van gelderen, brand, van praag, bodewes, poutsma, and van gils (2008) supported the ea to ei path, but the insignificant path towards entrepreneurial intention was explained by samo and hashim (2016) indicating that since entrepreneurial alertness may only influence the attention stage during personal decision-making process, so if the person is alert, he may build the intentions for seizing the entrepreneurial opportunities. lastly, the insignificant association of opportunities towards intentions contradicts the study of matricano (2016) and farsi, arabiun, and moradi (2012) which concluded that entrepreneurial opportunities are anticipated to affect the intention to engage in an entrepreneurial activity. characterization of the constructs by the women the participation of women in revolutionizing the entrepreneurial landscape within the digital spectrum in the philippines did not just empower them economically, rather it boosted their social and moral spirit especially when most people find entrepreneurship as a male-dominated career. to substantiate the quantitative results of this study, several women entrepreneurs were asked on how they would characterize the 4 constructs considered in this paper. first, the women were asked about how do they define entrepreneurial motivation and two themes that emerged: family and peer support and aspirations for financial security. first, women ventured into online selling as they are motivated to pursue this profession by their family and friends. for instance, niev commented: i feel motivated to put up a business because of my kids. another is when i get support from my family, friends, and customers from social media marie also added: what motivates the businessman to continue is a support system, or a need to keep doing business for the family another theme that emerged is all about aspirations for financial security, women are compelled to venture into online selling because this may allow them to be economically stable, especially during tough times. in fact, princess pointed out that: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 117 issn 2580-0981 (online) entrepreneurial motivation is the bills i need to pay. my financial needs become my motivation to be consistent in posting in social media groups so that a lot of people will see the items for sale this is a clear manifestation that by venturing into online selling, the financial aspirations (more wealth, stability, security) of women digital entrepreneurs can possibly be achieved. for the construct, entrepreneurial alertness, there are two themes that transpired: awareness and market inquiry. women entrepreneurs defined alertness as “being aware of the popular culture” as well as being aware of the risks that is why an entrepreneur has to take precautions whether in investing in new businesses or catering new market segment. as a matter of fact, marie explained: i understand it as precautions or warning that one should see to be able to make assessments and plans on your business to avoid failure mae further commented: these are the things that you must evaluate whether profitable for your business or not however, there are women entrepreneurs who define it within the concept of awareness but point out to a more substantiated and practical insights leading to the second theme, market inquiry. women thought of entrepreneurial alertness as the ability to being literally become “alert” to what the customer wants/need through a simple survey or research. princess gave an example: i studied first who will be the target market that can give me more profit. i also have to consider that posting in social media will greatly help for the third construct, there were two themes that were developed: market trends and customer preferences. women digital entrepreneurs rationalized that entrepreneurial opportunity arose from what are the 'trendy' or popular in the market. just like in physical stores, once you ventured into online selling you must survive and exploit every entrepreneurial opportunity available. ann clearly stated that: sell items that are in demand in the market. in that way, you can earn for sure niev also pointed out: discover business or items/products that are trendy or popular in the market consistent with the previous theme, women entrepreneurs emphasized that entrepreneurial opportunities can be fully exploited by understanding the needs and preferences of your target market. theoretically, this is a parallel concept to market segmentation. as cherry recounted: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 118 │ issn 2580-0981 (online) listening to my customers’ needs or requests give me the idea on what to sell next time and how many customers are likely to buy it princess also confirmed: being prompt/ alert to respond to customers is also an opportunity to close deals for the last construct, entrepreneurial intention. a lone theme emerged: personal will. according to the accounts of the women entrepreneurs, intention is a personal will to plan and organize a profitable enterprise. along with other factors, this is more on the personal willpower to initiate an action (entrepreneurial activity). arlene confirmed this by saying: i understand it as a plan to create a new business. like me, i plan to sell through social media because it is the trend the characterization of women digital entrepreneurs on the four constructs considered in this study is not just critical for the development of new knowledge in the entrepreneurship literature, it is also vital on advancing our understanding on the role of women in revolutionizing digital entrepreneurship and exploiting lucrative opportunities in the digital landscape in developing states such as the philippines. insights about the hypothesized regression model the results for each path was explained, and the entrepreneurs were asked whether they agree with the results. for the purpose of clarifying their insights, a common reason was presented in the form of theme to highlight why they have agreed to the results of the quantitative analysis. first, the women digital entrepreneurs were asked about their views about the significant influence of entrepreneurial motivation to alertness, opportunity, and intentions. the women agreed on these relationships, and the most common reasons that emerged is personal desire. according to them, entrepreneurial motivation is a form of personal desire to where it can significantly impact alertness, opportunity, and intentions. as reiterated by princess: em is the self-motivation and/or inspiration of the person doing business maria also extrapolated: i would agree that em has significant relationship with ea because as what i have said earlier if u have that goal, or if u have that drive in starting up a new business, you have upon looking into their statements, women entrepreneurs put great emphasis on the reason that em influences ea, ea, and ei because it is a personal desire that emanates from the entrepreneurs themselves. second, the significant path of between entrepreneurial alertness towards entrepreneurial opportunity and the insignificant towards entrepreneurial intentions have been explained by the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 119 issn 2580-0981 (online) women entrepreneurs. they have pointed out that the more an individual is aware (ea) about the environment and the customer preferences, the more opportunities that come along their entrepreneurial journey. with these, when viable entrepreneurial ideas are screened and evaluated, it then provides an chance for the entrepreneurs to seize the entrepreneurial opportunity. taking from her own personal experience, maricar confidently noted: i agree that ea only affects ei if combined with eo. because eo helps to make a plan (ei) by giving ideas on how to grow your business or change your products into ones that will fit into the market. those ideas will then be evaluated (ea), to see if doing those ideas are necessary to do in order to expand the business the insignificant path of ea towards entrepreneurial intention was carefully explained by mae saying: i believe that ea has no relationship with ei because ei means the plans you have for the future which you got from the ideas provided by eo the significant path of entrepreneurial opportunity towards entrepreneurial intentions has been unanimously agreed by the women entrepreneurs. they claimed that the entrepreneurial opportunities provided by or present in the social media (be it a necessity or created wants) highly ignite the entrepreneurial intentions of women. this then creates an opportunity for them to establish their social media account that is intended for selling. lastly, entrepreneurial motivation had a strong direct effect on entrepreneurial intention, meaning, em increases the intention of women to become an entrepreneur. the common denominator that the women entrepreneurs pointed out here is the stakeholder’s support. this support comes from their respective family, friends, and acquaintances online. their social media presence has allowed them to connect with various contacts which helped them, in one way or the other to get motivated to truly pursue their entrepreneurial intentions in the long run. in fact, arjen confirmed: i agree that em has a greater effect to ei than eo has to ei. even if a lot of opportunities are presented to you, if you don’t feel inspired to take action, then you will not realize the things that must be done. if you are not motivated, you will not be able to perform the ea, too insights on the generated model based on the generated model, women entrepreneurs were asked about their final impressions of the generated model. there is only one common insight that the women entrepreneurs have provided: motivation drives the entrepreneur to materialize their entrepreneurial intentions. this corroborates with the statistical results showing a direct significant influence of entrepreneurial motivation to intentions. the women digital entrepreneurs qualified that for an entrepreneur to fully materialized their intentions to sell online, one must have international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 120 │ issn 2580-0981 (online) a strong drive to do so and such drive must be the ‘entrepreneurial motivation’. in fact, maria underscored: em is necessary because it is the aspect where your-self as the entrepreneur, the community, the work, and the market belong kay further stressed that entrepreneurial motivation harmonizes all other three elements, namely ea, eo, and ei: em is needed to perform the other three. if there is no market/customers, which is in em, then there you cannot conduct a survey. you cannot discover, and you cannot go on with the plan, without em. these are necessary for a successful business princess also gave her honest remark and said: motivation is really the main factor. you have to be motivated with yourself and with your products, as well. business is not easy, but if you are self-motivated, opportunities and intentions will just come around table 2 shows the results of the two phases in this study. based on the findings of both quantitative and qualitative phases, the status of entrepreneurial motivation, entrepreneurial alertness, and entrepreneurial opportunity were described as high which signifies that those constructs were oftentimes manifested by the women digital entrepreneurs. entrepreneurial intention is sometimes manifested, yet all these factors are of high importance to the women entrepreneurs. secondly, the significant influence between em to ea (.78); em to ei (.62); em to eo (.64); ea and eo(.29) and the insignificant paths: ea to ei (.01) eo to ei (.09) have been confirmed by the women entrepreneurs by validating in the qualitative portion of the study. table 2. quantitative and qualitative data analysis research area quantitative phase qualitative phase nature of integration 1. status of entrepreneurial motivation, entrepreneurial alertness, entrepreneurial opportunity, and 1.1 status of entrepreneurial intentions -means of each construct ranges from 3.60 to 3.72 or high level which indicate that respondents oftentimes manifested these items. -mean is 3.33 or moderate level, sometimes manifested. -informants/participants considered all four variables as “very important” -connecting, merging (confirmation) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes │ 121 issn 2580-0981 (online) research area quantitative phase qualitative phase nature of integration 2. significant influence between variables significant paths: em---->ea (.78) em---->ei (.62) em---->eo (.64) ea----->eo (.29) insignificant paths: ea---->ei (.01) eo---->ei (.09) -the participants agree on the quantitative results -connecting, merging (confirmation) 3. the generated model results showed that entrepreneurial motivation, entrepreneurial alertness, entrepreneurial opportunity and entrepreneurial intentions are interrelated with each other. the women digital entrepreneurs singularly pointed out that entrepreneurial motivation is the driver of entrepreneurial intentions. -connecting, merging (confirmation) finally, women digital entrepreneurs unanimously pointed out their general impressions on the generated model: they singularly pointed out that the entrepreneurial motivation is the driver of entrepreneurial intention. conclusion structural modeling analyses showed that all the constructs in the model were precisely explained by their respective factors significantly. both structural regression and measurement models showed that the data fit well. as to the qualitative phase, the informants confirmed and substantiated the quantitative results as shown by their respective themes, thus the nature of integration is connecting-merging(confirmation) which connotes that women entrepreneurs have copiously agreed that the statistical inferences reflect these four entrepreneurial traits: entrepreneurial motivation, entrepreneurial alertness, entrepreneurial opportunity and the same nature of integration for the final generated model, however, only entrepreneurial motivation was given primary emphasis denoting that the entrepreneurial intention of women digital entrepreneurs can be fully manifested in conjunction with the presence of strong entrepreneurial motivation. practical and theoretical implications the results of this research undertaking allow me to arrive at two significant insights which we believe would be beneficial to our understanding of the role of women in the entrepreneurship landscape in developing states. first, understanding entrepreneurial intention is pivotal as to how we construct our appreciation of women entrepreneurship in the light of the digital era as this is also a way to promote and cultivate the entrepreneurship culture in our country. while our country may not be at par with the first-class economies and market leaders in digital entrepreneurship, it international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 108126 exploring the entrepreneurial intentions of women in the context of digital entrepreneurship ecosystem jonathan c gano-an, gloria p gempes 122 │ issn 2580-0981 (online) is crucial that we should expand our knowledge about its systems, process, and structures, as this may have implications on the trends, practices, and even policies in the years ahead. the enormous entrepreneurial passion and the astonishing motivation of women digital entrepreneurs are extremely laudable. combining economic aspirations (prosperity) and familial drive (the need to support them) to venture into selling online are some of the unique combinations of reasons why they choose to sell online. while it is true that women have already gained a spotlight in a seemingly male-dominated profession, can we allow their work and contribution to society just end there? perhaps, this question will lead us to act on the next best move to finally bring them to the limelight a sound policy for digital entrepreneurship. second, the existing programs and projects initiated by various agencies that promote entrepreneurship and support entrepreneurs at all levels in this country have actually shared a substantial amount of help, even for those starting from scratch. yet, the country still needs to realize some other goals in order to be competitive and at par with the other states in the region. the digital marketplace in the philippines is a new platform both for consumers and entrepreneurs; while our laws continue to protect the rights of the former, we think it shall also include strong protection on the side of the entrepreneur. of course, we do not want the long years of hardships by these entrepreneurs just wasted or at worst vanish the entrepreneurial spirit. after all, the country acknowledges them as one of the viable drivers of overall economic and social prosperity. the presence of women entrepreneurs in the digital marketplace is a manifestation of the entrepreneurial prowess that they possess. limitation & further research this study solely focused on understanding the entrepreneurial intentions of women based on the pre-determined criteria, and the generalizability of the findings may only be limited to them. also, as those women entrepreneurs who are selling online are the ones being highlighted here, the materiality of the conclusions may only be limited to them, which excludes the women entrepreneurs who 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(2011). gender effects on risk-taking of entrepreneurs: evidence from bulgaria. international journal of entrepreneurial behavior & research. microsoft word 25. 670. ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 129-145 corresponding author glen.cortezano@lspu.edu.ph; rvmaningas@lspu.edu.ph; albertyazon@lspu.edu.ph doi: https://doi.org/10.31098/ijmesh.v4i2.670 research synergy foundation lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano1, rolando v. maningas2, alberto d. yazon3, lerma p. buenvinida4, consorcia s. tan5, victoria e. tamban6 1, 2, 3, 4, 5, 6laguna state polytechnic university-los banos campus, philippines abstract this study focused on exploring and capturing the essence and meaning of the lived experiences of educators engaged in continuing professional development in the new normal. the study followed a qualitative research design and used the transcendental phenomenological processes. based on the testimonies gathered from the participants from seven different countriesphilippines, usa, panama, peru, pakistan, nigeria, and morocco they revealed that as a result of the continuing professional development during the pandemic, they had manifested adaptability and innovation to meet the demands of the current situation. with the forced transition from face-to-face interaction to remote learning, they have tried their best to maintain a balance of digital and life skills. participants also engaged in cpd in order to achieve creativity and resourcefulness to deliver and meet students' quality learning amidst pandemics. they are also considered as blessings and great opportunities for the connection and collaboration established with educators around the world during this time of covid19. they also achieved a passion for an ever-learning mindset and satisfaction through cpd. participants expressed that the mindfulness and wellbeing of teachers should be set as priorities for their engagement to cpd in the new normal. the researcher recommends that the policymakers review and revisit their program for cpd training of the teachers during this period. heads of the education sectors may also benchmark the cpd training plan of this study and conduct needs analysis to provide the most appropriate training for the teachers based on their needs, skills, and interests. keywords: continuing, development, educators, new normal, professional this is an open access article under the cc-by-nc license. introduction teachers' professional development is described as "activities that improve teachers' skills, knowledge, expertise, and other teacher characteristics" (oecd, 2009, p.49). according to levin (2014), professional learning is a more apt concept for professional development these days because it is "ongoing, always intense, and often centered on enhancing student learning." due to the current situation, the covid-19 pandemic, which is considered the major global pandemic for the last 100 years, teachers’ professional development has been greatly affected. the pandemic has brought extraordinary challenges and has affected the education sectors all over the world. for more than a year now, each country is still implementing plans and procedures on how to contain the virus as the infections are still continually rising. since january 30, 2020, the philippines has faced a critical situation due to covid-19 pandemic. the higher education institutions, along with the department of education's (deped) primordial concern, was to avoid and limit the risks of the infection of the academic community. the implementation of the community quarantine led to the postponement of the conduct of classes and other face-to-face activities. the challenge now is how to continue teaching and learning beyond face-to-face instruction. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 130 educational institutions in most parts of the world have physically closed with students and faculty forced to shift from traditional to distance learning and working from home. with this drastic change, the education sector faces an unprecedented challenging situation, especially the students and faculty members. people's lives and routines have dramatically changed as they continue this ongoing battle with the covid-19 pandemic. however, it is fair to say that despite the educational disruption, the education sector has not been fully jolted due to digital convergence and the online education revolution. the year 2020 marks the history in education. the forced transition of many traditional classes and activities to an online digital learning environment may result in the longer-term adoption of remote working and learning (qadir 2020). globally, teacher education programs are designed to provide educators with the certification and competencies required in their professional careers (rao, 2004). institutional management intentionally creates in-service training opportunities to ensure quality teaching and faculty retention (ali, 2008). guskey (2002, p. 381) emphasizes the importance of professional development, saying, "high-quality professional development is a central component of virtually every modern plan for improving education." similarly, according to seyoum (2011), educational changes will only succeed if "teachers are equipped with subject matter expertise and an evidence-and-standards-based range of pedagogical skills" (p.381). given the key importance of professional development programs for the successful realization of any educational transformation, school staff's quality of learning activities is a major issue in both policy discussion and educational research (wilson & berne, 1999). as the world begins to relax some of the strict measures that have been in place, the only certain thing is that the ‘new normal’ will not be the same as before. for this reason, the researcher saw the big challenge that lies in what new skills do educators need to support the students and how they can continue to develop as professionals in the current situation. with the shared practices and experiences of educators from different countries such as the philippines, usa, panama, nigeria, pakistan, morocco, and peru leading professional development, the academic leaders in any education sector can gain various strategies on how to provide continuing professional development for teachers during this new normal. in order to explore and understand the lived experiences of educators engaged in continuing professional development in the new normal, the researcher formulated the following research questions: 1. how do the educators describe their experiences as regards the challenges encountered on continuing professional development in the new normal? 2. how do educators perceive continuing professional development in the new normal? 3. what themes emerge from the testimonies shared by the educators on continuing professional development in the new normal? 4. based on the findings and reflections, what continuing professional development model for educators can be provided? literature review as covid 19 pandemic may result in the longer-term adoption of the new normal, teachers and students face the challenge of sustaining and maintaining the teaching and learning process. the teachers on the onset of a pandemic have been trying their best to equip themselves with the necessary skills and knowledge needed in the new setup for the delivery of instructions. teachers have been engaged in online training, webinars, online courses, self-directed learning activities to keep themselves updated. these online engagements of teachers became their avenue for continuing professional development in the new normal. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 131| continuing professional development in the philippines continuing professional development is strongly promoted in many countries in the developed world. the philippines, among the asean member states (ams), is unique in implementing its continuing professional development (cpd) policy among its professionals. it is the only ams country that requires cpd compliance for the renewal of the professional identification card of its professionals (david 2020 professional regulation commission, republic of the philippines). resolution no. 1240 series of 2020 section 3, article i of republic act (r.a) no. 10912 or the cpd act of 2016 defines continuing professional development or cpd as the inculcation of advanced knowledge, skills, and ethical values in a post-licensure specialization or an inter-or multidisciplinary field of study, for assimilation into professional practice, self-directed research and/or lifelong learning. however, due to the corona virus disease 2019 (covid-19) crisis, the president issued proclamation no. 922 (s.2020) declaring a state of public health emergency throughout the philippines and proclamation no. 929 (s. 2020) declaring a state of calamity throughout the philippines. cpd providers cancelled their planned program offerings, including conventions, conferences, and other types of mass gatherings, which are important ways for practitioners to keep up with their cpd requirements and may not be available during the covid-19 crisis. this resolution suggests other ways of cpd compliance, such as self-directed learning activities, informal and professional work experience, and online training activities, which may also be availed of by professionals. the mandatory cpd in the philippines was introduced through the republic act (ra) 10912 or the cpd act of 2016. the cpd law's main goal is to encourage, upgrade, and strengthen the skills of filipino professionals in the country. (2). the cpd law requires all regulated professions, including teachers and other professionals, to obtain cpd credit units as a mandatory requirement for the renewal of the professional identification card (pic). there is consensus among scholars that professional development is linked with ongoing education or continual learning. r.a. no. 8981, or the prc modernization act of 2000, empowers the commission to administer, enact, and execute regulatory policies in the philippines. the state recognizes the important role of professionals in nation-building and promotes the sustained development of a reservoir of professionals whose competence has been determined by honest and credible licensure examinations and whose standards of professional service and practice are internationally recognized and congruent, according to section 2 of this act, "statement of policy." the professional regulation commission resolution no, 1032 series of 2017, implementing rules and regulations irr of republic act no. 10912, known as the continuing professional development (cpd) act of 2016. to make higher education institutions responsive to the changing nature of education among them, public scrutiny of the quality of teaching and increasing demands for quality graduates by professional bodies and employers, the commission on higher education (ched) issued memorandum no. 41, series of 1998 "continuing professional development for teaching staff in higher education institutions, by the pertinent provisions of republic act no. 7722, otherwise known as the "higher education act of 1994". the commission recommends that institutions of higher learning adopt appropriate strategies for international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 132 their teaching staff as to promote a culture of continuous professional learning; all heis, public and private, are enjoined to start with the professional needs and assessments of their teachers. this information can be made as springboards for attractive and interesting continuing professional development (cpd) programs that can help tackle the challenge of quality education. aside from the aforementioned advantages of cpd, filipino teachers have been engaged to cpd even with or without cpd credits. they realized the need for continuing professional development to keep themselves updated with the demands of the current learning and teaching modalities. teachers have been creating webinars and online courses as part of their professional learning and development. continuing professional development in the usa in the usa, associations and professionals are also involved in preparing and implementing cpe. these services are focused on topics that the practice has defined as essential to the profession's well-being and practitioners' progress or as helpful in achieving desired results for the profession's client systems. government departments are also significant supporters and distributors of cpe, with a number of services available. a professionally structured curriculum centered around definite goals, such as seminars, institutes, courses, and lectures, is a more popular type of cpe. these processes, taken together, account for just a limited portion of the lifelong learning that practitioners engage in. they are typically brief and based on a general refresher of technical competencies, a summary of a new topic or set of procedures, or an attempt to implement a new method, experience, or set of practice protocols. in most professions, distance education has had a significant influence, but its effectiveness has varied depending on how the discipline is conducted. computer-assisted and web-based cpe has evolved more quickly in technical and scientific areas than in teaching and social care, where the practice environment is less conducive to the use of technology and technological solutions. continuing professional development in morocco professional learning for teachers and school leaders is a top priority of the national charter for education and training. inspectors of pedagogy play a vital part in morocco's educational system. they plan teacher professional development programs, colloquia, and workshops, among other things, and supervise teachers to enhance teaching and learning within the country's 12 provincial academies for education and training. globalization and free trade negotiations have undeniably been a forwardmoving driver in recent debates regarding the relevance of continuing education and career growth in morocco, according to hasi 2013. the latter has recently been designated as a national priority, requiring morocco to reconsider the goals of its training framework and introduce a number of policies and processes (hassi, 2011). morocco has two essential and complementary structural structures that support employee preparation and growth. organizations may use one or more of these methods at the same time. intersectoral advice associations (giac, groupements interprofessionel d'aide au conseil) operate across sectors to encourage the value of workforce training and to offer professional and financial support to businesses during the processes of training requirements review and plan planning. to establish continuing education practices within moroccan, here are the recommendations 1. a national framework for school-based continuing professional development (cpd) should be developed. this approach is designed to assist teachers in identifying and gaining access to highquality professional development programs that will enable them to reach their maximum potential. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 133| 2. all the elements that make up the national framework for cpd should be fully and adequately described in a booklet. this booklet should describe key aspects of the cpd framework, highlight how teachers can identify their cpd needs, outline the sort of activities that can be recognized as cdp, and answer some of the teachers' frequently asked questions about cpd. 3. a national cpd advisory board should be set up, the mission of which is to establish collaborative communities, collect and record successful cpd practices, develop and make the national framework for school-based framework for cpd available. 4. cpd should be part and parcel of teachers' pre-service training input. 5. all teachers should have an entitlement to research training to develop their role as critical users of continuing professional development-oriented research. 6. all schools should be responsible for participating in a relevant continuing professional development-oriented research partnership for appropriate periods. continuing professional development in panama the panamanian government aims to establish a bilingual community to achieve accelerated economic development and improve citizens' quality of life. as a first step towards achieving this goal, the government established the panama bilingue project to raise national english language teaching standards and increase the number of english teachers working in schools. the credential initiative, which is co-led by meduca and cambridge english, seeks to transform national teacher preparation strategies by incorporating innovative approaches and methodologies and developing a long-term professional development policy. as the first stage in this process, they undertook an analysis of english proficiency and teaching knowledge among a sample of teachers from across panama. from the teachers surveyed, 78 were selected to train as 'expert instructors and were enrolled onto their train the trainer course, an internationally renowned course designed to develop the skills required to plan and deliver teacher training programs. expert instructors went on to run training courses for 500 teachers throughout panama after finishing the train the trainer course. the courses included 200 hours of face-to-face and online instruction, with outstanding learners receiving a cambridge english celt-p or celt-s degree. both celt-p and celt-s are internationally recognized qualifications that focus on developing the practical skills required to teach english effectively. cambridge english is continuing to support the work and vision of meduca and is now establishing an annual training program for english teachers, with further opportunities to achieve established professional development qualifications. continuing professional development in nigeria the training of teachers in nigeria began with the introduction of formal education by the missionaries, babatunde (1999). the focus then shifted to assisting the persons in fulfilling their duties as bible catechists, interpreters, and students. in 1985, formalized teacher professional education, however, began with the establishment of a training school in abeokuta by the church missionary society. teacher professional education programs for secondary schools were introduced during the time that nigerians moved towards independence based on the recommendation of the ashby commission (1956). one of such was the advanced teacher's colleges, now known as colleges of education. they are supervised by the national certificate of education (nce), which is awarded to their graduates. according to oyenike, adesoji, and adebayo (2009) in miefa (2004), there are 72 such colleges in nigeria. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 134 to uplift the standard requirements of under-qualified teachers as earlier experienced led to the establishment of the teachers' registration council of nigeria (trcn) in 1993, which has the responsibility to determine the standards of knowledge and skills to be attained by persons seeking to become registered as teachers (trcn, decree 31, 1993) • compulsory registration of all professional teachers; • make the nigerian credential of education (nce) the minimum compulsory certification for teachers; and • encourage in-service teachers to participate in a mandatory continuing professional education program. the inability to provide a variety of general knowledge training and facilities as needed for all the programs has become a major barrier to effective teacher training and, consequently, the full implementation of the universal basic education (ube). now that the ube is in operation, nigeria is starting to have expanded resources for players in the primary education sectors. this aligns with the global demand for "education for all" (efa), which mandates that all people have access to basic education. continuing professional development in pakistan in pakistan, pre-service training is not a prerequisite for university faculty positions. according to saleem, masrur, and afzal (2014), there are no agreed-upon instructional competencies for university teachers either at a national or provincial level in pakistan. there is still no scheme in place for university faculty to receive in-service instruction. aslam (2011) correctly points out, universities in pakistan lack an adequate career development program because they lack a human resource department capable of developing such policies. according to lid's key goals, "to orient teachers in a particular topic and teaching strategies; to assist teachers in learning knowledge, skills, and techniques about successful teaching; and to motivate teaching staff in universities and degree-awarding institutions with the new tools, pedagogical skills, and techniques about their disciplines" (hec, 2017). despite all these developments regarding the professional development of faculty, university teachers’ participation in cpd activities is not mandatory. it is observed that limited research has been conducted in pakistan to look into the issues related to the professional development of university teachers. researches such as (e.g., gujjar et al., 2010; hussain, 2004; sultana, 2010) have concentrated on schoolteachers' teaching and professional development. sultana (2007) sought to evaluate the need for the professional advancement of college teachers as one of the few forms of a study performed on faculty development in higher education institutions. in his doctoral research, ali (2008) analyzed the need and proposed faculty development programs for universities of pakistan. in their study, saleem, masrur, and afzal (2014) investigated the effect of professional development on enhancing the knowledge level of university teachers in pakistan. aslam (2011) also looked at the problems and obstacles that public universities in pakistan face when it comes to career growth. continuing professional development in peru in peru, teacher reform began in 2012 with the approval of the new teaching career law. it originally was called the "peru teacher plan" and had four components: the teaching career, implementation of an in-service training program, a system of incentives and stimuli, and development of strategies for teacher participation in the design and evaluation of education policies. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 135| in october 2013, there was a change of minister, and some aspects of the reform were subsequently modified. it was given a new name, the "integral policy for teacher development," and reduced to three components. the teaching profession component was retained, but the engagement component was removed, and the other two were increased. teacher training included in-service training and initial education of teachers. the package of incentives was reorganized into more comprehensive teacher welfare schemes. the objectives were not changed substantively. the general sense was preserved, and the reform's key goal is to enable teachers to contribute to their professional learning while also encouraging creativity and the development of pedagogical skills. legal and scientific tools support the reform's adoption. the teacher evaluation scheme and professional welfare policies are the technical tools. the purpose of the study was to explore the experiences of the local and international educators on providing and facilitating continuing professional development in the new normal. this study would help the academic leaders to benchmark, plan and design the most appropriate and timely professional development for teachers, which is limited to the current situation. this study would also help them to reflect on the importance and relevance of technology integration as the need for continued learning increases for teachers to develop new skills and instructional practices that incorporate technology in meaningful ways. this research would contribute to the leaders of the higher education institutions, as they can generate new ideas and various strategies on how to provide continuous professional development for teachers during this new normal. this would also help establish international collaborations and linkages, which would open opportunities for research and other professional development activities and projects for the educators. this study focused on listening to the voices of the educators on their experiences on continuing professional development in the new normal. from knowing and understanding the lived experiences of the educators on providing cpd, the researcher crafted a continuing professional development in the new normal training plan. this plan served as a guide that the institutional leaders could use, academic heads, deans and associate deans, and human resources management office in designing and planning for learning and training opportunities for continuing professional development for educators. as referred to in this study, the continuing professional development consists of online training and courses, webinars, online collaboration, and self-directed learning engaged by educators. thus, this transcendental phenomenological study focused on understanding the lived experiences of educators leading and facilitating professional development in the new normal. capturing the essence of how these educators pursue continuing professional development amidst the pandemic was one of the main goals of this study. this study also explored how and how the educators used to conduct professional development despite the disruption. research methods international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 136 this research study focused on the lived experiences of the educators as their collective voices were heard through the research design. i collected data directly from the phenomena under study (creswell, 2007). in this study, the phenomenon of educators engaged in continuing professional development in the new normal was explored. this qualitative research study included an in-depth analysis of the reported and shared experiences and testimonies of the participants. the following were the transcendental phenomenological process i considered and used in the treatment of qualitative data analysis. 1. i conducted synchronous individual interviews, asynchronous interviews through google form, and online focus group discussion. all the online interviews were conducted via zoom with considerations to the participants' convenience and preferred time zone. after conducting the interview, i, myself, transcribed in verbatim all the shared experiences of the participants. i validated their interview responses from the results of their asynchronous interview. after the transcription, i conducted the second interview, the focus group discussion, which aimed to follow up questions and explore more meanings to the participants' lived experiences. the transcriptions were then submitted to each participant for validation and confirmation of their shared testimonies. 2. i practiced setting aside my preconceived ideas on the phenomena (epoche). i listed and bracketed all my preconceived ideas, biases, and judgment. my personal experiences on the phenomenon were also revealed in the study. throughout the process, i observed this approach so i could set aside my views of the phenomenon and focus on those views reported by the participants (moustakas, 1994). this also helped me to remain fresh and new in observing the phenomenon. 3. the next step in this phenomenological study was a phenomenological reduction. i identified significant statements/horizons (horizonalization) in the database from participants and treated them with equal value. specific statements in the transcript that described the participants' views and experiences related to his/her lived experiences on continuing professional development in the new normal were identified and numbered referred to as horizon. 4. after reviewing that all the horizons have met the requirements, i carefully examined all the invariant constituents and the interconnectedness of each quality. i remained practicing the phenomenological process of epoche to ensure that participants' descriptions and not my perception were considered throughout the data analysis. then, i clustered these statements into meaning units and themes. from each of the significant statements of the participants, i generated 56 initial themes. each of the initial themes was related to continuing professional development. some of the themes were derived from the exact word of the participants. in this process, i used vivo coding. in vivo coding is a form of qualitative data analysis that emphasizes the actual spoken words of the participants. in vivo coding is championed by many for its usefulness in highlighting the voices of participants and for its reliance on the participants themselves for giving meaning to the data. (manning 2017). i used this to make sure that the participants' actual experiences were reflected. 5. the next step was i examined these statements and initial themes and cluster them into sub-themes. in this manner, i derived 32 sub-themes from the initial themes. 6. after extracting sub-themes from initial themes, the next step was to check and review sub-themes and cluster them into final or main themes. in this step, all similar ideas were grouped. i maintained international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 137| that the sub-themes and main themes reflected the actual lived experiences of the participants. the main themes were generated from the shared testimonies of the participants. to fully describe the phenomenon, a discovery of similar themes among different participants added to the rich, descriptive analysis of the phenomenon. abstract concepts were not used as themes to ensure that i had derived the correct and appropriate themes from the participants' shared experiences and testimonies and become true in the essence of reflecting their actual experiences; the six generated themes were peerreviewed by three qualitative researchers and the participants themselves. 7. next, i synthesized the themes into a description of the experiences of the individuals (textual and structural descriptions). then, i wrote individual textural descriptions for each participant. verbatim statements of the participants were lifted, and i prepared the narrative representing the participant's experience with the phenomenon. 8. then, i constructed a composite textural description of the meanings and the essences of the experience. the composite textural description focused on a group description of the participants' lived experiences on continuing professional development in the new normal. 9. i also prepared individual structural descriptions for each participant. i integrated the structural qualities and themes into an individual structural description. i discussed the experiences, challenges, and perceptions on engaging in the continuing professional development in the new normal. 10. then, i prepared the composite structural description. i strived to give meaning to the setting and context in which the phenomena were experienced (moustakas, 1994). using the themes, i wrote the structural description of the individual’s experiences. structural description discussed the meanings the individual attached to their lived experiences on continuing professional development in the new normal. 11. then, i synthesized the composite textural and structural descriptions meanings and essences of the experiences. the composite description represented the meaning of the participants' experiences involved in the study. i presented the six main themes using a thematic framework as suggested by kiurkow 2020. he mentioned that the researcher could present her themes in a way she prefers, like using tables, diagrams, or plain text. researcher’s epoche/bra cketing phenomenological reduction horizonalizatio n (listing of significant statements) invariant qualities and themes (identifying initial themes from horizons) clustering themes (deriving subthemes to final themes) write-up of the individual textural description of experiences write up the composite textural description of experiences imaginative variation essences international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 138 individual structural description composite structural description syntheses of composite texturalstructural description figure 1: transcendental phenomenological process (moustakas 1994) findings and discussion after collecting and analysing the shared experiences and testimonies from the participants from seven different countries, the following terms emerged from their testimonies: the six main themes described the aspect of the actual experiences shared by the participants. as part of the continuing professional development during the pandemic, the participants have manifested adaptability and innovation to meet the demands of the current situation. participants perceived that the new normal was challenging and very different. they also felt that there were a lot of challenges due to the sudden shift, but due to their engagement with continuing professional development, they have learned to manage and adjust. the theme that emerged from the participants' testimonies implied that educators were trying their best to equip themselves with the skills even though it may be difficult for them. their engagement to continuing professional development in the new normal helped them adjust to the situation. it also helped them use innovative tools and find activities and ways to deal with the teaching and learning in the new normal. with the forced transition from face-to-face interaction to remote learning, the participants have tried their best to maintain a balance of digital skills and life skills. based on the testimonies of the participants and shared experiences during the interview, they have attended and facilitated various training and conferences on digital literacy skills, the use of tools and apps, and other online platforms. they also perceived that they also had attended other training which was not technology-related but focused on developing life skills. the second theme that emerged from these participants' narrative experiences proved that with the forced transition from face-to-face interaction to remote learning, the participants had tried their best to maintain a balance of digital skills and life skills. they also believed that cpd training for teachers should not only focus on developing digital skills but should also consider other life skills. they perceived that teacher should be taught as well of managing tools and how to handle themselves in front of cameras. they believed that there should be a combination of teaching the tools and helping the teachers manage stress and anxiety in using the tools to help teachers become mentally, emotionally, and spiritually healthy. due to the current situation, participants engaged in cpd to achieve creativity and resourcefulness to deliver and meet students’ quality learning. they revealed that due to the current situation, they engaged in continuing professional development training to learn more tools and applications and enhanced their creativity and resourcefulness, which they can integrate into their classes and which they can use in facilitating professional development activities. they believed that this creativity and resourcefulness were also the shared skills during the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 139| conduct of their cpds for teachers. they believed that they also had imparted these skills by giving them innovative ideas and providing them with different resources. all of the participants believed that most of the online engagement of teachers was in the form of webinars. they perceived that teachers have considered webinars as a form of professional development training that helped them improve their skills. as part of resourcefulness, there were participants who revealed that they were able to do more international collaboration on continuing professional development through a covidrelief grant which provided them financial assistance and helped them meet some of their cpd needs and somehow served as motivation and reward to pursue cpd amidst pandemic. considered as blessings and a great opportunity during this time of pandemic was the connection and collaboration established. all of the participants believed that there was a lot of teachers' collaboration and creation of community practice and support groups that emerged during this time of crisis. they perceived that engagement and collaboration among educators were the results of the new normal. they considered connection and collaboration as a blessing and great opportunity during this time of the pandemic. all of them felt and realized the need to establish connections and rapport among educators across the globe. they believed that through interaction with other people, they also learned and improved themselves. all of the participants saw the significance of online collaboration and establishing a community of practice during this difficult situation. what the pandemic has brought the participant was their passion for an ever-learning mindset and achieving satisfaction in their continuing professional development. all of the participants perceived that through continuing professional development, teachers were being helped and encouraged to learn to adapt to the new normal to perform better. they believed that teachers were integrating the skills they learned from their training into their classroom teaching. they also viewed that teachers used their training for their continuous self-improvement. all of the participants showed their desire for continuous learning and optimal growth and development. they perceived that cpds helped them to grow personally and professionally. they felt that they should continue to learn and engage more in the different professional development training. all of them realized that they gained satisfaction in improving their skills and potentials through continuing professional development. they also believed that cpd also helped them develop their leadership skills to help other educators develop their skills and potentials. all of them expressed respect to those teachers who pursued professional development amidst the limitation brought by the covid 19 pandemic because of their passion for learning something new and for equipping themselves with necessary skills and competencies. just like the seasoned teachers, they believed that they were trying their best to learn something new as if they were striving and aiming for professional development and for academic excellence too. maintaining and sustaining mindfulness and wellbeing was believed by the participants to be an important priority in their engagement to cpd in the new normal. all of the participants believed that teacher's social and emotional learning self must not be taken for granted when conducting cpd. they also felt that teachers, aside from learning digital tools and enhancing digital skills, must also be supported with training that would help them grow emotionally, physically, and spiritually. all of the participants realized the need to empower teachers through selfcare and wellness. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 140 aside from the theme that emerged, the testimonies of the participants also led to the development of a training plan on continuing professional development for educators in the new normal focused on the training on specific skills, competency, and aspects as suggested by the participants. this training will be concentrated on teachers’ wellbeing and mindfulness, self-directed learning, interactive competence, and digital literacy skills training. this training plan was consisted of: area 1: cpd overview and process (cop). this area covers the introduction and overview of the cpd and the cpd framework. it also includes the management of resources, goals, and objectives, and the target beneficiaries. area 2: cpd needs analysis plan and cpd cycle (cnac). this area includes the pre-assessment of the training needs. it also discusses the need analysis part and the cycle of cpd, and the training flow and process. area 3: priority skills and competencies training plan (psc). this area includes the contents and instructional plan area. this covers the priority skills and competencies for training as well as the instructional design, methods, and strategies of the training plan. the following components of training are on teachers’ wellbeing and mindfulness, self-directed learning, interactive competence, and digital literacy skills training. area 4: monitoring, evaluation, sustainability, and impact area plan (mesi). the last part of the training plan focuses on the monitoring and evaluating of the training itself and its outcome. this also includes the monitoring of the sustainability and impact of the training conducted among teachers in the new normal. the majority of the participants expressed that their experiences in teaching in the new normal were challenging and different. however, their testimonies also revealed that despite challenges, their experiences were also fun, productive, and rewarding and that they learned to manage and adjust to the situation through their engagement with continuing professional development activities and training. as specified by qadir 2020, the physical closure of most of the schools has forced both the students and teachers to shift from traditional to distance learning and working from home. this was an unprecedented challenging situation faced by the education sector especially affecting the students and faculty members. due to covid – 19 pandemic, the lives and routines of people have drastically changed. however, the education sector has responded to this situation by looking for possible ways not to hamper the teaching and learning process. this covid -19 pandemic will mark the history of the forced conversion of many traditional classes and activities to the online learning environment. this may result in the longer-term adoption of remote working and learning. the participants themselves engaged in continuing professional development that supported them for ways and means to support teaching and training in the new normal. the majority of the participants conveyed that the technical aspects like internet connection, internet cost, speed, and devices were the biggest challenge on their engagement to professional development in the new normal. however, they pointed out that teachers were showing their eagerness and willingness to learn despite the connection issues. based on their shared testimonies, they dealt with the teachers having a different mindset, who struggled to trust and show willingness in engaging international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 141| themselves with the continuing professional development in the new normal. the majority of them revealed the different mindsets of teachers in terms of engagement in continuing professional development in the new normal. all of the participants have attended virtual professional development training and online courses. the testimonies of the participants implied that all of the participants were deeply and actively engaged in attending and facilitating professional development. aside from looking for professional development opportunities, all of the participants have created different training and workshops for their professional growth and eventually shared as well with other educators. one thing which was also common to all the participants was that they voluntarily and freely shared with other educators the knowledge, skills, and opportunities they had gained from continuing professional development. all of the participants also emphasized that they were able to connect and collaborate with other different educators across the world through professional development activities. based on the participants’ experiences and testimonies on attending and facilitating professional development in the new normal, all of their engagements used and integrated digital technology tools and online platforms. all the participants have manifested full engagement in professional development in terms of attending professional development training, webinars, and online courses and at the same time in organizing and creating various cpds for teachers. the findings above are supported by a recent international review that concludes that teachers must become 'active agents of their own professional growth' (schleicher, 2012:73). this could be possible if teachers apply reflective practice dewey (1993), which is the ability to reflect on one's actions to engage in the process of continuous learning. reflection is mental processing that is used to fulfill a purpose to achieve some anticipated outcome. the ability to reflect on what, why, and how we do things and to adopt and develop our practice within lifelong learning makes up a good teacher. one way to do reflective practice is to engage in a professional learning experience. these professional learning experiences can be a catalyst for reflecting on practice individually or with others. professional learning experiences may be through joining a network, participating in professional learning programs, attending conferences which may constitute the continuing professional development programs. in addition to the participants' full engagement in professional development, they also demonstrated excitement and eagerness to share ideas, knowledge, skills, and learning opportunities to educators not only in their local places but also to teachers around the world. the majority of the participants revealed that they gained improvement of skills and potentials through professional development. the participants also described their engagement in professional development as having the opportunities to build connections with international communities. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 142 notably, collaborative learning is most likely to be effective where attention is paid to developing trust, building on existing relationships and networks, recognizing respective roles and contributions, ensuring knowledge meets local needs and addressing competing priorities (sebba, kent & tregenza, 2012). in this study, collaboration with and among the educators was made possible through their online engagement in cpds. participants created these collaborations with educators to share the same experiences and learnings. the participants’ experiences in engaging to the different professional development for teachers in the new normal revealed these four subthemes: teachers’ mindset in engaging to continuing professional development, use of different platforms for webinars, online courses and training for professional development, high demand for computers and internet connection and devices and established partnership and collaboration through online connections. all of them mentioned the use of different platforms for webinars, online courses, and training for continuing professional development in the new normal like zoom, whatsapp, facebook, webinars, youtube, virtual classrooms, and virtual conferences apps. participants revealed that the new and innovative approaches to professional development which they have encountered since the start of the pandemic were the use of different technology tools and applications in attending and facilitating webinars and training and online collaboration of teachers and creation of community network and support group. in this study, collaboration with and among the educators was made possible through their online engagement in cpds. participants created these collaborations with educators to share the same experiences and learnings. aside from the use of different platforms and tools for professional development, the participants also viewed the online collaboration of teachers and the creation of a community network and support group as a new and innovative approach to the new normal. they pointed out that they were able to establish partnership and collaboration. all of the participants narrated and shared their experiences on how they have established partnerships and collaborations. according to them, these partnerships and collaborations were made possible by the current situation. through their online groups and social media channels like facebook, youtube channel, whatsapp, and even podcast episodes, they were able to meet and collaborate with various educators around the world. apart from meeting people, they also partnered with universities and schools across the globe and organized different training, webinars, and projects. there were participants who revealed that they were able to do more international collaboration on continuing professional development through a covid-relief grant which provided them financial assistance and helped them meet some of their cpd needs and somehow served as motivation and reward to pursue cpd amidst pandemic. with the strict social distancing measures and school closures in many countries, there has been an abrupt change to traditional modes of teaching and learning. as a result, unesco has recommended the adoption of distance learning programs and online educational applications designed to reach students remotely. in the same manner, approaches to teachers continuing professional development have shifted to online and blended learning modalities in the new normal. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban 143| a range of digital webinars, online courses, and training has been available for free. many professional leaders around the world have created webinars and training using different platforms. using social media for professional learning is essential for developing and maintaining effective teaching. due to the sudden shift to online and remote learning to ensure sustainable, high quality, and flexible teaching and learning and to maintain continuing professional development, at the center of many of these learning strategies is the use of technology. the majority of the participants stressed the digital literacy skills and digital citizenship of teachers. they also revealed that there were teachers who resisted change, teachers who did not even grasp the situation, and teachers being set up in the traditional setting. however, they also perceived that teachers were doing their best to adjust to the situation by engaging themselves with training and collaborating with other teachers. all of these findings from the testimonies and narrated experiences of the participants are supported by the study on teacher digital capital which is also known as teachers professional development. according to seale (2013), digital cultural capital can be seen as individuals or groups investing effort and time into enhancing their technical knowledge and skills, employing various forms of learning, both formal and informal. teachers’ digital capital consists of a combination of all their knowledge, skills, and attitudes, complemented by their personal and professional social networks or relationships, which influence their engagement with technology. technological engagement is seen here as any situation teachers face in which they use or learn about technology. based on the findings, it intensified the need to be integrated into the training plan on continuing professional development for educators in the new normal as the output of this study. the participants’ supposed training plans for continuing professional development for educators in the new normal revealed that they would focus on training on digital literacy skills, technology integration and use of digital tools, and training on social and emotional learning, resiliency, and wellness of teachers. to enhance their skills in digital literacy and other topics, teachers are required to take professional development classes for continuous learning (professional development for teachers, n.d.). there are many professional development topic options for teachers. however, teachers might not think digital literacy is an important skill since only several states have required digital literacy training based on state legislation (digital literacy, 2019). all of them have seen the importance of integrating social and emotional learning, resiliency, and mindfulness for teachers. the outline of the training competencies based on the shared testimonies from the participants was: training on teachers’ wellbeing and mindfulness, self-directed learning, interactive competence, and digital literacy skills training. conclusion the following conclusions were derived from the shared testimonies of the participants as well as from the reflection and analysis of the researcher. all of the participants' teaching experiences in the new normal were challenging. however, they found their experiences fun, productive and rewarding because of their engagement in continuing professional development. they also believed that teachers' social and emotional learning aspects must not be taken for granted when conducting cpd. they also felt that teachers, aside from learning digital tools and enhancing digital skills, must also be supported with training that would help them grow emotionally, physically, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 129-145 lived experiences of educators engaged in continuing professional development in the new normal: insights from seven countries glen p. cortezano; rolando v. maningas; alberto d. yazon; lerma p. buenvinida; consorcia s. tan; victoria e. tamban | 144 and spiritually. all of the participants realized the need to empower teachers through self-care and wellness on teachers' collaboration during their engagement with continuing professional development in the new normal. they recognized the value of cpd in fostering a community of practice, sharing ideas, methods, and resources, getting to know other people from across the globe. all were made possible through teachers' connections and collaboration during cpd. the participants set a culture of professional learning where individual needs were met and considered, and opportunities for cpd were designed according to the respective needs of the teachers. therefore, opportunities for reflection and research-based cpd in the new normal were provided and possible. since participants of this study came from seven different countries, this may lead to establishing international collaborations and linkages, which would open opportunities for research and extension and other professional development activities and projects for the educators. based on the findings of the study, the researcher has the following recommendations. 1. the educational institutions may strengthen their nationwide internet connectivity program, which may also benefit the teachers in order for them to facilitate remote teaching and learning as well as to pursue continuing professional development in the new normal. 2. the approved cpd training plan for the new normal may be proposed to ched/deped for consideration and recommendation. 3. heads of the school administration may consider conducting professional development needs analysis for teachers so they may develop the most appropriate training plan for teachers based on their skills, knowledge, interests, and needs. 4. colleges and universities can also help in the continuing professional development of their graduates by aligning their curricula to the needs of companies and industries in local and global markets. 5. future research collaboration on professional development with educators from other countries may be conducted. teachers may have entitlement to research training to develop their role as critical users of continuing professional development-oriented research. references ali, s. 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(2013). case-study research in context. nurse researcher, 20(4), 4-5. united nations educational, scientific and cultural organization (unesco, 2020) vescio, v, ross, d & adams, a, 2008, a review of research on the impact of professional learning communities on teaching practice and student 10-46-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 22-25 quality of live improvement antituberculosis consumer jumasni adnan 1 universitas hasanuddin makassar, south sulawesi, indonesia abstract antituberculosis is the most liver damage causes. rifampicin and isoniazide, in combination, are toxic compounds. isoniazide and rifampicin metabolits causes lipid peroxidation. the hepatoprotective effect of rosella calyx water extract on liver damage induced with isoniazide-rifampicin evaluated by examination of malondialdehid levels in the liver organ. 25 male wistar rats divided into 5 groups, ie group i (inh-rifampicin + rosella water extract 250 mg/kgbw), group ii (inh-rifampicin + rosella water extract 125 mg/kgbw), group iii (inh-rifampicin + rosella water extract 62.5 mg/kgbw), group iv (healthy control) and group v (isoniazide-rifampicin). mda liver levels were analyzed after 35 days of treatments. the test results of each group are, group i has mean mda levels 0.023912 + 0.011 mg/ml, group ii 0.023526 + 0.009 mg/ml, group iii 0.027168 + 0.007 mg/ml group iv 0.03437 + 0.009 mg/ml and group v 0.236846 + 0.118 mg/ml. the kruskal-wallis test showed significantly value 0.008 (p <0.05) and post hoc mann u whitney test showed that group v was significantly different to group i, ii, iii, and iv (p = 0.008) respectively, roselle extract can be used as a hepatoprotector antioxidant to improve the tuberculosis drug consumer quality of life through improved health by lowering lipid peroxidation that causes liver damage. keywords: rosella extrac; hepatoprotective; rifampicin-isoniazide; mda levels this is an open access article under the cc–by-nc license. introduction epidemiological studies in china in 2013, antituberculosis is the leading cause of liver damage (devarbhavi., 2012; kim et al., 2017). rifampicin, isoniazide, pyrazinamide, and their active metabolites are the most potential hepatotoxic compounds (pandit et al., 2012; enriquez-cortina et al., 2013). isoniazide toxicity mechanisms through the reactive metabolites formations, isoniazide was metabolized and eliminated mainly in the liver. isoniazide was metabolized become a non toxic agent by acetylation reaction to n-acetyl isoniazide was hydrolyzed to acetylhydrazine and isonothinic acid. however, when acetylhydrazine was metabolized by nat-2 and cyp2e1 enzymes, reactive metabolites are formed and can bind to the liver cell component causing hepatotoxicity. in fact, use in combined, it will increase the risk of hepatotoxicity (an and wu, 2010; leung et al., 2012; pandit et al., 2012). liver damage is closely related to the occurrence of oxidative stress. one of the oxidative stress markers is elevated mda levels and decreased antioxidant activity that can cause various tissue damage (del rio et al., 2005; pandit et al., 2012). rosella (hibiscus sabdariffa l.) is alternative traditional medicine that has antioxidant activity, antihypotention, antiurolitiatik, hepatoprotective, antihiperlipidemic, imunomodulator, antidiabetic, anticancer, and diuretic (patel, 2014; hopkins et al., 2013). the main components of roselle are organic acids, malic and citric acids, fiber, flavanoid, glycosides, polyphenols, catechins, gallocatechins, caffeine and anthocyanin acids (delphinidin-3-sambubioside and cyanidin-3-sambubioside) was found in water extracts (hopkins et al., 2013). doi: https://doi.org/10.31098/ijmesh.v2i1.10 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 22-25 quality of live improvement antituberculosis consumer jumasni adnan © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 23 issn 2580-0981 (online) issn 2580-0981 (online) material and method importance of economic geography the research at the laboratory of biopharmaca and pharmacy clinic faculty of pharmacy hasanuddin university. samples are simplicia rosella calyx. infus water 25% was prepared, then filtered was added with 2.5 grams of maltodextrin and then dried by using freeze dryer to become rosella powder encapsulated maltodextrin. the dose of encapsulated rosella water extract of maltodextrin to be used is 250 mg/kgbw/day, 125 mg/kgbw day and 62,5 mg/kgbw/day. animal handling animals used were rats (rattus norvegicus) wistar males can be observed from their physical condition, with an average weight of 150-250 grams. twenty 25 male wistar rats were divided into 5 treatment groups,ie group i (healthy control), group ii (isoniaid-rifampicin), group iii (isoniaid rifampicin + rosella water extract 62.5 mg/kgbw), group iv (isoniaid-rifampicin + rosella water extract 125 mg/kgbw) and group v (isoniaid-rifampicin + rosella water extract 250 mg/kgbw) treated for 35 days. mda levels a. measurement of raw curves. the standard solution used to measuring lipid peroxidation level is a standard mda diagnostic of 1,1,3,3-tetramethoxypropane (tmp). the standard solution was prepared using 1 ml tmp stock solution dissolved in 10 ml pbs (phosphate buffer saline). 6 variations of dilution are 0,05; 0.1; 0.15; 0.2; 0.25 and 0.3 ppm. then measured the absorbance at 532 nm wavelength. b. examination of mda level in the liver the liver was crushed and weighed 400 mg, 2 ml pbs (ph 7.4) was added into the mortal and mixed until homogeneous, then centrifuged 20 minutes at 3000 rpm. 0,5 ml supernatant was added 1 ml of 1% tba mixture and 1% tca into the tube and heated in the water bath at 95 ° c for 50 min and cooled in room temperature. centrifuged again and then measured mda level with uv-vis spectrophotometer at 532 nm wavelength. data analysis data analysis of mda liver organ levels obtained abnormal data distribution analyzed with kruskal-wallis and continued with mann u whitney to see significant differences between groups. result and discussion the test results of measurements mda levels in liver organ showed that rosella water extract could decrease lipid peroksidasi to improve liver function. the result of kruskal-wallis test showed that mda concentration in group ii liver was significantly different with treatment group given rosella water extract with 0.008 value (p <0.05). table 1. rat liver mda level indunced isoniazide-rifmpicin group absorbantion mda level i 0.125094 0.023912+0.011723279 ii 0.125002 0.023526+0.00939977 iii 0.131502 0.027168+0.007081308 iv 0.144362 0.03437+0.00991199 v 0.48578 0.236846+0.11863038 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 22-25 quality of live improvement antituberculosis consumer jumasni adnan issn 2580-0981 (online) note: mean +sd; ie group i (inh-rifampicin + rosella water extract 250 mg/kgbw), group ii (inh -rifampicin + rosella water extract 125 mg/kgbw), group iii (inh -rifampicin + rosella water extract 62.5 mg/kgbw), group iv (healthy control) and group v (inh-rifampicin) the rosella flower extract has strong antioxidant activity to reduce reactive oxygen and free radicals, inhibits xanthine oxidase activity, protects cell damage from lipid peroxidation, inhibits cu2+ mediating reactive thiobarbituric acid substances formation, enhances superoxid dismutase, catalase and glutathione activity and inhibits formation of malondialdehyde (mda) at 100-300 mg/kgbw (da costa-rocha et al., 2014). rosella flowers were studied as hepatoprotectors based on previous studies that infusion of rosella flowers with concentrations of 25% and 40% could decrease sgot and sgpt against anti-tb drug-induced (serang, 2016). in fact, rosella water extract (300, 200 and 100 mg/kgbw) showed hepatoprotective activity in mice by increasing glutathione levels, catalase and decreasing lipid oxidation levels (patel, 2014, da-costa-rocha et al., 2014). in this study, isoniazide-rifampicin is used as an inducer of hepatotoxicity, because of isoniazide rifampicin metabolites cause of liver damage in clinical cases (devarbhavi, 2012; chang et al., 2014; kim et al., 2017). isoniazide was metabolized to acetylhydrazine and isonothinic acid that are non-toxic compound, while rifampicin acts on the enzyme cytochrome p450 increase isoniazide metabolism to acetylhydration and acetylhydracin (achz) are rapidly converted into their active metabolites and increases oxidative elimination from asetilhydrazine, liver necrosis caused by isoniazide and rifampicin in combination (an and wu, 2010; leung et al., 2012; pandit et al., 2012; kim et al., 2017). conclusion roselle water extract can be used as a hepatoprotector antioxidant to improve the tuberculosis drug consumer quality of life through improved health by lowering oxidative stress that causes liver damage. acknowledgments thanks to lpdp indonesia, ristekdikti, the pharmacy faculty of hasanuddin university makassar and stikes nani hasanuddin, who was very helpful to the author. references an, h. r. and wu, x. q. 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(2013). hibiscus sabdariffa l. treatment of hyperlipidemia and hypertension: animal and human studies, fitoterapia. elsevier b.v. 85(1): 84–94 kim, j.h., nam. w.s., kim. s.j., and kwon. o.k., (2017). rifampicin-induced liver injury mechanism by comparative toxicoproteomics in mice, international journal ofmolecular sciences. 18:1417. pandit, a., sachdeva, t. and bafna, p. (2012). drug-induced hepatotoxicity : a review, journal of pharmaceutical applied science. 2(5):233–243. patel, s. (2014). hibiscus sabdariffa: an ideal candidate for nutraceutical applications, biomedicine and preventive nutrition. elsevier masson sas. 4(1):23–27. serang, a., (2016). rosella flower infusion effect (hibiscus sabdariffa l.) on sgot and sgpt rat (rattus novergicus) due to anti tuberculosis drug administration. makassar: hasanuddin university microsoft word 569-article text-3176-1-4-20211027.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 28-51 corresponding author sadderley@brookes.ac.uk doi: https://doi.org/10.31098/ijmesh.v4i2.569 research synergy foundation missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier1, simon adderley2 1, 2 oxford brookes university, united kingdom abstract this paper explores the factors that influence innovative and intrapreneurial behaviour amongst female employees. the paper explores a case study of one business unit (of approximately 1,100 employees) within a much larger corporation. it uses a qualitative methodology of semi-structured interviews to explore (1) the factors that influence innovative and intrapreneurial behaviour amongst female employees and (2) how these factors are influenced by the organisation. the paper is part of an emerging research agenda that explores gendered attitudes to intrapreneurial behaviour. this is an extremely under-researched area of research which tends to borrow heavily from studies into female self-employment. the paper demonstrates that rather than focus upon female attitudes to risk or lifestyle choices, the primary issue facing potential female intrapreneurs is implicit and explicit gatekeeping by male-dominated "innovation teams". keywords: influence; innovative; intrapreneurial; behaviour; female; employees. this is an open access article under the cc-by-nc license. introduction there is broad consensus that discontinuous innovations (macher and richman, 2004) or disruptive new technologies (christensen, 1997) force organizations to adopt or change existing methods and processes (sinha and srivastava, 2013; gawke et al., 2017; casson 2008; nelson and winter, 1982). corporations can only survive today’s faster innovation cycles by becoming more innovative (anthony et al., 2018) and adopting a more entrepreneurial culture and strategy (bettis and hitt, 1995; zahra, 1991). paradoxically, whilst executives consider innovation to be one of the top three areas for future economic growth, they tend not to rate their organisations' innovativeness very highly (barsh et al., 2008). as a result, research into how to better exploit intrapreneurial activity leading to innovative outcomes is a significant area of academic interest (casson, 2008). however, the focus upon organisational capabilities has meant limited research has taken place exploring innovation at the individual level (blanka, 2018; gawke et al., 2019). as a result, there are crucial gaps in our understanding of the activities of actors within organizations (casson, 2008; wales, 2016). existing research is limited in scope, lacks validation, and does not link to firm-level perspectives (blanka, 2018; de jong et al., 2015; gawke et al., 2019). moreover, research into organizational innovation tends to focus on single innovations, does not capture interrelatedness or account for different diffusion pathways (rogers, 2003), and has created a gap between theorists and applied research (casson, 2005). these failings are especially true with regards to gendered notions of intrapreneurship, with remarkably little research currently exploring the gender gap in internal entrepreneurship (see adachi and hisada, 2017 for a notable exception) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 29 | this research aims to start filling these gaps through a case study approach that explores the implementation of a larger innovation project within a large european company. the research explores (1) the factors that influence innovative and intrapreneurial behaviour amongst female employees and (2) how these factors are influenced by the organisation. it follows the classical notion that the individual can only be properly understood in her/his social context and vice versa (wright mills, 1959). the focus of this case study, company x, lags behind in innovative ideas and new product development. it is currently transitioning from analogue market research to the digital world in response to new competitors, new technologies, and new research methods (brooke, 2018; forsyth and boucher, 2014). this research focuses mostly on one business unit in company x with approximately 1,100 employees but also takes into account views from employees outside this one department to capture other views. the paper outlines a conceptual framework consisting primarily of components from innovation, intrapreneurship, and entrepreneurship theories, specifically with regards to individual factors and the contextual factors influencing these individual factors. literature review due to the long and changing history of research into innovation, researchers examining the factors that lead to innovative outcomes in organisations use a number of different labels and sub-fields to organise their work. the actions of individuals have been researched using a variety of labels: intrapreneur (fry, 1987; pinchot, 1985), entrepreneur (schumpeter, 1934), innovator (miller and friesen, 1978), inventor (schumpeter, 1934), creative constructionist (pisano, 2019), and behavioural innovation (wang and ahmed, 2004). attempts have also been made to map individuals to specific types of organizations (smith, 1967) or to combine certain aspects of one label with another. miner et al. (1992) coined the ‘inventorentrepreneur, though the jury is still undecided if one person can truly have the traits of both (stibel, 2009). the value of investigating these labels is arguable that they serve as weber-type ideal types (adler, 2016) and thereby help in observing the real world or some aspects of it. constructive typologies (mckinney, 1966) can have either fictional (but probable) properties or be purely grounded in empirically discoverable attributes, depending on the respective scholar’s worldview. consequently, we cannot expect to find the exact typologies described by the literature but rather an approximation of them. this is especially true for gendered notions of intrapreneurship. indeed, while the concept of gendered differences in entrepreneurial activity has received more (though not enough) attention recently, there is no significant body of work that explores gendered conceptions of intrapreneurship. regarding entrepreneurial behaviour, there is still a mixed bag of conclusions that can be drawn from the research. a number of studies have shown that being self-employed can be an attractive proposition to women who want greater autonomy over their work/life balance (lombard 2001; edwards and field-hendrey 2002). macpherson (1988) and carr (1996) argued that women with children favor self-employment owing to the flexibility with respect to time management that it offers. noseleit (2014) found that in a number of european countries, having children increases the likelihood of a woman being self-employed, while patrick et al. (2016) found similar results in the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 30 united states. however, saridakis et al. (2014) argued that in the uk, at least household variables are less significant than economic environments for both men and women in explaining self-employment choices in reality, the topic is one that is likely to prove much more complicated than our current conclusions allow for. fossen (2012) has shown that the majority of female aversion to self-employment comes not from risk aversion or lifestyle choices but from various subtle and embedded forms of discrimination toward women entrepreneurs. calas et al. (2009) has expertly shown that the very definition of "entrepreneur" is couched in male terms, and thus there is a need to reframe entrepreneurship as social change without reliance upon economic metrics. this emerging discourse has not spread to an examination of intrapreneurial activity. what work has been done seems to imply that women are more likely to express their inventiveness within organisations rather than through start-ups. kacperczyk (2015) concluded that this finding was due to the fact that women prefer venturing opportunities within established organisations because this approach is both less risky and more profitable in the long term: hamilton reported that independent entrepreneurs have lower initial earnings and lower earnings growth compared to employed people (2000) and wang et al. (2012) found that entrepreneurs end up with less total wealth than similar wealthy households who do not engage in entrepreneurial activity. for some of the research, this lack of clarity into the differences between intrapreneurship and entrepreneurship has to be critically taken into account when using it as a background for research projects that only a small sub-stratum is being sampled. for instance, iqbal et al.'s (2006) study about risk aversion in women executives looks specifically at executive-level employees but leaves out everyone else, which arguably in most organisations is the majority. it is thus unrepresentative of women as a whole in organisations. other research is contradictory. again, whilst the iqbal study found no difference in risk-taking, other studies did. though cultural differences might play a role, one recent study in ghana found differences in risk propensity (hillesland, 2019), while another study in ghana during the same time frame did not (ackah et al., 2019). adachi and hisada (2017) challenged kacperczyk’s assumptions that gender differences in risk-taking behavior do not cause the observed gender gap in entrepreneurial activities and argued that women found it more difficult to become intrapreneurs than independent entrepreneurs due to the existence of entrenched barriers within established organizations which do not exist to the same degree for start-ups. douglas and fitzsimmons (2013) and martiarena (2013) find that intrapreneurs are more risk-averse than entrepreneurs, and a number of studies have shown evidence that, controlling for other demographic characteristics, women are on average more risk-averse than men. (croson and gneezy, 2009) this study shows that questions of aversion to risk are, in fact, mute and that the primary barrier to female intrapreneurship, in this case, study at least, was the existence of embedded "innovation teams" which were dominated by men and which implicitly and explicitly excluded female actors. background context on company x the case study organisation, company x, is a large established firm based in germany and with around 10,000 employees. it has struggled for a number of years to keep up with digitization and is currently international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 31 | going through a phase of change and restructuring, having been confronted with a changing industry landscape. the scale of the change is in line with earlier predictions and conceptualisations (nelson and winter (1982), schumpeter (1934), anderson and tushman (1990)) that technological discontinuity forces company x to change its internal routines dramatically and require new resources. company x's current top management has been installed by its two shareholders, one of whom is a private equity investor. top management consists entirely of managers hired from outside company x. most of company x’s innovations are routine; innovations are seldom radical (norman and verganti, 2013; pisano, 2015), though the new management team is concentrating upon a new prescriptive artificial intelligence service. business models have remained mostly unchanged. at the time this research was conducted, it was not evident if the strategies that company x employs would lead to success. methodology this research utilised a series of semi-structured in-depth interviews (with samples equal to 21 respondents), mostly over skype with two interviews conducted in cafes near the office. the interviews, which lasted approximately 55 minutes, were conducted with staff based in germany utilising a semi-structured interview guide to ensure flexibility and to explore every participant's situation individually. the interview guide is the result of (a) the academic literature review and (b) the key informant interviews. it contains open-ended and closed-ended questions. the interview guide covers opportunities, risk-seeking and sensitivity, personality traits, demographics (e.g., age, sex), and the work environment. terminology was clarified at the start of every interview, questions in the semi-structured interview guide were selected to reflect factors that have been proposed as relevant to firm-level entrepreneurial behaviour and individual-level intrapreneurship: organisational factors: themes regarding organisational factors explored autonomy and job variety, the availability of incentives, and the availability of opportunities in the case study organisation through networking. individual-level factors: to address individual-level factors, the guide explored sensitivity and perception of risk, sensitivity, and perception towards rewards, competitive energy, innovativeness, and if participants felt they were intrapreneurial. sex and age: themes regarding sex and age explored the roles that these characteristics play in company x as well as personal or observed experiences with a focus on opportunities to be intrapreneurial and innovative. for all questions, items were constructed in a way to allow for the exploration of the individual context as well as the organisational context. for instance, when asked about how competitive participants felt they were, the interviews also asked them if they thought that company x rewarded this competitive behaviour. participants were selected participants using a sampling matrix that captured the participant's place in the organisational hierarchy of the organisation and should correlate with the number of resources international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 32 available to the participant. since gender was suggested in the key informant interviews as a worthwhile area of research, researchers also sampled for male and female participants. furthermore, to participate in the in-depth interviews, participants must have been employees at company x for at least 6 months and must be full-time employees. participants were excluded if they were under 18 years of age, were interns, or had worked at company x for less than 6 months. saturation occurred after 21 interviews. this research involved in-depth interviews (n=21) and surveys (n=20). the survey response rate of 16% (20/125) is towards the lower end of that recommended for business research publishing (mellahi and harris, 2016). consequently, these results should be seen as indicative and require further research to confirm or challenge the primary conclusions. participants' characteristics appear in table 1, where they are compared to the general population in germany. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 33 | table 1. sample and general population characteristics.1 characteristics interview participants general population sex ratio (men:women) 3:1 0.97:1 age group (in years) 18-24 0.00% 8.13% 25-29 5.26% 6.07% 30-39 36.84% 11.84% 40-49 42.11% 16.64% 50-64 15.79% 20.35% 65+ 0.00% 11.26% years working for company x2 1-3 15.79% 4-6 36.84% 7-9 36.84% 10-13 10.53% 14-17 5.26% 18-20 10.53% 21+ 0.00% professional experience (in years) 1-3 0.00% 4-6 5.26% 7-9 0.00% 10-13 31.58% 14-17 15.79% 18-20 36.84% 21+ 21.05% seniority ground-level 57.89% mid-level 26.32% upper level 21.05% 1 source for the population statistics is germany’s statistisches bundesamt (dstatis, 2019). 2 data from a 2015 study of the institut der deutschen wirtschaft (iwd) shows that german employees stay at the same company for 12.9 years. managers and specialists stay for 11.9 years on average. age affects this only slightly (iwd, 2015). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 34 all in-depth interview participants were asked to self-assess on individual dimensions of intrapreneurship to give context to their viewpoints. interestingly, most participants did not rate their reward sensitivity highly, but everyone said they were proactive. as shown in diagram 1, most participants did not rate themselves intrapreneurial, though most rated themselves innovative. a notable exception was one vice president: “i am not innovative in the sense that i develop new business models, but i am very good at expanding on existing business models.” man, 45-years-old, vice president diagram 1. participant characteristics, each colour represents a different participant international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 35 | each interview started by explaining the necessity of informed consent. each participant was then asked to consent. the answer was recorded as part of the interview audio file. every participant received a unique identification number that was used exclusively in all data analysis. no incentives were given apart from a free coffee during the one interview conducted over lunch. four interviews were conducted in english, and the rest were conducted in german. amongst the interviews in english, one was done with a participant for whom his native languages are spanish and catalan; the others were done with participants for whom english is their native language. a direct translation approach was used (saunders et al., 2015). filler words and false starts were largely omitted from the transcripts, but separate notes were taken to identify answers that seemed to cause the participants particular stress. researchers also removed any names of companies and people to ensure anonymity. parts of the interviews were lightly edited for conventions of english grammar and readability. the translation was done after the interviews were recorded but before analysis of the data. management at company x approved the research. all participants gave consent, either oral (in which case it was recorded) or written before the interviews and surveys started. participants were asked to exclude any personally identifiable data and to refrain from sharing business secrets regarding current and/or former employers and anonymise names of persons, projects, and entities. a domain analysis approach was used for the generated data, as this research method is well suited for when repeat access to interviewees is possible for further research (leech and onwuegbuzie, 2007). the initial codebook’s high-level themes were created a priori from the literature review and emerged in vivo from the key informant interviews in a combined approach (dey, 1993). this process (diagram 2) continued throughout the research process, as it increased the coder's reliability in finding themes (carey et al., 1996). since some participants gave interviews in their non-native language and some participants gave interviews in the interviewers' non-native language, no special attention was paid to the narrative structure apart from inconsistencies, repetitions, and silences (poirier and ayres, 1997). from grounded theory, the constant comparison method (glaser and strauss, 1967) was used to discover similarities and differences in participants’ replies and to inform data collection. i also identified metaphors and analogies (lakoff and johnson, 2003) and finally looked for exemplars (lincoln and guba, 1985). the data analysis workflow is shown in diagram 2 below. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 36 diagram 2. data analysis workflow international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 37 | codes aligned largely with what was expected from the literature review. additionally, new codes were discovered revolving around the processes of what makes intrapreneurship and innovation possible in the organisation, as well as networking and differences between the sexes. secondary documents, both internal and external, were used to contextualize company x and to better understand the motivations and actions of top management. these documents included regular emails and video interviews sent from the ceo to employees. publically available news sources and industry publications were used to establish context and look for additional clues. results three main themes emerged from the data, reported here in a top-down approach. each section contains findings from the interviews, survey, and secondary data. theme 1: unmanaged innovation is replaced by informal networks and processes that disadvantage outsiders and women the research identified three different processes (diagram 3) for innovators to obtain funding and make their ideas happen: one formal process, one semi-formal process, and one informal process. only the semi-formal process was considered by primary research participants to produce promising results. it is, however, not available to everyone. only a few employees from a single product group get special attention from the c-level. a similar process exists in other departments but was considered by participants to be less successful in acquiring funding. the innovation process at company x is shown in diagram 3 below. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 38 diagram 3. innovation processes at company x participants talked about how some people or groups of people were capable of getting the attention and the funding needed to develop their ideas; however, they felt that access to these groups and processes was restricted. if special processes existed, they could be skipped by people who were better connected than others. women more often reported limited access to the innovator’s club (diagram 4) than men; it is notable that participants reporting no limitations were exclusively men. diagram 4. limited access to the innovator’s club international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 39 | one woman explained it in detail: “it was, it was amazing how depending on who you were, you would, you would skip the innovation process. so i, for example, or people on my level would go through the entire process. so creating a business case, the poc pitching to the ward, pros, and cons. like the typical innovation process, which i can't remember now ‘cause i moved away from it. but people from the boards would have senior meetings with other companies when it had absolutely no relevance or did not go through that process. we would run pilots with companies that we never, we never did any of that innovation process. no one pitched it to the board, but because someone senior knew someone senior, that was completely skipped.” woman, 28-years-old, innovation manager theme 2: access to opportunities had a greater correlation to gender than to seniority, with male employees benefitting from this though the internal communications from company x's top management suggest that top management would like to create an inclusive culture where broad participation opportunities exist for all employees, the research results suggest that company x is not quite there yet. seniority level did not correlate with access to opportunities and the intrapreneurial process. even the vice president complained during his interview about closed-off groups of people who got all the funding and could skip processes. he also offered a different view on why women have it harder breaking into these circles: “men are generally, at least in my experience, in my professional career, most men in leadership positions are more assertive, as in, they are loud, they stand up for themselves, women have different tactics, but they are not heard.” man, 45 years, vice president to obtain privileged access to innovation processes, networking is key. employees must break into these exclusive circles via networking, as noted by a participant who said she was good at making her voice heard: “it's definitely my network. if you are not in a region and you're a manager or an associate director, i think you'd really, really struggle to get people to listen to your idea if you don't have a direct line.” woman, 28, innovation manager whilst networking is an important precursor to shortened innovation processes; this networking is not always perceived as being equally available to men and women. socio-cultural norms and beliefs about the sexes can limit opportunities for networking opportunities outside of the office. one woman in senior management noted that, as a single woman, she had a difficult time networking with male colleagues outside the office since inviting a male colleague to a bar could be interpreted incorrectly as an advance. this participant thought that male colleagues likely felt similar constraints when considering networking with female colleagues outside the office. consequently, single-sex networking opportunities protected both sexes from misunderstandings. another participant suggested that among men, these ‘men’s clubs’ existed because men tend to work with other men with whom they get along well: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 40 “what i see frequently is that the people driving innovation, recruit their own team members, their best buddies with whom they worked on different projects, with whom they get along well or worked with at another employer. that happens frequently. i noticed that men tend to work with other men with whom they go out for a beer at night. it's like a men's club.” woman, 41 years, sales manager while participant’s from both sexes discussed their perceptions that networks exist in the organization with limited access to outsiders, only women suggested specific reasons why this access was limited for them: “football is one of those connecting elements. it is extreme. i have that discussion frequently with my husband, who, as it happens, was having dinner with his boys last night, and they only talked about football. that seems to be part of the men's world. there are more passionate topics men talk about, like football, that women don't care about. there is nothing similar between women, no similar topic. we don't go out and talk about food or tennis all night.” woman, 41 years, sales manager theme 3: the mental image of an intrapreneur shows a lack of diversified examples in company x and tends to be male respondents were asked to come up with a mental image of an intrapreneur at company x. all, but one said they imagined a european man in his 30s. this image was the same for both men and women. participants were also asked about barriers, with a focus on intrapreneurial activity and opportunity exploitation. 11 respondents stated that they do not believe there were any barriers based on sex, 9 said they do think there are such barriers, including all women. the following answer from one participant is representative: “probably male. um, probably white. probably mid-thirties. i would say not someone new to the business, not necessarily someone who spent a long time on the business.” woman, 28 years, innovation manager one female participant suggested that women have a harder time engaging in risky activities because they are more concerned about how they are perceived. “and i mean, i can say as a girl, i definitely did not like making mistakes. so like this, you know, if you're in school or in a classroom and your teacher is asking a question, i did not like looking bad in front of people. and i think this is something that inhibits risk-taking. of course, you have to be comfortable, the fact that you might fail. and i think somehow, not everyone, but there are more guys taking risks in general at a younger age and sort of saying, oh, it's okay if it didn't work out, so it's not a big deal.” woman, 38 years old, a ground-level employee with some managerial experience while researchers did not have access to company x’s employees’ demographics (e.g., ethnicity, age), their top management consists solely of white europeans, and all but one are male. the only female executive runs the human resource department. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 41 | discussion this case study found that company x is hindered by contradicting messages and insufficient rigour in implementing an organizational level strategy (diagram 5) as well as resource and communications channel controlling informal networks in middle management. the effects these informal networks have on the diffusion of ideas are further amplified by gender adoption. the research suggests that three main reasons may lead the case study organization to act like it does: firstly, there is insufficient rigour in implementing an organizational level innovation strategy with the male-dominated 'innovator’s club’ being the manifestation of a principal-agent type-problem (jensen and meckling, 1976). secondly, the implementation of a firm-level innovation strategy is not perceived as covering all departments of the case study organization, and as a result, the innovation is not widely supported. finally, as a result of the former two issues, communication is uncoordinated and sometimes contradictory. diagram 5. a high-level overview of findings: innovation in company x international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 42 in the following sections, we link the research to sense-making theories and provide some concluding answers. access to innovation processes the access people have to the processes to make innovations might be due to a number of reasons. tacit knowledge (polanyi, 1967) could be one reason. some actors might simply know which strings to tap more than others. the lack of a defined innovation process would arguably help individuals with tacit knowledge to achieve their goals. another explanation could be the development of an organisational routine (cohen and bacdayan, 1994) which limits how innovations, ventures, and new ideas are moved from individuals without the immediate power to act upon opportunities to those who do. simply said, the guy who calls the shots might only talk to a select few. this would leave the question of why there are no procedures to collect and synthesize ideas from outside of this group. it generally questions the idea that the organization is a social community that enhances the transfer of new skills and capabilities (zander and kogut, 1995). instead, it seems to suggest that groups within organizations can limit said transfer. the data does in no way hint at any motivating factors, but arguably there seems to be a principal-agent type problem (jensen and meckling, 1976) at play here, given that the organizational-level strategy seems, at least in principle, to welcome more innovation and entrepreneurial spirit in the case study organization. an alternative explanation leads back to schumpeter (1934), who stated that innovations are new ways of combining resources or knowledge. the innovator’s club at company x might then just hint at a very innovative group of individuals who control access to resources to be innovative. non-inclusive inter-organizational networks are not uncommon (yamkovenko and tavares, 2017), and research into how to uncover them has gained some traction in recent years due to an increased interest in diversity and inclusion (mckinsey, 2015). the issues in obtaining funding from the c-level, reported by the highest-ranking participants interviewed for this case study, as well as the apparent inconclusive communication, were already in 2006 described by rosabeth moss kanter as classical innovation traps (2006). focus on innovation there are implications beyond intrapreneurship. it challenges the classical view of organisations in which individuals are mostly self-motivated and act in their own best interest or that “organisations are social communities which use their relational structure and shared coding schemes to enhance the transfer and communication of new skills and capabilities” (zander and kogut, 1995, p. 1). instead, the data suggest that individuals can form closed-off alliances, which might be informal or systemically created, which act as barriers to innovation and inter-organizational venturing, possibly to the benefit of its members. this aspect is also currently not considered in eo research. instead, eo assumes that top management represents corporate culture as a whole contributes to the entrepreneurial posture of the firm. it is also a factor that is not considered in the miller/covin slevin scale. prior research has already demonstrated that board gender diversity leads to a decrease in potential reputation risks associated with aggressive tax strategies (chen et al., 2019). given that research has also shown that female managers are not more risk-averse than male managers, it is tempting to ask if the real difference is that men do not think of reputation and perception as components that have to be taken into account. this could have implications on cultural values and norms in that company execs would need to take gender differences into account when crafting visions, missions, and guidelines so that the right people draw the right conclusions. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 43 | it seems thus reasonable to assume that to make the desired change happen in the organisation is highly path-dependent in that a number of prior actions are responsible for the outcomes of any actions towards the end goal of making the desired change, be it the implementation of a new innovation or the start of a new venture, happen. this is, of course, unfortunate for any organisation wishing to have a culture of fast reactions to changing market needs as it a) limits the number of people whose ideas are considered at all, and b) makes the organisation inflexible in that an organisation once created for a specific purpose with a specific goal, vision, and mission in mind is stuck with the members, skills, and choices once made. what organisations do not configure their internal structure to capture the vast pool of ideas their internal (kanter, 2006) and external network (hbs, 2019) could generate seems to be old news. gender in the organizational context as discussed in the literature review, no notable gender differences have been found for a number of dimensions relevant to this research paper's research. participants, however, reported on behavioural differences they had experienced, or they suggested these differences exist. one of the upper management participants, who had significant professional experience, stated that he experienced women's tactics to be different then men’s tactics (i.e., less assertive, quieter, do not stand up for themselves) prevent women from breaking into special networks, as women 'are not heard.' the women employees at company x likely agree with his latter point, as women will never be heard at men's only networking opportunities after work due to a lack of access. however, the woman participants interviewed challenged his statement about women's tactics, with one woman reporting being good at making her voice heard. while gender differences in assertiveness are well documented in the research literature, there is no easy solution. women who are more assertive are often seen unfavourably by colleagues, especially if these women are in leadership positions (fielding-singh et al., 2018; wei zheng et al., 2018). a possible solution to the problem of informal networking activities could be, for instance, for women to actively create these networking events by themselves, but in a context that better suits their needs, instead of going to a sports bar and watching football an after work dinner event might be better suited. however this is ultimately approached, the disconnect between the sexes suggests that unless senior management seeks to actively engage all employees, gendered barriers will limit access to opportunities for networking, resources, and privileged innovation processes. issues of definition a consistent theme of the research process was that interview participant did not always have a clear definition of innovation, entrepreneurship, or intrapreneurship. we found that they mix the latter two terms frequently. this was discovered in the key informant interviews and led researchers to add a definition of these terms, which could be read to the participants in case they lacked an understanding of the terms. moreover, in a common-sense way, intrapreneurs are hard to identify: while someone who starts a business can with some certainty be called an entrepreneur, intrapreneurs often do not even realize what label they are given and ask peers did not lead to clear results either. simply finding people who have already proven that they can launch new products or services leads into the same trap that has often been criticised about innovation research in general: it is ex post facto and thus only captures a portion of what is going on. at least in the case study organization, it was hard to find enough women for the samples. a reason might be the well-reported lack of women in technology international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley | 44 (e.g., conway et al.). however, the insights gained from the women in the sample were of particularly high value. lastly, as has been stated by others (nelson and winter, 1982; polanyi, 1967), people who are intrapreneurial by nature tend to rely on a set of skills and knowledge, which is often tacit in nature. this, however, means they are not always fully aware of these skills and their knowledge, which poses a particular challenge to any research into the matter by means of qualitative or quantitative research. a clear success was the realization that people are well aware of what innovation is and whatnot. they might not always be able to define it, but they know something to be an innovation if they see it. a non-academic-friendly innovation classification system could help as a tool for gaining more insights into innovation activity in organizations. while entrepreneurial orientation metrics (eo) are useful for assessing an organisation's innovativeness and thus make statements about its business and marketing performance, there is a clear need for a research database that makes past measurement results available for benchmarking. conclusion the original research questions this research paper set out to explore are: (1) the factors that influence innovative and intrapreneurial behaviour amongst female employees and (2) how these factors are influenced by the organisation. to answer these questions, semi-structured interviews were conducted at the case study organization. additionally, a survey was used to get answers from a larger population. additionally, internal and external data sources were used to describe the employees' work context. the findings seem to suggest that strategy makers at company x send out two different messages, which lead to outcomes, not in line with senior management's primary message. we were unable to obtain data that would explain if this is intentional or unintentional. company x bets on a single big new project while neglecting other areas of their business. we did not find any recommendations in the research or popular management literature prescribing this approach. more research is needed to determine how strategy makers use this approach, under which circumstances, and what its success criteria are. the findings also provide insights into the processes, networking, and group formation at company x: • company x pursues a single bet innovation strategy, putting large parts of the company into maintenance mode. • innovation is hindered by the strategy and internal groups that effectively control the innovation processes for their advantage. • gender plays a significant role in who gets to exercise innovation opportunities. • research participants' networks do not extend outside of company x. • participants rate company x below average on the dimensions of innovativeness, risk-taking, and proactivity. given the strategy of company x, it could be argued though, that these measurements are not representative of the company as a whole. company x is not at the end of its journey. consequently, this research paper is limited in its ability to judge or measure success and failure. a follow-up study could try to extend this research after company x has had time to finish the current adaptation cycle. another weakness of this research is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 28-51 missing out on the “men’s club”: gendered attitudes to intrapreneurship within large corporations philip meier, simon adderley 45 | that it lacks direct data from important actors in the organization, especially from the c-level. thus, certain conclusions drawn in this research paper are more speculative than others. it has also been pointed out that observing a small group is not a valid way of measuring corporate innovativeness (wang and ahmed, 2004). as we have discussed, this research paper supports this view. there is evidence that macroeconomic and industry factors can influence the outcomes mediated by eo’s contributing factors in firms (saeed et al., 2014). as stated earlier, this research paper does not take into account factors outside of the organisation and might thus be limited in its explanatory power. implications and suggestions for future research as this case study captures only a relatively small timeframe, it would be interesting to research more organizations over much longer periods. this is especially in light of the often-stated weakness of prior studies, which are mostly ex post facto. besides finding out how organizational implementations of innovation processes and strategies lead to outcomes, this author also thinks it would be worthwhile specifically reporting on unsuccessful businesses or approaches to innovation that is less mainstream. also, studying closed-off social structures in organizations undergoing considerable change processes could be worthwhile. the relation of perception, reputation, and gender is an interesting component of future research, for instance, in a study that compares organizations in different cultural contexts. finally, the author suggested that a strategy that splits an organization into areas of innovative progress and innovative stagnation requires 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(2012), “inventor-entrepreneur pairs are ideal for a startup”, forbes magazine, forbes, 2 may microsoft word 535 55-75.docx available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 issue 1 (2021): 55-75 corresponding author abelgebremedhn30@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i1.535 research synergy foundation linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta1 1addis ababa university, ethiopia abstract the main purpose of this article was to investigate the link between human resource training and development, employee commitment and job satisfaction, and the moderation role of the work environment. the quantitative research design was adopted using 212 valid questionnaires that were filled by selected private banks in addis ababa, ethiopia using a convenience sampling technique. to validate the factor structure of the observed variables confirmatory factor analysis was applied and structural equation modeling was used to test the hypothesized relationship. the results showed that training and development positively relate to organizational employee commitment and employee job satisfaction of workforces, while the work environment positively moderates this relationship. this implies that investing in human resource training and development enhances employee’s commitment to the organization and improves their satisfaction. the more the work environment is conducive the better the relationship between the study variables. finally, the implication, limitations, and future studies were discussed. keywords: training and development, commitment, work environment. job satisfaction this is an open access article under the cc–by-nc license introduction currently, banks are exposed to strong competition in the nationwide and international markets, a great change in the internal and external business environment, the rising demands of stakeholders to attain the goals, ambitions, and profits needed from banks to deliver good services and bring innovative ideas to their customers (falola, osibanjo, and ojo, 2014; jehanzeb et al., 2017; madan & srivastava, 2015) these pressures and necessities require developing idiosyncratic, nonsubstitutable and inimitable human capital as a key strategic tool and essentials condition to advance organizational performance (ngwakwe and masuluke, 2018). thus, employees must have the necessary skill, knowledge, and competencies related to their work to attain integration between all levels of the hierarchy to attain the aspirations and goals of both customers and stakeholders (boon et al., 20110; ijigu, 2015). hr training and development is one of the most vital investments because it increases the skill, knowledge, competencies, attitudes, and behavior of employees (truitt, 2011; beugelsdijk, 2008). the business organization improves competitive advantage, not only by acquiring but also by developing, and effectively deploying its human, physical; and other organizational resources in a way that could add unique value and are hard for competitors to imitate (barney and mackey, 2016; carnahan, agarwal and campbell, 2007). this signifies organizations should look within their physical and intellectual, as a base of competitive advantage (barney and mackey, 2016). unlike financial and physical investments, investment in training and development provides a distinctive advantage to business organizations, since training and development increase organizational international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 56│ performance (sung and choi, 2018). it does this by increasing the knowledge, skills, motivation, and behavior of employees. hence, the intellectual capital of organizations is improved. besides, it is argued that hr training and development within organizations create a resource that is more valuable than any other, that is, satisfied and committed employees (wilson & tizikara, 2017; wright, coff, and moliterno, 2014). training and development practices can help shape employee experiences, behavior, and attitude within the organization, and influence the organization’s culture (truitt, 2011). moreover, hr training and development policies and programs have a direct influence on employee skills impacting their competency levels, productivity, and performance (sung and choi, 2018) which could impact employee job satisfaction, employee commitment. prior researches suggest that organizational training and development and employee commitment are significantly related to each other (anis and khan, 2011; jehanzeb and mohanty, 2018; wright et al., 2014). in addition, some scholars studied hrp practices like training and development that have a positive impact on employee satisfaction and negative influence on intention to leave (costen 2011; guchait and cho, 2010). although the literature claimed a direct relationship between employee training and development with employee positive attitudinal outcomes (e.g., employee commitment and job satisfaction), there is little empirical support for this suggestion. there is a need to provide such empirical support for the relationship of these constructs (abogsesa and kaushik, 2018; costen and salazar, 2011). this is because of the significance of human resource t&d for the organizational goal achievement, employee’s sense of meaning, and satisfaction. even if many studies are undertaken, still in empirical literature it is at its scant, especially in developing countries including ethiopia, where the socio-economic context is different. moreover, such findings mostly in the western world may not be applied to developing countries like ethiopia. meanwhile, such findings do not appear to convince business managers to invest adequately in training and development, especially in the banking industry where employee turnover rates are high (falola et al., 2014; ijigu, 2015). the reason for this problem can be discussed through social exchange theory. the theory rationalizes the motives why employees choose to engage in their job, positively or negatively, dependent upon the financial and social-emotional resources received from their organization and decide not to leave their organization (cropanzano et al., 2017). similarly, the theory claimed that employees with high financial expectancies are least likely to stay in their organization (birtch, chiang, and esch, 2016). in this regard, the main duties of an employee to his or her organization are to perform the given tasks and other work-related responsibilities and to protect proprietary resources and organizational knowledge. in turn, employers’ responsibilities to their employees are to provide fair salaries and other fringe benefits and conditions that allow employees to develop and progress. reciprocal formal obligations of the employment relationship are balanced by the expectations of employees and employers. although citizenship and loyalty can be the most expected overt behaviors for employers, development and training are inevitable outlooks and motivational factors for employees at every level (jehanzeb and mohanty, 2018). empirical literature claimed that there is a lack of knowledgeable, skilled, committed, and satisfied human resources with the right attitude are the key flaws of the ethiopian banking organization (girma, 2017; ijigu, 2015). besides, currently, the banking sector organizations are in high competition and expansion. there is a need to prepare their employees for current and future challenges, by identifying the value of training and development, factors of job satisfaction, and commitment. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 57│ therefore, this lack of research, along with the attention given to the concept of the relationship between training and development, employee commitment, and level of satisfaction in the banking industry, and was the impetus for this study. therefore, this study conducts an empirical investigation on the link between training and development, employee commitment, and employee satisfaction, with a moderation role of the work environment. the work environment is taken as a moderator role on the stated variable, this is because it directly related to the hr aspect, and tends to have a negative or positive influence on certain job outcomes, like work satisfaction, commitment, and the intention to stay with the organization (bibi et al., 2018; gunaseelan and ollukkaran, 2012). the work environment is also the basic determinant of workplace behavior. results of this research attempt to contribute to filling the gaps in the existing literature, and for academicians. moreover, it is hoped to help practice for investors in general and banking industry in particular on their way to invest on hr training and development, and its relation with the concepts organizational commitment, job satisfaction, and work environment. in general, it enables for emphasizing the human side of the organization, as the human resource is the crucial asset of the organization that determines the success or failure of the same. therefore, enhancing hr through training and development, improving working conditions have paramount importance to fit with today's intense competition, especially in the banking industry. literature review training and development training and development are crucial strategic tools for effective individual and organizational performance. thus, organizations are investing in it with confidence that it will earn them proper behavior and attitude, and in turn a competitive advantage in the world of business (franklin, cowden, and karodia, 2014; siddiqui, 2012). training is a deliberate activity conducted by organizational leaders to create necessary knowledge and skills and to improve the behaviors of employees in a way that is reliable with organizational goals (absar et al., 2010; singh and mohanty, 2012). training is more of a learning activity to obtain better knowledge and skill required to perform a particular task (jacobs and washington, 2003). employees who have been provided with training opportunities are more pleased with their job than those who have not (franklin et al., 2014). therefore, training is required for better productivity, satisfaction, well-being in the operation of specific equipment, or the required for an effective sales force, to mention a few. hence, to come up with the desired knowledge, skills, and positive behaviors from employees, that may have an impact on employees’ satisfaction, commitment, and motivation to their job. according to wright et al. (2014) employees are the most asset of the organization, they can either build or break their company's reputation as well as profitability. furthermore, employees oversee most of the actions which can influence the nature of the product, customer fulfillment, personal development, and an event (jacobs and washington, 2003). employees who believe that take part in training programs lead to increased job meaning, enrichment, and better satisfaction (jehanzeb, et al., 2017). it is with this understanding that any organization ought to look at training as an investment strategy. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 58│ training mainly focused on learning basic knowledge and skills necessary for a particular job or a cluster of jobs (singh and mohanty, 2012), while development, refers to the individual in all respects of enhancing knowledge, behaviors, thoughtfulness, and competencies for solving future challenges (charity, 2015). according to costen and salazar (2011) training programs are aimed at improving and maintaining a particular current job performance while development seeks to enhance skills for future jobs and responsibilities. the development viewpoint examines the existing environment, and assists people on a team, in a department, and as part of an organization, identify effective strategic leadership for enhancing positive behavioral outcomes and performance. according to armstrong and taylor, (2020) training in an organization normally involves a systematic approach, followed by a series of actions or processes. the first step is the identification of training needs. identification of training needs is an analysis that is essential to determine the training needs of the employees or a particular job. why an employee needs training? what are the practical needs? then, it goes on to plan training programs and implementation, which is aimed at the area of the training process, and focused on the methods and techniques by which training is carried out. lastly, training evaluation and feedback have to be made, which enables them to ensure the relevance of the training. responses such as the participant’s feedback, trainer’s feedback, learning behavior, and relevance of the training are being evaluated. employee commitment employee commitment is one of the most prominent variables which has been researched for the last three or four decades (nawaz & pangil, 2016). scholars define employee commitment as the relative emotional strength of employees’ identification with and participation in an organization (anis and khan, 2011; takeuchi & takeuchi, 2013). within the organizational context, employee commitment is about the psychological attachment felt by the employees for the organization or psychological state of mind which connects the individual to an organization (nawaz & pangil, 2016). employee commitment consists of affective commitment, continuance commitment, and normative commitment (meyer and allen, 1991). affective employee commitment refers to employees’ identification with, the involvement of emotional attachment in the organization. the normative component indicates employees’ sense of obligation to their subordinates, peers, and superiors, and other third parties to stay within the organization. affective commitment is the most reliable predictor of commitment within the organization. finally, the continuance part of employee commitment is focused on the losses or costs or that employees relate to leaving the organization. however, in this study employee commitment is used without looking into separate components. job satisfaction job satisfaction is an imperative appositive attitudinal outcome, which could be affected by the perception of training and development, and the quality of the work environment. job satisfaction refers to the collection of attitudes about various aspects of the job and work context (valaei and rezaei, 2016). job satisfaction is a worker’s feeling of attainment and success on the job. job satisfaction is the basic element of work motivation, which is an essential determinant of one's behavior in an organization (vij and sharma, 2014). a positive and constructive attitude towards the job shows job satisfaction. negative and hostile attitudes towards the job signify job dissatisfaction (armstrong and taylor, 2020; valaei & rezaei, 2016). therefore, a suitable understanding of issues of job satisfaction is crucial for proactive international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 59│ managers to take essential actions. scholars identified human resource practices like; training, individual work requirements and policies, characteristics (madan & srivastava, 2015; white & bryson, 2013; working environment, professional status, pay, coworker support, and administrative style as significant factors that negatively or positively affect job satisfaction (macintosh and doherty, 2010; sharma and taneja, 2018). work environment the working environment refers to the condition of a good and safe workplace (bibi, ahmad, and majid, 2018). the work environment is a professional and social environment in which an employee is supposed to interact with many people (gunaseelan and ollukkaran, 2012). a good working environment is one of the important parts of making the employee feel good and help their activates to function and develop (bibi et al., 2018; noorizan, afzan, and akma, 2016). noorizan et al., 2016), thus, its work environment is one of the factors that influence employees’ decisions to continue with the organization. a good working environment, for instance, a good-looking and clean environment supports individual employees to execute their work effectively and has a positive effect on employees’ retention and commitment (bibi et al., 2017, erdogan & bauer, 2009). theoretical underpinning this article intended to provide linkages amongst hr training and development, and employee commitment and job satisfaction as applicable to ethiopian private banks, operating in addis ababa. the research is underpinned under the social exchange theory (set) and social learning theory (slt). set claims argue that all human connections are shaped by the use of a subjective benefit-cost perspective (cropanzano & mitchell, 2005). the theory clarifies social exchange as a course of negotiated exchanges among parties in which both parties involve in an exchange take obligation for one another and intensely depend on each other benefit-cost view. set argues that appropriate human resource management practices, such as training and development, promotional opportunities, and compensation institute by an organization should theoretically be able to improve employees’ retention, as organizations and individuals into exchanging relationships in which provision of shared benefits create obligations to reciprocate (cropanzano et al., 2017; birtch et al., 2016). accordingly, the above argument on set is that employees are expected to continue the relationship with the organization they are working at when they recognize that the relationship is valuable for them, and dis-continued their relationship when the reward is less than the cost that they gain from the mutual relationship. the emphasis of this theory as related to this research is on the link between the study variables (training and development, employee commitment, job satisfaction). the better the exchange between employees and the organizational managers the better the association between the variables. social learning theory the current growing business needs to train and develop employees. social learning is used to train workers through exhibiting positive behaviors; it is a method that supports team cohesion and cooperation and builds a culture of learning (akers and jennings, 2016). according to gibson, (2004) in slt, individuals learn the best by observing others. positive reinforcement, like praise or monetary reward, encourages repeat conduct whereas negative reinforcement like a penalty or financial fines international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 60│ dismays it. a way to keep up with administrative environment training demands is to teach a new workforce to have a look at an experienced employee and then model their conduct (davies and williams, 2005). this theory, regarded as the on-job-training and development method as it applied to hr. therefore, the slt through positive reinforcement could stimulate employees, as a result, enhances their motivation and commitment to the organization. hence, a basic theory that describes the link between training and development, job satisfaction, and employee commitment is slt. the relationship between training and development, and employee commitment in this article, it is argued that proper training and development have a positive effect on employee commitment. currently, most organizations emphasize training and development policies and programs to the employees as one of the human resource practices that are vital for the evolvement of employee commitment of the employees (jehanzeb and mohanty, 2018; bulut and culha, 2010). employees as a vital asset of the organization, organizations are required to invest in programs like training and development to develop their skills, knowledge, competency, and performance (ijigu, 2015; truitt, 2011). previous studies proved training and development contribute to positive results such as high organizational-based self-esteem, improved employee commitment, and enhanced participant knowledge, and ultimately could affect employee retention and improve organizational effectiveness (aktar and pangil, 2018; boon et al, 2011; jehanzeb and mohanty, 2018). kadiresan et al. (2015) found that training and development of human resource management practices on employee commitment. khaled et al. (2015) conclude that human resource management practices have a modest impact on employees’ employee commitment. the author claimed the need for a practical approach when examining hrm practice and employee commitment level, as employers can control the individuals’ sensitivity following the business settings, values, and strategic goals. taking into account the discussion above, the following hypotheses are proposed. gardner, wright, and moynihan (2011) found it slightly different and highlight the impact of human resource practice practices (e.g., skill enhancement and development) on voluntary turnover of employees mediated by collective affective commitment. they posited that although motivation enhancing is negatively related to voluntary turnover and partially mediated by collective affective commitment, skillenhancing and development is positively related to voluntary turnover and negates the relationship with collective affective commitment. as to slt the more there is a social learning environment in the organization the better their perception towards the organizational environment, which in turn improves their commitment. in addition, the set and the reciprocity norm are prevailing behind the link between training and development and employee commitment as it signifies how employees will respond to the perceived organizational support. this is applied with the assumption that persons should support anyone who has supported them, and persons must never hurt individuals who get supported them. according to kurtessis et al. (2017) when an individual employee realizes the organization's activities, as a result of the positive appraisal, the perceived support of the organization can be enhanced. this signifies that while employees are given an opportunity for training and development as recognition of their involvement their awareness about organizational support improved (herman, huang, and lam, 2013). therefore, training and development have become a significant factor for staff to improve their knowledge and skills, while managers see it as an instrument to improve employee commitment to the organization. based on the above review and theory, the following hypothesis is proposed. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 61│ h1. there will be a significant positive relationship between training and development and employee commitment the relationship between training and development, and job satisfaction according to ukandu and ukpere (2013), training and development practices are a way that gives employee satisfaction based on their work in different fields. costen and salazar (2011) proved in their study that, proper human capital management improves employee satisfaction caused in customer loyalty, consequently enhance the performance. moreover, there are certain empirical researchers on hr training and development that have a positive effect on other issues such as job satisfaction, turnover intention, performance, loyalty, engagement (wilson and tizikara, 2017; wright et al., 2014; truitt, 2011). moreover, researchers suggest the ineffective hrm practices lead to a significant decrease in the level of satisfaction for employees (aburumman et al., 2020; ijigu, 2015). aktar and pangil (2018) argue the banks should realize their employees’ wishes because they are the major driver of the banking business and banks cannot carry out their works in the lack of proficient human capital. according to set any individual or person maintains a relationship with another based on the likelihood that they will have some benefit from invested resources in return, which improves their level of satisfaction. the theory claimed that all of the expectations that employees use to evaluate the organization’s concern with their development improve constructive affiliation and satisfaction with their organization. besides, slt emphasizes the importance of surveying, modeling, and observing individuals' behavior, and their passionate response. this day-to-day training environment facilitates their satisfaction with their job. based on the above theories and discussions, the following hypothesis is proposed. h2. there will be a direct positive relationship between training and development, and job satisfaction the moderating role of work environment the work environment leans to have a negative or a positive impact on certain job outcomes, like involvement, commitment, and intention to stay in an organization (gunaseelan and ollukkaran, 2012). bedies, bibi et al. (2017) found that the work environment moderates the associations between compensation employee retention and promotional opportunities and employee retention. similarly, it is found that the work environment moderated the relationship between supervisors' support, training and development, and employees’ retention (bibi et al., 2018). the moderating role of the work environment on the relationship between entrepreneurial orientation and firm performance (aarakit and kimbugwe, 2015); western expatriates’ retention and commitment in international assignments (nguyen et al. 2013); perceived over qualification and its outcomes (erdogan and bauer, 2009). all suggesting that it can moderate the connection between predictor and criterion variables. however, empirical findings on the effects of hrm practices (e.g., training and development) on employees' employee commitment and job satisfaction appear mixed (abeysekera 2007; billah, 2009; gunaseelan and ollukkaran, 2012; park and searcy, 2012; umamaheswari and krishnan 2016). concerning the contradictory findings of previous studies, the working environment is incorporated as a international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 62│ moderator for the relationship between some human resource practices and employee positive behavior (i.e., employee commitment and job satisfaction). based on the set theory, appropriate human resource management practices, like training and development, institute by an organization. the social exchange theory suggests that an individual who feels that he/she gets benefits from someone will feel obligated to pay back or recompense through positive attitudes, behaviors, efforts, and devotion (mossholder, settoon, and henagan, 2005). hence, the strong exchange relationship facilities the positive attitudinal outcomes of employees. the organization improves its competitive advantage, not only by acquiring but also by developing, and effectively deploying its human capital (barney and mackey, 2016). hence, the work environment should theoretically be able to improve employees’ employee commitment and job satisfaction, as organizations and individuals into exchanging relationships in which the provision of shared benefits creates obligations to reciprocate. in other words, if there is a better perception work environment, it becomes a positive contributing factor to the relationship between training and development practice, employee commitment, and job satisfaction. with this, the following hypotheses are forwarded: hypothesis 3: employee perception of work environment will moderate the positive relationship between training and development and employee commitment hypothesis 4: employee perception of work environment will moderate the positive relationship between training and development and job satisfaction based on the previous discussion, the proposed research framework is presented in the following diagram, which suggests the relationship between training and development, with employee commitment and job satisfaction. training and development job satisfaction employee commitment work environment h1 h2 h3 h4 figure 1. research framework international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 63│ methodology research design this study used a quantitative cross-sectional survey and design. research design is a blueprint for empirical study intended in answering explicit research questions or testing hypotheses (bell, 2018; kumar, 2019; myers, well, and lorch, 2010). quantitative research is grounded in the positivist paradigm as a concept that scientific truths exist and can be measured objectively (barnham, 2015; myers et al., 2010). this research applied the quantitative research design because it involves the systematic collection of measurable data, the statistical investigation of the data, and the establishment of an analytical framework among the study variables. cross-sectional studies are used to gather data on persons at a single point in time (quick and hall, 2015). therefore, independent and dependent variables are measured at the same point in time, using self-administered questionnaires. target population and sampling the target of the participants was the private banks operating in addis ababa, ethiopia, which is the capital city of the country with a population of above 5 million. in the capital city, there are about 17 private banks with over one thousand two hundred branches. this study makes use of probability and convenience sampling techniques. this is because banks were unable to provide the inventory list of employees, with a pre-text of keeping the confidentiality of the organization. simple random sampling was conducted to select 6 banks and convenience sampling techniques for selecting the respondents, working in the position of branch managers and supervisors’ heads in the main office and branches operating in addis ababa, ethiopia. permission was received from the head of human resources development or any other concerned body, following an explanation in writing concerning the function of the research, the projected methods for the gathering of data, and the condition of a copy of the research questionnaire. a favorable opinion was gained from the relevant bodies of the respective banks. respondents were informed about consent, confidentiality, anonymity, and the right to withdraw from participation. further, respondents were provided with a self-addressed, envelope into which the completed questionnaire be inserted and the envelope was sealed, for collection by the researcher from a pre-defined collection point. with the consideration of some data restrictions in the pre-text of keeping the confidentiality of the organization, the study is limited to the branch managers and supervisor’s managers. as of the year during the year 2019/20, the total branches of the 6 private banks were 694 with the total number of employees 81, 944 working in the banks, of which 2,789 were working as branch managers and supervisors. since the target population is large, 10% of them have been used as a sample (i.e. 2789*10%=278.9. hence a total of 288 were the sample size. therefore, a total of 288 self-administered questionnaires were distributed with the help of their respective human resource managers. in all, 212 useable questionnaires were returned and analyzed, with a response rate of 73.6%. instruments in this study, questions from existing measuring instruments that had proven reliable and valid in previous research studies were adapted. the survey questionnaire will comprise demographic information gender, age, the highest level of education attained, and job position), training and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 64│ development practice, employee commitment, and job satisfaction. therefore, to measure training and development practice, this study used the measurement instrument developed by (aravamudhan and krishnaveni, 2015), which is a 17 items scale, and the cronbach’s alpha for this scale was .82. the questions include “training needs are assessed at regular intervals” and training programs are intended continuously on the basis of best practice and expert knowledge. job satisfaction was measured with 6 items scales, adapted from jehanzeb et al. (2017) and the cronbach’s alpha for this scale .88. example of items includes “i sense good about working in this organization” and i trust the organization is concerned about me”. besides, drawing on prior research on employee commitment was measured with 4 item scale adapted from sung and choi (2018), and the cronbach’s alpha for this scale .80. the questions include “my company is worthy of my loyalty” and “i feel as if my organization's problems are my own”. on the other hand, the work environment was measured with 4 item scales, adopted from (bibi et al., 2018). and, and cronbach’s alpha for this scale was .78. for example, “the work environment at my organization is good” and “i always feel safe working here in this environment”. to measure all the variables, respondents were asked to indicate their feelings on a 5-point likert –type scale (1 = strongly disagree, 5 = strongly agree). overall, the scores of cronbach alpha for the research variables range from 0.75 to 0.88 which are above of threshold value of 0.7 (taber, 2018). for reducing the participant's response bias, this research employed, not to indicate the variable details and construct in the questionnaire. the items of respective scales were randomly ordered to observe the respondents' consistency motive. similarly, for controlling for common method bias, this study adopts a technique proposed by podsakoff, mackenzie, and podsakoff (2012). from procedural remedies, different techniques were applied, which include, temporal separation by presenting a time lag between the measurement of the predictor and criterion variables; counterbalancing question order, in this case, this research the items of respective scales were randomly ordered to observe the respondents' consistency motive. moreover, the standard questionnaires are designed to minimize task difficulty so that respondents would be more possible to respond precisely furthermore, to maximize respondent motivation and to enhance the likelihood of answering accurately, a cover page story was provided, affirming the purpose of the research and clearing up how the information would be used and how the organization would be benefited moreover, to avoid respondents’ socially desirable bias, the respondents were assured that their responses would remain anonymous. to check the content validity, the questionnaires were given to scholars at addis ababa university. besides, the instruments were given to the senior hr executives and professionals in the banking to make sure, whether the instrument scales are measure what it is intended for. analytical strategies statistical package for the social sciences (spss) v.25 and amos v.23 has been used for analyzing the data collected. correlation analysis was used to evaluate the strength of the relationship between the independent and dependent variables. further, multiple regression analysis was used to calculate the difference between means or the slope of the relationship between (namazi and namazi, 2016; fairchild and mackinnon, 2009) to verify the moderating role of the work environment. pretesting international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 65│ for testing the reliability of the measurement scales/ questionnaires, the pretest was applied for 30 samples to test the reliability and these data were used only for the pretesting, hence and not incorporated in the study or as part of the data analysis. therefore, all constructs give high reliability with a cronbach’s alpha greater than the threshold .70 (hair et al., 2010). it ranges from the lowest reliability of .79 (work environment) to the highest reliable construct of .88 (job satisfaction). hence, the questionnaire is highly reliable and will be giving credible results. data analysis and results before testing the hypothesis, confirmatory factor analysis (cfa) of the variables was employed to assess the construct validity of the measurement scales in terms of the extent to which it fitted the data. cfa was assessed by examining standardized factor loadings and modification indices. there were four latent variables in this research: training and development (t&d), employee commitment (emc), job satisfaction (jos), and work environment (woe). confirmatory factor analysis (cfa) was performed using spss v.25 and amos v.23. this was performed by specifying the number of factors needed in the data and to test which measured variable is associated with which latent variable and used to reject or confirm the measurement scales (hair et al., 2010; kline, 2010). then, the structural regression model was utilized to test the proposed model. the test of measurement model different fit measures was utilized to examine the model fit, which includes the cmin/df /chi-square, goodness-of-fit index (gfi), comparative fit index (cfi), and tucker lewis index (tli) and root mean square error of approximation (rmsea). table 3 shows the measurement model fit statistics. the chi-square (χ2/d.f.) result is a value is 1.882 which is less than the generally suggested value of 3, which strongly indicates a good fit for the model. the gfi, cfi, and tli values are above the universal cut-off for the goodness of fit (0.90). further, the rmsea is 0.073, indicating an acceptable model fit (kline, 2010). therefore, the measurement model appears to represent the data quite well since all of the overall fit indices demonstrated acceptable values. table 1: confirmatory factor analysis of the measurement model cmin df cmin/df. gfi rmr cfi tli rmsea 8.024 3 2.675 0.985 .009 0.996 .986 .089 convergent and discriminate validity convergent validity is proposed to see the extent of the indicator shares or converges in a single construct (hair et al., 2010). in other words, convergent validity means the scale correlates positively with other measures of a similar construct. the results revealed as convergent validity was tested by assessing the degree of factor loadings of observed variables on the proposed latent variables or constructs. hence, convergent validity and discriminant validity were tested as given in table 2 and table 3 respectively. according to hair et al. (2010) and kline (2010) to in convergent validity, the average variance extracted (ave) must be is greater than 0.5 and above 0.5 (hair et al., 2010: kline, 2010). table 2 revealed average variance extracted (ave) exceeded 0.5 and the factor loadings for all the items were above 0.5, as recommended by (hair et al. 2010). likewise, discriminant validity denotes the extent to which a specific latent construct is different from other constructs (byrne, 2010). the square root of the average variance extracted of each variable should be greater than the correlations between latent constructs, suggesting adequate discriminant validity (byrne, 2010). similarly, the discriminant international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 66│ validity is also realized by corresponding the outer loading with the cross-loading (hair et al. 2013). as depicted in table 5, the diagonal values are larger than the other values of the columns and rows in which they are situated, confirming the discriminate validity of the outer model (kline, 2010; byrne, 2010). note slstandardized loading, aveaverage variance extracted=sum of standardized loading square divided by the number of indicators, tdptraining, and development practice, emc-employee commitment, josjob satisfaction, and woe. for tdp 4 sample items are written here, but all were calculated. table 3: discriminant validity of constructs latent variables training and development employee commitment job satisfaction work environment training and development 0.74439069 employee commitment 0.584 0.74428254 job satisfaction 0.531 0.428 0.721748987 work environment 0.427 0.502 0.662 0.790014399 demographic information table 2 represents the demographic information of the respondents. the sample of the research consists of 64.3% of men and 35.7% of female respondents. the majority (i.e., 87.4%) of the respondents are below 35 years old. besides, most of the respondents were first degree holders (89.6%), and (10.4%) were postgraduate degrees. the largest participants of the study have been working in the current banks for 4 to 10 years (55.2%), (34.6%) of participants in the current bank below 4 years, and the remaining table 2: results of measurement model and average variance extracted indicator variables latent variables sl the square root of sl sum of the squared sl ave composite reliability tdp1 <-- tdp 0.723 0.52 tdp2 <-- tdp 0.702 0.49 tdp3 <-- tdp 0.844 0.71 tdp4 <-- tdp 0.699 0.49 2.21 0.55 0.83 emc1 <-- emc 0.759 0.57 cmc2 <-- emc 0.695 0.75 emc3 <-- emc 0.727 0.53 emc4 <-- emc 0.596 0.35 2.22 0.55 0.81 jos1 <-- jos 0.751 0.56 jos2 <-- jos 0.609 0.37 jos3 <-- jos 0.714 0.501 jos4 <-- jos 0.647 0.42 jos5 <-- jos 0.861 0.74 2.60 0.52 0.74 woe1 <-- woe 0.811 0.66 woe2 <-- woe 0.756 0.57 woe3 <-- woe 0.795 0.63 woe4 <-- woe 0.797 0.63 2.50 0.62 0.60 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 67│ (10.2%) had more than 10 years of experience, their average summative experience in different banks is about 5 years. table 4: demographic information gender male 64.3% female 35.7% age less than 25 15.1% 25 to 35 years 72.3% 35-45 years 11.5% 45 and above 1.1% 3 to 5 years 27.91% level of education diploma 0% bachelor degree 89.6% masters 10.4% ph.d. 0% experience below 4 years 34.6 % 4-10 years 55.2 % more than 10 years 10.2% total-experience mean (in years) 5.00 s.d. 3.54 from the descriptive results, it can be seen that the constructs are; training and development, employee commitment, job satisfaction, and work environment. descriptive statistics such as mean scores, standard deviations, and correlations of the study variables are provided in table 5. table 5: mean standard deviation and correlations among the study variables variable mean std. dev. td emc jos woe training and development (td) 3.68 1.031 1 employee commitment (emc) 3.52 1.037 0.584* 1 job satisfaction (jos) 4.01 1.253 0.531* 0.428** 1 work environment (woe) 3.55 1.09 0.427* 0.502** 0.662** 1 * p < 0.05 note: td– training and development, emcemployee commitment, josjob satisfaction, woe-work environment from the observed variables, the mean of all data was in the range of 3.52 to 4.01. the mean of training and development was 2.38, employee commitment 2.52, job satisfaction 2.79, and work environment is 2.38. the questions with the highest mean (3.9) of job satisfaction were “training programs are designed after considering the employees’ needs and requirements.” the question with the lowest mean (2.11) of employee commitment was “our company is worthy of my loyalty”. with regard to the correlation values, all the study variables had a moderate positive association with each other (ranges from 0. 0.427 to 0. 0.584. p. < 0.01). results the hypothesized relationships were tested using the sem technique. it was proposed in the study that training and development would have a positive correlation with job satisfaction and employee international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 68│ commitment. the work environment was also hypothesized as a moderator in the relationship between the independent (trd) and dependent (jos and emc) variables. the results of the structural model are presented in table 6. in agreement with the hypothesis, the results conveyed a significant positive relationship between training and development, with job satisfaction (β = 0.579, p < 0.05). training and development were able to explain 57.6% of the observed variations in employee job satisfaction. likewise, training and development (β = 0.671, p < 0.05), was able to expound 67.1% of the observed variations in employee l commitment. thus, h1 and h2 were fully supported. table 6: results of the structural model hypothesis relationship beta value standard error t statistic p-value decision h1 tdp → jos 0.579 0.048 12.06 * supported h2 tdp→ emc 0.671 0.041 16.36 * supported h3 tdp* woe →emc 0.206 0.087 2.37 * supported h4 tdp* woe →jos 0.402 0.073 5.51 * supported note: *p < 0.05 figure 2. the interaction effect of work environment on training and development and employee commitment figure 3. the interaction effect of work environment on training and development and job satisfaction 1 2 3 4 5 low training and development high training and development e m lp ye e c om m it m en t low work environment high work environment international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 69│ to test the moderation hypothesis, the structural equation modeling technique was applied using amos v.23, with maximum likelihood estimation as a structural equation modeling permit for measurement errors in the statistical model. the effect of the moderator is examined by whether a significant relationship is found between the interaction term and the dependent variable. the results of the moderation analysis are stated in table 6 (as h3 and h4). moreover, as we can see from the result of the interaction plot in figure 1, it showed that the work environment moderates the relationship between training and development and job satisfaction (β = 0.402, p < 0.05). in other words, the better the work environment perception, the more employee will be job satisfaction of employees. figure 2 also showed as an interaction plot suggests that the positive effect of training and development is more likely to be observed when the work environment is better and employee-oriented. hence, the work environment has a moderation effect on the relationship between training and development, and employee commitment (β = 0.206, p < 0.05). overall, hypothesized relationships of h1, h2, h3, and h4 are all supported. findings and discussion the purpose of this study was to examine the effect of training and development on employee commitment and job satisfaction and that work environment is treated as a moderator variable. the study revealed that training and development have a positive impact on employee commitment. hence, the direct link of training and development with employee commitment has been established in the context of the ethiopian banking sector. this finding is consistent with the results of prior research (e.g., bulut & culha, 2010; white & bryson, 2013; umamaheswari & krishnan, 2016). this helps to extend the positive effects of training and development on employee commitment in the banking sector. this signifies, if employees obtain the necessary training and aspect of development, they develop a feeling of love for their jobs, a sense of belonging, and feel that they are a worthy match for their jobs. hr training and development signals commitment from the organization to the employees, which in turn will result in employees reciprocating such behavior by suggesting a stronger employee commitment, which can influence performance (ajibade & ayinla, 2014; sivapragasam & raya, 2017). in other words, employees will feel more devoted to the organization if they receive proper training and development from their supervisors, senior, or organizational leaders. by investigative the relationship between training and development, and commitment, this article suggests that embracing and increasing employees’ training and development practice will not only be beneficial to employees, but also to the organization as a whole, which will give an organization a competitive edge over others (kurtessis et al., 2017). it is advised that training and development should be executed as part of the larger organizational development strategies and policies intended at attaining committed employees (jehanzeb and mohanty, 2018). this is because employees interpret hr training and development practices as a sign of commitment from the organization. moreover, the results of this article revealed that training and development have a positive impact on employee job satisfaction. this finding is also in line with the results of previous studies (e.g. jehanzeb & mohanty, 2018; wright et al., 2014; chiang et al., 2005). this result demonstrates that if organizations conduct training and development, it generates positive behavior in employee job satisfaction. given this result, it is found that training helps employees to acquire knowledge, capability, or skills, which enable them to perform their jobs easily (ocen, francis, and angundaru, 2017). hence, the learning point is that international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 70│ the execution of proper training and development boosts employee job satisfaction, which in turn enables employees to reciprocate in form of improved job satisfaction and commitment (ocen et al., 2017; ijigu & ijigu, 2015). furthermore, the results of the structural modeling (see table 6), revealed that the work environment positively moderates the relationship between training and development, employee commitment, and job satisfaction. in this sense, bibi et al. (2018) suggested that organizations should focus on creating conducive work environments to keep employees more committed and satisfied, which in turn keep talented employees in the organizations. the more the work environment is conducive the better the positive relationship between the exogenous (predictor) and indigenous (the outcome) variables. this shows that the work environment plays a vital role in enhancing the commitment and satisfaction level of the employees, specifically with the banking sector. all else being equal, the better the work environment the better the commitment and satisfaction. theoretical implications the findings of this study offer a position for examining and building employee commitment and job satisfaction from the perspective of training and development. the result, therefore, lays importance on and enriches employee commitment and job satisfaction studies by confirming that training and development are the key antecedents of employee commitment and job satisfaction. it further provides credence to the social exchange theory, which suggests that employees give in return if a practice such as training and development is provided by the organizational leaders. this finding also enriches the concepts of employee commitment and job satisfaction by confirming that the existence of a conducive work environment moderates the positive relationship between training and development, employee commitment, and job satisfaction in the banking sector. in general, this study contributes to the existing hr literature and filling the gaps in the existing literature, and for academicians. managerial implications for managers or practitioners, this study suggests a need for organizations to offer effective job training and development can achieve to have better trained, more satisfied employees, especially in developing countries like ethiopia. employees satisfied with their jobs are also more committed to their organizations (white and bryson, 2013). employees who are satisfied in their works are more enthusiastic to accept organizational values and goals, more willing to exert maximum effort in their profession and workplace. these acquaintances to the larger view of the organization are enormously important to human resource management practitioners (baron, a., & armstrong, m. 2007; boon et al., 2011). because they show a prevailing relationship between training and development, employee commitment, and job satisfaction of employees (anis and khan, 2011). the findings confirmed a conception that the work environment is of the utmost significance in increasing employee commitment and job satisfaction, which covers the practical significance of this study for policymakers and practitioners. therefore, this study contributes to the investors, policymakers, and organizational managers in general, and the banking sector in particular on the valuableness and relationship between the stated study variables. hence, the practitioners and management of the banking sector need to provide adequate support for providing training, development and creating a favorable environment for their members, which will enhance their commitment and happiness. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (1), 55-75 linking human resource training and development, employee commitment and job satisfaction: moderation role of work environment abel gebremedhn desta © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) 71│ limitation and future studies the main limitations of this study include: first, only the members of the private banking sector were considered as the respondents in the current study. other areas and sectors such as government banks, services sectors, and manufacturing sectors should be considered in future research. second, this research uses the individual level of analysis, in which only employees working in the position as supervisory employees, and customer service officers were considered as the respondents in the current study. thus, the findings may be generalized by selecting managers (as a unit or organizational level of analysis) as respondents in future research. third, from a methodological standpoint, this research is considered a cross-sectional approach. hence, future studies may consider the longitudinal method. and finally, this study reported training and development with employee commitment and job satisfaction, where values of 57.9% of the variance of the employees’ employee commitment ((β = 0.579, p < 0.05), and 67.1% variance of job satisfaction (β = 0.671, p < 0.05), suggesting that training and development are not the only predictors of employee commitment and job satisfaction. thus, future studies should integrate some other variables such as compensation, recruitment, selection, performance appraisal, and job security. overall, although the findings provide a better picture of a robust relationship between the variables examined in this study, this being in a private banking sector, perhaps the issues of employee commitment and job satisfaction may be different in other sectors. references absar, m. m. n., azim, m. t., balasundaram, n., & akhter, s. 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(2014). strategic human capital: crossing the great divide. journal of management, 40(2): 353-370. microsoft word 582 76-100.docx available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 issue 1 (2021): 76-95 corresponding author alexanderkillip@e.ubagio.edu doi: https://doi.org/10.31098/ijmesh.v4i1.582 research synergy foundation traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province alexander g. killip jr.1 1senior high school department, university of baguio, phillipines abstract ato shows the existence of the indigenous political institution in the cordillera specifically in mt. province that reflects the cultural patterns, political processes, and assumptions of rights of the community based on their customary laws that allow the indigenous people to achieve meaningful self-determination. the researcher wanted to determine and understand the traces of ato as a judicial institution in the lupon through its public administration and judicial practices. the researcher made use of qualitative approach and descriptive design to understand the perceptions and beliefs of the lupon members. five (5) members of lupon and three (3) barangay officials discussed the existing judicial and administrative practices of the lupon. the study found out that the traces of ato as a judicial institution in the lupon focus on the public administration practices that involve the processes of implementing and evaluating of policies such as the review on the ordinance by the barangay captain, posting of ordinance in the barangay hall and the house-to-house information dissemination by the tanods. the judicial practices on conflict resolution in the lupon follow a series of trial procedures; first one is the private mediation process of the barangay mediation council that involves only the barangay officers and the conflicting parties; and, the second one is the public trial of the conflict through arbitration by the lupon members. the judicial practices on imposing sanctions include fine such as money, personal belongings, property, or livestock and community service. keywords: ato, judicial institution, lupon, public administration this is an open access article under the cc–by-nc license introduction the bontoc villagers take pride in themselves as one community (sinpangili) helping each other always to the extent that they declare war against another village if a village mate has been wronged by an outsider. due to the off and on warfare that disrupts their economic and social life and relationships, the elders of the village, especially those adversely affected by the hostilities exert significant efforts in solving the conflict (cordillera school groups, inc., 2003). the process of dispute settlement and conflict management varies depending on the most acceptable traditional practice being used in the community. in bontoc, the primary way of settling disputes is through arbitration by the elders. arbitration is a process where the third provides the final decision on how to resolve the dispute based on the information presented to him/her by the disputants (disini jr., aguilingpangalangan, daroy-morales, gatmaytan, & lim 2002). dispute settlement and conflict management administration is a way for the public administrators to handle conflicts and disputes. the way public administrators perform their role in conflict resolution can reflect to their competence in implementing the legal norms, international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 77 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) organizational tools, methods of management processes and procedures as a regulatory, organizational and executive body (mladen (2015). according to manengyao (2016), there are numerous reasons of conflict among the bontoc people that must be addressed through dispute settlement and conflict management. disputes include conflicts on the boundary, water resources, and crime-related incidents. prill-brett (2015) also stressed that traditional politics focuses on cases affecting communal, family or corporate and private lands, dispute on property inheritance, marriage, and family conflict within the bontoc villages. these types of cases can be settled in a certain ato where both conflicting parties are members within the community. the conflicts that were commonly handled by the council of elders fall under property and civil-related disputes. it is essential to understand the remaining traditional practices of the indigenous political institution such as the ato. in addition, it also is necessary to understand the traces of political and judicial processes of ato in the lupon through the understanding of its judicial and administrative practices. the findings of the study can help the community of talubin in understanding the traces of ato as a judicial institution in the lupon of the barangay through the determination of the public administration practices of the lupon in knowing the processes of the implementation and evaluation of its policies. furthermore, the result of the study can enhance the knowledge of the researcher on the judicial practices of the lupon on its conflict resolution and imposition of sanctions. hence, an analysis of the changes in the political life of the bontoc people is necessary. also, it is important to look into how the traditional legal and political practices of the bontoc people are integrated in the current practices. objectives of the study the study aimed to determine the traces of ato as a judicial institution in the lupon of talubin, bontoc, mt. province. specifically, the research sought answers to the following: 1. to determine the public administration practices in the lupon. 1.1. to determine the processes in implementing policies in the lupon. 1.2. to determine the processes in evaluating policies in the lupon. 2. to determine the judicial practices in the lupon. 2.1. to determine the judicial practices on conflict resolutions in the lupon. literature review each bontoc village is politically and economically autonomous from any other authority (cordillera schools groups, 2003; prill-brett, 2015). prill-brett (2015) also mentioned in her book, tradition, and transformation: studies on cordillera indigenous culture, that village or ili is the largest political institution in bontoc. villages are composed of nuclear families occupying single households. they have their boundaries recognized by surrounding villages. each village has several atos that are considered to be indigenous political institutions within the community. a family is affiliated with one of several atos/actors in a village and is represented by the male household. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 78 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) the people of bontoc believed in the existence of a supreme deity named kabunian/ kafunian who has a son called lumawig. it was believed that lumawig is a possessor of specific divine properties. he is the representative of his father, and descended from the sky into the earth and married a bontoc maiden (fiar-od, 2000; cawed, 1972). it is believed that lumawig, instituted the ato. he designed the ato as the place for carrying on headhunting ceremonies and for holding rituals of the village (prill-berett 1987:19, as cited by cordillera school groups, inc., 2003). cawed (1972) also mentioned that the people of bontoc believed that lumawig left his commandments to rule the life of every igorot. for ages and generations, the commandments left by lumawig, composed of unwritten code of ethics have come to him and taught him: 1. never to lie, for the good men do not live with liars; 2. to respect the properties of others, for people must lead good honest lives; and, 3. to be brothers to all men. an ato is a political institution (fiar-od, 2000; cordillera school groups, inc., 2003; prillbrett, 1987), and described by jenks (1905) and tadaoan (1973), as cited by prillbrett (1987), as the “government and control of the pueblo” that serves as a political unit and provides (political) leadership. ato is a self-perpetuating institution (jenks, 1905) that consolidates the people and fosters unity by threshing out conflicts among members. furthermore, ato is the meeting place of the elders that serves as the focal point of community unity. these elders comprise a council called “tongtong” who make community decisions as to giving of judgments and sanctions to an accuser or accused person in terms of moral issues (baring & gaspar, 2013). lastly, ato assists families beset with problems. it serves as a council where male members converge to discuss vital matters affecting the entire community, such as settling disputes and issuing penalties, declaring wars with neighboring groups or tribes. traditionally, no superior external authority is controlling judicial or economic processes within the village, but all authority resides on the ato within the community (prill-brett, 2015). the holding of peace pacts is also an essential function of the ato, which ensures the safe passage of its members in the territory of another group (cordillera school groups, inc., 2003). each village in bontoc is composed of more than one ato that caters to separate families. the number of ato from each village varies depending on the size of the population, and each family is affiliated with one of the several atos in the village (prill-brett, 2015). however, a village is not merely an aggregate of an independent ato. the village is the largest social group composed of ato coalescing in times of trouble and during the performance of rituals and feast. thus, there is solidarity among villagers (cordillera school groups, inc., 2003). cawed (1972) discussed in her book entitled, “the culture of the bontoc igorot,” that an igorot has four choices of atos which he may become a part of. these are the following: 1. the ato where he was born; 2. the ato of his grandfather; 3. the ato of his father-in-law; and, 4. the ato where he builds his home; each family sends male members as representatives in the ato. only the males can enter the ato and participate in the discussion of community affairs. however, this does not deter women from voicing out their opinions. before the male representatives go to the ato, they solicit the views international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 79 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) of other members of the family. they undergo deliberation until an agreement is reached (cordillera school groups, inc., 2003). cawed (1972) also mentioned that a married householder participates in all activities of his ato. if he is old enough, he becomes a member of the venerated intugtukon (council of elders) and has a voice in the ato affairs. as a member, therefore, he follows the rules and regulations of his ato, contributes to all ato expenses, and participates in all religious, social, and political activities. the ato may have twenty-five to fifty members. membership in an ato is for life. a person may leave the place only if he loses face before his fellow members. membership in the council of elders. as defined by cordillera school groups, inc. (2003), ingtugtukon is the council of elders that recognizes no single headman or chieftain. however, some places in bontoc named them as the anam-ama or anama. prill-brett (2015) also added that the council of elders is already the judicial, legislative, and executive body of the ili. prill-brett (2015) also outlined some requirements in order for someone to qualify for membership for the council of elders. these requirements outline that one must be (1) rich in life experience; (2) articulate, with a record of good judgment in the past deliberation of cases; (3) fair in the formulation of decisions as evidenced by past cases, and by the villager’s affirmation of this fact; (4) holder of good war record (although not an absolute necessity, this may give an elder an edge over the others in prestige); and, (5) wealthy (though this requirement is by itself, not sufficient qualification). the councils of elders are made up of wise older men who are experts in custom laws (cordillera school groups, inc., 2003) and (cawed, 1972) and are the repository of wisdom (folkmar, 1962). they are also responsible for making laws and amending them when they see fit, like the legislation of policies/ customary laws like the tengao or obaya (local religious holidays), planning and settling and declaration of dates for the agricultural activities, and determining and implementing of customary laws and policies like the sapata. also, the said councils also counsel villagers who needed help (prill-brett, 2015). they can declare, accept, or reject war challenges; and if their tribe is at war; it can sue for peace, as it deems right with the enemies. the group decides the activities, rituals, workday, tengao of the villagers (cawed, 1972); and planning and settling including the declaration of dates for the agricultural activities. the elders do not receive any fixed form of compensation for their services. however, they enjoy social prestige and shares of meat of pigs and other animals for rituals in the ato. the ato, through its council of elders, has a definite role in maintaining peace and order in the community. the role of ato always involves dispute resolution and conflict management among the members of the community to achieve a range of social, cultural and economic goals and improved access to justice (national alternative dispute resolution advisory council, 2006). the services provided by the council of elders have the potential to reduce levels of violence within and outside the village. the council of elders also promotes healing of damaged relationships between indigenous people, and enhance governance and decision-making by the indigenous communities of bontoc. however, it was evident that the socio-cultural and political system of some parts of bontoc are currently undergoing gradual and organic changes as new and liberal ideas influence the new generation. the social changes were caused by the introduction of education and further integration of the youth with the broader community outside bontoc. however, the people can still international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 80 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) witness the authentic culture of the bontoc people. the igorot culture was barely touched by colonizers because even when they were defeated in battles against the spaniards, never did they give up their cause to preserve their independence. the maintenance of the igorot culture may also explain why the fundamental contradiction between spanish colonial law and native customary law did not become a big deal to the igorot because spanish law was nominally and superficially complied with, but customary law was being followed. prillbrett (2015) also stated that several cordillera groups from different provinces have been undergoing a process of change which may affect their political institutions in varying degrees. a study conducted on the isneg by madale (1973), as cited by prillbrett (2015,) shows that the indigenous political leadership status in the community has been weakened by the superimposition of current laws of the institutionalized national government of the new qualifications for political leadership. at present, other than the existence of ato, another local unit of the barangay is the katarungang pambarangay composed of lupong tagapamayapa members. the lupong tagapamayapa exercises administrative supervisions over conciliation and arbitration of cases that are subject to amicable settlement and arbitration. section 412 of the philippine local government code of 1991 provides that the customs and traditions of the community shall apply during conciliation. in addition, the proceedings of the settlement shall be public and informal. in bontoc, it is evident especially among the four central barangays of the municipality namely, poblacion, caluttit, bontoc ili and samoki which are the center of commerce and business. the role of ato is already shifting from being an administrator of justice and political division to a socio-cultural entity. also, the role of ato involves the administering of cultural gatherings such as the “pasok-ey” or a traditional thanksgiving. the political role of the ato such as maintaining peace and order, administering justice and political mobility is already transferred to the barangay and other agencies of the local government which is a mandate of the local government code of 1991. however, in some barangays of bontoc, especially those that are in the nonadjacent places and far from the four (4) central barangays, the role of ato is still intact. an example is barangay talubin, one of the barangays in the western part bontoc. in talubin, the katarungang pambarangay became an alternative avenue for the members of the community to settle civil disputes. the lupong tagapamayapa members were appointed by the barangay captain based on their capability to administer justice through dispute settlement and conflict management within the barangay. it is evident that at present, the members of the katarungang pambarangay also belong to the council of elders of the ato. the researcher conducted an initial interview to some people from talubin to ask why the local officials of the barangay prioritize the members of the council of elders to be part of katarungang pambarangay. the typical response relates to the perception of the people towards the elders of the community. the people’s respect for the elders stems from the elders’ wisdom and experience to arbitrate and settle conflicts. the role of the elders in administering the political life of the indigenous community is linked to the scope and procedures of implementing the indigenous justice system. the concept of justice in bontoc is based on the established customary laws on settling disputes that were used by the elders of the community and the conscious inculcation of those among the youth of the community (molintas, 2004). although some customary laws are still being practiced in some parts of bontoc up to the present, some customary laws are already abolished or amended in response to international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 81 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) the changes in the community. one example is the penal laws that were once practiced but were considered by the state laws to be bit harsh and inhumane. some of the examples are recorded by jenks (1905), who stated that the chief crimes against igorot society are theft, lying to shield oneself from some criminal act, assault and battery, and murder. dispute resolution and conflict management practices are intricately woven into the value and belief system of the community. traditional ways of dispute resolution and conflict management practices had been recognized by the national government to be vital in preserving the culture and traditions of the indigenous people. republic act supported the indigenous justice system. no. 8371, also known as the indigenous peoples’ rights act of 1997 under section 65 stating that: “when disputes involve iccss/ ips, customary laws and practices shall be used to resolve the dispute.” conceptual framework the local government code of 1991 established the lupong tagapamayapa or lupon. the lupon is composed of the punong barangay as the chairman, and ten (10) to twenty (20) members. the lupon exercises administrative supervision over the conciliation panel in all disputes involving real property or any social interest in the barangay. in barangays where the majority of the inhabitants are members of indigenous cultural communities, local systems of settling disputes through their councils of datus or elders shall be recognized by the applicable provisions of the local government code of 1991. the following provisions of the local government code of 1991 enumerate the composition, functions, and other pertinent information that are significant to the understanding of the lupon: composition of the lupon. lupong tagapamayapa or referred to as lupon shall be composed of the punong barangay as the chairman, and ten (10) to twenty (20) members. the members can be any person who is residing or working in the barangay, not otherwise expressly disqualified by law. the candidate for the member of a lupon shall possess integrity, impartiality, independence of mind, sense of fairness, and reputation for probity. in barangays where the majority of the inhabitants are members of indigenous cultural communities, local systems of settling disputes through their councils of datus or elders shall be recognized without prejudice to the applicable provisions of this code. functions of the lupon. the member of the lupon shall exercise administrative supervision over the conciliation panel during the arbitration, mediation or conciliation process during the amicable settlement. the lupon needs to meet regularly, once a month, to provide a forum for the exchange of ideas among its members and the public on matters relevant to the amicable settlement of disputes. the said meeting of the lupon will also enable various conciliation panel members to share their observation and experiences in effecting the speedy resolution of disputes. all amicable settlements shall be in writing, a language or dialect known to the parties. the settlement must be signed by both parties and shall be attested by the lupon chairman or the pangkat chairman. moreover, no complaint involving any matter within the authority of the lupon shall be filed or instituted directly in the court or any other government office for adjudication, unless there has been a confrontation between the parties before the lupon chairman or the pangkat. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 82 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) alternative dispute resolution the republic act no. 9285 also known as “an act to institutionalize the use of an alternative dispute resolution system in the philippines and to establish the office for alternative dispute resolution, and for other purposes” declares the policy of the state to actively promote party autonomy in the resolution of disputes or the freedom of the party to make their arrangements. in barangay talubin, the party is encouraged to use the alternative dispute resolution (adr) as an essential means to achieve faster and impartial justice through the lupong tagapamayapa. the following provisions of the law identified some critical concepts that are related to the adr and were laid down through the context of the barangay: alternative dispute resolution system. republic act no. 9285 stated that it is a process of resolving a dispute that involves the participation of the neutral third party, which is not necessarily the court judge. in the indigenous community, the said third parties are the elders or leader of the community who will resolve the conflict because they are known to possess qualities such as wisdom and expertise in arbitration or mediation. the concepts mentioned above explain the composition, functions, and characteristics of the lupon as an administrative and judicial body. the said concepts mentioned also explained the administrative supervision of the lupon over the conciliation panel in all disputes involving real property or any social interest in the barangay. moreover, the framework of the study explains alternative dispute resolution (adr) as an essential means to achieve faster and impartial justice through the lupong tagapamayapa. the use of arbitration or mediation are part of the adr as a process of resolving the dispute by the lupon. this researcher utilized in-depth interview and focus group discussion to determine the traces of ato as a judicial institution in the lupon. in-depth interviews and fgds were used by this researcher to identify the processes in implementing and evaluating policies as part of the public administration practices of the lupon. also, these methods were used to identify the lupon’s way in solving conflicts and imposition of sanctions. methodology this chapter presents the methods and procedures of the study. it includes the description of the research design, population, and locale and how the data was collected. research design the study utilized a qualitative design. a descriptive approach was used because it is the best way to capture the responses of the informants regarding their beliefs and ideas on the traces of ato as a judicial institution in the lupon. in addition, the researcher also utilized the interpretive paradigm which hinges on the belief that the responses of the informants will be taken as valid answers that can be used to produce a new knowledge such as language, consciousness and shared meaning (myers, 2009). population and locale of the study talubin is one of the 16 barangays in the municipality of bontoc. it is located in the western geographical side of the municipality and shares a common border with barangay bayyo, gonogon, barlig, can-eo, alab, and samoki. it is currently divided into two (2) sitios: vabley and doddo. its population as of 2015 is 1,673 (philippine statistics authority, 2015), representing 6.79% of the total population of bontoc. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 83 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) the researcher used a purposive sampling and referral method in gathering the informants of the study. the informants of the study were the current five (5) members of the lupon, including the three (3) barangay officials in talubin. the informants were chosen based on their current role as the mediators and arbitrators of dispute settlement and conflict management, and as local public administrators. the five (5) members of the lupon have no academic degrees. their expertise and experience on customary laws and traditional practices of the community supplement what they know about their functions as prescribed by the local government code of 1991 especially on their role in the implementation and evaluating policies in the lupon. the highest educational level attained by three (3) of the barangay officials was secondary education. the barangay officials have a knowledge on the general scope and limits of their administrative functions in the barangay. however, the researcher observed that they did not follow the legal provisions of the local government code of 1991 which states that lupon must consist of 10 to 20 members; since the barangay officials only picked five (5) members who are below the minimum as prescribed by the local government code. data gathering tools the researcher used the following tools in the study: 1. in-depth interview. the researcher conducted an in-depth interview with five (5) current members of the lupon and three (3) barangay officials. the researcher conducted an in-depth interview to explore their perspectives on judicial and administrative practices and to elicit a vivid picture of their perspective on the research topic. in addition, the researcher also used an interview guide to come up with detailed information about the informants’ thoughts and behaviors. the contents of the interview guide revolved on the judicial and administrative practices of the lupon, specifically the processes in implementing and evaluating policies, and processes in conflict resolution and imposition of sanctions. 2. focus group discussion. the researcher also utilized a focus group discussion so that he could observe the interaction of the eight (8) informants in a limited time. the researcher utilized focus group discussion in the form of “tungtungan” as a way of interacting with the lupon members and officials of the barangay. focus group discussion helped the researcher in gaining insights on the informants’ perspectives on the topic of discussion. data gathering procedure the researcher, having the prepared documents for the conduct of the study, traveled from baguio city to talubin to gather the necessary data and meet the informants of the study personally. the researcher met with the barangay captain and asked for permission to conduct a study. the barangay captain was the first one to be interviewed. during the interview, the researcher asked questions that are related to the traces of ato as a judicial institution. after the interview with the barangay captain, the researcher looked for the other barangay officials to be interviewed. unfortunately, only two (2) barangay kagawads were available during the stay of the researcher in the community. in the following days, the researcher successfully interviewed all the five (5) members of the lupon in their respective houses. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 84 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) furthermore, after the one-on-one interview with the informants, the researcher asked the permission of the barangay captain for a focus group discussion with the participation of all the informants who were interviewed individually. the barangay captain approved the request and set the schedule of the fgd at the barangay hall. the informants present during the focus group discussion were the five (5) members of the lupon and only three (3) officials, including the barangay captain. the researcher translated the questions to the italubin and ilokano dialects to ensure that the informants will answer the questions correctly and that will interact comfortably with the researcher. the researcher quickly established rapport with the informants because the researcher is a part of the community, having lived there during his younger years. treatment of data the researcher used the following approach in the treatment of data: thematic analysis. the researcher took note of the responses of the informants with the aid of an audio recorder which the informants allowed to use. the responses of the informants were coded word by word. the researcher coded the responses of the participants that were related to the research questions of the study. the researcher tried to elicit other responses that are not suited to findings of the study. content analysis. the study utilized the content analysis to determine the presence of a specific meaning within the responses of the informants. the researcher was able to analyze the meanings and relationships of the responses of the lupon members and barangay officials from the in-depth interview and focus group discussion. ethical consideration the researcher followed the protocol in research ethics. the researcher took the endorsement of the adviser and approval of the dean of the university of baguio, school of liberal arts and human sciences. the researcher also sought the approval of the national commission on indigenous peoples (ncip-car) regional office to commence the study. the researcher delivered a request letter, endorsed by the adviser and the graduate school dean, to the barangay chairperson of talubin, requesting permission to conduct the study in the barangay. with the approval of the barangay captain, the researcher showed the interview guide to the members of the lupon and the officials. the researcher explicitly asked the informants on their consent regarding their participation in the study and read the consent form to them. the said form contained the anonymity, privacy and confidentiality conditions. moreover, during the conduct of the study, the researcher tried to be sensitive in asking questions to the informants and assured them that the findings of the study will be utilized for the purposes of this research only. the researcher also tried to be as ethical as possible when interpreting the study results based on the responses of the eight (8) informants from barangay talubin. to do so, the researcher used triangulation techniques in interpreting the data through interviews from the informants, personal observations in the context of the study and used other studies as a reference to corroborate the findings. after the finalization of the study, the researchers presented the output to the members of the lupon to discuss the result; and eventually extended gratitude for their participation. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 85 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) results and discussions this chapter presents the analysis and interpretation of the findings on the traces of ato as a judicial institution in the lupon of talubin, bontoc, mt. province. it also presents the public administration practices and the judicial practices in the lupon. public administration practices in the lupon during the interviews and fgd sessions, the informants conveyed their belief systems and knowledge on the public administration practices specifically on the processes in implementing and evaluating policies by the lupon. the integration of legal and cultural-related processes is one of the unique features of the public administration practices of the lupon. the said processes help the lupon in implementing the legal norms and methods of management processes and procedures as a regulatory, organizational, and a judicial body (mladen, 2015). during the interview, the researcher found out that the lupon and the sangguniang barangay are two distinct bodies that complement each other in mobilizing the public and preserve the peace within the community. however, the researcher also found out that the lupon does not have administrative functions in the barangay. it is the sangguniang barangay who has administrative functions such as the implementation and evaluation of the policies for the community. hence, this researcher was not able to extract any data on the administrative practices of the lupon. instead, this researcher gathered fragments of ato currently utilized by the lupon in support of the administrative functions of the sangguniang barangay. the processes in implementing policies it is part of the study to determine the administrative practices of the lupon, specifically its processes in implementing policies in the community. the researcher extracted data on the process of implementing barangay ordinances instead of policies. nevertheless, the researcher still chose to present the gathered data related to the implementation of ordinances. the researcher did this to address the main objective of this study, to determine the traces of the ato as a judicial institution in the lupon of barangay talubin. the role of the lupon in implementing ordinances involves legal and culturalrelated processes. review by the barangay chairperson in any barangay, the official who holds the executive office is the barangay chairperson. his role includes maintaining public order, call and preside over sessions, and exercise general supervisions over the activities of sangguniang kabataan. in addition, the role of the barangay chairperson is to review proposed ordinances for the approval of implementation, enforce all laws and ordinances which are applicable within the barangay, and other administrative functions as mandated by the local government code. in the implementation of the ordinances, the barangay has the discretion to implement a specific ordinance or not. in barangay talubin, the administrative functions of the barangay executive office as indicated by the local government code are practiced by the barangay chairperson as the chief executive. the participants also mentioned that during the deliberation, the role of the barangay chairperson is to facilitate the deliberation of the barangay legislative committee and to some international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 86 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) extent, ask questions regarding the proposed ordinance. the barangay chairperson is not allowed to vote for the passage of the proposed ordinance, but in cases of a tie in a vote, it is the role of the barangay chairperson to break the tie. in some instances, the barangay chairperson can also propose an ordinance, but during the deliberation, he will no longer act as the facilitator. the firstin-rank kagawad will preside the meeting. the role of the barangay chairperson during the deliberation is to defend his proposed ordinance to the legislative committee. once the proposal is approved by the body it will be automatically implemented. thus, the researcher concludes that in barangay talubin, the legislative body is composed of the barangay kagawads, whose role is to discuss and debate upon the proposed ordinance during the session. the barangay chairperson presides the said session, and if the proposed ordinance is approved, then it will go directly to the office of the barangay chairperson for the last review and approval. the capacity of the barangay chairperson to approve or disapprove the proposed ordinance relies on the executive power vested upon him as the barangay chief executive. posting of the ordinances in the barangay hall the mandate of the law to let the public be aware of the newly implemented laws, ordinances, memorandum and any necessary documents that cater to the concern of the public applies to both the national and local government. it is a mandate of the law that every local institution must inform the people of any important notice in any matter that involves public concern by posting such notice in three (3) conspicuous places within the community. in the barangay level, dissemination of information regarding the ordinances that was crafted by the barangay officials is one of the significant parts of the implementation of the policy. letting the people know the content of the said ordinance permits a smooth implementation of the said ordinance. the posting of ordinances in the barangay hall is also a mandate of the local government code of 1991 stating that public documents and other matters that must be known by the public must be posted in the conspicuous places of the barangay. in addition, posting of ordinances in the barangay hall will allow the barangay officials to be transparent to the people on the ordinances they created. it was observed by the researcher that posting written ordinances in the barangay hall is the usual strategy. however, this information dissemination strategy seems to be lacking. it would be better if these written ordinances are printed poster-style. printed poster-style communications are posted in strategic places for anti-dumping of garbage ordinance, the barangay officials post big posters near canals, ditches and gutters stating that "bawal magbasura dito, multa 500 pesos" (no dumping of garbage here, fine 500 pesos). there are also some posters in public places like the plaza stating that "awan agtuptupra ti momma ditoy, multa 500 pesos" (no spitting of momma here, fine 500 pesos). lastly, some ordinances like "no selling of liquors and cigarettes to minors, fine 1000 pesos" are posted in front of the different stores of the barangay. hence, the researcher concludes that the legal process in implementing policies involves the review by the barangay chairperson on the proposed ordinances from the legislative committee. once the ordinance is approved, its content is posted at the barangay hall for easier accessibility to the people. warning posters and slogans are also posted international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 87 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) in the different designated places in the barangay to inform the people on the newly approved ordinance. house-to-house information drive by the barangay tanod the researcher observed that the officials of barangay talubin follow a hybrid process (a combination of a legal and cultural-related process) in implementing ordinances. this researcher found that there is a cultural-related process in implementing ordinances. this process involves a traditional practice of informing the people on matters that involve public concerns. accordingly, the elders of the ato had already come up with a means of informing the people on the matter that involves cultural-related activities such as community gathering or meeting, tengao, holidays, burial of the dead, or even the preparation for tribal war. the lupon appoints a person to act as an announcer who roams around and broadcasts to the community all matters pertaining to communal activities. the traditional process of information drive was carried out as a role of the tanods of the barangay. the tanods are mandated to disseminate the content of the ordinance to the people and watch over the implementation of all the barangay ordinances. the practice of informing the people of newly crafted ordinance through the house-tohouse information drive by the tanods is a traditional practice of the community. although, the role of informing the people on the matter of public concern was once assigned to person chosen by the elders of ato. the reason why such practice is still being used today, and is adopted as part of the process in implementing ordinances by the lupon is to ensure that all people are well informed and updated on what is happening in the barangay. the findings point to the supporting role of the lupon in the administrative functions of the sangguniang barangay. however, the lupon still has a significant function in maintaining peace and order, administering justice and political mobility in the barangay and other agencies of the local government. the researcher observed that the primary role of the lupon is to arbitrate conflicts within the barangay and to support the administrative functions of the sangguniang barangay. hence, a collaboration between the barangay officials and the lupon members is necessary. a dialogue between them ensures that the appropriate ordinances will be prioritized and implemented well. based on the summative responses of the informants, ordinances that are anchored on the existing government memorandum and under the constitutional mandate of the national government are within the political power of the barangay officials to implement. the crafting and execution of customary practices and traditions are within the authority of the lupon members and barangay officials. judicial practices in the lupon the lupon is considered to be an alternative avenue for the people to settle their conflict amicably. it is a facet of the government institution that is critical in maintaining peace and security within the community. the judicial practices of the lupon involve the integration of legal and cultural-related processes in conflict resolution and imposition of sanctions. on the other hand, the national government passed the republic act no. 9285 also known as "an act to institutionalize the use of an alternative dispute resolution system in the philippines and to establish the office for alternative dispute resolution, and other purposes.” the said r.a. declares the policy of the state international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 88 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) to actively promote party autonomy in the resolution of disputes or the freedom of the party to make their arrangements. the use of alternative dispute resolution (adr) is highly encouraged by the government to be used by conflicting parties because it is an essential means to achieve faster and impartial justice. the processes in evaluating policies in the lupon the data gathered by the researcher show that there is no process in evaluating policies in the lupon nor any procedure similar to it. instead of discussing the evaluating process of the lupon, the researcher discussed the process in evaluating the performance of the lupon. observation by the barangay chairperson the lupon members are also the elders of the ato. they are considered to be experts in customary laws and implementers of the traditions in the community. the barangay chairperson has the power to choose the members of the lupon will be as guided by the provisions of the local government code of 1991. the evaluation of the performance of the lupon is the basis of the barangay chairperson to determine the effectiveness of the lupon members in fulfilling their role in the community.this was also supported by one of the members of the lupon who witnessed someone removed from being a lupon member because that person did not contribute anything to the discussion during conflict resolution. if a member of lupon will not perform well his duty, then, the barangay chairperson can remove him because there is no need for him to stay in his position. the responses of the informants show a collective agreement that not all elders of the ato who were appointed as members of the lupon can show their expertise in the conflict resolution. they were not also competent enough to do administrative functions. furthermore, there is no standardized tool to evaluate the performance of each member of the lupon. the barangay chairperson can evaluate them through their skills and abilities in articulating their ideas in the public, argue on the matter related to conflict resolution. it is also part of their duty to convince the people that their decision is valid based on their resounding experience and wisdom. moreover, people will expect them to be able to resolve conflicts and provide a solution to problems. lastly, the public also expects them to possess non-cognitive abilities such as integrity, honesty, credibility, and trustworthiness. they also need to be attentive to community issues and problems. lastly, they should be friendly, loving, sociable, sympathetic, merciful, and have the right attitude towards the people. the power of the barangay chairperson to remove an incompetent member of the lupon is anchored on his authority to choose who will be the members of the lupon will be as stated under the local government code of 1991. the code provides that the lupong tagapamayapa or referred to as lupon shall be composed of the punong barangay as the chairman and ten (10) to twenty (20) members. the members can be any person who is residing or working in the barangay, not otherwise expressly disqualified by law. the candidate for the member of a lupon shall possess integrity, impartiality, independence of mind, sense of fairness, and reputation for probity. in barangays where a majority of the inhabitants are members of indigenous cultural communities, local systems of settling disputes through their councils of datus or elders shall be recognized without prejudice. hence, as stated by weatherbee (n.d.), the calls for the evaluation of the quality of governance and attainment of relevant goals such as securing and defending the integrity of the community is essential. the quality of governance will ensure public order and domestic security, promoting political, social, and economic policies in the interest of the public. good governance international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 89 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) implies that political authority is reflective of the capability of the leader to effectively promote the welfare of the people.judicial practices in the lupon the lupon is considered to be an alternative avenue for the people to settle their conflict amicably. it is a facet of the government institution that is critical in maintaining peace and security within the community. judicial practices on conflict resolutions in the lupon the judicial practices on conflict resolutions are divided into three phases: before the hearing; during the hearing; and, after the hearing. the perceptions and beliefs of the lupon members were conveyed through their personal experiences on the judicial practices on conflict resolutions in the lupon. before the hearing in the first phase of the conflict resolution, the conflicting parties reach out for the help of the barangay officials and the lupon members. based on the data gathered, the initial act of the conflicting parties in seeking help from the barangay authorities establishes a ground for trust between the conflicting parties, the barangay officials and the lupon members which shows that all the parties involve can help each other to solve conflicts. the typical answer of the informants, when asked on the procedures in accepting cases, is, "nu kayat da umay kadakami" (if they want to consult with us). this indicates that while it is the role of the lupon to arbitrate disputes and conciliate both parties, the latter must be willing to relay their issues and conflicts to the lupon. in addition, a person involves in the conflict or dispute wanted to seek for the help of the lupon implies that the willingness of both parties to relay their conflict to the lupon is a significant step for conciliation or openness for settling of dispute. thus, in accepting a case, the paramount consideration is the willingness of both parties to listen to the lupon members. if both parties shows that they are willing to settle their conflict in the lupon, then the lupon members can set the time and date of the hearing of the case. during the hearing the judicial practices proceed to the second phase of the conflict resolution process after both parties have sought the help of the barangay officials and lupon members. the second phase is divided into two series of processes. the first process involves mediation through private council conference, which involves only the barangay officials and the involved parties. the second process involves arbitration through a public hearing. mediation through private council conference. in the local level, the barangay officials can act as the mediators during the hearing of a case. they also facilitate the discussion and allow a responsive communication between the two parties. the local government code of 1991 also stated that when the barangay chairperson received a complaint, he can immediately summon the respondents and the complainants for mediation if the mediation effort of the barangay chairperson fails within fifteen (15) days. the hearing will be done privately, with the presence of the barangay officials and the two parties. the reason for a close door conference is to ensure that the interest of privacy and decency of both parties are protected. the role of the barangay officials is to facilitate the discussion and international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 90 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) resolve the conflict through mediation. they do not impose any judgment but guide them to come up with a solution to their conflict or problem. arbitration through public hearing. the arbitrators are the members of the lupon who had been appointed by the barangay chairperson. their specific role is to resolve disputes of the parties through amicable settlement before it reaches the higher courts. if the barangay officials cannot resolve the conflict, then that is the time to seek help from the lupon. the lupon will discuss or "pangtungtungan" the matter in a public hearing or "tongtong" through arbitration by using their knowledge and expertise on customary laws. one of the traces of ato as a judicial institution in the lupon is the settlement of disputes by way of tungtungan. the tungtungan is a traditional practice of the ato in resolving disputes in the community. it is an amicable discourse in setting a pleasant atmosphere between two parties to come up with an amenable agreement through the help of the elders of the ato as the arbiters. after reaching a certain point of the arrangement, the elders seal the agreement through some rituals. a violation of the said agreement can lead to tribal war. the adoption of lupon members of the tungtungan denotes its sanctity as a means of resolving disputes. on the other hand, the community is welcome to join in the discourse during the arbitration. the role of the barangay officials during the arbitration is to approve and support whatever the decision of the lupon and the public will be. the protocol of lupon before the start of the public hearing is to make both parties take an oath or sapata that everything they will say during the public hearing will only be the truth. another trace of the ato as a judicial institution in the lupon is the observance of the traditional practice of sapata. the elders believe that sapata is a sacred means of imploring the gods for justice. in this way, the individuals will have to be truthful in the words they utter. it can be inferred by the researcher that the adoption of sapata as part of the arbitration process is a manifestation of the lupon members’ and community people’s belief on the existence of a supernatural being. this supernatural being guides the arbitration process. the lupon also believes in the power of sapata. the power of sapata is seen in the consequences of the words he/ she utters during the public hearing. the primary role of the lupon is to help conflicting parties settle their differences through amicable settlement. the settled agreement shall be in writing in a language or dialect known to the parties and signed by them. the agreement must be attested by the lupon chairman or the pangkat chairman, as the case may be. the lupon needs to meet regularly, once a month, to provide a forum for the exchange of ideas among its members and the public on matters relevant to the community. the meeting will also discuss the process to deal with amicable settlement of disputes. furthermore, the meeting will enable various conciliation panel members to share their observation and experiences in effecting a speedy resolution of disputes. all amicable settlements shall be in writing in a language or dialect known to the parties. the settlement must be signed by both parties and shall be attested by the lupon chairman or the pangkat chairman. moreover, no complaint involving any matter within the authority of the lupon shall be filed or instituted directly in the court or any other government office for adjudication, unless there has been a confrontation between the parties before the lupon chairman or the pangkat. it was also outlined in the local government code that amicable settlement is a process that needed to be fulfilled. it is a mandate by the local government code that no complaint involving international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 91 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) any matter within the authority of the lupon shall be filed or instituted directly in the court or any other government office for adjudication. the exception on the direct filling of case in the lupon is when there has been a confrontation between the parties before the lupon chairman or the pangkat, and that no conciliation has been reached. that result of the amicable settlement should be certified by the lupon secretary or pangkat secretary as attested to by the lupon or pangkat or unless the parties have repudiated the settlement. the lupon of barangay talubin indeed was created to fulfill the goal of the barangay judicial institution. however, the use of customary laws does not automatically settle the conflict. it is also essential for the lupon members to convince both parties to make decisions for their own good. the informants used the phrase, "pamagvaga ken isuda"(advice to them), to make both parties realize the mistakes that they committed and the consequence that they will suffer if they will not change their behavior. this statement denotes that one of the critical roles of a lupon member is to make the two parties realize that engaging into a conflict is a lost battle. thus, it is a must to reconcile both parties to ensure peace and order in the barangay. in conclusion, the process of conflict resolution supplements the conflict management by the amicable settlement of the local government code through the lupon of the barangay. after the hearing compliance of both parties. one traditional way of ensuring the compliance of both parties on the written agreement is to have a sapata. sapata is an oath for the gods that a party will follow what has been agreed upon such as "nu haan ko suruten ket agsakitak "(if i do not comply then i will get sick) or "nu haan ko suruten ti napagtutungtungan ket matay ak" (if i do not comply with the agreement then i will die). the non-compliance to a sapata can cause misfortune to the person. the researcher would like to emphasize that there are two sapata in the conflict resolution process. the first sapata was conducted during the hearing, specifically before the arbitration through a public hearing, and the second sapata was conducted after the hearing for the compliance of both parties. the second sapata is also a fragment of ato's judicial practices that were adopted by the lupon. both parties involved in the conflict must take an oath to the gods that they will comply on what was agreed upon during the conflict resolution. the lupon members believe that sapata is a useful tool in making both parties comply with the agreement. they also explained the effectiveness of sapata, that there are already two people who took an oath but did not comply with the agreement, both of them suffered, and the other person died. the researcher infers that the practice of lupon in hearing cases is patterned on how the ato solves disputes, which is considered by prill-brett (205) as a village "court.” village court creates an avenue to publicize hearing of cases that allows the community to voice out their opinions and criticize the decisions. judicial practices on imposing sanctions in the lupon the judicial practices of the lupon on the imposition of sanctions apply only to the criminal case and noncompliance of one or both parties on their written agreement. it is a unanimous agreement by the lupon members and barangay officials that criminal charges against a particular individual are always discussed and solved in the lupon before they reach the courts. such charges include physical assault, vandalism, theft, public scandal, and unjust vexation. it is the lupon and the community who shall determine the corresponding punishment to such acts. the punishment may be community service or fines. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr. 92 │ © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) however, the researcher noted that the lupon did not establish a standard procedure in determining its jurisdiction on the cases that can undergo amicable settlement. the power of the lupon members to determine the penalty of offenses and even the process, grounds, and effects of repudiating the agreement of the case was not established. hence, the researcher can only give a discussion on the matters involving the current practice of the lupon in imposing sanctions. legal practice memorandum of agreement. the offender and the offended party need to sign a written agreement stating that their conflict has been resolved. some barangay officials mentioned that the written agreement of the case being settled is a necessary document that should be submitted to the municipal trial court for record purposes. they also added that in cases of a violation of barangay ordinances, the violator of our barangay ordinance should sign a written agreement regarding his acceptance of the offense he committed and promise that he will not commit the same act again. cultural-related practice penalize the offender. it is common for the lupon to impose fines as part of sanctions to the offenders. the penalty of their offense depends on the decision of the members of the lupon. the penalty of the offender can be in the form of money, livestock, dwellings, or personal belongings such as clothing and utensils. the members of the lupon must agree upon the penalty to be imposed. the penalty is base on the gravity of the offense committed and the capacity of the offender to pay the penalty. for instance, if a person steals palay, the injured party may take a field from him. if a man is caught stealing pine wood from the forest of another, all the wood he has cut and his working ax will be taken away from him. a fine of chickens, pigs, rice fields, sometimes even of carabaos, is the usual penalty for assault and battery. these imply that fines or penalty of the offender are based on the customary practices. aside from fines, the lupon members can also require the offender to render community service as a penalty to his/her offense. community service includes cleaning up essential areas for the barangay such as highways, barangay hall, or even canals or river. this requirement from the lupon is an alternative sanction to the offender if the latter cannot afford to pay the fines imposed by the lupon. community service is a social work that is performed without pay, which highlights public service and gives a chance to the offender to be rehabilitated and be integrated into the community. all these circumstances presented by the researcher show that the process of imposing sanctions to a specific person for his/her violation of barangay ordinance is affixed on the legal process mandated by the local government. however, the cultural practices that are currently utilized by the lupon members such as their flexibility in choosing the mode of payment of fines deviate from the mandate of the law. the sole discretion of the lupon members is choosing the modes of payments for fines which was allowed by the barangay officials. overall, the researcher can infer that the study was able to present the integration of cultural and legal processes in public administration and judicial practices of the lupon in the barangay. some of the traces of ato as a judicial institution were carried out by the lupon, which are still recognized by the barangay. international journal of management, entrepreneurship, social science and humanities (ijmesh) vol. 4 (1), 76-95 traces of ato as a judicial institution in the lupon of barangay talubin, bontoc, mt. province a. g. killip jr │ 93 © 2021 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) conclusions the barangay chairperson chooses the elders of ato to be the members of the lupon because the barangay officials believe that elders are competent in fulfilling their role in the community based on their knowledge and expertise in customary laws. the traces of ato in the public administration practices and processes of the lupon highlight the process of information dissemination of newly crafted ordinance. the information dissemination is done through houseto-house information drive, which is an old practice of the ato. the responses of the informants on the traces of ato in the public administration of the lupon show that the people have strong acceptance on the cultural practices of the ato. the traces of ato in the judicial administration practices and processes of lupon were shown in the conflict resolution and imposition of sanctions of the lupon. in the conflict resolution practices and processes of the lupon, the study highlights “sapata” and “tongtong” as the significant traces of ato in the lupon. the significant traces of ato in the judicial administration of the lupon show the definite impact of the customary practices and processes in dispute resolution and conflict management among the members of the community. the said customary practices in dispute resolution help the people achieve a responsive justice associated with the customs and traditions of the community. based on the findings of this research, the researcher recommends the following: 1. the lupon should have a defined jurisdiction over the nature of disputes that should be settled through mediation and arbitration and a clear delimitation on the role of the lupon on the imposition of penalties to the violators of the ordinances. 2. the lupon should have clear repudiating grounds and procedure on the cases that were not settled even after the arbitration process. references asia indigenous people’s pact (2007). indigenous governance system of asia. asia’s conference on indigenous governance. baring j. c. & gaspar, k. 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(n.d.). governance in southeast asia: the good, the bad, and the ugly. asiapacific center for security study, 15(4), pp. 179-181. retrieved on august 15, 2018 from https://apcss.org/publications/edited%20volumes/growthgovernance_files/pub_growt h%20governance/pub_growthgovernancech14.pdf 11-47-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 26-31 sexist language of “pelakor and pebinor” rezki amalia wahyuni mustakim liguistik departement, universitas hasanuddin makassar, south sulawesi, indonesia abstract when in social media or everyday life rampant infidelity occurs, whether due to lifestyle, economy, and so forth. economic demands intrigue principals to do so unnaturally. until sometimes netizens make the acronym separate from the words of the affair, such as a beautiful interlude intact households, distractions in saturated times, a beautiful family interlude collapsed, and so forth. the perpetrators of infidelity sometimes even openly execute. because they consider the affair is a natural thing in the present day. infidelity sometimes happens either fiction or in a literary or non-fiction / real work. society sometimes herded for various opinions that reflect one party. be it both material and inmaterial matter. and this leads the author to issue words that lately often heard of the pelakor and pebinor. keywords: sexist; pelakor; pebinor this is an open access article under the cc–by-nc license. introduction language as a communication tool and interaction tool that only human, language and can be studied internally and externally. internal review means that the assessment is only done on the internal structure of the language alone, such as its phonological structure, its morphological structure, or its syntactic structure. in contrast, external studies mean that the study was conducted on things or factors that are outside the language related to language usage by its speakers within the social groups of society (abdul khaer 2010: 1). language is a means of communication, the unifying of mankind. language is also essentially a system of symbols that are not only the order of sounds empirically but have a nonempirical meaning. thus the language is a symbol system that has a meaning, is a tool of human communication, pouring human emotions, and is a means to channel the human mind in everyday life. as bertrand russell puts it, language has conformity with the structure of reality and fact. and further reinforced by wittgenstein that language is a picture of reality. language and style of language are growing rapidly, sometimes follow the current or that era. and we can not deny it. humans, thought, language and culture are closely related and sometimes inseparable. humans are influenced by their environment, culture, and speaking. technological advances affect the way we speak and respond to things. in real life or in social media, sometimes we are faced with the word cheating. cheating, as well as we know, is betrayed the couple. in the modern era has a lot going on whether it's news we see from social media or from friends to friends, and even our closest person alone can do so. the activity of infidelity is a disgraceful activity, whether religious or moral. such activities are not exemplary, which can damage the order of human life. but at this moment we can not deny infidelity rampant happened either in women or men. and now the trend of words to express the infidelity is "pelakor and pebinor". the word pelakor itself has the meaning of the seizurer man (husband) person, and the meaning of the word pebinor is usurper bini (wife) people. doi: https://doi.org/10.31098/ijmesh.v2i1.11 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 26-31 sexist language of “pelakor and pebinor” rezki amalia wahyuni mustakim © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 27 issn 2580-0981 (online) issn 2580-0981 (online) scope of problem the problem to be discussed in this research is how the position of sexist meaning in the pelakor and pebinor from the standpoint of language, as the development of social reality. research design this research is a qualitative description, the data in this study is taken from sosial media. this data based on sociolinguistics. the term sociolinguistics is used generally for the study of the relationship between language and society. this is a broad area of investigation that developed through the interaction of linguistics with a number of other academic disciplines. it has strong connections with antrhopology through the study of language and culture, and with sociology through the investigation of the role language plays in the organization of social groups and institutions. it is also tied to social psychology, particularly with regard to how attitudes and perceptions are expressed and how in group and out group behavior are identified. we use all these connections when we try analyze language from a social perspective (george yule 2010: 255) sexism in research was first recognized as a major problem around the mid 1970s. most analyses in research focus either on one discipline or subject area or else on one type of sexism. indeed, we do not tend to speak of “types of sexism”, but of “sexism”, pure and simple. the term sexism suggest s that we are dealing with one problem that may manifest itself in different areas differently, but which nevertheless is a single basic problem. what one might call the “big blob” theory of sexism. sexism is here broken down into seven different types. of these seven types, four are primary, and three are derived. primary problems are those that cannot be reduced one to the other, although they coexist and often overlap. derived problems are problems that are not logically distinct from the primary problems but which appear so frequentlythat they warrant being identified by a special label. the primary problems are androcentricity, overgeneralization, gender intensitivity, and double standard. derived problems are sex appropriateness, familism, sexual dichotomism. (eichler margrit 2000: 6-15) a. androcenticity is essentially a view of the world from a male perspective. it manifests when the ego is constructed as male rather than females, such as when "intergroup warfare" is defined as a means of gaining women and slaves. b. overgeneralization/ over specifity occurs when a study deals with only one sex but present itself as if it were applicable to both sexes. c. gender insensitivity is a simple problem: it consists of ignoring , socially important variable. d. double standards are by no means easy to identify although it may sound easy: it involves recognizing behaviors, traits or situations as identical when they bear different labels or are described in different terms. e. sex appropriateness becomes a problem when human traits or attributes are assigned only to one sex or the other and are treated as more important for the sex to which they have been assigned. f. familism is a particular instance of gender insentivity. g. sexual dichotomism is another subaspect of the use of double standards. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 26-31 sexist language of “pelakor and pebinor” rezki amalia wahyuni mustakim 28 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) research finding surely we have often heard the word affair, which means betraying a spouse, be it a husband or wife. and now the word pelakor and pebinor often sound either in social media or we meet in neighboring life, or the environment around us. sexism is hate or discrimination based on the sex of a person. sexist attitudes may stem from traditional stereotypes or gender roles. according to lakoff, the underlying assumption of sexism is an ideology that reflects the injustice of women's dignity and is reflected in the various linguistic arrangements that constitute the ideology. for example: in the world of work, a boss / leader is usually a man because men are considered more "good" in the lead than women. a smoker woman will be viewed as a "bad woman", but a male smoker will be considered normal or normal.solving the problem of sexism in research. when we regard a problem as simple, a single solution often seems appropriate. once we begin to differentiate among different distinct components of a problem. however, different and distinct solutions become a necessity. when we fail to make proper distinctions, we may unwittingly and despite the very best intentions, replace one problem os sexism with another. the analysis of sexism in language provides a case in point. early and incisive studies of sexism in language convinced a number of organizations and individuals that sexist was unacceptable these analyses pointed out the use of so called generic male and sexist, and often they included reference demeaning terms as girls for women or nonparallel terms. (mrs. indra but not mr. kiki indra or the use of mrs. or miss which indicate marital status versus mr., which does not). sociolinguistics is the study of language in operation, and it's purpose is to investigate how the convention of the language use relate to other aspects of social behavior (c criper and h. g. widdowson in j.p.b. allen and s. piet corder (ed) 1975:156). krisdayanti vs raul lemos indonesian music diva, krisdayanti horrendous world celebrities because of news of infidelity with east timorese businessman, raul lemos. after 13 years of marriage, a beautiful artist who is familiarly called kd is willing to leave anang hermansyah and his two children. anang and krisdayanti divorced on october 22, 2009, and a few months later kd married raul who now has two children. analysis of the sosiolinguitics perpective on the picture above, we see raul lemos and krisdayanti, at the moment in 2009 krisdayanti have a pil (pria idaman lain). and raul lemos have a wil (wanita idaman lain). and pil and wil have a convention language is called pelakor and pebinor. ahmad dani vs mulan jameelah his wife duet friend made an affair ahmad dani. yes, she is mulan jameela who once paired with maia estianty. ahmad dani and maia finally divorced in 2008 ago. uniquely, ahmad dani for years can muffle the issue of infidelity with mulan. until finally he admitted to having married siri with mulan and has been blessed with a beautiful daughter, safeea. from the news gossip and picture above, ahmad dani has an affair with mulan jamila, and she has a wil/wanita idaman lain. or today called is pelakor. pelakor / seizer the husband of people as if just blame the woman only, but they both do the same thing. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 26-31 sexist language of “pelakor and pebinor” rezki amalia wahyuni mustakim © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 29 issn 2580-0981 (online) issn 2580-0981 (online) demian aditya vs sara many do not think if demian willing to marry the widow of one child, yulia rahman. unfortunately, their marriage did not last long, because 2012 yuli caught demian was making out with a model named sara. yulia and demian's finally divorce and soon gossip becomes a fact because demian and sara finally married in may 2014 ago. from the news above, we will see that demian have a “wil” (wanita idaman lain), they have an affair with sara. and the word of “wil” i think , be better, better than pelakor because of they equally wrong not the only woman is a struggle. from the news gossip above wil/wanita idaman lain (other ideal women) pil/pria idaman lain (other dream men) experiencing the development of cultural methapora or having a confession which was originally called “mata keranjang”, “mata buaya” this term was used in the nineties until early twentieth period, and the change is due to a cultural shift. whether it is influenced by indonesian culture itself or influenced by ideology-based ideology, and this is the time when the word is progressing again called "pelakor (usurper man)" and "pebinor" (snatcher of people). the above words are clear that it has a dialect of jakarta. and those words just come out and become the current trend. the people of eastern indonesia tend to like to follow the style or language of java island because they consider the style is better, more beautiful to use. and this we can see from some local radio stations, especially makassar where i gain knowledge, and some radio in kendari, they tend to feel that following the western indonesian culture is cooler. and the surrounding community was ultimately affected by the culture or language they created. language sometimes arises from the culture or phenomenon that arises, such as the phenomenon of the artist who found cheating. we can not deny the artist appeal of a society. citizen tends always follow what the artist does it, whether it is the people who only listen and those who eventually cause the phenomenon of what the artist does. with the rampant issue of infidelity among artists came the unexpected words of "pelakor and pebinor". our society is creative enough to sort words out. these words arise from the consequences of cultural shifts either influenced by indonesian culture or influenced by the understanding of religion experienced. pelakor : perebut laki orang perebut : suizer laki : husband (suami) orang : people have (kepunyaan, milik) pebinor : perebut bini orang perebut : suizer (memaksa) bini : wife (istri) orang : people (kepunyaan, milik) technology, especially social media, and some infotaiment contributed from the term said pelakor and pebinor. people see the phenomenon of infidelity among artists and to create new terms, giving rise to new languages, cultures from what they see. acknowledgments thanks to lpdp indonesia and the pharmacy faculty of universitas hasanuddin makassar and stikes nani hasanuddin, who was very helpful to the author during the course of the research. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 26-31 sexist language of “pelakor and pebinor” rezki amalia wahyuni mustakim 30 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) references abrams, m.h. 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(1972). mind and politics: an approach to the meaning of liberal and socialist individualism. berkeley: university of california press. available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities ( ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 25-33 corresponding author fauziyahaul@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.1002 research synergy foundation asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti1, puguh santoso2, anang puji utama3 1, 2, 3 defence university of republic of indonesia, indonesia abstract humanitarian violence have become a key issue in conflicts that occur, domestically and internationally. this research focuses on how crimes against humanity have occurred in myanmar, especially in rakhine-rohingnya. furthermore, this study explains how asean’s contribution in urging to resolving the rohingya ethnic dispute in myanmar. moreover, the role of asean in protecting refugees relate to the lost citizenship rights. this study uses deductive explanations and qualitative methods, collecting information through secondary data and interviews with reliable parties. keywords: myanmar, asean, humanitarian, stateless person this is an open access article under the cc-by-nc license. introduction upholding human rights is a key point in society as well as a state, however this is also a difficult thing to realize. egoism of certain parties aggravate the realization of human rights and common prosperity. this egoism is usually based on differences in identity such as belief, ethnicity, religion, even nationalism, and soo on. the certain behaviour then refers to discriminatory from and to people who have different identities. this discriminatory behaviour has been and is still one of the reasons for social conflicts to emerge in various regions. differentiate related to ethnicity and religion are sensitive issues so that it is easiest to trigger open conflicts. else, it could intensify existing conflicts due to other things such as economic and political problems (age uk, 2021; chambers & de dreu, 2014). despite the world has been “recognizing” one common identity, global norms which mind cored by human rights. however, in fact, humanitarian issues are still the main issue in almost every conflict that arises, both domestically or among countries (reese et al., 2019; the new humanitarian, 2021). like the conflict that occurred in myanmar, which “coincidentally” involved religions, islam and buddhism, and ethnicity, rakhine-rohingya. rohingya ethnic itself is an ethnic group of muslims, live in buthidaung and maungdaw in western arakan (rakhine), myanmar. the part of this country borders the naf river as a barrier between myanmar and bangladesh, this section is also sometimes referred to as the mayu area. the state of arakan is the residence of the largest muslim population in myanmar, and ethnic rohingya lives in constituent together with buddhist religious people and with myanmar people since the ninth century. their work includes farmers, traders, fishermen, trees, craftsmen, marines, sailors and labor workers (nemoto, 2005). one of the most problematic in this conflict is the rohingyas who do not get citizenship recognition from the ruling government, and this problem has been going on for years. by not having citizenship has a huge impact for a person in terms of states issues, as the difficulty of a person to gain access to health, education, job, housing, and almost others related to the needs of citizenship data. furthermore, this matter causes other problems such as hunger, poverty, thus triggering other conflicts such as acts of violence (de`chickera, 2018). http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 26 in its development, around 500,000 people from rohingyas have left myanmar to the countries around myanmar, due to the actions of torture, rape, the murder of myanmar security forces against ethnic rohingya. as a minority without citizenship, this ethnicity has experienced prolonged discrimination since 1948 in myanmar through restrictions on rights. these ethnicities are limited to ethnic groups participating in elections, freedom in acting, land ownership, freedom in religion, gets education, getting work and others (saliternik, 2017). this discrimination began to emerge in 1947, the myanmar government and the ethnic group shan, chin and kachin signed the panglong agreement, which promised full autonomy in internal administration for the borderline/ frontier region, but in this agreement, ethnic rohingya was not involved (lfs org, 2021; the diplomat, 2016). m.c ricklefs explained in his book a new history of southeast asia, that the myanmar government’s discriminatory behaviour towards the rohingya had started since ne win’s leadership in 1962. ne win succeeded in carrying out a coup against the then president of myanmar and won the seat of government. afterwards, ne win imposed an authoritarian system of government supported by the socialist party (reyes et al., 2010). the human rights violations continue to occur in many ways, resulting in tens of thousands of rohingya tortured and ending up seeking the “pecefulness” from other countries, or as we call them asylum seekers and refugee. unfortunately, this matters also certainly has an impact on the countries as host country, such thailand dan malaysia, or as transition country indonesia (das & chowdhary, 2020; de`chickera, 2018). many parties have tried to push the myanmar government to resolve the long conflict that caused the crisis in their country. of course, as a supra-government, the united nations (un) takes a role in efforts to resolve this humanitarian conflict. the united nations emphasized that the actions of the myanmar military junta were an act of eradicating ethnicity and certainly violated humanity. in december 2017, the united nations even passed a resolution urging the myanmar government to stop inciting hatred against the rohingya’s minority and other minority groups. then, followed by 131 mps from southeast asia who urged the un security council to submit the rohingya crisis to the international criminal court, in august 2018 (albert, 2020). as long southeast asian prestigious organization, the association of southeast asian nation (asean) have been encouraging the resolution of humanitarian violations in myanmar. on august 17, 2012, asean and affairs minister of asean countries made a joint statement, first encourage myanmar's government to continue working with the un in dealing with the humanitarian crisis in arakan; second state the seriousness of the asean regional organization to provide humanitarian assistance; third underlining those efforts to encourage national harmony in myanmar are an integral part of the democratization process in the country (asean secretariat, 2021). through the times asean in 2021 then give another statement which first asean member states have been closely following the current developments in the republic of the union of myanmar; second recall the purposes and the principles enshrined in the asean charter, including, the adherence to the principles of democracy, the rule of law and good governance, respect for and protection of human rights and fundamental freedoms; third reiterate that the political stability in asean member states is essential to achieving a peaceful, stable and prosperous asean community; fourth encourage the pursuance of dialogue, reconciliation and the return to normalcy in accordance with the will and interests of the people of myanmar (asean secretariat, 2021). this declaration, yet this conflict showing no signs of completion. asean itself as if faced difficulties to act due to many dynamic. by those situations, we use non-qualitative methods in this article attempts to define what is the role of asean in its reference for resolving the rohingya ethnic dispute in myanmar? furthermore, this article finds what is the role of asean in protecting refugees related to the loss of citizenship rights, as well. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 27 literature review social identity theory the concept of social identity was first proposed by henri tajfel and john turner. according to them, the concept of social identity is very closely related to self-identity which is then formed due to conformity with other individuals, who then join or join in one social group. a person does not only have one identity but has several identities which then adjusts to his group membership. this concept is used to predict, explain how the behavioral relationship between certain groups based on differences in status, legitimacy, and stability are considered as a result of these status differences tersebut (turner & reynolds, 2010). there are three important things in the social identity of a person, namely identification, categorization and also comparison. then in the book jan e. stets and peter j. burke, entitled identity theory and social identity theory said that individuals usually fall into several social categories. these social categories often encourage the formation of community-level groups and networks as individuals are unconsciously or consciously attracted to similar "others" especially if they are part of a minority or other belonging to a lower status group in society (raffie, 2013). in social identity theory, there are three important interrelated elements, namely identification, categorization, and comparison (jacobson, 2003). categorization is the grouping of a group based on things that are physical or can be seen. rohingya and rakhine are two different ethnicities who live in the arakan region which is currently called rakhine. the rakhine ethnicity is a buddhist majority, while the rohingya are a muslim ethnic minority. the majority of myanmar's population views the rohingya as unlike the muslims who live in yangon, mandalay and other cities. historically, the rohingya were seen as not part of the myanmar ethnic group, but as ethnic immigrants who came from bangladesh and later settled in the araka region (thuzar, 2021). it can be seen from their physical characteristics, the rohingya ethnicity refers to the physical characteristics of non-tibetan-myanmar descent who are closely related to the bengalis. in terms of language, the rohingya people in their daily lives use the rohingya language or what is known as rohingyalish which is also closely related to the dialect of the chittagong bengali region, which also has similarities with the teknaf, ukhia and cox bazar dialects which are also found in chittagong (mohajan, 2018). self-identification, which is a process where individuals or social groups begin to enter and adopt social identity, in this phase there is a sense of belongin, so that the feeling of ingroup is strengthened. in this case, the ethnic rakhine has the same national identity and language as the ethnic majority in myanmar who are mostly buddhists. the rakhine ethnic group then identified themselves as part of the ingroup, while the rohingya ethnic group that was physically and ethnically different was categorized as an outgroup and considered a threat. when it happens resistance by myanmar and japan, the rohingya sided with the british. here the beginning of the segregation between the indigenous people of myanmar and the rohingya (thuzar, 2021). furthermore, self-comparing (comparison) occurs because the individual already has the belief that he is and is part of a group so that there is a process of comparing with other groups. in 1962, general ne win took power and implemented nationalist and unitary policies that changed the political context, the government wanted to make myanmar a country that had a unified character by not allowing the existence of autonomy rights for each region or state in it. on the basis of this policy, the myanmar government at that time refused to recognize the ethnic identity of the rohingya muslims (thuzar, 2021). this causes the majority of them to be stateless. therefore, the rohingyas lost the right to own property, the right to vote in elections public and prevent the rohingya from taking part in the referendum myanmar's constitution (amnesty international, 2017). concept of international organization the concept of international organization was born from liberalism which has the assumption that the state is not the only actor in international relations. after the word war ii, the level of analysis in international relations underwent a transformation from state actors to non-state actors, one of which is international institutions. in the view of liberalism, high institutionalization can significantly reduce international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 28 the situation of anarchy caused by the condition of multipolar world powers. this institution helps create a situation that supports peace stability (jackson & sorensen, 2009). through international institutions, cooperation between state and non-state actors can be more efficient in resolving issues that exist in society. the formation of an international organization is expected to be able to solve conflicts that occur between countries. international organization is a pattern of cooperation that crosses national boundaries, which is based on a clear and complete organizational structure. international organizations aim to carry out their functions in an institutionalized and sustainable in orde to achieve the goals that are needed and mutually agreed, both between governments as well as between non-governmental groups and different countries (jackson & sorensen, 2009). international organizations have basic instruments that explain their objectives, structure and operational methods. in addition, according to sugito, international organizations are founded by treaties and usually protect state sovereignty, operating at the level of consent, recommendation, and cooperation rather than through coercion or pressure (sugito, 2016). asean is an international organization in the southeast asia region which has the aim of maintaining and enhancing peace, security and stability as well as further strengthening peace-oriented values in the region as well as enhancing friendship and cooperation in the fields of economic growth, social progress and cultural development of the countries. as a regional organization, asean certainly prioritizes cooperation to support the creation of peace stability. asean asserts itself as an organization that respects and determined to uphold human rights (ham) and democratic values in accordance with the contents of the bangkok declaration which was signed by five member countries on august 8, 1967 and also stated in the asean charter, especially in article 1 paragraph (4), the content of which is to ensure that both people and asean member states must live in conditions of peace, justice, democracy and harmony. asean works based on the principles in the asean charter which member countries must comply with. asean's role in resolving the rohingya ethnic conflict refers to three principles, including (1) asean's shared commitment and collective responsibility in enhancing peace, security and prosperity in the region; (2) reject aggression and the threat or use of violance or other actions in any form contrary to international law; (3) respect for fundamental freedoms, the promotion and protection of human rights, and the promotion of social justice; (4) uphold the charter of the united nations and international law, including international humanitarian law, approved by asean member states. based on that goals and principles, asean has a role and responsibility to create a peaceful situation when the southeast asia region or asean member countries are in conflict. myanmar is a member country that has been in crisis since the coup by the military junta on february 1, 2021. the situation is further complicated when the prolonged conflict regarding the rohingya ethnicity has not yet been resolved. the conflict that befell the rohingyas has become the focus of asean's attention because it is contrary to the original purpose of establishing asean. the rohingya ethnicity is part of the asean community that must be protected even though the rohingya themselves do not receive recognition from myanmar. research method research entitled “asean's contributions to attain peace on the dynamic of rohingya ethic issue” focuses on asean's role in providing resolution to the rohingya ethnic conflict and providing security guarantees for rohingya refugees. the research was conducted using qualitative methods by collecting data through interviews and literature studies. the primary data are collected from three interviewees, including moe thuzar from the yusof ishak institute, dr. priyambudi sulistiyanto from flinders university australia, and maung zarni from forces of renewal southeast asia. this approach is carried out with the aim of obtaining information from relevant sources. while the secondary data are used to enrich the article. for the collection of secondary data we have used both published and unpublished data sources. the data are collected from books of various authors, journal articles, and websites. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 29 results and discussion asean's role in pursuing peace in myanmar against rohingnya ethnicity asean as a regional organization in asiasoutheasthas played an important role in realizing the democratization processforits member countries. it canlooks at least inhandling cases in myanmar. the military regime that has developed in myanmar since 1988 has led to protestss and swallow the victim thousands of innocent lives. international world with hard condemn the myanmar government by imposing a series of sanctions for pressure the myanmar government. principle non-interference which asean up holds more emphasis on approach diplooff and kinship. onthe meeting of the leaders of asean countries in indonesia in april 20211 confirmed that approach soft way more productive from on me impose sanctions on myanmar. approach this soft power more focuses on prosice convinces the government power myanmar that asean will continue to support steps strategic what is needed to reduce the number of violence that happened in myanmar. asean itself places itself more as aarena/forum to discuss the problems that occurand not as the main actor who has the right to take action to member countries. efforts that have been made by aseanasregional organizations, among others, play a role indnature manages conflict, that is conflict communal and sectarian happening in the country part western rakhine, myanmar, become one of the focus of attention in order to southeast asian leader. even some heads of government in asean agreed to continue to pressure myanmar so that resolve and end the riots between minorities muslim rohingya and rakhine buddhists. principle non-interference that asean has implemented so far has made southeast asia one of the regions that have the best level of stability and peace compared country area other flowers. asean besides major driver of political growth in the region, too able create participation active and a sense of belonging. indonesia asean member sections voiced the importance of all asean members to provide full assistance to resolving the rohingya conflict without discriminating against sara with carry out diplomacy internasional. the incident that befell the rohingya ethnicity is actually closely related to the dynamics of democracy in myanmar itself. as long as myanmar is still stuck with its confusion about implementing the principles of democracy, then during that time myanmar will also be struggling with the issue of its rohingya ethnicity. therefore, in addition to the efforts that have been made by asean, there are baby how many scenarios can be appliedfor the sake of creating peace in myanmar, namely: (a) diverge promote "controlled election" by removing the current nld leadership this and general min aung hlaing will take over usdp leadership as presidential candidate, (b) pbb and asean are working together to restore democracy, peace and effort conflict resolution in myanmar. stateless minority from the perspective of asean human rights problems in southeast asia, one of which happened to the rohingya ethnicity, has not yet been resolved. in terms of handling human rights problems that occur in southeast asia can be done by aichr as a body devoted to human rights in asean, but in its implementation aichr is often considered closed and excessive (thamrin, 2018). about 500,000 people of rohingya ethnicity have fled from myanmar to neighboring countries due to torture, rape, and killing of myanmar security forces against the rohingya. as a stateless minority, this ethnic group has experienced prolonged discrimination since 1948 in myanmar through restrictions on rights (saliternik, 2019). the massacres were systematically intensified in the aftermath of the military coup in 1962 (martin, 2017). the tatmadaw (myanmar armed forces), led by general ne win seized power from the elected civilian government in 1962. general ne win seems to harbor strong animosity towards the rohingya ethnic group. this can be seen from the military operations under general ne win's command that targeted the rohingya ethnic group (martin, 2017). in accordance with article 3 of burma citizenship law 1982, stated that: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 30 “nationals such as the kachin, kayah, karen, chin, burman, mon, rakhine or shan and ethnic groups as have settled in any of the territories included within the state as their permanent home from period anterior to 1185 b.c., 1823 a.d. are burma citizens.” based on this article, rohingya ethnic groups should have myanmar citizenship, because since the beginning, a group of muslims have lived in the northern rakhine region and call themselves rohingya (leider, 2019).however, article 4 of the burma citizenship law 1982 states that "the council of state may decide whether any ethnic group is national or not". myanmar insists that there is no such ethnic group as the rohingya in rakhine state, claiming instead that they are "illegal immigrants" from bangladesh (amnesty international, 2018). the myanmar government refuses to recognize the rohingya as citizens, effectively rendering the majority of them stateless. however, this situation continued until the major crisis experienced by the rohingya in 2017. more than 650,000 ethnic rohingya have fled from violence and persecution in rakhine. this brings the total number of rohingya refugees in bangladesh to over 900,000. the bangladesh government in cox's bazar has difficulty handling the arriving rohingya refugees, due to constraints on funding, poor coordination and planning due to the high increase in the number of refugees (wake, 2018). the loss of rohingya ethnic citizenship will certainly affect the condition of children born in this ethnicity. myanmar must ensure the implementation of the above rights in accordance with the laws of the respective countries and their obligations under the relevant international instruments in this field, especially if the child is declared stateless. on the other hand, the government of myanmar has ratified the 1989 convention on the rights of the child in 1991 (global justice center, 2012) and is obliged to grant citizenship status to children born in myanmar who are declared stateless in accordance with article 7 of convention on the rights of the child 1991. myanmar has ratified several international conventions related to human rights. based on this action, myanmar accepts an international legal obligation to comply with the convention's rules in good faith and cannot use its national law as an excuse to violate the obligations of international conventions that have been previously ratified, this is based on article 27 of vienna convention on the law of treaties 1969. (“vclt 1969”). the following are international conventions related to human rights (i.e., citizenship rights) that have been ratified by myanmar, including: a. international covenant on civil and political rights; b. international covenant on economic, social and cultural rights; c. international convention on the elimination of all forms of racial discrimination; d. convention on the elimination of all forms of discrimination against women; e. convention on the rights of the child; f. optional protocol to the convention on the rights of the child on the involvement of children in armed conflict. based on article 26 of vclt 1969, a country that has ratified and committed to comply with an international convention reflects that the country is willing to implement the contents of the convention in good faith. if a country does not fulfilled the provisions in accordance with the relevant international convention, then that country is deemed to have violated its legal obligations under the convention (bradley, 2016). referring to article 27 of the vclt 1969, a state cannot argue its internal legal provisions to justify its failure to carry out its obligations under international conventions. the violation of the rules of a convention also does not merely cause the country to end the agreement unilaterally. if a state violates its obligations under an international convention, that state has an obligation to remedy the consequences of its actions with reasonable effort, and this obligation is not required to be stated in the violated international convention (international court of justice, 1927). based on these facts, we can argue that myanmar has clearly violate international law due to its behavior towards the rohingya ethnicity. myanmar's actions against the rohingya people violate many fundamental rights of the rohingyan, including the rights provided under the iccpr. the myanmar authorities have engaged in a deliberate campaign to make it difficult for the rohingya in a restricted form of self-identification (amnesty international, 2017). the government has made it difficult for rohingya people to register their newborn on the family card. apart from international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 31 discrimination against newborns, in northern rakhine state, rohingyan who are not at home at the time of the annual population census are at risk of being deleted from official records. one consequence of this campaign is that, it is nearly impossible for rohingya who have left myanmar to return to their homes. this has continued into 2017 which has driven more than 700,000 rohingya to flee to bangladesh, where they are living in refugee camps in dire conditions (amnesty international, 2017). based on our interviews with maung zarni as a part of forces of renewal southeast asia, he stated that the situation concerning rohingya is indeed a violation of human rights by the military, including the stateless situation on rohingya. in regards with the solving mechanism by asean, we would like to refer to article 33 paragraph (1) juncto article 36 of the united nations charter, which provides the provision on negotiation, mediation, facilitation and other methods as deemed necessary to solve a certain issue. the principle and commitment of asean member countries in defending their citizens' human rights is questionable, if viewed on the principle of noninterverence it is clear that asean leaders should ignore the actions of myanmar to ethnic rohingya. however, concerns arise when the enforcement and protection of human rights in southeast asia through aichr is not effective as expected by the people, because of article 2 paragraph (2) letter e and f of the asean charter (thamrin, 2018). professor. dr. rosalia sclortino clearly stated that it would be hard for asean to solve this issue due to non-interference principle. the absence of aichr's visible role by the public in addressing conflict-related issues in rohingya-myanmar is due to the limitation of legal personality, the strengthening of the reduction of the effectiveness of legal personality and the low politics of human rights enforcement in southeast asia (thamrin, 2018). on the other hand, asean as yet lacks a human rights court to interpret and enforce the asean human rights declaration, a further factor that must be remedied if the region’s refugees including rohingya are to be protected (shivakoti, 2017). however the rohingya ethnic conflict in myanmar has met the indicators of a situation that threatens international peace and security, including its stateless situation, hence, asean shall have the rights to: a. call all parties to use peaceful means if the situation jeopardizes international peace and security; b. recommend dispute resolution mechanisms; c. recommend appropriate procedures or methods for dispute resolution, and consider submitting legal disputes to the international court of justice (“icj”). the above provisions may be implemented in stages to decide the measures taken is considered as deemed as necessarily. conclusions and recommendations human rights problems in southeast asia still occur, one of which is the problem that occurs in the rohingya ethnicity which has not been resolved until now. ethnic rohingya are not recognized as citizens (citizenship), meaning they are stateless. this will have an impact on the difficulty of individuals to get access to health, education, work, housing, and others related to the needs of population data. this can cause various problems such as hunger, poverty, and even lead to conflicts that lead to violence. the situation regarding the rohingya is indeed a violation of human rights by the military, including the stateless situation of the rohingya. asean as a regional organization in southeast asia has an important role in contributing to solving these problems. the principle of non-interference upheld by asean places more emphasis on diplomatic and familial approaches. however, this principle will make it difficult for asean to resolve the problems that occur in myanmar. in addition, the management of conflicts that occurred in myanmar has also been carried out by asean as a regional organization in this case the handling of human rights problems that occur in southeast asia can be carried out by aichr as a body devoted to human rights in asean. however, the existence of article 2 paragraph (2) letters e and f in the asean charter raises concerns related to the enforcement and protection of human rights in southeast asia through the aichr which is not running as effectively as expected. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 25-33 asean’s contributions to attain peace on the dynamic of rohingya ethic issue fauziyah aulia rishanti, puguh santoso, anang puji utama 32 asean as a regional organization in southeast asia, can use the soft way and soft power approach by convincing and supporting the myanmar side to take strategic steps in solving problems that occur, especially those related to the rohingya ethnicity. in addition, asean can immediately establish a human rights court to be able to interpret and enforce the asean human rights declaration and asean can also review the principle of non-interference. references amnesty international. 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(2021, juni 21). myanmar's rohingya crisis: what can asean do? dalam paparan kkln drk cohort 9. (k. 2. kkln, interviewer) turner, j., & reynolds, k. (2010). the story of social identity. dalam t. postmes, & n. branscombe, rediscovering social identity: . core sources. psychology press. wake, c. (2018). the rohingya crisis: making the transition from emergency to longer term development. humanitarian policy group, 2. 9-45-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov1*, jacinta dsilva2 1 bachelor of science student, modul university in dubai, uae 2 faculty of business and hospitality, modul university in dubai, uae abstract economic geography is a sub-branch of geography that deals with issues such as the location, place, economic activities, human activities, and how these factors are interlinked to help understand the distribution of organizations and activities. this field can be further broken down to evaluate the factors on an individual level. space or location analysis is where local growth models are treated as an economic resource that provides a strategic advantage for the firms located in them. therefore, it is trivial to emphasize the importance of location for economic activity; however, only recently, it has been given due considerations by economic theory. the purpose of this study is to evaluate how the physical dimensions of uzbekistan have improved the economy in recent times compared to the soviet era and to investigate the central place theory about mahallas. the methodology utilized for this paper was countryspecific research and existing studies on space and location analysis. the paper also focuses on evaluating the renowned central place theory by walter christaller and its application using uzbekistan as a case. this is a conceptual paper; therefore, literature review and recommendations based on previous studies will be the prime methodology. the findings based on extensive research confirm that there has been incremental growth in space and location analysis. it was also found that uzbekistan has successfully utilized its space and territories for economic development. also, the central place theory was applied in an interesting manner to mahallas in uzbekistan. finally, the paper also highlights the importance of technological advancement and transportation to the success of economic development. this study follows a conceptual approach. therefore, the limitation is to utilize the theories conducted by other researchers and apply them to uzbekistan. another practical limitation is that the researchers should have extensive knowledge about the country-specific in this case, uzbekistan. future studies can be done on conducting quantitative research using some of the empirical models from economic geography. this research paper contributes to the existing body of research on locational analysis and regional studies as well as economic development. there has been limited research conducted on economic development of uzbekistan; a growing economy post-soviet era, and therefore, it is important to evaluate the significant contribution. keywords: economic geography; central place theory; location analysis; regional study; economic development this is an open access article under the cc–by-nc license. introduction economists and geographers look at the world as space, and this concept makes it easy to analyze any given situation, it also assists in making geographical and economic decisions. space determines the way an economic system operates, and it can be a source of economic externalities, both positive and negative. the study of spatial economics has a long but relatively tiny history. economic geography helps to generate advantages of the area and gathers geographical information such as the accessibility of an area of easiness or challenges and gets information about the endowment of raw materials which are really important factors to make the economic movement. uzbekistan, after getting independence in 1991, started to increase its economy rapidly, which can be seen in any industry such as agriculture, innovation, and many other industries, including the economy. this paper discussed the importance of economic geography in general, basic macroeconomic *corresponding author: research synergy foundation e-mail: 116010121@modul.ac.ae; 2jacinta.dsilva@modul.ac.ae doi: https://doi.org/10.31098/ijmesh.v2i1.9 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 13 issn 2580-0981 (online) issn 2580-0981 (online) concepts, population growth impact in uzbekistan, and discussed location analysis theories in the example of uzbekistan’s economic and geographical situation. this research gives a broad overview of the economic geography and theoretical applications in the day to day business life, which proves the necessity of this subject in today’s economy. the combination of both economy and geography can be extremely useful to make any decision for the government or private sector decision makers because it can give macro and micro understanding of any given countries’ situation. literature review importance of economic geography the terminology, economic geography has been defined as the study of human economic activities under varying conditions associated with distribution, consumption, production, and exchange of resources, location, and spatial distribution and organization of economic practices around the world (coe, kelly and yeung, 2013). the economic geography relates to the world as space, and it is the source of advantages in terms of reducing transportation costs and also by enhancing the production processes. this is also made possible due to the amount of information gathered. geographers are concerned with three kinds of analysis they are spatial or location analyses which work with numbers, characteristics, activities, and distributions. second is ecological analysis they look at the relationship between humans and the environment, and the final and third one is a regional analysis, they study the combination of the first two themes in a real differentiation (haggett, 1990). according to malecki (2015), economic geography has moved beyond its original focus on the location of production to embrace the various other human forces such as social, cultural, political, and institutional. these affect and are affected by economic activity. the continuous change ensures that new ideas and new empirical knowledge are always characteristic of the field, and this attracts new researchers and their fresh thinking and new approaches. however, the natural resources of different countries have been distributed differently by nature, and this helps the researchers to analyze the geographic distribution of resources and potential for development in the future. as stated by capello (2011), it results from previous factors such as the fertility of the land due to the work of man, social fixed capital, human capital, and accessibility which measures as the weighted distance from the main centers of production and consumption. basic economic details – uzbekistan an economy consists of a large group of buyers and sellers that also determine how scarce resources are allocated. these are related to production and consumption activities. under the concept of economy, there are several concepts linked with the economy such as; balance of trade, unemployment, rate of inflation, government debt, interest rate, stock market, gross national product (gnp), gross domestic product (gdp), gdp per capita, exchange rate, population density, and consumer spending. for a good economy, all the above aspects should be working well to be efficient and effective in the economic business cycle. according to trading economics (2019), uzbekistan’s inflation rate has grown drastically, and it was recorded at 14 percent in 2018. in this country, the inflation rate has been on an average 5.04 percent from 2006 until 2018, reaching an all-time high of 14 percent in 2017 and a record low of 2 percent in 2008 (figure 1). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva 14 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) figure 1. uzbekistan inflation rate according to bbc (2018), the land that is now known as uzbekistan was the center old trade route that connected uzbekistan with the rest of the world. the country was under the rule of the russian empire and then the soviet union, before gaining independence from the soviets in 1991. the main indicator to know the growth of the economy is the gdp as it indicates how healthy and rapidly growing the economy of the country is. the gdp is a measure of the total value of the goods and services being produced in an economy in a given period. according to the trading economics (2019), gdp of uzbekistan expanded 5 percent year-on-year in the third quarter of 2018. gdp in uzbekistan averaged 8 percent from 2006 until 2018, reaching an all-time high of 10 percent in the third quarter of 2007 and a record low of 4 percent in the first quarter of 2006 (raupova, kamahara, and goto, 2014). figure 2 highlights the annual gdp growth rate from january 2016 to july 2018. figure 2. uzbekistan gdp annual growth rate another important factor for economic growth is population density; this measures the density of the population in a specific area. for example, if the global population is around 7.5 billion and the earth's total area including land and water is 5.1 billion square kilometers, then the population density can be calculated around 7,500,000,000 ÷ 510,000,000 = 14.7 per km2 (cardillo and mace, 2014). by the population density, uzbekistan is placed 136th in the world countries by population density ranking, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 15 issn 2580-0981 (online) issn 2580-0981 (online) and the population density in uzbekistan is 77 per km2, it is positive that uzbekistan based on gdp and population density has an immense impact, but the economic strategy should be built in that way where everyone should be well treated because 35 percent of the population lives in an urban area (ruziev and ghosh, 2009). uzbekistan population accounts for only 0.43% of the world population; this makes it the 42nd most populous country (table 1). moreover, the population of uzbekistan is ranked as a number one in central asia and number 3rd in the cis countries. if it is looked through economic geographers’ point of view, the total land area is 425,400 km2 (164,248 sq. miles), and this result makes them 59th place in the ranking. another important fact about uzbekistan is that the median age in uzbeks is 26.7 years, this means that 63% of people can work in various industries in and around uzbekistan and it increases economy’s labor-intensive industries (worldometers, 2019). table 1. population of uzbekistan (2019 and historical) importance of location, distance, territory, and place in economic geography space can be described as not only the physical or geographical location, but also the activities that take place in that location, and the resources it provides (coe, kelly and yeung, 2013). geography also has its basic concepts that can be categorized as follows: location, distance, territory, and place. location is the relative distance in the position of people and objects or coordinates. to be more specific about location, it is the place where a point or object exists. it is important as it is more precise than place and can take the form of human settlements, cities, villages, etc. it was first studied by johann von thünen and walter chris taller and they saw space in terms of relative location – how the relationship is between the producers and market places as well as the relationship between the consumers and the marketplaces. the absolute and relative distance can help in different types of challenges in business, for example, to save transport cost, travel time, goods transfer, etc. (coe, kelly and yeung, 2013). an entity can be a government, regional bodies, international bodies, or it can be non-governmental bodies. those understandings can help to economic geographers to make the best decision to find the right target market, to calculate distance, to figure out geographical or political barriers and helps to understand the behavior of the nation which leaves in that area. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva 16 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) geopolitical location of uzbekistan uzbekistan is considerably big; however, a landlocked country in central asia, this also means that its neighboring countries do not have any seaports. the greater part of the territory of uzbekistan consists of desert and population density is high in rural areas. this country is the third largest former member of the soviet union, with over 30 million inhabitants, and it was one of the poorest economies during the soviet era. at least 1 in 10 households received support from the scheme in 1997. uzbekistan has the availability of natural resources such as oil and gas. however, they haven't been developed. other than the oil and natural gas, some amount of uranium and gold resources can be found in uzbekistan. historically, uzbekistan was an important part of the old trade route, and cities such as samarkand, bukhara, and khiva are still key political and tourism components of the country. as stated by tolipov (2011), modern-day uzbekistan is centered around its capital in tashkent, though the country has substantial regional divisions. while the western half is thinly dispersed population in the desert, the majority of the population is located in the agricultural areas. even though uzbekistan is geopolitically rich, it faces some issues such as poor water supply. it's birth rate is high, and this increases the demographics, which further creates social tension in the country. uzbekistan benefits from unique geo-strategic and geopolitical advantages due to its position being the only country sharing borders with the rest of the four states in central asia. the country has started to participate in international politics very actively, and this step has boosted the economy as well as helped to reduce the unemployment rate (tolipov, 2011). improvements in transportation, infrastructure, and communication are integral to the development of any society and its economy, and uzbekistan was no exception. development of transportation has played a broad role in shaping uzbekistan’s economy as it supports to make clusters and agglomerations, enhances jobs and labor market accessibility, enhances supply chain efficiency, increases productivity and opens new markets for businesses. improvements in communication helped to increase the output of the economy by acquiring the right information at the right time and to make informed decisions about the various industries. location theory johann heinrich von thünen’s a location theory thünen’s goal was to uncover laws that governed the interaction of agriculture prices, land uses, and distance, as farmers seek to maximize profit. he has affected both the location theory and the economic geography as a whole; he even set out to determine the influence of transport costs on the location of crop production. (capello, roberta, and nijkamp, 2011). transportation costs were the important factor in his study, crops needed to be arranged close to the production location and the market, and he told: “with increasing distance from the town, the land will progressively be given up to products cheap to transport about their value.” (okelly and bryan, 1996). figure 3 discusses the location theory designed by johann heinrich von thünen. figure 3. thünen’s a location theory international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 17 issn 2580-0981 (online) issn 2580-0981 (online) walter christaller’s a central place theory according to the study of capello in 2011, it was found that the high demand for accessibility led to higher competition between residential and industrial activities. businesses generally wanted to move closer to the cities. walter christaller explained the existence of urban systems, which is cities of varying sizes, with the help of central place theory and formulated models that can explain the urban hierarchy. for example, the size and frequency of urban centers at every level in the hierarchy, and therefore, the market area of each of them (curtis, and lipsey, 1982). to find the geographical distribution of the urban centers, he found the distance between the cities and those at different levels compared to them. (figure 4). figure 4. christaller’s a central place theory methodology research is a process of inquiry and investigation. it is quite systematic and methodical, and it can increase knowledge about a specific thing (amaratunga et al., 2002) while uma sekaran (1992), defines research as a systematic and organized endeavor to understand a specific problem that needs a solution. it is a series of steps designed and followed, with the objective of finding answers to the issues that are of concern, whereas cooper and emory (1995) looked at research as a form of inquiry aimed at gathering enough information to propose a solution. the methodology used in the study was an extensive literature search supported by data collected through scholarly journal papers and important websites providing authentic information about the development, inflation rate, population density, and related information. this is a conceptual paper; therefore; the major part of the discussion is through using secondary information. result and discussion application of walter christaller’s central place theory to uzbekistan before applying walter christaller’s central place theory to uzbekistan in more detail, some recognition is needed of the place of the mahallas in uzbek society. as discussed earlier in the paper in central place theory that a high demand for accessibility triggers competition between the different activities which can be seen in the example of the mahallas because these local groups elect a chairman and a committee of “elders”, who then decide on the basis of their local knowledge which are the neediest families in the community, and, within certain limits, how much support they deserve international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva 18 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) (coudouel, marnie and micklewright, 2011). this is a highly advantageous system that aims to benefit the most people by making rational decisions that can be applied to other economies as well. moreover, this system contains clear guidelines to the mahallas; there is no formal set of rules or requirements for the conditions for benefit. central place theory perfectly can be applied in the mahalla concept because some number of the mahalla makes a small town which is located in the center and all households of the mahalla go to the market of that town. flowingly, a few numbers of small towns will make a big city with one center of trading for all the small town households. this concept will be extremely useful for any institution, whether it is government or business entities because it will help to study any specific area in detail about their culture, tradition, and needs. figure 5 below highlights the arrange of the mahalla when applied to the central place theory. figure 5. christaller’s central place theory to the uzbekistan – the mahallas conclusion in conclusion, the subject of economic geography is important in developing countries such as uzbekistan because it helps to understand the structure of the economy and its relationship with the key activities with other areas around the world due to rapid growth or globalization. it can help understand not only the geographical location of the country but to know more about different aspects of a particular region. this paper contributes to the existing knowledge of the topic by investigating the economic development of uzbekistan. the paper also highlights the economic geography of the economic, transportation, and communication systems that support networks of trade in all kinds of goods and services being traded in an economy. the paper further discussed the central place theory and applied the mahalla to the theory, which is a closer arrangement in uzbekistan compared to the central place theory. references capello, r., & nijkamp, p. (2011). regional growth and development theories revisited. endogenous regional development. doi:10.4337/9781849804783.00020 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 19 issn 2580-0981 (online) issn 2580-0981 (online) cardillo, m., purvis, a., sechrest, w., gittleman, j. l., bielby, j., & mace, g. m. (2012). human population density and extinction risk in the world's carnivores. retrieved from https://journals.plos.org/plosbiology/article?id=10.1371/journal.pbio.0020197 deraniyagala, s. (2001). new trade theory versus old trade policy: a continuing enigma. cambridge journal of economics, 25(6), 809-825. doi:10.1093/cje/25.6.809 djanibekov, n., bobojonov, i., & lamers, j. p. (2011). farm reform in uzbekistan. cotton, water, salts and soums, 95-112. doi:10.1007/978-94-007-1963-7_6 eaton, b. c., & lipsey, r. g. (1982). an economic theory of central places. the economic journal,92(365), 56. doi:10.2307/2232256 gee, p. (2019). geo-strategic and geo-political position uzbekistan. retrieved from https://www.academia.edu/26067703/geo-strategic_and_geo-political_position_uzbekistan krugman, p. (1998). whats new about the new economic geography? oxford review of economic policy, 14(2), 7-17. doi:10.1093/oxrep/14.2.7 micklewright, j., marnie, s., & coudouel, a. (2011). targeting social assistance in a transition economy: the mahallas in uzbekistan. ssrn electronic journal. doi:10.2139/ssrn.154680 okelly, m., & bryan, d. (1996). agricultural location theory: von thunens contribution to economic geography. progress in human geography, 20(4), 457-475. doi:10.1177/030913259602000402 peter near. (2009). putting the “new” into new trade theory: paul krugman’s nobel memorial prize in economics. university of oxford and cepr" raupova, o., kamahara, h., & goto, n. (2014). assessment of physical economy through economy wide material flow analysis in developing uzbekistan. resources, conservation and recycling, 89, 76-85. doi:10.1016/j.resconrec.2014.05.004 ruziev, k., & ghosh, d. (2009). banking sector development in uzbekistan. problems of economic transition, 52(2), 3-41. doi:10.2753/pet1061-1991520201 tolipov, f. (2011). micro-geopolitics of central asia: a uzbekistan perspective. strategic analysis,35(4), 629-639. doi:10.1080/09700161.2011.576098 tolipov, f. (2011). micro-geopolitics of central asia: a uzbekistan perspective retrieved from: https://idsa.in/strategicanalysis/35_4/microgeopoliticsofcentralasia_ftolipov uzbekistan inflation rate. (2019). retrieved from https://tradingeconomics.com/uzbekistan/inflation-cpi uzbekistan population (live). (2019). retrieved from https://www.worldometers.info/world population/uzbekistan-population/ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva 20 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) appendix 1 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 12-21 investigating the central place theory: a case study on uzbekistan fakriyor jamoliddinov, dr jacinta dsilva © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 21 issn 2580-0981 (online) issn 2580-0981 (online) appendix 2 microsoft word 985-article text-4581-1-4-20220623 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 194-207 corresponding author nikolaus_aloysius@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.985 research synergy foundation laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius1, manahan siallagan2, chao ou-yang3 1, 2 school of business and management, institut teknologi bandung, indonesia 3 school of management, national taiwan university of science and technology, taiwan abstract service providers perform their service to seek customer loyalty, not excluding the product testing laboratory (ptl) as it provides the testing service under national standardization agency (nsa) in indonesia. early business process observation in one ptl found that the level of work-in-progress (wip) in some testing job shops performed significantly higher than the others which requires a further operational study. using workflow data from the ptl, this study modeled the first-come-firstserve (fcfs) as the current scheduling algorithm, proposed an alternative scheduling algorithm, and comparatively analyze the wip performance through simulation using colored petri nets (cpn) as business process modeling and simulation tools. the result of this study shows that the shortest flow of processing time (sfpt) algorithm as the alternative scheduling strategy can reduce the maximum wip level in the laboratory. although the sfpt scheduling strategy has a relatively small impact in the single item station, the alternative strategy decreases more than one-third of the total wip in the most complex station in the laboratory. keywords: colored petri nets (cpn); process performance; scheduling; work-in-progress (wip) this is an open access article under the cc-by-nc license. introduction in today’s globalization, the national industrial products, services, and other commercialized commodities are challenged to assure their quality itself meets the international standard. in indonesia, the national standardization agency (nsa) is the only governmental agency that assures global challenges related to the quality standards of products in the national markets and enhances the national competitive advantage. in doing so, nsa publishes a national certificate to which product/service meets the standard quality after passing the test that runs by three types of standardization laboratory; product testing laboratory, calibration laboratory, and medical laboratory. while all products/services that spread in the indonesian market are voluntarily tested, nsa based on national considerations has the authority to decide on which products/services to be mandatorily tested by the laboratory because of the safe usage of the products/services themselves. the legal framework in health and safety normally obligates all product manufacturers involved in the industry development. before going to the market, some mandatory products have to meet a certain standard controlled under the product testing laboratory (ptl). ptl through its testing processes aims to assure the products that are available in indonesia meet international safety standards. some mandatory tested products have been decided categorically based on a certain level of risk and safety functions on their usage, such as helmets for motorcycle safety and industrial safety, lpg gas stove for cooking safety, etc. under an appropriate standard management system, ptl operation aims to guide the social responsibility, minimize consumer risk and minimize potential legal consequences behind the usage of the manufactured product. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 195 from a business sustainability perspective, an effective and integrated system of network planning and management is required in response to reconstructing and evaluating the systemic view of the rational decisions and practical actions (hassan et al., 2021). in doing so, some process modeling tools are developed and used by process managers to model and manage the business process operation (mazzuto et al., 2012; zuhaira & ahmad, 2021). the modeling and analysis of the business process are also critical to identifying the current business process and understanding the contribution of new processes to the system (casebolt et al., 2019). the early observation is conducted to capture the process performance from 32 testing stations in the ptl by using the colored petri net (cpn) tools to model and simulate the business process. the use of cpn tools allows the products/services providers to create a compact representation of states, actions, and events of the modeled system (glas et al., 2016; mukhlash et al., 2018). the early result shows that some stations have work-in-progress (wip) higher than the others and the oven testing station has the highest wip performance. the dominant use of some stations generates a higher level of wip because they perform the testing methods for more product types than others. as a consequence, the other testing stations have to wait accordingly to perform which requires workflow evaluation of the current scheduling strategy (glas et al., 2016). by the use of cpn, the shortest flow processing time (sfpt) scheduling algorithm is developed in accordance to challenge the current first-come-first-served (fcfs) scheduling strategy to minimize maximum wip in the complex stations. in the context of process improvement, cpn tools have been used to model and simulate the project execution to describe concurrent activities and simulate the evolvement of processes (pachpor et al., 2017). the advantage of using petri net in a project is its dynamic simulation of a performance that can be visualized graphically over time. however, the representation of precedence relationships by using petri nets becomes easier (wang et al., 2018). scholars have studied the case of resource allocation using cpn tools because of its capabilities. analysis of resources constrained processes with colored petri nets (hazra et al., 2018). some studies aim to solve resource-constrained multiple project scheduling using a timed cpn (jia & kefan, 2015; yu et al., 2009, 2020). other studies aim to model resource management using a hierarchical cpn (ji & ou, 2021; l. l. zhang & rodrigues, 2013). the use of hierarchical timed cpn in this study is focused on the analytical approach of the scheduling priority concerning the early observation’s results to minimize the maximum wip in the most complex station. this study would help the ptl to put any cost constraints such as buying a new machine or to extend a new waiting area, aside. the objective of this study is to analyze the wip performance of each testing station in the ptl by comparing the current priority scheduling with the sfpt algorithm. this study used hierarchical timed cpn as the analytical tool to model and simulate the complex process operation captured from the ptl. as the limitation of this study, the model represents the testing process of 6 mandatory products to get the national standard of indonesia (sni) certification in one ptl. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 196 historical data were used in this study collected from 1 january to 30 june 2018. the capacity of the system is assumed sufficient for all simulations. literature review business process performance the performance of a company is affected by the quality of its information systems (dumas et al., 2018). as a result, business processes must be analyzed to identify any discrepancies between the planned and actual business processes (zuhaira & ahmad, 2021). the business process can be improved based on the findings of this analysis. the service process is the most important aspect of laboratory service in this study. in reality, there are many differences between the actual and planned business processes, which should be investigated, especially if the business process can be improved using proper analytical approaches. (mukhlash et al., 2018). work-in-progress (wip) many researchers have investigated the problem of production line control under uncertain machine behavior and proposed various methodologies for increasing throughput while minimizing (wip) (bowles et al., 2018; reyes levalle et al., 2013; l. l. zhang & rodrigues, 2013). value-added wip and the costs associated with it have been compromised to reduce average wip. the term value-added wip refers to the value of wip or the cost associated with the value that adds to the product during the production process as labor, material, equipment time, energy, and other resources are added. as a result, it is possible to reduce this cost if wip queues could be reduced down the production process by containing more and more wip inventory upstream of the production process (taylor et al., 2013). industries have consistently worked to reduce wip because it incurs inventory costs. however, the workstation with the lowest capacity (the bottleneck) frequently governs the production rate of the entire manufacturing line (goldratt & cox, 2004). but to achieve a high throughput rate while maintaining a reasonable cycle time and wip, it is critical to scrutinize the utilization of the bottleneck workstation. shortest flow processing time (sfpt) the priority dispatching rule is commonly used in real-world job-shop scheduling problems (jspp) (zhang et al., 2020). the jspp problem is a well-known combinatorial optimization problem in computer science and operations research, and it is used in a variety of industries, including manufacturing. given the inherent complexities of the challenge of allocating resources in the jobshop, proper scheduling (pinedo, 2012, 2016) and dispatching strategies (blazewicz et al., 2019; shi et al., 2019) are frequently used to optimize productivity (zanchettin, 2022). in project-oriented production, a project planning tool is used to schedule production activities. in practice, heuristic scheduling rules such as shortest processing time (spt) or longest processing time (lpt) are commonly used. good rules are derived from expert knowledge, which does not guarantee the best solutions in various situations. they can also be created using system simulation models. heuristic dispatching rules have the interesting property of being easily usable in conjunction with production models derived using the petri-net modeling framework (gradišar & mušič, 2007). in this study, the spt is used, and the total processing time is referring the total time of the product flow in the testing procedure and simply used the terms of shortest flow processing time (sfpt). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 197 colored petri nets tools the it industry is crucial in assisting enterprise executives and bpm consultants in redesigning, improving, and managing business processes (davenport, 2013). various software systems and support tools have been designed and developed and are further regarded as bpm enablers (luo et al., 2009; zuhaira & ahmad, 2021). a business process management system (bpms) or tool integrates software system capabilities for workflow management, modeling, redesigning, reengineering, process analysis, business intelligence, monitoring and measuring, improvement, process enactment, and enterprise application integration. a bpm tool is essentially a software system that supports a bpm life cycle, its methods, and techniques for redesigning and improving business processes in an efficient and timely manner (hildebrandt et al., 2019; mazzuto et al., 2012; shaw et al., 2007). the operational business process is a complex system that necessitates the modeling of business processes to gain a better understanding. colored petri nets (cpn) is a model for describing complex manufacturing and logistics processes such as transportation, inventory, order processing, warehousing, distribution, and production. cpn extends the classical pn formalism with data, time, and hierarchy. this extension makes it possible to model a complex system in detail. cpn is a powerful toolset that supports process design and analysis. some features of cpn can be used for performance analysis such as comparing design alternatives using simulation. time plays an important role in capturing the duration of an activity or process. the duration might be deterministic or stochastic. time is also important in performance analysis as an indicator to predict the flow time, service levels, or other performance parameters. timed petri net (tpn) is one such tool that can develop a design of a methodology for managing an operation as well as to evaluate the performance in the network regarding the overall operating system and the specific stationary system (mazzuto et al., 2012). by the use of this application, the manager will be able to pursue the coordinated action of certain strategic levers (yee, 2005). timed petri nets can show how the processes would react to changes in one or more of its constituent parameters. a simulation tool inside pn makes it possible to explain the dynamics, variables, and parameters that characterize the process. as a challenge, the use of pn in industrial applications can become very complex and difficult to handle (mazzuto et al., 2012). in some cases, a model tends to become large because it might capture the number of interactions. the hierarchy concept in hierarchical timed petri net (htpn) is needed to deal with this type of complexity. htpn approach helps the modeler to structure a model as well as to communicate the design and analysis (van der aalst et al., 2013). the early observation leads this study to focus the analysis on the wip performance and the scheduling priority. by using the testing process data from ptl under nsa, this study concerned with the application of the htpn tool in analyzing the wip performance behavior of the stationbased system by comparing the fcfs as the current scheduling priority and the sfpt as the proposed scheduling solution. this study aims to model and analyze the performance of wip in the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 198 product testing system, because maintaining the level of wip is important to control the inventory level in the stations, especially when the complexity level of ptl’s stations is different. research method problem description the scoop will be limited to the six mandatory products to be tested in the product testing laboratory (ptl), especially for the technical products concerning the risk of product usage. from the early observation, the wip performance was found inefficient in that the majority of stations need to wait for the complex operation held in a few stations to be tested. to cover this issue, this study analytically compares two different scheduling methods, the current fcfs and the sfpt comparative approach using business process modeling and simulation methodology. to study this case, the testing procedure and the item orders in this system will be modeled using hierarchical timed cpn. model development conceptually, the hierarchical model of timed cpn is constructed to capture the full testing procedural system and the hierarchy consists of two levels. the first level is the whole view of the testing workflow of the six mandatory products in the ptl. table 1 below is the list of mandatory products tested in the ptl. and the second level of the hierarchy is focusing the view on the item workflow in the two categories of the station, the single arrival station, and the multi arrival station. both levels are connected, the first level is to compute the ptl’s workflow, and the second level is to study the priority comparison between fcfs and sfpt algorithms. table 1. list of mandatory products tested in ptl no items processing time (h) item symbol 1 half-face helmet 15 a 2 full-face helmet 16 b 3 industrial helmet 29 c 4 inner tube for motorcycle 40 d 5 pvc pipes 67 e 6 hose – lpg gas stove 120 f the first hierarchy is captured by the full network model in the ptl and is described in figures 1a and 1b. both figures map the testing workflow of six mandatory products, not including the scheduling analysis. these figures aim to draw that some stations look busier than the others. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 199 figure 1a. the full network model of ptl figure 1b. the full network model of ptl (cont.) the second level of hierarchy captured the specific process inside each station in ptl. tables 2a and b below are the lists of the singleand the multi-testing stations in the ptl. the similarity of the single arrival station is the workstation only waits for one single item arrival to be tested. in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 200 contrast, the similarity of the multi-arrivals station is the workstation test more than one item, and some items are repeatedly arrived in the station to be retested. table 2a. the single arrival stations table 2b. the multi-arrival stations no multi arrival station item total item 1 dimension a, b 2 2 visual a, b 2 3 endurance a, b 2 4 twin impact a, b 2 5 scoot d1, d2 2 6 tensile 30kgf f1, f2 2 7 hydrostatic f1, f2, e 3 8 freezer a, b, c, e 4 9 penetration a, b, c1, c2 4 10 cadex a1, a2, b1, b2, b3, c1, c2 7 11 oven a, b, c, d1, d2, e, f 7 the comparative scheduling strategy and the workflow model in all the single arrival testing stations are modeled by cpn as the same as captured in figures2 (a and b). the figures capture product c in the workstation that tests the looseness of the product. these figures aim to draw the comparative scheduling algorithms between the current fcfs and the alternative sfpt strategies. no single arrival stations item 1 looseness c 2 high usage c 3 burn c c 4 side strength c 5 electricity c 6 elongation d 7 chemical e 8 visual e e 9 dimension e e 10 vicat soft spot e 11 tensile utm e 12 impact resistance e 13 linyak resistance e 14 directional change e 15 visual f f 16 visual f f 17 adhesive strength f 18 ozone resistance f 19 burn f f 20 n-pentane f 21 scales f international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 201 figure 2a. the current fcfs process model in the single arrival testing station figure 2b. the alternative sfpt process model of the single arrival testing station cpn simulation the simulation tools in cpn captured the product testing process in each station which starts from the incoming item, queueing area, item processing, and resource that are used in the station. the station will be named by the resource or machine operated in the station. in doing so, the log file that captured the process record in the ptl is required to evaluate wip performance for each station. findings and discussion wip performance table in multi-arrival stations (the second level of the hierarchical cpn model) after applying the sfpt priority using cpn simulation tools, both the average wip and the max wip are changed in several testing station. totally, in multi arrival stations, the average value of wip in 5 stations and the maximum value wip in 3 stations are affected by the implementation of sfpt priority. the table 3 below shows the overview of the wip performance which comparing the fcfs and sfpt priority. the table also sum up the wip performance in the total 11 multi arrival stations in the system. from the table, the highest gap is showed in the oven station which reduce 35% of average value of wip and 36 value of maximum wip. as the most complex testing station in the system, the oven testing station have the highest impact by the implementation of sfpt priority in the ptl. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 202 table 3. the overview of wip performance in multi-arrival stations c a t . no testing stations total served item minimized average wip (%) minimized max wip (item) m u l t i a r r iv a l s t a t io n fcfs sfpt gap fcfs sfpt gap 1 dimension (item a and b) 130 1 1 0% 1 1 0 2 visual (item a and b) 130 1 1 0% 1 1 0 3 endurance 130 1 1 0% 1 1 0 4 twin impact 130 1 1 0% 1 1 0 5 scoot 112 6.6 6.39 3% 35 35 0 6 tensile (30kgf) 18 1 1 0% 1 1 0 7 hydrostatic 43 1.88 1.95 -4% 5 6 -1 8 freezer 159 1.72 1.47 15% 7 4 3 9 penetration 138 1 1 0% 1 1 0 10 cadex 304 1.05 1 5% 2 2 0 11 oven 280 40.1 26.1 35% 97 61 36 based on the gap between both scheduling priorities, the wip performance of hydrostatics pressure testing station can be seen in figure 3 below. the maximum value of wip is not significantly improved when using sfpt priority. the reason is because the item quantity and its flows of sequences are similar whether they use the sfpt or fcfs priorities, as the wip calculation, each arrival item will bring one (1) point of wip to the station and each departure item will bring minus one (-1) point of wip. figure 3. the wip performance of the hydrostatic pressure testing station in this freezer testing station, the maximum level of wip is reduced 3 items, from 7 items in the current fcfs priority to 4 items when using sfpt priority using the same wip calculation. the figure 4 shows the wip performance in the freezer testing station. 0 1 2 3 4 5 6 7 1 40 1 56 1 72 1 88 2 04 2 20 2 36 5 40 5 84 5 96 6 06 6 44 7 12 7 56 8 37 1 91 6 1 93 9 2 22 9 2 26 2 2 34 1 2 38 8 2 41 4 fcfs sfpt international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 203 figure 4. the wip performance of the freezer testing station the most impacted station by the alternative priority is the oven testing station. the maximum wip is 97 for fcfs priority and 61 for sfpt priority as described in figure 5 below. the level of wip is reduced 36 items and the sfpt has the biggest impact to this station using the same wip calculation. the reason is because the oven serves all the item with more variety of processing time. this station is the most complex stations over all the stations because it has to serve 7 items with the diverse processing time ranging from 4 to 24 for hours. figure 5. the wip performance of the oven testing station wip performance of the ptl (as the first level of the hierarchical cpn model) the wip performance of the system is presented in the next figure. the calculation is based on the item arrival to and item departure from the system. the data used for the wip performance of the system is 224 items on arrival and 224 items on departure. for the wip calculation, each arrival 0 1 2 3 4 5 6 7 8 7 1 2 3 3 6 1 4 1 4 4 7 2 5 0 4 5 2 8 5 6 0 5 8 8 6 1 4 6 4 8 7 0 2 7 5 4 9 0 3 1 00 8 1 14 8 1 19 9 1 31 6 1 43 5 1 52 3 1 57 0 1 63 6 1 81 7 2 02 1 2 06 6 2 21 7 2 34 0 fcfs sfpt 0 20 40 60 80 100 120 2 2 19 3 96 4 73 5 35 5 83 6 59 7 28 8 30 9 21 1 08 0 1 21 4 1 30 6 1 37 0 1 50 4 1 60 1 1 67 1 1 75 2 1 90 2 2 13 6 2 42 3 2 65 5 2 91 5 3 03 3 w o rk -i n -p ro g re ss ( w ip ) time (h) fcfs sfpt international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 204 item will bring one (1) point of wip to the system and each departure item will bring minus one (1) point of wip. figure 6. the wip performance of the product testing laboratory (ptl) figure 6 describes the comparison of wip performance between two scheduling priorities implemented in the ptl. the wip performance of the current scheduling priority (fcfs) is represented by the blue line. the wip performance of the alternative scheduling priority (sfpt) is represented by red dots. the maximum wip on the fcfs priority is 107 and for the sfpt priority is 71. the gap between the maximum item from each priority is 36 items. this simulation result shows that the implementation of sfpt algorithm as the alternative scheduling priority is effective to reduce the maximum wip of current scheduling practice in the ptl. conclusion this study has shown that a particular testing workflow can be modeled and simulated using hierarchical timed colored petri net (cpn). a particular performance also can be comparatively evaluated using the log file extracted form operational data in the product testing laboratory (ptl). the result of the study also shown the expected process performance based on particular business operations issue. focusing on simulation result, this study aims to describe that the priority rule in firing the shortest flow processing time (sfpt) can reduce the average work-in-progress (wip) in the most complex stations. sfpt priority have a relatively small impact on the wip in the singular item processing. the biggest impact of sfpt priority on the wip performance can be seen in the oven testing station because the wip is decreased as much as 35% on average value and 36 items on maximum value. in the overall system view, the maximum wip on the current fcfs priority is 107 items, while the maximum wip on the alternative sfpt priority is decreased to 71 items, and the gap of wip between both scheduling priorities is 36 items. 0 20 40 60 80 100 120 1 12 23 34 45 56 67 78 89 10 0 11 1 12 2 13 3 14 4 15 5 16 6 17 7 18 8 19 9 21 0 22 1 23 2 24 3 25 4 26 5 27 6 28 7 29 8 30 9 32 0 33 1 34 2 35 3 36 4 37 5 38 6 39 7 40 8 41 9 43 0 44 1 fcfs sfpt international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 194-207 laboratory performance modeling using petri nets in national standardization agency in indonesia nikolaus aloysius, manahan siallagan, chao ou-yang 205 as the recommendation, this study suggest the process manager in the ptl to implement sfpt scheduling priority due to the gap in the wip performance. even though the implementation of sfpt policy is not affect all the station significantly, this policy is significantly affecting the most complex station in the system. in aggregate level, this policy will also significantly affect the wip performance of the ptl. the contribution of this study can be seen as the effective use of business process modeling and simulation tools can intervene on some process management issue especially for the ptl under national standardization agency (nsa) in indonesia. from the other side, the application of sfpt priority would gain some concern about the priority of customers products in ptl’s operation. limitations & further research as the limitations, this study focuses on the performance level of work-in-progress (wip) as a process indicator using hierarchical cpn in one 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(2023) corresponding author’s email: susanti_saragih@sbm-itb.ac.id.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1339 urgency of managing digitalization in higher education susanti saragih1* , jann hidajat tjakraatmadja2 , andika putra pratama3 1,2,3 institut teknologi bandung, indonesia received : february 7, 2023 revised : april 14, 2023 accepted : april 27, 2023 online : may 6, 2023 abstract the digital transformation of higher education institutions has become one of the most significant trends in recent years. unfortunately, this change is facing many challenges and pitfalls. therefore, understanding how to manage digitalization amid continuous change should be a top priority for leaders of higher education institutions. this article reviews previous research focused on digitalization in higher education. using non-systematic literature methods, it starts by summarizing the main driving forces, barriers, and pitfalls of digitalization in higher education. the selected papers were chosen based on their relevance to the article's purpose. the findings discuss the four main elements of managing digitalization in higher education. these four elements should be a priority in universities' strategy. finally, the proposed framework in this article is expected to contribute to developing theory and practice in managing digitalization in higher education. keywords: digitalization; higher education; education; digital transformation introduction digitalization in higher education has been an essential frontline to transform education systems and services in the era of the industrial revolution 4.0. digitalization in higher education is not just switching face-to-face learning to distance learning but also aims to enhance and transform the learning experience, enabling open and more responsive education systems (bangun et al., 2021). for instance, digital technology can be used to deliver learning material and administration work, such as monitoring absenteeism and students' and teachers' performance. (kilag et al., 2022; underwood, 2009). pu et al. (2022) even highlighted that digital transformation is a way for higher education institutions to promote sustainable development. the transition to digital education must be viewed as a long-term strategy influenced by institutional development and government policies. this strategy should include preparing the educators' knowledge and skills to meet the new challenges faced in an educational environment. being digitally trained helps educators improve their research, communication, and assessment skills (kilag et al., 2022). thus, managing digitalization in higher education institutions should involve various internal and external aspects. the internal aspects are organizational culture, technological infrastructure, employee competency, and business processes (bates, 2015). technology implementation requires an innovative organizational culture and encourages people to take risks and learn from failures. in contrast, external aspects are government policies, industry standards, and the global market situation. for example, implementing technology into education systems involves substantial funding from the government, and in most cases, most developing countries cannot provide this funding. in practice, one indicator that digital technology in education is becoming increasingly important and widely accepted is the increasing number of mooc courses. a report by class central showed that in 2021, 40 million new learners signed up for at least one mooc, compared to 60 million in 2020. the presence of moocs provides an opportunity for many people to learn in a new way. the use of technology has proven flexibility in the learning process and the opportunity to interact with trainers, educators, and classmates worldwide. the ease of the learning process also article reviews https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1339&domain=pdf https://orcid.org/0000-0003-2940-2401 https://orcid.org/0000-0002-7096-613x international j. of management, entrepreneurship, social science and humanities 15 occurs when technology can be used to assist in monitoring students' learning progress and administration in the learning process. underwood (2009) stated that there is a growing body of research from various backgrounds and cultures studying the impact of digital technology on measuring learning outcomes. kilag et al. (2022) found that ict integration has successfully promoted an effective teaching process. e-learning increases the quality of learning by using online tools and simplifying access to information, as well as foreign exchanges and cooperation (alenezi, 2021). research on higher education institutions (heis) has also explored the main barriers and enablers for leveraging the potential of digital technology (e.g., aditya et al., 2022a, 2022b; alenezi, 2021; khan et al., 2012; núñez-canal et al., 2022). conducted in a developing country, aditya et al. (2022) found that indonesia's main obstacle to digitalization is the need for more human resources or expertise in digital transformation. meanwhile, khan et al. (2012) found that the low commitment from the government and institutions has made the implementation of digital technology in bangladesh slow. other main obstacles are weak, unsupportive, and limited it infrastructure, lack of strategic planning in digital transformation, and the inability to translate strategy into action. some researchers have also tried to measure all stakeholders (students, lecturers, and institutions) readiness to apply digitalization in heis (e.g., bubou & job, 2022; limani et al., 2019). while a significant body of research has shown that digitalization has entered education, organization leaders must plan out key strategies to manage it in light of the numerous challenges and changes that have occurred. by doing so, they can develop effective strategies to manage digitalization in higher education and remain competitive in a rapidly changing environment. therefore, this paper will review related literature on digital transformation in higher education institutions (heis) by highlighting the primary forces, barriers, and pitfalls to gain a comprehensive understanding of issues and facts related to digitalization in heis globally. this paper will also describe the urgency of managing digitalization in higher education by emphasizing the priority strategy for management. this study selected papers based on their suitability for the article's purposes. research method this paper uses a non-systematic literature review approach to provide information and a topic review. green et al. (2001) stated that a non-systematic literature review is also known as a narrative review. this method is a comprehensive narrative synthesis of previously published information. this method does not follow a set process of literature searching, as its name suggests. this can be a weakness of the non-systematic literature review method. nonetheless, narrative methods can still be useful for answering research questions because they provide a broad perspective and keep the reader informed (green et al., 2001). the database used to extract the information is scopus. this database is chosen because it’s the largest available database for multidisciplinary scientific literature. considering the objective of the study, the search was refined by entering some keywords: “digitalization” and “higher education”. the main article selected is relatively new, written in english, and discusses digital management in higher education. then, the articles reviewed were selected based on relevance and were considered helpful in identifying trends, issues, and a better understanding of digitalization in heis. literature review digital transformation in higher education: the underlying forces many different perspectives have been taken on digital transformation in higher education. in essence, digital transformation involves change and relates to people, processes, strategies, structures, and competitive dynamics (rodrigues, 2017). digital transformation is counted as an international j. of management, entrepreneurship, social science and humanities 16 accelerated evolution. it was considered an effort to modernize the educational system through itc technology and process thinking principles. a shift to digitalization allows universities to capture and model activities and integrate digital technologies into teaching, learning, and organizational practices. the undergoing changes have made digital transformation a question of survival. in general, there are three central pressures in heis to introduce digital transformation and learning experience. 1. the technology leap. new digital technologies, such as artificial intelligence (ai), automation, robotics, cloud computing, and the internet of things (iot), are changing how work is done, forcing organizations to adapt and take advantage of new opportunities (cascio & montealegre, 2016; peetz, 2019). in education, technological advancement has made information easily accessible via the internet (miranda et al., 2021; regudon et al., 2022). furthermore, the changing nature of the labor market has forced higher education institutions to work on a mission to help students develop employability skills and prepare them for the future. such skills and competencies must be integrated into all modules, courses, and learning settings (núñez-canal et al., 2022). 2. competition. in the massive growth of the university, heis need to create a new model of competitive advantage, striving for efficiency and optimizing the use of resources (wiseman, 2022). moreover, the competition forces the need to re-imagine new operations models for more efficiency and agility. this mission could be possible if organizations depend on technology. 3. increased demand for personalized experiences. new generations of students prefer learning valuable, enjoyable, and relevant information (regudon et al., 2022). thus, in today's learning environment, learners increasingly expect a high level of customization, interaction, and control (collins & halverson, 2010; walkington & bernacki, 2020). technology provides ample potential for the implementation of personalized experiences. for instance, the learning process usage of devices like tablets, netbooks, and mobile devices outside the classroom will enhance the personalized learning experience (walkington & bernacki, 2020). the advancement of digitalization in heis can be seen in many aspects of business operations. for instance: in the teaching and learning process, pedagogy, administration, communication, research, working in hei, location, and reviews and examination (oecd 2016, 2007; petkovics et al., 2014). the overview of these changes is detailed in table 1. table 1. the changes in categories in the new digital trends changes categories examples of new digital trends 1. learning and teaching process mostly student-centered. using virtual equipment and interactive digital sources (such as mobile apps and flipped learning) to enhance learning. massive open online courses (moocs) the information sources are based on online sources. learning outcomes are focused on critical competencies, both soft and hard. 2. communication and educator role communication between lecturers and student international j. of management, entrepreneurship, social science and humanities 17 changes categories examples of new digital trends is also a field with a high level of digitization. educators act as mentors, coaches, collaborators, and references. 3. administration the operational administration of the various services is focused on digital platforms (such as online enrollment and student administration processes). 4. curriculum and digital literacy the need of modernizes the curriculum to meet the educational standards and techniques. sources: (miranda et al., 2021; oecd 2016, 2007; petkovics et al., 2014) in managing digitalization in heis, it is crucial to identify future technological trends and short and medium-term challenges. the emerging technologies that have the potential to impact education in the coming years are artificial intelligence and machine learning, augmented and virtual reality (ar/vr), chatbots and virtual assistants, blockchains, and the internet of things (kuppusamy, 2020). a fundamental aspect of ai is making data-based decisions, including search tools for scientific research and connecting university students with universities. chatbots are software programs that stimulate conversing with a human. an internet of things is a collection of internet-connected devices that share sensor data or receive instructions from each other. the applications of this technology in higher education range from making student devices more connected to enabling campus infrastructure and cloud services so that students can have a truly individualized learning experience. these technologies play a significant role in bringing heis from traditional education to intelligent education. the use of technology has made learning more effective and efficient (kilag et al., 2022). it changes the new face of learning experiences and methods. for instance, technology can improve the learning process by enabling sharing of lessons and learning resources, administration work, and monitoring students' learning progress and performance (kilag et al., 2022; underwood, 2009). technology in education promotes flexibility in learning because of the rise of online education platforms. a study conducted in the philippines showed that digitalization had given students some benefits, such as easier to get information and data, helping to understand the lesson, and enabling them to work independently and students can watch lessons repeatedly (operio, 2022). several existing studies have shown how digitalization benefits heis at institutional and individual levels. at the institutional level, salmi (2017) explained how digitalization affects the core process in heis. for instance, it promises administrative and recruitment efficiencies. it also helps monitor behavior to reduce persistent absenteeism, a factor in academic underachievement, or more subtle profiling of underachieving students to produce a personalized work program. at the individual level, using technology in learning provides students with better access to information. therefore according to ginsburg et al. (2000), digitalization fits adults' learning style because learners have more autonomy to access more information. the teachers no longer have to international j. of management, entrepreneurship, social science and humanities 18 specify rigid activities but may become facilitators encouraging the class to take more control and responsibility for the learning process. the digital transformation in education has increased people's participation in heis. thus, digital transformation in heis has led to a better-personalized learning experience and student-centered, participatory, and creative learning opportunities (kuppusamy, 2020; núñez-canal et al., 2022; regudon et al., 2022; unesco, 2019). unesco (2019) stated that technology in education promotes the new way of learning in the digital era, such as social, customized, blended, interactive, immersive, adaptive, and continuous learning. first, adaptive learning is learning that adjusts to the learner's needs. it gives the digital ecosystem the responsibility to create training programs and present them at the right time to the right individuals. the system makes it possible to offer customized lessons to each learner. for example, moocs provide a self-paced learning option, allowing learners to progress through the course at their speed. the second is continuous learning. technologies are capable of encouraging habits to learn continuously. the current situation has pushed us to learn and unlearn continuously and open our minds to new things. for example, moocs offer course materials that are available and accessible to a wide range of learners. third, online courses offer greater flexibility and accessibility, allowing students to learn at their own pace, customized lesson plan and test, and the ability to learn from anywhere in the world. this learning is known as customized learning. bookwidgets planner is one application that helps personalize a lesson plan for students. the fourth is immersive learning. with digital innovations, the learner understands the concepts and applies what has been learned in certain situations. for instance, using fundamentalvr allows trainee surgeons to perform ultra-realistic operations. finally, digital technology has been designed to enable a group of learners to share a screen and have an interactive discussion. for example, the usage of miro in the classroom provides a collective experience that creates social learning. barriers to digital transformation in higher education digital transformation will benefit businesses and employees, but the path to digital transformation in higher education could be faster in heis. alenezi (2021) stated that the digital transformation process has become more complex due to several disturbing trends in heis, such as declining enrollment, rising operational costs, and changing educational demands. in general, heis have a particular characteristic that hinders them from a smooth digital transformation. barriers can be categorized into contextual, social, technical, and cultural factors. 1. contextual factors. the barriers could be management and institutional policy (marks et al., 2020; watty et al., 2016), clarity of vision on the digital transformation (khan et al.,2012), and lack of expertise in digital transformation (kalolo, 2019; microsoft, 2017). 2. social factors. the barriers from social factors are leadership skills and behavior. a survey conducted by microsoft asia digital transformation survey (2017) found that most education leaders in the asia pacific are aware of the urgent need to transform institutions to enable future growth. however, based on their perspective, they face primary barriers, such as a lack of organizational leadership. 3. technical factors. these factors could be unsupportive infrastructure (khan et al., 2012; operio, 2022), it risk/data privacy concerns (microsoft, 2017), and lack of it support services (watty et al., 2016). 4. cultural barriers. some cultural barriers are a lack of commitment (aditya et al., 2022a, 2022b; kim et al., 2019), attitudes and perspectives about digitalization (khan et al., 2012), and reluctance to leave a comfort zone (aditya et al., 2020). these four factors are known as primary barriers to heis globally. however, each barrier international j. of management, entrepreneurship, social science and humanities 19 varies in different contexts and countries. for instance, to understand particular barriers to digital transformation in heis in indonesia, aditya et al. (2020) conducted a systematic framework. they mapped the key barriers based on the level of importance and the degree of difficulty to fix, and thus they were able to classify the priority barriers. in conclusion, they explained that in the case of indonesia, the main barrier is heis' leaders' commitment to turning institutions digitally. this scenario probably happened because they needed more strategic planning in the digital transformation and were reluctant to leave their comfort zone. this situation is aligned with a report released by microsoft (2017) revealed that most heis in asia had just begun implementing digitalization; thus, there still needs to be a setback in the actual progress of the implementation. indeed, to achieve a smooth transition to digitalization, heis must have a good understanding of the related barrier. management's capacity to recognize the specific barriers will become a reasonable basis for crafting strategies for managing digitalization. digitalization's pitfalls in higher education prior literature helps in understanding the barriers to applying digitalization in heis and identifying the pitfalls of digitalization in education. 1. education gap. it is undeniable that digitalization has exacerbated educational inequalities. while developed nations can easily plan to switch to virtual learning, the situation is more challenging for developing countries (kalolo, 2019; khan et al., 2012). the it infrastructure in developing countries needs to be improved. unequal access to the internet implies unequal access to information, knowledge, and international networks. therefore, educational device usage has yet to optimize its goals to expand opportunities and access to education. although digitalization in education has started, progress still needs to be faster. notably, a large proportion of the population in the developing country still needs to be made available to students accessing digital learning. this progress is substantial because students’ differences in internet access might hinder their consistency in remote learning participation (underwood, 2009). however, developing countries still have the potential to expand access and improve the quality of instruction and learning at all levels. unicef (2021) reported that the indonesian government has shown numerous initiatives to promote digital learning. for instance, before the pandemic, indonesian government support for digital learning primarily focused on tv programming and making digital versions of textbooks available online, launched spada program that intended to increase student access to learning through quality massive open online courses (moocs). during the covid-19 pandemic, the indonesian government has attempted to create an ecosystem for open-access digital education. some efforts are shown by developing rumah belajar, guru berbagi, and guru belajar platforms and launching the driving school program to transform learning ecosystems and public-private collaborations for advanced indonesia. thus, the initiative to support digital transformation in education and to prevent the education gap in developing countries should be supported by the ongoing collaboration between government agencies, educational institutions, individual communities, and non-profit organizations (guri-rosenblit, 2009). 2. education has lost its fundamental nature. digitalization strongly influences learning culture. miranda et al. (2021) mentioned that in education 4.0, the educator becomes a mentor, coach, or collaborator. the approach in the classroom is primarily student-centered. this approach encourages active and high-independence learners. they are able to access information and learning network based on their preference (collins & halverson, 2010). they international j. of management, entrepreneurship, social science and humanities 20 enhance their personal learning experiences without depending on the educator in the class. however, this situation led to a disconnection between educators and students, indicating a shift in value transferred. guri-rosenblit (2009) states that the implementation of digitalization should enable heis to implement the seven principles of good practice. one of the principles is that digital technologies enable and enhance active learning. using digital technology in the learning process should enable students to talk about their learning actively, reflect on studied themes, and respond to each other's reflections. thus, the educator should optimize digital technology in enhancing active learning without changing the nature of social connections in the learning process. 3. information overload. although information overload has posed a problem long before the internet, it has been perceived as one of the critical challenges for organizations in the digital age. previous literature has explained that employees face more complex and varied tasks in the digital era, the more comprehensive information from internal and external sources. moreover, employees also have greater access to search and choose the source of information (lauri et al., 2021). thus, these contribute to information overload and, in the long term, will lead to communication behavior, word-of-mouth activities, and decreasing judgment accuracy. in an education setting, lauri et al. (2021) state that information culture in heis is valuable in understanding information environments and their relation to the perception of information overload. the academic staff mainly perceived information overload as the overload of work tasks arising from their diverse roles that combine teaching, research, development, and administrative tasks. managing digitalization in higher education there has already been digitization in higher education, but progress has been slow due to institutional and individual obstacles. as found in previous studies, the obstacles faced by each institution vary greatly. therefore, understanding how to manage digitalization amid continuous change should be a top priority for leaders of higher education institutions (alenezi, 2021). the focus of organizational leaders should be directed toward prioritized strategies. generally, the management of digitization should be focused on four primary areas, namely: namely: infrastructure for the use of the latest technology, curriculum, training, and collaboration (figure 1). 1. infrastructure for the latest technology. effective use of technology requires adequate resources, infrastructure, and appropriate maintenance actions. the readiness of institutions to adopt technology is measured by the willingness to invest in infrastructure (such as offering up-to-date hardware and software, as well as reliable, fast internet connections). aditya et al. (2022) and khan et al. (2012) found that digitization in heis becomes unrealistic due to the need for more reliable infrastructure. this situation is even more severe in developing countries (aditya et al., 2022a; bates, 2015). therefore, the first strategy in managing digitization in education is to prepare the appropriate infrastructure to implement advanced technology. 2. curriculum. one of the main dimensions in managing digitization in heis is the development of a curriculum that meets standards to accelerate the digital learning process and expand the use of information and communication technology (alenezi, 2021). digital technology should be integrated into hei's curriculum to maximize the benefits of technology use throughout the international j. of management, entrepreneurship, social science and humanities 21 learning process (kpmg, 2020). in addition, a digitally integrated curriculum will prepare graduates for work in the future. 3. training. students, teachers, and staff need regular training to stay up-to-date with constantly changing technology. the growing use of technology in the learning process will replace traditional learning methods with digital learning. consequently, technology use in heis will be measured by whether staff, teachers, and students believe they can improve learning (alenezi, 2021; miranda et al., 2021; regudon et al., 2022). therefore, the strategy for managing digitization in heis should be directed toward investing in providing training for staff, teachers, and students. 4. collaboration. the increasingly competitive global market in heis encourages institutions to collaborate with many parties. by collaborating, the university can optimize digital technology to achieve competitive advantages. technological developments enable institutions to collaborate better and more widely through platforms connecting government agencies, educational institutions, individual communities, and non-profit organizations (gurirosenblit, 2009). figure 1. framework for managing digital transformation in higher education source: study results conclusions digital transformation has become one of the significant changes in educational institutions in recent years. digital transformation is applied in heis for various purposes: transformational educational programs and the transformation of the educational process. the implementation of digital transformation can be applied to many aspects of the educational system, including the learning and teaching process, pedagogy, curriculum, communication, and infrastructure. it has been found that the challenges in implementing digital transformation vary in different contexts and cultures. however, in general, a lack of organizational leadership, unsupportive infrastructure, lack of it support services and experts, and commitment have become the main barriers. thus, to keep focusing on the education mission, heis management should understand the priority barriers and craft a strategy to deal with these. based on the literature review conducted, this study concludes that four elements should be the focus of universities’ strategy in managing digitalization in education. these four elements are international j. of management, entrepreneurship, social science and humanities 22 infrastructure, curriculum, training, and collaboration. these four elements are outlined in the framework in figure 1. a well-designed strategy will help the universities’ management to bring heis to a digital era without dwelling on the pitfall of digitalization in the future. this framework is expected to contribute theoretically to exploring phenomena and issues related to digitalization in heis. practically, this study provides important implications regarding the main strategies that university leaders should establish in adopting technology to create a competitive advantage. limitation & further research given the wide range of discussions about digitalization in higher education, future research capturing the strategy for managing heis in the digital era could be beneficial. however, this study has a limitation in terms of methodology. this study should have considered the systematic literature review in reviewing the articles. this current study is only based on a knowledgeable selection of current, high-quality articles on the topic of interest. the article selection process did not follow a predefined protocol. thus, further research should consider doing a systematic literature review. this study proposed several exciting new directions for future studies on digitalization in heis. the link between digitalization and lecturers' and students' performance has been interesting for many years. nevertheless, continued attention is needed to the connection between digitalization and university's performance. a direct effect of an institution's investment in technology and the institution's performance (for instance: the university's accreditation and student number) should be measured to ensure that the strategy is value-added. this idea is essential because it will affect the university's survival strategy and create competitive advantages. previous research has also explained that technological developments enable people to learn anytime from various sources and use alternative educative tools, such as massive open online courses (moocs). however, a study examining how moocs affect people's interest in enrolling in higher education institutions needs further exploration. references aditya, b. r., ferdiana, r., & kusumawardani, s. s. 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(2020). appraising research on personalized learning: definitions, theoretical alignment, advancements, and future directions. journal of research on technology in education, 52(3), 235–252. https://doi.org/10.1080/15391523.2020.1747757 watty, k., mckay, j., & ngo, l. (2016). innovators or inhibitors? accounting faculty resistance to new educational technologies in higher education. journal of accounting education, 36, 1–15. https://doi.org/10.1016/j.jaccedu.2016.03.003 wiseman, a. w. (2022). the “new” norms of education policy in the 21st century: polemics, pandemics, and ‘cloaking’ persistent inequality in education worldwide. revista espanola de educacion comparada, 40(40), 15–34. https://doi.org/10.5944/reec.40.2022.31298 microsoft word 1149_nduduzo c ndebele (17-32) available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 17-32 corresponding author victor h mlambo, halavico@yahoo.com doi: https://doi.org/10.31098/ijmesh.v5i2.1149 research synergy foundation the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele1, sbonelo g ndlovu2, victor h mlambo3, xolani thusi4 1,4 the university of zululand, south africa 2 north-west university, south africa 3 university of johannesburg, south africa abstract this paper examines the challenges of youth entrepreneurship and aims to understand whether the local government sector in south africa can act as a catalyst in consolidating youth entrepreneurship. the local government sector is essential in south africa as it is mandated to grow and improve local infrastructure and community services and contribute towards economic development. opening opportunities for young people in the entrepreneurship domain can help reduce unemployment. through funding and training opportunities, the local government sector, a branch of government closer to the people, can play a significant role in fostering youth entrepreneurship. a qualitative research approach was employed where a literature review was untaken. findings revealed that an increasing youth unemployment rate faced south africa, negatively affecting the need for inclusive development. the paper found that local government can contribute towards reducing youth unemployment by implementing programs encouraging and capacitating youth entrepreneurship and prioritizing entrepreneurship education. however, it was also revealed that the local government sector is confronted with several challenges, such as corruption, wasteful expenditure, and a lack of skilled personnel. unless these issues are addressed, it will be impossible for the sector to consolidate policies that support and encourage youth entrepreneurship. keywords: entrepreneurship; development; inclusive; support; unemployment; youth this is an open access article under the cc-by-nc license. introduction according to international labour office (2020), in many developing countries, governments are confronted with a bewildering question, how do we position local government as a driver of youth entrepreneurship and development? youth unemployment globally has become another pandemic, which has unfortunately undermined the idea of inclusive development, especially in developing countries. the international labour organization (ilo) reports more than 64 million unemployed youth globally, with 145 million young people living in poverty. youth employment is a global challenge and has become a significant policy priority. in africa alone, ighobor (2017) reveals that youths account for 60% of all of africa’s jobless, and governments are struggling to respond to what is fast becoming a hindrance to inclusive socio-economic development. in south africa, the global financial crisis still lingers as the country has failed to achieve consistent economic growth since 2008. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 18 │ issn 2580-0981 (online) table 1. youth unemployment in selected african countries country unemployment rate reference cape verde 28.37 % dec/20 rwanda 28.4 % may/22 morocco 30.2 % jun/22 namibia 46.1 % dec/18 nigeria 53.4 % dec/20 angola 56.7 % jun/22 south africa 61.4 % jun/22 source: trading economics (2022) table 1 displays the current youth unemployment rate recorded in african countries, as seen in the table. south africa, nigeria, angola, and namibia have the highest youth unemployment rates (trading economics, 2022). according to posel, oyenubim, & kollamparambil (2021), even before the covid-19 pandemic, unemployment – particularly among south african youth – was a serious dilemma. youth unemployment is one of south africa’s most intractable challenges, and the lack of actionable solutions threatens to undermine the country’s envisioned national development plan, which speaks to inclusive development. the youth unemployment dilemma is detrimental in several ways, most notably because it feeds into increasing crime rates as youth seek ways to make a living. the authors contend that the government has run out of ideas to address the problem of youth unemployment. driving this failure is poor economic growth which has reduced government finances albeit a decrease in taxable income. however, the government has communicated that entrepreneurship is critical for youth development. the thinking is if the government can invest in entrepreneurial projects that entice the youth to participate, it can address the issue of youth unemployment. in support, chigunta (2017) indicated that governments in africa are encouraging entrepreneurship to address the employment issues that young people experience since they cannot support labor markets where there is regular or stable work in the official sector. for some young people, entrepreneurship offers a road out of poverty and protection against extreme poverty. de gobbi (2014) concludes that investment in african youth entrepreneurship is unquestionably a viable answer to unemployment. while this paper supports the above assertion, it ponders how the government will implement such projects and how the government will ensure such projects are free of corruption. the government has argued that the local government sector (local municipalities) is vital; they ought to be custodians in driving youth entrepreneurship by investing and establishing local economic development projects to consolidate the spirit of entrepreneurship. but the question is, can local government, characterized by maladministration and corruption, undertake this mammoth task? according to the department of cooperative governance, 64 municipalities were dysfunctional in 2021. this dysfunction stems from bad governance, insufficient institutional capability, poor financial management, corruption, and political instability. furthermore, the auditor general (2022) reported that eight municipalities were under administration or provincial intervention in june 2017. by june 2021, 23 municipalities were under management or state intervention, with the number rising to 33 by february 2022 (auditor general, 2022). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi │ 19 issn 2580-0981 (online) this indicates that governance processes in local municipalities have deteriorated to such an extent that national and provincial governments have had to intervene to restore good governance, financial management, and professionalism. the national government designates an administrator/s to manage and oversee the day-to-day operations of these municipalities, thus indicating a lack of capacity for local governments to function independently as sustainable entities. stoddard (2021) notes that the official unemployment rate in south africa went from 32.5% in the fourth quarter (q4) of 2020 to 32.6% in the first quarter of 2021, setting a record since the quarterly labour force survey (qlfs) was introduced in 2008. south africa has one of the world's highest rates of young unemployment, with 58% of 15 to 24-year-olds not in work, education, or training. while the government observes entrepreneurship as key to addressing youth unemployment and has mandated local governments to drive this initiative, this paper seeks to comprehend how local government (currently in disarray) will achieve this task. how will the local government sector ensure that entrepreneurial projects aimed at addressing youth unemployment are not tainted by corruption and political interference? the authors contend that while the local government sector can play a role in addressing youth unemployment, considerable challenges need to be addressed. the following questions guide this paper; can local government be a catalyst for addressing youth unemployment through entrepreneurial development? what challenges hinder south africa from consolidating youth entrepreneurship, and to what extent can youth entrepreneurship contribute to inclusive socio-economic development in south africa? literature review a study titled "an investigation into the obstacles to youth entrepreneurship in south africa" by fatoki and chindoga (2011) revealed that many youths in south africa are eager to become entrepreneurs and contribute to economic development. even though such sentiments existed, the youth felt there was little support from the local government sector despite the economic benefit of entrepreneurship especially considering the youth unemployment rate in south africa, which stood at 46.3% in the first quarter of 2021 (youth aged 15 to 34). this paper employs the economic theory of entrepreneurship. the theory was the work of g.f. papanek (1962) and j.r. harris (1970), who argued that people were only driven to become entrepreneurs because of financial incentives. in essence, an individual's inner drive and the anticipated financial rewards significantly impact how they build entrepreneurial abilities. studies (littlewood & holt, 2018; francke & alexander, 2019; kerrin, mamabolo & kele, 2017) agree that in south africa, the main aim behind establishing entrepreneurial ventures was to maximize income and contribute towards innovation and local economic development. however, the theory also assumes that economic growth and entrepreneurship development occur anytime specific economic conditions are favorable. with this context, this paper argues that while the youth are eager to become entrepreneurs, mandating the local government sector to create opportunities for youth entrepreneurship is misplaced as it does not consider the current state of the local government sector. echoing this, mbandlwa and fagbadebo (2020) declare that ever since the financial crisis of 2007–2008, the local government sector in south africa has gone from bad to worse. corruption, political interference, and wasteful expenditures have become synonymous with describing the current state of local government in south africa. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 20 │ issn 2580-0981 (online) therefore, while incentives are at the center of one engaging in entrepreneurial activities, youth entrepreneurship is unlikely to flourish without a conducive environment for business development. as argued above, the youth are motivated and eager to become entrepreneurs. in response to this eagerness, the south african government has mandated local governments to be the drivers of promoting youth involvement in entrepreneurial projects. however, this paper argues that it will be difficult, if not impossible, for local government to achieve this mandate as an array of challenges compounds the local government sector. while this paper supports the assumptions of the economic theory, it argues local government cannot undertake this mandate alone and ought to be supported by the national government to ensure youth entrepreneurship at a local government level becomes achievable. involving the national government would ensure that local government is supported in terms of policy, eradicating corruption and maladministration, and promoting accountability and transparency, all of which are key elements in ensuring an effective and well-functioning local government sector. entrenching such elements would ensure local governments can drive projects to promote youth entrepreneurship, thus guaranteeing the youth play a positive role in local economic development. hence this paper notes that the prospects of generating incentives from one’s entrepreneurial activities may motivate one to involve themselves in entrepreneurial activities. however, a degrading local government sector coupled with an unfavorable business environment defeats the purpose of mandating the local government sector to be the driver of promoting youth entrepreneurship. research method this paper employed a qualitative research approach. this paper reviewed the literature to broaden further the understanding of the challenges of youth unemployment and how or what role can be played by the local government sector in its quest to address this problem. furthermore, many studies have been undertaken to understand the implications of the increasing youth unemployment rate in south africa. such studies have focused on youth unemployment and its relation to increasing crime rates. additionally, local government has been touted as a key to addressing youth unemployment. however, their dysfunctional state has also raised concerns about its potential success in fulfilling this issue. therefore, there is ample literature from which the paper will draw its arguments, hence the justification for employing this research approach. the paper will have sufficient information to explore and draw conclusions from. table 2. article inclusion and exclusion criteria criteria inclusion exclusion date of publication articles published from 2007 to 2022 (before publication) articles that included youth entrepreneurship, local government, and any topic not related to youth entrepreneurship before 2007 article type original research articles/ empirical articles and reviews conference articles language english articles other language articles articles relevance articles including: articles not relevant to the research topic in question for this study. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi │ 21 issn 2580-0981 (online) criteria inclusion exclusion 1. youth entrepreneurship 2. entrepreneurship and economic development 3. entrepreneurship or articles including any of the above components on challenges surrounding youth entrepreneurship from a local government perspective. table 2 shows the article inclusion and exclusion criteria for the studies included in the literature survey. this study followed the set inclusion criteria (see table 3). articles that did not meet the specified criteria were then excluded. moreover, the study strictly followed the set inclusion and exclusion criteria of articles (snyder, 2019)., in the process, scientific databases were used to retrieve the articles. databases such as google scholar, web of science, published reports, science direct, ebscohost, and other available reports were consulted. in doing so, relevant keywords such as “youth entrepreneurship,” “youth entrepreneurship challenges,” “youth entrepreneurship at local government,” and “youth unemployment.” thus, enabling the study to identify and provide new and future research directions on how youth entrepreneurship can be encouraged from a local government perspective and eradicate the scourge of unemployment amongst the youth. findings and discussion the concept of entrepreneurship over the years, much attention has been given to the concept of entrepreneurship and its importance, especially in energizing economies all around the globe. interestingly, defining the concept of entrepreneurship has often confounded academics (cunningham & lischeron, 1991). moreover, entrepreneurship has been defined and deliberated from various schools of thought. since there is no absolute definition of entrepreneurship, some scholars have defined it from an economic point of view and others through individual traits (stevenson, 1983). at the same time, others view it from psychological, sociological, economic development, venture capital, and education (kent et al., 1982). however, due to the lack of a universal definition of entrepreneurship, gartner (1988), as cited by gutterman (2014), argued that whether entrepreneurship is defined or studied from a psychological, social, economic, or demographic context; all initiate the definition from the notion of creating new organizations. with vast literature defining the concept of entrepreneurship, the notable definition for entrepreneurship was that of schumpeter (2000), who defined entrepreneurship as the process that combines innovation and invention. in other entrepreneurship concepts, botha and musengi (2012: pp.195) described entrepreneurship as “a process of creating and building something of value from practically nothing, amid uncertainty and risk, and having the determination to succeed at all costs.” with the entrepreneurship concept being defined from various standpoints, it is worth noting that international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 22 │ issn 2580-0981 (online) there are commonalities observed within the different definitions. firstly, the process entails creating, inventing, or energizing existing concepts. secondly, such creations result from various schools of thought that drive the entrepreneurship process. thirdly, drucker (1985), as cited by gedeon (2010), assumes that entrepreneurship also involves opportunity identification and risk. entrepreneurship and economic development in south africa according to caled (2020), economic development, like entrepreneurship, is understood from many contexts. however, within the context of this paper, economic development can be derived as the effort by local governments to champion their influence and efficiently utilize limited resources to uplift local economies, improving the quality of life for citizens (caled, 2020). moreover, caled (2020) posits that economic development can be achieved by adopting either of three approaches: enhancing existing businesses, attracting new businesses, and encouraging new business growth. hence for this paper, local government also has a central role in catalyzing youth entrepreneurship toward solving the unemployment problem in south africa. sergi et al. (2019), in their study of entrepreneurship and economic growth: experiences of developed and developing countries, shed light on the local government's role in motivating entrepreneurship within the local government context. this is proposed by creating local economic clusters as a local economic development strategy, in the process, involving local authorities in identifying lucrative markets that are of particular interest in that regional cluster (meyer & de jongh, 2018; qian, 2018; sergi et al., 2019), thus, creating and energizing local markets. in the process of encouraging entrepreneurship from a local perspective and supporting youth entrepreneurship, it is worth noting that localized interventions have, over the years, been underutilized as a potential tool for promoting entrepreneurship and achieving localized economic development (huang & liu, 2019; meyer & de jongh, 2018). hence there is a need to create an enabling environment for entrepreneurship to achieve localized economic development, somehow as a solution to youth unemployment in south africa. hence, it is vital to explore alternative measures that policymakers can undertake concerning the need to consolidate economic development, primarily to ensure that youth are central to economic development. adusei (2016), in his study, inquired whether entrepreneurship does promote growth in african countries. the study found that entrepreneurship makes provision for economic development. hence, the policy of developed countries actively endorses entrepreneurship as a foundation for prosperity in their economies, with entrepreneurship central to creating employment opportunities (obaji & olugu, 2014). on the contrary, to achieve economic development, often, governments focus on other policy behaviors, i.e., infrastructure development and financial and fiscal policy programs (obaji & olugu, 2014). however, in contradiction, an earlier study by leff (1979) cautioned against the over-emphasis on entrepreneurship alone as a source of economic development. leff argued for the need to ensure the diversification of processes that can lead to economic and youth development. however, leff (1979) also classified and advocated for economic development in developing countries from an economists' view of oligopoly theory and monopoly theory for state-owned enterprises (soes), thus, disregarding entrepreneurship as a tool for economic development. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi │ 23 issn 2580-0981 (online) youth development through entrepreneurship in south africa global outlook kasim et al. (2014) highlighted the global problems faced by the youth; substance abuse, violence, crime, hiv/aids, sexual issues, education, and training have been the primary issues faced by the youth. most of the challenges above arise from unemployment. hence, in fighting unemployment, a study by hanappi (2015) acknowledged that since 1974, entrepreneurship has been on a downward spiral in the eu. this has been associated with unpredictable entrepreneurship policies (hanappi, 2015), thus, needing result-driven policies that address country-specific youth developmental needs and initiatives (göçer & erdal, 2015). meanwhile, in asia, a study by rahman et al. (2021) highlighted the unemployment rate in bangladesh as being catalyzed by the poor rate of investment in education by the government (where only 2% of the government budget is spent on funding education). disabling the education system in creating much-needed human capabilities will not enable innovation among its youth, thus compounding one's development (rahman et al., 2021). while numerous youth development programs exist in the americas (a landmass that includes all of north and south america and makes up the new world), many young people still cannot access them. as a result, those who lack access are more likely to suffer adverse life outcomes regarding their health, finances, and social standing (arnold, 2020). in africa, a study by brixiová et al. (2015) conducted in swaziland found that youth lacked training more than adults, which hindered their development and entrepreneurial success. south african outlook according to stats sa's (2021) first-quarter statistics, 59,5% of youth in south africa were unemployed. the ilo (2020), in their quarterly labor force survey, ascertained that 59.4% of the youth between the ages of 15 24 were unemployed in south africa. moreover, shockingly, it is further reported that graduates also feel the brunt of unemployment (stats sa, 2021). table 3. unemployment in south africa between the age groups of 15-24 year % year % 1999 53.22 2000 53.28 2001 55.7 2002 59.95 2003 61.04 2004 56.34 2005 55.94 2006 54.7 2007 52.62 2008 44.83 2009 47.59 2010 50.52 2011 49.79 2012 51.39 2013 51.31 2014 51.34 2015 50.31 2016 53.63 2017 53.53 2018 53.77 2019 57.47 2020 63.2 2021 66.4 (sq)* source: o’neill, (2021); stoddard, (2021). * second quarter international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 24 │ issn 2580-0981 (online) other issues that compound south african youth are persistent economic deterioration, imbalanced family structures, and the legacies of the apartheid era (chigunta, 2017; schwartz et al., 2017). thus, the issue of youth entrepreneurship in south africa requires solutions from a government perspective. notwithstanding the south african government's efforts to support youth entrepreneurship as a basis for youth development, sambo (2016) argues that the communication barrier between youth and government, lengthy bureaucratic processes, corruption, and an unfavorable economic environment are some of the barriers hindering a holistic approach to youth development at a local government level. consolidating entrepreneurship in local government and its challenges in south africa, local governments have a constitutional mandate to support local economic development (led), or economic growth, in the regions within their jurisdiction. the government plays a crucial role in selecting attractive development areas and directly promoting local business possibilities and activities via entrepreneurship due to the increased focus on led (urban, 2015 & urban & nkhumishe, 2019). it has become challenging to consolidate entrepreneurship in local government (lg) (meynhardt & diefenbach, 2012). the authors observed how local government has shifted from a historically bureaucratic, supply-led culture to a more flexible, customeroriented culture, which is challenging for most public sector organizations given the profoundly ingrained philosophical beliefs surrounding local municipalities (meynhardt & diefenbach, 2012). at the same time, a lack of necessary managerial expertise and an apparent misperception of what it takes to be entrepreneurial further aggravates the lack of entrepreneurship in the public and local government sectors (mack et al., 2008, cited in urban & nkhumishe, 2019). the level of youth entrepreneurship remains insufficient despite several government-led initiatives, particularly in township districts. james (2012) contends that to combat the nation's high unemployment rate, it may be necessary to support young entrepreneurs. nafukho and muyia (2010:100) assert that investing in entrepreneurial education and training is crucial since it may develop the much-needed human resources and support socio-economic growth. although the involvement of local government in youth entrepreneurship should be prioritized, national and international policies fostering youth entrepreneurship are essential. the national government should champion initiatives to ensure local government is at the forefront of youth and inclusive development. the local government sector faces challenges in consolidating entrepreneurship as a driver for youth development, most notably ensuring the youth's participation and interest in partaking in entrepreneurial initiatives established by local government and removing the widespread notion that the local government sector is corrupt. the local government sector can play a critical role in addressing youth unemployment. however, there are considerable challenges that need to be addressed. while the government has argued for entrepreneurship to be at the center of addressing youth-related challenges, the inaccessibility of youth entrepreneurship support institutions is another issue that acts as a barrier to the consolidation of entrepreneurship in local government. according to arogundade (2011), entrepreneurial education and training include self-reliance ideologies such as creating a new, productive environment and encouraging new mindsets and cultures to overcome challenges in the future. several african nations have identified entrepreneurship as an integral approach to addressing the problem of unemployment, particularly among young people (nafukho & muyia, 2010, p. 100). ogundele (2007) asserts that international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi │ 25 issn 2580-0981 (online) supporting and expanding entrepreneurial endeavors would spread and diversify economic activity and spur national development. numerous studies on entrepreneurship concentrate on how it contributes to resource allocation, job creation, innovation, and sustainable economic development. however, they pay little attention to how entrepreneurship education and training can help reduce poverty, particularly in the south african local government sector. the rising unemployment rate significantly influences the growth of the informal sector; as a result, people have been forced to develop informal businesses to fill the gap left by the lack of work opportunities in the formal economy. in emerging nations like south africa, where historically poor populations were left behind and unable to engage in the formal economy, the informal sector serves as a bridge to economic independence. the local government remains an important sector contributing towards realizing south africa's socio-economic objectives. south africa strives (through the national development plan) to have a vibrant and well-functioning local government sector that can reduce unemployment, poverty, and inequality (zwane, radebe & mlambo, 2021). as such, immediately after the 1994 political transition in the country, the government argued for the need to consolidate entrepreneurship as a catalyst in addressing south africa's past injustices (geitlinger, 2016), more importantly, addressing youth unemployment and other social ills. however, south africa is not the only country to see youth entrepreneurship as key to its development. li & matlay (2006) note that local government institutions in china have long been regarded as one of the main drivers of china's economic growth. the need to accelerate local economic development through entrepreneurship in china saw the chinese communist party (cpc at the 19th national congress pledge to support and encourage employment and business start-ups in rural areas and ensure stability and growth of local government and youth employment (quan & qingqing, 2018). in vietnam, the local government plays a vital role in conjunction with the national government. a report revealed that over 23 million (25 percent) of the population are youth aged 16 to 30. of them, 43 percent want to become entrepreneurs (vietnam investment review, 2022). however, the united nations development programme (2020) noted that despite vietnam undergoing a shift from a factordriven to an efficiency-driven economy, the country is facing many challenges which threaten the country's continued development, including income inequality, climate change, and rapid urbanization. these challenges have consolidated the need for local government to be at the forefront of youth entrepreneurship development to capacitate the youth in terms of skills development and innovation, thus consolidating economic development. dash & kaur (2012) argue that while entrepreneurship plays a role in a country's socio-economic development, there has been the perception that the concepts of entrepreneurship and youth entrepreneurship are interchangeable. youth entrepreneurship remains somewhat unaddressed in many countries, while considerable attention has been made to entrepreneurship in general. in the organisation for economic co-operation and development countries, hofer & delaney (2010) assert that promoting youth entrepreneurship has become an area of growing policy interest all over oecd countries and beyond and that local government needs to be ready to implement and monitor policies that are geared towards capitating youth involvement in entrepreneurship. in the eu, youth entrepreneurship is high on the eu political agenda as a tool to combat youth unemployment (european training foundation, 2014), and eu countries counties together to work with young international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 26 │ issn 2580-0981 (online) leaders to ensure the development and access to development opportunities, ensure young potential entrepreneurs are exposed to career guidance and to support quality internships/apprenticeships. in south africa, while the government notes the importance of youth entrepreneurial development and its role, business regulations and other infrastructural concerns play an immensely influential role in youth entrepreneurship, both positively and negatively. for example, bureaucratic processes relating to business registration are seen as a barrier to consolidating youth entrepreneurship at the local government level, while incentives, on the other hand, help boost partnership opportunities for young entrepreneurs. in nigeria, ajao & busari (2019) found that with consistent support, entrepreneurship has contributed significantly to yewa south local government indigenes' standard of living and reduced unemployment and poverty rates. however, there was a strong need for further project development and the need to entice young people into the entrepreneurial space further. another study in abakaliki local government area of ebonyi state revealed that when promoted, youth entrepreneurship is a possible solution to unemployment, poverty, and crime in the society and the most effective means for attaining economic growth (friday, eze & mbam, 2019). nevertheless, strong local government policies are needed to ensure the success of government-supported youth entrepreneurial projects. in lusaka's kamwala trading area, mtonga (2019) found that entrepreneurship was vital in reducing unemployment. moreover, youth entrepreneurs had access to loans and trading space as support from the government. while this was important, the registration process, competition, and high-interest rates on loans were some of the challenges associated with government support. the challenge of consolidating youth entrepreneurship in south africa at a local government level is confronted by challenges that require urgent addressing. for example, on one side, there is the youth with the ideas and energy to partake in local entrepreneurial projects. however, on the other hand, you have a local government sector characterized by corruption and poor service delivery. this then makes it impossible to consolidate local socio-economic development through youth entrepreneurship. the state of local government in south africa and consolidating youth entrepreneurship the minister of cooperative governance and traditional affairs, dr. zweli mkhize, recently painted a bleak picture of the state of local government. the minister claims 87 municipalities, or around one-third of south africa's 257, are still inefficient or in trouble. this dysfunctionality was caused by mismanagement due to political unrest or interference, corruption, and incompetence. this led to poor service delivery in rural regions, extending periods of underdevelopment and limited access to essential services (brand, 2018). while this paper presents the argument that local governments must play a significant role in fostering young entrepreneurship, it is impossible to overlook the devastating condition in which the local government sector currently finds itself. the statistic supported this claim that corruption in municipalities has grown by 50% in recent years (accram, 2021). corruption cases in the eastern cape, free state, kwazulu-natal, and western cape climbed by 50% over the previous year, according to the research "south africa needs clean hands. the local government sector in south africa is also at risk of collapse, according to dlamini (2021), and immediate political and administrative action is needed to confront the widespread corruption and increasing rates of irregular expenditures. there appears to be a persistent lack of leadership and policy support in the local government sector, which has been made worse by a dearth of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi │ 27 issn 2580-0981 (online) qualified employees who have the necessary abilities to ensure the sector's efficient operation. despite years of reporting flaws and making suggestions, the auditor-general (ag) voiced concern that municipalities had not mastered the foundations of financial reporting, with only 28% able to produce appropriate financial statements for audit purposes in the 2019/2020 financial year. municipalities in south africa were losing billions of rands via unauthorized spending, and 64% failed to keep acceptable records, hired consultants late, or managed their work efficiently to take advantage of their hiring, essentially outsourcing their duties (mail and guardian, 2021). felix (2021) revealed r26 billion in unlawful expenditure at municipalities in the 2019–20 fiscal year, emphasizing the demise of the local government sector in south africa and indicating that local government finances were under strain. the auditor general also disclosed that just 27 of the country's 257 municipalities had gotten clean audits. finally, just over a quarter of municipalities' financial situation is such that they will be unable to meet their obligations. furthermore, half of the municipalities show signs of severe financial distress, such as minimal debt collection, operational losses, and inability to pay creditors. the local government loses billions of rands each year due to interest and penalties, which account for a significant chunk of the r3.47 billion in pointless and wasteful spending reported in 2019-20 (karim, 2021). with the above, it is essential to note that while this paper argues for the consolidation of youth entrepreneurship programs at a local government level, one cannot ignore the fact that the local government sector in south africa is greatly challenged. hence there is a need to question whether the local government has the capacity and resources to undertake this vital role. in essence, while the authors support the notion of local government being the custodian of youth entrepreneurship development, it can be argued that local government in south africa currently cannot undertake this role based on the plethora of challenges currently engulfing the sector. while youth entrepreneurship is key to south africa's socio-economic development, it cannot succeed without sufficient and consistent support from the national government. conclusion it is impossible to be ignorant of the problems the local government sector in south africa is facing. the national development plan (ndp) (2030) of south africa intends to end poverty and lessen inequality. the plan states that south africa can accomplish these goals by using the energy of its people, creating an inclusive economy, building capacity, enhancing the state's capability, and encouraging leadership and collaboration across society. however, this paper contends that south africa's chances of reaching such goals are slim if the country fails to confront the pandemic of corruption in the local government sector. south africa's unemployment rate has been described as a "catastrophe." while the government has emphasized the importance of reducing youth unemployment, assigning responsibility to local governments is pointless because the sector is experiencing internal issues that have hampered its efficient operation. while this paper highlighted many conclusions about challenges facing youth entrepreneurship from a local government perspective, the paper emerged with the following notable recommendations for addressing challenges facing youth entrepreneurship. firstly, stringent actions should be consolidated towards eradicating challenges that hinder the proper functioning of local governments in south africa; issues such as corruption and mismanagement of budgets meant for assisting citizens. secondly, the national government should support local international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 17-32 the challenges of youth entrepreneurship from a local government perspective in south africa nduduzo c ndebele, sbonelo g ndlovu, victor h mlambo, xolani thusi 28 │ issn 2580-0981 (online) governments in implementing and monitoring youth development projects. thirdly, local government should establish proper communication channels with the youth to ensure that the youth are aware of any entrepreneurial opportunities available for development. this paper supports the potential role that local government can play in creating and promoting an enabling environment for youth entrepreneurship and eradicating unemployment. as a result, the authors advocate the need for the government to urgently pay attention to local government as a vehicle for solving the issue of youth unemployment, with attention, personnel, and resources deployed in the local government sphere. limitation & further research despite carefully reviewing existing literature and other published sources, the authors note a few considerable limitations encountered in this paper. firstly, the authors relied on previously published works. hence, caution shall be considered when generalizing the findings and conclusion of this paper. moreover, youth entrepreneurship challenges can differ from region to region (meyer & de jongh, 2018; qian, 2018; sergi et al., 2019). moreover, this paper holistically focused on and viewed challenges facing youth entrepreneurship from a south african perspective. finally, it would also be interesting to study longitudinally specific challenges that hinder youth entrepreneurship in already established youth-owned enterprises. this might allow the analysis of how these challenges shape over a certain period. references accram, a. 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(2023) corresponding author’s email: lulukfauziyah.marsudi@gmail.com.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1350 sexual health education among autism adolescents in special schools luluk fauziyah1* , munawir yusuf2 , joko yuwono3 1,2,3 universitas sebelas maret, indonesia received : february 10, 2023 revised : may 2, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract every learner, including those with autism, must be taught about sexual health education. teachers have a crucial role to play in educating autistic adolescents about sexual health while they are in school. however, many teachers face confusion while teaching sexual education to autistic adolescent students. this research aims to describe the problem of sexual health education in autistic adolescents and the need for learning media to teach sexual health education to autistic adolescents in special schools. this study used a qualitative approach. data was collected through interviews with teachers of autistic students in special schools. this research was conducted in 3 (three) special schools in solo raya, indonesia: slb a, slb b, and slb c. the subjects in this study were three teachers of autistic students. the research instrument used interviews with teachers regarding sexual health education issues and the need for instructional media to teach sexual education. the results of the study show that there was a main problem regarding teaching sexual education for autistic students; teachers with autistic adolescents experience confusion in teaching sexual education for autistic adolescents because there are no props or media that are suitable for autistic characteristics. autism students more easily accept learning using visual-based media. this research's limitation is the sample, which only uses a small sample. this research was only conducted on teachers of autistic students in the special schools setting. based on previous research on sexual education aimed at students with disabilities in general, the novelty of this study is to describe the problems of sexual education in autism students in the adolescent age category. keywords: sexual health education; autism adolescents; special school introduction knowledge about reproductive health and sexuality education is important to be taught to every student. the world health organization (who) sees that sexual health is part of human development and also a human right, and if sexual health can be achieved, then "the sexual rights of all people must be respected, protected and fulfilled" (joseph, 2022). reproductive health is defined as a condition in which humans can enjoy their sexual life and are able to carry out reproductive functions and processes healthily and safely (united nations population funds, 2022). sexual education begins at birth when parents bathe, change diapers, hold and hug their children and continues when children are just learning to walk, and preschool age when parents dress, toilet-train and teach their children about their body parts (stein et al., 2018). sexual education should aspire to provide an understanding of the implementation of their human rights (which includes respect for gender diversity and equality), promote gender-just norms, and critically examine gender (gender issues) (mukoro, 2021). all education, including sex education, is connected to the environment and culture and focuses on the environment and culture itself (mukoro, 2017). all stakeholders in educational institutions, including students, teachers, and school administrators, exist in various contextual sexual ethos, and this is used to regulate policies and behavior (preston, 2016). sexual education in schools must focus on the school environment itself and involve all members of the school. these problems bring us to awareness of the importance of reproductive health education for adolescents with disabilities. inappropriate sexual behavior is caused by the lack of understanding of normal puberty, lack of appropriate sex education, medications, and problems associated with asd (beddows & brooks, 2016). along with all the limitations, they still have to research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1350&domain=pdf https://orcid.org/0000-0001-9758-6172 https://orcid.org/0000-0001-6567-1161 international j. of management, entrepreneurship, social science and humanities 71 know about the reproductive system, functions, and processes that will lead them to a sense of responsibility for their health and keep them away from sexual harassment and risky sexual behavior. age-appropriate sexual interest, limited sexual knowledge and experiences, and social deficits may place adults with asd at increased risk (viecili & weiss, 2014). developing a safe and healthy sexual relationship is not always easy for teens, and youth with autism are at higher risk for some negative sexual health outcomes, including abuse and sexual exploitation (viecili & weiss, 2014). in 2022, there was a case of an autism child who became the victim of sexual abuse by his neighbor. he was sodomized and got threatened by the perpetrator not to tell anyone (kompas.com, 2022). individuals with asd were between two and three times more likely to experience sexual contact victimization, sexual coercion victimization, and rape than the comparison group. importantly, the individual with asd was found to be at a higher risk of sexual victimization regardless of sex, with males with asd being more likely to be victimized compared to males without asd and females with asd being more likely to be victimized compared to females without asd (viecili & weiss, 2014). the facts are that individuals with asd are more likely susceptible to becoming victims of sex or rape victims. therefore, sexual education for autism students is important to prevent unwanted risks. they will learn about consent and which parts of their body are allowed to be and not to be touched by others. sexual education needs to be taught in an individualized manner that is accessible to every individual. the importance of learning sexual health education is stated by (grieve et al., 2007) that children, students, and adults with disabilities have the right to receive education about the natural functions of their bodies and their sexuality so that they can fully understand themselves, they also need and have the right to appropriate and timely sexual education as part of their quest to become whole individuals. it is important for repetitive education to start from an early age, and as every individual is different, education should be taught in an individualized manner that is accessible to each specific individual (beddows & brooks, 2016). the government, through the ministry of education and culture, held an online training, "sexuality education for children with special needs," in 2020. the aim of the training is that participants are expected to be able to know methods of teaching sex education to children and adolescents with special needs. however, the training provides information on teaching teachers to children with special needs in general, not specifically for autistic children or adolescents. teachers experience confusion about how to deliver to autistic students to explain how to care for their reproductive organs when they have menstruation for women and wet dreams for men. teachers have not found the right way of teaching to deliver sexual health education that is specific to the needs of autistic students, for example, by prioritizing the use of visual media. this study aims to identify problems in sexual health education for autistic youth in special schools and to find out the need for learning media to teach sexual education for autistic adolescents in special schools. literature review autism autism is described by the department of education (us) as a developmental disability that significantly affects social interaction and verbal and nonverbal communication. autism is a diverse neurodevelopmental condition that encompasses a continuum of abilities ranging from mild to severe difficulties with social communication and interaction and restricted, repetitive patterns of behavior and interest in activities (american psychiatric association, 2013). usually, these symptoms appear before the age of three and have a negative effect on educational performance (slavin, 2018). children with autism are usually very withdrawn and experience difficulty with a severe degree of language, so they may be completely mute (slavin, 2018). children with autism international j. of management, entrepreneurship, social science and humanities 72 have deficits in social interaction and communication and have distinctive and repetitive patterns of behavior. they also exhibit cognitive deficits and abnormal sensory perceptions (hallahan et al., 2014). (wicks-nelson & israel, 2000) defines individuals with autism as demonstrating impairments in social interaction, communication, and restricted and repetitive behavior and interests, which sometimes refers to a series of primary difficulties. an autistic student is someone who experiences a developmental disorder that affects social interaction and communication and has limited and repetitive patterns of behavior. these symptoms usually appear before students turn three years old. this can result in disturbances in interactions with other people it can affect the next stage of their development. the diagnostic criteria for autism disorder are upheld by the diagnostic and statistical manual of mental disorders (dsm v), namely: (1) having deficiencies in the areas of social communication and social interaction from various contexts; (2) having a limited and repetitive pattern of behavior in an activity; (3) symptoms that appear during the developmental period; (4) clinical symptoms can cause problems in the social sphere, work, and other areas that have social functions; and (5) disorders that arise are not solely due to intellectual disorders and developmental disorders in general, but the basis for diagnostics is social communication development disorders (american psychiatric association, 2013). based on these definitions, it can be concluded that autistic children are children who experience neurobiological developmental disorders that appear in the developmental period before the age of three and affect reciprocal social interaction skills, communication and language skills, stereotyped behavior, emotional disturbances, sensory and even motor disturbances, accompanied by repeated and limited interests and activities. sexual education when a child goes through adolescence, autistic children also experience the same things as children in general. adolescents who develop disabilities and adolescents without disabilities experience the same thing in the development of their reproductive organs (quint & o’brien, 2016), both male and female adolescents (ariantini et al., 2017). youth without disabilities can meet and maintain their reproductive health independently (altundağ & çalbayram, 2016). however, adolescents with disabilities (mentally impaired and autistic) are less responsive (debeaudrap et al., 2019) and don't even know how to maintain their reproductive health, especially the health of their reproductive organs (ramawati et al., 2012), even these teenagers don't understand what to do when hormonal changes occur in their bodies (yuliyanik, 2021). adolescents with asd have sexual needs but may don’t understand their physical and emotional development resulting inappropriate sexual behavior (beddows & brooks, 2016). to prevent deviant sexual behavior and reproductive health problems during puberty, sexual education is given to children aged in their teens to be used as counseling. sukinah et al. (2010) explain that autistic adolescents experience confusion when they are teenagers. the confusion that arises can be in the form of confusion about menstruation and confusion because of sexual desire. teachers have an important role in teaching sexual health education, including for autistic students, so that the lives of students develop well because adolescents with disabilities are sometimes neglected in reproductive and sexual health programs because they are considered unlikely to be sexually active (addlakha et al., 2017). furthermore, sexual health education should be taught to autistic adolescents. government has a responsibility regarding the availability of proper education for children, including sexual health education curriculum. the curriculum for autistic adolescents is needed so that unwanted risks do not occur, such as diseases that arise from not being able to maintain personal hygiene to the risk of premarital pregnancies. education has been viewed from different perspectives, with each scholar attempting a international j. of management, entrepreneurship, social science and humanities 73 definition to explain a process that involves the impartation of skills, concepts, and critical information to pupils, with the intention of making them informed and useful to the society they belong to (egdebeyi, 2020). sexual education can be interpreted as education for good behavior, upholding social values, and helping a person deal with life's problems that are centered on sexual instincts that arise in certain forms and are normal human experiences (aziz, 2015). according to (djiwandono, 2008), sexual education can be interpreted as all ways of education that can help young people to deal with life problems that are centered on sexual instincts, which sometimes arise in certain forms and are normal human experiences. sexuality education (se) in schools can assist students as they navigate the physical and developmental processes of adolescent sexuality (brewin et al., 2014). the main goal of sexual education in a child's early years is to provide a strong foundation so that as a sexual being, he can function effectively as a man or a woman in their life. in terms of sexual and reproductive health rights (hkrs), the government, adults, and youth organizations should respect and protect the rights and needs of adolescents' sexual and reproductive health, provide information and education to adolescents, the community, leaders, and parents regarding adolescent reproductive health rights; involve youth when developing policies for youth, such as the preparation, implementation, and evaluation of programs; provide sexual and reproductive health services that are friendly and open to adolescents, according to the needs of various adolescent problems, and uphold confidentiality and not judge; as well as providing adequate facilities and infrastructure to support the freedom of youth to express themselves. according to (hermawan, 2020), there are three major themes in teaching reproductive health and sexuality education, namely puberty, gender, and relationships. material related to puberty includes the characteristics of puberty in boys and girls, maintaining personal hygiene, maintaining genital hygiene during menstruation for women, maintaining genital hygiene during wet dreams for adolescent boys, and efforts to go through puberty healthy and happy. the material related to gender includes the concept of men and women and the concept of gender equality. also, relationships include pregnancy, sexually transmitted diseases and their transmission, as well as violence and efforts to protect themselves. the subject given to autistic adolescents must pay attention to their intellectual abilities. material can be modified according to student abilities and using language that is easily understood by autistic students, as well as using real pictures or animations with the aim that autistic students can easily understand the material presented by the teacher. empirical review sexual behaviors that occur in these adolescents with asd include hyper masturbation, public masturbation, inappropriate romantic gestures, inappropriate arousal, and exhibitionism. such behaviors are thought to be caused by a lack of understanding of normal puberty, the absence of appropriate sex education, the severity of their asd, and other associated problems (beddows & brooks, 2016). adolescents with autism have expressed some behaviors that did not properly show in public, such as masturbation in front of people. parents and teachers should help them acquire the necessary skills to navigate their desire. this process may only be possible (or optimally effective) after practitioners establish the accommodations necessary within existing programming, which can then be evaluated empirically (tullis & zangrillo, 2013). for their sexuality to be understood, it appears that an individual with asd must understand what autism is before they can make progress with their social skills and, subsequently, their sexuality. parents and teachers must recognize the individual's deficits so that realistic expectations can be achieved (beddows & brooks, 2016). teaching sexual education to autistic adolescents is not only the teacher's duty. parents, as an expert for their autistic children, need access to information from international j. of management, entrepreneurship, social science and humanities 74 other resources, such as the internet, psychologist, and parent-to-parent interaction as a support group. it will be beneficial if some parents do such things, and the goals of sexual education for their children can be achieved. teachers and parents need to work together to make a program that suits for autism children depending on their characteristics. that is too often that autistic adolescents are provided with sex education only after demonstrating problematic sexual behavior (tullis & zangrillo, 2013). in fact, sexual education needs to be taught from an early age, specifically for autistic children. typical sexual education programs lack needed elements and modifications necessary to make them relevant to individuals with asd (ballan & freyer, 2017). the subjects of sexual education need to meet the criteria of every individual with autism. every individual with autism has different characteristics and is unique, and it should be added to the individual educational program for the students. research method this study used a case study qualitative approach, which aims to explain and describe various aspects of an individual, a group, a community, a program, or a social situation (mulyana, 2001) (. a case study is an approach capable of examining a simple or complex phenomenon, with unit analysis varying from single individuals to large comparations and businesses; it entails using a variety of lines of actions in its data gathering segments and meaningfully making use of a contribution to the application of theory (berg, 2006). this present study aimed to describe the problem of sexual health education in autistic adolescents in special schools and the need for learning media to teach sexual health education to autistic adolescents in special schools. data was collected by interviewing teachers of autistic students in special schools. the interview was conducted for one month in october 2022. this research was conducted in three special schools, slb a, slb b, and slb c. all these three schools are located in solo raya, indonesia. the subjects in this study were chosen by purposive sampling. they were three teachers of autistic students at special schools. the characteristics of the subjects are shown in table 1. the author only interviews teachers in special schools because it has different setting teaching experience from inclusive schools. data sources in this study are primary and secondary data sources, the data and information obtained directly from research subjects. meanwhile, secondary data sources are additionally supporting data and information that come from various sources or literature, such as theories from textbooks, scientific journals, or the results of previous research. table 1. characteristics of the subjects subjects characteristics age of teacher year(s) of teaching experience how much autism students (s) in their class a 49 25 years 2 autism students of 5 other disabilities students b 39 16 years 2 autistic students of 4 other disabilities students c 45 20 years 2 autism students the interviews in this study contained two main topics, which are regarding the problem of sexual health education and the need for learning media to teach sexual education. interviews with teachers include the learning process of sexual education, sexual education learning outcomes, evaluation of sexual education, and constraints in learning sexual education. data is analyzed by thematic analysis in order to identify, analyze, organize, describe, and report themes discovered within the data set (braun & clarke, 2006). the triangulation process used is triangulation with methods, i.e., comparing data acquisition from the same data collection technique with different international j. of management, entrepreneurship, social science and humanities 75 sources. findings and discussion the findings of this study identified two main themes, i.e., the problem of sexual health education for autistic adolescents in special schools and the need for learning media to teach sexual education for autistic adolescents in special schools. the purpose of this research is to describe the problems of sexual health education for autistic adolescents in special schools. interviews have been conducted with teachers regarding the learning process of sexual health education, sexual education learning outcomes, evaluation of sexual education learning, and constraints of learning sexual education, as well as topics regarding media needs for learning sexual health education for autistic adolescents in special schools. based on the interview results, the teacher at slb a said that the learning process for sexual health education at the special schools was only an orally because no curriculum for autistic students discussed sexual health education. teacher a said that “we only give some explanation about sexual education when we studied ipa or pe (physical education). when studying sciences (ipa) related to reproductive health, the teacher advises on maintaining personal hygiene, keeping a distance between women and men, etc.". common problems faced by adolescent autism students are menstruation for girls and wet dreams for boys. when female students are menstruating, they feel uncomfortable, so they will take off their pads in public. as for male students who have reached puberty, they will touch their genitals in public. there are even students who kiss a male or female friend of the opposite gender. the obstacle faced by the teacher is confusion when conveying because the characteristics of autistic students are different from other students regarding the comprehension of each student. non-abstract media is needed to teach sexual health education to autism students. teachers hope that there will be media that makes it easier for teachers to convey sexual health education to autistic students, such as real media or real objects because students' levels of understanding are different. the teacher added a statement that “we need a media that can help us to deliver sexual education not in “pornography” ways. we need an animation video or pop up pictures that can help autism students understand sexual education subject”. media must be adapted to the characteristics of autistic students who prefer visual learning. the results of interviews with teachers at slb b said that the learning process for sexual health education at the slb contained lectures to students about positive and negative things about sex, the risks that occur with free sex, and telling about pregnancy. in addition, the teacher also shows the physical and emotional changes that occur during puberty. teachers received provisions for learning sexual health education from bimtek through the ministry of education and culture in 2015. the obstacle faced by teachers when teaching sexual health education was that learning had to be repeated so that students understood because each student had different intellectual abilities. the teacher hopes that the media has lots of pictures and explains sequentially so that students understand the process. the teacher hopes that they get help from other experts/specialists, such as doctors or nurses. teacher b said,” it will be easier to teach sexual education if we get helped by another specialist, such as doctor and psychologist, they can teach about sexuality matter on their capabilities”. tullis & zangrillo (2013) stated that in constructing curricula to address sexuality for adults and adolescents with asd, two main strategies may be useful. first, clinicians and researchers can adapt sex education curricula to account for the specific needs of asd. such modification may be appropriate for some learners on the autism spectrum, but others may benefit from more targeted approaches that are tailored to their specific needs from the start. interviews with teachers at slb c said that the learning process for sexual health education at the slb had not gone well. teachers do not have media and curriculum guidelines to teach sexual health education to autistic students. teachers only give advice and suggestions for maintaining international j. of management, entrepreneurship, social science and humanities 76 personal hygiene during menstruation and keeping a distance from friends of the opposite gender, as well as the risks that arise when having premarital sex. teacher c said that "sexual education is really important for autistic students. it can help them understand their body functions as well, but to teach sexual education is not only the teacher’s duty. we need help from parents, other experts, and of course, from the government. we do hope that government has a curricula standard about sexual education for autistic or other disabilities students". teachers have never included sexual health education in their subjects, even though it is really necessary. teachers hope that there will be standard curricula from the government and media that can be easily accepted by autistic students in learning sexual health education and are easy for teachers to operate. in the interviews with three teachers from three different special schools, there are problems in general that the ignorance of students can lead to unwanted risks, which is why sexual health education is important and must be taught to autistic students. as stated by (davies et al., 2022), sexual education prevents negative health events, establishes a safe learning environment, and provides children and youth with the knowledge and skills to form healthy relationships that enhance well-being, preparation for adult life, and life expectancy. in reality, individuals with autism spectrum disorders are often seen as asexual; that is, they do not have any sexual desire or feelings for other people, or their sexuality is problematic because "the sexual rights of individuals with autism are often limited under the guise of protection, resulting in dangerous indolence" (gougeon, 2010). therefore, sexual health education for autistic students is very important to deliver to prepare autistic students in the future to practice self-reliance. children and adolescents with autism spectrum disorders need general sexual education that is the same as their peers, and it must be recognized that teaching children with autism spectrum disorders requires an explicit approach and teaching (davies et al., 2022). the media used must follow the characteristics of autistic students; they require a different approach from other students. autism students prefer visual learning, as stated by christopher et al. (2021), explaining that the involvement of visual attention in learning in autistic children contributes to the development of children's cognitive functions. audio and audio-visual media are a form of learning media that is cheap and affordable (rifmasari, 2021). visual and dynamic learning is easier for autistic children to accept than not using pictures or using static pictures. thus children with autism spectrum disorders who are in general education classes may benefit from teaching that uses more visuals and more predictable structures (slavin, 2018). therefore, media with a visual basis will make it easier for teachers to teach sexual health education and help autistic students receive learning more easily because it fits the characteristics of autism who like things visually. conclusions due to several problems being encountered by the teachers, it is not easy to deliver sexual education for autistic adolescents in special schools. the obstacles being encountered include the absence of sexual education curricula. teachers need help from other experts like doctors and/or psychologists to deliver proper sexual education for autistic adolescent students. generally, the problems in sexual health education have similarities, namely around menstruation in teenage girls and wet dreams in teenage boys. when entering puberty, autistic adolescents are required to understand how to maintain personal hygiene and know the changes that occur to them, including physical changes and emotional changes. learning sexual health education for autistic adolescents has obstacles, such as different levels of understanding from other students and the characteristics of autistic students who prefer visual learning. teachers complained about sexual education curricula which led to problems with how to deliver sexual education to autistic students. current practice for addressing sexuality in the asd population includes some curricula that may be beneficial for teaching skills related to sexuality, but scientific support for such curricula is absent. international j. of management, entrepreneurship, social science and humanities 77 therefore, teachers need visual media to teach sexual health education to minimize the risks that occur due to students' lack of understanding during puberty. limitation & further research the limitations of this study are the small sample size and only teachers in special schools. the author hopes that further research will have a larger sample not only for special schools teachers but also reach teachers in the inclusive education setting. further studies are required to develop research about media that helps the teacher to teach sexual education subjects that can be adapted for autistic characteristics to ease teachers while explaining sexual education to autistic adolescent students. references addlakha, r., price, j., & heidari, s. 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(2023) corresponding author’s email: andkrnwan@gmail.com.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1338 taste perception from jamu drinks color for younger generation by using photo products andreas kurniawan1 , yasraf amir piliang2 , agung eko budiwaspada3 1,2,3 institut teknologi bandung, indonesia received : february 7, 2023 revised : april 12, 2023 accepted : april 14, 2023 online : may 6, 2023 abstract jamu is a traditional herbal drink from indonesia that has been inherited from generation to generation. jamu drinks have a variety of recipes since their ingredients are derived from a combination of typical indonesian spices that can be obtained in local markets. previously, jamu was frequently associated with a bitter taste, but due to improvements and innovations, it may now adapt to the preferences of the younger generation. moreover, modification of a recipe's look involving different hues may cause consumers to speculate about its taste. this study examines taste perception from the indonesian traditional herbal drinks "jamu" color for the younger generation by using photo products image. the research method was conducted through experimentation by using a questionnaire and forum discussion in 2 phases on 111 visual communication students with an average age of 21.7 years. results: white, red, blue, and yellow colors were preferred by the majority of participants, followed by orange and brownish-red colors, which were still mostly acceptable. however, brown and green were perceived as the colors that participants disliked the most. based on the result of this experiment, it can be concluded that human perception of color and taste can also be applied to traditional herbal medicine; this result supports the innovative exploration of jamu recipes that can adapt to the tastes of the younger generation. the result of this study shows that perception is influenced by previous experience; several times, the data showed significantly that colors such as milk or common fruit juice would be perceived the same as the taste of jamu. furthermore, these findings strengthen various previous studies that the color will be able to make humans perceive its taste; although sometimes the perception is wrong, it can be used as an important reference for industries. in addition, the results of this study also show that the perception of color can be done without the need to see the product directly. keywords: perception; taste; color; jamu drinks introduction jamu is a traditional indonesian drink that is believed to have existed since a long time ago. in the 8th century, based on relief from the borobudur temple, there was evidence of the comprehensive processing of plants, which were then consumed or applied to the skin (anandajoti, 2020). jamu is a traditional herbal medicine made in indonesia. jamu comes from the ancient javanese language, jampi or usodo, which means healing by using medicinal herbs or prayers. jampi is often found in the serat centhini and serat kawruh jampi-jampi jawi. the word jampi, which in the indonesian dictionary means "several words or sentences that are read to bring about magical powers". currently, jamu is no longer centered on the java region only; among others, there are aceh jamu, padang jamu, palembang jamu, sundanese jamu, madura jamu, bali jamu, and papua jamu. furthermore, jamu is one of indonesia's cultural heritages with so many benefits, but it has not caught the interest of many people, especially among the younger generation in urban areas. some of the situations encountered when using traditional medicine include a lack of studies, appropriate management mechanisms, education, training, and expertise (andriati dan wahjudi, 2016). in addition, because lack of thorough clinical research and proof, particularly based on total medical examinations, implies that few doctors tend to offer jamu drinks as treatment options. generally, indonesia is renowned for the variety of its plants and vegetation. indonesian people learn this and disseminate it in various types and levels, ranging from environmental information research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1338&domain=pdf https://orcid.org/0000-0001-8027-3735 https://orcid.org/0000-0001-7066-2921 https://orcid.org/0000-0002-8711-7097 international j. of management, entrepreneurship, social science and humanities 2 that has been passed down from generation to generation through experience. the first seminar on jamu was held in 1940, followed by the establishment of the indonesian jamu committee that was chaired by prof. dr. sato, the head of the people's health agency (tilaar & widjaja, 2014). currently, jamu drink is widely used by the community to treat a variety of diseases that are not explicitly stated in the medical field, such as “masuk angin", namely fevers that can render the body unfit or 'flu-like symptoms. in general, indonesians will seek out herbal ingredients containing ginger as a treatment (winarsa, 2019). jamu is a traditional herbal drink made from a combination of typical indonesian spices found in traditional markets, which gives jamu drinks a wide range of recipes. the typical indonesian spices such as ginger, turmeric, lemongrass, tamarind, cloves, nutmeg, pepper, cardamom, and cinnamon. jamu has an important role in maintaining body resistance, preventing nausea, relieving flatulence, pain, fever, and diarrhea, and able to increase appetite (beers, 2001). jamu drinks are sold in a variety of forms and packaging materials, including modern bottles, tablets, capsules, cans, and sachets, all of which are manufactured on a large scale. furthermore, there is a sales method with a micro, small, and medium-sized enterprise (msme) that is packaged in large bottles and then placed in baskets; this type of sale is commonly referred to as “jamu gendong”. the herbal medicine seller, "mbok jamu" is usually a middle-aged woman who carries a basket of traditional remedies tied around her body with batik cloth and goes around offering jamu drinks from house to house, market, and office. over the passage of decades, jamu drinks, which are produced by home industries, have evolved into more efficient packaging in the form of branded bottles, which are then made available for immediate consumption. this jamu is more personalized since it makes it easier for consumers to keep and carry products in their daily activities. furthermore, this type of labeled bottles herbal drink is popularly known as "jamu kekinian” or jamu modern (putro, utomo, & syarief, 2020). the current development of jamu has also become an msme product that can be sold through food and beverage delivery applications. according to the findings of a study conducted by roosinda, a large-scale enterprise known as pt jamu iboe jaya has been working to alter people's perceptions of jamu as an ancient traditional drink that has a bitter taste and only needs to be drunk when feeling ill. however, contrary to popular belief, not all jamu recipes have a bitter flavor, and there are many different recipes that might help the body keep its resistance (roosinda, 2021). in addition, the study from tamara explained a case from a jamu and coffee shop. suwe ora jamu, a shop located in south jakarta, has developed product innovations by attempting to make one-of-a-kind and inventive herbal drinks without neglecting the drinks' health benefits. this new product has been developed with the intention of transforming jamu, which is known as an "old traditional drink" and has an astringent flavor, into an herbal drink that has a contemporary vibe to it (dewi, 2019; tamara & setyanto, 2018). in contrast to the conventional approach of selling herbal medicine, which permits direct interaction between mbok jamu and prospective consumers, the e-commerce application marketing approach does not immediately make this product understandable to consumers. in addition, the name of jamu drink does not always convey the flavor specifically, i.e., beras kencur, cabe puyang, kunci suruh, kudu laos, uyub-uyub (gepyokan), and sinom (murdijati-gardjito, harmayani, & suharjono, 2018). according to the strategies from jamu industries to create new flavor variations, jamu drinks supplied in transparent glass bottles have a variety of color appearances, which may mislead potential consumers into identifying and consuming these varieties of jamu. the younger generation, on the other hand, is particularly looking for jamu drinks with a pleasant flavor. for this reason, the jamu industries need a guide that can be used as a reference to consider each color of the herbal drink in order to make it appealing to the younger generation. international j. of management, entrepreneurship, social science and humanities 3 literature review the intricacies of the interrelationship between psychology and color have been a topic of scholarly interest, stimulating a substantial body of research that warrants further in-depth exploration and empirical investigation (elliot, 2015). the role of color is widespread in our psychological experiences, influencing various aspects of human behavior and mind, including basic vision, object recognition, scene perception, communication, and aesthetics (maule, j., skelton, a. e., & franklin, a., 2023). previously, oram conducted an experiment involving the use of food dye to modify the color of beverages; the results revealed a correlation between the perception of color and taste (oram et al., 1995). in addition, research that was carried out by hoppu reveals that the influence of color perception on taste is also affected by factors such as age, weight, and educational background (hoppu, puputti, aisala, laaksonen, & sandell, 2018). research conducted by carvalho explained that color perception from beer also affects the taste and its price expectations (carvalho, moors, wagemans, & spence, 2017). the most recent study on this particular topic was conducted by fateminia, and it compared the color perception between drink and taste with four different color groups, i.e., primary color, secondary color, tertiary color, and monochrome color; the researchers found that different colors significantly stimulated different types of taste (fateminia, ghotbabadi, & azad, 2020; fateminia, ghotbabadi, & mohammadi azad, 2018). according to the findings of annual surveys conducted by international statistics organizations, indonesia is a nation that is home to 170 million people who actively use social media applications. this data represents 61.8% of the country's total population (we are social & hootsuite, 2021). furthermore, in order to reach potential customers, the owners of micro, small, and medium-sized enterprises (msme) must examine a variety of factors, including their attitude, experience, and skill (utami & mulyaningsih, 2017; eltari & mulyaningsih, 2017). the phenomenon of today's society tends to utilize online application media, also known as e-commerce, in order to purchase a product (lestari, 2020). previous research revealed that by adopting an e-commerce strategy, social media and virtual products can boost sales for msme industry stakeholders (leong, retnawati, & irmawati, 2021). influencer marketing, especially celebrity endorsements, can raise online sales significantly (hermawan, 2020). thus, in contrast to the majority of previous studies that involved direct experiments, this study was conducted completely with photographic images. the photographs of beverage items that can be found on a variety of digital platforms play an essential part in conveying the actual product. research method this study focuses on taste perception from indonesian traditional herbal drinks (jamu) color for the younger generation by using photo products. participants in this study are specifically indonesians aged 16 to 25. according to the statistical agency alvara, the generation represented by young millennials and generation z is the group with the highest level of dependence on internet technology; therefore, they frequently use e-commerce applications to purchase products (ali et al., 2020). thus, it can be elaborated in this research that uses photo images. furthermore, in general, the human tongue can taste sweet, bitter, sour, salty, and savory (augustine et al., 2018), then the researchers also added 5 choices, i.e., combinations from "sweet & hot" to accommodate the taste of ginger as one of the main ingredients that are often used in jamu recipes, followed by a "sweet & sour" which is a common taste in various types of drinks, a "hot & sour" to accommodate participant's perceptions if they think the jamu drink contains chili or pepper, a "sour & salty" to accommodate the taste of various fruit juice, and the researcher provides a "tasteless" to anticipate if participants assume there is no dominant flavor. however, because this study only focuses on color and taste perception, other aspects of each herbal medicine recipe's efficacy will not be mentioned in detail. international j. of management, entrepreneurship, social science and humanities 4 this study aimed to investigate the preferred taste of jamu drinks among the younger generation and how their perception of taste could be influenced by the colors of the drinks. to achieve this, the study utilized a mixed-method approach involving two phases. in the first phase, a questionnaire was used to gather data on the types of jamu drink flavors preferred by the participants. the questionnaire presented a list of tastes, and each participant was asked to indicate whether they would like a jamu drink with each taste. the researcher had prepared the list of tastes beforehand based on commercially available product flavors. the responses from the questionnaire were used to identify the most and least preferred jamu drink flavors among the younger generation. each participant answered the question: "would you like a jamu drink with the following taste?" the researcher had prepared a list of tastes, and each participant answered the question with a 'yes' or 'no'. in the second phase, participants were shown pictures of jamu drinks in transparent glass bottles without labels. the images were arranged and displayed simultaneously based on merleauponty's theory of perception, which suggests that human perception can be affected by the presence of objects around it (maurice & merleau-ponty, 2012). this means that participants' perception of the jamu drink colors could be influenced by the other colors in the image; this is similar to the user experience when browsing products on an e-commerce application. participants were then asked to identify the dominant taste of each drink based on their perception of its color. furthermore, the image was created in the rgb (red-green-blue) color mode due to the use of digital screens throughout this research. this experiment was conducted by showing photos of jamu drinks filled in transparent glass bottles without product labels; each participant was asked to fill out a questionnaire for every bottle. question: "according to your perception, what is the dominant taste of this jamu drink?". the following color selections are based on researchers' observations of the various commercially available product colors. figure 1. jamu drink product photo image based on figure 1, there are 9 color variations of jamu that were perceived by each participant. after completing the questionnaire, the researcher held a discussion with them to gain more in-depth insights into their preferences. the discussion allowed participants to elaborate on their answers and provide further context for their responses. through this qualitative aspect of the study, the researcher was able to gain a deeper understanding of the factors that influence the taste preferences of the younger generation for jamu drinks. international j. of management, entrepreneurship, social science and humanities 5 findings and discussion the experiment was conducted by a questionnaire and forum discussion total of 111 participants (f=61, m=50), with an average age of 21.7 years; all participants are students from the school of design, majoring in visual communication. researchers consider this since it has been verified that none of the participants from this school are colorblind. furthermore, these students can be helpful for researchers because they discuss their comments towards this questionnaire in context. the results: phase 1 the results from the first phase of the experiment showed that sweet taste is the most preferred among the younger generation, followed by sweet & sour, sweet & hot, and sour taste. interestingly, the tasteless and savory taste still received a considerable amount of likes from some participants. on the other hand, bitter taste, sour & salty, and salty taste were not preferred by most of the participants, and hot & sour was the least liked the taste. table 1. participants' preferences for jamu drink like dislike sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 93,3% 62,2% 13,3% 22,2% 38,6% 63,1% 77,8% 8,9% 15,9% 48,9% 6,7% 37,8% 86,7% 77,8% 61,4% 36,9% 22,2% 91,1% 84,1% 51,1% the researcher and participants had a fruitful discussion about the results. they concluded that the preference for sweet taste is not surprising, given that sweet drinks are widely consumed in indonesia. however, the relatively high preference for sweet & sour and sweet & hot tastes may indicate the younger generation's interest in exploring new and more complex flavors. the dislike for bitter taste was also discussed, and the participants pointed out that bitterness is often associated with negative experiences, such as medicine or spoiled food. according to sugimori, people tend to avoid this due to its association with potentially toxic substances. this aversion can be attributed to the bitter taste functioning as a warning signal from the body to avoid ingesting harmful food or drink (sugimori, e., & kawasaki, y., 2022). finally, the researchers and participants agreed that taste preference is a complex and culturally influenced phenomenon. phase 2 the results of bottle no. 1 with turbid water show that the majority of participants perceive the jamu drink to be tasteless, with other taste choices having a similar vote percentage. this could be due to the fact that this bottle contains boiled water from spear grass roots or sugar cane, which might not have a strong taste. during the discussion, some participants shared their thoughts on the perception of taste and color. they mentioned that the appearance of the drink in the photo might have influenced their perception of the taste. for example, if the color of the drink looked bright and vibrant, they might have expected a sweet or fruity taste. on the other hand, if the color looked dull or murky, they might have expected a less appealing taste. some participants also international j. of management, entrepreneurship, social science and humanities 6 pointed out that taste is subjective and can vary from person to person. they mentioned that factors such as culture, upbringing, and personal preferences could influence one's perception of taste. therefore, it is crucial for the beverage industry to carefully consider the color of its products as it can serve as a key indicator of marketing success (krishna, a., & elder, r. s., 2021). table 2. bottle 1 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 11 12 9 9 8 7 8 0 0 47 9,91% 10,81% 8,11% 8,11% 7,21% 6,31% 7,21% 0,00% 0,00% 42,33% the result of the second bottle, which is perceived to have a sweet taste by the majority of participants, is intriguing. it is interesting to note that despite the fact that some white-colored herbal recipes can be spicy or hot, nearly all participants believe this jamu to be sweet, which indicates that participants' perception of flavor is largely influenced by their previous experience. additionally, the fact that the white color of the jamu resembles milk may also have contributed to the perception of sweetness, as milk is generally associated with sweetness. table 3. bottle 2 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 72 0 4 10 12 3 3 3 0 4 64,87% 0,00% 3,61% 9,01% 10,81% 2,70% 2,70% 2,70% 0,00% 3,60% during the forum discussion, some participants also mentioned that they had prior experience with similar herbal drinks that were sweet in taste and white in color. this suggests that their previous experience with herbal drinks could have influenced their perception of the taste of the jamu in bottle no 2. furthermore, some participants also mentioned that they associate the color white with purity and cleanliness, which may have contributed to their perception of the jamu as sweet and pleasant. international j. of management, entrepreneurship, social science and humanities 7 table 4. bottle 3 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 0 30 2 41 5 13 10 10 0 0 0,00% 27,03% 1,80% 36,94% 4,50% 11,71% 9,01% 9,01% 0,00% 0,00% the results of the survey indicate that the majority of participants perceive the jamu drink in bottle no 3 as having a bitter taste (36,94%), followed by a sour taste (27,03%). these results may be due to the brown color of the drink, which is typically associated with bitter flavors in many foods and drink products. it is interesting to note, however, that there were some participants who perceived sweet and hot taste (11,71%), sweet and sour taste (9,01%), and hot and sour taste (9,01%), indicating that there may be some variation in the perception of the taste of the drink. the fact that participants were uncertain about the recipe of the jamu drink is also worth noting. this may indicate that the participants have little knowledge about the ingredients and recipes of traditional herbal drinks. overall, the results suggest that there is a need to educate the public about the ingredients and recipes of traditional herbal drinks in order to promote their consumption and appreciation; one example is by using social media marketing so that consumers can better understand the product (li et al., 2021). table 5. bottle 4 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 11 41 4 7 2 3 34 5 4 0 9,91% 36,93% 3,61% 6,30% 1,80% 2,70% 30,63% 4,51% 3,61% 0,00% the results from the survey on the fourth bottle with orange color revealed that the majority of participants perceived it to have a sour taste (36.93%) followed by sweet & sour (30.63%) and sweet taste (9.91%). surprisingly, participants' answers were spread across various flavors except tasteless. these results align with previous research by fateminia that stated the orange color is associated with a sour and sweet taste. participants also commented that the photo resembled orange juice, but the color was likely influenced by a combination of curcuma, cloves, sinom, and a hint of ginger or turmeric. it is interesting to note that sinom can produce a sour taste, which could explain why many participants perceived the drink to have a sour taste. the results from this survey are consistent with those displayed in table 3, suggesting that younger respondents base their perception of taste on their previous knowledge and experiences. overall, this finding highlights international j. of management, entrepreneurship, social science and humanities 8 the importance of color perception and the role it plays in shaping people's expectations and experiences of taste. based on previous studies, it is important for jamu producers to consider the level of sourness in their drinks as consumers have limited tolerance towards highly sour tastes, and tend to dislike them (pomirleanu, 2020). table 6. bottle 5 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 13 5 3 20 2 45 17 6 0 0 11,71% 4,50% 2,70% 18,02% 1,80% 40,54% 15,32% 5,41% 0,00% 0,00% the results of the survey for bottle no 5 suggest that the red ginger and sappan wood combination has a significant impact on the perception of taste. the majority of participants perceive the taste to be sweet and hot, which indicates that the combination of these ingredients is likely to result in a taste that is recognizable. however, there is still a small percentage of participants who perceive the taste to be bitter, which suggests that taste perception can vary among individuals. this is an important indicator that red ginger is known as one of the ingredients to make jamu with high efficacy (zhang et al., 2022), thus making this color choice a good option to gain acceptance from potential consumers. table 7. bottle 6 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 25 45 1 9 2 3 20 2 4 0 22,53% 40,54% 0,90% 8,11% 1,80% 2,70% 18,02% 1,80% 3,60% 0,00% the survey results indicated that bottle no. 6, with a yellow color, was perceived to have a sour taste by the majority of participants (40.54%), followed by a sweet taste (22.53%) and a sweet and sour taste (18.02%). these findings are similar to the participants' perception of bottle no. 4. the results demonstrate that participants' previous experiences greatly influence their perceptions. with a color similar to orange juice, younger generations claim it has a sour or sweet taste. additionally, previous studies summarized by spence have also indicated that the yellow color is closely associated with the perception of a sour taste (spence, c., & levitan, c. a., 2021). however, some jamu drink recipes that contain turmeric to produce this yellow color have a bitter taste. despite the fact that the majority of participants' perceptions are inaccurate, this finding international j. of management, entrepreneurship, social science and humanities 9 requires further attention, especially from the industry. one of the participants revealed that they perceived bottle no. 6 to have a fresh lemon taste, which was quite surprising. the participant explained that the taste was similar to everyday lemonade. table 8. bottle 7 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 22 4 5 52 1 3 11 0 0 13 19,82% 3,60% 4,50% 46,85% 0,90% 2,70% 9,91% 0,00% 0,00% 11,72% bottle no 7, with its green color, significantly gives the result that it is perceived to have a bitter taste (46,85%), followed by sweet (19,82%), although there are participants who think it has a sweet taste, most of them think it has a bitter taste, this type of jamu is usually the result from mixed various vegetables such as sambiloto and papaya leaf. however, there are few references to types of drinks that are able to produce a green color other than melon, green grapes, or vegetables, so the perception of the younger generation will be in the same scope. table 9. bottle 8 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 58 4 0 18 1 1 5 5 0 19 52,25% 3,60% 0,00% 16,22% 0,90% 0,90% 4,50% 4,50% 0,00% 17,13% the forum participants discussed the taste and color of bottle no. 8, which was blue. although the blue color is often considered for use in food or beverage applications (spence, c, 2018), different results were found from research on jamu drinks. the majority of the participants (52.25%) perceived the taste to be sweet, while a smaller percentage found it to be tasteless (17.13%) or bitter (16.22%). the participants speculated on the ingredients that might contribute to the sweetness, such as honey, sugar, or other natural sweeteners. some participants noted that the taste might vary depending on the recipe and preparation method. the participants also discussed the rarity of blue-colored jamu, with only a few known recipes that produce this color. one participant mentioned that lemongrass telang is a type of jamu that is known to have a slightly sweet taste and a blue color. another participant noted that blue is a common color in soft drinks, which might contribute to people's perceptions of sweetness. in addition, several previous studies have indicated that blue-colored drinks are associated with a minty flavor (spence et al., 2010). international j. of management, entrepreneurship, social science and humanities 10 overall, the forum participants found the taste and color of bottle no. 8 to be interesting and unique. some participants expressed a desire to learn more about the ingredients and potential health benefits of this type of jamu. others suggested experimenting with different recipes and flavor combinations to create new and exciting variations of blue-colored jamu. table 10. bottle 9 result participants % sweet sour salty bitter savoury sweet & hot sweet & sour hot & sour sour & salty tasteless 56 9 4 1 0 10 15 13 0 3 50,45% 8,11% 3,60% 0,90% 0,00% 9,01% 13,51% 11,72% 0,00% 2,70% the participants in the forum turned their attention to bottle no. 9, which was distinguished by its red color. the majority of participants (50.45%) perceived the taste to be sweet, while a smaller percentage found it to be sweet and sour (13.51%) or hot and sour (11.72%). the discussion then turned to the potential sources of the red color in jamu drinks, with participants noting that rosella flowers and sappan wood are commonly used to produce this color. several participants noted the interesting finding that the red color seemed to reduce the perception of being tasteless (2.70%) or bitter (0.90%). some participants hypothesized that this might be due to the strong association of red with sweetness, which could prime people's taste buds to perceive a sweeter taste in the drink. the participants discussed their own experiences with drinking redcolored jamu and shared their favorite recipes, with some highlighting the health benefits of different ingredients. the group agreed that the sweet taste and vibrant red color made this drink more appealing than the blue-colored drink discussed earlier. therefore, the red color can serve as a significant indicator in enhancing the success of beverage product marketing (pinto, t., & vilela, a., 2021). conclusions the findings of this study shed light on the intricate relationship between color and taste perception, highlighting the role of previous experience in shaping our sensory experiences. it is fascinating to note that the colors commonly associated with milk or fruit juice can influence our perception of the taste of jamu, which indicates the power of visual cues in determining our flavor preferences. although there were some cases where the perception was incorrect, this study emphasizes the importance of color as a key factor in the sensory experience of consumers, especially in the food and beverage industry. despite their preference for sugary drinks, the younger generation's liking for sweet-tasting jamu drinks is evident in the study findings. one way to offer a healthier choice is by incorporating natural sweeteners in the production process. it is noteworthy that this study has also expanded the scope of jamu, which is not just perceived as a remedy for ailments, but also as a drink that promotes overall well-being. based on the results, it can be concluded that color perception is a crucial aspect of the sensory experience of herbal drinks, and innovative exploration of jamu recipes that adapt to the preferences of younger generations is highly recommended. the study found that white, red, blue, and yellow colors were preferred, while brown and green colors were associated with a bitter taste. this international j. of management, entrepreneurship, social science and humanities 11 suggests the need for the exploration of herbal drinks with bitter tastes to be transformed into pleasant-tasting beverages. finally, the study identified turbid water as a potential taste preference. furthermore, these findings strengthen various previous studies that the color will be able to make humans perceive its taste; although sometimes the perception is wrong, it can be used as an important reference for industries. in addition, the results of this study also show that the perception of color can be done without the need to see the product directly. limitation & further research based on the findings of this study, there are several limitations that need to be addressed in future research. first, this study only focuses on the perception of taste based on color without considering other factors that may influence taste perception, such as texture, aroma, and temperature. thus, it is recommended for future research to include these factors in the study to obtain a more comprehensive understanding of the taste perception of traditional herbal drinks. another limitation of this study is that it only focuses on the perception of taste by the younger generation. it is possible that older generations may have different perceptions of taste for traditional herbal drinks. furthermore, future research could consider including participants from different age groups to obtain a broader perspective on the taste perception of traditional herbal drinks. in addition, this study only used photo products of jamu drinks, which may not accurately reflect the taste perception of actual jamu drinks. therefore, future research could conduct sensory evaluations of actual jamu drinks to obtain more accurate and 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(2023) corresponding author’s email: azuraa.aisyah@gmail.com.com international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1156 the impact of organizational support on nurse work performance mediated by mental health during the covid-19 pandemic aisyah nabila azuraa1* , rusman frendika2 , hadi susiarno3 , nina mariana4 1,2,3 bandung islamic university, indonesia 4 sulianti saroso infectious disease hospital, indonesia received : october 16, 2022 revised : april 2, 2023 accepted : april 10, 2023 online : may 19, 2023 abstract during the covid-19 pandemic, a previous study has shown that organizational support increases mental health, mental health increase work performance, and organizational support increases work performance. however, there was still no study that identified the degree of mediation role of mental health in the relationship between organizational support and work performance; hence this study mainly aimed to investigate whether it was partial or full mediation. we conducted a cross-sectional, quantitative analytical study on nurses of the covid-19 referral hospital in jakarta. we used an adapted questionnaire on 127 nurses, validated and analyzed with path analysis. this study found that there was a significant effect of organizational support on work performance both directly and indirectly via mental health. it was proven that mental health mediates the relation of organizational support with work performance. the mediation that occurred was partial mediation. from this result, besides giving the best possible support, the hospital also needs to focus on nurses' and other health workers' mental health, as organizational support will affect work performance better when mental health is in a good state. keywords: covid-19; mental health; organizational support; work performance; nurses; human resource management introduction coronavirus disease 2019 (covid-19) is a disease caused by the sars-cov-19 virus, first detected in wuhan, china, at the end of 2019 and then spread rapidly to all corners of the world, including indonesia (kumar et al., 2021). the first case of covid-19 in indonesia was detected in early march 2020 in depok, west java. since then, the number of confirmed covid-19 people in indonesia has continued to increase (gorbiano, 2020). in a pandemic situation like this, the need for health services is certainly increasing (gupta et al., 2021). the work demand for medical personnel was increasing because they had to quickly adapt to this new disease and treat patients as best as they could in situations where disease information was still limited and evolving (gupta et al., 2021). in addition to the increasing work demands, the pandemic also puts other burdens on medical personnel, namely the availability of personal protective equipment, the risk of exposure to covid-19, and the possibility that they can spread the infection to their families at home, meeting their increasing personal needs and family needs during this pandemics period, etc. (shanafelt et al., 2020). tran et al. (2022) summed up three layers of factors that affect healthcare workers in the pandemic era, which factors in layers are reinforcing between and within. the first one is individual predisposing factors such as health status and family attachments; the second layer is individual psychosocial outcomes of healthcare jobs and required tasks during the pandemic, such as stress, burnout, and reduced quality of life, and the last one is substantial changes in working environment and performance, such as increase workload and poor coordination. these burdens and demands can certainly affect the mental health of medical personnel. research data in iran shows that during this pandemic, 20.1% of medical personnel experienced distress, 28% anxiety, and 20.6% experienced depression. (s. x. zhang et al., 2020) nurses, as human resources in hospitals who have the most direct contact in providing health services to patients (keliat, 2005), have a high risk of experiencing mental health disorders related to the pandemic. research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.1156&domain=pdf https://orcid.org/0000-0002-1427-0541 https://orcid.org/0000-0002-2660-4465 https://orcid.org/0000-0002-7446-843 international j. of management, entrepreneurship, social science and humanities 23 the pandemic situation that increases work demands and various other burdens on medical personnel can also affect their work performance. an employee's work performance shows his ability to fulfill his job obligations (keshavarz & mohammadi, 2011). work performance is important in achieving the goals of an organization (kotteeswari & sharief, 2014). work performance is influenced by, among other things, job satisfaction (ali et al., 2014) and pressure at work (ismail & teck-hong, 2011). welford stated the theory that at a certain level, namely the level of eustress, pressure at work can spur workers to work better and achieve their targets, but higher levels of pressure can cause work performance to decline and cause symptoms of stress. (welford, 1973) research conducted by hennekam et al. (2020) found that a person's mental state can interfere with their work performance, such as in terms of decreasing the quality of work results, being slower at work, and causing many wrong actions. some studies found that the covid-19 era caused psychological changes, which then increased withdrawal behavior, as many aspects of life changed, such as economic, work-family conflict, work-life balance, and lack of group cohesion, as many things shifted to the virtual platform (giauque et al., 2022; mishra, 2022). the relationship between mental health and employee work performance shows the need for a solution so that the mental health of medical personnel is maintained during the pandemic so that their work performance remains good and can provide excellent service to patients. labrague et al. (2020) conducted a study in the philippines on nurses caring for covid-19 patients and found that organizational support could reduce the level of anxiety associated with the covid-19 pandemic in nurses. several studies have also shown that employee work performance increases if the manager who leads work together with his employee (biswas & varma, 2011). referring to the above, organizational or company support, in this case, hospital management is very much needed in this pandemic situation. many have suggested a variety of organizational support that can be given in the pandemic era. it could be in the form of providing adequate facilities and infrastructure, strengthening individuals, encouraging enthusiasm and good communication with workers, et cetera. (daniels et al., 2022; greenberg, 2020; miotto et al., 2020) with the support from the organization, workers can work well and effectively, so they can play a role in achieving organizational goals, which in this pandemic time is good and complete handling of covid-19 patients. (eisenberger et al., 1986; rhoades & eisenberger, 2002). a literature review also concluded that in this pandemic situation, additional training is needed for nurses regarding the handling of covid-19 patients, management of nursing personnel and facilities, such as staff capacity with a balanced number of shifts, and adequacy of personal protective equipment. the psychological aspects of nurses also need to be considered, such as in the form of psychological support from families and the health team (astuti & suyanto, 2020). in this pandemic situation, the indonesia ministry of health has issued a checklist for the evaluation of hospital readiness during the covid-19 pandemic period in order to provide quality, planned, and standardized health services during a pandemic. (kementerian kesehatan republik indonesia, 2020) in point 10 it is stated that hospitals must pay attention to occupational health, mental health, and psychosocial support. hospitals are recommended to provide mental health and psychosocial services and have standard procedures for mental health screening for both patients and hospital staff. hospital staff should also be trained in the basics of psychological first aid and know when to seek support services when needed. (kementerian kesehatan republik indonesia, 2020) as this paper was written, jakarta is still one of the areas that have the highest positive cases in indonesia (sari, 2022). previous findings have shown that good organizational support will affect work performance positively (umrani et al., 2019), and good organizational support should increase mental health (labrague & de los santos, 2020) and if there were any mental health disorders, it would decrease work performance (hennekam et al., 2020). but until this paper was international j. of management, entrepreneurship, social science and humanities 24 written, there was still no research that states the degree of mediation role of mental health between organizational support and work performance, whether it was partial or full mediation. therefore, we were interested in conducting research to see the relationship between organizational support, mental health, and work performance of nurses in indonesia during the covid-19 pandemic and to what degree mental health mediates the relationship between organizational support and work performance. literature review organizational support and mental health in a work environment, employees are expected to assist the company in achieving its goals. to achieve this, the organization must also be able to provide something to employees so that employees can give their best performance. employees who will give their best for the company are those who feel valued and supported by their organization. with this reciprocal relationship, both parties will benefit equally (eisenberger et al., 2001; kurtessis et al., 2017). perceived organizational support is the view of workers regarding how the organization appreciates, recognizes, and cares about their performance. perceptions felt by workers regarding support from the organization can meet the socio-emotional needs of workers, which can then increase employee commitment to the company, increase the desire to achieve organizational goals, and achieve the psychological well-being of workers (kurtessis et al., 2017). during the covid-19 pandemic, nurses have various sources of causes that can cause disturbances to their mental health. research data in iran shows that during this pandemic, 20.1% of medical personnel experienced distress, 28% anxiety, and 20.6% experienced depression (s. x. zhang et al., 2020). research in italy found that medical personnel working in covid-19 patient rooms had higher levels of depression and post-traumatic stress syndrome than medical personnel working in healthcare facilities that did not treat covid-19 patients (di tella et al., 2020). a study conducted on inpatient department nurses also found that workload affects work stress (ridhayanti et al., 2022). a literature review reviewed five articles discussing the impact of the covid-19 pandemic on the mental health of medical personnel and found that nurses experienced more mental health problems than doctors, and nurses felt more anxious than doctors. medical personnel who are on the front lines and have direct contact with covid-19 patients have a higher risk of experiencing depression, anxiety disorders, insomnia, and distress (shaukat et al., 2020). a person's mental health is influenced by various factors, one of which is interpersonal and environmental factors. support from the environment, including organizational support, can affect a person's mental health (labrague & de los santos, 2020). low support from the organization is one of the factors that cause stress to workers. (currid, 2008; hamdan-mansour et al., 2011; lautizi & ravazzolo, 2009). regarding this, during the covid-19 pandemic, the indonesia ministry of health issued a guideline to maintain and evaluate hospital readiness during the pandemic. key component number 10 in the guideline was about forms of support that the hospital must provide to employees, namely those related to occupational health, mental health, and psychosocial support. (kementerian kesehatan republik indonesia, 2020) h1: there is a negative and significant effect of organizational support (x) on mental health issues (y) on nurses in the covid-19 pandemic situation organizational support and work performance work performance, according to the definition that is generally used, is behavior or action that is relevant to organizational goals (koopmans et al., 2011). work performance is a term related to work behavior, not the result of work. employee performance is very important for the company international j. of management, entrepreneurship, social science and humanities 25 to achieve the company's goals and success. according to koopmans et al. (2013), there are four dimensions forming individual work performance, namely task performance, which measures one's competence to perform a given task, contextual performance, which is one's behavior that can support the formation of the organizational, social, and psychological environment needed for job continuity, adaptive performance to adapt to new conditions and demands in the organization, and counterproductive work behavior. there are several things that can affect the work performance of an employee. according to motowidlo, (2003), there are four things that are interconnected with each other which can then affect employee performance, which were knowledge, skills, performance, and external factors such as one's personality, abilities, and experiences. work performance is also influenced by job satisfaction, pressure, or stress at work (ampofo et al., 2020), support from around, and also support from the organization (umrani et al., 2019). training and development can also affect a person's performance, as it affects one’s job satisfaction (desta, 2021). umrani et al. (2019) conducted a study of doctors in a hospital in pakistan and found that organizational support can improve their work performance. nugraha et al. (2021) found that organizational support has moderating role between professionalism and patient safety culture, which was the responsibility of all health professionals. sungu & weng (sungu & weng, 2019) found that the perception of organizational support felt by employees has a positive relationship with employee performance, mediated by the employee's affective commitment to the organization. guan et al. (2014) conducted a study at a university in china and also found a positive relationship between perceived organizational support and performance, with a mediating effect of job satisfaction, positive affect, and employee affective commitment. h2: there is a positive and significant effect of organizational support (x) on the work performance of nurses (z) in the covid-19 pandemic situation mental health and work performance mental health and its effect on employee performance have been widely studied and received much attention. the world health organization & international labour organisation (2002) states that mental health disorders can have consequences in the world of work, which can be in the form of an impact on employee performance, frequency of illness, frequency of absences, work accidents, and employee turnover. the international labour organization made a graph showing the risk of stress and mental health disorders in each occupational group which concluded that nurses have a moderate to severe risk of stress and mental health disorders because their work requires high skills and a fast work tempo. ampofo et al., (2020) conducted a study at a healthcare facility in ghana and found that factors that can cause a stressful situation for employees will have a negative effect on their performance. the effects can be direct, for example, because of feelings of not being able to help enough, or indirect, where the stressful situation has an impact on their physical health, thereby reducing productivity. ahmadi et al. (2012) examined the relationship between various variables related to mental health and work performance and concluded that there is a positive relationship between mental health and work performance. mental health variables studied included selfconfidence, understanding related to self-control, depression, anxiety disorders, resemblance, and conflict. h3: there is a negative and significant influence of mental health issues (y) on the work performance (z) of nurses in the covid-19 pandemic situation international j. of management, entrepreneurship, social science and humanities 26 h4: there is a significant influence between organizational support (x) on the work performance of nurses (z) mediated by mental health (y) in the covid-19 pandemic situation the analytical framework was designed as seen in figure 1. figure 1. analytical framework research method this was a cross-sectional, quantitative analytical study. (wright et al., 2016) the study was held in a hospital for infective diseases in south jakarta, indonesia, which was one of the national referrals for covid patients. the study was held from 25 november15 december 2021. the population in this study was nurses who work in the hospital, with inclusion criteria for the study sample being nurses that handled covid patients and who had been working in the hospital for a minimum of 6 months before the pandemic. those included samples would be excluded if they were not willing to fill out the questionnaire form. samples were chosen by simple random sampling with a minimum sample of 127 based on the slovin formula. (tejada et al., 2012) the questionnaire was distributed to 186 samples who met inclusion criteria, and 138 questionnaires were returned anonymously. finally, 127 samples were randomly selected. (elfil & negida, 2017) this study used three questionnaires to assess each variable. organizational support the questionnaire used for this variable was adapted from perceived organizational support from eisenberger et al. (1986) and also the hospital readiness in covid-19 pandemic checklist released by the indonesian ministry of health (2020). part of the questionnaire adapted from eisenberger's theory was using a likert scale from 1 (strongly disagree) to 6 (strongly agree), while the part that was adapted from hospital readiness checklist was using a likert scale from 1 (strongly disagree) to 5 (strongly agree). there were 25 questions in total, the lowest score was 25 and the highest score was 140. all of the questions were valid and as one questionnaire, it has cronbach's alpha score for the reliability of 0,927. mental health the questionnaire used for this variable was adapted from general anxiety disorder-7 (gad7) questionnaire from spitzer et al.,(2006) to screen anxiety and patient health questionnaire-9 from kroenke et al., (2001) to screen depression. the questionnaire was measured by a likert scale from 0 (never in two weeks intervals) to 3 (almost every day within two weeks intervals). there were 16 questions in total, with the lowest score of 0 and the highest score of 48. all questions were valid, and as one questionnaire, it has cronbach's alpha score for the reliability of 0,936. organizational support (x) mental health(y) work performance (z) h3 h2 h1 h4 international j. of management, entrepreneurship, social science and humanities 27 work performance individual work performance questionnaire (iwpq) by koopmans et al. (2013) was used to assess work performance in this study. it consisted of three dimensions: task performance, contextual performance, and counterproductive work behavior, with 18 questions in total. this questionnaire was measured by a likert scale from 0 (seldom) to 4 (always). the lowest total score was 0 and the highest was 72. all questions were valid and it has cronbach's alpha score of 0.934. table 1. descriptive characteristics for each variable variable range organizational support very low low average high very high 17,86 – 34,29% 34,3050,72% 50,7367,15% 67,1683,58% 83,59100% mental health minimally affected mildly affected moderately affected moderate-severely affected severely affected 0-20% >20-40% >40-60% >60-80% >80-100% work performance very low low average high very high 0-20% >20-40% >40-60% >60-80% >80-100% the data would be presented both descriptively and analytically. descriptive analysis from each variable would be described as shown above in table 1, according to score interpretation grouping by sugiyono (2011). the total score of the respondents would be converted to a percentage before being classified based on range. the data were tested for classical assumptions before hypothesis testing. for hypothesis analysis, the data would undergo t-test, path analysis, and mediation test. the analysis was processed with microsoft excel and ibm spss version 26. the study was approved by the human research ethics committee at sulianti saroso infectious disease hospital (approval number 37/xxxviii.10/x/2021). all subjects provided written informed consent. findings and discussion findings the demographic characteristics of the respondents are shown in table 2. table 2. demographic characteristics of respondents characteristics n % total 127 100 gender female male 98 29 77,17 22,83 marital status married without children 13 10,24 international j. of management, entrepreneurship, social science and humanities 28 characteristics n % married with 1 child married with >1 children single/divorced/widowed 19 87 8 14,96 68,50 6,30 ward is in charge to icu non-icu inpatient wards emergency room covid outpatient clinic 42 59 18 8 33,07 46,46 14,17 6,30 age (mean±sd) 38,43 ± 5,71 duration of work in hospital (mean±sd) 12,46 ± 5,90 of 127 respondents, most of them were female (77,17%). the mean age was 38,43, and the average years in the hospital were 12,46 years. most of them were married with more than 1 child. (68,50%). 33,07% of the respondents were in charge of the icu. the descriptive characteristics of each variable are shown in table 3. table 3. descriptive statistics of each variable variable overall mean score % description organizational support 105,34 73,24 high support mental health 8,99 18,73 minimally affected work performance 52,50 72,92 high performance from the result of each variable, it was known that the nurses felt high support from the hospital, their mental health was minimally affected, and they had high work performance during the pandemic. detailed results of each variable are shown in table 4 until table 6. table 4. mean score and description of organizational support variable (x) dimension indicators score (%) description perceived organizational support care for me by allowing a change in working conditions if the reason is strong 76.12 high treats me the same as my other colleagues 75.46 high cares about my overall job satisfaction 75.07 high don't think about me when making decisions concerning me (*) 74.67 high not giving rewards that match my work (*) 79.00 high will provide solution assistance if i face problems at work 74.02 high appreciate my contribution to achieving company goals 74.80 high pay attention to my life goals and values 72.57 high paying attention to my well-being 75.59 high especially my boss always tries to make my work interesting 72.44 high especially my boss always gives the best work according to my qualifications 74.67 high my boss especially cares about my opinion and suggestions 72.44 high especially my boss considers that many 43.83 low international j. of management, entrepreneurship, social science and humanities 29 dimension indicators score (%) description people are able to work as well as me (*) especially my boss feels proud of my work 72.44 high especially my boss will try to keep me when i submit my resignation 69.03 high hospital readiness during covid19 pandemic provide training and provide adequate and appropriate equipment to provide services to covid-19 patients starting from primary screening, resuscitation, early stabilization, early supportive therapy, and prevention of complications 83.62% very high provide adequate and appropriate working and rest hours 75.91 high strive to prevent any acts of violence in the workplace 83.31 high strive to ensure safety and security during the trip, both leaving and returning from work 78.27 high monitoring the health status of hospital staff 80.31 high responding to suspected cases of covid19 among hospital staff, families, and contacts by conducting early detection 85.35 very high giving freedom to all staff to report symptoms of covid-19 without being blamed 84.25 very high follow up when there is unprotected exposure to a source of transmission without stigmatizing it 81.89 high provide mental health and psychosocial support services 77.32 high provide training on the basics of osh and psychological first aid 77.95 high (*) negative statements. the score provided has been converted to positive results. from the data, organizational support from the hospital was interpreted as high support. the highest-rated items from the questionnaire were "tracing and early detection in response to covid19 case" and "appropriate reward", with a score of 85,35% and 79,00%, respectively. table 5. mean score and description of mental health variable (y) dimension indicators score (%) description depression lack of interest or pleasure in doing anything 26.25 mildly affected feeling down, depressed, or hopeless 18.64 minimally affected trouble falling or staying asleep or sleeping too much 28.87 mildly affected feeling tired or lacking energy 35.96 mildly affected lack of appetite or overeating 27.30 mildly affected feeling bad about yourself or feeling that you are a failure or have let yourself or your family down 13.65 minimally affected trouble concentrating on things, such as reading the newspaper or watching television 14.44 minimally affected moving or speaking so slowly that other 11.55 minimally affected international j. of management, entrepreneurship, social science and humanities 30 dimension indicators score (%) description people notice. or the oppositebeing so fidgety or restless that you have been moving around a lot more than usual thoughts that you would be better off dead or of hurting yourself 4.99 minimally affected anxiety feeling nervous, anxious, or on edge 16.27 minimally affected unable to stop or control worrying 13.12 minimally affected worrying too much about things 20.47 mildly affected trouble relaxing 17.32 minimally affected so restless that it's hard to sit still 11.02 minimally affected being easily annoyed or irritable 21.78 mildly affected feeling afraid as if something terrible might happen 18.11 minimally affected nurses' mental health was found to be minimally affected. the most pronounced symptoms, based on the questionnaire score, were "feeling tired or having little energy" and "being easily annoyed or irritable", with a score of 35.96% and 21,78%, respectively. table 6. mean score and description of work performance variable (z) dimension indicators score (%) interpretation task performance able to plan work so that it can be completed on time 69.29 high always remember the work that needs to be achieved 71.06 high able to prioritize 72.05 high able to carry out my work efficiently 75.59 high able to manage work time well 73.43 high contextual performance take the initiative to start a new task after the previous task is appropriate 70.67 high willing to accept challenging assignments 69.09 high striving to keep up-to-date on workrelated knowledge 73.62 high strive to continuously update job skills 76.57 high get creative solutions to new problems 71.06 high willing to accept extra responsibility 66.73 high constantly looking for new challenges at work 62.99 high actively involved in meetings or coordination 46.85 average counterprod uctive work behavior complaining about small things related to work at work 27.36 low exaggerating problems at work 13.39 very low focus on the negative aspects of the work situation rather than the positive aspects 13.39 very low discuss negative aspects of work with colleagues 20.28 very low discuss negative work things with people outside the organization 12.01 very low in this pandemic era, however, the work performance of the nurses was still high. questionnaire items with the highest score were "work efficiently", which was 75,59%, and international j. of management, entrepreneurship, social science and humanities 31 "keeping my job-related knowledge up-to-date", which was 76,57%. the counterproductive work behavior dimension of this variable had a very low score, with the most prominent behavior "complained about minor work-related issues at work," which was 27.36%. before analytical hypothesis testing, all data was tested for classical assumption, and the data was normal, had no multicollinearity, and had no heteroscedasticity. hypothesis 1 to hypothesis 3, underwent regression test and compared t score to measure the significance. the result is shown in table 7. table 7. direct effect of each variable (hypothesis 1-3) hypothesis t values r2 sig interpretation h1: organizational support → mental health -3.135 0.073 0.002 negative significant effect of organizational support on mental health h1 accepted h2: organizational support → work performance 7.530 0.312 0.000 positive significant effect of organizational support on work performance h2 accepted h3: mental health → work performance -3.779 0.103 0.000 negative significant effect of mental health on work performance h3 accepted t table for 127 samples and alpha 0.05: 1.65723 from this result, it can be seen that in indonesia, during the pandemic era, organizational support affected the nurses' mental health. organizational support also had a positive effect on the nurses' work performance, while mental health symptoms negatively affected work performance. all of these results were statistically significant. hypothesis 4 was analyzed using path analysis. the result is shown below in figure 2. figure 2. mediation path the mediating effect was assessed by following steps: step one was assessing whether there was a significant direct effect between organizational support and work performance. as seen in table 4, the effect was significant, so it can proceed to step two. step two assessed whether there was a significant effect after the inclusion of the mediator. this step was manually calculated with the sobel test, and the result was significant, as the z score from the sobel test was 2.273. this organizational support (x) mental health(y) work performance (z) -0,183 (0.017) 0,559 (0.000) 0,509 (0.002) 0,520 0,811 international j. of management, entrepreneurship, social science and humanities 32 exceeded z score for 5% significance, which is 1.96. as the indirect effect was significant, the last step is to test the strength of mediation by calculating variance account for (vaf) (raji & gomez, 2017). vaf = 𝐼𝑛𝑑𝑖𝑟𝑒𝑐𝑡 𝐸𝑓𝑓𝑒𝑐𝑡 𝑇𝑜𝑡𝑎𝑙 𝐸𝑓𝑓𝑒𝑐𝑡 = 0,509 x −0,183 (0,509 𝑥−0.183)+0.559) = 0.199 ~ 0,20……………………………………………………………(1) vaf result of less than 0.20 means no mediation, while 0.200.79 means partial mediation, and 0.80 and above means full mediation. based on the calculation result, the mediating effect of mental health between organizational support and work performance was a partial effect. discussion our study showed that organizational support, namely in the form of appropriate rewards and good case responses and tracing, has a negative and significant effect on mental health disorders of nurses during the covid-19 pandemic, namely feeling tired and irritable. this means increasing organizational support in the form of additional incentives with an appropriate and equitable nominal for all nurses involved in covid care and also providing a case response service that is responsive and non-judgmental when a nurse is detected as covid-19 positive along with a structured close contact tracing procedure, can reduce symptoms of depression in the form of feeling tired easily and symptoms of anxiety in the form of being easily annoyed or irritable. this is in accordance with research conducted by labrague & de los santos (2020), which states that support from the environment, including organizational support, can affect the mental health of nurses during a pandemic, namely by reducing the number of mental health disorders. research by havaei et al. (2021) also stated that low organizational support was associated with increased anxiety and depression in nurses during the covid-19 pandemic. chatzittofis et al. (2021), in their cross-sectional study during the pandemic, also found that lower organizational support was associated with mental distress in healthcare workers, such as depression and perceived stress. the nurses included in this study also said that with support from the hospital in the form of complete ppe, good tracing procedures, and additional benefits from the hospital, they felt their worries were reduced, especially regarding transmission. h1 accepted: there is a negative and significant effect of organizational support (x) on the mental health of nurses (y) in the covid-19 pandemic situation. this study also found that organizational support in the form of appropriate rewards and good case and tracing responses has a positive and significant impact on the nurses' work performance during the covid-19 pandemic, namely in the form of efficient work and efforts to update skills. this means increasing organizational support in the form of additional incentives with an appropriate and equitable nominal for all nurses involved in covid care, and providing a case response service that is responsive and non-judgmental when a nurse is detected as positive, along with a structured close contact tracing procedure, can improve nurses' work performance in the form of more efficient in giving services to patients and in documenting actions and administration, also increasing the enthusiasm of nurses in updating skills related to handling covid-19 by attending seminars and training both online and offline provided by the hospital and external parties. the nurses also stated that the support from the hospital triggered them to work better and more optimally. to the best of the researcher's knowledge, this study is the first study to assess the impact of organizational support on the work performance of nurses during the covid19 pandemic. there are other studies that are similar and support this hypothesis. cunha & international j. of management, entrepreneurship, social science and humanities 33 marques (2022) stated that personal factors, including organizational support, can have a positive impact on the innovation outcomes and innovative behavior of nurses during the covid-19 pandemic. another similar study is the study by shabbir et al. (2021) which states that good organizational support, together with organizational justice, will result in good work performance for bank employees during the covid-19 pandemic. zhang et al. (2022) also found that organizational support is related to job performance, as perceived organizational support would lessen the chance of role overload and thus will increase job engagement that, will attenuate job performance. h2 accepted: there is a positive and significant effect of organizational support (x) on the work performance of nurses (z) in the covid-19 pandemic situation. another founding from this study was that mental health disorders in the form of fatigue and irritability have a negative and significant effect on work performance during the covid-19 pandemic, namely in the form of efficient work and efforts to improve skills. that is, lower symptoms of depression in the form of feeling tired easily and symptoms of anxiety in the form of an irritable attitude, easily irritated and more sensitive, will improve the work performance of nurses in the form of more efficient in giving services to patients and in documenting actions and administration, also increasing the enthusiasm of nurses in updating skills related to handling covid-19 by attending seminars and training both online and offline provided by the hospital and external parties. the nurses included in this study reinforced the founding as they stated that in a calmer condition and with less burdensome thoughts, they were able to provide maximum work performance and were more enthusiastic and more focused. previous research conducted by ampofo et al. (2020) examined mental health by measuring stress and found that stress can have a negative effect on the job performance of healthcare employees in ghana. hosgor et al. (2020) also stated that there was a negative relationship between nurses' anxiety levels and their professional performance during the pandemic. keshk et al. (2018) mentioned that decision-making, which is an important component of nurses' work performance, will be more easily controlled when someone has worked for more than six years. this could be one of the reasons why nurses in this study have high work performance, as they have been working for 12 years. h3 accepted: there is a negative and significant influence on the mental health of nurses (y) on the work performance of nurses (z) in the covid-19 pandemic situation. the final hypothesis testing result, via path analysis and mediation testing, indicates that good organizational support will increase the mental health of nurses and have a positive effect on work performance of nurses. this means that with organizational support in the form of additional incentives that are sufficient and evenly distributed to all nurses involved in covid care, and the provision of case response services that are responsive and non-judgmental when a nurse is detected as positive along with a structured close contact tracing procedure service, it will reduce symptoms of depression, namely feeling tired easily and symptoms of anxiety, namely irritable attitudes, easily irritated and more sensitive, and then will improve the work performance of nurses in the form of more efficient in giving services to patients and in documenting actions and administration, also increasing the enthusiasm of nurses in updating skills related to handling covid-19 by attending seminars and training both online and offline provided by the hospital and external parties. the mediation that occurs is partial mediation, meaning that with good mental health, this variable will strengthen the positive relationship between organizational support and international j. of management, entrepreneurship, social science and humanities 34 work performance. h4 accepted: there is a significant effect of organizational support (x) on the work performance of nurses (z) through mental health mediation (y) in the covid-19 pandemic situation. conclusions to conclude, this study found that there is a positive and significant influence of organizational support on work performance either directly or indirectly, mediated partially and negatively by mental health disorders. this means that with organizational support in the form of additional incentives with an appropriate and equitable nominal for all nurses involved in covid care and the provision of a case response service that is responsive and non-judgmental when a nurse is detected as positive along with a structured close contact tracing procedure service, then will reduce symptoms of depression, namely feeling tired easily and symptoms of anxiety, namely irritable attitudes, easily irritated and more sensitive, and then will improve the work performance of nurses in the form of services to patients and recording documentation of actions and administration to be more neat and efficient and increase the enthusiasm of nurses in updating skills related to handling covid-19 by attending seminars and training both online and offline provided by the hospital and external parties. there are some practical implications of this study that should be considered by hospitals, mainly by human resource management. the results of this study can be an input for the manager to increase organizational support as it will increase nurses' mental health and further will improve their work performance. increasing organizational support can be in the form of additional incentives with an appropriate and equitable nominal for all nurses involved in covid care and the provision of a case response service that is responsive and non-judgmental when a nurse is detected as positive along with a structured close contact tracing procedure service. limitation & further research this study has some limitations. the subject number was not too large, and the research took place in only one hospital. the hospital discussed in this paper was also an infectious centre hospital, so the nurses were already used to handling infectious patients. therefore, future research is recommended to add more subject numbers from various hospitals, so the generalization of the results can fill the limitation of this study. references ahmadi, p., bakhshizadeh, a., & balochi, h. 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millennials; motherhood; mentoring; patriarchal culture this is an open access article under the cc-by-nc license. introduction leadership has always been described mainly from men's point of view. back into one of the first leadership theories, where at the time, women were not regarded as leaders in any manner. the characteristics that define successful leaders are described in masculine terms (jogulu & wood, 2006). even in the modern era, gender bias still happens, with the stereotypical leaders being men over women. in other words, men are preferred as the prototypical leader (hudson et al., 2020), despite highlighting these stereotypes as a different leadership style than men’s (eagly & johnson, 1990). this leads to the underrepresentation of women in leadership positions (bosak & sczesny, 2011), inquiring whether the development of modern leadership theories is still being centered around men. in spite of the fact that women enter the profession and hold leadership positions does not mean they do not face hurdles along the way (oecd, 2020), especially when compared to men. eagly and carli (2007) introduced the concept of the labyrinth of leadership, pointing out five walls limiting women's obstacles in their professional journey. it ranges from harmful prejudices, constant comparison of women’s leadership to men, doubt about women’s leadership style, pressure from domestic life, and inadequate social capital investment. taking the example of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa 2 │ issn 2580-0981 (online) marriage and parenthood, which are pictured as beneficial for men, not for women. women's compassion toward others is not considered an effective leadership characteristic, not as men's affirmativeness and control. this forces women to possess both characteristics but not leave their stereotypical compassion. in terms of leadership style, women's leadership style or even the application of theoretical leadership are always being evaluated by men (bass, 1999; eagly & johnson, 1990). the emergence of women leaders, or even mother leaders, brings new dynamics to organizations with their role duality due to expected gender roles (buzzanell et al., 2005; gatrell et al., 2017). motherhood shapes and amplifies leadership possessed by mother leaders, emphasizing nurturing, empathy, understanding, and empowerment (lämsä & piilola, 2015; ngunjiri, 2009). nurturing is usually associated with mentorship, where it requires the mentor to understand the mentee’s perception by empathizing with them (portman & garrett, 2005), thus raising the perception of parenthood in the mentor role relationship (ragins & mcfarlin, 1990). empowerment in the leadership context is about power and authority distribution, like involvement, information sharing, and development (liu, 2015). these characteristics are connected to millennials’ demand for the workplace of participative mentorship with a parenting nature, where their demands have become essential to be studied due to their significant role in organizational performance (burton et al., 2019; carpenter & de charon, 2014; manuaba & darma, 2021; nolan, 2015). hence, putting a notion that the leadership characteristics possessed by working mothers support millennials while balancing their role duality, especially in a patriarchal culture. the rise of the millennial workforce and women's leadership in the workplace coincided with the dynamic yet fiercely competitive economic landscape. in order to maintain high performance as the answer to staying competitive in this challenging landscape, organizational agility is introduced as making swift adjustments to the business core to adapt to the market landscape (ehioboro, 2020; harraf et al., 2015). organizational agility is composed of three aspects: strategic, operational, and leadership agility (joiner, 2019). the latter, focusing on the people aspect, plays a crucial part as it drives both the strategic and operational agility plus the continual process of learning and adapting to the changes in an agility manner (crocitto & youssef, 2003; joiner, 2019). incorporating the present organizational mix is necessary since the people aspect cannot be understated in pursuing organizational agility. this means women's leadership (along with their role duality) and the millennial workforce should be incorporated into the strategy to achieve the rank of high-performance organizations. therefore, this paper aims to discuss how motherhood shapes leadership characteristics in working mothers, which supports millennials in enabling highperformance organizations. literature review 1. enabling high-performance organization through leadership organizations are now living in a fast-changing economic environment with the impact of globalization, increase in competitiveness, shifting in customers' demand, and the presence of technology. to stay afloat among competitors, the concept of an agile organization, change management, and continuous improvement are often correlated with high-performance organizations (holbeche, 2005; khan et al., 2019; sanatigar et al., 2017; wanasida et al., 2021). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa │ 3 issn 2580-0981 (online) several factors might lead to change management failure, one of them being human capital reactions to the change (baškarada & koronios, 2017; holten et al., 2020). leadership might obviate this possibility by determining the followers’ opinion towards the change (holbeche, 2005; holten et al., 2020). treating people with respect and trust, coaching and facilitating successors, and allowing error to induce learning are also several leadership applications in enabling highperformance organizations (de waal, 2007; lacy et al., 2009; rogers & blenko, 2015). leadership importance should be emphasized in promoting organizational agility and highperformance organization. aside from discussed leadership practices in managing change, different aspects of leadership are proven to influence multilevel performance in an organization (chen et al., 2005). on top of that, when evaluating an organization's performance from a strategic perspective, the structure's significance is essential (hoyte et al., 2010). leadership may promote individual performance, which later contributes to the team and organizational performance (habeeb, 2020; hoyte et al., 2010). ensuring competency among individuals (de waal, 2007) and team cohesion (richardson & denton, 2005) are examples of how leadership may contribute to performance. thus, where leadership contributes at every level of the business, its importance in fostering high-performance organizations cannot be overstated. in terms of influencing organizational performance, leadership can be mediated by organizational culture. leaders influence the organizational culture, as organizations are not formed with certain goals and purposes that can only be achieved by coordinated and concerted group effort. this is where the leaders impose their values and belief on organizational cultures (schein, 2004). leaders typically have a direct and personal interaction with most organizational levels and play a critical role in developing and reshaping strategy, dominating decision-making, and setting the organizational atmosphere (miller & dröge, 1986). on the other hand, organizational culture also shapes what leaders should do (house et al., 1999) and creates future leaders (kargas & varoutas, 2015). influenced organizational culture may impact various processes and employees when in the end, influencing organizational performance. regarding employees, organizational culture may drive commitment and value adherence in achieving collective organizational goals (shahzad et al., 2012). 2. where are the women in the evolution of leadership theories the focus of leadership has altered over time and is an advancement from the previous era (refer to appendix). in the personality era, synthesizing the best leadership traits was not fruitful, as the traits were too specific to be generalized, and hard to find someone who possessed all qualities (king, 1990; greenwood, 1996). the behavioral era took two different approaches. the earlier was expanding the concept of the personality era. the latter focused on the followers' aspect with theories x and y. the pinpoint to the leader was more vital in contingency and situational eras. leaders are expected to be highly adaptive and identify the environment and the followers' needs to create the optimal setting (badshah, 2012; hunt & fedynich, 2019). the dynamic in leadership has developed many leadership theories in the modern era, such as leader-member exchange (lmx), which emphasizes the relationship among parties (mcclane et al., 1991) or servant leadership’s concentration on serving the follower and prioritizing their development (northouse, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa 4 │ issn 2580-0981 (online) 2016; washington et al., 2014). the silver lining of all the theories is the burden on the leaders on their capability to be highly adaptive and identify which factors will yield the best result. leadership theories have been evolving for the past 100 years but are still centered on men who are prominent and preferred leaders (hudson et al., 2020). it can argue that three inter lapping factors cause this: (1) stereotypical gender characteristics that put women as subjugated to men (eagly & johnson, 1990; risse et al., 2018; schaefer, 2016); (2) expected gender roles of motherhood (anggahegari & lantu, 2014; benard & correll, 2010); and (3) underrepresentation of women in leadership positions (bosak & sczesny, 2011). these phenomena can be exacerbated in a patriarchal culture that correlates with unequal power relations between genders where men as the dominant and portrays women's subjugation to men (murtiningsih et al., 2017; stopler, 2008). patriarchal culture’s translation in leadership language is when characteristics associated with men are considered more appreciated and thriving in the workplace (schaefer, 2016). several dimensions are used to describe this notion: (1) compassion vs. affirmativeness, where women are expected to display both and still being considered not adequate for leadership positions (eagly & johnson, 1990); and (2) big five personality, where men have higher psychological qualities that drive them to higher success and pay (risse et al., 2018). on top of that, in a patriarchal culture, idolized figure of a woman is a perfect wife and mother (anggahegari & lantu, 2014). this puts the women in challenging situations, balancing or even positioning themselves in socially constructed gender roles, both in professional work and their position in their families. this might lead to disadvantages for women in the labor market or even leave their professional careers, known as the motherhood penalty (benard & correll, 2010). therefore, these result in the underrepresentation of women in leadership positions (bosak & sczesny, 2011), wherein the end in leadership theories development. with the rapid leadership theories development, organization leaders must be selective in choosing leadership theory to be adopted as it may determine their organizational performance. adopting appropriate leadership may support the performance, and adopting inappropriate one may result otherwise (guardia, 2007). the trend of leadership theory's evolution has shown that leadership is complex and structured from several dimensions, such as leader, follower, and context. as a result, new leadership theories were born in an effort to address the dynamic change in organizations and market landscapes (benmira & agboola, 2021). thus, women's underrepresentation in leadership theories development should be reviewed to enrich the leadership body of knowledge, adapt to new dynamics in constantly changing environments, and ultimately achieve a high-performance organization state. 3. the lore of maternal instinct and innate motherhood instinct is very identic with naturality, as it is typically described as the ability to operate in such a way as to achieve specific goals without foreknowledge of the purposes or prior training (james, 1992). however, many scholars have argued that maternal instinct is a myth, and it is constructed during the experience of becoming a mother (lindberg, 2020; smart, 1996; thomas, 2014). as motherhood itself is an expression of maternal instinct (smart, 1996), this is in keeping with the fact that motherhood is not a natural trait in women (cowdery & knudson-martin, 2005; røseth et al., 2018; thomas, 2014), where different people may have different understanding of the concept of motherhood. let alone many factors have been identified for strengthening the notion international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa │ 5 issn 2580-0981 (online) of why motherhood is not a natural trait for women based on their socio-demographic characteristics (bermúdez et al., 2014; hare-mustin & broderick, 1979; mcquillan et al., 2008) and family influences (bermúdez et al., 2014). another finding where the studies conducted by lansford et al. (2021) and senese et al. (2012) is that motherhood interpretation in national cultures and identities are different, driven by several aspects of socio-demographic characteristics. national culture's interpretation of motherhood is influenced by education, religion, and employment, using several indicators such as individualism, collectivism, progressive attitude, and authoritarian attitude (lansford et al., 2021). for example, women's participation in higher education and the labor market has been connected to declining authoritarian parenting views. in contrast, as the mothers value religion more, their progressive parenting views are falling. this notion is supported by a study comparing u.s. and italian mothers, with the main finding of different cultures evaluating parental stimulation and its importance for child development differently (senese et al., 2012). education's relations to gender-role attitude become the justification for education shapes the motherhood concept, especially on sex and reproduction, closely related to religion and religiosity. higher-educated individuals may perceive motherhood as more liberal and egalitarian, in contrast to the perfect altruism of a mother (hare-mustin & broderick, 1979). age, marital status, and child status also correlate in shaping motherhood. the older generation may have experience and, therefore, different perspectives on marriage and motherhood. married individuals' perceptions are similar to highly educated individuals, more liberal, and egalitarian (hare-mustin & broderick, 1979). of course, women who are already mothers perceive motherhood as more critical than non-mothers (mcquillan et al., 2008). bermúdez et al. (2014) researched hispanic/latino parenting styles and found that hispanic mothers' parenting styles reflect their values, such as respect, sympathy, familism, and personalism. another important finding is that based on their childhood experience, women may transform that into their motherhood style. 4. millennials, the current workforce generation even though the popular concept of generations is based on birth year, their fundament stands on social and cultural major events surrounding that year. a generation can act as a social group identifier where people who faced or witnessed significant events happen, which in turn shape their collective consciousness on how they perceive and act on certain information and situations (balda & mora, 2011; stiehr & vandermause, 2017). the majority of current organizations consist of multigenerational workforces, ranging from baby boomers to generation z (christensen et al., 2018). millennials, born in the technological revolution and connectivity advancement, and brought up as special kids (christensen et al., 2018), currently dominate the workforce population (bushardt et al., 2018; gabrielova & buchko, 2021). due to this, in the workplace, they are categorized as: (1) prioritizing work-life balance (christensen et al., 2018; nolan, 2015); (2) preferring open communication and teamwork setting (cahill & sedrak, 2012); and (3) preferring on nurturing yet open to feedback environment (carpenter & de charon, 2014; cahill & sedrak, 2012; christensen et al., 2018). aside from the fact that as the most significant working cohort, millennials' influence on their organizations expands as they are the next future leaders (gabrielova & buchko, 2021) and are the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa 6 │ issn 2580-0981 (online) most impactful to their organizations (bannon et al., 2011). however, one of the most argued topics is how to retain millennials, who are perceived as having a tendency to switch jobs (burton et al., 2019; nolan, 2015). as a result, various studies have charted the desire of millennials to be retained as future talent in organizations, including leadership. the expectations of millennials in terms of leadership are investigated, as using millennials may be prone to more specific leadership styles than others. mentors and leading figures are essential to millennials since millennials want continual mentorship to advance in their careers. mentees' expectations of an ideal mentor are one of the most critical parts of a mentoring relationship (bailey et al., 2016). instead of merely managing, leaders who mentor and participate are more effective towards millennials. leaders need to possess a parenting nature, where providing centralized authority, structure, and self-confidence is essential. they also must constantly provide vision and meaning behind work and reward millennials, giving them more responsibility for their career advancement. traditional leadership methods are ineffective for virtual teams made up of millennials (burton et al., 2019; carpenter & charon, 2014). research method in order to answer the research objective of how motherhood shapes leadership characteristics in working mothers, which supports millennials in enabling high-performance organizations, this research utilized critical reflection. critical reflection, known as reflexivity or reflective practice, endorses various conceptual and theoretical understandings (fook, 2011). also known as self-reflective, it enables one to spot how discourses are perceived by examining own implicit assumptions by examining assumptions that may unravel inconsistencies and allowing for new understanding to fit into the idea. with critical reflection, the ultimate goal is to delimit restrictive understanding and ways of thinking so that new perspectives and changes may arise (morley, 2008). findings and discussion 1. motherhood, leadership, and millennials in organization being a mother in the workplace may be reflected in a negative light, rounding in the concepts of role duality and role strains (rushing & powell, 2015). gatrell et al. (2017) introduced the concept of "maternal bodies" in an organizational context. this explains why women managers are appraised based on equivocality, disrupting the organizational system, contextuality that women should be at home, and hormonal imbalance that impairs female rationality. one of the compromised organizational systems is when the women take maternity leave and are temporarily replaced by a substitute. this process affects many aspects of the organization. the women's subordinates may reject the unusual approach of succession, constantly comparing it with their original leader's way. even when the women return to their position, they may question their capability as a professional and a mother based on how the organizations treat them. this can be exacerbated by the returning period, where the subordinates may question the resumption of their previous roles (ashcraft, 1999; ladge & greenberg, 2015). however, motherhood may not always be considered a penalty to women in the workplace. the first study was conducted by lämsä & piilola in 2015, using phenomenology to identify motherhood effects on women's leadership, careers, and values. one of the analyses resulted in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa │ 7 issn 2580-0981 (online) several leadership competencies improved by motherhood, such as a profound understanding of others' perspectives, empathy, acceptance of family matters, task management, stress management, and self-confidence in negotiation. therefore, the essential finding of this study is that motherhood is considered positively affect women's leadership competencies (lämsä & piilola, 2015), which is also affecting their leadership characteristics. hence, this indicates motherhood has an amplifying effect on established characteristics or even building new ones, as the study used the word "motherhood had improved" or "motherhood taught" to represent the findings. the second study took a different approach by linking servant leadership to motherhood. ngunjiri (2009) conducted a qualitative study, describing servant leadership in a different light on nurturing and empowerment aspects of mothers. the findings of her research are healing and reconciliation, empowerment and ethic of care, and stewardship. these traits emerged from their cultural tradition, and they believed that they had equipped the women with the necessary skills they needed in their leadership position (ngunjiri, 2009). these characteristics, especially nurturing, empathy, understanding, and empowerment, are in line with millennials' expectations in the workplace (burton et al., 2019; carpenter & de charon, 2014; manuaba & darma, 2021; nolan, 2015). the summary of these studies is presented in table 1. table 1. summary of leadership characteristics of motherhood (summarized from lämsä & piilola, 2015; ngunjiri, 2009) characteristics definition empathy and understanding a deeper understanding of others' perspective, needs, condition, and hopes help them to aid their employees. acceptance of family matters emotionally and morally sensitive, accept the precedence of employee's family matters over work duties. task management organize and delegate jobs, flexible and multi-tasking conflict-solving and high negotiation skills ability to resolute conflict by reconciliation and healing based on her personal experience; highly skilled in making arguments and providing justification for a decision calm and confident high tolerance for stress and confident empowerment and stewardship nurturing employee's future through inclusivity and care on the other hand, organizations mainly consist of millennials as their biggest workforce (bushardt et al., 2018; gabrielova & buchko, 2021). their leadership expectations should be prioritized by organizations, as their influence on organizations cannot be undermined (bannon et al., 2011). millennials' expectations of leadership concentrate on participative yet possess parental figures (burton et al., 2019; carpenter & charon, 2014). these expectations might be fulfilled by mother leaders whose leadership has been sharpened by their motherhood experience—such as millennials' expectations of open communication (cahill & sedrak, 2012). these match up with leadership characteristics where mother leaders exercise empathy and understanding to foster an open communication environment, dig into the millennials' expectations of their careers, and even foster a feedback culture. their task management aspect may be the bridge of giving millennials international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa 8 │ issn 2580-0981 (online) work delegations in order to improve their future career advancement yet meaningful ones (burton et al., 2019; carpenter & charon, 2014). 2. how motherhood shapes leadership among patriarchal culture to support millennials in enabling high-performance organization patriarchal culture has positioned women to be overpowered by men with the unbalanced power relation between genders (murtiningsih et al., 2017; stopler, 2008). they are faced with the concept of role duality, which might lead to social repercussions and role strains. this happens when one role conflicts with another since gender traditionally has restrictive roles defined mainly by domestic and work obligations (rushing & powell, 2015). however, women, with their dual role and gender expectation, have overcome and adapted to the challenging situation by constantly creating the idealized version of themselves. maintaining both responsibilities has forged women to adjust based on the demand of both roles, for example, translating their motherhood parenting style into leadership characteristics. these leadership characteristics have the possibility to be distinctive, as motherhood is not an innate characteristic in women (cowdery & knudson-martin, 2005; røseth et al., 2018; thomas, 2014). as discussed by several scholars, women's role duality can be connoted as something negative, even birthed the term motherhood penalty (benard & correll, 2010; eagly & carli, 2007). however, this paper tries to show this inevitable role strain in a different light, where recent studies have been leaning towards it. a study by wang and ackerman (2020) showed that most employees believed that having working mothers sitting in leadership positions may benefit the organization. on top of that, these mother leaders who project their motherly figure were believed to support the employee's performance. this notion is in line with the findings of ma et al. (2022), where findings depicted that the motherhood experience may support women sitting in leadership positions. taking a step further into the current organizational context, these leadership characteristics can be argued that may be beneficial in order to achieve high-performance state for the organizations, especially in the current dynamic yet challenging economic landscape. while leadership influence performance (gatrell, 2007), it is also important to note that: (1) leadership is both acquired and naturally innate characteristic (arvey et al., 2007; mole, 2011); and (2) leadership is a two-way relationship of leader-follower (lussier & achua, 2016). the first portrays the possibility that these motherhood leadership characteristics can be assessed and even selected to be adopted in organizations. the second shows that it is essential to see the leader and follower relationship to select the leadership among vastly evolved leadership theories. reflecting on the current emergence of women leadership and the millennial workforce, organizations should also incorporate the millennial aspect into the mix when deciding the leadership. millennials play an essential part in organizations as the most significant working cohort, impactful generation, and the next future leaders (bannon et al., 2011; bushardt et al., 2018; gabrielova & buchko, 2021). they have their own preference when it comes to leadership, as study shows that they may be more prone to some leadership style than others (burton et al., 2019). their expectations of participative mentors who possess parental figures (burton et al., 2019; carpenter & charon, 2014) match the motherhood leadership characteristics focusing on nurturing, empathy, understanding, and empowerment (lämsä & piilola, 2015; ngunjiri, 2009). when millennials' expectations of leadership can be fulfilled, it is expected that it can also be the driver of their international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa │ 9 issn 2580-0981 (online) individual contributions in order to generate organizational performance. thus, the leadership characteristics of mother leaders may support millennials' performance to enable highperformance organizations. conclusion leaders are accountable for cultivating culture and performance in the organization. speaking in both context, the number of millennials also cannot be underestimated. the dire need of this generation is to have solid mentorship that supports not only professional but also the emotional aspect of their career, such as parental figures. on the other hand, in a commonly patriarchal culture where role strain occurs, motherhood shapes leadership characteristics. now enter the motherhood leadership, the trait that revolves on nurturing, empowerment, empathy, and understanding. these leadership traits can be learned and embedded in the organization to meet millennials' needs, optimize the company's culture, and hence boost overall organization performance. limitation & further research where this paper seeks to broaden the horizon of motherhood leadership and millennials' performance, this topic should be tested empirically. using qualitative methodology followed by quantitative methodology can be one of the ways to determine the distinctive motherhood leadership characteristics that support millennials' performance in high-performance organizations. on top of that, taking multiple angles from millennials' or mother leaders' perspectives may enrich the result. references anggahegari, p., & lantu, d. c. 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(2015). positive effects of laissez-faire leadership: conceptual exploration. journal of management development, 34(10), 1246-1261. https://doi.org/10.1108/jmd-02-20150016 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa │ 15 issn 2580-0981 (online) appendix table 2. summary of leadership theories evolution (summarized from several sources) personality era trait leadership (greenwood, 1996) fredrick taylor delivered “trait and situational approach” that a leader must acquire several capabilities: brains, education, technical knowledge or strength, tact, energy, grit, honesty, common sense, and being healthy. henri fayol pointed out his view on traits that leaders must possess: intelligence, health, morals, highly educated, administrative ability, business acumen, and organizational knowledge. behavior era michigan and ohio study (badshah, 2012; king, 1990) consideration (friendship, mutual trust, respect, warmth), initiative structure (structured organization that establishes relationships and roles, communication, ways of working), production emphasis (manner and motivating the group to get the job done), and social awareness (social interrelationship within group). theory x and theory y (hunt & fedynich, 2019; king, 1990) theory x describes people as passive and must be controlled and motivated to do their job because they despise it. theory y proposes that individuals are already driven to execute their jobs because they enjoy them, therefore they do not require external motivation or a desire for increased responsibilities. contingency and situational era fiedler’s contingency (badshah, 2012; king, 1990) leader-member relations (more power if they have good relationships with their followers). task structure (more influence if they assign structured tasks to their followers). position (more power and influence if their positions able them to absolute rights). path-goal theory (badshah, 2012) leader's efficacy is determined by how a leader's actions on driving their followers to perform, be content with their work, and accepting their leader. normative theory (hunt & fedynich, 2019; king, 1990) leaders must diagnose the situation to determine the decision-making behaviour. this has some flexibility since it does not rely on leaders’ traits and power to be effective. instead, leaders may modify their behaviour, depending on the scenario. modern era leader-member exchange (lmx) (mcclane et al., 1991) leadership as the unique relationships between leaders and each follower. supervision as influencing subordinates by incentives and penalties. leadership requires exercising influence on followers in persuading them to go beyond the bare minimums of organizational membership. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 1-16 motherhood as leadership in enabling high-performance organization by nurturing millennials in a patriarchal culture: a conceptual revisit irka wijaya, angga wisesa 16 │ issn 2580-0981 (online) transactional leadership (masa’deh et al., 2016). reciprocal interactions between leaders and their followers. it refers to the exchange of economic, political, and psychological values between leaders and followers to reach established performance requirements. leaders in transactional leadership seek to achieve a cost-benefit economic exchange with followers by meeting their material and psychological requirements to achieve desired work performance. followers in transactional leadership are expected to agree, accept, and obey the leader in return for praise, reward, and resources, or to avoid punishment. transformational leadership (badshah, 2012; hunt & fedynich, 2019; northouse, 2016; xie, 2020) leaders and followers work together to attain a common objective. by accomplishing the objective, followers will boost their job performance, dedication, and long-term learning and growth. closely associated with charismatic leader. a charismatic leader is someone who is visionary, becomes a symbol of success and achievement, is dominating, confident, has the ability to influence others, and has a high moral value. authentic leadership (gardner et al., 2011; hunt & fedynich, 2019;) focusing on positive attributes rather than negative ones. being accountable for actions, consequences, and mistakes on behalf of personal and organization, not manipulating followers, and self-importance above position needs. servant leadership (northouse, 2016; washington et al., 2014) serving the follower rather than leading by developing, nurturing, empathizing with the followers, and putting their needs first. laissez-faire leadership (pahi & hamid, 2016; yang, 2015) absence or skill-lacking aspect of a leader. leaders always avoiding their tasks and obligations at all costs, taking a long time to make good judgments, and provide little feedback to their followers. these may be resulted from strategic choice from the leader to reduce reliance, increase selfdetermination, and promote subordinate's autonomous motivation. microsoft word 1136_putu ditta agastya available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 71-88 corresponding author putu ditta agastya, putuagastya@gmail.com doi: https://doi.org/ 10.31098/ijmesh.v5i2.1136 research synergy foundation what is missing in entrepreneurship education: a case study putu ditta agastya1 1 institut teknologi bandung school of business & management, indonesia abstract entrepreneurship education is designed to create entrepreneurs. however, the percentage of selfemployed master of business and administration of entrepreneurship (mbae) graduates at a toptier business school in jakarta (tbs) is below ten percent. in the current curriculum, tbs requires their mbae students to start and develop their own business under business initiation and business growth subjects. nevertheless, that project-based learning program seems not effective to shape their students to be entrepreneurs. what is missing in entrepreneurship education? the low percentage of mbae graduates to be entrepreneurs indicates a gap in entrepreneurship education between what is really needed by students as future entrepreneurs and what business school offers as an education provider. this study aims to: (1) investigate the factors that discourage mbae students not to be self-employed after graduation, (2) have a holistic understanding of ideal entrepreneurship education from mbae students' point of view, (3) identify the gap between mbae students' and educator's perspectives about entrepreneurship programs. this study uses qualitative methods, conducting in-depth interviews (idi) and focus group discussions (fgd) among the current mbae students, graduates, and educators. this study found that economic factors, financial risk, and personal development deter students from choosing entrepreneurship as a career. mbae students expect an entrepreneurship education should accommodate a high intensity of knowledge relevance and application, real business experience, practitioner involvement, individual-level coaching, and business development support. this study also found that the business school failed to equip the students with relevant knowledge and its application to their own businesses. in order to fill the missing part in entrepreneurship education provided, tbs is suggested to implement (1) an entrepreneurship-focus internship program that concentrates on gaining firsthand experiences and knowledge acquired from entrepreneurs in a complex business environment and (2) a formal entrepreneurship training for facilitators to adapt with entrepreneurship dynamism. keywords: entrepreneurship education; entrepreneurship focus internship; phenomenography; qualitative method; training for entrepreneurship facilitators this is an open access article under the cc-by-nc license. introduction when this research initially started back in 2017, unemployment had become an enormous world issue. the global unemployment rate is expected to rise modestly by 3.4 million in 2017 and by 2.7 million in 2018 (ilo, 2017). two years later, covid-19 disrupted economic activities around the world. according to the sustainable development goals report (2021) by the statistics division of the united nations, by 2020, the global unemployment rate reached 6.5 percent, up 1.1 percentage points from the previous year. the number of people unemployed worldwide increased by 33 million, reaching 220 million. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 72 │ issn 2580-0981 (online) entrepreneurship is the key for this nation to recover faster and become a developed nation in the longer term. cooperatives and small and medium enterprises minister (menkopukm), teten masduki, is targeting to raise the proportion of young entrepreneurs from 3.18 percent to 3.95 percent by 2024 through collaborative programs with universities and private sectors (antaranews.com, 2022). according to harry matlay (2008), entrepreneurship education has positive effects on entrepreneurial outcomes where the research found a significant improvement in general business knowledge and specific entrepreneurial skill from prior to subsequent to entrepreneurship education. entrepreneurship education is one vital aspect to focus on in supporting the current entrepreneur and creating future entrepreneurs in indonesia. a study conducted by amalia and korfesch (2021) tried to map the recent entrepreneurship education in indonesian higher education and found that the former education system in indonesia is ineffective and not designed to support the creation of new entrepreneurs. it still cannot break the cultural belief that entrepreneurship is a risky battle. the current entrepreneurship education also puts more focus on the theoretical aspect and lacks practical entrepreneurial activities, where mentoring and experiential learning approaches are, in fact, the most influential factor of entrepreneurship students to become entrepreneurs. that study also evaluated tbs as one of the entrepreneurship education providers and categorized it as one institution with a pretty advance entrepreneurial learning approach. the recent findings by amalia and korfesch (2021) are one determinant factor that encouraged this study to be published since both are competing with each other. even though this study was actually conducted earlier in 2017, the research findings should still be relevant for the future development of entrepreneurship education. if entrepreneurship education should have a positive relationship with creating entrepreneurs (harry matlay, 2008) and tbs considered an advanced entrepreneurship education provider (amalia and korfesch, 2021), why it has an extremely low proportion of self-employed graduates in their mbae programs? according to the data record we had earlier, the rate is below ten percent (paramitha, tbs internal data record, 09/03/2017). and the percentage is relatively the same in 2022 (paramitha, tbs internal data record, 30/11/2022). this study tries to understand the students' expectations of the mbae program and identify the gap between the desired mbae program between mbae students' and educators' perspectives and the main reasons why the students decided not to be entrepreneurs just after graduating. literature review due to its recent development, the research in the entrepreneurship field is not yet as many or as established as the other field. it is not an easy task to find references to literature on an ideal entrepreneurship program, particularly from students' points of view. yet eventually, after a massive search, a similar study has found. the study of entrepreneurship education focused on the student's perception initially has been conducted by mukta mani in jaypee institute of information technology, noida, india, to 168 students to explore entrepreneurship education in an engineering discipline. the major findings of that study (mani, 2017) concluded that the students considered the following skill and abilities to be the most important skills for a successful entrepreneur: decision-making skills, risk-taking capacity, creativity, communication skill, and ability to prepare international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 73 issn 2580-0981 (online) a business plan. at the same time, the deterring factors considered by the students are lack of experience and lack of funds. the current research is conducted based on the principles of education where we believe that entrepreneurship can be taught. the previous research title, "can entrepreneurship be taught?: a canadian experiment conducted by jeffrey kantor (1988) showed that ordinary people believe that they have a better chance of learning entrepreneurial traits and abilities than others. the respondents also believed that abilities are more trainable (on average) than traits. however, it did not imply that education and entrepreneurship do have a wholly positive relationship. research conducted at the universiti utara malaysia (mohamad et al., 2014) showed three significant factors that influence someone's intention to be an entrepreneur. the first factor is the education factor. the probability of choosing an entrepreneur as a career option tends to be higher for respondents with an entrepreneurship degree. second is the family background of respondents. respondents with more experience in their family entrepreneurship activities have more tendencies to choose entrepreneurship as a career. last but not least is the economic factor. respondents with the higher intention to start a business upon graduation are those who have better access to the information, capital, and other facilities that ease the establishment of their own businesses. another study was also conducted in malaysia by shamsudin et al. (2017) regarding factors affecting entrepreneurial intention and found that innovativeness, risk-taking propensity, family background, and supportive environment are significantly affecting someone's entrepreneurial intention. the factor of innovativeness in entrepreneurial intention is correlated to the newness of the way to act on business. it refers to the ability of entrepreneurs, which is achieved through training and experience, to make solutions in a new situation (littunen, 2000). innovation is the way entrepreneurs contribute to economic development, which includes the development of new products, new processes, new supply resources, new market exploitation, and new ways to manage the business. (garzon and knorr, 2013: shamsuddin et al., 2017). risk-taking propensity refers to the individual's orientation to take or avoid risks. this is related to the uncertainty of business, where we can never predict the exact answer of a business result. risk-taking propensity can also refer to the tendency of an individual to take advantage in decision-making situations (littunen, 2000: shamsuddin et. al. 2017). the family background will influence someone's intention to be an entrepreneur. someone with a self-employed family member has the privilege to get a proper practitioner mentor if later he/she chooses to be an entrepreneur. besides, their entrepreneurial attitudes develop through family business experience (harris & gibson, 2008: shamsuddin et al., 2017). a supportive environment refers to government regulation, socioeconomic conditions, entrepreneurial and business skills, financial support, and non-financial support to business (shamsuddin et al., 2017). research method the data collection and analysis process is completed to obtain data and information related to the problem. this study uses several data collection methods and processes, such as library search, in-depth interview (idi), focus group discussion (fgd), transcription, and interpretation. the interviews are conducted in both ways face-to-face interviews and phone interviews. the assistance of participants in giving rich accounts of their particular experiences is enabled by international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 74 │ issn 2580-0981 (online) interviews. follow-up questions are used during the interview process to clarify and elaborate on particular points that are essential for the validity criterion (sandberg, 2002). this research employed two of the reliability procedures suggested by gibbs (2007). first is the transcription check. this checking procedure aims to avoid any mistakes in the transcription process from audio transcription to verbatim. second, the researcher is constantly comparing data with established code to ensure that the codes fitly represent the statement or topics experienced by participants. sarantakos (2005) proposed several concepts of validity for qualitative research that were implemented in this study, such as cumulative, communicative, and argumentative validity. cumulative validity is achieved if the previous research about the same topic shows a similar result. this validity will be revealed further in the secondary literature review in chapter 3, where all major findings of this study are compared with the initial research result. communicative validity is done by reconfirming the data and analysis to the informants. the process of communicative validity could be found in the idi and fgd process, where the researcher reconfirms and probe each statement of participants to get the real meaning. argumentative validity is achieved when the findings and conclusion of this research are well rationalised, as well as can be proven by the raw data. during the interview, the researcher also actively incorporated the validity strategy suggested by creswell (2009). first, by making sure that this research will provide many perspectives of participants so that the research result will be more realistic. each of the factors in the result sub-chapter is elaborated from two or three perspectives of participants. second, by doing a member checking by sending the findings to participants. in this process, each participant is involved in evaluating the polish report, codes or categories established, as well as the description to ensure the accuracy of the report. although due to time constraints and limitations, there are only two out of eight participants are involved in the member-checking process. the participants chosen for this research are those who get involved directly in the delivery process of entrepreneurship programs. divided into three types of groups, each group was expected to express their experiences regarding the entrepreneurship program through their own perspective. the first group is the current mbae students from various batches of the program. the second group is the last-semester mbae students of the program, who were no longer have classes to be attended and currently doing the final project. the third group is the management representative of tbs. table 1. shows us the detail of each participant by group and educational background. each of the mbae student participants was selected based on purposive sampling to make sure the representation of various batches of the programs. mbae student participants' intention regarding their entrepreneurial life also varies. three out of seven participants (42.8%) plan to work in a corporation after graduating; two participants (28.4%) have not yet decided on their short-term plan after graduating; one participant (14.2%) is currently doing business; one participant (14.2%) is currently working for venture capital company. five out of six participants who currently not doing business (83.3%) claimed that they are still intended to be entrepreneurs in the future. one participant (16.6%) claimed that she no longer intended to be an entrepreneur in the future. table 1. profiles of participants international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 75 issn 2580-0981 (online) no initial group position education background method interview date length of interview 1 t current student (group 1) mbae 11 design idi, phone 1/7/2017 42 minutes 2 z mbae 11 psychology idi, phone 22/06/2017 39 minutes 3 a last semester (group 2) mbae 10 architecture fgd, f2f 14/5/2017 72 minutes 4 d mbae 10 marketing fgd, f2f 14/5/2017 72 minutes 5 j mbae 10 technics fgd, f2f 14/5/2017 72 minutes 6 g mbae 9 marketing idi, f2f 12/5/2017 54 minutes 7 v mbae 9 business idi, f2f 2/5/2017 30 minutes 8 y management (group 3) director of tbs idi, f2f 20/5/2017 27 minutes note: each respondent is interviewed through two combined methods: idi = in-depth interview or fgd = focus group discussion and f2f = face-to-face interview or phone = phone interview the outcome collected through eight participants has shown data saturation. therefore further data collection is unnecessary (saunders, 2018). findings and discussion table 2. shows the details of the major findings of this study. to limit the scope, this study will be focused on participants' total mention (∑): (1) the highest 5 total mention characteristics of the expected entrepreneurship program, (2) the highest 3 total mention reasons of the discouragement to be self-employed after graduating. table 2. major findings category ∑ m gap expected entrepreneurship program knowledge relevance and application 27 ++ real business experience 14 2 - practitioner involvement 12 2 - individual level focus 16 2 - business development 17 2 - discouragement factors economics factor 3 financial risk 3 personal development 3 family background 1 personality matter 1 note: ∑= total mention by student participants per sub-category; m = total mention by educator participant per sub-category 1. desired entrepreneurship program international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 76 │ issn 2580-0981 (online) this study found four super categories, also called 'aspects', used by student participants to understand the desired entrepreneurship program: basic requirement (knowledge delivery), real field experience facilitated by business school, environmental support (mentorship), and studentowned business development. please note that one aspect may be related to one another, inseparable, or overlapping. knowledge relevance and application one of the dimensions to determine an ideal entrepreneurship program is that the knowledge perceived in the in-class learning process is relevant and applicative. this aspect is the most mentioned factor by mbae students that represent the degree of importance of its fulfillment. relevance refers to how the knowledge delivered by the facilitator in each class or session is connected with the current business situation, while application refers to the direct practice of the knowledge by every mbae student in their own business. real business experience according to the participants, the term “learning by doing” is very close to entrepreneurship. they see doing business as a learning process for entrepreneurs, and it is worth a lot more than tacit knowledge. mbae students expect tbs to facilitate and accommodate their business initiation process to be smooth and provide more opportunities for them to face the real market that indirectly can shape their entrepreneurial mentality. practitioner involvement the involvement of practitioners in the process of mentorship is believed will support the students better. the practitioner is considered to be someone that established his/her own business and manages the business. the practitioner is assumed to be able to give better inputs because they understand the field and has experienced the real business context. this aspect is also related to the practitioner figure that is trusted by mbae students to be able to help them find the right solution in a specific context. other than that, participants believe that they will get insightful sharing from practitioners where they can learn from practitioners' successes and failures in past experiences. individual level focus the participants understand that entrepreneurship education should provide a tailored program for their students, in mentorship as well as the program design. according to them, the entrepreneurship program is beyond the general setting because each of the students has a different business interest, educational background, and so forth. business development mbae students' intention to be entrepreneurs creates the expectation that it can support their business to grow, in line with knowledge relevance and application. it has been explained that business practice and mentoring aspects are two aspects that are used by student participants to evaluate an entrepreneurship program. both aspects are correlated with the business development aspect, which is also used by mbae students to evaluate the program. an entrepreneurship international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 77 issn 2580-0981 (online) program should facilitate the students to initiate, manage, and grow the business, where eventually, the output, as a result, must be able to be evaluated. table 6. shows us the overview of this aspect. 2. self-employed discouragement factors the self-employed proportion of entrepreneurship graduates can only be improved if the discouragement reason behind the decision can be identified. based on the interview conducted, we find that the decision of mbae students and graduates to work for a company after graduation is not a direct consequence of their dissatisfaction with the entrepreneurship program. economics factor the economic factor is found to be one influential factor among participants in deciding whether to be an entrepreneur after graduation or work for a company. this factor is related to information, capital, and facilities that ease the establishment of own business. in the case of the entrepreneurship program at tbs, where the majority of mbae students decided to work for a company upon graduation, the company is believed as a good source of information regarding specific industries, capital access, as well as networks that potentially will be their future partner, supplier, client, and financial capital. family background as found in the interview that family background can be either great support or an obstacle for someone to be an entrepreneur. on one side, those who are not born with an entrepreneurial family background will face difficulties in convincing their family that they will be successful by having an entrepreneurial career. on the other hand, living among families with entrepreneurial backgrounds will have the individual to be exposed to entrepreneurship activity that, directly or indirectly, will strengthen their intention and confidence to be an entrepreneur. financial risk the financial uncertainty in entrepreneurial life is one aspect that influences someone's decision either to take an entrepreneurial career or not. financial risk is related to the insecurity of participants as an individual to take the financial gamble not to get a certain monthly income. in the cases found in this study, participants postponed their entrepreneurial career idea when they felt that they are financially enough. of course, the definition of enough is relative to one other person that cannot be defined by this study. personal development participants feel that they need the opportunity to practice the knowledge and skill they received from tbs in the real business world. here, they also aim to manifest the knowledge relevance and application factors, which are not fully fulfilled. personality matter while tbs as an education institution believe that entrepreneurs can be taught, this study found that after taking entrepreneurship, one participant, participant [v], said that she eventually realized that her personality is not fit with entrepreneurial characteristic. she was referring to riskinternational journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 78 │ issn 2580-0981 (online) taking ability. she fully understands that entrepreneurs will always deal with the uncertainties that force them to take risks. according to her, the risk of being an entrepreneur is overly big, and she is not courageous enough to take it. 3. gap between mbae students and educator understanding in the context of this study, the gap refers to a difference between mbae students' and educators' understanding of an ideal entrepreneurship program. the red (++) and the white (+) cells. table 3. shows the gaps found based on the comparison between mbae students' and educators' understanding of the ideal entrepreneurship program. the red (++) cell represents the major urgency, while the white (+) cells can be described as minor gaps since it is also not included in the major finding. based on an interview conducted with mr. yankee (a fictitious name), managing director of tbs jakarta campus, we can clearly see that there is a gap found on knowledge relevance and application factor, while this factor is the highest mentioned factor by the respondent (∑) = 27. this highest total mention refers to the knowledge relevance and application aspect is the most important aspect used by participants to evaluate the entrepreneurship program at tbs. please note that not even one respondent missed this aspect of describing the desired entrepreneurship program. it is interesting to find that the most concerning aspect from mbae students' point of view was not mentioned by educators. on this condition, we cannot simply conclude that tbs does not include this aspect in its learning process, yet the gap findings can be assumed that: (1) it is not mentioned because it is already embedded in all the program, or (2) it is included on 's priority list to be delivered in its program. table 3. the gap table super category category sub category ∑ gap basic requirement knowledge relevance and application 27 ++ lecturing process evaluation 4 + facilitator 4 + time and schedule 3 + passionate 2 + leadership 2 + access network 10 + as the major findings of this current study are summarized in table 2, the secondary literature review found a similar study conducted previously in the universiti utara malaysia (mohamad et al., 2014), towards engineering students about the factors that influence someone's intention to be an entrepreneur. the first significant reason that caused respondents to decide not to be self-employed right after graduation is that they feel the need for better access to economic factors such as networking and useful information to a certain industry which they take an interest in exploiting, which they believe can be gain through working for a company. this result is in line with the result by mohamad (2014), where students with the higher intention to start a business upon graduation are those who have better access to the information, capital, and other facilities that ease the establishment of their own business. this study also indicates that someone with no international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 79 issn 2580-0981 (online) experience in entrepreneurship activities in their family has a lower tendency to choose entrepreneurship as a career right after graduation compared with other families with entrepreneurial experience. one participant is discouraged from being an entrepreneur after graduation because he finds it difficult to convince his parents to support him in his entrepreneurial career choice. his parents questioned his ability to be an entrepreneur and felt more secure if their child worked for a company after graduating. this aspect is in line with a study conducted by mohamad (2014) that said more experiences in family entrepreneurial activity would give impact someone's intention to be an entrepreneur. yet this aspect is not classified as a major finding in the current study. current research also found two aspects: financial risk and personal development, that affect participants' intention to be an entrepreneur after graduation. financial risk refers to the insecurity and feeling of uncertainty that will be faced in entrepreneurs' life with regard to monetary aspects. they feel that they want to work for a company to find financial security. students are still in their intention to be entrepreneurs, yet it is about the timing. this aspect is found in another previous study conducted by kuratko (2005), where the security-risk dilemma, is one of the factors that challenge entrepreneurial education. according to kuratko (1996), risk is an important component of the entrepreneurial process. it is a fact that entrepreneurs are known as calculated risk takers who always investigate the risk and put themselves into moderate risks rather than being mythical high-risk "gamblers" (kuratko, 1996). personal development has a relation with students' desire to apply the knowledge they received through the entrepreneurship program. they feel that they need to practice the knowledge they receive in real life. working experience in a company is believed can help them to run their business in the future through experiences they gain during the working period. politis (2005) suggests the importance of entrepreneurs' career experience in relation to entrepreneurial knowledge. the study showed that more career experience would create more effective someone's entrepreneurial skills to recognize and act towards opportunity and to cope with the liabilities of newness. the current finding of challenges faced by entrepreneurship education to create entrepreneurs are similar to previous literature. knowledge relevance and application is in line with a study conducted by fayolle et al., (2006) that found that practical knowledge is difficult to be achieved. according to the study, factual knowledge and skills can be taught in the classroom, but entrepreneurial event is also dependent on individual and contextual knowledge. this sort of knowledge primarily stems from personal experience. jack and anderson (1999) suggest that the lack of entrepreneurial experience among university staff, combined with the general lack of entrepreneurial experience among students, tends to produce classroom situations that focus heavily on. one way to enhance entrepreneurship education is through business practice experience or pronounced as 'learning by doing' (cope and watts 2000; pittaway and cope 2007 in middleton (2014). initial research suggested that individual engagement in the entrepreneurial process facilitates the learning of entrepreneurship practice through experiential knowledge (lackéus and williams middleton in press; read et al. 2011; sarasvathy 2008) in middleton (2014). fayolle and gailly’s (2001) suggested that entrepreneurship education is driven by experience more than systematic teaching processes (middleton, 2014). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 80 │ issn 2580-0981 (online) individual-level focus and practitioner involvement are in line with research conducted by vanevenhoven (2013) that proposes that individual-level entrepreneurship education must be facilitated. the process cannot be generalized. the individual-level focus is related closely to the individual students themselves, such as their current skill level, initial skill, the rate of skill adoption, and the "coach-ability" compared with other students, potentially within the same entrepreneurship education program. therefore the benefit of the program can be perceived greatly by the university, while the students can deeply benefit from the program can adapt to their individual personality traits and experience. students' understanding of the expected entrepreneurship program is defined by the school's ability to help students to develop their businesses. the entrepreneurship program is also evaluated through the extent of the growth of students' own businesses. many other universities set up business incubators to counter the high failure rate of small entrepreneurial start-up companies. the incubator acts to support start-ups until they are prepared to stand on their own (bennett, et al., 2017). based on the findings, here, the alternative solution is formed and reviewed. table 4. shows the summary of alternative solutions that will enhance the entrepreneurship program provided in order to increase the number of self-employed graduates. the alternative solution is targeted for four different groups: (1) students [s], regardless of their own business, (2) potential entrepreneurs [epo], for students who are not yet establishing their own business, (3) practitioner entrepreneurs [epr], refers to those who already have a business and currently running the business, and (4) facilitators (f), who help and support students to be entrepreneur in-class and the other learning processes. generally, those alternative solutions are approached through benchmarking from the established program with a proven track record, reviewing the literature, as well as interpretation of interview results. each alternative has its own approach to solving certain problems in major findings. based on the alternative solution evaluated, entrepreneurship-focus internship program and entrepreneurship training for facilitators are the most feasible and applicable solutions because both alternatives can mostly be supported by the current infrastructure owned in jakarta campus, considering the limitation of 's physical infrastructure since the development center, most lecturers are based in another city. this program is able to facilitate most aspects of mbae students' needs for entrepreneurship education holistically. mbae students will be able to connect the theories they received in class to the real business situation to understand their relevance and application. lecturers will act as in-class facilitators who are directly related to knowledge delivery. therefore, designing and implementing training for them will improve entrepreneurial learning quality. singh (2008) in dobratz (2014) suggested that: an “internship program can enhance students learning since the faculty members have been formally trained in board management field (i.e., organizational behavior, organization theory, hr), marketing, and finance, and did not receive formal training in entrepreneurship during their doctoral program.” an internship is one alternative way to facilitate mbae students to be involved in certain industries that they are interested in. therefore, it provides an opportunity for mbae students to get information, networks, as well as capital access. students will also be asked to find small businesses in which they are interested. therefore more personalized learning and mentorship will international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 81 issn 2580-0981 (online) be facilitated. shaver & scott mentioned that’”an entrepreneurship-focus internship can provide useful information to would-be entrepreneurs; it is an individual's knowledge base and available information that allows for the possibility to make a risky or more conservative decision, not their individual traits.' (1991)” (dobratz, 2014). sequeira, mueller, and mcgee (2007) in dobratz (2014) suggest that internship programs will provide social networks that are more than just mentors, where people or firms that are connected through a social relationship are able to provide information and knowledge. entrepreneurs will face risks and be expected to deal with them. this program will enable students to observe entrepreneurs' behavior on risk-taking. entrepreneurship students will understand and accept the challenges that will expose them to the real entrepreneurial situation that concentrates on risk-taking and creativity (plumly et al., 2008 in dobratz, 2014). the internship program will develop students' entrepreneurial confidence to deal with risks or potential failure (dobratz, 2014). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 82 │ issn 2580-0981 (online) table 4. summary of alternative solution based on literature review alternative solution target approach major problem to be solved benchmark source in literature internship program s benchmarking, interview • relevance and application • business practice • personal development • economics factor • financial risk (entrepreneurial confidence) gründerskolen, norway dobratz, et al., 2014; ruch, 2014 career management skill epo benchmarking, literature review • economic factor • financial risk • personal development • individual-level focus not mentioned politis, 2005 development center epr benchmarking, interview • business practice • business development • individual-level focus • financial risk • practitioner involvement entrepreneurship development center, bosnia, and herzegovina valerio, et al., 2014 character building s benchmarking, interview • financial risk coping (mentality) • personal development bizworld, netherlands valerio, et al., 2014 business plan competition s benchmarking • relevance and application • business practice • practitioner involvement • personal development business plan thesis competition, tunisia valerio, et al., 2014 job shadowing s benchmarking • relevance and application • practitioner involvement norwegian young enterprise lettmayr, 2011 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 83 issn 2580-0981 (online) alternative solution target approach major problem to be solved benchmark source in literature entrepreneurship training for facilitators f benchmarking, interview • relevance and application botkyrka, sweden lettmayr, 2011 note s = students, epo = potential entrepreneur epr = entrepreneur practitioner, f = facilitator (lectures, mentor) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 84 │ issn 2580-0981 (online) this program enables students to learn directly from the owner or co-founder in small business management and understand the business environment and gain experiences in order to support his/her business in the future. the internship program will also facilitate these aspects that may shorten the time length of graduates to decide to establish their own business. university should persuade the firm to allow student interns to work with the owner or top management rather than lower-level employees (dobratz, 2014). on the other hand, the internship program also benefits the employer by getting a new perspective on organizational issues, ease of use with technology, helping them with projects or tasks they are struggling to complete, and gaining brand advocates (forbes.com, 19/12/2017). these benefits will help to convince employers to participate in this initiative. the entrepreneurship-focus internship program and entrepreneurship training for facilitators will also be a manifestation of the government's vision to raise the proportion of young entrepreneurs from 3.18 percent to 3.95 percent by 2024. this initiative will be a good pilot project to be implemented by one of the most prestigious state-owned universities. thus the other business school in indonesia can eventually adapt the program for their students more smoothly. dobratz et al. (2014) suggested that internships should be integrated into formal entrepreneurship education programs to enhance student's experiences and the chances for entrepreneurial success. this program is also helping the students to better understand the connection between their studies and real-world experiences (hiltebeitel, leauby, & larkin, 2000; knemeyer & murphy, 2001) as quoted by dobratz (2014). a previous study about the impact of internships on entrepreneurship programs found that nearly 35% of entrepreneurship students that had an internship were more encouraged to start a new venture after graduation. over 85% of faculty who supervised internships felt that they were more a part of their business community (weible 2010, dobratz 2014). another study conducted in gründerskolen, norway, found that an appropriate internship could potentially provide students with deep, robust learning outcomes as students apply theory to practice and thereby contribute to performance accomplishment and improved technical skills, letting students learn vicariously (ruch, 2014). the type of internship should be matched with the type of university. according to dobratz (2014), classified as a good fit for making internship a requirement (type 2). table 5. shows the criteria classification of a suitable internship type for each school type. table 5. internship types for university programs internship types for university program criteria type 1 university type 2 university orientation research orientation teaching orientation budget weak budget strong budget part-time vs. fulltime high percentage of part-time students high percentage of full-time students culture weak assessment culture strong assessment culture proximity distance from employers closeness to employers focus showcasing the brightest students benefits for all students internship type less formal/short term <-------------> more formal/long term source: dobratz (2014) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya │ 85 issn 2580-0981 (online) type 2 universities, like, are suggested to design more formal, comprehensive, and long-term internship programs as a better option (dobratz, 2014). therefore, this program will have an extensive process from recruitment, students' preparation prior to internship, locating potential employers, strategically placing students with the appropriate internship, introductory meetings for each location, assignment and assessment, and overall program outcomes (thiel and hartley, 1997; dobratz, 2014). in the entrepreneurship-focus internship, the university should focus on setting up internship opportunities with small business owners to allow direct contact with the owner of the company. again, the main focus of the entrepreneurship-focus internship is giving access to students to work with the actual entrepreneur to learn how he/she deal with a wide range of issue where broader opportunity can be gained in a smaller company (dobatz, 2014). specific industry experience enables students to obtain information and specific knowledge about the industry that can lead to more successful entrepreneurship (dobratz, 2014). the quality of 's faculty members as students' counselors is unquestionable. yet if we are talking about entrepreneurship, the application and relevance of knowledge delivery are essential. lecturers and mentors play an important role in perceived knowledge. a previous study conducted in european countries concludes that guidance professionals in most countries shortage the required skills to offer support to students that interested in being an entrepreneur (lettmayr & riihimäki, 2011). they need to adapt to entrepreneurship dynamism both in practice, information, and technology at a fast pace. therefore they also need to learn to keep up with the newness. table 6. shows detail information about the proposed entrepreneurship training for facilitator program. table 6. entrepreneurship training for facilitators solution target benchmark entrepreneurship training for facilitators facilitator botkyrka, sweden tbs could adapt the items of the facilitator training program as suggested by lettmayr & riihimäki (2011). this program will improve the participants' technical understanding to support students who intend to establish their own businesses in terms of business plan writing, market research, as well as funding resource identification. it will also level up participants' positions to give students advice about finance management, networking, and business support structures utilization. facilitators will be the strength to develop the more practical concept of entrepreneurship knowledge and build their personal capabilities that can also be applied to their careers. conclusion this study finds various reasons that describe the trigger factors of students not to be selfemployed after graduation: economics factors that are needed to be gained along the way like information, capital, and facilities that ease business start-upsstart-ups; insecurity of financial fisk as consequences of entrepreneursial career; desired of personal development to apply the knowledge perceived in the real world; family background and personality matter. knowledge relevance and application, evaluation process, facilitator, mentality development of risk-taking and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 71-88 what is missing in entrepreneurship education: a case study putu ditta agastya 86 │ issn 2580-0981 (online) commitment, decision-making technique and creativity, business practice, financial and networking access, practitioner involvement, individual-level focus mentoring, and business development are factors used by participants to evaluate an entrepreneurship program. this study has found the missing part in entrepreneurship education – the students and educators have a different perspectives on entrepreneurship education. the gaps caused by these three aspects tend to be abandoned: knowledge relevance and application, evaluation of the lecturing process, and access to a network. we do not have sufficient data to see whether or not those aspects have been considered in the curriculum creation process, yet we can conclude that these factors are not the major focus of the university; thus, no wonder why it's not perceived well by mbae students. knowledge relevance and application is the most significant gap that needs to be fixed since it is mentioned by all of the research participants. knowledge relevance refers to what extent the knowledge delivered in the program is related to the current business situation. knowledge application refers to what extent the knowledge can be practiced directly in students' own businesses. based on the findings, this research recommends the implementation of entrepreneurshipfocus internships and training of facilitators to strengthen the entrepreneurship program at tbs in order to increase the percentage of self-employed entrepreneurship graduates. just as its literal meaning, an entrepreneurship-focus internship needs the commitment of tbs to create an internship program that gives access to the students to learn from the real entrepreneur and should be distinguished from the standard business internship program. the realization of formal entrepreneurship training for facilitators will improve the quality of the learning process, particularly the knowledge relevance and application. the proposed program can be adapted by another business school in indonesia so that we can achieve the government's vision to raise the proportion of young entrepreneurs from 3.18 percent to 3.95 percent by 2024. limitation & further research in order to limit the scope, this research is limited to investigating what is happening in the tbs jakarta campus in particular. therefore the result may not represent the other context. the perspective of other educators is important to enrich the data, and it can be explored in further research. references alberti, fernando & sciascia, salvatore & poli, alberto. 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(2014). experience-based learning in entrepreneurship education – a comparative study of four programmes in europe. 12-48-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said program of economic at universitas hasanuddin and universitas dayanu ikhsanuddin, indonesia abstract the objective of this research is to know investor behavior toward investment risk in a stock portfolio by using demography approach. the type of this research is field research by using questionnaires to stock investors registered at a security company in the makassar area. the result is investors' behavior in makassar against investment risk is neutral to the risk of stocks being a portfolio. keywords: investor’s behavior; investment risk; stock; makassar this is an open access article under the cc–by-nc license. introduction the standard financial theory is based on the assumption that investors make decisions rationally. the efficient market hypothesis also believes that share prices reflect all information available under efficient market conditions (fama, 1970). the traditional theory assumes that investor decisions are based on expected utility theory. where expected utility theory believes in the concept of rationality and states that investors make consistent and independent decisions among the various alternatives available (goyal, 2016). however, various studies have documented that investors do not behave rationally when making a decision. with this view, in the 1980s, a new concept of financial behavior appearing in finance and economics. behavioral finance is based on two buildings block of cognitive psychology and boundaries for arbitration (thaler & barberis, 2002). cognitive psychology refers to how people think, feel and remember while the limit for arbitrage opportunities that arise in the market and arbitration may not be possible of the advantages of market dislocation due to their irrational behavior. one of the basic approaches used in stock selection is by technical analysis. but also the growing psychological issues affecting financial markets, this is often known as behavioral finance. behavioral finance is the study of investment behavior based on the belief that investors can be irrational. this irrational behavior is like overact, overconfidence (thaller, 1992) regrets of decisions and others. the famous strategy generated from here is the constraint strategy (shiller, 2000), which essentially buys stocks which at the time of the assessment are performing wells. of the end of 2010, there were 415 companies selling their shares on the indonesia stock exchange (idx) with total transactions during 2010 of rp. 1,249.27 trillion or rp. 5.12 trillion per day, while market capitalization was 3,243, (zubir, 2012) the number of investors currently nationally as many as 344,872 investors are listed in the capital market. but the local investor in makassar according to data from the kustodian sentral efek indonesia (ksei) in november 2012 approximately 2,808 investors in the capital market (okezone.com, 2012). assessment of total investment as the average investment in the capital market is rp. 4.5 billion – rp. 5 billion per day while in makassar alone rp. 500 billion a month. growth of shares in makassar in july 2007 about 434 people, in june 2011 was 1944 investors increased to 3300 as of june 2012, or to rp. doi: https://doi.org/10.31098/ijmesh.v2i1.12 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 33 issn 2580-0981 (online) issn 2580-0981 (online) 600 billion per month compared with last year. in july 2012, the number of securities firms as many as 16 companies antara news.com. (2012). to know makassar investor behavior against stock risk, the writer is interested in measuring their behavior by using a questionnaire. literature review previous demographic factors are proposed and investigated as a possible driver of investor risk tolerance including age, gender, marital status, number of dependents, education (or knowledge of investment), revenue, and wealth. data required for risk tolerance studies usually have two sources: a survey of investors and the actual portfolio selection. requested, or voluntarily, to respond to various risks/returns question. the portfolio. using the actual portfolio choice, investigators will usually check the ownership of the investor in retirement accounts (moreschi, 2005). age intuitively, most financial advisors and research would hypothesize that age and risk tolerance is have made this conclusion (hallahan, faff & mckenzie, 2004 a & b; palsson, 1996; bakshi & chen, 1994; morin & suarez, 1983; and mcinish, 1982). a of age proxy, sung & hanna (1996), found that the higher risk tolerance for people 30 years or more from retirement rather. however, some recent studies found no association at all (cutler, 1995) or a positive relationship (grable, 2000; grable & lytton, 1998; grable & joo, 1997; wang & hanna, 1997). gender it has long been assumed that gender is significant for risk tolerance. in particular, the man is more tolerant of risk than women (slovic, 1966). research has supported this view, that men take more risks than women (hallahan, faff & mckenzie, 2004 a & b; grable, 2000; grable & lytton, 1998; powell & ansic, 1997; bajtelsmit & bernasek, 1996; and sung & hanna, 1996). on the opposite. grable & joo (1999) and hanna, gutter & fan (1998) each found no significant relationship between gender and risk tolerance. historically men are more tolerant of risks than women; this difference becomes less common. marital status and dependence financial advisors tend to believe that marital status affects risk tolerance. as explained by roszkowski, sn becker & leimberg (1993), this may be due to the degree of responsibility one person is facing. a married couple. married couples are more likely, so less risk tolerance. a married couple may also men had fired more social risks, which can be described as a loss of self-esteem due to investment failure. a married couple with two incomes, however, may have a greater risk tolerance driven by a greater level of risk capacity. marital, the results of the study, were mixed for the importance of marital status at risk tolerance. research from roszkowski, snelbecker & leimberg (1993), sung & hanna (1996); and faff, hallahan & mckenzie (2004 a), supports the view that one person is more tolerant of risk than a married couple. grable is tolerant of risks than single people (2000). other did not find significant the relationship between marital status and tolerance risk (see grable & joo, 1997; haliassos and intertwined, 1995; master, 1989; and mcinish, 1982). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said 34 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) education many studies have found a positive relationship between risk tolerance and the level of formal education. that the assumption that the more formal education, an individual is ready to assess the risk/return tradeoff an investment (hallahan, faff & mckenzie, 2004 a; grable, 2000; grable & lytton, 1998; sung & hanna, 1996; shaw, 1996; riley & chow, 1992; and baker & haslem, 1974). revenue and wealth regular income and wealth are believed to have a positive relationship with risk tolerance. many researchers have found this relationship significant to be significant (hallahan, faff & mckenzie, 2004 a; bernheim, skinner & weinberg, 2001; grable, 2000; grable & lytton, 1998; schooley & warden, 1996; shaw, 1996; and riley & chow, 1992). might be measured by roszkowski (1998) notes that what might be measured by this result is the risk capacity. that is, higher income or wealth levels give individuals greater capacity to run the risk. also, it is important to distinguish between absolute and relative risk tolerance. researchers generally believe that the absolute amount of income or wealth invested in risky assets is a positive function of income or wealth. ada risk assets) are positively related to income or wealth. cohn, lewellen, lease & schlarbaum (1975) did find the relative the risk tolerance of also increased with income and wealth. methods the research used a questionnaire to measure behavior investor to against portfolio investment risk the stock. data for this research was primarily collected through a survey in the form of a questionnaire. primary data refers to data, which is collected for a specific purpose and which is required to complement secondary data (wiedersheim-paul & eriksson, 1997). self-completion questionnaire seems to be one of the most common methods of quantitative researches. with a self-completion questionnaire, respondents answer questions by completing the questionnaire themselves. this method is chosen for some reasons. the first reason is that as the research questions are defined clearly, questionnaire is the best choice to have standardized data, which is easily to process, and analyze. especially, as no interviewers are present when the questionnaires are completing, the results may not be affected by the interviewers (bryman & bell, 2007, p. 241). moreover, it is cheaper than other methods (bryman & bell, 2007, p. 241). furthermore, this method helps to save time (bryman & bell, 2007, p. 241) so hundreds of questionnaires can be sent out in one batch. as the respondents are investors, they may not have much time for interviews. thus, questionnaires may make them feel more comfortable because they can do it whenever they have free time. questionnaires also are more convenient for respondents in case they need to provide some sensitive information, in other words; they tend to be more honest than in an interview (bryman & bell, 2007, p. 242). table 1. questionnaire question to measure investor behavior against portfolio risk no. question 1. after 60 days you are investing money in stock, the price down 20%, assuming no fundamental factors influence (factors influenced by market, industry, and enterprise activities) what will you do? a. sell to avoid those worries overload and try something else. b. do nothing and wait for the investment again. c. buying more, this is a cheap investment. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 35 issn 2580-0981 (online) issn 2580-0981 (online) 2. now look at the previous ques on, your stock investment down 20%, but it is part of the portfolio used to fulfill investment objectives with different periods. what you decide: a. sell b. not doing anything c. buy a lot more 3. what do you do if the investment objective is 15 years away: a. sell b. not doing anything c. buy a lot more 4. what do you do if the investment objective is 30 years away: a. sell b. not doing anything c. buy a lot more 5. the investment price on your portfolio share is up to 20% per month, where the fundamental factor does not change, then what you will do: a. sell it and lock in your profits b. stay afloat and expect more profit c. buy more and hope for more profit 6. a stock investment opportunity comes every day, but you should borrow money to get those benefits what is you will do: a. do not want to borrow b. maybe c. yes 7. you have worked for three years at a fast-growing company as an executive; you are o erred the op on to buy up to 2% of the total shares of the company (2000 shares for rp 10,000 per share). a. buy as many stocks of the company as possible and say on majority owners. b. buy a small amount c. purchased half of the stock 8. if you get excess income (bonus, salary 13, lottery) of rp. 5 million. what do you do with the money: a. shopping b. save c. buying shares 9. you want to invite someone to dinner in a new city. how do you determine the place? a. read the reviews of local newspaper restaurants b. ask a co-worker if he knows a good place c. drive around town for a while to check out the restaurant, before inviting dinner 10. the best picture of your attitude toward money is: a. saving everything you get b. to spend money to earn money c. if possible, use other people's money source: widoatmodjo (2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said 36 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) tabel 2. score value of each answer quis 1 2 3 4 5 6 7 8 9 10 score a 1 1 1 1 1 1 3 2 1 1 b 2 2 2 2 2 2 1 1 3 2 c 3 3 3 3 3 3 2 3 2 3 source: widoatmodjo (2012). before making a total score criterion, we first create a range of scores, ie (sekaran, 2005). by the way so then we then make the total score criteria as follows: total score = 10 16 = risk averse total score = 17 23 = risk neutral total score = 24 30 = risk taker experiment result characteristics of respondents the number of respondents used to measure investor behavior against portfolio risk in this study as many as 37 respondents in which the sampling method used is the sampling method is purposive sample and likert scale. respondents are from investors listed on eight securities firms from 17 securities active in makassar. of the 17 securities in makassar, the researcher only distributed questionnaires to 8 securities, while 9 securities were not distributed by questionnaires. there were 3 securities with no activity at pt. sinar mas sekuritas, pt.mnc sekuritas, pt. batavia prosperindo sekuritas, while 6 securities companies do not give a response that is pt. bni sekuritas, pt. mega capital, indonesia, mandiri sekuritas. the following distribution of samples on 8 securities, of which 82 questionnaires distributed only 37 respondents who fill the portfolio of stocks, this will be analyzed by the researcher, so that only 37 portfolios of respondents who are sampled in stock portfolio study and investor behavior on risk stock portfolio. the distribution of respondents from 8 securities firms as described in table 1 from table 1 , the average distribution of questionnaires in 7 securities firms is 10 only pt. trimegah sekuritas 4 respondents and pt. reliance sekuritas 7 respondents. further characteristics of the respondents will be illustrated in table 2, the following: table 3. demographic characteristics of investor respondents in makassar characteristics amount percentage characteristics amount percentage age work under 25 8 21.62 employers 12 32.43 26 – 35 1 2.70 goverment employess 4 10.81 36 – 45 15 40.54 private employess 15 40.54 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 37 issn 2580-0981 (online) issn 2580-0981 (online) >45 13 35.14 professional 3 8.11 separate 0 sex marital status man 22 59.46 married 21 56.76 women 15 40.54 single 16 43.24 separate 0 education income a year senior high scholl 9 24.32 <50 million 10 27 under graduate 24 64.86 50 100 million 13 35 post graduate 4 10.81 100 million 14 38 phd 0 source: primer data, 2013. based on table 3 above the most distribution in the age range 36 45 as many as 15 people (40.54%) while the lowest in the age range 26-35 as much as 1 person ( 2.70 %). respondent dominated male gender as much as 22 respondents or about 59.46 % while women as many as 15 respondents or about 40.54 % of total investors. the majority of respondents have an s-1 education background of 24 respondents or 64.86 %and followed by high school background of 9 respondents or 24.32 %. s-2 as many as 4 respondents or 10.81 %. the percentage of dominant respondent's job is private employee counted 15 respondents or equal to 40.54% and the smallest is professional work as much as 3 respondents or equal to 8.11%. to measure investors' behavior on portfolio risk, the researcher used questionnaires, where the questionnaire was distributed to registered investors in 17 securities firms in makassar. distribution of respondents based on the characteristics of marital status can be seen that respondents who have married about 56.76%, unmarried 43.24% and split about 0%. distribution of respondents based on income characteristics per year can be seen by respondents who have income <50 million as many as 10 respondents or 27%, who earn 50 100 million as many as 13 respondents or 35%, income> 100 million as many as 14 respondents or 38%. furthermore, based on the above criteria, then we can tabulation the results of filling questionnaires by 37 respondents can be seen in the appendix. based on the appendix, it can be made tabulation results of filling questionnaire of 37 respondents (table 4) table 4. tabulation of questionnaire filling results amount percentage risk averse 7 18,92% risk neutral 23 62,16% risk taker 7 18,92% 37 100 source: primer data, 2013. from table 4 which is a recapitulation of the attachment of respondents' answers to the questionnaire, question shows that from the results of questionnaires spread on 37 respondents that 7 respondents or 18.92% of respondents are risk-averse, 23 respondents or 62.16 % are risks neutral and the remaining 7 respondents 18.92% is risk taker or risk challenger. in other words, that overall average investor behavior in makassar is neutral to risk. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 32-40 investor's behavior in makassar against portfolio investment risk the stock rosnani said 38 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) as for the indication of investor behavior seen from the total value of the question on the questionnaire is if the total score on investor answers in makassar about their behavior against risk are: a. 10 to 16 means risk averse. b. 17 to 23 means risk neutral. c. 24 to 30 means a risk taker overall, the score of investors' answers in makassar about their behavior against the risk of questionnaire questions is neutral, meaning that investors in makassar if they gain profit and loss are not worried because their attitude to risk is normal. this behavior can not be separated from the influence of investor characteristic in makassar in demography, as shown in table 3. based on table 1 known characteristics of investors in makassar, which became the unit of analysis of this study. in terms of age characteristics that invest heavily in stocks and form a portfolio in the age range 36-45 years of 40.54%, age range> 45 years of 35.14 remaining in the 26-35 years age range and <= 25 years, meaning investors the average is at productive age. characteristics of respondents makassar based on sex is male (59.46%) dominates stock investment compared to women (40.54%). in other words, investors in makassar are still dominated by men, where men are braver to face portfolio risk compared to women, so it is not surprising that investor behavior in makassar, in general, is risk neutral. investor characteristics in makassar, which is the sample of this study, is based on educational studies. see table 3 is dominated by under graduate educational background meaning that investors in makassar have average undergraduate education. many studies have found a positive relationship between investor behavior on risk and education level formal. assessment that with more formal education, individuals are better prepared to assess the risk or return ( trade-off ) of an investment. makassar investor characteristic in terms of marital status (see table 3) is from 37 investors who become unit of analysis of this study, 56.76% are married the rest is not married. in other words, the average investor in makassar is already married and certainly has a dependent on his family conclusion investor behavior on portfolio risk to investor in makassar in this research sample average investor behavior is neutral to risk. this was possibly influenced by investor age, which averages still productive age that has income and owned property, also have the possibility of decreasing absolute risk aversion. however, if they invest in a risky investment, their income and wealth will be increased. in addition, the investor age factor in makassar means that investor's behavior toward risk is higher or bolder with higher formal education background and average investor income above 100 million. the average investor of this research sample is private employees and have married. all these demographic factors have influenced the risk neutrality of investor behavior in makassar. acknowledgment special thanks for the indonesia endowment fund for education (lpdp) and hasanuddin university for all its support in the process of writing this article. references antaranews.com. 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(2011). manajemen portofolio penerapannya dalam investasi saham, salemba empat, jakarta. microsoft word 979_chukuakadibia eresia-eke (147-164) available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 147-164 corresponding author chukuakadibia eresia-eke, chuks.eresia-eke@up.ac.za doi: https://doi.org/10.31098/ijmesh.v5i2.979 research synergy foundation performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke1, ubochioma udo s. osuigwe2 1 university of pretoria 2 gordon institute of business science, university of pretoria abstract the role of small businesses in the socioeconomic development of nations has been well established. despite this, the failure rate of small businesses in developing economies remains high. much of this stems from poor performance levels on the part of small businesses which is often exacerbated by the continued flux and disruptions in the business environment. recognising the importance of astute responsiveness to the dynamic business environment, this study investigates whether absorptive capacity can energise small business performance. the study employed the partial least squares structural equation modelling technique and multiple regression analysis to analyse data collected from an effective pool of 685 small business owners/managers. the results affirm that absorptive capacity has a positive though a weak relationship with small business performance. interestingly, when the absorptive capacity construct was disaggregated, it was insightful to note that not all its components bear statistically significant relationships with small business performance. specifically, the relationships between small business performance and the component factors of assimilation and exploitation were statistically supported. in contrast, the factors of acquisition and transformation have no statistically significant relationship with small business performance. the finding has important implications for practitioners and researchers as it illuminates specific components of absorptive capacity that deserve higher investments in the quest for improved small business performance. keywords: absorptive capacity; entrepreneurship; small business; performance this is an open access article under the cc-by-nc license. introduction policymakers and researchers agree that increased small business performance (sbp) impacts the development and well-being of societies (ayandibu & houghton, 2017; mthimkhulu & aziakpono, 2015). as such, while acknowledging their contributory role in economic development, wang (2016), also contends that small businesses serve to ameliorate distasteful conditions in developed and developing economies. in the context of a developing economy like south africa, smit and watkins (2012) acknowledge that small businesses lend themselves to poverty reduction, economic growth and reduced unemployment. unfortunately, despite the affirmed significance of small businesses, they continue to be plagued by multiple challenges in the resource-scarce business environments in which they operate (bah & fang, 2015). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 148 │ issn 2580-0981 (online) absorptive capacity (ac) is recognised as a dynamic capability that enables businesses to recognise and exploit emergent information for commercial use as well as to coordinate resources for the navigation of uncertain contexts (apriliyanti & alon, 2017; duchek, 2013; engelen, kube, schmidt & flatten, 2014). some scholars argue that the ac capabilities of organisations have an impact on the ability of organisations to learn, on the innovation performance of businesses as well as the transfer and sharing of knowledge (mamun, muhammad & ismail, 2017; wales, parida & patel, 2013; xie, zou & qi, 2018). as a higher-order dynamic capability, ac typically encompasses firms' organisational processes to acquire, assimilate, transform, and exploit knowledge (zahra & george, 2002). these components of ac are presented in the extant literature as the inward-looking and outward-looking components (escribano, fosfuri & tribó, 2009; roberts, 2015). the components of acquisition and assimilation are considered outward-looking, given that they are used to process information from various sources quickly. the inward-looking components consist of transformation and exploitation, which facilitate the interpretation and analysis of information for quicker response to changes in the environment (lewin, massini & peeters, 2011). khan, lew and marinovac (2019) maintain that ac is crucial in enhancing exploitative and exploratory innovation in the context of developing economies. aboelmageda and hashemb (2019) argue that ac influences sustainable capabilities and green innovation adoption for small businesses in developing economies. similarly, kale, aknar and başar, (2019) reveal that in the developing economic context of turkey, ac directly impacts small business performance. this is exceptionally instructive because partly, what encumbers small business performance is their inability to cope with the peculiar characteristics in developing economies that create harsh operational circumstances. the lack of capacity to navigate the uncertainties bodes dire consequences for the small business sector in developing economies, which is a problem with profound socioeconomic ramifications. impelled by the conviction that ac prowess might be critical for small businesses operating in uncertain environments, the current study seeks to deepen the understanding of ac at an organisational level by interrogating the performance effects of small business ac in developing economies. blackburn, hart, and wainwright (2013) and hansen and hamilton (2011) tried to frame the performance of businesses as a consequence of aspects of human capital. on a different trajectory, corner and wu (2012) canvass the idea that it is more appealing to explain businesses' performance under uncertain conditions by recognising businesses as artefacts of alternative, complex, nonlinear, seemingly disordered and iterative processes. duly cognizant of these positions that are not mutually exclusive, the current study investigates the possible relationship between a business' absorptive capacity (ac) and its performance, given that the environment is rife with adversities, constraints, uncertainties and ambiguities. the construct of ac, despite the lack of a definitive understanding by scholars, is conceptualised in some studies (see mamun et al., 2017; sjödin, frishammar & thorgren, 2019) as the ability to recognise new information, integrate it into the business and utilise it to create value. on this score, it would seem that the import of ac for small business performance may be profound in a country like south africa, with its unique social architecture shaped by the turbulence experienced before the dawn of its democratic dispensation. broadly, the current study investigates the relationship between ac and performance in small businesses. additionally, the study also aims to examine the individual relationships between the component factors of ac and the performance of small businesses. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 149 issn 2580-0981 (online) literature review scholars (see conboy, mikalef, dennehy & krogstie, 2020; schilke, hu & helfat,2018; wohlgemuth & wenzel, 2016) concur that, dynamic capabilities differentiated from ordinary capabilities, enable a business to reconfigure its existing resources and capability base. this argument draws from research in the resource-based view (rbv) domain, that is fundamental to the understanding of the significance of internal capabilities and resources (zahra, 2021), which are crucial in ac and small business performance relationship. however, research has acknowledged that there are shortcomings in the use of the rbv for explaining certain behaviours of organisations operating in uncertain environments (shan, cai, hatfield & tang, 2014), which is the context of small businesses in south africa. according to dopfer, von humboldt, chalmers and gassmann (2017), the rbv lens does not allow for a complete explanation of the processes that small businesses go through as they respond to uncertainties in their contexts. limitations like this, give impetus to the dynamic capabilities perspective, introduced by teece, pisano and shuen (1997), as an extension of the rbv which allows it then, to address the challenges of uncertain and dynamic environments relating to how resource bases are recombined in such situations (chen, michel & lin, 2021).). this understanding of dynamic capabilities highlights why small businesses have to continuously adapt to changes and establishes its relevance to the present study. more so, in uncertain environments, characterised by constant changes and resource scarcity, the capability to quickly sense and respond to contingencies can determine the survival or demise of small businesses (weaven, quach, thaichon, frazer, billot & grace, 2021). dynamic capabilities, according to fainshmidt, pezeshkan, lance frazier, nair and markowski (2016), are differentiated in terms of higher-order capabilities consisting of routines, and lower-order capabilities comprising ordinary activities and administration. the concept of dynamic capabilities is understood as the ability of an organisation to rapidly respond to an environment characterised by flux through a decisive creation, extension and modification of the firm’s capability (dyduch, chudziński, cyfert & zastempowski, 2021). dynamic capabilities involve sensing, learning and reconfiguring (wilhelm et al., 2015) of information relevant for decision-making. the current study subscribes to the idea that the ability to sense and assimilate insights will enhance continued access to nuanced ideas (engelen et al., 2014), which increase the propensity of small businesses to exploit emergent opportunities. this perhaps emphasises the potential value of absorptive capacity, which is a dynamic capability, in small businesses. xie et al. (2018) assert that ac helps businesses to become innovative and responsive to environmental nuances by leveraging new knowledge. ac was initially conceptualised by cohen and levinthal (1990) as the capability to recognise new information, assimilate it and apply it for business benefits. building on the initial conceptualisation of ac, zahra and george (2002) proposed that ac comprises the components of acquisition, assimilation, transformation and exploitation. cohen and levinthal (1990) describe the acquisition component of ac as the ability to recognise the value of new and external information. in the opinion of zahra and george (2002) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 150 │ issn 2580-0981 (online) this engenders the accumulation of knowledge that is relevant to the operations of the business. for müller, buliga and voigt (2021), acquisition is concerned with how the firm identifies and obtains knowledge from external sources. chauvet, cohendet and mazouz (2014), from a knowledge-sharing perspective, describe acquisition as consisting of both external and internal dimensions of prior knowledge, prior investments or commitment to acquiring and sharing of knowledge. the ac component of assimilation refers to the internal routines and processes of a business that enable the analysis, processing, interpretation and understanding of the new information acquired from external sources. in essence, the assimilation of knowledge entails the ability of the business to develop relevant processes to learn and make sense of the knowledge that has been acquired (chauvet et al., 2014; engelen et al., 2014). xie et al. (2018) contend that the component of transformation involves knowledge renovation that engenders ease of absorption and integration for organisational use. this component therefore relates to the ability of the business to modify the processes for the integration of newly acquired and assimilated knowledge so that it is compatible with the business' existing knowledge. transformation as a component of ac is likened to the process of bisociation that feeds an entrepreneurial mindset which in turn, drives entrepreneurial action. this process entails the capability to recognise two sets of information that are seemingly incompatible but are nonetheless integrated to form a new set of information which invariably amounts to the generation of new insights (ahmed, guozhu, mubarik, khan & khan, 2020), among others. miroshnychenko, strobl, matzler, and de massis (2021). describe the ac component of exploitation as the ability to apply the new external knowledge for commercial benefits. in harmony with this view, engelen et al. (2014) assert that exploitation refers to how the combined knowledge is used for commercial benefits, which inevitably translates to business performance. according to khan et al. (2019), this is feasible when the act of exploitation enables the business to consolidate the acquired and integrated new knowledge within its operations in a way that is expected to improve business performance. the concept of business performance is sometimes used interchangeably with the multidimensional concept of growth that is framed in terms of financial, structural, strategic, and organisational growth (chimucheka, 2013). though the significance of measuring the performance of businesses has been noted in literature (selvam, gayathri, vasanth, lingaraja & marxiaoli, 2016), vij and bedi (2016) highlight the absence of a consensus among scholars as to what constitutes business performance. zulkiffli (2014) notes that the challenge of defining sbp has resulted in a dearth of literature pivoting around the measurement of sbp. indeed, extant literature on business performance is predominated by indicators for measuring the performance of large businesses to the detriment of small businesses (anggadwita & mustafid, 2014). in a bid to provide an explanation for the situation, blackburn et al. (2013) contend that the difficulties in measuring sbp stem from the diverse contexts that small businesses operate in as well as the contrasting capabilities and aspirations of their owners. to accommodate this, exposito and sanchis-llopis (2018) assert that some studies on sbp employ subjective measures to gauge performance as they are known to have strong inter-rater reliability. furthermore, the fact that subjective performance measures and objective performance measures are usually correlated, lends support to the validity of subjective performance measures (ling & kellermanns, 2010) for the measurement of sbp. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 151 issn 2580-0981 (online) instructively, studies (see jiménez-barrionuevo, 2019; wales et al., 2013; xie et al., 2018) have reported varying outcomes regarding the relationship between ac and various indicators of business performance. with respect to this, limaj and bernroider (2019), in a study appraising the effects of ac and cultural balance on innovation performance in small businesses, reveal that ac has no effect on exploitative innovation. conversely, the studies by rodríguez-serrano and martínarmario (2019) as well as mamun et al. (2017) reveal that ac has a positive impact on the performance of small businesses in uncertain environments. similarly, in a study probing the underlying relationship between ac and the innovation performance of high-tech companies, xie et al. (2018) revealed that ac is positively related to innovation performance. mennens, van gils, odekerken-schröder and letterie (2018), in an empirical study exploring the precursor of service innovation performance in small businesses, report that small businesses that display higher levels of realised ac are more likely to innovate. while examining the role of absorptive capacity in managing external knowledge, escribano et al. (2009) provide evidence that ac equips businesses with the ability to sense and exploit external knowledge for innovative outcomes. on their part, wales et al. (2013), found that ac has a significant inverted-u relationship with increases in sales, operating profit and return-on-assets. the findings of the study by flatten, greve and brettel (2011) revealed that ac has a positive significant relationship with growth in sales, return on investment, operating profit margin, return on equity, and customer retention. these findings are associated with performance measurements different from those that the current study intends to utilise. additionally, findings in prior studies highlight a lack of congruence in results which may be consequent upon the role of peculiar contextual nuances in the association between ac and business performance, however it may be denominated. the implication therefore is that results from prior studies cannot be relied upon to accurately project what the nature and extent of the relationship between ac and sbp in south africa could be. however, duly cognisant of some of the positions in extant literature, this study elects to hypothesise that: h1: absorptive capacity has a positive relationship with small business performance. h1.1: the acquisition component of absorptive capacity has a positive relationship with small business performance. h1.2: the assimilation component of absorptive capacity has a positive relationship with small business performance. h1.3: the transformation component of absorptive capacity has a positive relationship with small business performance. h1.4: the exploitation component of absorptive capacity has a positive relationship with small business performance. these hypothesised relationships form the basis for the conceptual framework of the study as depicted in figure 1. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 152 │ issn 2580-0981 (online) figure 1. conceptual framework research method philosophical underpinnings and assumptions are important in research studies as they provide direction in the research, ensure a better comprehension of research processes and create an alignment of the various elements of the study (sefotho, 2015). philosophically, this study adopted an objectivist ontological and a positivist epistemological disposition. aliyu, bello, kasim and martin (2014) contend that the epistemological positivism is founded on the ontological principle that reality is independent of the observer. data were collected from the small businesses through a survey instrument that was distributed online. the instrument primarily contained two major scales for measuring ac and sbp. scales for the ac construct have been operationalised and validated by scholars such as camisón and forés (2010) as well as flatten, engelen, zahra and brettel (2011), among others. in the present study, ac is measured using a scale by fernhaber and patel (2012), which is adapted from jansen et al. (2005) and made relevant for small businesses. this scale measures the ac components of acquisition (6 items), assimilation (3 items), transformation (6 items) and exploitation (6 items). the scale’s 21 items consisted of statements that were accompanied by 5-point likert-type answer options anchored by 1 (strongly disagree) to 5 (strongly agree). for sbp, several studies (see awotoye & singh, 2017; bouguerra, 2017; gong, zhou & chang, 2013; jin, madison, kraiczy, kellermanns, crook & xi, 2017) have employed multi-dimensional scales to measure the construct. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 153 issn 2580-0981 (online) the present study subscribes to this approach and measures small business performance with a multi-dimensional subjective scale developed by zahra and george (2002). the scale consists of six items that broadly measured the satisfaction of respondents with the different aspects of business performance related to profitability and growth. all the items were accompanied by a 5-point likert-type answer options anchored on 1 (not satisfied) to 5 (very satisfied). the target population for the study consisted of owners and managers of small businesses drawn from different economic sectors in south africa. to access members of the target population, a database compiled from various small business hubs was used for the study. in total, 2180 questionnaires were despatched and 1027 small business owners and managers in south africa responded to the survey, which represented a 47% response rate. following a check of the returned questionnaires, only 685 of the returned questionnaires were completed fully by respondents and so were retained for data analysis purposes. the data was analysed with descriptive and inferential statistical tools, and this is in tandem with the view of sreejesh, mohapatra and anusree (2014) that data analysis refers to the interpretation of collated data using a variety of statistical tools. the position is echoed by sekaran and bougie (2016) that among other things, data analysis is utilised to determine if the hypotheses of a study are statistically supported or not. findings and discussion the research instrument of the present study contained profile questions that sought information related to the demographics of the respondents. statistics south africa (2020) groups individuals in south africa within the ages of 15 to 34 years as youths while age groups from 35 years and above are considered adults. the age distribution of respondents in the study shows that only 2.2% fall in the bracket of youths. this might be reflective of herrington et al.'s (2017) observation of low levels of entrepreneurial activity among the youth in south africa. the groups comprising respondents aged between 35-44, 45-54, 55-64 and over 64 were represented by 16.2%, 31.4%, 31.5% and 18.7% of the respondent population, respectively. according to the results of the study, the respondent population comprised 66% (450) males and 34% (235) females. this gender representation demonstrates that for every ten male respondents there were five female respondents who took part in the study. while this may suggest that the sample is predominantly male, the result somewhat mirrors the findings of the gem south africa report that revealed that for every ten male entrepreneurs, there were seven female entrepreneurs in south africa (herrington et al., 2017). using the pls-sem technique that includes pls algorithm and bootstrapping calculation methods, factor analysis was performed to evaluate the measurement scales and confirm the components of the ac and sbp scales. notably, for modelling purposes, ac is theorised as a secondorder reflective construct, while sbp (the endogenous variable) is a single factor construct. the second-order nature of the ac construct required that its first-order dimensions had to be validated prior to the examination of the feasibility of the second-order constructs. to confirm the reliability of the items of the final measurement scales, this study followed a common rule that stipulates that if item loadings are considered weak, according to götz, liehr-gobbers and krafft (2010), they can be deleted to improve the model. in this instance, while hair jr, howard and nitzl (2020) recommend item loadings > 0.7 with t-statistics ± 1.96 for item reliability, hulland (1999) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 154 │ issn 2580-0981 (online) acknowledges the unlikelihood of obtaining high factor loadings and argues that even items with loadings of 0.4 or 0.5 can be considered as reliable. the present study went through eight and two iterations for the ac and sbp scales, respectively to ensure that the measurement scales achieved the required item loadings of 0.5 and above, thereby, providing an initial confirmation for item reliability. this resulted in the removal of one item from the sbp scale and eleven items from the ac scale. the final measurement scale confirmed from the factor analysis of the first-order construct of the ac scale consists of aq (2 items), as (2 items), tf (4 items) and exp (2 items). this confirmed ac first-order, four-factor scale has been used in other ac focused studies (see chauvet et al., 2014; flatten et al., 2011; jansen et al., 2005; xie et al., 2018). the confirmed scale for the sbp scale includes the six items that are consistent with indicators mostly used to measure business performance (see selvam et al., 2016; shepherd & wiklund, 2013). figure 2 illustrates the final measurement scale of the ac construct. according to the item loadings displayed in the figure, the items for as (0.925 and 0.904) have strong item loadings, followed by the item loadings of exp (0.858 and 0.825) and aq (0.845 and 0.785). items for tf (0.805, 0.776, 0.693 and 0.586) showed a mix of moderate and strong item loadings. based on the item loading values derived from the factor analysis, which are above the 0.5 threshold, the ac measurement scale is confirmed as adequate for the estimation of the structural models. figure 2. final measurement scale of the ac first-order factors table 1 presents the items of the confirmed ac and sbp measurement scales with their acceptable loadings, t-statistics and significance levels. additionally, the values of the average variance extracted (ave) and composite reliability (cr) of each of the factors of the measurement scales and their significance levels are provided. the outlined item loadings are all significant at the 0.01 level. as part of the effort to confirm the measurement scales for ac and sbp, construct validity (convergent and discriminant validity) and the internal consistency of the items were calculated. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 155 issn 2580-0981 (online) to evaluate convergent and discriminant validity, the ave, item cross-loadings, the square root of ave and heterotrait-monotrait (htmt) correlations were calculated for the scales. the ave and cr values of the ac factors of aq (ave=0.665, cr=0.799), as (ave=0.837, cr=0.911), tf (ave=0.519, cr=0.810) and exp (ave=0.708, cr=0.829) as shown in table 1, meet the required thresholds. in addition, the results of the bootstrapping process demonstrate that all the ac factors of aq (ave t-value = 26.107, cr t-value = 30.319), as (ave t-value = 55.889, cr t-value = 102.339), tf (ave t-value = 25.510, cr t-value = 59.404) and exp (ave t-value = 36.063, cr t-value = 60.110) have t-statistics>1.96 and are significant. these outcomes confirm convergent validity and the internal consistency of the items for the measurement of ac. for the sbp scale, results showed an ave value of 0.702 and a cr value of 0.933. a review of the bootstrapping outcome indicates that an ave t-value of 46.192, a cr t-value of 198.391, a t-statistic > 1.96 and a p< 0.01 are associated with the sbp scale. these values confirm the convergent validity and the internal consistency of the items for the measurement of sbp. table 1. confirmed measurement model values of the absorptive capacity and small business performance scales factors items loadings |tvalue|˄ pvalue ave |tvalue|˄ pvalue cr |tvalue|˄ pvalue sb p s ca le sbp s1 0.904 95.586 0.000 0.702 46.192 0.000 0.933 198.391 0.000 s2 0.913 92.298 0.000 s3 0.858 65.669 0.000 s4 0.882 71.435 0.000 s5 0.753 29.179 0.000 s6 0.694 20.749 0.000 a c s ca le aq a1 0.786 8.120 0.000 0.665 26.107 0.000 0.799 30.319 0.000 a5 0.844 10.688 0.000 as a8 0.904 68.288 0.000 0.837 55.889 0.000 0.911 102.339 0.000 a9 0.925 94.056 0.000 tf a10 0.693 16.635 0.000 0.519 25.510 0.000 0.810 59.404 0.000 a11 0.776 22.576 0.000 a12 0.805 30.038 0.000 a15 0.586 10.100 0.000 exp a19 0.825 20.613 0.000 0.708 36.063 0.000 0.829 60.110 0.000 a21 0.858 25.499 0.000 to establish discriminant validity, a review of the outer loadings using the cross-loading criterion for item level discriminant validity was conducted to ensure that the observed variables are loading on their respective factors. the sbp scale items loaded highly within the variable and the loadings of the items range from 0.694 to 0.904. with loadings that range from 0.586 to 0.924, all the items of the ac scale have relatively higher loadings within their respective factors. this result provides initial confirmation of item level discriminant validity across the ac and sbp measurement scales. with the satisfactory results, descriptive statistics related to the factors can be reported. as shown in table 2, the mean scores for the ac factors of aq (3.39) and as (3.33) are slightly above international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 156 │ issn 2580-0981 (online) average, which is a pointer that respondents have a moderate inclination towards acquisition and assimilation of emergent insights in their business environment. however, the higher mean scores of tf (3.68) and exp (3.77) denote that the respondents have a higher proclivity towards the transformation and exploitation of new knowledge in their businesses. the scope of the skewness values for aq, as, tf and exp are between -0.216 and -0.794, while associated kurtosis values lie between -0.001 and 1.494. these values are within the requirement boundaries of ±2 recommended by george and mallery (2010) for data to be considered as being normally distributed. the mean score and sd for the composite ac construct were 3.55 and ± 0.888 respectively and in essence, the statistical means obtained confirm an adequate model fit for the actual data. table 2. measures of central tendency latent variables item statement item mean latent variable mean std. dev. (sd) skew ness kurtosis aq a1 we have frequent interactions with others in the industry to acquire new knowledge related to product development. 3.700 3.39 ± 0.997 -0.759 0.137 a5 we organise special meetings with customers. suppliers. or third parties to acquire new knowledge on the process. product. logistics and distribution related innovation. 3.080 ± 1.160 -0.216 -0.887 as a8 we are able to quickly identify new opportunities to meet our customer needs. 3.860 3.33 ± 0.817 -0.709 0.584 a9 we quickly analyse and interpret changing market demands. 3.690 ± 0.850 -0.522 -0.001 tf a10 we regularly consider the consequences of changing market demands in terms of new products. 3.760 3.68 ± 0.834 -0.577 0.277 a11 employees record and store newly acquired knowledge for future reference. 3.630 ± 0.875 -0.688 0.383 a12 we quickly recognise the usefulness of new external knowledge to existing knowledge. 3.920 ± 0.687 -0.794 1.494 a15 different units in the venture sometimes meet to discuss consequences of new product development and 3.410 ± 0.939 -0.443 0.134 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 157 issn 2580-0981 (online) latent variables item statement item mean latent variable mean std. dev. (sd) skew ness kurtosis other process or organisation innovation. exp a19 we constantly consider how to better exploit knowledge. 3.940 3.77 ± 0.758 -0.794 1.055 a21 our employees speak a common language regarding our innovation practices. 3.590 ± 0.851 -0.498 0.451 sbp extent of satisfaction with the small business: s1 return on investment 3.334 3.144 ± 1.1795 -0.501 -0.572 s2 return on equity 3.239 ± 1.1895 -0.409 -0.695 s3 net profit margin 3.207 ± 1.1721 -0.371 -0.665 s4 return on assets 3.143 ± 1.1416 -0.347 -0.668 s5 growth in sales 3.057 ± 1.1907 -0.265 -0.829 s6 market share growth 2.882 ± 1.1776 -0.106 -0.893 sbp was measured using a 5-point likert-type scale operationalised by zahra and george (2002) consisting of two factors, growth and profit satisfaction, with seven items. following the validation of the construct in the present study, it is confirmed as a single factor construct with six items that range from s1 to s6 as presented in table 3. the mean of the observed variables ranges between 2.882 and 3.334, suggesting a slightly moderate agreement with the performance indicators. the skewness values of the items range between -0.106 and -0.501, while the scope of the kurtosis ratios ranges from -0.572 to -0.893. these skewness and kurtosis results are satisfactory, which means that the derived data for sbp is normally distributed and can be used for structural modelling. the composite mean score (3.144) and the sd (± 1.175) of the sbp observed variables suggest that responses were dispersed, and respondents are moderately satisfied with the performance of their businesses. more so, the statistical means confirm an acceptable model fit for the observed data. to investigate the relationships hypothesised in the study, multiple regression analysis was conducted, and two multiple regression models as shown in table 3. when the component factors of aq, as, tf and exp as well as the dependent variable of sbp were examined, only the hypothesised relationships between as and sbp (h1.2) as well as between exp and sbp (h1.4) were statistically supported. both relationships were positive and of statistical significance at a 99% confidence level. conversely, the regression analysis results show that aq and tf do not have a statistically significant relationship with sbp, and this implies that h1.1 and h1.3 are not statistically supported. the regression model with the components of ac and sbp is statistically significant. the r2 value associated with this regression model indicates that 15% of the variability in the dependent variable of sbp can be explained by the independent variables in the model. table 3. regression analysis results international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe 158 │ issn 2580-0981 (online) dependent variable: sbp regression model with aq, as, tf and exp as the explanatory variable independent variables standardised coefficient standard error t-stat pvalue aq -0.044 0.059 -1.044 0.297 as 0.307 0.061 6.502 0.000 tf -0.003 0.092 -0.060 0.952 exp 0.153 0.079 3.306 0.001 r2 0.150 f statistic 30.034*** number of obs. 684 regression model with the composite construct of ac as the explanatory variable independent variables absorptive capacity 0.208 0.115 5.554 0.000 r2 0.043 f statistic 30.851*** number of obs. 684 *** indicates significant at 1% when the hypothesised relationship (h1) between ac as a composite construct and sbp was examined, results obtained showed that it was statistically supported. the relationship expressed in h1 was proven to be positive and statistically significant at a 99% confidence level. the model with ac as a composite construct along with sbp is statistically significant. the r2 value associated with this regression model indicates that 4.3% of the variability in the dependent variable of sbp can be explained by the composite ac construct. the findings demonstrate that ac is a critical capability utilised by small businesses in developing economies as they navigate the challenges consistent with their context. evidently, ac is employed by small businesses as they recognise emergent opportunities, use acquired insights to reconfigure existing resources, and exploit these opportunities to achieve business performance. this finding related to the ac composite construct is consistent with the findings of other studies within the developing and emerging economy context (see liu, zhao & zhao, 2018; dos santos, roldan & loo, 2021; tzokas, kim, akbar & aldajani, 2015). specifically, though, small businesses in developing economies are more inclined to use their assimilation and exploitation capabilities to achieve business performance. conclusion overall, based on the results obtained through the regression analysis, the study declares that while h1 (ac-sbp), h1.2 (as-sbp) and h1.4 (exp-sbp) were statistically supported, conversely, no statistical support was found for h1.1 (aq-sbp) and h1.3 (tf-sbp). these results are insightful as they affirm that efforts towards improved ac would likely engender better sbp. this is understandable against the backdrop of the fact that the ac of a business avails important information to decision-makers so that they can act to improve the performance of the business from positions of knowledge rather than ignorance. the finding is novel as previous studies that considered ac a predictor variable did not investigate its import for subjective measures of small international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 147164 performance implications of the absorptive capacity of small businesses in a developing economy chukuakadibia eresia-eke, ubochioma udo s. osuigwe │ 159 issn 2580-0981 (online) business performance linked to the perceptions of owners/managers. additionally, the disaggregation of the ac constructs allowed the study to identify the specific components of ac that had statistically significant relationships with sbp. as identified in the study, these were assimilation and exploration. the implication is that owners/managers who recognise that ac plays a role in sbp should invest in enhancing the business' propensity to assimilate and explore information/knowledge from external sources instead of focusing on the ac components of acquisition and transformation. these revelations have profound practical and theoretical implications as they emphasise that in the uncertain south african small business environment, there is a need for researchers and practitioners alike to accord due attention to the components of as and exp whenever the issue of ac is of interest. limitation & further research the study relied on a database of small businesses that were personally developed by relying on information collected from selected business hubs that were accessible. this significantly limits the generalisability of the results of the finding to the broader pool of small businesses in south africa. this limitation could, however, not be overcome as no comprehensive dossier of small businesses in south africa exists. the ex-post facto design adopted for the study implies that respondents were expected to remember certain aspects of ac related to business operations that may not necessarily have been current. the limitation associated with this is related to the fact that views canvassed could only be informed by events that the respondent could clearly remember. additionally, data were collected cross-sectionally even though ac and sbp are more inherently longitudinal. the study also relied exclusively on subjective measures of sbp, which may not necessarily be a correct reflection of the actual performance of the small business. future research could be undertaken using data collected 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2) change: traditional schooling is too formal and boring; 3) captivate: learning is fun when it is linked to memorable experience; 4) compete: to compete and be recognized. findings from the study recommended the following: a) educational institutions should consider including the use of gamification techniques in their curriculum to provide students with appropriate learning opportunities; b) researchers and developers can create more engaging resources for students' enjoyment and learning; c) school administrators should consider enrolling teachers in professional development seminars and training linked to gamification approaches; d) future scholars can choose to perform a qualitative and quantitative study on their subject areas to add to the body of knowledge in this understudied field, and e) future study collaborations on the application of gamification approach in teaching and learning can be done with educators from other countries. keywords: gamification techniques; games; tle; exploratory courses this is an open access article under the cc-by-nc license. introduction the traditional teaching approach has been used in the philippine educational system for a long time, and it requires nothing from the students in terms of active participation—all they must do is sit quietly in their seats and pay attention to the teacher’s didactic style. teachers "spoonfeed" their students' knowledge and understanding of concepts and values (chi-kin et al., 2010). when a classroom is teacher-centered, it becomes organized, and the instructor can easily manage the pace of the class. additionally, since the teacher oversees the classroom activities, the teacher should not be concerned that a student would miss an important concept. the student's only opportunity for participation is through recitation. in addition, the pupils undertake homework assignments at home and memorize the lessons. their test may consist of oral recitation, quizzes, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 34 │ issn 2580-0981 (online) and a signed written exam. here, pupils only acquire "declarative knowledge," which consists of memorizing, reciting, describing, and classifying the information provided by the teachers. it is a task-focused teacher-centered approach where the learner's retained knowledge mostly depends on the instructor's preparation and teaching style. therefore, students who struggle with memorization are most likely to fail the course, making them feel intellectually inadequate and preventing them from continuing to the following degree. the traditional teacher-centered model dominated the philippine educational system for a long time. some teachers in the current system still use it with increased knowledge that students' passive responses during teaching sessions are one of the reasons why students lose interest in attending school. in the philippines, the pandemic caused enormous educational changes, and the effects are seen even now as teachers offer classes in the new typical arrangement. the pandemic also prompted us to experiment with blended learning and identify only the most essential learning competencies, or melcs, in the classroom. these modifications result in abrupt shifts in how courses are delivered, particularly in technology and livelihood education (tle). it is a subject in the k-12 curriculum that attempts to provide students with the required skills through training and hands-on activities. it involves the application of students' skills rather than their knowledge. the challenge is how to inspire students to engage themselves and develop new abilities in an online distance learning environment—finding out how this generation may learn more efficiently and what their preferred learning methods have become a new educational challenge. furthermore, new generations of students prefer learning valuable, enjoyable, and relevant information. it has become a new educational challenge to figure out how this generation can learn more effectively and their preferred learning methods. traditional schooling, as stated by many students, is ineffective and boring (dicheva et al., 2015). even though teachers are continually looking for new ways to engage students, it is widely acknowledged that today's schools have primary motivation and engagement issues. gamifying education is one approach to solving these challenges. educational games as learning aids are a promising strategy since they may teach and reinforce critical skills such as problem-solving, cooperation, and communication. games have a unique ability to inspire people; they use a variety of tactics to entice people to connect with them, often without any monetary incentive, simply for the sake of having fun and the chance to win (lee & hammer, 2011). [3] there aren't many studies currently being done on the application of gamification in education, particularly those that concentrate on adult learning as a general idea or process. only one publication specifically addressed the use of gamification in education, while most papers examined its application in more broad contexts (hamari et al. 2014), (thiebes et al., 2014), (connolly et al., 2012) and (borges et al., 2014). it is difficult to form a reliable and valid conclusion about the subject due to the lack of studies, which emphasizes the need for more research in this field this research aims to contribute to the empirical evidence in the gamification field by gathering data from gamified learning experiences in a basic education environment to close the distance between theory and reality by investigating the educational effect of gamification in a realworld environment. with these ideas in mind, the researcher was eager to conduct the study. the researcher used a qualitative approach to determine how the gamification techniques affect users' subjective experiences and behavior and how the game elements are used to inspire and maintain user engagement in learning exploratory courses in the tle subject. thus, this study aims to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 35 issn 2580-0981 (online) explore students' perspectives on using gamification approaches in online learning. understanding perceptions aids policymakers in making well-informed decisions based on the actual experiences of the target learner. literature review students in the school system have regarded traditional teaching and learning methods as ineffective and uninspiring (dicheva et al., 2015). generations y and z have a wide range of experiences and viewpoints on what form of education will be most beneficial. furthermore, compared to past generations, these children process and comprehend information differently (poole et al., 2014). in addition, today's students are unmotivated and disengaged from the learning process, as cited by glover (2013), a problem that instructors, tutors, and education administrators are all aware of. the concept of teamwork and collaborative learning achievements has been proven to appeal to the millennial generation. among other things, they are "brilliant, social, demanding, and eager." based on the existing literature, they are technologically informed and prefer a world with computers and the internet. (poole et al., 2014). learning is an active, continuing process that begins with motivation (glover 2013). teachers and educational institutions are attempting to establish a method for inspiring and engaging students in the learning process that is both successful and efficient (wilson, calongne & henderson, 2015). however, technological improvements (computers and the internet) have played an essential role in the education system, promoting the use of online learning programs (nguyen, 2015). while the relevance of student participation appears obvious, it is possible to claim that the degree and quality of students' learning experiences are directly determined by the teaching methods utilized in class. although lectures are still crucial in education, they must be supplemented by more engaging and novel ways to rekindle students' interest and attention (aljezawi & albashtawy, 2015). students learn better when actively engaging in the material and can relate to it. in contrast, lectures that do not alternate with more interactive approaches tend to tire students and detach them from their studies. landers et al. (2015) state that learners should never be forced to participate in gamified modules or activities since successful gamification inspires learners to do the things they know they should serve when done right, and students should not be pressurized. when students are engaged with the lesson and demonstrating behaviors and attitudes that reflect favorably on the gamified instructional design, they will most likely be in a state of flow, visibly combining the two theories in the classroom. in line with this, educators should be open to new teaching and learning techniques rather than thinking that the general use of advanced technology such as cellphones, tablets, and laptop computers in every aspect of society is the cause of learner attention deficit (griffin, 2014). based on the findings of separate experiments conducted in secondary and higher education environments, students who were exposed to learning with video games had significant changes in topic comprehension, diligence, and motivation (barata et al., 2013). furthermore, gamification of learning is becoming increasingly relevant as learners seem to be less engaged with conventional teaching methods. based on many reports, game-based learning is more engaging for students. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 36 │ issn 2580-0981 (online) gamification of learning has also been shown to help students improve their problem-solving and higher-order thinking skills (kapp, 2012). students in classrooms work hard to achieve primary learning goals, while game players work hard to win. furthermore, to progress academically, students must demonstrate a certain degree of understanding and pass prerequisite courses, while players can advance to the next level based on their results. erenli (2013) proposed that integrating gamification into the education curriculum could be a logical approach to improving learning based on these overlaps between classroom and game experiences. gamification for learning should apply game mechanics, dynamics, and structures to non-game processes by the following concepts, which were adapted from ryan and deci's self-determination theory (sdt). sdt has three components which are relatedness, competence, and autonomy. relatedness refers to the universal desire to communicate with and be related to others. on the other hand, competence is the universal desire to be productive and master a problem in each environment—lastly, autonomy means the universal desire to control one's own life. in connection with this, both intrinsic and extrinsic motivation has been proven to be influenced by these factors, which can significantly impact student motivation and engagement (deterding et al., 2011). intrinsic motivation is motivated by a desire to engage in a goal for its own sake (e.g., benevolence, competition, collaboration, sense of belonging, affection, or hostility). intrinsically motivated students are more likely to participate freely in a challenge and try to improve their skills and talents. extrinsic motivation, on the other hand, refers to doing something to achieve a goal (e.g., earning grades, levels, points, badges, or prizes) or escaping punishment. extrinsic incentives include competitions, cheering crowds, and the chance to win medals. the researcher concludes that standard and monotonous teaching approaches are generally uninteresting to students' classroom experiences. given that student engagement is a key factor in academic performance, teacher-centric lectures that fail to interest students should be overhauled. while traditional lectures have a place in the classroom, new techniques are required to shift from a teacher-centered to a more student-centered classroom, where students are constantly engaged in learning activities. one of the ways to solve this problem is with the use of gamification techniques. gamification enables learners to develop their own motivation to learn. instructors that use gamification in online courses set clear goals and provide a learning environment for students (han, 2015). even though gamification is still a hot topic in online education, research into student opinions on the phenomenon should continue. as a result, before rushing to add gamified learning activities into the curriculum, we must first study their influence on student engagement and learning. we must also comprehend the settings in which gamified learning activities are successful. there is a definite need for a large amount of additional research to look at these and other difficulties. landers et al. (2015) cited that learners should never be forced to participate in gamified modules or activities since successful gamification inspires learners to do things, they know they should serve as learners when done right, and students should not be pressured. when students are engaged with the material and demonstrate behaviors and attitudes that reflect favorably on the gamified instructional design, they will most likely be in a state of flow, visibly combining the two theories in the classroom. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 37 issn 2580-0981 (online) if educators are to succeed in applying a particular education-boosting method in education, learners must have a favorable attitude and view of it. although research has established the benefits of gamification in education, there is little research on this method from students' perspectives. students are essential to the educational system because they get teacher input. educational planners and teachers need to have a good understanding of how people view gamified activities. with so few studies, drawing a valid and trustworthy conclusion on the subject is challenging, highlighting the need for more research. theoretical framework of the study this study was anchored on theories of gamified learning theory and self-determination theory. landers et al. (2015) asserted that gamification could affect learning and assist decisionmaking for teachers who are building, enhancing, or producing gamified learning activities, following the theory of gamified learning. as landers et al. pointed out, gamified learning experiences should not be created for students to memorize content or acquire material without any teacher-delivered instruction. instead, the instructor is still an essential aspect of the classroom, and gamification should be used to augment rather than replace teacher-led learning. nothing can substitute for high-quality instruction offered by a teacher. gamification's purpose should be to address student attitudes and behaviors while including material. the academic ability of gamified applications to leverage the motivational power of games has been the driving force for their utilization. as a result, while various theories might be linked to gamification, the self-determination theory is the most popular and associated with its primary aim, motivation. relatedness, autonomy, and competence are three primary psychological demands that all people have and strive to meet (ryan & deci, 2000). extrinsic motivation, i.e., behaving because of a reward or incentive, and intrinsic motivation, i.e., acting essentially because of interest and enjoyment, are linked and enhanced by these demands. ryan & deci stated that the three sorts of extrinsic motivation, identifiable regulations, introjected regulations, and external regulations, all begin with intrinsic motivation and conclude with motivation. figure 1. self-determination theory (sdt) (ryan and deci, 2000) there are two significant aspects that the gamified learning theory suggests. for starters, gamification can be used to target student behaviors or attitudes that have been shown to influence learning, as presented in figure 1. gamification, for example, may lead to greater metacognition, in which students spend time reflecting on their learning processes and how they learn best to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 38 │ issn 2580-0981 (online) succeed in their chosen careers. gamification can also be used to target a particular student's behavior or attitude, allowing teachers to provide teaching more effectively than before. gamification can also be utilized to target a specific student's behavior or attitude, allowing teachers to deliver more effective instruction than ever before. in this case, gamification can be used to make information more engaging and exciting. for example, a gamified experience enriched with video, audio, player challenges, or the potential to beat a level by creating material that reflects what was learned about the three layers of rock may be significantly more engaging and exciting, leading to higher student achievement. conceptual framework figure 2. research framework as to moustakas (1994) the researcher used transcendental phenomenology to explore the students' perspective on using gamification techniques in teaching and learning exploratory courses in the tle subject. figure 2 outlines the research framework of the study. in this sense, transcendence means approaching the phenomenon with an open mind and a fresh eye, acquiring new insight derived from the essence of experiences. initially, epoche helps the researcher to share his personal feelings and experiences. it is essential to have the ability to reflect on his experiences to avoid prejudices and judgments later in the research process. the essences of the phenomena were defined using transcendental-phenomenological reduction. perceptions and thoughts about the phenomenon were compiled. finally, creative variation was employed to determine the structural nature of interactions (moustakas, 1994). the research question's noema (phenomenon) and noesis (meanings) are reported and analyzed through these measures. subjectivity is emphasized in this approach. the participants' perceptions and emotions are systematically collected and analyzed, creating interpretations through discourse (moustakas, 1994). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 39 issn 2580-0981 (online) research method population and sample this study was conducted at the de la salle university – laguna campus, brgy. malamig, binan laguna. the study focused on a group of 7 people who had encountered the phenomena, which aligns with creswell and poth's recommended participant size. criterion sampling selected eligible participants based on preset criteria, ensuring that the information gathered represented the population. for inclusion, the potential participant must be (a) a grade 7 student of the dlsu laguna campus for the last academic year 2020-2021, (b) have experienced gamification techniques in learning exploratory online courses in tle, and (c) be between the ages of 11 and 13. if a participant fails to meet one of the requirements, does not respond to outreach, or does not submit the required informed consent form, they will be excluded from the study. participants were given the option to participate voluntarily. a recruitment email was sent to interested participants with information on the study's goals, research objectives, and data collection techniques (semi-structured interviews). interested participants were asked to read the informed consent, which included the study's objectives. in order to recruit research subjects for the study, the researcher employed the purposive sampling approach in conjunction with snowball sampling methods. the snowball sampling method entails having participants who are already enrolled in the survey invite people from their networks to join the research study (kamarudin et al.,2018). the interview is one of the qualitative research's most common data collection procedures (englander, 2012). the researcher chose a semi-structured interview methodology with open-ended questions as the data-gathering strategy for this study. during the proposal phase, it was expected that the researcher would recruit about 10 study subjects to participate in the interview process, which would include gamification approaches in the learning process. three people expressed initial interest in the study but later informed the researcher that they had decided not to participate. despite this, there were a total of 7 people who had indicated their readiness to participate in the study. the phenomenological study aimed to corroborate and analyze participants' lived narratives using thorough descriptions of gamified learning experiences. participants had to meet preset criteria, including the phenomenon's experience, to participate in criterion sampling. participants demographic profile age one participant was 13 years of age, 3 participants were 12 years old, and 3 participants were 11 years old. figure 3 below depicts the age categories of the participants. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 40 │ issn 2580-0981 (online) figure 3. demographic information by age gender the sample consisted of two males and five females. figure 4 illustrates the total number of male and female participants involved in this study. figure 4. demographic information by gender treatment of qualitative data for data analysis, the researcher used the modified stevick-colaizzi-keen approach rather than the modified van kaam method, described by moustakas (1994). it is because the researcher's profile matches the sample criteria, and the topic of inquiry is his interest. in the first method, the researcher is the first source of information for the study. additionally, researchers prefer the modified stevick-colaizzi-keen technique (creswell, 1998). its success may be due to the method's distinctiveness and clear presentation of the procedures. 43% 43% 14% age 11 yrs. old 12 yrs. old 13 yrs. old 29% 71% gender male female international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 41 issn 2580-0981 (online) the method uses phenomenological reduction, which entails bracketing, horizontalizing, organizing invariant features and themes, and creating textural descriptions. data analysis begins as soon as this procedure's first batch of data is accessible. the researcher's own experience has been the primary source of data. horizontalization equalizes the value of each statement that reflects a meaning segment (moustakas, 1994). the segments were grouped according to themes. segments and themes are combined to create a texture description (what). the textural description was analyzed from many angles (imaginative variation) to arrive at a structure description (the how). the meaning and essence of the experience are captured in a textural-structural description that develops—repeating the processes above developed a texturalstructural description for each participant (or co-researcher). the entries were used to comprehensively summarize the group experience (moustakas, 1994). the following diagram summarizes steps in the modified stevick-colaizzi-keen method as described by moustakas (1994) as illustrated by figure 5 below: figure 5. modified stevick-colaizzi-keen method (moustakas 1994) research instrument the researcher used interviews as the mode of data collection. one of the most basic and widespread approaches for collecting qualitative research data is via interviews. as a result, semistructured interviews were utilized for the research. in information systems, it is the most popular start: research epoche  set aside judgment and prejudice, and view the phenomenon with a fresh eye (view of transcendental ego)  verbatim transcript transcendental phenomenology reduction  consider the phenomenon with an open mind from a different perspective.  identify units of meaning/ segment (invariant horizons)  horizontalization – each segment is equal and unique  the outcome is a textual (what) description of the phenomenon. imaginative variation  from the textural description, construct the structural (the how) epitome of the experiences. this procedure requires imagination and intuition to reflect the relationships (themes) pertinent to the experience. synthesis  combines textural and structural descriptions to form and textural-structural essence of the experiences, emphasizing the space and time when the phenomenon is observed. repeat the process for each participant until saturation combine the textural-structural descriptions into a composite description representing the essence of the whole group's experience. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 42 │ issn 2580-0981 (online) sort of qualitative study. semi-structured interviews usually have a pre-formed structure but an unfinished script, allowing the researcher to delve deeper (myers & newman, 2007). data gathering procedure this research paper aimed to discover more about students' perceptions, experiences, and attitudes concerning the usage of gamification in tle exploratory courses. interviews are, therefore, the most appropriate methodology for the study. interviews are the most common and essential approach for collecting qualitative research data (myers & newman, 2007). consent forms were sent to all the participants of the study, and after such forms were secured, they were compiled for documentation. the researcher interviewed each participant at a mutually agreeable time and location conducive to respectful interviewing and audio recording from january 2022 – march 2022. zoom, a telecommunications application software specializing in internet video calls, was used for the interviews. interviews lasted from 30 minutes to 1 hour and were recorded for the purpose of documentation and evaluation. the recorded video was turned into verbatim transcripts before coding and analysis. in order to have a complete comprehension of the discussions, the transcripts were read and reread several times. the study's primary goal is to identify the significant emerging themes. each topic was given a code, and the process was repeated until no new categories appeared. patterns and commonalities across categories were then recognized, and higher-order themes were formed. following that, the transcripts were reexamined, considering the discovered themes. ethical considerations the researcher applied to the dlsu research and development for permission to gather data for this research paper. before receiving approval, the researcher contacted the management of de la salle university laguna campus's junior high school department to collect data at their academic institution. the data was not collected until the research department had approved the study. the participants in the research study are grade 7 students in the tle exploratory course. a participant i.d. number was assigned to each pupil to preserve their privacy. participants received an email before the data collection activity introducing the study, including the purpose, consent information, a description of confidentiality protections, and the data gathering process. the researcher conducted and recorded interviews using private application accounts, and the names of the participants were kept confidential. all interviews and transcripts were maintained on a laptop protected by a password. trustworthiness. to ensure the study's trustworthiness, the researcher transcribed the interviews verbatim. in-vivo codes were used, so the participants' exact words were used to identify recurring themes in the transcripts (creswell, 2013). participants were each allowed to review the research to confirm that their ideas were represented accurately and clearly. credibility. the interviews were transcribed to ensure accuracy and trustworthiness, and the broad structural description was submitted to each participant for evaluation. the degree to which the structural description reflects the data received from the participants determines the study's dependability. the researcher avoids interfering with the participants' accounts of their lived experiences. as a result, the data may be erroneous because it did not accurately reflect the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 43 issn 2580-0981 (online) participant's sentiments and thoughts. the transcripts have been written verbatim, allowing the theme to be discovered without any discrepancies. the procedure was done to ensure that the interviews, transcripts, and general structural descriptions were all consistent (creswell, 2013). triangulation. triangulation aims to enhance the process of qualitative research by using multiple approaches. the researcher used methodological triangulation by gathering data utilizing different data collection methods such as in-depth interviews, asynchronous interviews, and literary searches. data gathered from these sources are compared and validated. member check. the transcripts of all the interviews and focus group sessions were emailed to the participants for their comments. a meeting with participants who could participate in either the interviews or the focus group discussions was held halfway through the study period, allowing them to correct the interpretation and question what they saw as 'wrong' interpretations. participants who could not attend the meeting provided input by email and google chat. finally, the findings were given to the participants and the produced themes, and they were emailed to confirm the results. findings and discussion this research is guided by the following central question: what is the student's perspective on using gamification techniques in tle exploratory courses? corollary question 1: what are the students' attitudes toward using gamification approaches to teaching tle exploratory courses? corollary question 2: are there changes in the student's behavior in applying the gamification technique? corollary question 2: does the use of gamification techniques affect students' learning engagement and participation in tle class? the horizontalization of the study was presented by listing significant statements that were extracted from the verbatim transcription of the participants' responses. these statements were read and analyzed frequently to answer the central question with probing questions in the research interview protocol. as a result, the researchers developed 120 significant statements from the participants' conversations. the researchers classified four (4) themes for textural descriptions in theme clustering. theme 1. connect: building relationships. research shows that personal characteristics significantly impact gaming preferences and social interactions. people with higher levels of shyness enjoy "superior quality friendships" with their online pals. according to park et al. (2011), "agreeableness" and "extraversion" are "major incentive factors" for playing online games. extraversion is characterized as "sociability," "talkativeness," and "extroversion," three of the five essential personality traits. digital gamers with a high extraversion score prefer to play a game requiring much social interaction. for gamers, forming virtual connections can be much more fun and sometimes lead to meaningful real-life relationships (fang and zhu, 2011). the participants stated that they developed relationships through games, which have continued to deepen over time. this topic is reflected in the following participant statements: a. during the game, we feel like we are opening our thoughts, which is why we have a strong connection even during online distance setups. – participant d international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 44 │ issn 2580-0981 (online) b. yes, i can say that because even though we’re not in person through games, be it online or in person, there’s a connection there. i feel it’s a way to get closer to my classmates, especially since i can’t see them most of the time. – participant f c. i find it really fun, and it makes us closer in a way, and i think it benefits us and helps strengthen our team. – participant d. d. i think it does benefit not only our connection with each and the overall experience but also the study experience so that we are able to absorb the lesson better compared to boring classes. – participant d e. you can communicate with each other while playing games, and you can find a bond. you can find unity and the same understanding when you want to win that game. – participant e theme 2. change: traditional way of teaching is too formal and dull. the common practice of lecturers reading directly from slides as a teaching method has suffocated the vibrant learning atmosphere. in light of the study, students are also less motivated to learn when lecturers offer too much material and speed up the process during slide presentations. traditional teaching and learning methods have also been considered ineffective and uninspired by students in the educational system (xingeng, d., and jianxiang, l., 2012); (dicheva, dichev, et al., 2015). gamified learning, on the other hand, is more effective in motivating students than traditional techniques. this strategy allows students to study while having fun and enjoying themselves (boeker et al., 2013). the following statements by the participants demonstrated their disinterest in the traditional learning process: a. i wasn’t really as engaged with them, and i didn't pay that much attention compared to when gamification methods were included because they weren't interacting with me and the community or the class. – participant a b. i feel like it’s a bit formal since it's not that engaging, and sometimes it's a bit boring, which makes the lesson a bit difficult to understand. – participant d c. i feel a bit disappointed if the teacher fails to make the lesson engaging or interesting for the students since that's what we actually need. -participant d d. in a regular class without a gamification process, it gets really boring, mostly in math, when they just teach you numbers and letters. participant b e. while for non-gamified learning, we just have to answer, and there's no thrill in it. – participant g f. in my personal opinion, it's not engaging; they are simply saying what's on the screen and what they researched about – participant a theme 3. captivate: learning is fun when it is linked to a memorable experience. motivation is a fundamental factor of learning in education. "motivating, addictive, and encouraging players through extremely short-term goals, allowing them to fail and try again until they succeed" (o'donnell, gain, & marais, 2013). gamification can also be used with the sdt to target a particular student's behavior or attitude, allowing teachers to teach more effectively than before. it can be used to improve the engagement and excitement of content. as indicated by the following international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 45 issn 2580-0981 (online) assertions, research participants are eager to engage even without incentives, and topics are easier to grasp when gamification is used: a. it helps me remember the facts and the contents of the lesson more since it is linked to happy memories and stuff – participant c b. i find games very engaging. it's fun whenever you play games because you can engage with them, and it can also be a pastime to relieve the stress you feel. – participant e c. with gamification, i find that concepts can become much easier to grasp, and i enjoy it. – participant c d. i tend to see more participation in those who use games and other forms of teaching for their lessons because it allows students who don’t necessarily like normal questions and answers to give their hearts to a certain topic. – participant f e. it’s fun and better to learn because you'll get things done easier, and you'll have fun while doing that project. – participant a f. when there is a game, it makes the class lighter, which in turn, makes it engaging and fun. – participant d g. whenever the word game is mentioned, i tend to focus more because i want to try to win that game. – participant e h. it makes me focus on my goals and makes me inspired and motivated to do the task. – participant d i. it does help me focus more on studying and helps me enjoy it at the same time. – participant g theme 4: compete. to compete and be recognized. competition is regarded to be an effective motivator for students to study. extrinsic motivation, such as competition, may motivate students to put more significant effort into their current job. competitive activities encourage learners to play the game. similarly, competitions motivate students to study and collaborate (pareto et al., 2012). competition in games enhances student motivation and efficiency in the learning process. cagiltay et al. (2013) state that, as motivation rises, students are more likely to spend more time answering questions and have higher accuracy. a participant shows their interest in gamification through the following statements: a. yes, because you really want to win, so you would want to learn more about the topic, and it would really push you to be competitive. – participant b b. i can measure the knowledge i can give whenever i’m in the games. that is why i prefer competition more. – participant e c. even if you win or lose, you feel satisfied because you can have that experience with others, have fun and enjoy what you are doing. – participant a d. if we win, of course, we feel a bit happy, like we just achieved something, and seeing everybody's efforts rewarded in a fitting way will give you a sense of accomplishment. – participant c e. it makes it more interesting to learn about; you get the initiative to understand them and actually win because if you understand, you can win the game. – participant f international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 46 │ issn 2580-0981 (online) f. when you add leaderboards or point systems, it's like you are adding a bit of seasoning to that since it’s going to fuel your competitive energy because you can actually see results rather than going a bit blindly. participant c g. if i get to learn this topic from my teachers, i will be number 1. participant a h. leaderboards fueled my desire to work harder and earn more points to sustain my position on the leaderboard. – participant g i. (competition) it makes me focus on my goals and makes me inspired and motivated to do the task. – participant d table 1. summary of research findings research questions themes participants affected central ideas for the themes existing studies supporting the themes rq1: student’s attitude towards the use of the gamification approach in teaching tle exploratory courses. connect: building relationships a, b, c, d, e, f, g games are a leeway to unity, creating a stronger bond among students. a game is a bridge to connect the students. sdt (ryan deci 2000) hierarchy of needs (maslow 1943) change: traditional schooling is too formal and boring a, b, c, d, g the traditional way of teaching is formal and dull to the students, making the lesson challenging to understand. sdt (ryan deci 2000) dichev, dicheva 2015 r.q. 2: changes in students’ behavior in the application of gamification techniques captivate: learning is fun when it is linked to a memorable experience. a, b, c, d, e, f, g the students are willing to engage even without incentives, and concepts are easier to grasp when gamified learning is used. sdt (ryan deci 2000) theory of flow (mcgonigal 2011) kapp 2012 rq3: student learning engagement and participation in tle class. compete: to compete and be recognized a, b, c, d, e, the students want to compete and be recognized. game elements fuel the student’s desire to work hard. sdt (ryan deci 2000) dominguez et al., 2013 lee & hammer, 2011 theory of flow international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 47 issn 2580-0981 (online) research questions themes participants affected central ideas for the themes existing studies supporting the themes (mcgonigal 2011) relationships among the themes after reviewing the classifications of the research participants among the themes, the researcher discovered the following results: (1) connect: 100% or 7 participants believed that gamification in education built relationships among them; (2) change: 71% or 5 participants stated that there is a need for a change in the educational system; (3) captivate: 100% or 7 participants illustrated the enthusiasm to participate in gamified learning; (4) compete: 71% or 5 participants responded that they are motivated if there is a competition and recognized for the efforts. these results indicate that the main reason why the participants want to engage themselves in gamified learning is building relationships through games and are captivated by learning using this approach. the four themes did not exist independently of one another; rather, there were relationships between the themes, which became apparent to the researcher as he interpreted the data. one significant discovery was that some participants fell under more than one theme because of the interconnections between the themes. for instance, five participants who selected the change and compete theme also believed that the gamification approach builds connection and that it interests them. synthesis of composite textural-structural descriptions figure 6. 4cs in implementing gamification techniques in teaching and learning exploratory courses in technology and livelihood education the final themes of a study are developed after all individual transcripts have been analyzed and then compared for similarities. the five themes that emerged from this study were presented in figure 6: 1) connect: building relationships, 2) change: traditional way of teaching is too formal compete: to compete and be recognized connect: building relationships change: traditional schooling is too formal and boring captivate: learning is fun when it is linked to a memorable experience themes emerged from participants' perspectives on the use of gamification techniques in teaching and learning exploratory courses in tle. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban 48 │ issn 2580-0981 (online) and dull, 3) captivate: learning is fun when linked to a memorable experience, 4) compete: to compete and be recognized. the theme “connect” reveals that games are leeway to unity, creating a stronger bond among students. a game is a bridge to connect the students. second, the theme “change” explains that the traditional way of teaching is formal and dull to the students, which makes the lesson challenging to understand. third, the theme “captivate” states that students are willing to engage even without incentives, and concepts are easier to grasp when gamified learning is used. lastly, "compete” manifests that the students want to compete and be recognized. game elements fuel the students' desire to work hard. themes revealed that the current generation of students has a wide range of experiences and opinions about the kind of education that will help them the best. students engage in activities when they feel comfortable and connected to a community of others who share their interests, and it can be achieved through a gamification approach, as supported and cited by glover (2013). in line with this, students view traditional learning processes as too formal and boring for them, which causes them to feel unmotivated to complete the task that has been given to them. maslow (1943) defined this in the hierarchy as "the feeling of being loved and accepted." furthermore, competition and leaderboards in games boost motivation and efficiency in the learning process by allowing participants to see their efforts publicly and instantly rewarded. the themes also show how powerfully motivating games can be, employing several strategies to encourage players to play, frequently without any monetary incentive, only for the fun of it and the potential to win, which is consistent with the findings of kapp's study (2012). the selfdetermination theory of deci and ryan (2000), which claims that a person acts primarily out of interest and enjoyment and that these motivations are linked to and heightened by these demands, is another evidence in favor of this. these themes can be used as a foundation for incorporating gamification approaches into teaching and learning a particular subject. educational planners and teachers need a solid understanding of how people react to gamified activities. understanding perceptions aids in making well-informed decisions based on the actual experiences of the target learner. researchers and developers can use the study's findings to help them create a more engaging resource. conclusion the researcher could identify and examine implications drawn from the study based on the testimonies of the participants. (1) game experiences give students a sense of belonging, allowing them to adapt to an online distance learning environment. through games, relationships can be formed and grow stronger over time. (2) traditional teaching methods are formal and dull to students, making lessons challenging to comprehend. on the other hand, with gamification strategies, students can learn while having fun and enjoying themselves. (3) students increase retention because activities are linked to joyful memories. when everything comes together, and the pupils are entirely focused and engaged in the activity, they are said to be in a flow state. when students love and like what they are doing, they are more motivated to finish the task given to them. (4) students are willing to engage even without incentives, and concepts are easier to grasp when gamified learning is used. in addition, game experiences improve students' self-confidence and motivate them, students, to do better. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 33-51 gamification techniques in teaching and learning exploratory courses in technology and livelihood education: a phenomenological study louiecris m. regudon, alberto d. yazon, karen a. manaig, sherwin b. sapin, victoria e. tamban │ 49 issn 2580-0981 (online) furthermore, the researcher has the following recommendations based on the study's findings. (1) based on the results, games did not directly affect learning but increased the students' motivation and engagement in the tle subject. educational institutions should consider including gamification techniques in their curriculum to provide students with appropriate learning opportunities; (2) creating game applications for tle subjects for the students to enjoy. researchers and developers can create more engaging resources for students' enjoyment and learning; (3) to provide more engaging content for learners, school administrators should consider enrolling teachers in professional development seminars and training linked to gamification approaches; limitation & further research future scholars can choose to perform a qualitative and quantitative study on their subject areas to add to the knowledge in this understudied field. future study collaborations on the application of gamification approaches in teaching and learning can be done with educators from other nations. references aljezawi & albashtawy (2015). quiz game teaching format versus didactic lectures. british journal of nursing (mark allen publishing). https://pubmed.ncbi.nlm.nih.gov/25615992/ barata, g., gama, s., jorge, j. and goncalves, d. 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(2015). gamification challenges and a case study in online learning. internet learning. 4. 10.18278/il.4.2.7. https://www.researchgate.net /publication/289684455 xingeng, d. and jianxiang, l., (2012). advantages and disadvantages of powerpoint in lectures to science students. i.t. education and management engineering, 9, 61-65. doi: 10.5815/ijeme.2012.09.10 138 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 16-23 corresponding author oktaveanavheve@gmail.com; trishasaraswati@telkomuniversity.ac.id doi: https://doi.org/10.31098/ijmesh.v3i1.138 research synergy foundation applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati business administration department, telkom university, indonesia abstract jakarta, which is the capital city of indonesia is a city with traffic jam number 7 in the world. therefore, the government provides mass transportation solutions in the form of mass rapid transportation with the hope that it can unravel congestion and become safe and comfortable transportation for society. however, there are still many complaints about the services provided by mass rapid transportation and affect customer satisfaction. (2) the purpose of this study is to demonstrate important performance analysis as a decision-making tool for the transportation industry in terms of customer satisfaction and to assess the performance of mass rapid transportation in performing their services to satisfy their customers. (3 importance performance analysis was used to measure the level of customer satisfaction through measurements of customer expectation and reality. the sample of 100 respondents was obtained based on the sampling criteria which are only people who have used mass rapid transportation in indonesia at least one time that can fill the questionnaire. (4) importance performance analysis (ipa) in this study successfully identified each attribute on customer satisfaction. the researcher is aware that the impact of an attribute is significantly varied with the different levels of performance on each attribute. by using ipa, the company of mass rapid transportation in indonesia can map what needs to be improved, maintained, to be kept, and to be reduced as an effort to increase customer satisfaction. keywords: customer satisfaction, importance-performance analysis, mass rapid transportation this is an open access article under the cc–by-nc license. introduction transportation is the main component in life and life systems, government systems, and social systems. regional social demographic conditions influence transportation performance in the region. the level of population density will have a significant influence on transportation capacity to serve the needs of the society. transportation in indonesia has a very rapid development. this can be seen from the history of transportation in indonesia. in ancient times people carried out activities of moving from one place to another just by relying on walking, using animals, and simple vehicles that needed a very long time to get to their destination. but along with the development of technology, the existing transportation facilities are far different from the old times, the number of existing transportation facilities continues to increase every year, has a large amount of carrying capacity and shorter travel time. dki jakarta is the capital city of indonesia and the center of government of the republic of indonesia. every capital city in various countries will improve the quality in any aspect, including the issue of public transportation. building a mass rapid transportation network system is not just an economic and financial feasibility business, but more than that, building a mass rapid transportation reflects the vision of a city. the life and economic activities of a city, such as depend on how easily citizens travel/mobility and how often they can do it to various destinations in the city. the main purpose of the construction of the mass rapid transportation system is to provide opportunities for city residents to improve the quality and quantity of travel/mobility to be more reliable, trusted, safe, comfortable, affordable, and more economical. the immediate benefit of the operation of the mass rapid transportation system is that it can reduce the density of vehicles on the road because the mrt is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) │ 17 expected to divert people who use personal transportation to public transportation. mass rapid transportation development can be an alternative solution to overcome transportation problems in big cities. the advantage of this system is its ability to carry large numbers of passengers, fast and reliable in various situations. by using mass rapid transportation, road space will be far more efficient because the use of private vehicles can be minimized. mass rapid transportation in indonesian gets diverse enthusiasm from people of dki jakarta and around it. some enthusiastically welcomed the presence of this transportation, but some compared economies of scale with other transportation. customer satisfaction is one of the defining factors for the company's success, therefore, the company must give attention to the customer expectations about the services and facilities provided. if the number of customers complains, criticizing is very high it means that the services and facilities provided are not fit with customers' expectations. to reduce that thing, the company must improve its service quality that fit with customers expectation. because service quality is the most important factor in achieving customer satisfaction. the purpose of this study is to demonstrate important performance analysis as a decisionmaking tool for the transportation industry in terms of customer satisfaction and to assess the performance of mass rapid transportation in performing their services to satisfy their customers.. literature review marketing activities cover a very broad scope of activities that starts with determining customer needs and ends with customer satisfaction. it means that marketing activities are about costumers. the purpose of marketing is to find out and understand the customers in such a way that the product fits with the customers and sold, ideally marketing causes the customers to be ready to buy the product. the company also must be able to understand the needs, desires, and market demands so that the products or services offered can be accepted and fit with the needs and desires of costumers. kotler and keller (2016:27) define that marketing is the set of institutions, actors, and processes for communicating, creating, delivering, and exchanging offerings that have value for customers, partners, clients, and society at large. services (zethaml and bitner in lupiyoadi:2016) are all of the economic activities in which the output is not a physical product or construction that generally consumed at the time it is produced and provides additional value in forms of convenience, amusement, comfort or health. while kotler and keller (2016:422) define service as any performance or act that can offer by one party to another which essentially intangible and does not affect the ownership of anything it's production may or may not be tied to physical product. customer satisfaction has become a central concept in marketing theory and practice. customer satisfaction contributes to several crucial aspects, such as creating customer loyalty, increasing company reputation, reducing future transaction costs, and increasing employee efficiency and productivity. the word "satisfaction" comes from the latin "satis" which means pretty good and "facio" means to do or make. simply, satisfaction can be interpreted as an effort to fulfill something or make something adequate. customer satisfaction is an evaluation of the customers where the alternative is chosen is at least the same or more than customer expectations, while dissatisfaction arises when the results do not meet expectations. with the satisfaction of the desires and needs of customers, then it has a positive impact on the company. if customers are satisfied with a product of course the customers will always use or consume the products continuously. that way the products of the company are declared to be marketable, so the company will be able to get profit and survive in the business competitive. according to kotler and keller (2016:138), generally, customer satisfaction is feeling happy or disappointed international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) 18 │ someone who appears after comparing the results of estimated products or services to the performance than expected. meanwhile, according to irawan (2003), customer satisfaction is determined by customer perceptions of product or service performance in fulfilling customer expectations. customers are satisfied if their expectations are met or will be very satisfied if the customer's expectations are exceeded. irawan believes that five factors affect customer satisfaction, such as: a. price for sensitive customers, low prices are usually an important source of satisfaction because they will get high value for money. this price component is relatively unimportant for people who are not sensitive to the price. b. service quality service quality is very dependent on three things are system, technology, and human. customer satisfaction to service quality is usually difficult to regulate because the formation of attitudes and behaviors which go along with the desires of the company is not easy work to improve, starting from recruitment, training, and work culture. c. product quality customers feel satisfied after buying and using the product if the product quality is good. d. emotional factor emotional factor is shown by customers for the satisfaction they get in using a product or service that creates pride and self-confidence. e. easiness the easiness of obtaining the product or service and the easiness of payment can make customers more satisfied if it is relatively easy, convenient, and efficient in getting a product or service. in measuring the level of customer satisfaction using the importance performance analysis method, it is necessary to measure it in terms of consumer expectations and performance provided by the company to its consumers.. fig. 1 conceptual framework source: processed by author international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) │ 19 methodology this study uses a quantitative research approach with a type of descriptive research. the scale design used in this study is an ordinal scale. and the scale of the instrument used is a likert scale with four answer scales and not to use neutral answer choices. the population in this study are the customers of mass rapid transportation in indonesia whose numbers are not known with certainty, so the sampling technique used in this study is non-probability sampling with purposive sampling. the data collected through interviews, questionnaires, and observation. and the data analysis in this study are descriptive analysis and importance performance analysis. result and discussion descriptive analysis of price fig. 2 continuum line of price source: data that has been processed, 2019 figure 2 shows that the price obtained a percentage of 79.5% in reality and included in the good category. while 78.9% in expectation and included in good category. descriptive analysis of service quality fig. 3 continuum line of service quality source: data that has been processed, 2019 figure 4.2 shows that service quality is in "good" category with a percentage of 75.0% in reality. while 81.3% in expectation and included in the "good" category.. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) 20 │ descriptive analysis of product quality fig. 4 continuum line of product quality source: data that has been processed, 2019 figure 4 shows that product quality is in the "very good" category with a percentage of 82.5% in reality. while 81.8% in expectation and included in the "good" category descriptive analysis of emotional factor fig. 5 continuum line of emotional factor source: data that has been processed, 2019 figure 5 shows that emotional factors obtained a percentage of 78.4% in reality and included in the "good" category. while 78.9% in expectation and included in the "good" category descriptive analysis of easiness fig. 6 continuum line of easiness source: data that has been processed, 2019 figure 6 shows that easiness is in "good" category with a percentage of 72.6% in reality. while 77.9% in expectation and included in the "good" category. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) │ 21 importance of performance analysis fig. 7 the cartesian diagram source: data that has been processed, 2019 figure 7 shows the cartesian diagram which divided into 4 (four) quadrants, i.e. quadrant a contain attributes that are considered to affect customer satisfaction and are considered very important, but the company has not been able to carry out customer desires, quadrant b contains attributes that have been successfully implemented by the company, therefore it must be maintained, considered very important to satisfy customers, quadrant c contain attributes that are considered less important and less satisfying to customers, and quadrant d contain attributes that a satisfactory variable, but its implementation is too excessive and is considered less important by customers. conclusion based on the analysis and results of data processing that has been done by the author regarding customer satisfaction analysis using the importance performance analysis (ipa) method on mass rapid transportation in indonesia can be concluded which is expected to provide answers to problem statements. the conclusions of this study are as follows: based on the reality of customer satisfaction on products/services provided by mass rapid transportation in indonesia as measured by descriptive analysis as a whole is in the “good” category which has a percentage score of 77.6%. through descriptive analysis of the expectations that have been carried out as a whole are in the “good” category which has a percentage score of 79.7%. based on importance performance analysis, the attributes on quadrant a that are considered to affect customer satisfaction and are considered very important, but the company has not been able to carry out customer’s desires. the main limitations of this study are that it was based on the transportation industry especially mass rapid transportation and that purposive sampling was used, however, its methodology and results are valid for the variances transportation industry and provide a solid basis for future research international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 16-23 applying importance performance analysis to assess customer satisfaction: mass rapid transportation in indonesia oktaveana sugiarti tjitrohartoko, trisha gilang saraswati issn 2580-0981 (online) 22 │ acknowledgement praise and deep gratitude to allah swt for the abundance of grace and guidance that has been given to the author that made this thesis until its full completion. shalawat and greetings may always be devoted to the prophet muhammad saw who has guided us from the darkness to clear light. the author of this thesis would like to give my highest appreciation to: mrs. trisha gilang saraswati, s.e., m.s.m as my guardian and kind-hearted supervisor for the contribution, support, attention guidance, and provided advice; my beloved parents for the endless support, infinite pray and always by my side through storm and obstacle; my special one, ahmad wildan for always there through thick and thin, listens to every complaint and giving advice and motivation; and all members of rental for the kindest support and be there through the ups and downs. may allah swt always bless those mentioned above. may all their sacrifices become their merciful deeds and help them gain success in this world and the hereafter. this article is still far from perfection, both in writing techniques and grammar. hence why the author is looking forward to suggestions and criticisms that can help boosts future improvements. may this article be useful to not only the author but the general public as well. references alma, b. 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(2014). pengaruh kualitas pelayanan terhadap kepuasan konsumen. microsoft word 1178_rozan hanifan (89-107) available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 89-107 corresponding author rozan hanifan, rozan_hanifan@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i2.1178 research synergy foundation reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan1, wawan dhewanto2 1,2 institut teknologi bandung, indonesia abstract although research on entrepreneurial competencies has been widely carried out in the last decades, this topic is still preliminary. indonesian msmes have been severely impacted by covid-19, with losses of up to millions. entrepreneurial competencies are believed to be the main driver in handling this issue. underlined by the disaster and crisis management theory, entrepreneurial competencies are expected to give a company both long-term adaptability and innovation abilities that may result in significant improvements in their business as well as the short-term coping capacity to recover from violent shocks. thus, this study builds a novel conceptual framework that determines the influence of entrepreneurial competencies on business resilience in the indonesian msmes context. several mediator variables were also included in the conceptual model: dynamic capability and innovation ambidexterity. through purposive sampling, a sample of 220 indonesian msme actors get involved in this study. pls-sem procedure through a two-stage approach was used to test the proposed model. the results show that entrepreneurial competencies significantly impact business resilience in indonesian msmes. it was also found that dynamic capabilities and innovation ambidexterity partially mediated those relationships. from these results, this study suggests that business practitioners should become more aware of their competencies to survive in this uncertain world. in addition, the government must re-educate and ensure that all middle and lower entrepreneurs have appropriate competencies to continue to compete. keywords: entrepreneurial competencies; business resilience; dynamic capability; innovation ambidexterity; indonesian msmes this is an open access article under the cc-by-nc license. introduction in recent years, entrepreneurial competencies (ec) have become a topic that is being studied extensively. based on a search using the scopus database on 6 december 2022, there were 416 journal articles obtained when the keyword "entrepreneurial competencies" was inputted. half of the entire documents are from the last five years. as a rising topic, ec is getting much attention from academics worldwide. nonetheless, ec research is still in its preliminary stages (gustomo et al., 2019). entrepreneurial competencies are “a constellation of skills, abilities, and knowledge that an aspiring entrepreneur should possess to succeed in a competitive, unstable, and unpredictable setting" (gustomo et al., 2019). research on ec raises many issues about the importance of a set of competencies to improve company performance and lead to business success (ahmad et al., 2010; rahman et al., 2016). ec research is also widely used to improve the entrepreneur education international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 90 │ issn 2580-0981 (online) curriculum (bolzani & luppi, 2021; gustomo et al., 2019; morris et al., 2013; okolie et al., 2021). however, there is still no research that looks at the relationship between ec and business resilience. business resilience (br) is defined as the capacity for companies to survive, adapt and grow in the face of turbulent change. in organizational management, br is closely related to organizational resilience (or). alternatively, it is the capacity of the firm to foresee possible unfavorable occurrences and resist adaptation (akpan et al., 2021). compared to large companies, the resilience of msmes is more interesting to study because of its flexible and adaptable nature (williams & vorley, 2014). according to kemenkopukm (ministry of cooperatives and msmes in indonesia), msmes are the backbone of the indonesian economy. there are 64 million msmes that contribute to 96.9% of the total workforce, 60.5% of the national gdp, and 60% of the total investment of national msmes. however, since covid-19, msmes have experienced several obstacles, so many have failed to continue business operations. the covid-19 pandemic in indonesia brought significant changes not only to the health sector but also to socio-economic conditions. one of these changes was influenced by the implementation of the large-scale social restriction policy or psbb (pembatasan sosial berskala besar). the implementation of this policy causes limited space for movement and community activities. this condition ultimately creates an unfavorable situation for the business world and impacts business actors (utami, 2021). micro small and medium-sized enterprises (msmes) are one of the business groups that have been affected by the covid-19 pandemic. in 2020, as many as 2.78 million msmes stated that their businesses were affected by the pandemic. the impact of the pandemic on msmes is quite varied. the most common impact was decreased demand or sales of goods/services (54.09%). this was caused by changes in people's behavior which became more selective in sorting out expenditures. in addition, another impact was an increase in raw material prices (15.76%), delays in buyer payments (14.32%), scarcity of raw materials (9.79%), and reduced worker attendance (3.61%) (bps indonesia, 2022). in these circumstances, the competence of a manager will play a vital role in treating the damage and finding long-term solutions for business resilience and performance. the concept of 'competence' that is very well-suited to this phenomenon is entrepreneurial competencies. moreover, disaster and crisis management theory also emphasizes managerial competencies that are one of the main ingredients to achieving resilient organizational nature (schulberg, 1974). thus, entrepreneurial competencies are expected to help msmes in indonesia reinforce their business resilience. thus, this study tries to fill that gap by proposing a novel conceptual framework that explains the connection between entrepreneurial competencies and business resilience by expanding the disaster and crisis management theory. in the model, we also positioned dynamic capability and innovation ambidexterity as mediating variables to determine how these two variables can affect entrepreneurial competencies and business resilience relationships. this research has positive implications that can help the indonesian msmes ecosystem deal with many resilience issues, especially during this covid-19 pandemic era. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 91 issn 2580-0981 (online) literature review underlying theory: disaster and crisis management theory disaster and crisis management theory, or dcm theory, is a theory that explains organizational processes in overcoming disruptive and unanticipated occurrences that pose a risk to the business (schulberg, 1974). a crisis is described as a self-inflicted disaster brought on by management mistakes and human error. the problem can be reduced to some extent because it is relatively painless. disaster, on the other hand, is a sudden, unexpected catastrophic shift brought on by the outside environment. the grandiosity of disasters makes them frequently impossible to manage (li et al., 2021). ideally, an organization will be more resilient if the organization applies the dcm planning strategies. the firm must possess both the long-term adaptive and innovative skills that may result in significant changes in their business models following crises and disasters, as well as the shortterm coping capacity to recover from violent disruptions (li et al., 2021). dcm theory implies that managers' competency is crucial in handling disasters and crises to intensify business resilience. therefore, investigating the relationship between competence and business resilience will provide good prospects. entrepreneurial competencies dimensions entrepreneurial competencies, or ec, are defined as "underlying characteristics such as generic specific knowledge, motives, traits, self-images, social roles, and skills that result in venture birth, survival, and/or growth" (bird, 1995). competencies are also characterized by the ability to use a bundle of information, abilities, and mindsets in a specific professional setting (rahman et al., 2016; smith et al., 2001). ec is the most valuable intangible resource associated with company success, among the firm's other most critical resources (hashim et al., 2018). the concept of entrepreneurial competencies is not unitary in social sciences research (oecd, 2012). ec can be developed by the construction of ideas and opportunities, resources, and actions (bacigalupo et al., 2016). there is also a study on the influence of ec on sustainability with technical capability, strategic thinking capability, and organizational capability as a construct. (lee & park, 2020). ec can also be identified by 13 core sets; opportunity recognition and assessment, risk management/ mitigation, conveying a compelling vision, tenacity/ perseverance, creative problem-solving, resource leveraging/ bootstrapping, guerilla skills, value creation through innovation, ability to maintain focus yet adapt, resilience, building and using networks, and selfefficacy (morris et al., 2013). however, in this study, we will utilize man’s ec framework. man ec framework, as depicted in figure 1, is one of the most common frameworks used in ec research (ahmad et al., 2010; man et al., 2008; rahman et al., 2016). this framework consists of strategic, commitment, conceptual, opportunity, organizing, relationship, learning, and personal competencies. strategic is a competency related to developing, analyzing, and delivering the firm's strategies. commitment is a competency that motivates entrepreneurs to pursue their goals. conceptual competency is related to different conceptual abilities like decision-making skills, absorbing and processing complicated information, risk-taking, and innovativeness. opportunity is a skill that allows one to detect market possibilities in various ways. organizing is the ability to coordinate human, physical, financial, and technical resources, both internally and externally. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 92 │ issn 2580-0981 (online) relationship is a competency related to communication and interpersonal skills. learning is the capacity to learn from a variety of sources, study in a proactive manner, and use newly acquired skills and information in real-world situations. personal competency is the ability to keep a happy attitude, prioritize duties to manage time, and recognize and improve one's own flaws. man used this framework to assess the entrepreneurial level of sme owners in hong kong (man, 2001). figure 1. man’s ec framework (man, 2001) entrepreneurial competencies and business resilience business resilience, or br, is described as a company's ability to adapt, endure, and expand in the face of adversity. businesses that are resilient can respond quickly to disruptions while maintaining long-term operations and protecting people, assets, and brand equity (aldianto et al., 2021). entrepreneurial success will have more value if it has a resilient nature than other factors, such as motivation, income, and satisfaction. in managerial implication, a company with an average income but resilient for years will be more valuable than a successful business that immediately collapses as soon as it is affected by a crisis or disaster (hayward et al., 2010). organizational awareness, adaptability, and agility may all be used as a construct to quantify br. organizational awareness refers to a company's capacity to examine its surroundings and comprehend developments in the present and future. organizational awareness focuses on a company's capacity to be proactive and effectively handle potential disruptions. on the other hand, organizational adaptability is an organization's ability to adjust its structure, method, culture, etc., to recover from a disruptive event (rahi, 2019). meanwhile, organizational agility emphasizes accelerating the organization's ability to adapt to an uncertain environment. agility is a powerful reaction to change and vulnerabilities (akpan et al., 2021). organizational disruptions might have disastrous repercussions, ranging from financial to operational losses. in severe circumstances, some businesses collapse and depart the market as a result of their incapacity to recover from such stressful situations (asamoah et al., 2020). by integrating resources and adjusting the dcm strategy, the company must have the short-term international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 93 issn 2580-0981 (online) coping capacity to recover from violent disruptions, as well as the long-term adaptive and inventive abilities to make positive changes in their business models following crises and catastrophes (li et al., 2021). dcm theory implies that ec is crucial in handling disasters and crises to intensify business resilience. therefore, the following hypothesis is proposed: h1. entrepreneurial competencies have a significant influence on business resilience. dynamic capability mediation effect dynamic capability, or dc, is the ability of businesses to build, enlarge, or adjust their resources consciously. dynamic capability is a phrase made up of two words: dynamic and capabilities. the former emphasizes the need for renewal. the latter highlights that such renewal is the result of a purposeful decision taken in response to a changing circumstance rather than being spontaneous (helfat & peteraf, 2009). an organization has dynamic capabilities when its internal and external capabilities can be integrated, created, and reconfigured in response to its changing environment (hashim et al., 2018). akpan et al. (2021) construct dc by combining sensing and reconfiguration capabilities. the former is the capacity to quickly perceive opportunities in the environment as they arise, as well as the ability to monitor environmental dangers. at the same time, the latter is a company's capacity to create new capabilities while integrating existing ones. in a procedural view of dynamic capabilities, reconfiguration of resources is the penultimate chain and is often used as a core part of dynamic. ec are dynamic elements that may help businesses break through and achieve huge success by raising the bar of advancement and allowing them to break out of a slump. small businesses, such as msmes, have little influence or control over the market, so they must be dynamic to respond to economic shocks (hashim et al., 2018). entrepreneurial management functions must also be equipped with dynamic skills. the features of firms with significant dynamic capacities are profoundly entrepreneurial (teece, 2007). thus, dc becomes a vital ingredient to overcome resilience issues. akpan et al. (2021) also indicate that a high level of sensing and reconfiguration capabilities significantly and positively influences organizational adaptability and agility. thus, the following hypotheses are proposed: h2a. entrepreneurial competencies have a significant influence on dynamic capability h2b. dynamic capability has a significant influence on business resilience innovation ambidexterity mediation effect innovation ambidexterity, or ia, is the ability to pursue innovation without being interrupted by change simultaneously (hönninger et al., 2009). ambidextrous firms have the benefit of leveraging current skills to generate radical innovation while also exploring new prospects (aldianto et al., 2021). therefore, ia may also be described as organizational actions and tactics that leverage existing knowledge in the business process to meet current needs while simultaneously researching uncharted regions to adapt to external changes, resulting in the ability to both survive and prosper in the long run (zang & li, 2017). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 94 │ issn 2580-0981 (online) the basic principles for innovation ambidexterity are exploratory and exploitative innovation. exploratory innovation strives to seek out new information, create novel ideas, and spot promising opportunities. concepts of radical and exploratory innovation can be used interchangeably. contrarily, exploitative innovation refers to activities that try to improve present designs, increase the effectiveness of current distribution methods, and concentrate on current customers and markets. this is a similar notion to incremental innovation (zang & li, 2017). ec and innovations have always had a unique relationship. entrepreneurial-driven technical and innovation change has been recognized as a competitive advantage in commercial enterprises. a person who has developed his/her ec will eventually get involved in a unique process of anything new in the management, service, or product fields (mohsin et al., 2017). pranowo et al. (2021) have also proven a positive relationship between ec and organizational innovation capability. on the other side, taipale-erävala et al. (2019) also state that successful innovative smes must have several ec, like conceptual, personal, and relationship competencies. some researchers also consider innovation to be one of the most critical competencies for an entrepreneur (man et al., 2008; morris et al., 2013). reinstating dcm theory, innovation is significant power to overcome disasters and crises. by the process of using both exploratory and exploitative innovation to pursue new ideas, a business will have a short-term coping capacity and also a long-term adaptive nature (li et al., 2021). according to colbert (2004), exploration and exploitation have a complementary effect on organizational success. as a result, enhancing organizational innovation ambidexterity will boost any company's overall performance, including business resilience. therefore, the following hypotheses are proposed: h3a. entrepreneurial competencies have a significant influence on innovation ambidexterity h3b. innovation ambidexterity has a significant influence on business resilience research method this study is explanatory research that adopts a quantitative mono-methodology. the explanatory study emphasizes studying a situation or a problem to explain the relationships between variables (saunders et al., 2009). to collect the data, we adopt a survey strategy research design to reach larger samples faster, easier, and cost-effectively (neuman, 2014). this study takes msmes in the province of west java, indonesia, as its research object. west java is one of the most developed provinces with the highest number of msmes in indonesia (bps indonesia, 2020). in indonesia, msmes can be defined through the law of the republic of indonesia no. 20 of 2008 concerning msmes. the criteria for selecting the sample in this study are as follows: a. owners or managers of msmes located in the province of west java b. msmes with total assets and revenues of not more than idr 10 billion and 50 billion, respectively c. msmes with no more than 100 employees d. msmes that stand alone and are not franchises of a larger company this study deploys a purposive sampling method by using both internet-mediated questionnaires and paper-based questionnaires. purposive sampling has the advantage of enabling authors to select cases or respondents that will best allow them to answer the research question international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 95 issn 2580-0981 (online) (saunders et al., 2009). the questionnaire consists of questions regarding company profiles, respondent profiles, and the measurement of all four variables included in this study. the four variables are ec as the independent variable, dc, and ia as mediating variables, and br as the dependent variables. the proposed novel conceptual framework can be seen in figure 2. internet-mediated questionnaires were created using the google form platform and distributed consistently from april to november 2022 to msme actor e-mails in west java. the emails are collected from personal acquaintances, sbm itb incubators, and the msmes database from bank indonesia. meanwhile, paper-based questionnaires were distributed directly in may 2022 to msmes retail shops in depok city and bandung city, west java. of the 50 paper-based questionnaires distributed, only 24 were appropriate for use. finally, with the addition of 196 respondents from the internet-mediated questionnaire, there was a total of 220 final respondents from this study. figure 2. proposed conceptual model measurement we employ the ec measurement indicator developed by man (2001) to measure ec. this measurement consists of self-assessment from respondents regarding their competence when carrying out daily business activities. these competencies refer to the eight competencies that have been described previously (refer to figure 1). for dc, we measure organizational sensing capability and reconfiguration capability. the measurements are adopted from akpan et al. (2021). as for ia, exploratory and exploitative innovations are taken to index the quality of ambidexterity. the indicators are adopted from zang & li (2017). in addition, we also took innovation capability measurement from pranowo et al. (2020) to measure ia. regarding br, we adopt the measurement of organizational awareness by rahi (2019) and organizational adaptability and agility by akpan et al. (2021). all the measurements use a five-point likert scale allowing ratings from 1 (strongly disagree) to 5 (strongly agree). the likert scale has the advantage of not expecting a simple yes or no answer from the respondent. instead, it allows for degrees of opinion and even no opinion at all. there are a total of 64 indicators that can be seen in table 3. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 96 │ issn 2580-0981 (online) data analysis method this study utilized pls (partial least square) as the data analysis method. pls is a causal modeling approach that explains the variance of the latent variables. definition of a latent variable is a variable that is not directly observable. ec, br, dc, and ia are included as latent variables. pls has the advantage of estimating a complex model that comprises a large number of item indicators (hair et al., 2014). in this study, we used a two-stage approach in pls because the proposed model has lowerorder constructs (loc) and higher-order constructs (hoc). the latter are composite variables whose indicators are integrated from the loc indicator. in comparison, loc is a sub-variable that is part of the hoc. for example, strategic competencies, organizational adaptability, sensing capability, and exploitative innovation are loc, while ec, br, dc, and ia are hoc. all processes are carried out with microsoft excel and smartpls 3.0 programs. according to wong (2013), a sample size of 100 to 200 respondents is usually a good starting point in carrying out pls analysis. while if we follow the ten-times rules by hair et al. (2014), the minimum sample size in pls should be ten times the largest number of formative indicators used to measure one construct. since the largest construct is ec which has eight indicators, the minimum sample size in this study should be larger than 80. either way, this study already has an adequate number of respondents. findings and discussion respondents profile the company and the respondent profiles are presented in table 1 and table 2, respectively. the majority of msme profiles involved in this study are 1-3 years old (47.27%), the number of workers is less than five people (57.27%), working in the food and beverages sector (50%), have total assets between 50 to 500 million idr (51.36%), and have total revenue between 300 million to 2.5 billion idr (39.55%). these profiles are consistent with the previously described msmes definition in indonesia. table 1. company profile company profile category respondents percentage (%) company age 1-3 years 104 47.27 3-5 years 65 29.55 > 5 years 51 23.18 number of employees 1 5 people 126 57.27 6 19 people 85 38.64 20 99 people 9 4.09 field food and beverages 110 50 fashion 32 14.55 service 31 14.09 marketplace 18 8.18 craft 18 8.18 other 11 5 asset (in idr) < 50 million 78 35.45 50 500 million 113 51.36 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 97 issn 2580-0981 (online) company profile category respondents percentage (%) 501 million 10 billion 24 10.91 choose not to answer 5 2.27 revenue (in idr) < 300 million 83 37.73 300 million 2,5 billion 87 39.55 2,5 billion 50 billion 37 16.82 > 50 billion 4 1.82 choose not to answer 9 4.09 while the majority of respondents in this study are company owners (80.91%), female (54.55%), aged 19-30 years (57.73%), and have a high school education or less (37.27%). this data shows that most msmes owners in indonesia are young women without higher education. in addition, according to the data, there are not many msmes actors in west java that aged more than 41 years and have high education. table 2. respondent profile respondent profile category respondents percentage (%) position owner 178 80.91 manager 42 19.09 gender male 100 45.45 female 120 54.55 age 19-30 years 127 57.73 31 40 years 75 34.09 > 41 years 18 8.18 education high school or less 82 37.27 diploma 41 18.64 bachelor 68 30.91 master/ doctor 29 13.18 measurement of loc model the first step of analyzing the data from this study is to test the reliability of the loc's measurement indicators, including analysis of indicator loadings, mean, standard deviation, and vif (variance inflation factors) value. after that, each loc's reliability and validity test are conducted, including analysis of cr (composite reliability) and ave (average variance extracted) values. the results of each test can be seen in tables 3 and 4, respectively. loc's measurement indicator reliability was tested in 2 iterations. the first iteration is intended to evaluate the value of the indicator loadings, which is smaller than the 0.6 threshold. an indicator loading of less than 0.6 can interfere with the reliability and validity of the overall measurement (hair et al., 2014). from the first iteration, several loc indicators were found with loadings smaller than 0.6: ec.str4 (0.313), ec.com4 (0.411), ec.lea4 (0.558), and ia.xri1 (0.527). these four indicators were excluded to increase the reliability and validity of each construct. in addition, the ec.per3 indicator was also eliminated because this indicator interferes with the validity of the ec.per construct. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 98 │ issn 2580-0981 (online) all indicator loading is improved after excluding the five indicators above in the second iteration. in this iteration, there is no longer any indicator with loadings less than 0.6. after that, we reviewed each indicator's mean, standard deviation, and vif values . all indicators have a mean greater than 0.4, so it can be concluded that some samples have a positive perspective on measurement indicators. on the other hand, only the dc.rc1 indicator has a standard deviation greater than 1, which is 1.06. this indicates a slight variation from the sample answers regarding the overall measurement indicator. finally, no indicator has a vif value greater than 5, meaning there is no multicollinearity problem with the measurement indicators. table 3. loc’s measurement indicator loadings, means, standard deviation, and vif value variable construct loc indicators 1st iteration 2nd iteration loadings loadings mean std. dev vif entrepreneurial competencies (ec) strategic (ec.str) ec.str1 0.803 0.833 4.72 0.57 1.213 ec.str2 0.628 0.639 4.42 0.68 1.129 ec.str3 0.714 0.704 4.48 0.67 1.175 ec.str4 0.313 commitment (ec.com) ec.com1 0.749 0.765 4.54 0.70 1.116 ec.com2 0.659 0.675 4.51 0.75 1.175 ec.com3 0.677 0.683 4.55 0.61 1.105 ec.com4 0.411 conceptual (ec.con) ec.con1 0.684 0.681 4.61 0.64 1.206 ec.con2 0.734 0.735 4.53 0.63 1.315 ec.con3 0.764 0.766 4.56 0.68 1.33 ec.con4 0.665 0.666 4.50 0.70 1.251 opportunity (ec.opp) ec.opp1 0.779 0.779 4.42 0.71 1.401 ec.opp2 0.719 0.718 4.61 0.64 1.377 ec.opp3 0.712 0.713 4.45 0.68 1.322 ec.opp4 0.681 0.682 4.47 0.72 1.276 organizing (ec.org) ec.org1 0.731 0.731 4.51 0.70 1.421 ec.org2 0.788 0.788 4.41 0.80 1.61 ec.org3 0.779 0.778 4.47 0.78 1.557 ec.org4 0.711 0.71 4.50 0.67 1.377 relationship (ec.rel) ec.rel1 0.684 0.684 4.46 0.72 1.219 ec.rel2 0.781 0.78 4.53 0.69 1.569 ec.rel3 0.738 0.737 4.45 0.76 1.448 ec.rel4 0.675 0.676 4.51 0.74 1.222 learning (ec.lea) ec.lea1 0.794 0.82 4.53 0.66 1.197 ec.lea2 0.646 0.686 4.60 0.60 1.193 ec.lea3 0.725 0.72 4.65 0.61 1.246 ec.lea4 0.558 personal (ec.per) ec.per1 0.732 0.769 4.51 0.71 1.283 ec.per2 0.72 0.761 4.51 0.65 1.254 ec.per3 0.682 ec.per4 0.688 0.689 4.62 0.62 1.111 br.awa1 0.824 0.825 4.73 0.58 1.775 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 99 issn 2580-0981 (online) variable construct loc indicators 1st iteration 2nd iteration loadings loadings mean std. dev vif business resilience (br) organizational awareness (br.awa) br.awa2 0.694 0.691 4.54 0.67 1.345 br.awa3 0.753 0.754 4.43 0.82 1.38 br.awa4 0.76 0.761 4.45 0.74 1.564 organizational adaptability (br.ada) br.ada1 0.729 0.728 4.51 0.68 1.384 br.ada2 0.791 0.79 4.50 0.70 1.579 br.ada3 0.726 0.727 4.43 0.73 1.369 br.ada4 0.774 0.775 4.42 0.84 1.42 organizational agility (br.agi) br.agi1 0.735 0.736 4.43 0.73 1.345 br.agi2 0.747 0.747 4.48 0.70 1.382 br.agi3 0.738 0.738 4.56 0.66 1.37 br.agi4 0.73 0.729 4.53 0.66 1.313 dynamic capability (dc) sensing capability (dc.sc) dc.sc1 0.827 0.827 4.59 0.69 1.725 dc.sc2 0.768 0.768 4.48 0.68 1.551 dc.sc3 0.741 0.742 4.38 0.75 1.449 dc.sc4 0.812 0.812 4.40 0.77 1.712 reconfiguration capability (dc.rc) dc.rc1 0.733 0.733 4.03 1.06 1.449 dc.rc2 0.818 0.818 4.25 0.90 1.831 dc.rc3 0.727 0.727 4.43 0.70 1.465 dc.rc4 0.813 0.813 4.53 0.72 1.704 innovation ambidexterity (ia) innovation capability (ia.ic) ia.ic1 0.775 0.774 4.67 0.62 1.468 ia.ic2 0.825 0.825 4.36 0.88 1.735 ia.ic3 0.778 0.779 4.31 0.82 1.614 ia.ic4 0.741 0.741 4.30 0.90 1.448 exploratory innovation (ia.xri) ia.xri1 0.527 ia.xri2 0.832 0.839 4.45 0.74 1.591 ia.xri3 0.808 0.835 4.57 0.68 1.598 ia.xri4 0.754 0.769 4.49 0.71 1.369 exploitative innovation (ia.xti) ia.xti1 0.653 0.652 4.56 0.59 1.27 ia.xti2 0.751 0.752 4.47 0.74 1.408 ia.xti3 0.793 0.793 4.48 0.75 1.531 ia.xti4 0.749 0.749 4.55 0.72 1.322 from the construct reliability and validity test, we found that no construct has a reliability and validity problem in the second iteration. the reliability problem is indicated by a cr value lower than 0.7, while the validity problem is characterized by an ave value lower than 0.5 (hair et al., 2014). from this test, the exclusion of the five indicators in the first iteration is proven to improve each construct's cr and ave values, as seen in table 4 below. table 4. loc’s reliability and validity analysis construct 1st iteration 2nd iteration cr ave cr ave br.ada 0.842 0.571 0.842 0.571 br.agi 0.827 0.544 0.827 0.544 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 100 │ issn 2580-0981 (online) construct 1st iteration 2nd iteration cr ave cr ave br.awa 0.844 0.576 0.844 0.576 dc.rc 0.856 0.599 0.856 0.599 dc.sc 0.867 0.621 0.867 0.621 ec.com 0.724 0.406 0.751 0.502 ec.con 0.805 0.508 0.805 0.508 ec.lea 0.778 0.471 0.787 0.554 ec.opp 0.815 0.524 0.815 0.524 ec.org 0.839 0.567 0.839 0.567 ec.per 0.799 0.498 0.784 0.548 ec.rel 0.811 0.519 0.811 0.519 ec.str 0.72 0.412 0.771 0.532 ia.ic 0.861 0.609 0.861 0.609 ia.xri 0.825 0.547 0.856 0.664 ia.xti 0.827 0.545 0.827 0.545 measurement of hoc model in this step, hocs are constructed by extracting the latent variable score (lvs) from loc's indicator so that loc can act as an indicator for hoc (see figure 3). lvs is the dataset's true score value from all variables for each observation/respondent. afterward, we conducted a constructindicator cross-loadings analysis to evaluate which indicators interfere with discriminant validity. in the first estimation, we found that dc.sc has greater loadings than br.awa at br construct and ec.com at ec construct. this issue can cause the ave value of the ec and br constructs to weaken, so we eliminate the br.awa and ec.com constructs. after that, we measure indicator loadings and weight in the second estimation to ensure that there are no issues like this again and that there are no indicators with loadings values less than 0.6. figure 3. hoc structural model subsequently, the construct reliability and validity test were carried out. from this test, no cr and ave values were below the threshold. so, it can be concluded that all constructs are reliable and valid. in addition, from the fornell-larcker criterion analysis, it was also not found that the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 101 issn 2580-0981 (online) correlation value between constructs was higher than the correlation between constructs. this analysis proves the achievement of discriminant validity (fornell & larcker, 1981). table 5. hoc indicator loading measurement hoc indicator construct-indicator cross-loading (1st estimation) indicator assessment (2nd estimation) br dc ec ia loadings weight br.ada 0.891 0.757 0.734 0.764 0.924 0.554 br.agi 0.881 0.752 0.679 0.724 0.917 0.532 br.awa 0.815 0.664 0.599 0.633 dc.rc 0.677 0.881 0.629 0.738 0.877 0.501 dc.sc 0.824 0.916 0.712 0.777 0.919 0.61 ec.com 0.477 0.478 0.667 0.428 ec.con 0.539 0.523 0.757 0.513 0.758 0.167 ec.lea 0.533 0.542 0.748 0.555 0.752 0.168 ec.opp 0.615 0.583 0.75 0.634 0.762 0.194 ec.org 0.665 0.66 0.787 0.686 0.795 0.203 ec.per 0.612 0.572 0.787 0.601 0.786 0.188 ec.rel 0.622 0.612 0.782 0.604 0.794 0.189 ec.str 0.645 0.554 0.794 0.57 0.786 0.178 ia.ic 0.756 0.796 0.685 0.887 0.885 0.376 ia.xri 0.697 0.742 0.661 0.897 0.899 0.366 ia.xti 0.745 0.72 0.694 0.893 0.893 0.379 finally, a structural model test is carried out to determine how well the proposed model is. this test is carried out by evaluating two values: the determinant coefficient r2 and the stonegeisser test q2. from the proposed model, the r2 value of br is 74.6%, dc is 55.9%, and ia is 59.2%. these three values show that the model can explain dc, ia, and br quite well. on the other hand, the q2 value obtained from all variables more than zero indicates that the ec has predictive relevance for dc, ia, and br. at the same time, dc and ia have predictive relevance for br. the structural model assessment is illustrated in figure 4. table 6. hoc construct reliability and validity, fornell-larcker criterion, and structural model hoc construct reliability and validity fornell-larcker criterion structural model cr ave br dc ec ia r2 q2 br 0.917 0.847 0.921 0.746 0.615 dc 0.893 0.807 0.821 0.898 0.559 0.442 ec 0.914 0.603 0.767 0.748 0.777 ia 0.922 0.797 0.808 0.843 0.77 0.893 0.592 0.461 hypothesis testing after ensuring all the measurement items are reliable and valid, we conduct the hypothesis testing through bootstrapping algorithm. there are five hypotheses in this study that describe the relationship between the four variables. the results of this hypothesis test are shown in table 7 below. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 102 │ issn 2580-0981 (online) table 7. hypothesis test result hypothesis path coef. t statistics p values result h1 ec -> br 0.261 2.486 0.007 accepted h2a ec -> dc 0.748 14.976 0 accepted h2b dc -> br 0.393 4.477 0 accepted h3a ec -> ia 0.770 14.688 0 accepted h3b ia -> br 0.276 2.772 0.003 accepted figure 4. structural model assessment result from the results of hypothesis testing, we found that out of the five hypotheses, none of the hypotheses had a t statistic value of less than 1.96 and a p-value of more than 0.05. so, we can conclude that all hypotheses can be accepted with a 95% confidence level. in addition, the coefficient value of each path that has a positive value is also obtained. this shows that each variable of the proposed model has a constructive relationship. however, if we compare the coefficient values of the path leading to br, we can see that dc has the most significant effect on br since it has the largest coefficient value (0.393) compared to ec and ia (0.261 and 0.276, respectively). the results of the accepted h1 hypothesis test indicate that there is a significant relationship between ec and br. this implies that entrepreneurs must develop their competencies in order to survive in an uncertain business environment. in line with li et al. (2021), the ability of managers to overcome disasters and crises is the key to providing an organization with long-term adaptability and innovation abilities that may result in significant improvements in their business as well as the short-term coping capacity to recover from violent shocks. on the other hand, hypothesis testing h2a and h2b, which are also accepted, indicate that dc can partially mediate causality between ec and br. likewise, since h3a and h3b also proved significant, ia can also mediate the causality between ec and br. from this, we can conclude that entrepreneurial competencies can increase organizational sensing and reconfiguration capabilities international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto │ 103 issn 2580-0981 (online) as well as exploitative, explorative, and innovative capabilities and are bound to boost any company's organizational adaptability and agility. this is in line with previous research, which explains the relationship between competence and the organization's ability to be dynamic and innovate to strengthen the resilience of the business itself (aldianto et al., 2021; colbert, 2004; hashim et al., 2018; taipale-erävala et al., 2019) on a second note, the outer weight of hocs allows us to understand the contribution of ec, dc, and ia to br (see table 5). this study revealed that all ec domains have adjacent outer weight values. this indicates that all ec domains have the same relative importance in general. specifically, the most important ec domain is organizing competencies with an outer weight value of 0.203, followed by opportunity and relationship competencies (0.198 and 0.189, respectively). meanwhile, conceptual competencies have the lowest outer weight value (0.167). an entrepreneur's ability to organize their resources, see and take business-related opportunities, and form good relationships with the people around them are the three most important things to strengthen business resilience. meanwhile, the conceptual ability of entrepreneurs in indonesia has proven to be relatively less important in extending the business's life. evaluating the outer weight contribution of dc and ia to br, we see that sensing capability has higher relative importance than reconfiguration capability (0.61 and 0.501, respectively). this means that the organization's ability to sense danger in the business environment is more important than its ability to reconfigure the business itself. on the other hand, exploitative innovation, innovation capability, and explorative innovation have outer weight values of 0.379, 0.376, and 0.366, respectively. these three values do not differ too much, indicating that the organization's ability to pursue explorative and exploitative innovation has a relatively equal value. based on these findings, we can conclude that the proposed novel conceptual framework has been proven. this finding supports the dcm literature that suggests entrepreneurial competencies for diesel engines for solving disasters and crises in business environments (li et al., 2021). not only that, in line with previous studies, this study proves that entrepreneurial competencies also affect msmes' ability to respond to turbulent changes by exploiting and exploring innovation (hashim et al., 2018; pranowo et al., 2020). with these diesel motors, msmes actors in indonesia can better strengthen their business resilience during the covid-19 pandemic, especially in strengthening their organizing, opportunity, and related competencies. conclusion this study contributes to entrepreneurial competencies literature by proposing a novel conceptual framework that shows a relationship between entrepreneurial competencies and business resilience. all hypotheses from this study were accepted with a statistical t-value above 1.96 and a p-value lower than 0.05. based on the acceptance of these hypotheses, we can conclude that entrepreneurial competencies significantly affect indonesian msmes' resilience during the covid-19 pandemic, likewise with organizational dynamic capability and innovation ambidexterity, which have also been proven to affect business resilience substantially. on the other hand, entrepreneurial competencies are also proven to affect organizational dynamic capability and innovation ambidexterity significantly. so that the two variables are proven to mediate the relationship between entrepreneurial competencies and business resilience; this international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(2),89-107 reinforcing business resilience through entrepreneurial competencies during pandemic covid-19: a case of indonesian msmes rozan hanifan, wawan dhewanto 104 │ issn 2580-0981 (online) means that entrepreneurial competencies also contribute to the organization's ability to be dynamic and innovative, which are critical for building a resilient business climate. from all the ec dimensions included in this study, organizational, opportunity, and relationship competencies have the highest relative importance among the other five ec dimensions. this means that indonesian msme actors must focus primarily on these three competencies to survive in a harsh and uncertain business environment. the indonesian government must also evaluate and ensure that business practitioners in indonesia already have sufficient competencies so that they can continue to compete. limitation & further research this research is still not perfect because some weaknesses limit the potential of this research. first, we only conducted this research within the province of west java, indonesia. although we chose west java because this province has the highest number of msmes in indonesia, it would be better if further research is carried out on an enormous scope. with a larger sample, data interpretation can be made better. second, this study still has some unreliable constructs; commitment competencies in the ec variable and organizational agility in the br variable. the unreliability of these two constructs causes limitations when interpreting the analysis results. on the other hand, these two variables have an important influence on the parent variable in previous studies (akpan et al., 2021; man, 2001). so, further studies are needed to validate these two constructs, especially in the context of indonesian msmes third, this study does not have a moderating or control variable. given the significance of the results of this study, we feel that the addition of other variables can provide more meaningful insight. by taking the age, education, and gender of msmes owners as control or moderating variables, we will not only get information about what ec is important to them but how the quality of their ec can affect the performance and resilience of the business. references ahmad, n. h., ramayah, t., wilson, c., & kummerow, l. 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(2023) corresponding author’s email: sbabalola@wsu.ac.za.com international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1287 the effect of work-life balance and social competence on the psychological well-being of public service employees chiyem lucky nwanzu1 , sunday samson babalola2* 1 delta state university, nigeria 2 walter sisulu university, south africa received : january 16, 2023 revised : june 8, 2023 accepted : june 14, 2023 online : june 30, 2023 abstract the psychological well-being of the employees is well deserved, as it has numerous positive effects on organisational performance. this understanding calls for research that would identify plausible precursors of psychological well-being. the outcome of such research activities would provide guides for the positive manipulation of psychological well-being to enhance organisational functioning. therefore, this study aims to investigate whether there is an association between work-life balance and employee psychological wellbeing and whether social competence plays a role in this relationship. one hundred and fifty employees aged 23 to 56 comprised 52% of men and 76% of married. the survey was self-administered, and the study was cross-sectional. established scales on work-life balance, social competence, and psychological well-being were used in the study. the data were subjected to regression analysis based on process macro. given the findings, work-life balance and social competence have a favourable relationship with an employee's psychological well-being. in addition, social competence accounted for more variation in employee psychological well-being than work-life balance. according to interaction statistics, social competence moderates the connection between work-life balance and psychological well-being. the findings indicate that the psychological well-being of employees is improved by work-life balance and social competence. keywords: inter-role experience; work-life balance; social competence; psychological well-being introduction the workforce of any organisation is the most valuable resource (chukwunonso, 2021; daniel, 2019), not only for the direct contributions to production processes but because it is the instrumentality for the usefulness of every other organisation's resources. employees must have physical, social, and psychological well-being to function correctly. although the various forms of well-being are interrelated, the present study is limited to employee psychological well-being, defined as the happiness that results from optimal functioning (stankevičienė et al., 2021). in several studies (e.g., aryanti et al., 2020; harshitha & senthil, 2021; thevanes & harikaran, 2020), employee psychological well-being has been associated with effective organisational functioning. this understanding inherently demands searching for plausible precursors of employee psychological well-being to guide manipulation as desired. existing literature shows that work-life balance, described as a person's capacity to consistently balance the emotional, behavioural, and time demands of both paid work, family responsibilities, and personal obligations (saraswati & lie, 2020), is among the firmly identified precursors of employee psychological well-being (okeya et al., 2020; rahim et al., 2020). however, the literature review by thilagavathy and geetha (2021) showed that a study on the relationship between work-life balance and employee psychological well-being is lacking in developing countries. the literature on work-life balance and employee psychological well-being must be built on studies from various cultural settings, as there is a link between national culture, organisational culture, work-life balance, and employee psychological well-being (adnan et al., 2021; ansah & louw, 2019; da motta & gomes, 2019; stankevičienė et al., 2021). consequently, the present study examined the relationship between work-life balance and employee psychological well-being. jafri and batra (2014) argued and called for understanding the intervening variables in the work-life research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.1287&domain=pdf http://orcid.org/0000-0002-9434-2495 https://orcid.org/0000-0003-3956-712x international j. of management, entrepreneurship, social science and humanities 57 balance and employee psychological well-being relationship. as the current literature shows, this call lacks a substantial empirical response. the organisational behaviour literature firmly establishes the value of addressing the third variable in any relationship tested. consequently, and guided by the existing studies (e.g., gómez-lópez et al., 2022), social competence, which expresses an individual’s ability to organise personal and environmental resources to successfully create and maintain favourable social outcomes and peer relationships (holopainen et al., 2012; romppanen et al., 2021) was examined as a moderator in the relationship between work-life balance and psychological well-being. therefore, the purpose of this study was (a) to determine the impact of work-life balance and social competence on psychological well-being and (b) to examine whether social competence moderates the relationship between work-life balance and psychological wellbeing among public service employees. literature review work-life balance and employee psychological well-being work-life balance is the ability to bring harmony between work and non-work responsibilities, activities, and aspirations, which implies a balance between the amount of time and effort given to work and personal activities to have an overall sense of harmony (saraswati & lie, 2020). it is the ability of individuals, regardless of basic demographics, to successfully combine work, home, and other life responsibilities. work-life balance refers to how a person engages and is equally satisfied with their work-life roles (stankevičienė et al., 2021). several opposing models of work-life balance exist that include segmentation, spillover, compensation, instrumental, and conflict, which have implications for the empirical literature. for example, the segmentation model proposes that work and non-work life do not influence one another, whereas the spillover model posits that one domain can positively or negatively influence the other (bello & tanko, 2020; sen & hooja, 2018). being psychologically well-adjusted means being healthy, well-adjusted, and completely functional. relationships with others and self-referent attitudes like mastery and personal growth are inter-and intra-individual levels of positive functioning (burns, 2015). there are two types of psychological well-being: hedonic and eudaimonic. hedonic well-being is related to subjective experiences of happiness (kraut, 1979). it has two components: an affective component (high positive affect and low negative affect) and a cognitive component (high positive affect and low negative affect) (satisfaction with life). the purposeful part of psychological well-being is referred to as eudaimonic well-being. it is expressed mainly by a sense of self-actualisation and expressiveness (waterman, 1993). eudaimonia well-being implies that the individual is satisfied with his existence and has what is desirable and desirable. eudaimonia well-being is defined by expressive experiences such as unusually intense involvement in an undertaking, feeling fulfilled while engaged in an activity, having the impression that this is what one was meant to do, and having the impression that this is who one is (waterman, 1990). the inherent results of work-life balance and the interacting nomological networks of worklife balance and employee psychological well-being proposed that more work-life balance will reflect in high employee psychological well-being. regarding innate characteristics, it is widely observed that work-life balance represents a harmonious interaction between work and non-work roles such as family, spirituality, and leisure. in this capacity, work-life balance leads to job satisfaction (pathak et al., 2019; sahrawat & rawat, 2021). job satisfaction has been associated with subjective well-being (cannas et al., 2019), optimal well-being (sironi, 2019), improved social relationships, and a reduction in depression (nadinloyi et al., 2013). the above implies that job satisfaction results from work-life balance, which produces psychological well-being. in nomological networks, studies have revealed that work-life balance positively affects employee international j. of management, entrepreneurship, social science and humanities 58 psychological well-being (okeya et al., 2020; prasad & sreenivas, 2020; rahim et al., 2020; saraswati & lie, 2020). work-life balance and employee psychological well-being played mediator and moderating roles for each other. for example, work-life balance mediated the relationship between workplace culture and employee psychological well-being (stankevičienė et al., 2021), and employee psychological well-being mediated the link between work-life balance and job performance (haider et al., 2018). therefore, it was proposed that: h1: work-life balance would positively predict employee psychological well-being social competence and employee psychological well-being social competence effectively ensures positive social outcomes by organising personal and environmental resources. it is a bundle of social skills and abilities that allow people to communicate, interact, impress and influence others. social competence implies getting along well with others, forming and maintaining close relationships, and responding adaptively in social settings, indicating the effectiveness of interpersonal interactions (dirks et al., 2018; john et al., 2021; rashed & snoubar, 2020). social competence is a higher-order construct with several components: social skills, emotional intelligence, social adaptability, social expressiveness, and social intelligence (baron & markman, 2003; gómez-ortiz et al., 2017). the argument is that the various elements representing social competence can potentially enhance an individual's relational life. other things being equal, a life of cooperation and acceptance from others goes with less stress, a factor that is very detrimental to employees' psychological well-being (kumar et al., 2020; ravikumar, 2022). therefore, social competence creates an environment where employee psychological well-being thrives. therefore it was hypothesised that: h2: social competence would positively predict employee psychological well-being. social competence as a moderator as presented earlier, work-life balance and social competence can directly impact employees' psychological well-being. plausibly too, social competence could also moderate the relationship between work-life balance and employee psychological well-being. several characteristics of worklife balance and employee psychological well-being are configured to endow the moderating role of social competence. for instance, work-life balance indicates an acceptable conflict at work and in other life activities. social competence embodies social skills associated with the potential to reduce interpersonal conflicts. several components of social competence (cultural intelligence, social intelligence) reduce work-family conflict (he et al., 2019; kanbur, 2015). more so, people with more family-to-work conflict had less emotional intelligence (zeb et al., 2021). it is argued that a lessened interpersonal conflict resulting from social competence would reduce work-life conflict and enhance psychological well-being. social competence ameliorates work-family conflict. therefore a well-managed work-family conflict will increase work-life balance. additionally, a work-life balance resulting from social competence is much more likely to strengthen well-being. in other words, more social competence means a higher work-life balance and employee psychological well-being. based on the preceding, it was proposed that: h3: social competence would moderate the positive relationship between work-life balance and employee psychological well-being. figure 1 shows the conceptual model of the present study. the model depicts the relationship between work-life balance, social competence, and employee psychological well-being. that is, international j. of management, entrepreneurship, social science and humanities 59 work-life balance and social competence have a recursive relationship with employee psychological well-being. the effect flows only from work-life balance and social competence to employee psychological well-being, not vice versa. furthermore, the framework depicts social competence as a moderating variable in the work-life balance and employee psychological well-being relationship. figure 1. conceptual model research method sample one hundred and fifty employees were selected from public sector organisations in two states in nigeria. participants were organisations in the health, education and information sectors. public and private organisations have been reported to differ in work-life balance (willem et al., 2010) and employee psychological well-being (bansal et al., 2021; khan, 2019). therefore, this study sample was limited to government organisations to provide a defined and valuable understanding. furthermore, the pioneering status of the present study, in terms of location, also justifies the delimitation. the adopted sample size is more than ten times larger than the number of study variables and, therefore, is satisfactory (memon et al., 2020; roscoe, 1975). instruments work-life balance measure the work-life balance was measured with daniels and mccarraher's (2003) 10-item scale. the scale was anchored in a five-point likert format that ranged from (1= strongly disagree) to (5= strongly agree). a five-point scale produces substantial reliability indices, does not confuse respondents, and improves response and useable rates (babalola & nwanzu, 2022; robinson, 2018). sample items on the scale are "i have to take work home most evenings" and "i often work late or at weekends to deal with paperwork without interruptions." the authors and other scale users (e.g., adnan et al., 2021; saraswati & lie, 2020) reported satisfactory psychometric properties. for the present study, cronbach's alpha of 0.87 was observed. social competence measure social competence was measured with kanning et al.'s (2012) 10-item scale. since the scale was initially developed for teachers, some modifications were implemented. two items (items 3 and 8) were not used in the data analysis, as the preliminary analysis revealed a high cross-loading of the items. sample items on the scale are "i always have an open ear when people i know come to me with their problems" and "i am good at predicting how someone will behave in a certain situation." the scale items were anchored on a five-point likert format (1 = strongly disagree, 2 = international j. of management, entrepreneurship, social science and humanities 60 disagree, 3 = undecided, 4 = agree, 5 = strongly agree). the scale received satisfactory psychometric indices from the authors, and for this study, cronbach's alpha of 0.88 was obtained. employee psychological well-being measure employee psychological well-being was measured with smith and smith's (2017) 10-item scale. it was measured on a five-point likert scale ranging from (1= not at all true; 2, slightly true; 3, moderately true; 4, very true; and 5, extremely true). the scale items covered five aspects (job characteristics, coping, positive personality, organisation, and well-being). some reflected the positive aspects of well-being, while others reflected the negative aspects. however, the analysis was conducted at the composite level, as some dimensions do not have the minimum three items required (robinson, 2018). sample items on the scale are "do you have a high level of well-being" and "do you and your employer have a good psychological contract." for the authors and other scale users (e.g., stankevičienė et al., 2021), cronbach's alpha of 0.76 was obtained for the present study. data were collected and analysed at the individual level for all variables. data analyses were performed on the mean scores of the participants. the mean score was derived by dividing the total score on each scale by the number of valid responses, resulting in scores ranging from 1 to 5. procedure a purposive convenience sampling technique was adopted in the distribution of the questionnaires. the use of convenience samples is a common characteristic of organisational studies literature, particularly in this research location, where sampling frames are usually unavailable or too strenuous to access. however, for the present study, the convenience sampling technique enables the data collection from employees of several organisations with the associated value of having many organisations represented in the sample. one hundred and eighty questionnaires were distributed to participants on their worksites, and 160 completed questionnaires were received in one month. a physical check of the returned questionnaires revealed that ten copies were not adequately treated. therefore, data analysis was performed on responses from 150 respondents. the response rate of 88% and usable rate of 83% could be adjudged satisfactory statistics (luiten et al., 2020). design and statistics the data in this study were quantitative, and the design was cross-sectional. this technique is acceptable because the study focuses on interactions between latent components (zaman et al., 2021). the cross-sectional design allows multiple factors to be evaluated simultaneously. the hypothesised associations were tested using regression analysis (together with process macro). regression analysis was appropriate because the current study predicted employee psychological well-being from work-life balance and social competence. furthermore, process macro has widespread use in organisational research and has proven reliable for evaluating moderation and mediation (field, 2018). because regression is a parametric statistical test, the design and preliminary data analysis revealed various assumptions (e.g., independent data, interval scaling, and linearity) related to its use. common-method variance data were collected using self-administered questionnaires. as a result, the study design included specific procedural control measures for common-method variance (cmv). the measures were to (a) ensure participants' anonymity and confidentiality, (b) present the items on the three international j. of management, entrepreneurship, social science and humanities 61 focal variables on separate sheets of paper to create a physical gap, and (c) provide a different response option for one of the three scales (agreement, reflective agreement) (cooper et al., 2020; rodríguez-ardura & meseguer-artola, 2020). the harman single-factor diagnostic test was used in addition to procedural controls to determine the presence of cmv. the results show that factors with an eigenvalue of 1 or higher accounted for 74% of the total variance, while the first component only explained 33%. cmv is not a problem in the data set because the first factor did not explain most of the total variation. (martínez-córcoles & zhu, 2020; rodríguez-ardura & meseguer-artola, 2020). control variables demographic variables that include gender (men = 0, women = 1), age (in years), and education (less than the first degree, = 0, the first degree and above, =1) were treated as covariates in the study. covariate analysis is implemented as studies (e.g., bisht & khullar, 2016; geldenhuys & henn, 2017) noted the confounding characteristics of demographics in the relationship between work-life balance and employee psychological well-being. more so, some theories (e.g., social role theory (becker, 2009) and human capital theory (eagly & wood, 2012) propose that gender, age, and education influence social behaviour. consequently, this study treats these demographics as covariates in data analysis. findings and discussion demographic characteristics the participants comprise 52% men and 76% married, with an age range of 23 to 56 years (x̄ = 41.21, sd = 7.15). thirty-three per cent of the participants hold certificates below the first degree, 56.33% hold a first degree and its equivalent, while 10,67% hold certificates higher than the first degree (see table 1). table 1. demographic characteristics of participants characteristic number of participants percentage gender women 72 48 men 78 52 total 150 100 marital status married 51 76 single 49 24 total 150 100 educational qualification below first degree 50 33.00 first degree 85 57.00 above first degree 15 10.00 total 150 100 age range 23 to 56 years mean 41.21 standard deviation 7.15 reliability and validity although this study adopted established scales, several psychometric properties tests were also performed on the measures to establish the suitability of the scales at the present research location. cronbach's alpha procedure was used to test for internal consistency reliability. the coefficient alphas obtained are presented in table 1. the alpha statistics ranged between 0.71 and 0.87, which is satisfactory (hair et al., 2019). the wide adoption of the work-life balance and international j. of management, entrepreneurship, social science and humanities 62 employee psychological well-being scales in the literature confirmed their validity in face and content (karimi et al., 2020). construct validity was tested with convergent and discriminant validity, the two sides of the concept. this study's cronbach alpha statistics also supported the measures' convergence validity (chikazhe et al., 2021; zaman et al., 2021). the discriminant validity with factor structure (cross-load) was tested. except for two items on the social competence scale, every other item was loaded higher into its construct than its cross-loading. this pattern of factor loading supports the discriminant validity of the measures. this pattern of item loading indicates that the items belonged solely to their factors (chikazhe et al., 2021; makhijaa & akbarb, 2019). durbin-watson test statistics were between 1.55 and 1.74, a range within the acceptable level of collinearity. table 2 shows the means of the focal variables, standard deviations, coefficient alpha, and zero-order correlation coefficients. on a five-point likert scale format, the observed mean is moderate. zero-order correlations revealed a significant positive relationship between work-life balance and employee psychological well-being, social competence, and employee psychological well-being, and a non-significant negative relationship between work-life balance and social competence. table 2. mean, standard deviation, alpha, and intercorrelation of study variables (n = 160) x̄ sd 1 2 1 work-life balance 3.67 0.52 1 2 social competence 4.20 0.78 -0.02 1 3 employee psychological well-being 3.44 0.82 0.22** 0.44** ** <. 001 main-effect analysis a simple regression analysis predicts employee psychological well-being from work-life balance and social competence in table 3. the statistics in the table supported hypotheses 1 and 2. work-life balance strongly predicted employee psychological well-being (β = 0.14, p < 0.001) for hypotheses 1 (table 3, second and third rows). according to the observed b-value, a one-unit increase in work-life balance leads to a 0.14-unit increase in employee psychological well-being. according to the r2 figures, work-life balance is responsible for around 5% of the variation in employee psychological well-being. the relationship was statistically significant, as revealed by the analysis of variance (anova) test f(1; 145), 7.98 p 0.01, indicating that employee psychological well-being may be predicted by work-life balance. social competence strongly predicted employee psychological well-being (β = 0.29, p < 0.001) for hypothesis 2 (table 3, fourth and fifth rows). according to the observed b-value, a one-unit increase in work-life balance leads to a 0.29-unit increase in employee psychological well-being. social competence accounts for around 20% of the variance in employee psychological well-being, according to r2. the regression was statistically significant, as indicated by the anova test, f (1; 145), 35.78, p 0.001. it means that employee psychological well-being may be predicted from sc. according to multiple regression, work-life balance and social competence have a combined r of 0.51 and r2 of 0.25. according to the latter figures, the two variables account for a quarter of the variance in employee psychological wellbeing, with semi-partial correlation indices of 0.12 and 0.20 for work-life balance and social competence, respectively. thus, social competence explained more variance in employee psychological well-being than work-life balance. international j. of management, entrepreneurship, social science and humanities 63 table 3. simple regression analysis showing the effect of work-life balance and social competence on employee psychological well-being b se β t p 95%ci lb ub constant 3.17 0.18 17.56 0.001 2.82 3.53 work-life balance 0.14 0.05 0.22 2.82 0.01 0.04 0.24 r2, 0.05, f (1;145), 7.98, p < 0.005. dublin watson, 1.74 constant 2.43 0.27 11.57 0.001 2.02 2.85 social competence 0.29 0.04 0.44 5.95 0.001 0.19 0.39 r2 = 0.198, f (1; 145), 35.78, p = < 0.001, dublin watson, 1.55 moderation analysis the statistics obtained from the test of hypothesis 3 are shown in table 4. simple effect statistics revealed employee psychological well-being when work-life balance or social competence were kept constant for each other. when social competence was maintained constant, the connection between work-life balance and employee psychological well-being was (β = 0.18, p < 0.001). when the work-life balance was maintained constant, the association between social competence and employee psychological well-being was (β = 0.31, p < 0.001). although with a negative sign coefficient, the impact of work-life balance and social competence on employee psychological well-being was statistically significant. a simple slope analysis was performed because the moderation analysis was significant. a simple slope was used to find the employee's psychological well-being within high and low social competence in the work-life balance. when social competence was high (+1sd), there was no significant link between work-life balance and employee psychological well-being (β = -0.001, 95% ci -0.128, -0.126, t = -0.06, p > 0.98), but when social competence was low (-1sd), there was a significant relationship (β = 0.38, 95% ci 0.22, 0.53, t = 4.85, p < 0.001). the difference between the "primary effect only" model's squared multiple correlations (0.25) and the interaction model's squared multiple correlations (0.35) provided a squared semi-partial correlation of 0.10, indicating the intensity of the interaction effect. the interaction of work-life balance and social competence is responsible for 10% of the variation in employee psychological well-being. table 4. moderation effect of social competence in the work-life balance employee psychological well-being relationship β se t p constant 3.48 {2.95; 4.02} 0.27 12.91 0.001 work-life balance 0.18{0.09; 0.28} 0.07 3.82 0.001 social competence (sc) 0.31{0.22;0.41} 0.04 6.70 0.001 work-life balance * sc -0.23{-0.36; -0.10} 0.06 -3.69 0.001 age 0.001{-0.009; 0.012} 0.005 0.26 0.78 gender 0.13{-0.02; 0.28} 0.07 1.70 0.09 education -0.02{-0.12; 0.07} 0.05 -0.48 0.63 r2 = 0.35; f {6;130}, 11.99, p < 0.001 the interaction was obtained by plotting the estimates plus and minus one standard deviation of the means of social competence to represent high versus low social competence in work-life balance, respectively. simple slope analysis (figure 2) revealed that when social competence was one standard deviation below the mean, the impact of work-life balance on international j. of management, entrepreneurship, social science and humanities 64 employee psychological well-being was stronger than one standard deviation above the mean. in other words, the positive effect of work-life balance on employee psychological well-being was more potent when social competence was low than when it was high. figure 2: the interaction effect of work-life balance and social competence on employee psychological well-being discussion this study determined the relationship between work-life balance, social competence, and employee psychological well-being and whether social competence moderates the relationship between work-life balance and employee psychological well-being. these concerns were expressed and tested in three hypotheses. hypotheses 1 and 2 expressed the central effect relationship, and the data supported them. for hypothesis 1, the work-life balance was positively correlated with employee psychological well-being. this finding confirmed several existing studies (okeya et al., 2020; prasad & sreenivas, 2020). the reported pattern of findings was expected for two main reasons. first, the work-life balance indicates a satisfactory alignment between an employee's work and other life roles. this experience can potentially breed contentment, satisfaction, and happiness representing employee psychological well-being. second, work-life balance symbolises an acceptable conflict between the work domain and other life activities. the literature has shown that several conflicts (e.g., work-family conflict, family-work conflicts, leisure–work conflict) damage employees' psychological well-being. worklife balance creates a conflict-free environment where employee psychological well-being thrives by curtailing conflict at work. data analysis also supported hypothesis 2: social competence positively correlates with employee psychological well-being, confirmed in previous studies (gómez-lópez et al., 2022). social competencies plausibly positively relate to employee psychological well-being because it is a composite of social skills such as social adaptability, emotional intelligence, and social intelligence that have the potential to improve interpersonal relationships (holopainen et al., 2012; onyemaechi & ikpeazu, 2020). people in cordial relationships with others are likely to express joy and happiness, fundamental components of psychological well-being. hypothesis 3 on moderation was confirmed. social competence moderated the positive relationship between work-life balance and employee psychological well-being. however, the slope analysis result revealed that social competence's effect on the work-life balance and employee psychological well-being relationship was stronger when social competence was low than when it 4.00 4.80 3.60 3.40 3.20 1sd +1sd 3.00 work-life balance low (-sd) high (+sd) social competence international j. of management, entrepreneurship, social science and humanities 65 was high. this finding is unexpected, as the opposite seems more logical since social competence embodies social intelligence with positive implications for effective interpersonal functioning. however, a plausible explanation for the greater influence of a low level on the high level of social competence in the relationship between work-life balance and employee psychological well-being is that a low social competence implies a lessened social network, which is essentially about the relationship. the relationship comes with costs, such as time, finances and energy. therefore, the more positive an individual experiences, the greater the responsibility for the individual. friendship-induced responsibility can interfere with the balance between work and other life activities. it is argued here that low social competence indicates less interference of social networks on work-life balance, a state of being that allows the work-life balance to exert its full influence on employee psychological well-being. conclusions employee psychological well-being is associated with desirable and organisationally valued outcomes; consequently, improving it on the job is necessary. the present study investigated the relationship between work-life balance and social competence with employee psychological wellbeing. importantly, this study revealed that work-life balance and social competence are precursors of employee psychological well-being. the study builds the literature on work-life balance, social competence and employee psychological well-being. the study has some practical values as it identifies and points out the importance of work-life balance and social competence in enhancing employee psychological well-being. however, a caveat from the moderation result is that the two should not be improved for a particular intervention to strengthen employee psychological wellbeing, work-life balance, or social competence. theoretical contribution several theoretical contributions were made in this study. this research answers thilagavathy and geetha's (2021) observation, which asks for more research into the work-life balance and employee psychological well-being in developing nations. this concern is because national culture can influence organisational culture, work-life balance, and employee psychological well-being (adnan et al., 2021; ansah & louw, 2019; stankevičienė et al., 2021). second, this research was the first to respond to jafri and batra (2014)'s call for research on third variables in the work-life balance and employee psychological well-being relationship. this study investigates the role of social competence moderation in work-life balance and employee psychological well-being relationships, addressing concerns (jafri & batra, 2014). when considering moderation in a connection, you may figure out "when" the variables are related. this knowledge is beneficial for the development of theories and practice. third, while there is considerable research on work-life balance, social competence, and employee psychological wellbeing, no study has examined all three variables simultaneously. several studies have been conducted on the relationship between social competence and psychological well-being; this research contributes to the few studies that examined the relationship between social competence and employee psychological well-being. previous research has focused primarily on adolescents and student populations (gómez-lópez et al., 2022; holopainen et al., 2012). fourth, the results of this study were consistent with previous research. both work-life balance and social competence predict employee psychological well-being, and social competence moderates the link between work-life balance and employee psychological wellbeing. as a result, this study's findings contribute to the literature's accumulation, ecological validity, and practical utility. finally, the work-life balance, social competence, and employee psychological well-being measures were established in a situation unrelated to the current international j. of management, entrepreneurship, social science and humanities 66 investigation. however, the reliability and validity of the scales were examined during the adoption process. the study's findings added to the body of knowledge on the psychometric features of the scales and their applicability in the nigerian setting. practical implications the present study has some implications for organisational practices. direct and simple effect statistics revealed that work-life balance and social competence were positively associated with employee psychological well-being. both work-life balance and social competence independently and collectively have the potential to trigger employee psychological well-being. psychological well-being is a highly sought-after employee experience associated with individual and organisational performance (aryanti et al., 2020; haddon, 2018; harshitha & senthil, 2021; thevanes & harikaran, 2020). importantly, this study has implicated work-life balance and social competence in improving employee psychological well-being. therefore, practitioners in public sector organisations are responsible for encouraging work-life balance and improving the social competence of their employees. several organisational policies and procedures could lead to a work-life balance, while training and coaching could improve social competence. the effect size statistics revealed that social competence has tremendous potential to improve employee psychological well-being more than work-life balance. this observation for human resource professionals implies that social competence should be the option between work-life balance and social competence to improve employee psychological well-being. simple slope statistics revealed that work-life balance positively correlates with employee psychological well-being. the interaction statistic shows that a low level of social competence strengthens the positive effect of work-life balance on employees' psychological well-being. the take-home message here for organisational practitioners is that the commitment to enhancing psychological well-being through work-life balance should have social competence deemphasised. limitation & further research using a single source for data collection is a current limitation. despite the precautions used in the study design, there is a chance that some common-method bias will affect the outcomes; as a result, future studies should include multi-source data (self-report and reports from others). this study's employee psychological well-being measure is limited to the idea's hedonic (pleasure) part. future research should consider the hedonic and eudaimonic aspects of employee psychological well-being, as they might be accomplished using ryff and keyes's (1995) psychological well-being model, a predictor, a moderator, and a criterion variable from the study's conceptual framework. the framework is simple and could be considered underspecified, despite controlling several demographic variables. as a result, for future research, more inclusive models in terms of variables are recommended. the employees of government-owned companies make up most of the study sample. similar studies should be conducted among private sector personnel for comparison. references adnan, m., bakhtawar, a., & zahra, r. t. 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(2023) corresponding author’s email: fransiska_cicilia@sbm-itb.ac.id.com international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1195 new ways of working in the manufacturing sector as covid-19 pandemic learning and its relevance to workforce agility fransiska cicilia pembayun noviansista cornelis 1* , hary febriansyah2 1,2 institute technology of bandung, indonesia received: november 10, 2022 revised : april 2, 2023 accepted : april 10, 2023 online : may 19, 2023 abstract the performance of manufacturing as the prominent sector decreased because of the covid-19 pandemic. nevertheless, it could bounce back its performance quickly right after. the question remains whether new ways of working take part in this agile behavior of manufacturing employees in adapting to such a situation. even so, what kind of new ways of working could be implemented in manufacturing since this sector has a specific processing system from input to output? implementing new ways of working practices in manufacturing varies since manufacturing has primary and support activities. first, this paper elaborates on the definition of new ways of working and the feasible practices that could be implemented in manufacturing. they are ict, flexible work time, flexible workplace, and professional autonomy. second, this paper uses the triadic reciprocal of social cognitive theory to find the relevance of new ways of working and workforce agility. furthermore, psychological empowerment plays an important part in implementing new ways of working regarding employee sustainability as a human being who needs intrinsic motivation. the authors conclude with the proposed model that depicts the relevance between new ways of working practices, psychological empowerment, and workforce agility. this study also provides managerial implications in implementing new ways of working in the manufacturing sector. keywords: new ways of working; workforce agility; manufacturing introduction the manufacturing sector is one of the prominent sectors in the world as it can produce products in large quantities. the focus is on producing large quantities because manufacturing strives for efficiency in the production process to fulfill human needs in any situation. the manufacturing sector can survive in a devastating environment despite the complex system. this sector rebounded quickly after the pandemic of covid-19 (unido, 2021). the pandemic of covid19 is unique because it has caused business disruptions on an unprecedented scale (ozdemir et al., 2022). when covid-19 started to arise in the first-second quarter of 2020, the growth of world manufacturing output was going down compared to 2018 and 2019 (unido, 2021). however, it gained back in the third quarter of 2020 and is even higher than in 2018 and 2019 (unido, 2021). the manufacturing sector requires resilience to keep human supply needs even in a disruptive environment. to maintain the resilience in this sector, agility can be a critical factor for organizations not only to operate through the volatility and adapt to the current situation but to compete in the next era of enlargement technology and dynamic organizational (alavi et al., 2014; lee et al., 2022; ozdemir et al., 2022). as a critical factor, many researchers studied agility in the manufacturing sector. agility theory in the manufacturing sector has been popular since the early 1990s in responding to dynamic, increasing change, uncertainty, and competitive environments (devadasan et al., 2005; sherehiy et al., 2007). recent findings postulate that the workforce is the vital element of agility in manufacturing rather than the advance of technology (alavi et al., 2014; menon & suresh, 2020; sherehiy et al., 2007) since technology could achieve its optimum function if the worker has the agility to learn about that (alavi et al., 2014). agile workforces become crucial because they can grant innovations, enhance strategic capabilities, and reduce structural workforce expenses to organizations (muduli, 2017). azizi et al. (2021) put forward flexibility as one of the human conceptual paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.1195&domain=pdf https://orcid.org/0009-0000-8018-0272 https://orcid.org/0000-0002-6578-7735 international j. of management, entrepreneurship, social science and humanities 40 resource management strategies to prevent covid-19 with the principle of agile organizational development. hence, many papers have studied workforce agility in many sectors during the pandemic of covid-19 (brack et al., 2021; leask & ruggunan, 2021; menon & suresh, 2020; tamtam & tourabi, 2021; thayyib & khan, 2021), but study about workforce agility especially in the manufacturing industry during the pandemic of covid-19 is still scarce. besides workforce agility, manufacturing should know how to manage the employees to achieve an agile state even in a destructive environment like the pandemic of covid-19. organizations must create some innovations to get out of current practices to mitigate the destructive effect of pandemics (ozdemir et al., 2022). in an innovative manufacturing company, the owner was more involved in developing new products, processes, and new ways of working (nww) (laforet & tann, 2006). new products and processes are related to the primary activities in manufacturing, while nww is a flexible form of human resources practices to enhance organizational agility in a highly unpredictable and complex environment through how, when, and where employees work. regarding the workforce as the prominent element of agile manufacturing, nww has become a consideration to be implemented by organizations in adapting to the dynamic environment (aroles et al., 2021). notably, during the covid-19 pandemic, the situation became challenging for organizations regarding business continuity, employee motivation, distance working, or unemployment through precaution policies (aroles et al., 2021; azizi et al., 2021). peters et al. (2014) posit that to enhance the sustainable success of nww, organizations must consider the need for a supportive culture such as coaching, cooperation, and commitment. j. h. coun et al. (2021) have studied that supporting culture can build intrinsic motivation as psychological empowerment can successfully mediate nww to improve workplace proactivity in the financial sector. however, the organization needs the agility to mitigate the pandemic of covid19 and other devastating situations. moreover, the agility aspect of the employee. so, the relevance between nww and workforce agility for the manufacturing sector in coping with the destructive situation has not yet been clarified. this study aims to develop a solid basis for future empirical research on nww and workforce agility and provide some preliminary guidelines to practitioners in manufacturing on how to deal with employees even in a destructive environment. so, for the objectives, this conceptual article elucidates the relevance of nww to workforce agility in the manufacturing sector by analyzing existing theories and concepts. first, we elaborate on the concept of nww and particularly the possible implementation in the manufacturing sector. second, we use a social cognitive theory perspective to see the correlation between nww and workforce agility as a behavior. third, we describe the mediating effect of psychological empowerment based on the synthesis of previous studies regarding the relevance between nww and workforce agility. we conclude with the proposed model and additional research questions relevant to the study of nww and workforce agility. literature review nww concept nww has become more critical since covid-19 regulations in many countries increased the attention to the implementation and its impact (aroles et al., 2021; gerards et al., 2020). nww enables organizations to sustain the business through distance collaboration even though the environment is disruptive such as the pandemic of covid-19. previous studies have examined the positive effect of working remotely as part of nww on job performance and productivity during the pandemic of covid-19 (meilani et al., 2021; ng et al., 2022; parilla et al., 2022; sirait & murdianingrum, 2021). specifically, based on their study, meilani et al. (2021) recommend organizational learning with the online platform to increase performance even though the international j. of management, entrepreneurship, social science and humanities 41 employee cannot gather in an office or other permanent place. therefore, nww is essential to manufacturing as the prominent sector providing large quantities of human needs to prevent any disruptive situation. including the pandemic of covid-19 as disruptive conditions, lee et al. (2022) described the disruptions in the manufacturing system can be happened from (1) geopolitical factors, which increase the risk of disruption through its effect on the supply chain, logistics, the human capital; (2) pandemic, which causes unstable demand changes and disruptions to the supply chain; (3) climate changes, which will reshape the global supply chain radically in the future decades and natural disasters can seriously disrupt logistics, energy supplies, and more; and (4) other external disturbances, like unanticipated market fluctuation, cyber-attacks, etc. table 1 represents the various descriptive concepts of nww. table 1. nww concept aroles et al. (2021) refer to nww in terms of 'bricks, bytes, and behavior changes', indicating the integrated management of spatiotemporal, technological, and organizational cultural changes. in other term, nww has three characteristics: flexible time of work, flexible place of work, and new media technologies (demerouti et al., 2014). additionally, nww can be regarded as part and parcel of the wider trend of workspace differentiation and flexibilization (mitev et al., 2021) because peters et al. (2014) believe that nww enables organizations to respond more flexibly to new market requirements, improve service quality, and enhance operating efficiency. nevertheless, the practices of nww will become normal as people get used to them (bondarouk & de leede, 2016). concept description authors bricks, bytes, and behavior changes the integrated management of spatiotemporal, technological, and organizational cultural changes. aroles et al. (2021) timing, place, and new media technologies nww have three key characteristics: more autonomy in deciding when they work, various options for the place of work, and various options for communications. demerouti et al. (2014) the wider trend of workspace differentiation and flexibilization the flexible use of home workspaces in terms of 'teleworking', the flexibilization of office spaces under the form of 'hot desking', 'co-working', or 'nomadic working', as well as 'mobile working' between all these workspaces. mitev et al. (2021) enable organizations to respond more flexible environment nww is believed to enable organizations to respond more flexibly to new market requirements, improve service quality, and enhance operating efficiency. peters et al. (2014) nww will become the normal way of working nww is 'just' normal working but new technology and the needs of the labor market demand new forms of work. the development of technology will always adjust the way of working. bondarouk & de leede (2016) international j. of management, entrepreneurship, social science and humanities 42 nevertheless, new technology and the needs of the labor market always demand new forms of work (bondarouk & de leede, 2016). so, remarkably, nww is a flexible form of human resource management (hrm) practice to enhance organizational agility in a highly unpredictable and complex environment. nww is about 'how', 'when', and 'where' the employees can manage their work even in a devastating situation. workforce agility and psychological empowerment workforce agility is not viewed as an agile personality, temperament, or trait but as an observable agile performance or behavior in the workplace (sherehiy & karwowski, 2014). workforce agility is derived from agile manufacturing as the prominent factor rather than technology (alavi et al., 2014; menon & suresh, 2020; sherehiy et al., 2007). agile manufacturing is the capacity to survive and thrive in an aggressive environment of continuous and unpredictable change by behaving quickly and electively to changing markets, driven by customer-designed products and services (gunasekaran, 1999). further, sherehiy et al. (2007) posit that although computer integration can provide important competitive advantages, manufacturing flexibility still depends much more on people since human operates the technology. the dimensions of workforce agility are grouped into three: proactivity, adaptivity, and resilience (sherehiy & karwowski, 2014). proactive behavior enables employees to address unanticipated issues, respond to changes or dynamic environments, and effectively solve problems (qin & nembhard, 2015). proactive could bring employees to adaptive behavior (griffin & hesketh, 2003). adaptive behavior pertains to the capacity of people can work in dynamic environments through regular learning, performing multiple roles, and participating within different teams (qin & nembhard, 2015). by adapting to significant challenges, organizations survive in their resilience state to ensure organization's sustainability (leask & ruggunan, 2021). kipper et al. (2021) considered adaptability an essential soft skill for working in an innovative environment. additionally, having a resilient workforce is vital to enhancing organizational competitiveness in this firm market competition (cooke et al., 2019). adaptive performance, as one of the workforce agility dimensions, is positively affected by empowerment practices (charbonnier-voirin & el akremi, 2011). it represents the motivational factors of an intrinsic task and demonstrates cognitive orientations about their job role (spreitzer, 1995). during the pandemic of covid-19, a study researched the effect of working from home, which increased intrinsic motivation (parilla et al., 2022). muduli (2017) found that psychological empowerment can support or contort agile attitudes and behavior. j. h. coun et al. (2021) found that psychological empowerment fully mediates nww practices and a proactivity environment. psychological empowerment is an individual’s experience of intrinsic motivation based on cognition about them their work role (muduli, 2017). spreitzer (1995) postulated that psychological empowerment is represented by meaning, competence, self-determination, and impact, demonstrating cognitive orientation in the workplace. meaning is defined as the value of work purpose; competence means self-efficacy, self-determination reflects autonomy in the initiation and continuation of work behavior; and impact is the degree to which an individual can influence others in the workplace (spreitzer, 1995). employee empowerment could improve cooperative-supported work (gunasekaran, 1999; qin & nembhard, 2015) if there is collaboration in an advanced environment regarding achieving agile nonmanufacturing. psychological empowerment influences new capabilities, autonomy, emotional intelligence, and employee involvement directly and learning indirectly. therefore, it becomes one of the enablers of workforce agility (menon & suresh, 2020; qin & nembhard, 2015). international j. of management, entrepreneurship, social science and humanities 43 social cognitive theory social cognitive theory (sct) mentions psychosocial functioning in triadic reciprocal causation (wood & bandura, 1989). figure 1 depicts the relationship between behavior, cognitive and other personal factors, and the external environment, which influences each other bidirectionally (wood & bandura, 1989), regarding hrm practitioners and managerial roles who manage the employees. wood & bandura (1989) postulated that they do not simply react to decision environments. however, they create decision support systems to selectively process information generated by their dynamic environment. it is included how managers carefully make policies regarding devastating environments like the pandemic of covid-19 so that the organization becomes resilient. with cognitive factors, organizations find a way to cope with the situation. eventually, through certain ways of facing such an environment, the practices will create expected behavior that enables the employees to get used to various external disruptions. figure 1. social cognitive theory of organizational management (wood & bandura, 1989) research method in order to execute the research objective of finding the relationship between nww, workforce agility, and psychological empowerment, this conceptual paper is based on literature studies cumulative critical analysis using secondary data from relevant literature. in elaborating on the relationships, this research is open to all pertinent literature as long as the scope is limited to nww, workforce agility, psychological empowerment, and manufacturing. the conceptual paper that attempts to introduce relationships between constructs should apply any theory that enables the explanation of those relationships (jaakkola, 2020). consequently, this study utilizes sct because it can describe the relevance between the people and behavior regarding the influence of external factors, such as the covid-19 pandemic effect on employee behavior in the manufacturing sector. the authors use scopus as the main search database, resulting in more than 70% of the research references. for the period selection, about 50% of the research references are literature from 2020 to 2023 to adjacent the research objectives to the phenomenon of the covid-19 pandemic. the search for relevant literature is based on the critical evaluations and choices of the authors through a process of determination. kraus et al. (2022) defined this method as a nonsystematic literature review (non-slr) when the research is conducted without any systematic procedure or protocol. using non-slr through a critical review of the literature by deductive reasoning approach, the authors rely on exposure, expertise, and experience to support advanced knowledge (kraus et al. 2022). international j. of management, entrepreneurship, social science and humanities 44 findings and discussion nww in the manufacturing process after elaborating on the concept of nww, the question remains in terms of the manufacturing process: how could manufacturing implement nww practices while some activities are engaged in the physical workplace? nww is reflected in different trends in work flexibility and the emergence of new spaces in the physical workplace, such as collaborative spaces or fab lab (mitev et al., 2021). in addition, the fragmentation of work, the multiplication and ramification of work practices, the new form of collaboration, and the increase of production-consumption become the considerations for implementing nww practices (mitev et al., 2021). so, nww could vary in manufacturing because it has a collection of activities (porter, 1985). in general terms, a manufacturing system is some activity in which raw materials are processed from one form to another, known as a product, gaining a higher or added value (parnaby, 1979). the collection of activities in resulting the product comprises primary and support activities (porter, 1985). primary activities are involved in the physical creation of the product. in contrast, support activities support the primary activities by providing purchased inputs, technology, human resource, and various firm-broad functions (porter, 1985). if we see from the description by porter (1985) about primary activities, the concept of flexibility in nww to manufacturing might be limited because the primary activities should be attached to the process in the firm. however, through the rapid development of ict, lee et al. (2022) posit that industrial artificial intelligence (the intelligent system, the digital system, the automation system) could connect humans to machine networks and allow one person to manage a large fleet of machines. moreover, it could transform physical manufacturing systems into cyber manufacturing systems to improve manufacturing resilience (lee et al., 2022). so, there is also the possibility for employees who are involved in primary activities to become more flexible in the future with the high-speed development of ict. table 2 shows the practices of nww and the possibility of nww implementation within primary and support activities in manufacturing. compared to traditional manufacturing systems, information and communication technology (ict) has become an issue that should be addressed in the information-intensive manufacturing environment (gunasekaran, 1999). lee et al. (2020) posit that such an environment can deal with modern-day industries' dynamic issues, such as rising costs, performance, and reliability, safe operation, data security concerns, workforce turnover, etc. to deal with these challenges, industries are rapidly shifting from traditional manufacturing systems toward smart manufacturing systems by integrating emerging ict (lee et al., 2020). laubengaier et al. (2022) put forward that industries that pursue smart manufacturing require the introduction of innovation in both technology and organization because they have mutual interaction in sequential and simultaneous ways and complement each other. innovation in organization for smart manufacturing comprises work to design and people management (laubengaier et al., 2022), which is essential in managing workplace dynamics. moreover, the rapid advance of ict has played a crucial role in workplace dynamics (aroles et al., 2021; mitev et al., 2021; sirait & murdianingrum, 2021). hrm practices associated with nww to alter rapid advances in ict (gerards et al., 2018). hence, nww cannot be separated from the smart manufacturing concept, which describes integrating ict to adapt to changing conditions. when working with colleagues over the nww, ict allows employees to have different options for communicating with colleagues, superiors, and customers (demerouti et al., 2014), such as teleworking. teleworking is a practice in which employees perform tasks in different locations than the primary workplace (hoornweg et al., 2016). still, the organization needs to consider the optimum practice of teleworking since it can sensitively affect individual performance (hoornweg et al., 2016). within the communication between employees, ict enables them to share their knowledge (j. h. coun et al., 2021). regarding access to knowledge via ict as part of nww, sherehiy & karwowski (2014) suggested that collaborative use international j. of management, entrepreneurship, social science and humanities 45 of ict applications increases employee agility. besides, letmathe & rößler (2022) posit the importance of knowledge transfer through digital work instructions or any portal in manufacturing activities. by experiment, digital work instructions in manufacturing work better than paper-based instructions based on time and the number of defects (letmathe & rößler, 2022). the result demonstrates the potential of ict in implementing nww to achieve smart manufacturing environments. another potential of ict is industrial artificial intelligence. with industrial artificial intelligence, smart manufacturing could make timely decisions with minimal human involvement because industrial artificial intelligence allows self-adjustment, self-optimization, and selfconfiguration, replacing human roles (lee et al., 2020). this term of this advanced technology will create a future of work in cyber manufacturing, from people controlling machines to machines as humans at eye level to the fusion of machines and humans or whole processes with intelligence systems (lee et al., 2020, 2022; north & kumta, 2018; pedota & piscitello, 2022). however, creative activity remains in the realm of humans (north & kumta, 2018). creative thinking is out of the individual when it complements ict (pedota & piscitello, 2022). further use of ict could dissemble work design to perform more complex activities, and work is no longer tied to a specific place or time (aroles et al., 2021; obermayer et al., 2022; parilla et al., 2022). location and time of work become independent by performing work outside the organization's physical environment and at alternate times (duque et al., 2020). worktime flexibility method, personnel have greater autonomy in finding out once they work (demerouti et al., 2014). flexibility in working hours moves from the traditional regulation of fixed working hours with clear boundaries between work and leisure to more internal and personal regulation of these boundaries (ganegama, 2019; mellner et al., 2016). employees in support manufacturing activities could implement worktime flexibility as they are not engaged with the physical environment. it is hard for primary activities to have autonomy in deciding when they work. because primary activities in manufacturing have input-output performance characteristics at a specific time and process, humans must adjust their work time with the defined process (parnaby, 1979). meanwhile, workplace flexibility offers employees various options for the place of work (demerouti et al., 2014). the practices of workplace flexibility in nww are nomadic working, hot-desking, coworking space, virtual working, or mobile working (aroles et al., 2021). palvalin et al. (2015) posit for physical and virtual in the nww environment. nomadic working, co-working space, and virtual mobile working are included in the virtual environment. while hot desking is involved in the physical environment. with place or time flexibility: employees can be reached easily and quickly, employees can collaborate with co-workers across the world, the availability of factual-time information, faster decision-making, and more flexibility in work schedules (demerouti et al., 2014). however, if the manufacturing system is not fully cyber state, the concept of the flexible workplace cannot be applied to some activities in the primary part because the employees must have physical contact in creating the products (porter, 1985). employees benefit from innovation for cyber manufacturing that pursues ict implementation in industry 4.0, given that intelligent machines can perform risky tasks to individual health and well-being (kipper et al., 2021). in traditional manufacturing, some primary activities involve many employees who carry out the process and interact with the physical environment (parnaby, 1979). despite that, the flexibility in terms of nww could still mediate the setting of the physical environment and raise employee engagement in the workplace (duque et al., 2020). in this dynamic era, the office in an organization and all the spaces in it should be supportive to employees both to self-concentrate and collaborate (palvalin et al., 2015), such as hot-desking or collaborative spaces in the office. workplace flexibility in time and place practices requires greater autonomous and selfmanaged working methods (demerouti et al., 2014; gerdenitsch, 2017; mitev et al., 2021; peters et international j. of management, entrepreneurship, social science and humanities 46 al., 2014). palvalin et al. (2015) posit that when employees have autonomy and can utilize nww along with organizational habits is called a social workplace in terms of the nww environment. so, autonomy empowers employees to implement nww (palvalin et al., 2015; peters et al., 2014). j. h. coun et al. (2021) relate workplace flexibility with professional autonomy, which allows employees to take control over 'how’ to perform and do their work. moreover, professional autonomy involves self-management as a core competence in these dynamic eras (north & kumta, 2018). selfmanagement means organizing work, defining, or redefining work objectives, choosing adequate means and methods, and organizing one's competence development and work-life balance (north & kumta, 2018). bal & izak (2021) and ng et al. (2022) elaborated on work-life balance as a benefit of autonomy over flexibility where employees can manage their work and life balance. support activities in manufacturing may gain work-life balance through professional autonomy, but it will be a different situation if autonomy is applied to primary activities. by implementing selfmanagement in the employees in primary activities, they develop suggestions for improvement even in the physical environment (north & kumta, 2018) rather than just the operational physical process. using the concept of nww, the employees from the physical workplace can have room to share their knowledge, express their ideas, share problem solutions, concentrate on themselves, and collaborate with others (duque et al., 2020; north & kumta, 2018; palvalin et al., 2015). because encouragement to the employees by letting them give their idea will create an innovative climate in the workplace (palvalin et al., 2015). table 2. nww practices in manufacturing sector term practices authors manufacturing activities (porter, 1985) how ict: communication tools demerouti et al. (2014); hoornweg et al. (2016) primary and support knowledge transfer j. h. coun et al. (2021); letmathe & rößler, (2022); sherehiy & karwowski, (2014) primary and support industrial artificial intelligence lee et al. (2020, 2022) primary and support professional autonomy demerouti et al. (2014); j. h. coun et al. (2021); mitev et al. (2021); north & kumta (2018); palvalin et al. (2015); peters et al. (2014) primary and support when flexible worktime demerouti et al. (2014); mellner et al. (2016) support where flexible workplace*: virtual and nomadic working aroles et al. (2021); mitev et al. (2021); palvalin et al. (2015) primary and support physical working duque et al. (2020); palvalin et al. (2015) primary and support * for primary activities, after manufacturing successfully transforms into smart manufacturing and minimizes the involvement of humans. nww, workforce agility, and psychological empowerment: social cognitive perspective based on sct, the pandemic of covid-19 is defined as an external environment that affects the manufacturing management about how they can get through the complex circumstance. lee et international j. of management, entrepreneurship, social science and humanities 47 al. (2022) categorized four major external disruptions: geopolitical factors, pandemics, climate changes, and other external disturbances. a recent and ongoing major external disruption is the pandemic of covid-19. the consequences of this pandemic affect the delivery of goods and services and the maintenance of operations in manufacturing business continuity since many countries create border closures and quarantines (lee et al., 2022; mancl & fraser, 2020). so, understanding this phenomenon might provide hrm practitioners with how to build more resilient manufacturing through various disruptions in the future (ozdemir et al., 2022). with many government policies that limited face-to-face interaction between people during the pandemic of covid-19, hrm practitioners in many businesses area, including the manufacturing sector, embrace the way of work that can maintain business continuity and resilience of the organization. the tendency of people when attempting to adapt and develop their competencies regarding such situations is characterized by cognitive and other people factor in sct. the cognitive determinant is listed by self-beliefs of managerial efficacy, personal goal setting, and quality of analytical thinking (wood & bandura, 1989). the manufacturing sector is induced to rethink resilience, robustness, and risk management differently, even though these efforts were on prior agendas before the pandemic (ozdemir et al., 2022), including the way of work so that employees still operate the manufacturing process. for that reason, the rapid development of ict seems to become a focal for hrm practitioners and managers in implementing nww (aroles et al., 2021; mitev et al., 2021). thus, the manufacturing business still operates even though the employee cannot see each other during the pandemic of covid-19. the implementation of nww is one of innovative thinking (laforet & tann, 2006) so that the organization can manage the people to survive in any devastating environment. by implementing nww, there is hope that people can result in agile behavior to become proactive, adaptive, and resilient in response to disruptive changes. in many ways, the pandemic of covid-19 has accelerated the adoption and deployment of network-based digital collaboration tools and new practices to ensure company and especially people agility (mancl & fraser, 2020). workforce agility is identified as an appropriate course of action in sct. because this behavior determines sustainability in different unpredictable impacts and is adaptive to disturbance and disruption (lee et al., 2022). in addition, (qin & nembhard, 2015) put forward that an agile workforce continuously generates several interdependent attributes, such as responsiveness, speed, competence, adaptability, and collaboration; this is useful for organizations facing rapid, almost unpredictable change or sudden external disruptions. despite all the factors in triadic reciprocal causation sct, the interaction of cognitive and motivational processes is crucial. because it can help us understand how managerial or hrm practitioners approaches creating decisions that must be made in complex and uncertain decision environment (wood & bandura, 1989). moreover, in this uncertain era, managerial and hrm practitioners should direct motivate employees to execute nww. therefore, employees can perform nww to their best and result in optimum agile behavior. perceived managerial support positively affects individual adaptive performance; it either moderates superior support or directly affects adaptive performance (charbonnier-voirin & el akremi, 2011). for intrinsic motivation, nww can shape conditions for “active work” and has the potential to reduce exhaustion to stimulate intrinsic motivation because of job autonomy (peters et al., 2014). nww impact workforce agility human resources should consider nww practices in the future. human resources orientation is about how the future of work will be through nww. a human resource with a future orientation would strengthen adaptability for the dynamicity of work (ganegama, 2019). in the international j. of management, entrepreneurship, social science and humanities 48 manufacturing context, the nww practices can make the resilience of manufacturing in any disruptive environment (cooke et al., 2019). j. h. coun et al. (2021) found that organizations that have adopted empowering hrm practices: workplace flexibility, professional autonomy, and access to knowledge via ict stimulate workplace proactivity. besides, ict-driven manufacturing put forward the importance of proactivity (pedota & piscitello, 2022). meanwhile, proactivity is an element of workforce agility besides resilience and adaptability (sherehiy et al., 2007). sumukadas & sawhney (2004) posit that power-sharing as a set of higher-order employee involvement is required to attain workforce agility. the term power-sharing is defined as the employee suggesting an improvement, giving and receiving feedback, and self-management (sumukadas & sawhney, 2004). professional autonomy, as part of nww, has a similar concept to power-sharing, which provides flexibility to the employee. moreover, employee involvement or the power-sharing techniques had a strong and significant impact on workforce agility (sherehiy & karwowski, 2014). further, cooperation and work teams require new forms of work organization when it comes to employee promotion and development in agile companies (sherehiy & karwowski, 2014). a previous study by gerdenitsch (2017) put forward that flexible workplaces and worktime enables employees to become more adaptive. menon & suresh (2022) emphasized that innovative hrm practices and strategies such as nww can catalyze agility. thus, based on sct (wood & bandura, 1989), nww can affect workforce agility, so manufacturing can mitigate disruptive conditions and even become more innovative. p1: nww practices through ict, flexible work time, flexible workplace, and professional autonomy impact workforce agility through proactivity, adaptivity, and resilience. psychological empowerment mediating effect peters et al. (2014) found that the application of nww has the potential to stimulate individual intrinsic motivation. the study by j. h. coun et al. (2021) showed that workplace flexibility, professional autonomy, and access to knowledge via ict significantly correlate with psychological empowerment. specifically, ng et al. (2022) posit that remote work in a suitable environment (part of nww) enhances employees’ motivation in competence (part of psychological empowerment) to complete any job task. spreitzer (1995) highlighted that empowerment as a set of cognitions shaped by a work environment rather than an enduring personality trait generalizable across situations. consequently, nww as hrm flexible practices in the work environment enables shaping individual motivations as psychological empowerment, not vice versa. further, psychological empowerment has been found to positively affect workforce agility dimensions (menon & suresh, 2020; muduli, 2017; qin & nembhard, 2015). psychological empowerment is an important element that mediates the relationship between organizational practices and workforce agility (muduli, 2017). organizational practice in that study means organizational learning and training, employee involvement, teamwork, and information sharing (muduli, 2017). but in the process of globalization with rapid technological development and precautions against disruptive situations, flexibility, adaptability, and dynamism are becoming core values of new forms of work (mitev et al., 2021). external and intrinsic motivation is important to individual adaptive behavior (peters et al., 2014; wood & bandura, 1989). additionally, psychological empowerment strengthens nww to affect workplace proactivity (j. h. coun et al., 2021). whereas sherehiy et al. (2007) posit that proactivity, adaptivity, and resilience as part of workforce agility. muduli & pandya (2018) posit that workforce agility is only possible if employees are intrinsically motivated; thus, psychological empowerment only affects workforce agility and is not reciprocal. therefore, using psychological empowerment theory which comprises some motivational factors for an international j. of management, entrepreneurship, social science and humanities 49 individual to acknowledge intrinsic tasks (spreitzer, 1995) and supported by the motivational factor of sct, nww has an effect on psychological empowerment as it affects workforce agility. in other words, psychological empowerment is mediating the relationship between nww to workforce agility so that the organization can mitigate many disruptive conditions. p2: psychological empowerment through meaning, competence, self-determination, and impact mediates the relevance between nww and workforce agility. figure 2. conceptual framework conclusions based on exploring relevant literature, we conclude with the proposed model and additional research questions pertinent to the study of nww and workforce agility that nww impacts workforce agility even in the manufacturing sector. as the prominent sector that provides many products for human needs, manufacturing must consider readiness to provide products in any situation. the first thing to emphasize is nww in manufacturing. the implementation of its practices could vary depending on the manufacturing activities. the discrepancy in nww execution between primary and support activities lies in flexible work time because of fixed processes from input to output in manufacturing. we determined that workplace flexibility can be applied even to primary activities. this determination supports the statement from north & kumta (2018) that the traditional workplace will dissolve. ganegama (2019) also posits that to navigate the next industrial revolution, regardless of the business sector and industry, they should change their practices holistically. we are coming to the digital age where there are no boundaries in our work environment (north & kumta, 2018). lee et al. (2022) introduced a framework for designing resilient manufacturing systems using industrial artificial intelligence, transforming physical manufacturing systems into cyber manufacturing systems. so, it is not impossible to imagine the psychological empowermen t nww workforce agility meaning competence selfdetermination impact proactivity adaptivity resilience ict flexible worktime flexible workplace professiona l autonomy p1 p2 propositions: p1 nww practices through ict, flexible work time, flexible workplace, and professional autonomy impact workforce agility through proactivity, adaptivity, and resilience. p2 psychological empowerment through meaning, competence, self-determination, and impact mediates the relevance between nww and workforce agility. international j. of management, entrepreneurship, social science and humanities 50 future of manufacturing when employees can monitor the process even as primary activities from anywhere, not only in the physical office. second, using sct, we argued that the implementation of nww positively affects workforce agility. regardless of the variety of its activities, employees in the manufacturing sector could have agile behavior through proactivity, adaptivity, and resilience to any major turbulent environment by implementing nww practices. it is not only about a flexible workplace and work time where managers can connect with their employees quickly but also supported by maximum utilization of ict and autonomy. the usage of it enables manufacturing to make more efficient processes, for example, digitization of work instructions (letmathe & rößler, 2022). at the same time, autonomy allows employees to shorten bureaucracy to make decisions can be made quickly, notably during urge environmental changes. essentially, nww activities can elaborate agile workers and emerge more manufacturing innovations. innovations seem an effective way to mitigate the destructive effect of various changes environment; moreover, innovation in technology and business practice should be implemented in conjunction to yield smart manufacturing success (laubengaier et al., 2022; ozdemir et al., 2022). because smart manufacturing is the central element of industry 4.0, and it has been described as an integrated, flexible system which able to adapt in actual time to changing environments (laubengaier et al., 2022). consequently, manufacturing should consider the importance of implementing nww nowadays as it is one of the strategies for going after smart manufacturing. in third place, psychological empowerment mediates the relevance between nww and workforce agility. the application of nww practices empowers intrinsic motivation and triggers agile behavior. however, the focus of intrinsic motivational factors is not only on the sustainability of nww but also on the human itself. the aim of human sustainability is to maintain and improve human capital in society. human sustainability encompasses the development of skills and human capacity to support the organization's functions and sustainability and to promote communities' and society's well-being (ganegama, 2019). from a research perspective, the propositions put forward in this paper provide the importance of manufacturing implementing nww in their hrm practices in this dynamic era. by implementing such practices in manufacturing primary and support activities, manufacturing could mitigate various devastating situations because it will affect workforce agility in the aspect of adaptive, resilience, and proactive. the elements of workforce agility are prominent in adjusting manufacturing ring conditions to the disastrous event, for example, the pandemic of covid-19. moreover, workforce agility is an important element to manufacturing to achieve an agile enterprise. psychological empowerment also plays an important role in the success of achieving workforce agility through nww. motivational factors can improve the effectiveness of nww practices so that the employees can perform better in their agile behavior. from a practical perspective, it is unnecessary to implement all the practices in nww because of the differentiation in the business process. there are some unique competencies for hrm practitioners in implementing nww, such as organization sensitivity, architectural knowledge, and entrepreneurship innovation (bondarouk & de leede, 2016). hence, managerial and human resources practitioners could maneuver their creativity to create an enjoyable work environment. notably, in the manufacturing sector, which comprises primary and support activities, nww should be combined in a certain way to impact the optimum agile behavior of the employees. such flexible and generative learning in the work environment stimulates each employee's self-motivation. giving employees the opportunity to set their work and life balance is also beneficial concerning human sustainability in performing to their best ability. however, it is not only about how to implement it. supportive culture is also essential, thus enabling managerial international j. of management, entrepreneurship, social science and humanities 51 to monitor the nww effectiveness: 1. give spaces where employees can share their ideas, even for workers in the manufacturing primary activities. 2. ready to facilitate information, communication, and technology needed to support employees in doing their work. 3. create an efficient work instructions system by utilizing ict. 4. consider “on-time” and “off-time” employees who can work anytime and anywhere regarding human sustainability in work-life balance. 5. arrange scrum meetings or another similar activity to manage the psychological engagement among members of the team. limitation & further research based on the thinking and arguments underlying the conceptual model presented, this paper outlines propositions through the conceptual model and managerial actions in implementing nww. furthermore, nww can affect workforce agility in manufacturing to major external disruptions. nevertheless, this research has yet to be done empirically. moreover, the rapid development of information, communication, and technology has become the critical element that drives the new perception of the way of work and behavior. hence, indeed “new” in nww will become “normal” in some way, but the term “new” will remain. for that reason, more qualitative and quantitative exploration of manufacturing nww is needed in various forms of the manufacturing sector in various settings and units of analysis. it will help the manufacturing industry create a flexible, collaborative environment and manage business agility to be ready to face future work. references alavi, s., abd. wahab, d., muhamad, n., & arbab shirani, b. 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(2023) corresponding author’s email: xolani.thusi@ul.ac.za.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1242 strategies for retaining scarce skills and reducing turnover in the south african public sector xolani thusi1* , richard chauke2 1,2 university of limpopo, south africa received: december 24, 2022 revised : march 31, 2023 accepted : april 10, 2023 online : may 6, 2023 abstract the south african public sector confronts a problem in retaining scarce skills because it competes in the labour market with the private sector, which provides higher packages/ benefits and conducive working conditions. higher turnover of workers with scarce skills is a serious problem for service delivery and a costly exercise for the government. when scarce-skilled employees leave the public sector, vacant positions in the institutions' post establishments arise; as a result, the public institutions' ability to provide quality service delivery declines, and the recruitment and selection process is a costly process that further strains the government's budget. the capacity of a public institution to provide world-class service to its citizens is entirely dependent on the availability of competent staff who will carry out their tasks in such a manner that service delivery is enhanced. this paper aims to assess the current turnover rate among scarce skills employees within the south african public sector, and present viable alternatives for the government to address the escalating turnover issues, ultimately ensuring the retention of these valuable employees. to achieve the objective of the article, this paper used a review of the literature. the findings of this study revealed that the south african public sector is having difficulty attracting and retaining scarce skilled employees, which has a negative impact on the delivery and development of services. this higher turnover is faced by all levels of government and is driven by a competition for scarce skills between the government and the private sector, unfavourable working conditions, and less competitive packages, which has resulted in a situation where posts in the public sector remain vacant for longer periods of time. few studies address concerns about scarce skills, high turnover, and personnel retention, particularly in the south african public sector. the author contends that this field should be further researched because effective and efficient public service delivery depends on the qualified staff. keywords: performance; retention; scarce skills; service delivery; turnover introduction the capacity of the south african government to deliver quality services is hampered by a lack of adequately trained staff and high rates of labour turnover, particularly among those in crucial positions. the number of qualified employees leaving the public service has increased at an unprecedented rate, threatening the viability of its operations (sibonde & dassah, 2021). favourable packages and fringe benefits allow organisations to remain competitive by attracting skilled and experienced personnel in the development in which they have invested and who would be difficult to replace. the difficulty in the south african public sector is that the government has standardised packages and benefits, whereas the private sector has the capacity to surpass and even outbid offers for scarce skills (fernandez & madumo, 2023). the findings of adriano & callaghan's (2022) study demonstrated that highly innovative individuals are often highly valued in the workplace, given the competitive constraints that organisations experience. these individuals appear to have much higher turnover intentions and may be more difficult to keep. this indicates the need for the south african government to improve retention strategies as it competes with the private sector for scarce skills. skills shortages and competition for limited skills are not new challenges for developing and transitional economies such as south africa. developing economies like south africa has become a bountiful universal hunting ground for other economies to undertake a replacement recruitment plan in a world community that offers an open market for employment and career prospects for scarce skills (horwitz, 2013). the performance of the public sector is based on the talents of professional personnel; however, skilled individuals are rare in the labour market, and attracting and retaining these skills research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1242&domain=pdf https://orcid.org/0000-0002-4844-0318 https://orcid.org/0000-0001-7316-6165 international j. of management, entrepreneurship, social science and humanities 121 in public institutions has proven to be a serious difficulty. when skilled staff is hired and retained for a longer period, improvements in service delivery will be apparent. according to mohajane (2017), staff retention is understudied in south africa. the lack of study on employee retention is especially noticeable in the south african public sector, which is the country's largest employer. mohajane further stated that employee retention was highlighted as an independent variable because the public sector's capacity to retain personnel is based on the success of the measures in place to keep people content with their jobs. creg & corin (2019) emphasised that due to an increasing number of voluntary resignations and retirements, public institutions have pressure to retain staff at the managerial level. despite the importance of managing turnover in the public sector, research on the matter is limited. according to lee (2018), employee turnover results in both monetary and non-monetary expenses, such as the cost of recruiting and training newly assigned employees, and this turnover process has a detrimental impact on organisational performance. the monies that public institutions spend on hiring and training new personnel monthly could be better spent on training and retaining existing employees and creating a pleasant environment for them, lowering turnover, and improving service delivery. employee turnover is expensive. total turnover costs, for example, have been found to range from a minimum of one to a maximum of two years' salary and benefits for an individual employee (adriano & callaghan, 2022). turnover is undoubtedly negatively associated with performance for the fundamental aim of the organisation (meier & hicklin, 2008). according to mzini (2019), because employee retention is a complicated issue, there is no single approach to retaining individuals within the organisation. the objective of this paper is to assess the current turnover of scarce skills employees in the south african public sector and propose alternatives the government can adopt to address issues around increased turnover in the public sector to retain scarce skills employees. although there is little literature on the hot topic surrounding this paper in the context of south africa, this study will significantly add to the body of existing knowledge. literature review theoretical framework herzberg's two-factor theory of motivation the work of sisuri & cheche (2021) emphasises that according to herzberg's two-factor theory of motivation, a conducive working environment has a positive effect on the organisation because it develops the skills of employees. motivating and focusing the attention of individual employees could lead to the success of job enrichment interventions, resulting in increased employee motivation, job satisfaction, and organisation effectiveness. public institutions need to motivate employees and create a good creative working environment so that turnover will decrease and retain scarcely skilled employees. employee training can also encourage and retain employees, according to moses & cheche (2021). the public institution should offer training to the skilled staff; hence, by doing so, the turnover rate in the public sector. there is a connection between job improvements and a positive working environment with personnel who are content with their jobs; this provides positive input on the safety and health climate at work. hygiene elements may not provide satisfaction or motivation but may help minimise employee unhappiness (abraham & prasetyo, 2021). bevins (2018) stated that achievement, appreciation, and work itself were the top three elements recognised by herzberg with regard to retention and motivation of staff. the government needs to recognise employees who are doing well and appreciate them as this could decrease turnover rate and ensure scarce skills employees stay for a long period of time in public originations, this would enhance organisational performance, decrease the cost of recruitment and selection processes and improves service delivery. achievement, appreciation, a healthy workplace atmosphere, delegated powers, and opportunities for expansion and development are all factors that contribute to employee retention and job satisfaction (abdulrahman & hui, 2018). international j. of management, entrepreneurship, social science and humanities 122 maslow's hierarchy of needs maslow's hierarchy of needs, according to hopper (2020), is a theory that states that employees are motivated by five main groups of necessities: esteem, self-actualisation, safety, love, and physiological demands. public institutions must recognise the demands of their employees and meet them halfway. for example, an employer could provide a gift of appreciation to a topperforming employee, which could be monetary or non-monetary. employees will be inspired to work at their best because of the employer's actions, and they may stay with the company because recognition goes a long way. the physiological needs of tefan, popa & albu (2020), according to tefan, popa, and albu (2020), include payment and material rewards such as air, food, shelter, and water. because these basic needs are essential to human survival, employees will be driven to work to obtain them. organisations must ensure that their employees are paid market-related salaries so that they can live comfortably. employees will be encouraged to advance to the next level after achieving it; this exercise will keep them motivated and content, as well as reduce turnover and retain scarce talented employees. hence motivated employees are easy to retain within the organisation. according to maslow's hierarchy, the professional performance of employees is positively connected with enthusiasm by fulfilling higher-level needs, employees are motivated to achieve the highest level in the hierarchy of needs, which is esteem and self-actualisation; the quest to achieve these needs improves employee morale and enhances organisational performance. maslow begins with the premise that humans always desire something, and what they want depends on what they have achieved, according to mullins (2007). employee turnover can be reduced by applying maslow's hierarchy of needs due to the fact that the organisation already knows what the desires of its employees are. employee motivation to complete the tasks given will improve, and employees will be more likely to stay on the job (lahida & pangemanan rumokoy, 2017). public institutions must realise the importance of being responsible for employee needs; according to maslow's theory, it is evident that employees are likely to remain in the organisation if their well-being is considered by the employer. if an organisation values its workers and their work, it is more likely to achieve positive work outcomes and achieve both individual and corporate goals. when human needs are addressed in the best possible way, it is a well-known phenomenon that people attempt to maintain their positions to contribute to the fulfilment of those needs (tahir & iraqi, 2018). empirical review the fundamental goal of employee retention is to maintain and encourage employees to stay with the organisation for a long time. the main objective of retaining employees is to prevent the exit of capable personnel, as turnover could have a negative impact on productivity and service delivery (mzini, 2019). the south african government is currently dealing with a high turnover problem, particularly among scarce skills such as doctors, nurses, engineers, information technology specialists and scientists, among others, due to competitive packages in the private sector, both locally and globally, which has a negative impact on public service delivery because these scarce skills provide essential services to the public. in support, zwane (2019) agrees that public sector organisations struggle to recruit and retain talented technical staff due to ineffective recruitment and retention tactics. when it comes to remuneration for employees with key skills, the recruitment process should be adaptive, and the public sector's present recruitment policy should be evaluated in order to overcome the obstacles of critical skilled employee recruitment and selection. turnover impedes organisational performance in the following ways. the first is the creation of new human resource recruitment and training costs. the second problem is the decrease in productivity caused by the loss of trained employees. the last methods are structural international j. of management, entrepreneurship, social science and humanities 123 communication harm and the problem of deterioration of trust between members. (kim and park, 2014) and matlala & lumadi (2019) expound that, in contrast to the current strategy in the public sector, more flexible retention techniques are required to retain public employees. the high turnover in the south african public sector implies that current efforts to attract and retain scarce skilled workers have failed, and the government must rethink its strategy to prioritise public service delivery. letchmiah & thomas (2017) agree that to attract and retain rare skills, organisations must employ effective retention and talent development strategies. organisational recruitment tactics must provide information on scarce skills and the choices of employees for remuneration. the public sector is constantly looking to establish recruiting and retention strategies that will ensure effective recruitment, retention, rewarding, and development of employees to improve service delivery due to competition in the labour markets and changing environments. the private sector is the most difficult competition for public institutions (ibrahim, hashim, & rahman, 2018). the increase in turnover in the south african public sector is felt strongly by citizens who use government services, mainly the poor and vulnerable. ngure (2016) established that the loss of scarce skills from employees could have a significant impact on the organisation. the employees the organisations want to retain are often the ones who leave the organisation. the work of mathimaran & kumar (2017) identified that employee retention is important because it involves organisational challenges such as training time and investment, knowledge loss, insecure employees, and a costly candidate hunt. as a result, losing a key employee is a costly proposition for an organisation. according to various estimates, losing a middle manager can cost up to five times his compensation in most organisations. according to guma (2011), poor employee retention results in a range of expenditures, such as increased workload for existing employees, recruiting and training expenses, reduced productivity, client loss, and intellectual capital loss. ganegama (2018) agrees that recruiting is always an expensive endeavour, whereas retention is always cost-effective for the organisation. the consequences of turnover include the loss of valuable staff, decreased performance, and increased recruitment costs (erwina, 2021). employee turnover has occasionally produced challenges in organisational process operations since some employees have left with their knowledge in their heads, which is not kept in the organisation (syarafina & sushandoyo, 2021). sultana (2017) stated that employee retention is a top priority for any institution, and retaining individuals with rare skills is critical to optimise organisational performance. employee retention is defined as an employer's efforts to establish a work environment that encourages employees to stay with the same company for a longer amount of time. according to kossivi & kalgora (2016), employee retention helps to retain or motivate individual employees to stay in the organisation for as long as possible. it is important for organisations to retain their employees because their ability to remain in operation depends on it. employee retention tactics, according to das & baruah (2013), are centred on making sure people spend a length of time in the organisation. a stronger retention strategy becomes an effective recruitment instrument. mathimaran & kumar (2017) emphasised that skills and knowledge are critical to organisational success, and an organisation's ability to attract and retain scarce talented employees improves the organisation's performance and service delivery. furthermore, an organisation faces another issue today: ensuring that employees are satisfied on a consistent basis. according to mathimaran & kumar (2017), employee retention methods assist organisations in improving commitment and workforce support for critical corporate projects by facilitating effective employee communication. the most valuable resource in an organisation is its skilled staff. their value to organisational performance involves not only attracting them but also maintaining them over time kossivi & kalgora (2016). zwane (2019) stated that the public sector should have a clear succession training program and international j. of management, entrepreneurship, social science and humanities 124 strategy that focus on both scarce skills personnel and managerial leadership qualities. the public sector should also foster career growth through a long-term program to develop scarce and key technical skills. the ability of the institution to recruit, attract, and retain scarcely skilled employees is one of the most important concerns in human resource management. organisations can achieve this through comprehensive human resource management practices. employee retention must be effectively linked to acquisition processes and procedures, as well as the approaches used to recruit candidates for the job (chandrasekara & perera, 2016). the work of letchmiah & thomas (2017) speculated that employee retention is not just a south african issue; it has now become a critical human resources management mission in other countries since a successful retention strategy improves organisational performance and success. public institutions must employ skilled people within the market; this will ensure that the organisation achieves its goals and objectives and remains effective. employee retention is much more than just paying more than your labour market competitors. it is about nurturing diversity and shared trust in the workplace, providing stimulating career options, and treating people with respect and admiration (bussin & brigman, 2019). employee retention is positively impacted by greater rewards and recognition, a pleasant working environment, supervisor support, and the contribution of improved supervisor support career opportunities (mahesh & narmadha, 2020). according to the muzanenhamo & rankhumise (2023) study, human resource employees are overworking manually due to a lack of systems. they are working harder rather than smarter, which is leading to employee burnout. the data revealed a substantial turnover of workers in the hrm department, which can be a source of dissatisfaction among human resources personnel. even hr personnel leave the south african public sector due to unfavourable working conditions, demonstrating how serious the difficulties are with respect to the retention of skilled employees in the public sector. pross (2022) agrees that african employees have faced a variety of issues due to the high turnover rate. many approaches have been created by various businesses to reduce high staff turnover, such as implementing laws and regulations to control the behaviour of individuals at work and encouraging employees; however, indicators still reveal significant employee turnover in organisations. research method this paper used a review of the literature to answer the underlying arguments of the paper. this method enabled the collection of rich data that will be useful in this study. this approach was used to broaden understanding of the issue of high turnover in the south african public sector and to indicate strategies that the government can use to lower the turnover rate in the public sector, as recruitment and selection is a costly process, and the retention of scarce skills is a critical factor for effective public service delivery. therefore, the narrative of the turnover of scarce skills, retention strategies, and what this means for the delivery of public services will become integral in allowing the article to reach a meaningful conclusion, which justifies the use of this methodological approach. table 1. article inclusion and exclusion criteria criteria inclusion exclusion date of publication articles published from 2000 to 2023 (before publication) articles that included public sector turnover rate, scarce skills retention, the impact of shortages of skills in the public sector, and any topic international j. of management, entrepreneurship, social science and humanities 125 criteria inclusion exclusion not related to scarce skills retention before 2000 article type original research articles/empirical articles and reviews conference proceedings and unpublished dissertations, and thesis language english articles other language articles articles relevance articles relating: scarce skills, retention, and turnover topics in the public sector and challenges of these factors in public service delivery or on the operations of the government articles not relevant to the research topic in question for this study the criteria for which articles were included in the literature review and which were excluded are shown in table 1. publications were retrieved from scientific databases. the reports were sourced from several databases, including google scholar, web of science, published reports, science direct, ebscohost, and others. in doing so, relevant keywords such as 'public sector scarce skills', 'retention in the public sector', and 'public sector turnover'. thus, the study was able to identify and provide future research directions on pressing issues that still need to be explored in the south african public sector in terms of scarce skills, turnover rate, retention strategies, and competition between the private and public sectors for scarce skills and how this affects the delivery of public services in the country. findings and discussion results scarce skill retention challenges in the south african public sector according to lesego (2012), the post-1994 public sector confronts huge problems in terms of reform and providing services to the people of south africa. south african public service departments are under enormous pressure to perform successfully to provide outstanding services to citizens. the south african public sector is plagued by a skills shortage, which has an adverse effect on economic productivity and meeting developmental needs. the predominance of scarce skills can be found in all levels of government, with positions remaining vacant for extended periods of time, primarily due to a shortage of experienced and qualified talent, either because such individuals are inaccessible or do not meet the specified employment eligibility requirements (breier,2009). ogony & majolo (2018) indicated that employee turnover is detrimental to government operations because it impacts productivity, efficiency, and innovation. south african government departments have been grappling with the difficulty of retaining competent individuals when they transition to higher-paying corporate entities in the private sector. this trend has emerged as a crucial driver in the local state, and young people are not able to continue in the appropriate service to build the necessary institutional knowledge and expertise. the consequences of this withdrawal include the prospect of disassembling the core project team, which would result in not only major challenges related to institutional knowledge loss, but also change management effects on the team and productivity performance issues (moodley & chetty, international j. of management, entrepreneurship, social science and humanities 126 2022). south africa's government faces numerous challenges due to a lack of qualified personnel and many open positions. it also fails to manage performance and train employees adequately. the high vacancy rates persist because the government has ineffective human resource management systems and ineffective performance management systems (draai & oshoniyi, 2013). the negative effects of labour turnover on service delivery extend beyond the public service's overall perception; they also negatively affect the government department's capacity to deliver services. instead of simply attributing poor public service delivery to a lack of skills, it is critical to ascertain whether underperforming or poorly performing public employees are doing so because they lack the skills necessary to complete their assigned tasks (omotoye & malan). zwane et al., 2021 state that the south african government has experienced continuous staff turnover, which is inefficient, particularly in terms of scarce and critical technical skills. preliminary appointed employees typically stay in government departments for no more than five years before resigning or moving to the private sector or nongovernmental organisations. employee complaints about the routinisation of jobs and a decrease in their autonomy have been cited as the main reasons for employee turnover in government organisations (kiyak & karkin, 2022). according to schlechter, syce, & bussin (2016), extraordinarily skilled workers are in high demand and challenging to find in south africa. high staff turnover rates are a problem for government agencies that fall short of their counterparts in the talent competition. finding strategies to encourage staff has become a serious concern for many managers in today's more competitive business world. it is a problem in the south african government, as seen by high turnover among officials in important positions and poor service performance. as qualified workers depart for jobs in the private sector, the government is forced to hire new graduates without experience, which reduces service quality, causes consumer distrust, and leads to more citizen unrest (sibonde & dassah, 2021). the work of horwitz (2013) identified the following challenges to the retention of public servants in south africa, namely: 1. ineffective level of commitment of management to appreciate and utilise diversity for improvement and competitive gain. 2. managerial unwillingness to give responsibility and accountability to decision-making. 3. shortage of cross-cultural awareness and sympathy 4. cultures of dominant self-perpetuating power within organisations. 5. interruption between reinforced policy and practice with insufficient attention to execution procedures, including recruitment, improvement, and retention methods. 6. fighting change due to fear and impartiality. 7. shortage of talent management policy, including career development, mentoring, and coaching. 8. relative lack of training, development, and growth opportunities 9. futile consultation and communication on employment fairness. 10. revolution of resistance beliefs and values. techniques that the south african government can use to attract and retain scarce skills 1. recognition/reward for good performance mngomezulu et al., (2015) claim that all components of retention are influenced favourably by recognition. this indicates that recognition affects employee retention. recognition/reward for excellent performance has a substantial impact on retention. employees, particularly those with self-esteem and self-actualisation drives, want to be appreciated and rewarded, not necessarily with money, but by publicly recognising their accomplishments and contribution to the fulfilment of organisational goals and objectives (michael & crispen, 2009). in agreement, kumari (2019) international j. of management, entrepreneurship, social science and humanities 127 indicated that rewards and recognition might be quite beneficial in keeping your staff motivated to perform admirably, achieve goals, and stick to the organisation. employee appreciation is very important, especially when there are dozens of lucrative opportunities available to them. reward and recognition are the most effective ways to motivate and retain talent. the highest priority for retention is acknowledging work and receiving incentives related to work and the work environment (saravanan & kavitha, 2019). mngomezulu et al., (2015) indicated that most workers quit because they have not received little or no recognition, and there is little opportunity for professional advancement and development. 2. career development career development is regarded as one of the human resource techniques that aid in the retention management challenge. a lack of professional growth opportunities within an institution leads to excessive turnover of employees. organisations that adopt career development programs, on the other hand, are more likely to have a high sense of commitment and retention among their workers (al-sharafi, hassan, & alam, 2018). career development techniques inside the organisation will retain an employee with the organisation for a longer amount of time and successfully enhance the organisation's process (nagarathanam, venkitasamy & attiah, 2018). employee commitments promote organised career development, which is a critical component in human resource management methods, particularly in employee retention. thus, self-evaluation development will enhance employee performance in the company and improve skills in the workplace, which will promote employee retention (baruch & peiperl, 2000). organisations must be aware of employee retention and job satisfaction in terms of career growth. employee retention and work satisfaction are better in companies that invest in their personnel. 3. training / development opportunities training/development is often praised as a key organisational approach that affects both staff retention and the expansion of human capital. the most specific advantage of training and development is that it is best seen as an incentive to improve employee retention, particularly for those who want to grow in their careers. nowadays, most workers are eager to gain new skills so that they can take on additional tasks. training can excite employees and increase organisational engagement and loyalty by making them understand that the company is helping them achieve their professional goals (chen, 2014). hassan et al., 2013 indicated that training/ development is one of the most critical components in keeping personnel in these organisations. knowing the retention elements or the influence of training on retention might help organisations retain personnel who have a high turnover rate. employee retention, according to ldama & bazza (2015), entails maintaining the employees that one wishes to keep and preventing their departure for any cause, particularly to rival companies. in other words, an organisation must have the appropriate people, in the appropriate numbers, with the appropriate skills and competencies, at the appropriate times and locations. this occurs when companies plan and carry out efficient hiring, selection, training, development, and retention of high-performing qualified workers. there is a significant correlation between organisational training opportunities and long-term employee retention when it comes to the impact of training on employee retention. all retention-related factors, other than the desire to leave, are significantly correlated. there is a strong link between training procedures and staff retention (nkosi, 2015). 4. motivation employee retention depends on motivation. motivation may be analysed via two lenses: international j. of management, entrepreneurship, social science and humanities 128 monetary reward and nonfinancial reward (shah & asad, 2018). employee motivation influences retention rates and other organisational behaviours. there is a clear association between employee motivation and decreased turnover intentions. when employees are inspired at work, they feel dedicated to the organisation (ramrez garca, del cerro ramón & fornells herrera, 2019). according to sandhya & kumar (2011), individual motivation is one of the critical aspects that may assist employers in improving employee and organisational performance. different motivation theories are addressed. employee retention can be improved by engaging workers in the following areas: open communication, employee incentive programs, career development programs, performance-based bonuses, recreation facilities, and gifts on special occasions. according to the results of eberendu and kennethokere (2015), motivation is a key element in determining staff retention among managers and nonmanagers. highly motivated workers have high levels of job engagement, are more likely to manage tough workplace duties, are less likely to participate in disputes, and are more likely to stay with a single organisation for a long time without contemplating moving in pursuit of better employment conditions. 5. great salary & perks when the topic of employee motivation is brought up, financial incentives often come to mind first. there is no doubt that a well-thought-out general compensation package can have a big impact on employee performance and retention. however, it is advised that a worker's fundamental motives must be taken into consideration before income may inspire a worker to stay with the company (nyibol, 2008). employee retention includes five primary motivators: compensation, growth, support, relationship, and environment. the employees in the organisation anticipate the salary as a motivator for their personal advantages. when an employer rewards an employee for achieving the intended organisational objectives, compensation is a significant motivation. money is believed to be the most effective motivator (sandhya & kumar, 2011). michael & crispen (2009) discovered that the salary package had a substantial impact on retention in the public sector. employees rated competitive pay, positive interpersonal interactions, a pleasant working environment, and job security as significant motivators that encouraged their retention in organisations. grissom et al., (2016) concur that more wages in the public sector are correlated with decreased employee turnover. according to maicibi (2005), a fair salary combined with decent working conditions has a stabilising influence on labour in the organisation and acts as an attractive and retention factor for new labour that may be necessary. 6. good working environment employee retention is also influenced by the company's goodwill. maintaining a company's goodwill is only achievable if attrition rates are low. by maintaining improved employee retention rates, employers can encourage potentially skilled workers to join the organisation by providing a safe workplace (sandhya & kumar, 2011). the findings of vasquez (2014) were consistent with the staff retention strategy. the results demonstrated that fostering a positive work environment will result in employee retention in the company and include managerial support, reward, and incentive programs. another essential factor in sticking with an organisation is the working environment, as well as excellent interactions between management and staff. when an organisation or management supports its workers, it provides another essential motivation for employees to stay with the organisation. employee retention can enhance organisational performance (olson, 2010). employee attitudes toward their jobs are reflected in their job satisfaction and turnover intentions. this perspective is influenced by the extent to which employees' primary needs are met by their work. when the elements of their working environment meet their needs, employees have better international j. of management, entrepreneurship, social science and humanities 129 levels of job satisfaction and, as a result, reduced turnover intentions (bright,20008). discussion effective and efficient public service delivery is imperative in south africa; therefore, the majority of residents are unemployed and live below the poverty line. it is critical for the government to encourage the recruitment and retention of rare talents since they are critical for the public sector's optimum performance. to retain talent in the public sector, the government must invest in employee development, recognise outstanding performance, and provide competitive pay packages. according to herzberg's two-factor theory of motivation, a conducive working environment has a positive effect on the organisation because it develops the skills of employees. the south african government, as an employer, must promote a conducive working environment that prioritises employees' needs through the provision of career development opportunities and competitive pay packages to retain scarce skilled employees and improve service delivery efficiency. the south african school of government and government departments have not done enough to promote training in the public sector, whereas the private sector offers training to its employees, giving the private sector a competitive advantage. the government should improve its staff training policies to improve staff skills and promote employee retention of scarce skills. according to herzberg's two-factor motivation theory, the public institution should provide training to skilled staff; therefore, doing so will reduce the turnover rate in the public sector will be decreased. currently, the south african government is struggling with several difficulties, including an over-bloated wage bill that is impeding service delivery, and the government has been advised by the national treasury to reduce the wage bill. as a result, the government has not filled critical positions, reduced salary increases, and eliminated performance bonuses. these factors will result in a loss of skilled workers in the public sector. there appear to be issued with human resource practices and policies in south africa, which has resulted in a higher turnover rate, which the government is currently attempting to address. maslow's hierarchy of needs theory states that employees are motivated by five main groups of necessities: esteem, self-actualisation, safety, love, and physiological demands. public institutions must recognise the demands of their employees and meet them halfway. the government's decision to cut the public wage bill and certain public employee benefits, which include performance bonuses, will further escalate the challenges of retaining and attracting scarce skilled employees in the public sector. hence, the above measures currently implemented by the government do prioritise employees' needs indicated by maslow's hierarchy of needs. the government must recognise that the delivery of public services is critical in south africa, a developing country where most citizens rely on the government. to improve the efficiency of public service delivery, the government must consider how to handle issues pertaining to the workforce, as the efficiency of the public sector is dependent on the efficiency of public employees. the government can investigate the strategies proposed in this article to address the issues raised by high turnover and the retention of scarce skills. conclusions retaining and attracting scarce-skilled employees is essential for successful service delivery in south africa. the current high turnover rate in the south african public sector is due to unfavourable working conditions and inadequate pay and benefits packages. consequently, people who are still working are dissatisfied, and those with rare talents are quitting the public sector. the government can do a lot to retain and motivate public workers without spending any money; just recognising outstanding work and promoting a healthy working environment that meets the requirements of public servants can go a long way toward guaranteeing optimum staff performance international j. of management, entrepreneurship, social science and humanities 130 in the public sector. the performance of public servants in south africa is reported to be low due to a poor working relationship between the employer and the employees. this study met its objectives by recommending strategies for the government to use to retain and attract scarce skillsets and reduce turnover in the public sector. the study also found a gap in studies investigating the issues surrounding the retention and attraction of scarce skilled employees, as well as the impact of turnover on public service delivery in south africa. the south african government may have some strategies and plans for the public sector, but based on the higher turnover rate in the public sector and the ongoing battle over service benefits between the government and public servants, these strategies appear to be only on paper. this study added to the body of knowledge by successfully proposing techniques the south african government can use to attract and retain scarce skills limitation & further research although a thorough evaluation of the current literature and other published sources is required, the authors identify some significant shortcomings in this investigation. first and foremost, the authors relied on previously published publications. there is little research on the retention of scarce skills and the turnover rate in the south 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(2023) corresponding author’s email: iffah_budiningsih@uia.ac.id.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1289 improving the professionalism of bank central indonesia managers through human capital and training iffah budiningsih1* , tjiptogoro dinarjo soehari2 , alvita sari3 1,2,3 universitas mercu buana, indonesia received : january 17, 2023 revised : april 12, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract employee professionalism is one of the behaviors that become the competitiveness of an institution in the global era. for that, employee professionalism behavior in strategic institutions must be continuously developed. this study aims to determine how high human capital and training factors influence the professional behavior of managers at bank central indonesia in jakarta. the research method used is the quantitative survey method with respondents at bank central indonesia managers in jakarta with a sample of 46 people from an affordable population of 108 managers (work experience above 20 years); the sample was taken by purposive quota sampling. data collection using a questionnaire instrument with alternative answers of 5 (five) likert scales. data analysis using multiple regression with spss. the findings in this study are: a) human capital and training together influence the high and low development of managers' professional behavior; b) the relationship between human capital and training together to the professionalism of managers shows positive and very strong (r=0.833); c) human capital and training together contribute to the achievement of manager professionalism by 69.5%, and the remaining 30.5% by other factors; d) human capital has a higher sensitivity than training in the development of professionalism manager; e) ) in the digital era like today, the development of professional behavior is highly treated and can be done through strengthening human capital and organizing sustainable training. keywords: behavior; human capital; manager; professionalism; training; bank of indonesia introduction bank indonesia is one of the strategic government institutions that have the main task of maintaining the stability of government's financial and monetary stability. therefore, the recruitment of its employees is very strict, and it is required to have a strong commitment to developing professional behavior. in the global era like today, employee professionalism is one of the behaviors that become the competitiveness of an institution, and for that, professionalism behavior in strategic institutions needs to be developed continuously. camp et al. (2004) explain that professionalism has been identified as an important learning outcome in education. however, most argue that professional learning is learning that is carried out informally or often as a result of learning outcomes that fall into the hidden curriculum category. the fundamental idea behind such informal learning approaches is the result of conventional agreement, namely that professional behavior is passively captured as a learning outcome obtained from imitating positive values and good behaviors modeled by their teachers and seniors (parents, family, more senior friends, etc.). cortezano et al. (2021) emphasize the importance of professional development because high-quality professional development is a central component of almost every planning activity in the modern era as it is today. cortezano went on to explain the continuous development of professionalism as an investment in advanced ethical knowledge, skills, and values. nugraha et al. (2021) explain that professionalism is a multidimensional and complex behavior. according to hodges et al. (2011) that professionalism requires individual, interpersonal, and social considerations. the results of research by dupree et al. (2011) show that the attitude of medical professionals can affect the culture of patient safety, and due to lack of professionalism will cause problems in the delivery of care, encourage adverse events and medical errors, and ultimately reduce patient satisfaction. based on the world bank (2020) report in report "the human capital index 2020 update, namely the human capital in the covid 19" said the value of human capital in indonesia in th research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1289&domain=pdf https://orcid.org/0000-0001-6108-8833 https://orcid.org/0000-0002-7368-404x http://orcid.org/0000-0002-5056-060x international j. of management, entrepreneurship, social science and humanities 93 2020 rose to 0.54; this shows that the value of human capital indonesia in th 2020 rose from the value of human capital indonesia in 2018, namely at 0.53. however, the ranking among asean countries, indonesia, is still below singapore, vietnam, malaysia, thailand, and the philippines. the human capital index is one of the world bank's programs designed to explain how health and education conditions can support the productivity of future generations. indonesia and its components are placed 87th and 65th based on the human capital index (world bank) and global human capital index-wef, respectively. this indicates that the quality of indonesian human capital continues to rank sixth (sixth) among asean nations. in addition, for indonesia to be competitive within the asean economic some of the previous studies on professionalism, such as camp et al. (2004) research on professionalism related to how to conceptualize professionalism which is qualitative research that includes a) steps: (a) systematic literature search to identify the constituent elements of professionalism mentioned in the definition and description of the concept; (b) analysis of these elements using certain techniques and validating them using expert panels in general camp et al. research aims to explore the way professionalism is perceived and positioned by the international medical community. another research from wibawa (2012) on professionalism is related to how journalists view professionalism. furthermore, the results of nugraha's research (2021) show that organizational support strengthens the relationship between professionalism and patient safety, both of which are independent variables. in general, several previous studies have discussed how professionalism variables as independent variables affect many dependent variables, such as performance, productivity, etc. in this study, the focus of the discussion was professionalism behavior as a dependent variable that was allegedly influenced by human capital and training. in world bank (2020) report that is indonesia's average human capital index still needs to be improved because it occupies no. 6 (six) among asean countries. the low human capital index of indonesian human resources is expected to have an impact on the low professional behavior of indonesian human resources; therefore, it is necessary to research the influence /relationship of human capital and training on the professional behavior of managers at bank indonesia (central bank), which is one of the strategic institutions in a country. osibanjo et al. (2020) explained that human capital is the most crucial factor of production in a business and involves a combination of skills, knowledge, competencies, technical knowledge, behaviors, attitudes, talents, intelligence, abilities, and so on. soehari et al. (2017a) explained that policies in human capital that focus on competence and training would have an impact on improving employee performance. according to tran and vo (2020), company employees will be able to increase productivity and contribute to the company's performance if the company accumulates human capital, which includes: developing training programs, improving staff qualifications, and investing in facilities and working conditions. batool & batool (2012) posit that training programs build confidence, self-esteem, and a sense of belonging among employees, and also increase their productivity and ultimately become an asset to the organization. furthermore, budiningsih (2017b) stated that training interventions could be beneficial for career development and organizational/company progress if training is managed systematically and sustainably. aderonmu et al. (2017) explain that professional behavior is associated with jobs that require training or specific skills, especially those that require a high level of education; this is because it relates to standards, qualifications, skills, and competencies in their behavior and ethical practices. getting the nickname of a professional is an honor that should not be taken lightly because a career in any field provides services to the community in need of professional personnel in exchange for a large enough salary. in the era of global competition, professionals in various fields are needed because they are one of the competitors of global human resources. based on the description above, it is necessary to conduct research related to factors that affect professionalism, especially human capital and training. the purpose of this study is to you analyze the causal relationship between human capital and training on the professionalism of bank central indonesia managers and to find a model of the relationship between professionalism with human capital and training. international j. of management, entrepreneurship, social science and humanities 94 literature review professionalism cruess & cruess (2012) explain that professionalism can be defined as a set of behaviors, values, and beliefs of society. according to mustika (2017), professionalism is the attitude of a professional who explains that every job will be done by someone who has expertise in their field or profession; and according to puspitayani & suartana (2018), a profession is a job that, when performed, may meet specific requirements. in puspitayani & suartana (2018), kalbers and fogarty argue that professionalism is a trait an individual possesses regardless of whether their employment is a profession. furthermore, gary (2005) explains that professionalism is the ability of employees to generate potential corporate profits by efficiently servicing clients; hence, company employees must grasp how the business runs, including strategic planning, marketing, production, and finance. they must be able to participate in the management team to develop plans for how the business will respond to competitive pressures. in addition, hall (2008) claims that professionalism is the capacity to identify outputs, construct a system to give desired results, and utilize a matrix to comprehend the contribution of each system. the united nations (2010) explains that the core value of an organization is professionalism, which is the ability of employees to work quietly, competently, and with dedication, which is a crucial aspect for all employees. melo (2011) claims that employee professionalism is displayed in their ability to generate clear ideas while performing their jobs to enhance their performance and contribute to the institution’s business success. according to ramadhan (2018), professionalism is a systematic effort to fulfill the requirements of community members by following professional norms, which have professional behavior such as a) always pursuing perfect results; b) having a solid fighting power/never giving up; c) constantly improving quality; d) having high accuracy, and e) having the integrity to maintain high work effectiveness constantly. ismail al-quds et al. (2009) proposed that there are five main behaviors of a professional: a) competent and knowledgeable; b) continuous learning; c) anticipatory, creative, and innovative; d) trustworthy and with integrity; and e) capable of analyzing and drawing conclusions about fundamental principles and work procedures. camp et al. (2004) said that the main element of professionalism is competence, but much more importantly, the constituent elements of professionalism are values such as altruism, accountability, respect, integrity, etc. which are part of human capital. furthermore, habiburrahim et al. (2022) explained that every individual who has a certain profession must continue to learn new things and improve his skills and knowledge, which is an important strategy to maintain professionalism in the current era. sapeta et al. (2022) explained that the things that influence, change, and train professional behavior in the field of health care are training, team interaction (communication and collaboration), professional motivation, and family roles. according to dzhumanazarovna et al. (2022) that the formation of a future teacher of professional skills for the implementation of the continuity of preschool and primary mathematics education in kazakhstan is reflected in the complex motivational personal relations, the system of scientific and special knowledge, the complex of active skills, and the block of reflexive skills. the various research results mentioned above show that professionalism is developed based on human character formed from the results of learning since childhood as well as various pieces of training for updating & strengthening competencies that have been possessed. another opinion from masnan et al. (2021) is that professional behavior is not related to a permanent personal identity but is a non-fixed and dynamic thing (change) according to work experience. therefore, work experience is an important component in shaping professionalism. according to nugraha et al. (2021), based on the american board of internal medicine (abim), the dimensions of professionalism include excellence, humanism, altruism, accountability, tasks and services, honor and integrity, and respect for others. international j. of management, entrepreneurship, social science and humanities 95 as stated in the explanation above, professionalism refers to an individual’s ability to work, exemplified by behavior such as a) competence and information; b) continuous learning; c) anticipation, creativity, and innovation; d) trustworthiness and integrity, and e) the ability to analyze and draw conclusions about fundamental principles and work procedures. human capital according to baron and armstrong (2012), human capital refers to the mastery and efforts to enhance the employees’ knowledge, skills, capacity, and creativity. baron and armstrong focus more on intellectual capital, which consists of three elements: a) human capital, which includes knowledge, skills, abilities, and the capacity to develop and innovate; b) social capital: the existence of structures, networks, and procedures that enable employees to acquire and develop intellectual capital both within and outside the organization; and c) organizational capital: the institutionalization of intellectual capital. according to iwamoto et al. (2019), human capital is consistently divided into competencies and attitudes, namely: a) competence: the content part of human capital; knowledge, skills, talents, and knowledge of employees.; and b) attitude: the willingness of employees to use their abilities to the benefit of the company; motivation. osibanjo et al. (2020) explained that human capital is an aggregate or totality of human competence that adds value to an organization, and human capital should be viewed as an asset, not as a variable cost. baron and armstrong (2012) believe that human capital management may support and grow the ability of line managers to carry out their responsibilities, particularly in the following areas: leadership, productivity, customer service, and control of staff turnover and absences. bontis et al. (2002) explain that human capital plays an important role in increasing productivity and efficiency, and they are one of the key factors in the successful implementation of business strategies. meanwhile, tran and vo (2020) argued that managers need to develop policies and strategies that emphasize the importance of human capital accumulation, which will ultimately affect the company's financial performance. soehari (2017b) stated that the critical factors for implementing the concept of human capital are: a) employees with the skills to create value for the organization; b) employees as assets, remuneration, training targets, development, and career advancement to create value for the success of the organization; and c) hr that can enhance organizational performance. the results of research by iwamoto et al. (2019) show that increasing human capital is effective in increasing corporate social responsibility activities (csra). therefore, managers who want to improve corporate social responsibility activities (csra) must first improve human capital. in this study, human capital refers to the ability humans possess as intellectual assets that can be used as capital to achieve optimal work performance/performance, which is behavior by: the ability to develop knowledge, skills, capacity for innovation, values, being result-oriented, proactive, and task-focused. training raymon et al. (2015) explain that training for employees is a learning system that employees need to comprehend the entire work process, with the expectation that employees will acquire new skills, be able to apply them when performing their responsibilities and share what they have learned with other employees. according to budiningsih (2017a), training is a series of activities designed to improve theoretical understanding, principles, and work skills, resulting in behavioral changes that enhance work competencies. these changes are influenced by participant readiness, training environment, organizational climate, training methods, and training evaluation. therefore, training is a deliberate attempt to provide people with the knowledge, skills, and attitudes necessary to perform their tasks effectively. the training is separated into two forms based on international j. of management, entrepreneurship, social science and humanities 96 execution: a) formal training and b) informal training. formal training for hr capacity development activities is conducted by an official (approved) institution; informal training is an activity of developing human resource skills whose execution is not planned or structured and is conducted by individuals, groups of employees, and many more (not by official or accredited institutions). gary (2005) argues that training is the process of people acquiring the fundamental abilities required to perform their professions. budiningsih et al. (2017b) found that: a) training intervention has a positive and statistically significant influence on employee performance, and b) the material, length, and frequency of employee training may be utilized to evaluate the potential for employee performance to be attained. in the implementation of training, according to magpantay (2021), it is necessary to build a curriculum centered on the acquisition of core competencies in addition to training methods that contain a balance between theory and practice, the qualifications of the instructors as well as the strategies used. moreover, budiningsih (2017b) argues that the competencies that employees have as a result of training if they are not utilized in the performance of their duties, will disappear on their own, so they frequently do not contribute to the achievement of optimal organizational/institutional/company performance. the results of the research of franklin et al. (2014) show that employees who have been given training opportunities are more pleased with their work than those who have not attended the training. therefore, training is necessary to increase productivity and employee satisfaction in the operation of certain equipment. cortezano et al. (2021) argue that in the digital era like today, continuous professional development training is an effort to invest in advanced knowledge, skills, and ethical values that can be used to learn more tools and applications (digital) and increase the creativity and resourcefulness of trainees. based on some explanations about training above, what is meant by training in research is a series of activities planned to improve the ability of employee human resources, including knowledge, skills, and work attitudes that will bring about changes in behavior at work which are influenced by: a) participant readiness, b) training environment, c) organizational climate, d) training methods and e) training evaluation. from the explanation of the three research variables above, the hypothesis of this study is that there is a positive relationship between human capital and training together on the professionalism of managers/directors of central bank indonesia in jakarta. h1: human capital and training together have a significant effect on professionalism the research design survey is as follows. figure 1. constellation of survey research problems h1 human capital (x1) professionalism (y) training (x2) international j. of management, entrepreneurship, social science and humanities 97 research method the purpose of the study that you analyze the causal relationship between human capital and training on professionalism. employing a quantitative method with a survey, this study seeks to determine the impact of the independent variables of human performance (x1) and training (x2) on the dependent variable of professionalism (y). respondents in the study were employees with the level of managers of bank central indonesia in jakarta who had more than 20 years of experience. the population reaches around 29 technical work units, which include around 290 managers/directors; the number of samples that are worth taking is 46 people by purposive quota sampling, namely 1 unit taken by 1-3 people representing work units. collecting data in 2022 using a questionnaire with a 5-point likert scale for alternative responses: strongly agree = 5, agree = 4, disagree = 3, disagree = 2, and strongly disagree = 1. the study of data employed descriptive statistics (mean) and multiple regression by spss version 25 (multiple regression analysis is one method of analysis to facilitate the decision-making of a policy). before the regression analysis, the analysis requirement test is employed using the test of normality, heteroscedasticity, autocorrelation, and multicollinearity. the following are presented variables and indicators of the study (table 1). table 1. variables and indicators description: this indicator was developed by the author with the method of literature review analysis findings and discussion findings the characteristic of respondent the behavioristics of research respondents, in general, are presented in table 2 below. table 2. the characteristic of total respondent (46 managers) no. behavioristics total (people) percentage in total respondents (46 managers) (%) 1 sex 1. female 2. male 10 36 21.74 78.26 no variable indicators 1 professionalism a. competence and informative b. continuous learning c. anticipation, creativity, and innovation d. trustworthiness and integrity e. the ability to analyze and draw conclusions about fundamental principles and work procedures 2 human capital a. ability to develop knowledge, skills, capacity for innovation, values b. being result-oriented c. proactive and task-focused 3 training a. participant readiness b. training environment c. organizational climate d. training methods & media e. training methods and international j. of management, entrepreneurship, social science and humanities 98 no. behavioristics total (people) percentage in total respondents (46 managers) (%) 2 age 1. 41-50 2. 51-60 3. >60 2 15 29 4.35 32.61 63.04 3 education 1. diploma 2. bachelor’s degree 3. master’s degree 4. doctorate degree 6 25 12 3 13.04 54.35 26.09 6.52 4 position 1. director 2. deputy of director 3. assistant of director 4. manager 10 6 14 16 21.74 13.04 30.44 34.78 source: analyzed data (2022) instrument validity and reliability test regarding the instrument validity and reliability test, according to sugiyono (2010) that the instrument is valid with a trial sample of 30 people if the r product moment > 0.361 and reliable if the alpha-cronbach r reaches a value of 0.60 -1.0. the results of the validity and reliability tests of each instrument of professionalism (y), human capital (x1), and training (x2) can be seen as presented in table 3 below: table 3. result of validity and reliability test of instrument variable y, x1, and x2 test requirements analysis before the multiple regression analysis was carried out, analysis requirements were tested, including normality, heteroscedasticity, autocorrelation, and multicollinearity tests, and based on sugiyono (2010) reference that in this study, the four analysis requirements tests were fulfilled, so the results of regression analysis in this study were feasible to use. the fourth description of the variable statement valid value of rcount (product moment) r count > 0.361 reliability coefficient (alphacronbach) description professionalism (y) 10 0.528 – 0.842 0.920 professionalism variable instruments are valid and reliable human capital (x1) training (x2) 9 10 0.657 – 0.842 0.640 – 0.835 0.929 0.938 human capital variable instruments are valid and reliable training variable instruments are valid and reliable international j. of management, entrepreneurship, social science and humanities 99 analysis requirements test in detail is as follows: 1. normality test the normality test is carried out to test whether the research data carried out is normally distributed or not. normality tests were carried out on all variables with the number of data 46 respondents using kolmogorov smirnov showed normal attributable data. the normality test results are presented in table 4 below, which shows the value of asymp. sig = 0.081 > 0.05 indicates normally distributed data. table 4. normality test 2. heteroscedasticity test the heteroscedasticity test was carried out to test whether the error in this study had the same variance or not. research using multiple regression, as in this study, requires that there is no heteroskedasticity so that regression results are expected to be good. the heteroskedasticity test can be seen in table 5. which shows the constant sig = 0.728 > 0.05, sig human capital = 0.368 > 0.05, sig training = 0.434 > 0.05, and see table 6. f-sig = 0.650 > 0.05; it shows that there is no heteroskedasticity. table 5. heterochedasity test coefficients model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) .109 .312 .351 .728 human capital -.067 .073 -.194 -.909 .368 training .075 .095 .168 .790 .434 a. dependent variable: res2 one-sample kolmogorov-smirnov test unstandardized residual n 46 normal parameters mean .0000000 std. deviation .22952484 most extreme differences absolute .122 positive .122 negative -.105 test statistic .122 asymp. sig. (2-tailed) .081c monte carlo sig. (2-tailed) sig. .464d 90% confidence interval lower bound .455 upper bound .472 a. test distribution is normal. b. calculated from data. c. lilliefors significance correction. d. based on 10000 sampled tables with starting seed 926214481. international j. of management, entrepreneurship, social science and humanities 100 table 6. anova for heteroscedasticity test anova model sum of squares df mean square f sig. 1 regression .024 2 .012 .435 .650b residual 1.178 43 .027 total 1.202 45 a. dependent variable: res2 b. predictors: (constant), training, human capital 3. autocorrelation test the autocorrelation test is intended to test whether data error in a certain period is correlated with other periods. the test method uses durbin-watson (dw). in this study, the durbinweston value = 1.634, which is above the value of 1 and below the value of 3, so there is no autocorrelation (table 7). table 7. autocorrelation test (durbin weston) r square adjusted r square change statistics durbinwatson r square change f change df1 df2 sig. f change .695 .680 .695 48.918 2 43 .000 1.634 predictors: (constant), training, human capital dependent variable: professionalism the multicollinearity test is intended to test whether the multiple linear regression model in this study contains a correlation between the dependent variables. the multicollinearity test is shown by looking at the tolerance and variance inflation factor (vif) values. in this study, the vif value for human capital is 1.994; the training vif value is 1.994. this shows that none of the independent variables has a vif value below 0 and is still below 10, so it can be concluded that between the dependent variables, there is no multicollinearity (see table 8). table 8. multicollinearity test (vif) model correlations collinearity statistics zero-order partial part tolerance vif 1 (constant) human capital .809 .616 .432 .502 1.994 training .713 .340 .199 .502 1.994 multiple correlation and regression analysis h1: the relationship between human capital and training together to the achievement of professionalism of managers is positive and strong accepted the results of the multiple correlation analysis between business performance (y) with innovation ability (x1) and information technology capability (x2) resulted in a plural correlation coefficient value of r = 0.833 (see table 9); this indicates that the relationship between human capital (x1), and training (x2) together with professionalism (y) positive and strong. furthermore, the value of the coefficient of determination (r2) shows the value = 0.695 is significant because of the value of sig f < 0.05 (0.00 < 0.05). this explains that the contribution of human capital (x1) and training of research respondents together to professionalism (y) by 69.50% and the remaining international j. of management, entrepreneurship, social science and humanities 101 30.50 % by other factors. table 9 displays the complete findings of the investigation of multiple correlation coefficients (r) and coefficients of determination (r2). table 9. results of analysis plural correlation and coefficient of determination (r2). model summary model r r square adjusted r square std. error of the estimate change statistics durbinwatson r square change f change df1 df2 sig. f change 1 .833a .695 .680 .23480 .695 48.918 2 43 .000 1.634 a. predictors: (constant), training, human capital b. dependent variable: professionalism the results of the analysis of variance (anova) of the relationship between human capital (x1) and training (x2) together with professionalism (y) can be seen as presented in table 10 and table 11 below. table 10. anova model sum of squares df mean square f sig. 1 regression 5.394 2 2.697 48.918 .000b residual 2.371 43 .055 total 7.765 45 a. dependent variable: professionalism b. predictors: (constant), training, human capital table 11. coefficients model unstandardized coefficients standardized coefficients t sig. collinearity statistics b std. error beta tolerance vif 1 (constant) .639 .443 1.443 .156 human capital .534 .104 .610 5.130 .000 .502 1.994 training .318 .134 .282 2.367 .022 .502 1.994 based on the results of the multiple regression coefficient analysis as shown in table 11 above, it can be formulated a multiple linear regression model of the relationship between human capital (x1) and training (x2) with professionalism (y), namely: y = 0.639 + 0.534 x1 + 0.318 x2 …………………………………………………………………………….………………(1) the results of the significance test on the regression constant, namely a = 1,639, the value of the sign = 0.156 (see table 11) shows 'insignificant' because the value of sig > 0.05 (0.156 > 0.05); this means that the constant a = 0.639 does not have a real influence on the contribution of the professional achievement of managers at bank indonesia jakarta (negligible). the results of the significance test of the regression coefficient x1, namely b = 0.534 (see table 11), show 'significant' because the sig value < 0.05 (0.000 < 0.05), which means that the human capital variable (x1) has a real effect on the professionalism (y) of bank indonesia managers in jakarta. the significance test of the regression coefficient x2, namely c = 0.318 (see table 11), shows 'significant' since the sig value < 0.05 (0.022 < 0.05); this means that the training variable (x2) has a significant effect on the high and low level of professionalism (y) of bank indonesia managers in jakarta. the human capital variable has a greater influence on sensitivity compared to training in achieving the professionalism of managers at bank indonesia jakarta, namely 0.534 > 0.318. the results of the significance test for the multiple regression models y = 0.639 + 0.534 x1 + 0.318 x2 show 'significant' because the international j. of management, entrepreneurship, social science and humanities 102 sig value is 0.000 < 0.05 and the calculated f value = 49.918 (see table 10). this means that the model y = 0.639 + 0.534 x1 + 0.318 x2 is very meaningful & cannot be ignored as an instrument to predict the level of professionalism of employees using human capital (x1) and training (x2) data if the data of the two independent variables are known. the plural linear regression model y = 0.639 + 0.534x1 + 0.318 x2 gives the meaning that if there is no human capital element (x1 = 0) and there is no training element (x2 = 0), then the size of the manager's professionalism score at bank indonesia jakarta only reaches = 0.639 (score below 1 = very low) on a scale of 1 to 5. therefore, human capital and training are very important and necessary in achieving the professionalism of managers at bank indonesia jakarta. discussion the results of this study show that human capital and training are very influential on the professional achievements of managers at bank indonesia jakarta and contribute 69.50% in the formation of professional behavior; as we know that professionalism is an individual attribute that is a set of various competencies possessed by individual employees. sinambela (2017) argues that professionalism is closely related to competence, which is an important element in the formation of professional behavior. in this study, it was also shown that human capital has a higher sensitivity to influence than training in the formation of professional behavior. this is also supported by the opinion of gary (2005), who states that human capital is human capital that will be directly involved and useful in the process of increasing organizational productivity, so we can say that without professionalism, increasing the productivity of organizations/institutions/companies will be difficult to achieve; this is supported by the opinion of osibanjo et al. (2020) that human capital is an aggregate or totality of human competence that adds value to the organization. tran and vo (2020) state that company employees will be able to increase productivity and contribute to company performance if the company accumulates human capital, which includes: the development of training programs, improvement of staff qualifications, and investment in facilities and working conditions. brahmana et al. (2018) explain that in the era of globalization like today, training for its employees is very important for organizations because organizations can't grow, develop and compete in a highly competitive business environment; however, its training and development is often seen as a waste of resources; and implemented only to meet legal requirements. ford and weissbein (2008) show that training only contributes 10-20% to performance improvement after one year of training; furthermore, budiningsih argues that if the competencies obtained during the training are not immediately implemented for a long time, then these competencies will slowly disappear by themselves. furthermore, the results of roza's research (2016) showed that only 26.50% of teacher professionalism is determined by the training that has been attended by teachers. the results of the research of cromwell & kolb (2004) & ford et al. (2018) showed that about 10% to 15% of the training content resulted in changes in behavior in the workplace. training programs can be unsuccessful in improving employee performance/professionalism if the knowledge & skills processed are not relevant to the roles, tasks, and daily activities of employees. mahmud et al. (2019) argue that training programs should be associated with employee promotion so that training can help employees to be motivated to produce high performance; training programs can often be unsuccessful in improving employee performance/ professionalism because the knowledge & skills acquired during training are not relevant to the roles, tasks, and daily activities of employees. moreover, prawiradilaga and chareumen (2018) argue that training will be beneficial if it meets the following criteria: a) training materials must be by following the needs of employees; b) content must be in line with the organization’s vision, mission, and values, including international j. of management, entrepreneurship, social science and humanities 103 job behavior; and c) training programs must adapt to technological advancements and the future of the organization. cerdon (2018) states that employees must continually update and develop their skills and abilities; hence, continuous learning will be encountered at all stages of human life. senge (2006) explained that cultivating learning to improve individual employee performance, like professional behavior, is currently required system thinking in learning organizations, which includes four pillars, namely: a) personal mastery, b) mental model, c) sharing the vision, and d) team learning. hord (1997) argues that an institution/organization that carries out professional learning is, among other things, indicative of a) supportive and shared leadership; b) collective creativity; c) shared values and vision; d) supporting conditions (physical condition & capacity of people); e) shared private practice. furthermore, özer b. et al. (2020) explained that related to the concept of continuous learning, every individual and organization must strive to continue learning, considering that, on various averages, professions will be updated every 4 (four) years (in this case, including the concept of professionalism of a job), so institutions/organizations need to invest in the formation of sustainable human resources. an important implication of this research is the need for continuous strengthening/development of professional behavior, starting with the recruitment of employees by following certain standards, namely: a) the level of intelligence, skills, and expertise to carry out certain tasks; b) the ability to motivate and cooperate with others; c) the ability to build, develop, and maintain a dynamic work environment; d) the ability to commit to the values of the organization; the ability to focus on critical issues; ability to focus on excellent service. professionalism, in general, is synonymous with good excellent service; the quality of excellent service from a government institution (bank indonesia) to the public should be directed at the accountability of the service itself, as haraldsson (2016) argues that a government or private organization will strive to give positive signals to the public as stakeholders through valid information (financial reporting, performance, etc.) & updates to reduce asymmetry information. conclusions the conclusions in this study include: a) human capital and training together influence the high and low development of professional behavior of bank central indonesia jakarta managers; b) the relationship between human capital and joint training to the professionalism of managers shows positive and very strong (r=0.833); c) human capital and training jointly contributed to the achievement of the professionalism managers by 69.5%, and the remaining 30.5% by other factors; d) mathematical model of the formation of behavior professionalism y = 0.639 + 0.534 x1 + 0.318 x2; e) human capital has a higher sensitivity than training in the formation of professional behavior; f ) training to employees will provide benefits to the formation of the character of professionalism, when meeting the criteria among others: training materials must be in accordance with the needs of employees; the content must be in sync with the vision, mission and values of the organization, including the characteristics of the work; and training programs must adapt to advances in information technology and the future of the organization. g) in the digital era like today, the development of professional behavior is highly treated and can be done through strengthening human capital and organizing sustainable training. based on these findings, other important implications related to strengthening professionalism in bank indonesia's excellent service include the bi organization must focus more on providing excellent services in providing updated digital data that is needed by the general public and banking practitioners. international j. of management, entrepreneurship, social science and humanities 104 limitation & further research one of the limitations of this study is that the research respondents are limited only to the level of bank indonesia managers domiciled in jakarta, so further research needs to be carried out with the target respondents and a wider sample (all branch offices) using the same questionnaire; because the achievement of the performance of an institution is determined by professionalism at all levels of its employees. recommendations for further research in addition to expanding the research population covering all bank indonesia branch offices with the same instrument also need to be conducted research on employee professionalism as well as the organizational climate, organizational character, etc., included in the organization capital and social capital. references abonyi, u.k., yeboah, r., and luguterah, a.w. 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(2023) corresponding author’s email: vinamahdalena@gmail.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1347 microblogging design for education in visual message vina mahdalena1* , lusia handayani2 , uljanatunnisa uljanatunnisa3 1 universitas pembangunan nasional veteran jakarta, indonesia received : february 9, 2023 revised : may 4, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract the highest increase in social media users reached 34.2% in 2017. meanwhile, whatsapp is the most widely used social media in indonesia. the percentage record at 88.7%. after that, there are instagram and facebook, with percentages of 84.8% and 81.3%. microblogging on instagram feature is usually for marketing and promotion, but content creators use it as a medium of education in today's society. this medium stimulates teachers to take advantage of microblog for learning media. this study aimed to test the feasibility of microblogging design concerning the development of learning media in designing visual messages on social media and analyzing microblogs used for education. these research methods are development design and qualitative research. researchers use experts to assess the microblogging design and collect data by interviewing experts regarding microblogging as an educational medium. the study's result in the form of a microblog design considers that several categories still need to reach the media feasibility test. some categories that still need to be feasible are form (element), line, and space. revision is needed because it will affect the effectiveness of microblog as a learning medium for students. microblog for collaborative learning is needed for andragogy learning methods needed by adults. another unique finding is educational microblogs which present picture stories and are more popular than images. the researcher designed microblog by paying attention to visual communication to provide education. keywords: communication media; education; microblog; visual communication introduction the number of active social media users in indonesia was 191 million people in january 2022. that number has increased by 12.35% compared to the previous year of 170 million people. seeing the trend, the number of social media users in indonesia continues to increase every year. however, its growth has fluctuated from 2014-2022. the highest increase in social media users reached 34.2% in 2017. however, this increase slowed to 6.3% last year. the numbers just increased again this year. meanwhile, whatsapp is the most widely used social media by indonesians, the amount of 88.7%. after that, there are instagram and facebook, with respective percentages of 84.8% and 81.3%. meanwhile, the proportion of tiktok and telegram users is 63.1% and 62.8%, respectively (mahdi, 2022). social media refers to computer-based technologies that facilitate the creation, sharing, and exchange of user-generated content and information in virtual communities and networks. social media platforms enable users to communicate, collaborate and interact with others through various types of content, such as text, images, videos, and audio (kaplan & haenlein, 2010). the functions of online media, among others: 1) social networking media; this media is a tool that users can use to carry out social relations, including the consequences or effects of these social relations in the virtual world. examples of widely used social networks are (facebook and linkedin) and online journals (blogs); 2) blogs are social media that allow users to upload daily activities, comment, share, web links, and information. an example of a free weblog page provider is wordpress or blogspot; 3) a simple online journal or microblog (micro-blogging). unlike an online journal (blog), microblogging is a type of social media that facilitates users to write and publish research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1347&domain=pdf https://orcid.org/0000-0003-3657-8747 https://orcid.org/0000-0001-5768-1191 international j. of management, entrepreneurship, social science and humanities 26 their activities and opinions; 4) sharing media (media sharing) media sharing sites are a type of social media that facilitates users to share media, ranging from documents (files), video, audio, and images. examples of this media are youtube, flickr, photo-bucket, or snapfish; 5. social bookmarking. social bookmarking is social media that organizes, stores, manages, and searches for particular information or the news online; 6. shared content media or wiki, this social media is a site whose content results from collaboration among its users. like a dictionary or encyclopedia, a wiki presents users with understanding, history, and book references or links about one word (nasrullah, 2015). the fact that people use social media to share photos of their children and their meals more often than they join in on politically charged hashtag trends should be reflected in the way scholars write about social media (brabham, 2015). content published on social media must adapt to the function of the platform. in this study, the authors used microblogging/mini-blogging on instagram, which content creators have used as educational media. research results that explain the characteristics of instagram are public; negative emotions (e.g., depressing); positive emotions (e.g., excitement to use, motivational); entertainment; memory logs; ideal self; regulated posts; social (davidson & joinson, 2021). the percentage of content should use the 80-20 formula, meaning that 80% of posts contain informational, educational, and entertainment content, and the other 20% can use for direct promotion of the products offered (newberry & lepage, 2021). social media have become a communicative condition in and out of ordinary people's private, working, and institutional lives (lomborg, 2015). social media holds promise as an effective health communication tool (plaisime et al., 2020). organizations are increasingly using social media platforms to handle customer service issues and engage stakeholders in transmedia branding dialogues, along with the usual—and rather ineffective—one-way promotion of goods (brabham, 2015); social media native activism that connects consumer social responsibility (cnsr) and corporate social responsibility (csr) (kampf, 2018). social media has a power that derives from their ability to shape and enforce the rules of the conversation (kavada, 2015). furthermore, incidental news exposure on social media affects political participation (yamamoto & morey, 2019). social media platforms such as instagram, twitter, facebook, youtube, and tiktok utilize as a medium for educational content or digital learning. the use of social media as a medium for presenting digital educational content helps its users add new knowledge and insights and helps users understand educational or digital learning materials presented on social media platforms. in addition, educational or digital learning content through social media can trigger the quality of learning for its users, be more independent, and attract users' interest in knowing something new. in utilizing social media for digital educational content, users are expected to understand better choosing social media platforms that are relevant or under the material they want to study and can choose quality educational or digital learning content. in addition, with the various features available on social media platforms, it is hoped that users will challenge to create educational or digital learning content (fitriani, 2021). instagram, an image-based social media, requires content creators who are social media activists to create content that includes compelling, informative, persuasive, and educational visual communication. instagram, which initially only had a single post for sharing information, now offers a multiple-post feature, which content creator accounts can use to share information. in order to increase the loyalty of netizens following instagram accounts, content creators share educational content that is present in visual communication. arranging using visual elements in the form of illustrations, shapes, typography, and consistent, aesthetic, and repetitive colors to create content that is both attractive and, at the same time, characteristic of each account that uploaded it. the developments from these changes made instagram, with the multiple post feature, into a mini international j. of management, entrepreneurship, social science and humanities 27 book and successfully transformed into a visual-based educational tool whose content can be studied and simultaneously enjoyed by netizens (putra & astina, 2019). previous research has proven that the microblog design can package the material presented more precisely, clearly, and easily understood by online business class participants. the design of microblog design contains content in the form of illustrations and written material from online business classes. the design compiles only limited to microblog content uploaded on instagram. suggestions for the next design include adding media variations used in packaging materials. media variations can include video teasers, websites, comic strips, and animations (putri & anggapuspa, 2022). in another study, the percentage of student learning completeness through microblogs through mobile learning reached 79%. microblogs in mobile learning help students achieve their creativity. this medium can also be an innovative method of online learning. while in development research, microblogs can use as a reference in developing social media-based products. this microblog can use in various subjects because of the elements that combine text, images, and other visual elements (dewi et al., 2021). this study aimed to test the feasibility of microblogging design concerning the development of learning media in designing visual messages on social media and analyzing microblogs used for education. microblogging on twitter is proposed as a legitimate tool for teaching and learning, especially in higher education. the fact that the use of twitter can address several best practices when teaching today’s students/digital natives further validates twitter as a quality teaching tool. individuals responsible for educating digital natives should act now by sharing with their respective institutions how twitter can be used to put online teaching best practices (cleveland et al., 2016). previous research has yet to discuss the feasibility of microblog design on instagram media in carousel posts. then, the researcher will provide an overview and due diligence on microblog educational media related to visual messages for higher students. literature review social media for education learning media is a tool that can help the teaching and learning process so that the message's meaning becomes more evident. the goals of education or learning can be effectively and efficiently. learning outcomes are results given to students in the form of assessments after participating in the learning process by assessing knowledge, attitudes, and skills in students with changes in behavior. learning media functions as a learning resource for students to obtain messages and information the teacher provides so that learning materials can be further enhanced and form knowledge for students (caganan & buenvinida, 2021). the benefits of learning media, first, provide guidelines for teachers to achieve learning objectives so that they can explain learning material in a systematic order and assist in presenting exciting material to improve the quality of learning. second, it can increase student motivation and interest in learning so that students can think and analyze the subject matter provided by the teacher with fun learning situations and understand the subject matter easily. learning media: the teaching and learning process becomes easy and interesting so students can easily understand the lesson. student learning efficiency can increase because it aligns with learning objectives and helps students concentrate. learning media is interesting and, according to student needs, increases student learning motivation because students' attention to the lesson can increase and provide a complete experience in learning. so students can understand clearly the material provided and better understand the material as a whole. students are involved in the learning process, so students actively follow and are involved in the learning process. students have the opportunity to do creativity and develop their potential. previous results indicate interaction effects consistent with the role of creativity in perception and learning. creative students reported international j. of management, entrepreneurship, social science and humanities 28 more motivation after learning in an unstructured environment, whereas non-creative students reported relatively better learning experiences in highly structured conditions. (rosar & weidlich, 2022) several social media sites have been introduced and become popular worldwide. these types of social media are facebook, twitter, youtube, linkedin, instagram, and whatsapp. each social media has its purpose for its users to genuinely share their experiences, ideas, or moments of life. facebook provides a communication network of friends, family, and other people with real-life acquaintances. twitter's goal is to enable people to convey ideas and instant critiques to others who may know each other in real life. linkedin focuses on business life to facilitate a communication network for business people to follow each other and assist the recruitment process through better search facilities according to their profession (munawar, 2017). social media is an online platform for communicating and interacting remotely without being limited by space and time. everyone often uses social media, and one of them is instagram. instagram is one of the social media for sharing photos and videos. instagram already has many features such as insta stories, direct messages, and i.g.t.v. the social system on instagram is to follow other people's accounts. thus, fellow instagram users can establish communication by giving likes or comments on other people's photos uploaded on instagram (nabila, 2016). the use of instagram certainly can influence a person's attitude and behavior. some turn into someone who is more creative and looks attractive. some always show off their things as if instagram has become a place to compete. the lifestyle of today's teenagers is more eager to get recognition from the virtual world than in the real world. many post photos or videos only to get likes and comments from others on social media (nurul, 2019). previous research shows that teenagers' instagram users influence their lifestyles and ethics. some of these changes lead to the better, and some lead to the worse. these changes occur because one urges oneself to do something due to seeing a post on instagram. (agianto et al., 2020) e-commerce sites support social login mechanisms whereby users can log into web sites using their social networks identities, such as facebook or twitter accounts. users can also post their recently purchased products on social media with a link to the e-commerce product's web page. a microblog is a form of blogging that allows users to write short text updates, usually less than 200 characters, and share them, either for everyone to see or for a limited group of users' choosing. what distinguishes a microblog from other blogs is that it is smaller than the size of the actual blog. however, the goal remains the same: users write to convey specific topics. instructive innovation has ended up a crucial perspective of higher education playing a vital part in affecting student engagement, in specific. the study found that passionate engagement has the most grounded positive effect on educational innovation engagement. the expansion investigation of the four foremost components shows that utilizing lms might engage students more than embracing social networking frameworks. there are significant differences in cognitive engagement between different genders, with that males outperforming females (teng & wang, 2021). students, teachers, and other stakeholders use it as an educational tool to obtain information, interact and connect with each other, participate in communities of interest, and share insights on specific topics. moreover, with its unique features and unconventional approach to teaching, microblog on twitter has the potential to improve not only students' learning ability (junco et al., 2013) but also their motivation and engagement (malik et al., 2019); to mobilize faculty into a more active and participatory role (junco et al., 2011). microblogging in social media microblog users can also comment on text updates made by other users and vice versa. there are several types of information that can obtain from a microblog. it can be in the form of international j. of management, entrepreneurship, social science and humanities 29 information related to the microblog users themselves or events that involve large numbers of people or groups. it can also be information about events outside the user or users (www.ab.org.tr). the average user posts topics around events, politics, sports, daily personal life, and more. most recently, microblogs have also been used as media campaigns and promotions for presidential candidates or contestants in an event to seek support. the presidential candidate or contestant has a profile on his microblog, and other users can check the updated text at any time. microblogging services are also emerging as an important source of up-to-date news and situations. with the popularity of microblogs, many users want to maintain a presence on more than one social network. if it is related to the present, correspondence technology represents by social media in the form of instagram, facebook, twitter, and telegram. furthermore, instagram is the most qualified to use as the most interesting media today. besides being used for correspondence, instagram is now widely used as a digital business medium, religious symbol, and learning media. the public is most highlighted on instagram media for now with the microblogging feature. according to rifqi mulyawan (2019), a microblog is a short content designed for fast audience interaction. microblogging makes it easy to communicate quickly with the audience. rather than writing pages of text, microblogs allow for instant conversational connections with customers. short microblogging messages appear in various content formats, including audio, video, images, and text. visual communication visual communication can also be interpreted as transforming ideas and information into a form that can be read and responded to (visually). meanwhile, the word visual means everything that can be seen and responded to by our sense of sight, the eyes—derived from the latin word videre, which means to see, namely visual. visual communication is called sign language (the language of gesture). according to michael kroeger, visual communication is an exercise in theory and concepts through visuals using colors, shapes, lines, and juxtaposition. visual communication combines art, symbols, typography, images, graphic designs, illustrations, and colors. visual communication is a process of conveying messages where the symbols are sent by the communicator, who is only captured by the communicant solely through the sense of sight. this form of communication can be direct (like two deaf people chatting with each other using sign language). however, most of them use intermediary media, which are commonly called visual communication media. visual communication is usually associated with fine arts, symbols, photography, painting, typography, graphic design, illustration, and others. visual communication combines graphic design elements such as creativity, aesthetics, efficiency, and communicativeness to create media that can attract attention and create effective communication media. visual communication is an umbrella for various communication activities that use visual elements in various media such as printing or graphics, graphic markings, billboards, television, film or video, the internet, and others. today's society is based on multimedia. images can always attract attention because the point of interest is very striking, so the message wants to convey is easy to understand. the community is very perceptive of the information received that is not too heavy or heavy information packaged lightly. thus, visual communication answers the community's needs because the information conveyed can be highly valued but packaged more straightforwardly, attractive, and modern. design is an essential element so that visual communication messages can convey effectively. the functions of visual communication design are: first, means of identification, the primary essential function of visual communication design is as a means of identification. a person's identity can tell who that person is or where they come international j. of management, entrepreneurship, social science and humanities 30 from. likewise, with an object or product, if it has an identity, it will be able to reflect the quality of the product and be easily recognized, both by the producer and the consumer. it will be easier to buy cooking oil by mentioning brand x size y liters rather than just saying buy cooking oil. alternatively, we will buy brand x cooking oil because the logo has a clear, clean, and healthy impression. second is the means of information and instruction; same with information and instructions, visual communication design aims to show the relationship between one thing and another in terms of directions, position, and scale. information will be helpful if it is communicated to the right people, at the right time and place, in an understandable form, and presented logically and consistently—informative and communicative. third, presentation and promotional means, the purpose of visual communication design as a means of presentation and promotion is to convey a message, get the eye's attention (visually) and make the message memorable. like the picture of the risks of smoking on cigarette packs. the need to use pictures and words that are persuasive and interesting. ten instructions that must consider in making a design will use as an indicator in the feasibility test of the microblog form, including: 1. color playing with colors becomes more intuitive with experience. a designer new to the industry may need to stick his color wheel against their forehead for easy reference, while seasoned professionals get a taste of what works best. it is well known that some colors should never be used together, such as a combination of gray and brown, because they do not contrast enough and can make the look faded. keep the color palette simple and limited. color choices also impact hierarchy significantly; save high-contrast colors for the most critical elements on the page so attention will focus on what matters most. it is easy to get into a color rhythm, make routine choices, and rely on color combinations that have worked in the past. having references is excellent, but remember to stay inspired and find new ways to match the tone so your designs always feel fresh. color gives meaning to content. it is not difficult to use color, but it is important to use the right color. proper and balanced usage of color is an indispensable part of a good design (yadav et al., 2014). 2. typography a good rule is to focus on one font that stands out and play with different contrast and weight options. simple, elegant, and not mixing fonts with abstract choices will be more effective in designs. imagine if all the fonts looked complex and full of decorativeness; of course, it would distract readers from understanding various information. the spacing between typographic elements makes the script easier or harder to read. excessive spacing makes the message repulsive. too little spacing jams the words and lines and disrupts the appearance of the writing, and makes reading problematic (yadav et al., 2014). 3. shapes simple geometric use to symbolize so many things without people consciously liking them. it is crucial to consider the use and placement of shapes because users' brains will process the shapes they see even before they know what they see. it is an efficient way to support the content and overall message it is trying to communicate. geometric shapes imbue qualities that distinguish them from one another. the study discovered three independent similarity clusters based on a set of 12 geometric shapes: polygons, round shapes, and star-like shapes (klettner, 2019). international j. of management, entrepreneurship, social science and humanities 31 4. hierarchy hierarchy brings harmony, and simple harmony means the design feels natural and pleasing to the user. the principle of hierarchy exists for a reason, the main one being that the user's eye must be drawn to the most valuable information for a product to be effective. it keeps it from being intimidated by data clutter and clutter, and it ensures that what is most important is the priority for users to be seen and understood clearly. 5. line if the design is the house, the lines are the walls that help separate the information into parts so it can communicate clearly. they create clean, organized layouts emphasizing key elements on the page so elements stay visible. lines can stand alone or be part of a larger shape, and, like shapes, they affect how the user reads the design. vertical lines convey a feeling of dynamism and speed, while horizontal lines tend to create a sense of calm and serenity. 6. iconography the images in a design set the tone for what the user will experience when accessing the information, and there is no room for error when building the images into the design. translating concepts into drawings can be difficult, but the most important thing to remember is that the purpose of the drawings must be clear. users should be able to see an image and immediately understand why it chooses to be part of the design. if using an icon, the symbol must be universally understood, or at least fully understood, by the particular group of people the product targets. if an icon or symbol cannot be clearly understood, it is best to stick with text so there is no potential for bias. 7. contrast contrast is vital for every design element (typography, shapes, hierarchy, colors). when there is not enough contrast built into the design, it becomes difficult for users to navigate through the presented information. when there is too much contrast, the user's eyes are diverted from important information and instead, focus on the design itself because the elements pop up too much and demand their full attention. when their eyes are drawn to the design rather than important information, a designer must effectively communicate a visual message. ask colleagues and fellow designers for feedback. 8. regular in design, the order is part of a well-planned hierarchy. when things are organized, users are more likely to have a serene, distraction-free experience of cluttered information. when things are disorganized, users' eyes quickly catch the flaws and immediately feel discomfort when accessing the information. 9. weight using different weights is a creative way to help create a design hierarchy while keeping it clean. it is essential to choose the right font-weight for each element in a design and determine which weight works best. keep the weights the same; always consider the effect on existing elements and choose weights based on context. setting weights should serve a purpose, such as highlighting a concept, action, or title. international j. of management, entrepreneurship, social science and humanities 32 10. room space must use intelligently, as silences and pauses are calculated to be effective when giving a speech. space allows the user to breathe and understand and digest the information. too much data on one paper/slide will overwhelm the user in processing the information. (cornelius, 2016) figure 1. the 10 commandments of visual communication research method these research methods are development design (r&d). borg & gall proposed ten steps in conducting the r&d method. the steps are organized in the following order: 1) research and information collection, the research is started by studying the related literature, need analysis, and framework preparations; 2) planning, which includes formulating skills and expertise regarding the problem of the research, formulating objectives of each stage, and designing research steps and necessary feasibility study; 3) developing preliminary form of product, in this step, the preliminary educational product, some named it as 'trial product', is developed by preparing and evaluating the supporting components, and also its guidelines and manuals; 4) preliminary field testing, the preliminary product is tested on a limited scale to some selected parties (3-4) through interview, questionnaire or observation to gain and analyze the data for the next step; 5) revising main products, the preliminary/trial product is revised using the data gained in step four. the revisions are likely to be done more than once, depending on the results of the trial product. the revisions are ready for wilder testing; 6) main field testing, this step is also called main testing, in which the revised educational product is tested on a wilder scale to many parties (5-15). the data are commonly collected by a qualitative method. some products need to be carried out in an experimental research design to get the precise feedback/data for the next step; 7) revising operational products, the revised product in this step is revised again based on the gained data in step six. the product is then developed as an operational model design to be validated; 8) operational field testing, the validating of the operational model, is conducted to massive parties (30-40) through interviews, observation, or questionnaires. the data are the bases for revising the product in the final step. it is intended to ensure whether the model is completely set for use in international j. of management, entrepreneurship, social science and humanities 33 educational fields without the researchers as the counselors; 9) revising final product, the product is completely revised by the data gained in step eight and launched as the final educational product; 10) disseminating and implementing, the product dissemination is conducted to the public, especially in the education field through seminars, publications, or presentations to related stakeholders. (gall et al., 2003) following this step, the implementation some educational researchers modified the ten steps into simpler steps due to the need and context of their research. there are twelve studies using the r&d method by borg & gall (1983) taken, for example, how the steps are simplified (gustiani, 2019). this research uses 5 steps based on previous research by (divayana et al., 2003), such as: 1. research and collecting information in this study, it can be identified that social media is one of the educational media that can be used in education, but what kind of posts are worthy of being a source of knowledge in the form of microblogging on instagram? a literature study was conducted to see how far microblogging has been utilized for education and how visual communication designs are represented to convey visual messages. 2. planning at this stage, researchers, as people who work in the field of communication media, use expertise in producing visual messages in the form of microblogs using several design applications. starting to determine the character of the design that is built to suit the audience, namely college students, so that they are motivated to learn to make visual messages in visual communication courses. then a feasibility study is needed by experts to assess the microblog that will be designed. 3. design development microblog production starts at this stage and begins to determine the mood of the design; the initial product design is still in the experimental stage, so researchers can still explore and revise this initial design. guidelines for making designs based on the concept of visual communication. determining the design, starting from the color, typography, images, and other components. 4. preliminary field testing the results of the microblog design are ready to be assessed by experts; the researchers chose 4 experts consisting of two content creators (helmi and dewi purnamasari) as practitioners, and the other two are academics in the field of visual communication (teddy k wirakusumah and ahmad zakky abdullah). the assessment is carried out by distributing questionnaires in the form of scoring and open-ended questions to provide suggestions on the design. 5. preliminary product revision at this stage, the researcher revised the microblog design based on the assessment at point four; the suggestions given by experts must be considered as material for the revision of the work. findings and discussion initial design message design in the communication process influences the communicant to capture the information the communicator provides. the media used must be chosen appropriately according to the ease of access of the target audience. the following is a visual message design in the form of a microblog that we have designed for experimental research that needs to use in the treatment group. international j. of management, entrepreneurship, social science and humanities 34 figure 2. microblog design on visual communication the research team has determined the type of design used in the treatment group to measure its effectiveness compared to the control group, which uses conventional learning methods (lectures). in figure 2, you can see the results of the visual message design using the elegant style with an earth-tone color pattern. the choice of this style was determined because it is easy to mix and match matching color combinations, the goal can achieve, it is aesthetically soothing, gives a feeling of comfort when listened to, evokes the desired emotion, and is not excessive. the elements used in the design consist of decorative lines and shapes that give a frame effect to each slide from microblog. the type of font used is a combination of lazydog (title) and jua (content). both are combined based on considerations of balance and compatibility. the selected typography has a typical shape that looks dynamic and rounded to match the elegant style. to see the patterns on instagram feeds, the team designed two microblog designs used as prototypes and material for assessment, along with the second design presented, which can see in figure 3. the color of the second design, namely turquoise green presented below, gives life when combined previous brown. a combination of the two is expected to provide a contrasting and unifying effect on the character of the built feeds. international j. of management, entrepreneurship, social science and humanities 35 figure 3. design microblog regarding basic elements of design media experts have assessed the design plans resulting from this research. the assessment team consisted of four people: two practitioners, namely microblog content creators, and two academics with expertise in communication media, especially visual communication. the results of the media feasibility test are as follows: 1. color in this aspect, it can be seen from the assessment chart that the color selection is considered attractive because it has an average value of 3. figure 4. grading chart on color the expert's comments on the first design (chocolate theme) were very good in combination and contrast. however, there are critics given by experts. the second design, which uses turquoise green, lacks contrast between the background and writing colors. the importance of color in design gives a first impression effect that becomes the center of attention for the audience. 2. typography the selected typography is under the type of style in the design by obtaining an average value of 3. the expert advises increasing the font size of the information content so that it is preserved in decorative elements. international j. of management, entrepreneurship, social science and humanities 36 figure 5. rating chart on typography 3. shape (element) the elements are the focus that the research team must revise because they are considered quite efficient and are at an average value of 2. experts' criticism of the "bloop" element feels excessive and too busy, so it can divert the reader's focus on the content. in addition, similar elements in the first and second posts are considered to bore the audience, so there must be variations or diversity of designs—incorrect selection of elements (visual assets) for the carousel post type. we recommend using elements and images in the carousel to connect between slides in the background. it provides continuity and matching flow so that the audience can enjoy the unique visual elements on instagram when the slides shift one by one. figure 6. graph of assessment on shape (elements) 4. hierarchy (order) hierarchy gets a relatively high average score, namely 3.25, which means that the designs are harmonious. it shows the consistency of the research team in creating branding on the design so that it has characteristics and recognize easily by the audience. international j. of management, entrepreneurship, social science and humanities 37 figure 7. graph of rating on hierarchy (order) 5. line in designs, line elements are most present in decorative elements. so the average value obtained is also relatively low, namely 2.25. it shows that the line elements in the design are still monotonous and must be revised to make it look more functional, not just a compliment. figure 8. rating graph on lines 6. iconography / symbols icons or symbols in the design are easy to understand, with an average value of 2.75. the continuity between decorative elements and text is still not intensive because the first post (chocolate theme) needs to utilize image elements, making its presentation less attractive. figure 9. graph of rating on iconography / symbols international j. of management, entrepreneurship, social science and humanities 38 7. contrast the value obtained in the contrast category also received a score of 2.75, which means it is quite contrasting and needs improvement. contrast emphasizes information that is a priority, so it must be considered so that the visual message becomes more effective. figure 10. graph of ratings on contrast 8. order this element also gets a value of 2.75, which means it is organized in packaging visual messages in microblog. figure 11. graph of ratings on order 9. weights the information provided is more than valuable because it gets the highest score from the overall assessment of 3.5. experts provide comments that are good enough for the weight of the information because it is under the material studied by students. international j. of management, entrepreneurship, social science and humanities 39 figure 12. graph of rating on information weight 10. space the space given to the design is considered to be unbalanced and gets an average value of 2.5. it is still related to the placement of decorative elements on the frame, which causes the space to become whole. figure 13. graph of assessment on space the research team will consider the expert assessment in revising the visual message design work. it is important to note that the feasibility of a media trial will affect the effectiveness of communication, in this case, especially the use of microblogs as an alternative learning medium for students. international j. of management, entrepreneurship, social science and humanities 40 work revised figure 14. revised results on visual communication figure 15. revised results of 10 important message indicators international j. of management, entrepreneurship, social science and humanities 41 table 1. commandments design of microblog for higher education commandments initial design revise design colors the use of pastel colors shows a gentle design. the use of bright colors shows an attractive design. typography the dynamic and rounded shape of the typography shows an elegant style. the dynamic and eye-catchy shapes of typography show a sophisticated and modern style. shapes too many bloop shapes as decorative elements clean design to minimize decorative elements. hierarchy instagram carousel only. make a seamless instagram carousel. lines the line is static and has a border on the design on every slide. the lines are dynamic, and there are no borders on the designs on each slide. iconography the cover image is irrelevant, so it doesn't reflect the point of the content. the cover image is more relevant because it represents the main content. contrast monochromatic color schemes (single colors with varying shades and tints) lack color contrast. the complementary color scheme is based on the use of two colors (directly across from each other on the color wheel and relevant tints); it produces the greatest amount of color contrast. order unbalanced size of font, image, and frame. balance size uses the golden ratio and organization. weights the information explains with text. the information explains with text and relevant icons. space the elements were too crowded, so there was no negative space. fewer elements are designed to provide sufficient negative space. source: researchers (2023) the revisions made were significant because the research team changed the design style so that it was adapted to the target audience. our target is that both male and female students will have access to this information, so changes made based on expert advice must undoubtedly be considered. style elements that change from color, use of elements to layouts that rearrange to show focus on content. the color we used before was a combination of brown and its gradations. brown is defined as a utility, down to earth, giving the impression of warmth, comfort, and safety. this color also symbolizes a foundation and life force. however, with the changing styles of design friends, we also re-selected colors. we return our considerations to the target audience, students, so we get purple and yellow according to the complementary colors in color theory. it uses to find the suitability of using colors by combining two colors opposite each other on the color wheel to obtain good contrast. the purple color represents the sophistication, power, and position of something. we also make purple as the branding of the faculty of communication sciences fisip upn veterans jakarta so that there is a sense of belonging for students who will later consume this information. people perform an assignment color inference process when they interpret color-coding systems. understanding how people make such color inferences will make it easier to anticipate observers' expectations and create visual media that is easier for observers to interpret and understand (schloss, 2018). the combination of dark purple with bright yellow provides balance to the color wheel used in this design; yellow gives a cheerful, optimistic, and warm impression. however, these two colors international j. of management, entrepreneurship, social science and humanities 42 have the power of contrast, so if they are used in each post, it will tire the audience's eyes. thus, we will collaborate on neutral purple and white colors for the next post. later they will be given regular alternating combinations of purple-white and purple-yellow on each instagram feed. the selected typography is not too problematic, but the small size makes the content not read clearly. the initial typography combination of "lazydog" and "jua" reflects the elegance of the initial style. so adjustments had to be made with a new style, and we chose the type "organic" for the initial title to make it more eye catchy and look sophisticated and used a combination of "chiffon" and "ireneflorentina" fonts that looked modern and dynamic to reflect the personality of the audience. the font size was another issue from the initial design, so we revised it to increase the font size of the content; how we present emotions, thoughts, and knowledge is as much important as what we say. in this regard, font choice is a visual expression method. typography has a unique language and concepts. font management is not only a tool in communication but also a guide for good design (yadav et al., 2014). revisions are also heavily charged with the choice of elements in one design on each presentation slide. almost experts agree that with too many decorative elements, the impact on the content is drowned by elements. the elements in the first design used a lot of "bloops," which form a frame in the design so that there seems to be no continuity between the first slide design and the next. elements are no longer a constraint on our revised design because the hallmark of the carousel post format on instagram is seamless microblog presentations. based on expert advice, considering the use of too many elements can make the audience not focus on the content, so in the revisions presented, we minimize the use of decorative elements. the line provides a visual effect that will form several elements in the design. it is related to the elements in the previous discussion that the design on each slide looks very stiff and disharmonious because it is too crowded and creates a boundary. hence, each slide needs to look more unified. so, the revised design removes the boundaries of each slide by not making slides separately so that the design process also changes from one by one to a new unit, and then it will be split. iconography is related to the selection of image elements in the design; experts suggest not using images in the first post, making microblog boring. so, we changed the appearance of the first post to be more lively by presenting images related to the explanation. the selected icon must also adapt to the target audience, namely students, so we replaced the image of a woman with a headscarf at the beginning of the slide with a student image that reflects the audience's character. furthermore, we also present the diversity of student personalities by providing symbols such as students carrying college bags, male students, and female students wearing headscarves and holding laptops. we are looking for matching icons in the second post so that each image's harmony is visible and under the style. the contrast will solve by implementing color theory using the color wheel. so, the team agreed to choose two opposite colors to produce a good contrast. we focus on complementary colors (purple and yellow) in this design. space is closely related to positive and negative space; positive is where the eye's focus must be on that element, and negative serves to rest our eyes. in the initial design, because the decorative elements were too crowded, there was no negative space for breathing space. so, for the second design, we provide negative space on each slide so that the eye can focus on the content and not be distracted by decorative elements. sensemaking images are an example of sensemaking better equipped to correspond with the visual, a method that supports dialogues between images, the senses, emotions, and rational dialogue. without the appreciation of visual sensemaking as both an art and science, it will be international j. of management, entrepreneurship, social science and humanities 43 difficult to learn to work with mess and to enable productive dialogue in a visual world (robson, 2022). conclusions the study's results in the form of a microblog design used as a learning medium with the r&d method in this study still needed revision because several categories still needed to reach the media feasibility test. some categories considered inadequate are shapes (elements), lines, and space. revision is urgently needed because it will affect the effectiveness of microblog as a learning medium for students. therefore, the research team will try to improve the design's results before using it as a learning medium. limitation & further research the limitations of this study are up to stage five in the borg and gall model and need further steps to see the effectiveness of this design on the user, whether it is in accordance with the criteria for media dissemination of knowledge or there 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(2019). incidental news exposure on social media: a campaign communication mediation approach. social media + society, 5(2), 205630511984361. https://doi.org/10.1177/2056305119843619 microsoft word 1216_raymond d. gomez available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 127-146 corresponding author raymond d. gomez, raymond.gomez001@deped.gov.ph doi: https://doi.org/10.31098/ijmesh.v5i2.1216 research synergy foundation school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez1, alberto d. yazon2, lerma p. buenvinida3, consorcia s. tan4, marcial m. bandoy5 1,2,3,4,5 laguna state polytechnic university – los baños, philippines abstract this study determined the school head's conflict resolution skills, organizational school climate, and teachers' work engagement among public school principals and teachers in the city schools division in laguna for the school year 2020-2021. one hundred twelve (112) public school principals and one thousand forty-eight (1048) teachers were the respondents of the study. the researchers utilized a descriptive correlation study design. it made use of adopted and modified questionnaires to assess and measure the variables studied. the statistical tools used to analyze the data gathered were: mean, standard deviation, pearson r, and multiple linear regression analysis. findings revealed that conflict resolution skills and organizational school climate were relevant to teachers' work engagement. the results were used to determine the principal and teachers’ development program to be proposed to the school divisions officials. the teachers' work engagement was related to the school heads' conflict resolution skills and organizational school climate. to ensure a more efficient teachers work engagement, school heads are encouraged to continue cultivating a culture of excellence in the school by exposing the teachers to relevant activities that may sustain the work engagement by means of exhibiting quality performance in teaching and learning. also, supervisors should strengthen the performance of the teachers by providing the technical assistance needed to further improve their performance. technical assistance should focus on curriculum delivery and the school's operation and management. keywords: conflict resolution skills; development program; new normal; organizational school climate; teacher work engagement. this is an open access article under the cc-by-nc license. introduction the recent pandemic, covid-19, has obviously affected everyone. everyone was advised to stay at home to avoid being in crowded places. but the education of the youth cannot be stopped as their future lies in it. thus, this situation gave every educational leader new challenges in decisionmaking. decisions need to prioritize the health of the members of the school organization without risking the quality of education to be given to children. according to karalis (2020), it would be worth studying once everything goes back to normal, are the implications that this pandemic has brought us, that is, what would be adjustments that need to be made in lieu of the situation, how far this situation will go, and to define the basic aspect of education in the new normal and learning international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 128 │ issn 2580-0981 (online) to formal education systems and organizations despite the problems that the education system had encountered. work engagement is considered to have a great impact on both the employees and the organizations (steger et al. 2013). leaders and managers must learn new techniques in the very demanding world of business that will make their organization achieve development and eventually turn to success (javier, 2011). one way of ensuring success in the organization is by examining the attitude of the persons involved in the organization. a good attitude towards the workplace is viewed as a positive, fulfilling, affective-motivational state of work-related well-being (kim et al., 2013). it would be more effective if priorities were set through appropriate planning in the accomplishment of duties and responsibilities with the limitations of physical capabilities and boundaries of time. (laguador&agena, 2013). this study, therefore, is concerned with principals' conflict resolution skills as it relates to organizational climate and teachers' work engagement. employees who are engaged in a higher level of work brings them to become more productive, healthy in terms of working capacity, dedicated, and enthusiastic about doing their duties and responsibilities as part of the vigorous academic institution. a clear implication of the behaviors shown by the well-engaged employee emerged, such as trust in the organization, the willingness to work to make things better, understanding the institution's mission, vision, and goals, being respectful and helpful to coemployees, willingness to go beyond their task just to achieve their objectives and to keep up to date the development and improvement in the discipline (robinson et al., 2004). from this perspective, the researcher is prompted to assess the conflict resolution skills, organizational climate, and teacher work engagement during the time of pandemic in the city schools division in laguna among the principals and teachers during the s.y. 2020 – 2021, which can be used as an input to teacher development program with the used of the descriptive correlational research design which resulted to the conclusions that conflict resolutions skills and organizational school climate had a significant relationship to the teachers' work engagement. literature review conflict resolutions skills the roles of principals and teachers are becoming more and more difficult. teachers were expected to teach specific content to their students to ensure that they mastered the content. but today's classrooms require teachers to be able to differentiate learning to meet the diverse needs of individually unique students. (kinsey, 2016). in addition, they have to deal with increasing social and behavioral problems, less parental support, and lower salaries compare to the country’s other employees who are equally good and skillful. (markow & pieters, 2012; markow & scheer, 2013). given these obstacles, it is not surprising that more and more teachers leave the profession within the first five years of their apprenticeship. school leaders can do something to create an environment where morale is high and teachers feel productive, supported and valued. the principal, who ran the school in a caring and compassionate way, found that the teachers had high morale and created a comfortable learning and working environment for all. people who feel valued at work strive to improve the climate and culture of their entire organization. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 129 issn 2580-0981 (online) daniels and daniels (2017) stated: when school leaders trusted faculty to creatively explore new and exciting ways to deliver education, teachers empowered and engaged the teaching and learning process. as teachers creatively stepped out of the status quo, they became energized and often shared the changes and successes they experienced with their peers. we should welcome and recognize those who make an effort. organizational school climate salamanca (2014) conducted a study to find the influence of administrative leadership of elementary school principals to teachers’ morale and work performance. the effective of the administrative leadership of the school principals in team building, organizational culture, teachers’ development and school resources were found related to teachers’ morale in their sence of dignity, creativity, job and satisfaction. according to tracy (2015), "when you express respect or admiration for another person, he or she feels respect and admiration for you. in human relations, we call this the principle of reciprocity" (p.261). maxwell (2012a) stated, "relationships cause people to want to be with you, but respect causes them to want to be empowered by you. mutual respect is essential to the empowerment process" (p. 88). teacher work engagement quantum workplace (2020), increased employee engagement during health and economic crises defies expectations. however, his one explanation for these trends may be that workers are beginning to reassess their job situation as the economy slows and unemployment rises. in other words, workers are more likely to reassess their current job situation than those who lose their jobs with no other choice, as large numbers of people lose their jobs and businesses close. indeed, in april of 2020, according to the bureau of labor statistics, the number of people who voluntarily quit their jobs has fallen to its lowest level in a decade. this shows that workers are not confident in the alternatives currently available in the labor market. workers will try to keep their current job if they are not confident of a better job in the market. our results suggest that workers may be changing their perceptions of what their current jobs offer. empirical research on employee engagement is relatively new and has led to several different definitions of the construct. (e.g., saks, 2008; shuck, 2011). at least three models of employee engagement have been proposed, each specifying that employee engagement is a different component than other similar components (i.e., satisfaction), and some have been supported by empirical evidence (kahn, 1990; macey & schneider, 2008; maslach, schaufeli, & leiter, 2001; saks, 2008; schaufeli et al., 2002). bhatt, r., & sharma, m. (2019) the conceptual framework presented in relation to employee engagement was then examined and shown to be a multidimensional construct in which employees can engage physically, cognitively, or emotionally. the survey concludes with a set of suggestions for hr managers to increase employee engagement in their companies. this study was conducted to understand the theoretical underpinnings of the concept of employee engagement. to understand current work in the field of employee engagement, a literature review was conducted and studies were considered from an academic and practical perspective. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 130 │ issn 2580-0981 (online) the review of related literature includes several resources that show a link between the leadership practices of the school head and the morale of the teachers as well as the totality of the performance of the school. there were also researches included that showed a significant relationship between conflict resolution skills of principals and academic achievement of students. thus, the leadership practices of the school head play a vital role in handling conflict and governing the entire school; therefore, the review of related literature implies that in order to be successful school managers, they should possess both the professional and personal qualities. it is the purpose of the study to determine if the conflict management skill of the principals is present in the specific population to be studied. research method the researchers used a study design known as descriptive correlation. it used an adopted and modified questionnaires to assess and measure the variables studied. one hundred twelve (112) public school principals and one thousand forty-eight (1048) teachers were the respondents of the study. the statistical tools used to analyze the data gathered were: mean, standard deviation, pearson r and multiple linear regression analysis. findings and discussion 1. the levels of conflict resolutions skills of the school heads table 1 implies the level of conflict resolution skills of the school heads as perceived by the respondents in terms of collaborating style. table 1. level of the conflict resolution skills of the school heads as perceived by the respondents in terms of collaborating style indicative statement the school head… mean sd scaled response 1. investigates an issue/problem in the new normal with the subordinates to find an acceptable solution. 5.05 0.85 almost always 2. integrates ideas with those of the subordinates to come up with a decision jointly. 3.28 1.21 half of the time 3. works with subordinates to find a solution to a problem in the new normal that satisfies their expectations. 3.52 1.33 usually 4. exchanges accurate information in the new normal with the subordinates to resolve a problem as one. 3.24 1.14 half of the time 5. tries to discuss all our concerns in the open so that the concerns can be resolved in the best way possible. 4.91 0.73 almost always 6. collaborates with the subordinates to come up with decisions acceptable to them. 4.99 0.92 almost always 7. tries to work with the subordinates for a proper understanding of a problem in the new normal. 4.98 0.76 almost always composite 4.28 0.51 average international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 131 issn 2580-0981 (online) legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average;2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low it manifested that almost always the school heads investigate an issue/problem in the new normal with the subordinates to find an acceptable solution which got the highest mean of 5.05, interpreted as high. while the school heads almost always work jointly with the subordinates to come up with decisions bearable to them got the second to the highest mean of 4.99, and interpreted as high. on the other hand, the school heads half of the time exchanges accurate information in the new normal with the subordinates to solve a problem together which got the lowest mean of 3.24 and interpreted as below average. overall, the conflict resolution skills in terms of collaborating style was 4.28, which means the school heads usually use collaborating style as a resolution skill and can be interpreted as average. this also indicates that the school head still wants a win-win solution when conflict arises in the organization. the school head tries to give and suggest solutions that will benefit both parties. in terms of collaborating style, the results indicated that although school leaders give opportunity for people to practice a variety of collaboration skills, not all of them transfer to realworld collaborative circumstances outside of the classroom. as a result, people may have the potential to practice talking and retaining awareness of others, but the school's architecture prevents them from doing so. these findings point to potential design opportunities for future school leaders, staff, and instructors in terms of team dynamics and responsibilities, situational and workplace awareness, and conflict resolution strategies instruction (pan, et. al., 2017). table 2. level of the conflict resolution skills of the school heads as perceived by the respondents in terms of accommodating style indicative statement the school head… mean sd scaled response 1. generally satisfies the needs of the subordinates with regards to the new normal. 4.28 0.51 usually 2. accommodates the wishes of the subordinates 5.02 0.78 almost always 3. gives in to the wishes of the subordinates. 3.52 1.13 usually 4. allows concessions to the subordinates 4.81 0.98 almost always 5. goes along with the suggestions of the subordinates that may help in resolving problems with the new normal. 3.50 1.22 usually 6. attempts to meet the expectations of the subordinates. 3.48 1.20 half of the time composite 3.94 0.69 average legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 132 │ issn 2580-0981 (online) table 2 shows the level of the conflict resolution skills of the school heads as perceived by the respondents in terms of accommodating style. as shown in the table 9, it could be inferred that the school head almost always accommodates the wishes of subordinates. it achieved the highest mean of 5.02 and can be interpreted as high. while the school head half of the time tries to satisfy the expectations of the subordinates. it achieved the lowest mean of 3.48 and can be interpreted as below average. in general, the overall mean is 3.94, which means that the school heads usually use conflict resolution skills in terms of accommodating style. many school leaders still preferred this conflict resolution style as it gives peace to the organization because both parties are cooperating to resolve a certain conflict. for some school heads, accommodating style can be the absolute best choice to resolve small conflicts and move on with more important issues. as supported by (labrague, et.al., 2017), the results suggested that though school heads somehow perfectly manage to give resolution to the conflict of their school and their subordinate, they still had room for development, and one must always put the needs of others ahead of one's own. although it may appear to be a weak option, accommodation can be the most effective way to overcome a minor disagreement and move on to more significant matters. table 3. level of the conflict resolution skills of the school heads as perceived by the respondents in terms of competing style indicative statement the school head… mean sd scaled response 1. uses influence to get the ideas accepted. 3.63 1.25 usually 2. uses authority in time of pandemic to make a decision in their favor. 3.88 1.27 almost always 3. uses expertise to make a decision in their favor. 4.52 1.20 almost always 4. is generally firm in pursuing side of the issue. 5.00 0.75 almost always 5. uses power to win a competitive situation. 5.09 0.84 almost always composite 4.42 0.51 average legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low as shown in table 3, the school head almost always uses power to win a competitive situation and gathered a mean of 5.09 as the highest mean among the 5 indicators and interpreted as average. while the school head is almost always in general, adamant in pursuing the side of the story gathered a mean of exactly 5.00 and ranked as the second to the highest mean among the five and can be interpreted as high. furthermore, the school head usually uses influence to get the ideas accepted gathered the lowest mean of 3.63 and can be interpreted as average. generally, the overall results of the school heads using competing style as a conflict resolution gathered a composite mean of 4.42 and can be interpreted as average which means school heads usually uses competing style as a way of conflict resolution. the table shows that the composite mean reflects the school heads competitiveness is used as a conflict management style in order to give solution to the conflict between them, their international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 133 issn 2580-0981 (online) subordinates. it is evident that the school heads use their position in order to give authority concerning the betterment of the workplace and the school climate. with the right amount of using their position, it is very indicative that competing style is effective in managing one's conflict. according to (jit, et. al., 2016), school leaders should approach the disagreement immediately and honestly, with the goal of resolving it as soon as feasible. furthermore, while quick results are important, principals should also evaluate a team's morale and productivity. if a school leader is continuously competing with others rather than compromising, he or she may limit beneficial feedback from subordinates and harm workplace relationships. table 4. level of the conflict resolution skills of the school heads as perceived by the respondents in terms of avoiding style indicative statement the school head… mean sd scaled response 1. tries to keep the issue with the subordinates to myself in order to avoid being "put on the spot". 4.64 1.05 almost always 2. avoids having open discussions with subordinates about my differences. 4.94 0.78 almost always 3. keeps disagreements with subordinates to a minimum. 4.99 0.84 almost always 4. avoids an encounter with my subordinates as conflict arises during the implementation of the new normal. 3.80 1.18 usually 5. tries to keep disagreement with subordinates to him/herself in order to avoid hard feelings 4.59 0.47 almost always 6. tries to avoid unpleasant exchanges with subordinates. 4.23 1.16 usually composite 4.92 0.98 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low as shown in table 4, it manifested that the school heads almost always stay away from disagreement with subordinates which got the highest mean of 4.99 and could be interpreted as high. this only indicates that school heads rather choose to agree with their subordinates rather to have a debate and disagreement. in addition, it is revealed that the school heads almost always avoid open discussion of differences with subordinates which got the second highest mean of 4.94 and can be interpreted as high as well. it was noteworthy that school heads avoid any indifferences to end the discussion. on the other way around, the school heads usually avoid an encounter with their subordinates as conflict arises during the implementation of the new normal which got the lowest mean of 3.80 and could be interpreted as average. it can be said that as a way of avoidance, school heads do not show up to their subordinates to avoid conflict and new conflict to arise. all things considered, the table garnered a composite mean of 4.92, which implies that school heads highly use avoidance to give solution to the conflict. for other leaders, avoiding the conflict could be the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 134 │ issn 2580-0981 (online) best solution to resolve it. avoiding issues and letting it be forgotten by both parties is the most convenient resolution style for them. this finding may infer that the leaders of schools lack both courage and regard for their subordinates. school heads simply pretend that the disagreement never happened or doesn't exist by avoiding it. avoiding conflict means being impenetrable and obstinate while discreetly evading an issue or just departing from a potentially dangerous scenario. conflict avoidant people must at least evaluate their alternatives when developing a strategic plan (edet, et. al., 2017). table 5. level of the conflict resolution skills of the school heads as perceived by the respondents in terms of compromising style indicative statement the school head… mean sd scaled response 1. i find a middle course to resolve an impasse related to the new normal. 4.96 0.97 almost always 2. i usually propose a middle ground for breaking deadlocks 4.67 0.95 almost always 3. in problems related to new normal, i negotiate with my subordinates so that a compromise can be reached 4.89 0.87 almost always 4. i use "give and take" so that a compromise can be made. 4.71 1.07 almost always composite 4.73 0.46 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low table 5 indicates the level of the conflict resolution skills of the school heads as perceived by the respondents in terms of compromising style. it appeared in the table that the indicator number 1 which states that “the school head find a middle course to resolve an impasse related to new normal.” got the highest mean of 4.96 which means “almost always” and can be interpreted as high. the indicative statement number 2 which is “the school head usually propose a middle ground for breaking deadlocks” got the lowest mean of 4.67 with a scaled response of “almost always” and can be interpreted as high as well. an overall mean of 4.37 denoted that the school head highly use compromising style as a conflict resolution skill. the high overall mean of this style indicates that school heads find an expedient, mutually acceptable solution that partially satisfies both conflicting parties. it is supported by (saiti, 2015) as school conflicts are common, and when they do occur, they are mostly linked to both interpersonal and organizational factors. making a compromise is a huge step in resolving a problem. when both sides are looking for common ground, they employ both boldness and consideration. you school heads agree to focus on the bigger issues and leave the lesser ones go; this approach speeds up the resolution process. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 135 issn 2580-0981 (online) 2. levels of school organizational climate table 6 shows the level of organizational climate in terms of collegial leadership. table 6. level of school organizational climate in terms of collegial leadership indicative statement mean sd scaled response 1. in this new normal, the principal explores all sides of topics and admits that other opinions exist. 4.96 0.93 almost always 2. the principal treats all faculty members as his or her equal during the time of pandemic. 5.05 0.92 almost always 3. the principal is friendly and approachable in dealing with concerns in the new normal. 4.90 0.87 almost always 4. the principal makes the faculty aware of what is expected of them. 5.04 0.88 almost always 5. the principal maintains high standards of performance. 5.07 0.83 almost always 6. the principal is accepting suggestions from the faculty and put it into operation. 5.02 0.78 almost always 7. the principal is willing to make changes to adapt with the new normal. 4.73 1.09 almost always composite 4.97 0.39 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low it could be observed from the table that the indicative statement “the principal maintains definite standards of performance.” achieved the highest mean of 5.07 and responded as almost always and can be considered as high, followed by the indicative statement “the principal treats all faculty members as his or her equal during the time of pandemic.” with a mean of 5.05 whose scaled response is “almost always” and can be considered as high while “the principal is willing to make changes to adapt with the new normal.” received the lowest overall mean of 4.73 with a scaled response of “almost always” and can be considered as high as well. the overall composite mean was 4.97 which can be interpreted as high. an overall mean of 4.97 obtained the high level of collegial leadership is effective as it is noted that collegiality is a modern, efficient and practical form of leadership in times of new normal, but it never works entirely on its own; rather it interacts with other modes of leadership in participation of the principals, school staffs, and teachers. in a collegial leadership model, policy is set and decisions are made through a discourse process that leads to consensus (bush, 2013). the sharing of authority is based on expertise and a mutual understanding of the school's shared vision. collaborative methods advocate authority for expertise that enables trainers to collaborate through shared values and develop decision-making skills based on their expertise. this means that trainers should be primarily responsible if they are meaningfully and collaboratively involved in the decision-making process. as a result, collegiality international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 136 │ issn 2580-0981 (online) can be defined as the manner that teachers and principals share common values, goals, accountability, and a sense of trust based on congeniality (sergiovanni, 2019). table 7. level of school organizational climate in terms of teacher’s professionalism indicative statement mean sd scaled response 1. teachers help and support each other, especially during the time of pandemic. 4.68 0.88 almost always 2. teachers do their jobs with enthusiasm despite being in the new normal. 4.69 0.98 almost always 3. teachers respect the professional competence of their colleagues. 4.98 0.89 almost always 4. faculty members communicate in a cooperative manner during the time of pandemic. 5.13 0.83 almost always 5. teachers in this school exercise professional judgment. 4.90 0.86 almost always 6. teachers "go the extra mile" with their students to cope up with the new normal. 5.03 0.90 almost always 7. teachers provide strong social support for colleagues. 5.00 0.92 almost always composite 4.91 0.43 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low table 7 shows the level of school organizational climate in terms of teacher's professionalism. this aspect plays an important role in school organizational climate as the teachers help to build and establish a working space of professionalism. it can be seen from the results that "the interactions between faculty members are cooperative during the time of pandemic." which yielded the highest mean of 5.13 indicated as almost always and interpreted as high. "teachers "go the extra mile" with their students to cope up with new normal." (5.03) ranked second and indicated as almost always and can be interpreted as high. on the other hand, "teachers help and support each other especially during the time of pandemic." (4.68) got the lowest mean however indicated the same as the highest mean as almost always and interpreted as high as well. as reflected in the table, the overall mean along teacher's professionalism was 4.91, which means teachers professionalism have an impact on the level of school organizational climate. at the individual level, professionalism is defined as the general attributes that a professional must possess. in other words, it refers to the attitudes and behaviors that people in a particular profession may exhibit, such as their belief in their work, their long-term commitment to their job, and their ability to make decisions based on their expertise. early childhood teachers, like any professionals, have the knowledge and attitude associated with their job as a result of extensive training. according to saracho and spodek (2018), the professionalism of an early childhood teacher is critical to the teacher's ability to deliver quality child care. furthermore, the professional attitudes and opinions of teachers have an impact on the quality of early childhood programs. it has international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 137 issn 2580-0981 (online) been highlighted that, despite having a solid educational program and atmosphere, educational results are ultimately dependent on the teachers who administer them. as a result, early childhood teachers' professionalism may be a critical aspect in achieving a high degree of teacher-child engagement during the teaching and learning process. table 8. level of school organizational climate in terms of achievement press indicative statement mean sd scaled response 1. the school sets high standards for academic performance even with the new normal setup. 5.06 0.72 almost always 2. students show respect with each other despite being in the new normal setup. 4.76 1.09 almost always 3. students perform well despite being on distance learning so they can get good grades. 4.72 0.83 almost always 4. parents exert pressure to maintain high standards in the new normal. 4.64 1.01 almost always 5. students try hard to improve on their works despite having limited supervision from the teachers. 4.67 0.86 almost always 6. academic achievement is recognized and acknowledged by the school in the new normal. 4.62 1.01 almost always 7. parents press for school improvement. 4.94 0.91 almost always 8. students in this school can achieve the goals that have been set for them despite new norms in learning. 5.04 0.87 almost always composite 4.81 0.41 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low table 8 shows the level of school organizational climate in terms of achievement press. the findings show that the indicative statement “the school sets high standards for academic performance even with the new normal setup.” with a mean of 5.06 interpreted as high indicated as almost always and followed by indicative statement number 8 “students in this school can achieve the goals that have been set for them despite new norms in learning.” with a mean of 5.04 and the almost always scaled response and a high interpretation. however, the indicative statement “academic achievement is recognized and acknowledged by the school in the new normal.” had the lowest overall mean of 4.62 which denoted as almost always and interpreted as high as well. the overall mean was 4.81 and interpreted as almost always and can be interpreted as high. it can be inferred that school organization has a high level in terms of achievement press. this indicates that teachers are still setting higher goals in the new normal, and students are still ready and responding positively with the challenges of these goals. the school head is always there to supply the resources and exert influence in attaining these goals. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 138 │ issn 2580-0981 (online) table 9. level of school organizational climate in terms of community engagement indicative statement mean sd scaled response 1. the school sets high standards for academic performance even with the new normal setup. 4.86 0.94 almost always 2. students show respect with each other despite being in the new normal setup. 4.58 1.20 almost always 3. students perform well despite being on distance learning so they can get good grades. 4.67 0.85 almost always 4. parents exert pressure to maintain high standards in the new normal. 4.53 1.06 almost always 5. students try hard to improve on their works despite having limited supervision from the teachers. 4.57 0.91 almost always composite 4.64 0.57 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low table 9 shows the level of school organizational climate in terms of community engagement. it can be gleaned in the table that the indicative statement number 1 “the school sets high standards for academic performance even with the new normal setup.” gained with the highest mean of 4.86 and indicated as almost always and can be interpreted as high. next to it is the indicative statement number 3 “students perform well despite being on distance learning so they can get good grades.” with a mean of 4.67 as almost always and interpreted as high got the second to the highest mean score while the indicative statement number 4 “parents exert pressure to maintain high standards in the new normal.” yielded the lowest mean of 4.53 and indicated as almost always and interpreted as high. based on the findings of the study, the overall mean was 4.64 which explained that the level of school organizational climate in terms of community engagement was relatively high. the responses of the respondents evidently seen that the level of school organization is partially developed because of the community engagement the school heads and teachers participated in. as the school head continue to engage in community mobilize movement toward inclusive education and providing the school organization a conducive learning environment that will set a bar of standards to a high level of school organization (pillay, et. al., 2015). 3. levels of teachers work engagement table 10. level of teacher work engagement in terms of physical indicative statement mean sd scaled response 1. i put up a lot of effort in my work in the new normal. 4.61 1.00 almost always 2. i put out my best effort in my work in the new normal. 5.00 0.88 almost always 3. i allocate a lot of energy to my job in the new normal. 5.00 0.88 almost always international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 139 issn 2580-0981 (online) indicative statement mean sd scaled response 4. i make every effort to do my work well in the new normal. 5.12 0.79 almost always 5. i work as hard as i can to do my work job in the new normal. 4.94 0.76 almost always 6. i exert a lot of energy on my job in the new normal. 5.11 0.79 almost always composite 4.96 0.46 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low it could be inferred in table 10 the level of teacher work engagement in terms of physical. the indicator 4 “i try my hardest to perform well on my job in the new normal.” yielded the highest mean of 5.12, indicated as almost always and interpreted as high. while the indicator 6 “i try my hardest to perform well on my job in the new normal.” yielded the second to the highest mean of 5.11 denoted as almost always and interpreted as high. moreover indicator 2 “i exert my full effort to my job in the new normal.” and indicator 3 “i devote a lot of energy to my job in the new normal.” have the same mean score of 5.00, indicated as almost always and interpreted as high. on the other hand, indicator 1 “i work with intensity on my job in the new normal.” yielded the lowest mean of 4.61, indicated as almost always and interpreted as high it appeared on the table that the overall mean of 4.96 denoted that the level of teacher work engagement in terms of physical is high. the result indicates that even in the new normal, teachers are exerting extra efforts to make teaching and learning meaningful and fruitful. teachers are physically fit to take the challenges brought about by the pandemic in the field of education. in a research conducted by cunningham and cordeiro (2015), they believe that the “leader needs to be prepared to deal with the inevitable social, cultural, economic, technological, bureaucratic, and political obstacles that can block improvements efforts” on the contrary, greenfield (2016) disagrees, arguing that efficient and effective administration is impossible without efficient and effective leadership, and that good school leadership must meet five requirements: moral, social, educational, managerial and political. the effectiveness of a school is determined by the school head’s performance, according to the researchers (aitken, 2015). table 11. level of teacher work engagement in terms of emotional indicative statement mean sd scaled response 1. i am enthused about my work in the new normal. 4.90 1.04 almost always 2. i am enthusiastic about my work in the new normal. 5.03 0.85 almost always 3. my employment piques my interest in the new normal. 4.82 1.00 almost always 4. i am proud of my job. 4.83 0.87 almost always 5. i feel great about my job in the new normal. 4.64 1.09 almost always 6. i am excited about my job in the new normal. 4.72 0.90 almost always international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 140 │ issn 2580-0981 (online) indicative statement mean sd scaled response composite 4.83 0.51 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low it could be inferred in table 11 the level of teacher work engagement in terms of emotional. the indicator 2 achieved the highest mean of 5.03 indicated as almost always and interpreted as high while the indicator 5 yielded the lowest mean of 4.64 denoted almost always and interpreted as high as well achieved the lowest mean score among the table. it appeared on the table that the overall mean of 4.83 denoted that the level of level of teacher work engagement in terms of emotional is high. teachers are emotionally stable to handle problems in the new normal. they are well oriented and well trained for the new setup in education. they may fill confuse at times but overall they are well prepared emotionally to the situation. stoltz (2010) says that enabling the human mind to effectively deal with an expanding number of adverse events is an even greater issue, as it necessitates the strengthening and evolution of the human operating system to deal with the increasing demands of information, skills, abilities, and experiences. individually acquired knowledge and abilities cannot be properly exploited unless they are fully absorbed and incorporated into the system. table 12. level of teacher work engagement in terms of cognitive indicative statement mean sd scaled response 1. at work in the new normal, my mind is focused on my job. 4.81 1.00 almost always 2. at work in the new normal, i pay a lot of attention to my job. 4.84 0.99 almost always 3. at work in the new normal, i concentrate on my job. 4.79 0.96 almost always 4. at work in the new normal, i focus a great deal of attention on my job. 4.87 0.89 almost always 5. at work in the new normal, i am absorbed in my job. 4.80 0.90 almost always 6. at work in the new normal, i dedicate a lot of attention to my job. 5.01 0.85 almost always composite 4.85 0.50 high legend: 5.50 – 6.00 – always very high; 4.50 – 5.49 – almost always high;3.50 – 4.49 – usually average; 2.50 – 3.49 – half of the time below average; 1.50 – 2.49 – occasionally low; 1.00 – 1.49 – never very low table 12 presents the level of teacher work engagement in terms of cognitive. the indicator 6 “at work in the new normal, i devote a lot of attention to my job.” yielded the highest mean of 5.01 and denoted as almost always and interpreted as high. on the other hand, the indicator 3 “at work in the new normal, i concentrate on my job.” yielded the lowest mean of 4.79 denoted as almost always and interpreted as high. it appeared on the table that the overall mean of 4.85 denoted that international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 141 issn 2580-0981 (online) the level of teacher work engagement in terms of cognitive is high. through online seminars and trainings conducted by the department of education through regional, division and district offices, teachers are knowledgeable enough with the new system that they are facing. booth (2017) in her article entitled “instructional leadership for the 21st century” emphasized that school leaders must create a caring and supportive environment. the leader who possesses the elements of compassion and integrity can establish a proactive atmosphere that is centered on wellness. krug as cited by ludwig & eacott (2017) emphasized that the primary service that a school offers is instruction. therefore, it is imperative that school leaders have awareness on all subject areas and the special needs of each. 5. significant relationship between school head’s conflict resolution skills and teacher work engagement table 13. test of significant relationship between school head’s conflict resolution skills and teacher work engagement conflict resolution skills work engagement physical emotional cognitive collaborating -.025 .115** .042 accommodating -.037 .071* .011 competing .097** .153** .022 avoiding .240** .003 .060* compromising .178** .041 .095** **correlation is significant at .01 level * correlation is significant at .05 level table 13 revealed the correlation results between the work engagement and conflict resolution skills. it could be gleaned that the work engagement practices in terms of physical is highly significant along competing (.097), avoiding (.240) and it is significant along compromising leadership style (.178) at .01 levels. moreover, the work engagement in terms of emotional is highly significant along collaborating (.115), and competing (.153) at .01 level. on the other hand, the work engagement practices in terms of emotional is highly significant along accommodating (.071) at .05 significant level. in addition, the work engagement in terms of cognitive is highly significant along avoiding (.060) at .05 significant level while the work engagement practices in terms of cognitive is highly significant along compromising (.095) at .01 levels. since most of the work engagement showed a significant relationship with conflict resolution skills, this implies that the work engagement was attributed to the conflict resolution skills of the school heads. this means that the high implementation of teacher work engagement in terms of physical, emotional, and cognitive significantly matter on the conflict resolution skills of school heads. this can be gleaned that the higher the teacher work engagement, the higher will be more effective of school heads conflict resolution skills. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 142 │ issn 2580-0981 (online) according to the findings of samoei (2014), the majority of principals and instructors agree that the principals always orient new personnel on the school's vision, mission, and core values. they are also given information on the school's culture and architectural layout. the department heads and topics pertaining to their subject area are introduced to the new teachers. the principals oversee curriculum timetabling to ensure that all subjects are timetabled and that the required amount of lessons are adhered to. principals oversee curriculum timetabling to ensure that no clashes occur in classrooms where one teacher is required to teach two courses in the same period. the data also suggest that principals keep track on their pupils' academic progress. through the heads of departments, they supervise the frequent testing of pupils. 5. significant relationship between organizational school climate and teacher work engagement table 14 shows the test of significant relationship between school head’s conflict resolution skills and teacher work engagement table 14. test of significant relationship between organizational school climate and teacher work engagement organizational climate work engagement physical emotional cognitive collegial leadership .527** .001 .123** teacher’s professionalism .701** .102** .050 achievement press .573** .154** .130** community engagement .368** .114** .027 **correlation is significant at .01 level * correlation is significant at .05 level table 14 presents the correlation results between the teacher work engagement and organizational school climate. it could be gleaned on the table that the teacher work engagement in terms of physical is highly significant along collegial leadership (.527), teacher’s professionalism (.701), achievement press (.573), and community engagement (.368) at .01 levels. in addition, the teacher work engagement in terms of emotional is highly significant along teacher’s professionalism (.102), achievement press (.130), at .01 levels. it can be gleaned from the table that the teacher work engagement in terms of physical, emotional, and cognitive showed a significant relationship to organizational school climate in terms of collegial leadership, teacher’s professionalism, achievement press, and community engagement. this implies that the teacher work engagement was attributed to the organizational school climate. this implies that the higher the physical, emotional, and cognitive of teaching work engagement, the higher level of organizational school climate. organizational trust is vital for both stakeholders and companies since achieving goals in an organization with trust difficulties will be difficult (yilmaz, 2014). within the organization, trust is the foundation for harmonious and productive relationships, successful cooperation, and communication (baier, 2016). the employee's performance and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 143 issn 2580-0981 (online) productivity will improve in such an environment. as a result, organizational trust can be considered a variable that influences the success of an organization. teachers that are enthusiastic about their jobs can help change their schools into effective and efficient institutions. table 15 shows test of significant prediction of school head’s conflict resolution skills and organizational school climate on teacher work engagement table 15. test of significant prediction of school head’s conflict resolution skills and organizational school climate on teacher work engagement model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 4.370 .101 43.354 .000 compromising .108 .021 .149 5.099 .000 2 (constant) 2.609 .149 17.547 .000 compromising .071 .020 .098 3.661 .000 collegial leadership .063 .028 .072 2.254 .024 teacher professionalism .144 .029 .184 4.956 .000 achievement press .191 .030 .233 6.257 .000 step 1: f (1, 1150) = 25.996; p < .01; adj. r2 = .021 dependent variable: work engagement step 2: f (4, 1147) = 72.850; p < .01; adj. r2 = .200 a two-stage hierarchical stepwise multiple regression was conducted with teacher work engagement as the dependent variable. the parameters of conflict resolution skills were entered at stage one of the regressions then the parameters of organizational climate were entered at stage two. the hierarchical multiple regression revealed that at stage one, compromising contributed significantly to the regression model f(1, 1150) = 25.996, p < .01 and accounted for 2.1% of the variation in work engagement. introducing the school’s organizational climate explained an additional 18.0% of variation in work engagement and this change in r² was significant, f(4, 1147) = 72.850, p < .01. when all independent variables were included in stage two of the regression model, they accounted for 20% of the variance in work engagement. hence, the models suggest a combined effect of compromising (conflict resolution skill) and collegial leadership, teacher professionalism, and achievement press (organizational climate) on teacher work engagement. the final regression model yielded a regression equation of twe = 2.609 + .071c + .063cl + .144tp + .191ap where twe is the predicted teacher work engagement; c is the compromising; cl is the collegial leadership; tp is the teacher professionalism; and ap is the achievement press. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy 144 │ issn 2580-0981 (online) the equation above further justifies that for every 1-unit increase in compromising, there is .071 units increase in teacher work engagement holding other independent variables constant. moreover, for every 1-unit increase in collegial leadership score, there is a corresponding .063 units increase in teacher work engagement keeping the other factors fixed. for every 1-unit increase in teacher professionalism score, there is a corresponding .114 units increase in teacher work engagement keeping the other factors constant. finally, for every 1-unit increase in achievement press score, there is a corresponding .191 units increase in teacher work engagement keeping the other factors fixed. work engagement is defined by bakker et al. (2018) as a “positive, gratifying, and successfully motivated state of work-related subjective well-being.” work engagement is a key indicator of the quality of one's working life. furthermore, it is crucial in determining behaviors such as labor transfer, aversion to work, and absenteeism (aryee, 2014). as a result, it is conceivable to conclude that employee work engagement is a critical element in determining employee performance and productivity. employees' positive sentiments regarding their employment and companies can influence work engagement. these attitudes include a low level of intent to leave their job, job happiness, and organizational engagement. conclusion based on the findings of the study, the following conclusions were drawn: (1) there is a significant relationship between the school heads' conflict resolution skills and teachers' work engagement. thus, the hypothesis is rejected. (2) there is a significant relationship between a school's organizational climate and teachers' work engagement. thus, the hypothesis is rejected. (3) the school heads conflict resolution skills and organizational school climate singly and in combination predict teachers' work engagement. with this, the hypothesis is rejected. recommendations based on the conclusions drawn, the following recommendations are hereby given: (1) school heads are encouraged to continue cultivating a culture of excellence in the school by updating the teachers through relevant activities that may sustain the work engagement by means of exhibiting quality performance in teaching and learning. (2) teachers may be motivated to increase their productivity through the assistance provided by the deped officials. (3) supervisors may enhance the performance of the teachers by providing the technical assistance needed to further improve their performance. technical assistance should focus on curriculum delivery and the school's operation and management. (4) adoption and funding of the output of the study may be considered by the officials to see its applicability in the school context. (5) similar studies may be conducted by future researchers considering the variables not covered by the present study. limitation & further research this research study focused on determining the relationship between and among school head's conflict resolution skills and the organizational school climate, which include collegial leadership, teacher professionalism, academic press, and community engagement), organizational international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 127146 school head’s conflict resolution skills, organizational school climate, and teacher work engagement in the new normal: an input to principal and teacher development program raymond d. gomez, alberto d. yazon, lerma p. buenvinida, consorcia s. tan, marcial m. bandoy │ 145 issn 2580-0981 (online) school climate, and teacher work engagement (e.g., physical, emotional and cognitive work engagement) during the time of pandemic in the city schools division in the province of laguna. it aimed to provide insightful input to the proposed teacher development program. the respondents were the school heads and teachers in the city divisions of binan city, santa rosa city, cabuyao city, and calamba city during the school year 2020-2021. to reduce the heterogeneity of the study area, while preserving the meaningfulness of the units of analysis, the study is delimited to the city divisions in the 1st and 2nd congressional districts of laguna. references a manual on school-based management, deped complex, meralco, pasig city, 1600, 2018. andres t. 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(2023) corresponding author’s email: lina.aryani@upnvj.ac.id international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1485 analysis of promotion, price, and quality of service to interest in visiting tourists at the state museum of banten lina aryani 1* , dewi darmastuti2 , ratna hindria dyah pitasari3 , desmintari desmintari4 1,2,3,4 universitas pembangunan nasional veteran jakarta, indonesia received : april 5, 2023 revised : may 4, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract the quality of service provided by the management of the banten state museum to visitors is an important factor in increasing satisfaction. the management of the banten state museum should be able to carry out appropriate promotion, marketing, and service strategies to attract more tourists in visiting. the goal of this study was to determine and identify promotion strategies, prices, and services that can influence tourist interest in serang city, banten. population of this study are tourists who visit the tourist attractions of serang city. this research method is the non-probability sampling method, where not all populations have the same opportunity to become samples (prospective respondents). this study uses primary data obtained from questionnaires with a sample of 75 tourists visiting the tourist attractions of serang city. two kinds of data analysis are used in this research, namely descriptive analysis and pls (partial least square) analysis. the results showed that the magnitude of r square (r2) visiting interest was 0.646. it means that promotion, price, and service quality factors contribute 64.6% of the influence on the interest of returning tourists. at the same time, the remaining 35.4% is influenced by other factors. this research concludes that the promotion factor, price factor, and service quality factor have a significant and significant effect on the interest of returning tourists to the banten state museum. keywords: promotion, price, service quality, tourist visiting interest introduction nowadays, traveling has become a trend and has become an essential need in human life. although not a primary need, this activity helps people get rid of boredom and refresh their mind so that they are enthusiastic to face daily routines that require high concentration. law number 10 of 2009 concerning tourism stated that tourism is a variety of tourism activities and is supported by various facilities and services provided by the community, business people, government, and local governments. based on this statement, tourism is supported by all the components in it. tourism is one sector that contributes a large income to the region. regional levies mostly come from the tourism sector. therefore, the development of the tourism sector needs to be carried out to increase the regional economy's pace and improve citizens' welfare. each region seeks to develop its regional potential. competition in the world of tourism is now getting more challenging, given the high public interest in this field. so that the managers of each tourist destination also try to innovate, have new ideas, and provide a good output for every visitor who comes so that the visitor is able to generate a repeat visit or return. in tourism, making a buyback means making a return visit. visitors certainly make a return visit after they are satisfied with what they got when visiting a tourist spot on their first or previous visit. visitor satisfaction with tourist destinations is very important for them in determining plans for whether or not to make a repeat visit or return visit to a tourist destination they visit. the ability of tourist attractions to provide output to visitors is very influential on the satisfaction of the visitors themselves, which will later affect the decision to visit the visitor again. judging from the number of tourists visiting serang city, there was a significant increase (bps city serang 2018 data). in 2016, the number of domestic and international tourists was around 309.905 people. then in 2017, this number increased sharply to 862,323 people. serang research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1485&domain=pdf https://orcid.org/0000-0003-4144-636x https://orcid.org/0000-0001-7269-3107 https://orcid.org/0000-0002-6498-3128 https://orcid.org/0000-0003-2706-5763 international j. of management, entrepreneurship, social science and humanities 110 city has a variety of natural, cultural, industrial, and tourism wealth. it is able to attract tourists, especially in serang city. one of the tourist attractions is the state museum of banten. the state museum of banten province is a public museum that occupies the old banten governor's hall building in serang city. the state museum of banten building is the former banten resident office which was founded on january 26, 1821. this museum was inaugurated on october 29, 2015, by the governor of banten, rano karno. the management of the banten province state museum is currently given to the regional technical service unit for the cultural park and museum of the banten province education and culture office. the banten province state museum occupies the banten governor's hall, previously used as the banten governor's office. previously, this building was used as the banten residency. the formation of the banten province on october 4, 2000, resulted in this building being converted into a government office for the banten province. the state museum of banten province was established at the site of the former banten resident office, which was vacated after the construction of the new banten governor's office was completed and began functioning in november 2013. the new banten governor's office is located in the banten provincial government headquarters area. the choice of the banten resident office as the location for the banten province state museum was based on the fact that the banten resident office is a cultural heritage building. in addition, its location in the center of serang city is very strategic for building a museum. it is also supported by a large yard and shady trees accompanied by a series of historic buildings, which have increased the interest of the serang city and its surroundings to visit this location after establishing a museum. the state museum of banten province is designed to be a museum of banten regional identity. the collection consists of relics from banten in the past as well as objects in the banten area today. the museum collection will focus on various historical and cultural heritages of banten. the exhibition layout is arranged so as to convey the identity of the present and past banten province. this museum was also established with the awareness of the need for the community to be able to understand the differences between old and new identities. the state museum of banten province was built so that people could review old views about the identity of the banten people. the next goal to be achieved by procuring the state museum of banten province is to increase the main attention to the exhibition system of the museum, which displays the identity of the banten people who have been considered no longer part of the identity of the banten people themselves. in addition, the procurement of this museum is intended to expand access to the museum physically and through information to the very diverse community in banten province. the final objective of the establishment of the state museum of banten province is to establish and strengthen the cultural identity of the people of banten. based on the 2008 banten province state museum management planning study document (iv-9), the periodization of banten's history comes from the prehistoric period to the modern era. during the period of more than two millennia, there were six major periods, namely the prehistoric period (6000 bc v century bc). the protohistoric period was mentioned as a transition from prehistory to historical times, which lasted from the 5th century bc to the ix century. ad followed by the classical period (hindu-buddhist era) between the ix to xvi centuries, the xvi-xix centuries, the colonial period (xix centuries 1945), and the independence period (1945 2000). the collections of the banten state museum are on display in the front hall, ranging from ancient ceramics, heirloom kerises, and various types of statues to a fossil of a one-horned rhinoceros stored in a glass case. the banten state museum has utilized digital technology in the form of a hologram that can display various historical information in audiovisual. through this system, visitors can view and listen to multiple history-related information. international j. of management, entrepreneurship, social science and humanities 111 the quality of service provided by the management of the banten state museum to visitors is also an essential factor in increasing satisfaction. american marketing association defines service as an intangible action taken by one party to another party to give benefits and satisfaction. nowadays, the ability to choose the right marketing strategy in marketing tourist objects is critical because many new tourist attractions are emerging as competitors. using appropriate marketing strategies can attract more new or even previous tourists to revisit. promotion serves to display the impression and description of the product. the better the promotion, the more it will attract consumers to use it, in this case, attracting visitors to return. the management of the banten state museum should be able to carry out appropriate promotion and service strategies to increase tourists' interest in visiting. the banten state museum has great tourism potential because the museum is a type of educational tour that can provide information for visitors about the history and culture of the banten area itself. from the description of the background of the research above, the author will conduct a study titled "analysis of promotion, price, and quality of service on the interest of returning tourists at the banten state museum". the goal of this study was to determine and identify promotion strategies, prices, and services that can influence tourist interest in serang city, banten literature review according to (tjiptono 2006:6), service activities are the needs and desires of consumers as well as the accuracy of conveying them or how to serve, the act to fill the necessity of consumer by obtaining money in return, and the ease and comfort in related with the purchase of goods and services. in general, service is an invisible activity or activity that involves human effort and uses equipment and occurs as a result of interactions to help, prepare and manage, whether in the form of goods or services from one party to another. promotional activities (kotler 2013: 42) are various actions and activities carried out by the company to showcase the product's superior features and persuade consumers to buy the product. promotion is any form of communication used to inform, persuade, or remind people about products produced by organizations, individuals, or households (simamora 2013: 285). in essence, promotion is a form of marketing communication. these marketing activities seek to disseminate information, influence or persuade, and remind the target market of its products so that they are willing to accept, buy, and be loyal to the products offered by the company concerned (tjiptono, 2001: 219). in addition to promotion and service quality, the price also needs attention because it is a monetary form consumers sacrifice to obtain, possess, and utilize several combinations of goods and services from a product. affordable prices will be an attraction for consumers. according to effendi m. guntur (2010: 281), price is the amount of money billed for a product and service or the amount of value exchanged by customers to obtain benefits from owning or using a product for services. price is the only element of the marketing mix that provides income or income for the company and is flexible. philip kotler et al. (2006: 198) in marketing for hospitality and tourism assumes that consumers' purchase intention can be equated with the interest of visiting tourists. it can be seen in the same behavior. there is no related theory regarding visiting intentions and decisions. still, according to the theory of kotler et al., visiting intentions are equated with purchasing intentions as measured by the same indicators. consumers or tourists, in deciding to visit, have various considerations as well as before making a purchase. interest in visiting again has the meaning to behave in a directed manner toward certain objects of activity or experience. or someone's encouragement to carry out activities to return to destinations that have been visited (nuraini 2014:4). factors that can influence tourists to return international j. of management, entrepreneurship, social science and humanities 112 are a tourist attraction, price, promotion, service quality, and destination image. several previous studies are relevant to the issues discussed in this study. istikhomah and nugraha (2019) explain that price is one of the factors that has a significant influence on visitor satisfaction at the indonesian water park ecotourism up to 32.2%. based on visitors' experience, they feel that the indonesian water park ecotourism management policy in setting entry prices for visitors is appropriate and in accordance with visitor expectations. research by lubis and martin (2009) also shows that the price factor positively and significantly influences inpatient satisfaction at deli medan general hospital. it means that the price factor is one of the main factors that can determine consumer satisfaction, not only in the tourism sector but also in other sectors. istikhomah and nugraha (2019) explain that the service quality factor is a factor that influences visitor satisfaction for indonesian water park ecotourism, up to 16.3%. some examples of service aspects that are of concern to visitors include the level of cleanliness at tourist sites, the appearance and service of employees, the level of ease and speed when making payment transactions, the alertness of employees in responding to questions and complaints from visitors, to supporting factors such as the availability of parking lots for visitor vehicles, availability, and cleanliness of public facilities (toilets, souvenir shops, prayer rooms). setiawan and hamid (2014) explain that a promotion strategy is essential in developing local tourism in jelekong tourism village, west java. the elements of the promotion strategy in jelekong tourism village are divided into eight elements: promotion mix, target visitors, promotion objectives, promotion budget, message design, media used, message sources, and feedback. the promotion aims to build awareness, increase knowledge and remind the general public of the existence of the jelekong tourist village and its tourism potential, especially local arts, and culture, such as wayang golek and painting centers. research method the type of data in this study is a type of quantitative data. the source of data is primary data obtained from respondents through the distribution of questionnaires to respondents. the sample size used was 75 tourists referring to rosqoe in ferdinand (2011: 217), who stated that sample sizes greater than 30 and less than 500 were sufficient for many studies. determination of the sample using the non-probability sampling method, according to (sugiono 2014:154) where not all populations have the same opportunity to be selected as samples (prospective respondents), namely tourists who visit the banten state museum. the criteria for the sample selected for this study are: 1. male and female, over 17 years old. 2. have visited banten state museum more than one time. the data analysis technique used in this research is descriptive analysis and inferential analysis. according to ferdinand (2018, p. 229), descriptive analysis provides a descriptive empirical description of data collected in the study. the form of descriptive analysis is the index number. according to ferdinand (2018, p. 231), index number analysis is used to determine the general perception of respondents about a variable. inferential analysis, or probability statistics, is a data analysis technique used to analyze sample data. the results to be obtained are generalized or concluded from the origin of the sample taken (sugiono 2011, p. 148). inferential analysis used in this study is a data analysis technique using partial least square (pls). partial least square (pls) is an alternative to ordinal least square (ols) regression, canonical correlation, or structural equation modeling. pls is very useful when several independent variables or predictors are highly correlated with each other or when the number of predictors exceeds the number of cases (jonathan sarwono & umi narimawati, 2015, p. 2). international j. of management, entrepreneurship, social science and humanities 113 findings and discussion consumer identity analysis based on table 1, respondents are dominated by visitors aged 17-25 years, namely 65%. it illustrates that most visitors to the banten state museum are still at a young age. they are interested in visiting the museum because apart from being a tourist place, it is also a good educational place for young people. table 1. age profile of respondent respondent age quantity percentage (%) 17 25 years old 49 65 26 45 years old 17 23 > 46 years old 9 12 based on table 2, most of the respondents are women, namely 58%. table 2. respondent gender respondent gender quantity percentage (%) men 32 42 women 43 58 pls validity and reliability test this study checks the validity and reliability of the processed data using two models, namely the inner model and outer model. outer model the initial step is to check whether the model has reached convergent validity. the results of the initial path diagram validity test can be seen in figure 1. the minimum value of 0.7 must be reached by each indicator to be considered valid. however, according to ghozali, a loading scale of 0.5 – 0.6 is still acceptable in the research development stage. from figure 1, it can be concluded that all variables of promotion factor (x1), price factor (x2), service quality factor (x3), and visiting interest (y) have valid criteria for all statement items with loading factor value > 0.5 which can be used to measure this research model. international j. of management, entrepreneurship, social science and humanities 114 figure 1. value of loading factor using pls path diagram convergent validity test the loading factor value for each indicator of each construct as follows: table 3. outer loading factor tourist visiting interest (y) promotion (x1) price (x2) service quality (x3) mb1 0.632 mb2 0.669 mb3 0.786 mb4 0.738 mb5 0.737 mb6 0.824 mb7 0.684 mb8 0.836 p1 0.732 p2 0.758 p3 0.760 p4 0.853 p5 0.710 p6 0.763 h1 0.906 h2 0.857 h3 0.802 h4 0.840 h5 0.742 h6 0.659 kl1 0.853 international j. of management, entrepreneurship, social science and humanities 115 tourist visiting interest (y) promotion (x1) price (x2) service quality (x3) kl2 0.775 kl3 0.678 kl4 0.737 kl5 0.765 kl6 0.829 kl7 0.738 kl8 0.747 the result shows that each loading factor has a value greater than 0.5, with the smallest value being the the mb1 indicator with 0.632. it can be concluded that each indicator has met convergent validity. discriminant validity test the purpose of performing discriminant validity is to obtain the value of the square root of the average variance extracted (ave). the minimum value is 0.5. table 4 shows the ave value in this study: table 4. average variance extracted variable average variance extracted (ave) tourist visiting interest (y) 0.550 promotion (x1) 0.584 price (x2) 0.648 service quality (x3) 0.588 each variable gives ave value above 0.5, with tourist visiting interest having the smallest ave value at 0.550. therefore, the constructs of promotion, price, service quality, and visiting interest factors are valid. pls reliability test the value of composite reliability and cronbach's alpha for each construct variable is as follows: table 5. composite reliability variable composite reliability tourist visiting interest (y) 0.906 promotion (x1) 0.893 price (x2) 0.916 service quality (x3) 0.919 each construct has a composite reliability value above the minimum criteria of 0.7. the promotion construct (x1) has the smallest composite reliability value of 0.893. all variables have good reliability on their respective constructs. the reliability test can also be strengthened with cronbach's alpha, where the output gives the following results: table 6. cronbach's alpha variable cronbach's alpha tourist visiting interest (y) 0.882 promotion (x1) 0.858 international j. of management, entrepreneurship, social science and humanities 116 variable cronbach's alpha price (x2) 0.888 service quality (x3) 0.900 the cronbach's alpha value for all constructs is above the minimum criteria of 0.6. the promotion construct (x1) has the lowest cronbach's alpha value of 0.858. structural model r-squared the result of r-square from the smart-pls 3.0 software is as follows: table 7. r-square value variable r-square r-square adjusted tourist visitting interest (y) 0.646 0.631 based on the table above, the amount of r square (r2) visiting interest is 0.646. thus, it shows the influence of promotion factors, price, and service quality on visiting interest by 64.6%, and the remaining 35.4% is influenced by other factors. based on the table above, the r square adjusted interest in visiting is 0.631, thus showing the influence of promotion, price, and service quality factors on visiting interest by 63.1% and the remaining 36.9% is influenced by other factors. path coefficient based on the results of data processing for the structural model of the path analysis coefficient section, the following results are obtained: table 8. value of path coefficient analysis original sampel (o) sampel mean (m) standard deviation (stdev) t statistics (o/stdev) p values promotion (x1) → tourist visiting interest (y) 0.298 0.327 0.134 2.224 0.027 price (x2) → tourist visiting interest (y) 0.288 0.261 0.129 2.227 0.026 service quality (x3) → tourist visiting interest (y) 0.305 0.310 0.153 1.993 0.047 based on the table above, it can be seen in the original sample (o) column that the results of the path analysis coefficient values, it can be concluded that all tests between the variables of the promotion factor on interest in visiting show the results of 0.298, the criteria for the price factor on the interest in visiting show the results of 0.288, the criteria for the service quality factor on interest visited showed the result 0.305. thus, all variables show a positive influence on interest in visiting. t-statistic test the t-test or partial test is used to determine any significant influence between promotion, price, and service quality on the tourist visiting interest. t-table = 1.99394 earned from the formula df = n-k or 75-4 = 71, with a degree of confidence of 0.05. the following results were obtained: international j. of management, entrepreneurship, social science and humanities 117 table 9. result of t-statistic test t statistics (|o/sterr|) p values promotion (x1) → tourist visitting interest (y) 2.303 0.024 price (x2) → tourist visitting interest (y) 2.398 0.019 service quality (x3) → tourist visitting interest (y) 2.06 0.04 based on the table above, the results of testing the promotion factor variable on interest in visiting give a value of t-count 2.303 > t-table 1.993 and a significant value of 0.024 <0.05. it indicates that promotional factors have a significant effect on visiting interest. furthermore, based on the table above, the results of testing the price factor variable on interest in visiting show a value of t-count 2.398 > t-table 1.993 and a significant value of 0.019 < 0.05. it indicates that the price factor has a significant effect on visiting interest. then based on the table above, the results of testing the service quality factor variable on interest in visiting show a value of t-count 2.06> t-table 1.993 and a significant value of 0.04 <0.05. it indicates that the service quality factor has a significant effect on interest in visiting. the following is a summary of the calculation and testing of the path coefficients: table 10. path coefficients testing result coefficient direct influence total promotion (x1) → tourist visiting interest (y) 2.303 2.303 2.303 price (x2) → tourist visiting interest (y) 2.398 2.398 2.398 service quality (x3) → tourist visiting interest (y) 2.06 2.06 2.06 based on the table above, it can be concluded: 1. the path coefficient of the promotion factor variable on the interest in visiting is 2.303. 2. the path coefficient of the price factor variable on the interest in visiting is 2.398. 3. the path coefficient of the service quality factor variable on interest in visiting is 2.06. the results of this study indicate that there is a significant influence between promotional factors on visiting interest. one of the promotional strategies used by museum managers is to use social media, namely the youtube channel. this channel contains a brief profile and interesting things in the banten state museum. in addition, there is content about artistic and cultural activities held at the banten state museum. several private television stations also produce content for tourism events in this museum. this marketing strategy aims to introduce museum tourism to the public using technology and social media, especially young people who are usually more interested in gadgets and technology. the importance of promotional strategies for visiting interest is following research conducted by suliyanto, et al (2018), which emphasizes intensifying promotional efforts by utilizing advertising media and through word-of-mouth marketing activities to increase public interest in visiting the banten state museum. furthermore, the price factor also affects the interest in visiting the banten state museum. as one of the educational tourist attractions under the auspices of the banten cultural center, the international j. of management, entrepreneurship, social science and humanities 118 banten state museum does not charge an entrance fee for its visitors. it is certainly very interesting for students and families because they can enjoy museum tours while studying the history and culture of the banten people free of charge. although free of charge, this museum is still equipped with various facilities and comforts that are not inferior to other museums. the importance of price on interest in visiting is in accordance with previous research conducted by istikhomah, et al (2019) which stated that price is a factor that has a significant effect on visitor satisfaction, especially if the price is set in accordance with the facilities and visiting experience provided. this study also shows a significant influence between service quality factors on interest in visiting. one of the supporting facilities that support the convenience of museum visitors is museum equipment facilities that already use digital technology and are equipped with a touch screen. this facility makes it easier for visitors to get information related to historical objects that are a collection of the banten state museum. this museum is also equipped with a digital map that contains the spread of cultural and historical tourism in banten, complete with various information. in addition, there are virtual reality (vr) audiovisual facilities. visitors can experience virtually visiting various historical places in banten through this facility. the museum is also equipped with a tour guide who can accompany visitors while in the museum area and provide information related to historical objects and events in the banten state museum. the cleanliness and comfort factor of the museum is also an added value owned by the banten state museum so that visitors still feel comfortable in the museum area. the influence of service quality on interest in visiting is also in line with previous research conducted by handayani (2017), which states that service quality has a very strong relationship to the increase in the number of tourist visits. data processing for the structural model of the path analysis coefficient section, it can be concluded that all variables show a positive influence on interest in visiting the banten state museum. based on the calculation results, the amount of r square (r2) visiting interest is 0.646. this means that the promotion factor, price, and service quality contribute 64.6% of the influence on visiting interest. in comparison, the remaining 35.4% is influenced by other factors. conclusions promotion, price and service quality variables show a positive influence on interest in visiting the banten state museum. based on the calculation results, it can be seen that the amount of r square (r2) visiting interest is 0.646. it means that the promotion factor, price, and service quality contribute 64.6% of the influence on visiting interest. in contrast, the remaining 35.4% is influenced by other factors. the management of the banten state museum should further improve their efforts, especially on these three factors, because they directly affect the interest of tourist visits.. limitation & further research limitations in this study were found in the research respondents, where the respondents who were to be sampled had to have special requirements, namely having visited the banten museum more than once. meanwhile, currently, the public's interest in visiting museums is not as big as other tourist objects. in addition, the factors studied are limited to 3 elements, namely promotion, price, and service quality, as factors that can determine whether consumers will return to the banten 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(2023) corresponding author’s email: endang.sulastri@umj.ac.id.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1484 kpu strategy south tangerang city in increasing voter participation during pandemic times at the election in 2020 endang sulastri1* , lusi andriyani2 , achmad mudjahid zein3 1,2,3 university of muhammadiyah jakarta, indonesia received : april 8, 2023 revised : may 4, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract voter participation in an election is often a measure of election success. the higher the level of participation, the higher the public's trust in the election process and the stronger the legitimacy of the elected leader. the city of south tangerang, which has participated in the regional elections three times until the last election in 2020, has had an interesting experience regarding voter participation. in the previous regional elections, namely in 2010 and 2015, voter participation was never more than 60%. in the 2010 elections, voter participation only reached 56.9%, and in the 2015 elections even decreased to only 56.8%. this number is very far from the average target for regional election participation. in 2020 elections were held during a pandemic, and there was concern that voter participation would decline further. in fact, voter participation rose to 60.48%. from the initial survey, it was found that the kpu of south tangerang city before the election was worried that participation would decline, so they developed a strategy to increase voter participation. this study aims to determine the strategy for increasing voter participation carried out by the kpu of south tangerang city in the 2020 elections and to find out the challenges, obstacles, and supporting strengths. the theory used in this study is the theory of voter participation from hungtinfton, verba, and kaats, as well as findings in journals related to strategies for increasing participation. the research method uses a qualitative approach with a descriptive method. data collection techniques through interviews and documentation. data analysis: qualitative based on miles and huberman. test the validity of the data using triangulation. the result research showed that the kpu of south tangerang city, in an effort to increase the level of political participation, used a strategy with the p process model by starting to use vision and mission analysis, identifying problems, formulating strategies by making activities plans, implementing strategies through socialization with five types of activities: competitions, virtual meetings, print journalism, social media and distribution of visual aids for socialization purposes. all implementations are monitored and evaluated both in the middle and at the end of the activities. keywords participation; local election; strategy introduction after the political reform in indonesia, the president was directly elected in 2004, so in 2005 the turn for regional head elections was also held directly in several regions. south tangerang city held the election of the regional head for the first time since 2010, two years after the city was established as a new autonomous region resulting from the division of tangerang regency. as a new autonomous region, the implementation of the first local election is certainly expected to be filled with the enthusiasm of the citizens to attend the polling stations to elect their new leader. however, this is not the case with residents of south tangerang city. voter participation at that time only reached 56.99%, namely as many as 417,267 voters from 732,195 registered voters in the dpt, while in the second election, 2015, the conditions were not much different; voter participation decreased to only 56.88% or from 930,224 voters. registered in (dpt+dptb1+dptb2), as many as 529,106 voters came to the polling station to exercise their right to vote.1 whereas the 2015 local election was held simultaneously, where information and news 1 the data is processed from the minutes of the recapitulation of vote counting results at the city level in the election of mayor and deputy mayor of south tangerang, 2010, 2015. research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1484&domain=pdf https://orcid.org/0000-0002-5729-691x https://orcid.org/0000-0003-3933-633x international j. of management, entrepreneurship, social science and humanities 81 regarding the 2015 simultaneous local election were relatively massive, both through print and electronic media. a surprising phenomenon actually occurred in the 2020 elections because even though the elections were held during a pandemic, the participation of voters who exercised their right to vote increased to 60.48% or as many as 594,711 voters from 983,261 voters (dpt+dptb) who attended tps.2 meanwhile, based on idea data as conveyed by adhy aman at the social and political science conference held by csis in 2019, said that of the 40 countries that have held elections, the majority of them have decreased the participation rate by up to 10%. this conference was held because of the controversy over the simultaneous local election in 2020 (purnamasari, 2020). concerns about the occurrence of new clusters against the spread of covid became the reason for the postponement, while on the other side if it was delayed, there would be problems for vacancies for regional heads in several regions where the end of the regional head's term of office had expired. concerns about public health and safety and the non-optimal implementation of local elections were also voiced by several stakeholders, such as democracy activists, election monitors, and non-governmental organizations, including major mass organizations in indonesia, such as nu and muhammadiyah. (mashabi, 2020). the implementation of the general election with the election is on the funding; in funding, the election of the regency/city, kpu can prepare and submit grant funds for the implementation of the election to the regency/city government. in contrast to the "given." therefore south tangerang city kpu can freely carry out budget planning, including socialization activities to increase public participation in every stage of the election as well as public participation in channeling their voting rights at polling stations. therefore, in every simultaneous regional election, there is usually a different form of socialization in each region, while in the implementation of the election, the form and method of socialization are determined by the ri kpu and apply to all provincial kpu/kip aceh province, as well as regency/city kpu or regency/city aceh kip. in addition to the different forms of socialization activities, there are also differences in the amount of honorarium for ad hoc staff because it adjusts to the capacity of the regional budget, for example in south tangerang city, the amount of the ad hoc agency fee budget, is in accordance with the maximum amount regulated in the minister of finance regulation (pmk) while the lebak/pandeglang district ad hoc agency fee is below the maximum amount regulated in the pmk. various studies regarding voter participation in the implementation of legal elections in the midst of a pandemic have indeed been widely studied, including imron's research (imran et al., 2021), wahyuningsih (wahyuningsih, 2021), (mahmud, 2021), (marasabessy et al., 2021). ), and (prasetyawati & adi, 2021), the results of his research describe more of the factors causing the increase in voter participation in the elections but have not looked specifically at the strategies used by election organizers. while in research (wu, 2011), (qian & huo, 2017), the political participation strategy is more general, and it is carried out by the government (daxecker & rauschenbach, 2023). based on the result above, the author is interested in examining the strategy carried out by the south tangerang city kpu in an effort to increase voter participation during the pandemic in the 2020 simultaneous local election. 2 the data is processed from the minutes of recapitulation of vote counting results at the city level in the election of the mayor and deputy mayor of south tangerang in 2020. international j. of management, entrepreneurship, social science and humanities 82 literature review political participation political participation is generally understood as individual activities to influence political policies as well as the state or government (de magalhães & hirvonen, 2023). verba and nie mention that political participation is an individual activity to influence the selection of government personnel and their behavior (sidney verba, 1987). meanwhile, kaase and marsh said that political participation is closely related to elements of a democracy, such as rationality, control, responsiveness, flexibility, legitimacy, and conflict resolution. (samuel h. barnes, 1979) according to the classical elite theory, participation does not occupy an important position because everything is done by the elite. at that time, around the 1950s, it was said that low political participation indicated people's satisfaction with the performance of democracy (huntington, 1994). after that, there was a correction to the classical elitist perspective. indeed, there is a decline in the orientation of conventional participation in the form of involvement in political party membership and voter turnout, but there has been an increase in non-conventional political participation (wallman lundåsen & erlingsson, 2023). therefore, brady said that political participation contains four basic concepts, namely those related to activities, the general public, politics, and influence. (sidney verba, kay lehman schlozman, 1995). based on data from verba and nie's survey, it was revealed that there are four different participation models, including: 1. voting: puts high pressure on political figures but conveys relatively little information, involves individuals in conflict, has collective results, and requires little initiative. 2. campaign activities: apply high to low pressure and convey little information, involve individuals in conflict, have collective results, and require initiative. 3. citizen-initiated contact: exerts low to high pressure on elites and conveys sufficient information, usually does not involve individuals in conflict, colors individual outcomes, and requires vigorous to the moderate initiative. 4. cooperative participation: provides low pressure but conveys sufficient information, does not involve individuals in conflict, has collective and specific outcomes, and requires considerable initiative (wasburn, 1982). in this research, the researcher focuses more on examining the first point of verba and nie's research, which is related to voting or voting, where voting is the right of every citizen who has fulfilled the requirements as a voter, who has the awareness to use his rights even though he applies individually but the effect is collective for five years. next year. therefore, one vote of voters will determine whether the president and vice president are elected, as well as those occupying representative institutions such as the dpr, dpd, dprd, governors, regents, and mayors. according to herbert mcclosky in (miriam budiardjo, 2008) states that political participation is the voluntary activities of citizens through which they take part in the process of selecting rulers, and directly or indirectly, in the process of forming public policies. huntington provides a broader definition of political participation where political participation is carried out by citizens with the aim of influencing government decisions either spontaneously, continuously or sporadically, peacefully or by force, legal or illegal, effective or ineffective (dr. 2015). legal election the first direct regional head election was held in 2005 and is the result of the spirit of reform as stated in article 8 paragraph (4) of the 1945 constitution of the republic of indonesia (cri) that regional head elections are carried out democratically. and accepted by article 56 paragraph (1) of law number 32 of 2004 concerning regional government which states that: regional heads and deputy regional heads are elected in one pair of candidates which is carried out democratically international j. of management, entrepreneurship, social science and humanities 83 based on the principles of direct, general, free, confidential, honest and fair. then specifically, the law that regulates local election is regulated in law number 6 of 2020 concerning stipulation of government regulation in lieu of law number 2 of 2020 concerning third amendment to law number 1 of 2015 concerning stipulation of government regulation in lieu of law number 1 of 2014 concerning election of governors, regents, and mayors to become laws. previously, the election of regional heads did not involve the voters directly but through representatives of the provincial dprd for the election of the governor, the regency/city dprd for the election of the regent, and the mayor. elections are carried out democratically based on the principles of direct, general, free, confidential, honest, and fair (aditiya et al., 2019): 1. direct. the principle is directly understood into two, namely, technically, the voters themselves convey their voting rights directly without going through an intermediary. and the substantive meaning is that direct elections are part of the implementation of the constitutional provisions that sovereignty is in the hands of the people. 2. general. while the general understanding has three meanings, namely first, the election is followed by every citizen who has met the requirements as a voter. second meaning elections are held simultaneously throughout indonesia, on the same day, time, and locations, namely polling stations (tps). the third meaning is held by the same organizing organization, the same voters, and followed by the same participants. 3. free. voters in channeling their voting rights are carried out without getting pressure or coercion from anyone so that voters are free to make choices according to their beliefs. 4. secret. the confidentiality of the voter regarding the candidate or organization/party participating in the general election he/she chooses will not be known by anyone, including the voting committee. 5. honestly. there should be no cheating by anyone in the implementation of the general election. this honest attitude must be possessed not only by the organizers but also by election participants or elections and the voters themselves. 6. fair in organizing general elections, every voter and political party participating in the general election will get the same treatment and be free from fraud by any party. strategy the term strategy comes from the greek strategos or strategus with the plural strategy. strategos means general, although, in ancient greek, it is often interpreted as an officer (state officer) in a broad sense. according to matloff (salusu, 1996), strategy means the art of the general. in greek times the general was considered the person responsible for the outcome of the war. generals have the authority to control logistics and military resources, as well as develop the fighting ability of troops, and also have the ability to read opportunities on the battlefield. in the 5th century bc in greece, the term board of ten strategies represented the 10 tribes in greece. in the course of this strategy, the group has political power, especially a growing foreign policy. until the 18th century, the term strategy was more familiar in the military world because the strategy was understood as the general's ability to deceive his enemies through operational plans. however, in the 19th and 20th centuries, not only military factors but also political, economic, international j. of management, entrepreneurship, social science and humanities 84 technological, and psychological factors emerged, thus the new term grand strategy or high-level strategy emerged, namely the art of utilizing all the resources of a nation or group of nations. to achieve the goals of war and peace. (salusu, 1996). the basic elements of the strategic management process, according to wheelen, 2003 can be seen in the chart below: figure 1. basic elements of the strategic management process source : wheelen, j. d. h. & t. l. (2003) environmental observation the work environment of a company or organization consists of variables (weaknesses and strengths). these variables include organizational structure, culture, and resources. the organizational structure is not only about the institutional hierarchical position but also the pattern of relationships that are built, such as communication, authority, and workflow, so that it can be seen how the organization or company is organized. while work culture is related to the form of beliefs, expectations, values , and behavior of members of the organization or company, both at the top level to the implementing staff. in contrast, organizational resources are organizational assets in the form of abilities, skills, and managerial talents. strategy formulation strategy formulation is developing long-term plans to create effective management by considering opportunities, threats, strengths, and weaknesses (wijaya & wisesa, 2022). the strategy formulation consists of the mission of the company or organization, determining the goals to be achieved, developing strategies, and establishing policy guidelines. formulating the mission of the organization is important so that the goals of the organization have direction as well as differentiate them from other organizations. the importance of mission in an organization or company can be seen from the results of research conducted on large companies in europe and north america; as many as 60-75% of companies have a written mission, and the rest have an unwritten mission. (wheelen, 2003). while the objectives are the outputs resulting from planning activities. thus, the objective is to formulate measurably related to what is to be completed and when the mission is completed. achieving the objectives of the mission requires a strategy, namely lowering the operational level in the form of comprehensive planning. the strategy of an organization or company will be more focused and measurable, equipped with policies in the form of broad guidelines that correlate strategy formulation with strategy implementation. international j. of management, entrepreneurship, social science and humanities 85 strategy implementation strategy implementation is the process of realizing the strategy formulation that is built through the development of programs, budgets, and procedures (daxecker & rauschenbach, 2023). programs are activities or steps used to complete single-use planning. the program also needs to be supported by budgeting or a budget that is prepared in detail so that it can be used by management both for planning and controlling. for programs that are structured and supported by the budget in order to be achieved in accordance with the plan, it is necessary to make operational procedures or commonly called standard operating procedures (sop), so that the steps that will be carried out are more systematic and measurable. evaluation and control an implementation of a strategy through program steps or activities needs to be evaluated and controlled through monitoring activities, then comparing the activities carried out with the expected achievements. the results of this performance will then help policymakers to make improvements and solve the problems they face. evaluation and control are the last elements in strategic management. thus, lessons can be drawn on the weaknesses faced in the field as material for improvement, both in the middle of the ongoing program and as recommendations for future planning improvements (wallman lundåsen & erlingsson, 2023). the effectiveness of evaluation and control can be realized if managers or policymakers get the right input and conveyed clearly, and unbiased information that is obtained from subordinates in a hierarchy but throughout the entire management process. research method the research method is a qualitative approach with a descriptive method. techniques for collecting data through interviews, focused group discussions, and documentation. for the interviewed informants, there are key informants, namely those who formulate strategies to increase participation, in this case, the chief of kpu and kpu members of the hr division, sosdiklih, and parmas, the kpu secretary, as source informants for triangulation. qualitative data analysis based on miles and huberman. at the same time, testing the validity of the data using triangulation. and the research phase consists of: 1). management of research permits; 2). preparation of questionnaires and interview guidelines; 3). collecting data through questionnaires, interviews, and documentation; 4). triangulation test; 6) data analysis; 7). prepare progress reports and final reports. findings and discussion based on the research data, it can be analyzed that in the strategy to increase voter participation in the 2020 south tangerang city election, the south tangerang city kpu took the following steps: environmental observation deepening vision and mission south tangerang city kpu in formulating strategies to deepen the vision and mission. although in the interview results, the chairperson and members of the kpu did not mention specifically that they made a special vision for the 2020 south tangerang city election, it can be analyzed that basically, they have a vision that they want to achieve in the 2020 local election. the vision as intended is contained in the tagline they have set. this tagline has even been decided in ba number: 45/pp.06.2-ba/03/kpu/3674/xi/2019 concerning the determination of mascots and slogans for the election of mayor and deputy mayor of south tangerang in 2020. tangsel city kpu international j. of management, entrepreneurship, social science and humanities 86 vision and mission in the 2020 pilkada, but it can be implicitly captured that the south tangerang city kpu has carried out an in-depth study of this vision and mission, and it can be seen from the meaning of the tagline conveyed by resource persons as well as those recorded in the kpu ba document. this deepening of the vision and mission is what underlies the south tangerang city kpu in the process of formulating a more focused participation strategy. the meaning tagline for the local election cultured, tangsel, cultured has a very clear and specific depth of vision. this tagline is interpreted as how the 2020 tangsel regional election can be carried out by prioritizing noble values, organizers can show their integrity and impartiality, participants conduct campaigns in ways that prioritize program promotion, vision, and mission, and do not spread hoaxes, money politics and so on. and voters also choose independently by prioritizing their rationality with no material reasons or coercion. thus it is hoped that leaders can be elected who can raise their citizens to be empowered and have competitiveness with the surrounding area (lichtin, brug, & rekker, 2021). nevertheless, in an effort to order administration and to strengthen the position of the tagline in the election of the kpu for the city of south tangerang, it should not only be stated in the official report but also be strengthened in the form of a decree of the kpu for the city of south tangerang. thus, this tagline can be formulated as a vision for the 2020 south tangerang city election. identification of voter participation problems identification of problems is carried out by the south tangerang city election commission. problem identification is carried out through a review of the evaluation results of previous elections and local elections. problem identification was also carried out through the results of discussions, reports, and reviews in the print mass media, as well as internal discussions within the kpu of south tangerang city. in addition, informal conversations between the kpu chair, secretary, and/or members with all stakeholders, such as local government, council members, political party administrators/members, community leaders, and election observers, are also the basis for identifying problems. the identification of these problems can be grouped into internal problems and external problems. internal problems include weaknesses in the preparation of the voter list where the voter list is not clean, the weakness of human resources on duty in the field (ad-hock committee), lack of coordination between the city kpu and the institutions under it and also the implementation of socialization that is less integrated. meanwhile, external problems include public apathy and lack of public concern for elections, either due to boredom or pragmatism, as well as the pandemic period, which is expected to cause residents concerned to come to polling stations. based on the identification of the problem, the kpu of south tangerang city has made a swot analysis by trying to describe what are the strengths, weaknesses, challenges, and opportunities. although this is seriously discussed in the participation working group, it is not well documented in the minutes or in the minutes. identification is carried out in the process of formulating strategies and formulating what programs and activities will be carried out. determination of voter participation rate targets the voter turnout target set by the south tangerang city kpu refers to the target set by the ri kpu. in this regard, the specific target of the 2020 south tangerang city election is not specifically set in the south tangerang city kpu decree. this is what causes the lack of common answers when questions related to the target of voter participation in the south tangerang elections are presented to the resource persons. however, all of the informants basically stated that international j. of management, entrepreneurship, social science and humanities 87 the main target was to exceed the participation rate of the last period's regional elections (2015). the absence of a definite target in the form of the percentage of attendance at polling stations makes efforts to increase participation unable to be carried out optimally. the south tangerang city kpu should be able to issue a south tangerang city kpu decision that contains the targets to be achieved. the very minimum target is that as long as it exceeds the participation rate of the last regional election, it does not provide motivational encouragement to lower-level organizers (ppk, pps, and kpps) in pursuing the target to the fullest. indeed, there is already a national target, but the specific target for the south tangerang regional election should still be made to serve as a guide for all parties. clear targets are also needed as an indicator tool to measure success. that the target of exceeding the voter turnout in the previous pilkada was achieved, but that achievement is unclear as to how much of the expected increase in the turnout rate in the 2020 pilkada was not set. in setting this target, the tangerang city kpu actually also targets to increase the quality of participation, not only quantitatively, but unfortunately, this is not documented in the decree or in the minutes. parties involved in formulating the strategy based on the results of interviews, the parties invited to participate in formulating the strategy were the chief of the kpu for south tangerang city, all members of the kpu, the secretary of the kpu, and all members of the working group on socialization and voter participation. apart from the above, the parties are only asked to provide input. the formulation meeting was held several times, and the alignment and finalization were with chief pokja. the limitations of the parties invited to participate in formulating strategies make the formulation less comprehensive, although this is understandable due to the pandemic conditions, so meetings are difficult to hold. design in the required budget and availability of funds the formulation of strategies in the form of socialization methods, socialization targets, and socialization group targets is aligned with budget preparation and availability of funds (duggan & milazzo, 2023). the secretary is tasked with rationalizing the program of activities that are arranged in the activity plan, but the decision remains with the plenary session of the kpu for the city of south tangerang. in its development, data obtained that the budget needed later was the equipment for health procedures to ensure security for both officers and voters. this budget is then prepared through apbn assistance. this guarantee of security for voters also makes voters not worry about going to polling stations to cast their ballots. strategy formulation stage in the stage of strategy formulation, consider various factors by inviting various stakeholders. the strategy formulation is prepared through a smart analysis, namely specific goals, measurable, likely to be achieved, realistic with the conditions faced (in this case, pandemic conditions), and clear when to achieve them. in the strategy formulation stage, as presented, the south tangerang kpu decided in a closed plenary session. the basis for formulating this strategy is the vision of the south tangerang local election and the expected participation rate target, which exceeds the participation rate in the 2015 local election. although the pilkada vision is not formulated separately, the results of the research show that the tagline of the south tangerang city local election has become the spirit or goal in international j. of management, entrepreneurship, social science and humanities 88 formulating this strategy. as formulated in theory, goals are outputs resulting from planning activities. thus, the objective is to formulate measurably related to what is to be completed and when the mission is completed. achieving the objectives of the mission requires a strategy, namely lowering the operational level in the form of comprehensive planning. after going through an analysis of the factors that influence the low level of participation, both through evaluation and input from various parties, as well as looking at the weaknesses and strengths of the organization, it was in the plenary meeting that the strategy formulation was decided. from the results of this research, although in the interview, it was stated that the formulation was based on the analysis as presented, supporting documents for the results of the analysis had not been found. all of the informants stated that the analysis was indeed carried out, and they described it in the same language and content so that it can be analyzed that the analysis of real conditions, the results of the evaluation, and the swot analysis was indeed carried out, only that what was done by the kpu was not well documented. this strategy formulation should be the direction of the goal so that the activities carried out by the south tangerang city kpu are more focused and measurable. therefore, strategy formulation needs to be equipped with policies in the form of broad guidelines that correlate strategy formulation with strategy implementation. strategy implementation stages the implementation of the activities as planned in the plan was carried out from october 2019 to september 2020. however, from the results of research in the form of documents and interview information, socialization activities and efforts to increase participation were still being carried out until the voting on december 9, 2020. based on the research results, the implementation of strategy implementation in the form of activities to increase voter participation can be grouped into 5 types of activities, namely: 1. the activities of the competitions include a jingle competition, a voting place gate, and election intelligence. photography and short videos 2. face-to-face socialization activities. this activity was carried out before the pandemic period, which began with the massive launch of the regional elections on december 9, 2019, by introducing the jingle, tagline, and mascot for the 2020 south tangerang elections. after the pandemic, face-to-face socialization was carried out in a limited manner with organizers (ppk, pps, kpps and with voters covering 9 target groups. in interviews, groups with special needs were isolated, and in this analysis, they were combined as one because, in essence, people with disabilities are groups with special needs. face-to-face socialization is also done online through zoom media with certain groups who have access. 3. socialization through print, electronic, and online media. this was done by the south tangerang city kpu through the radar banten newspaper, tangsel pos, tangerang express, warta kota, as well as online media via respublika.com, sindonews.com, banten. suara.com, tangerangnews.com, tangerangonline.id, kabartangsel .com, bantennews.co.id, rmol.com, as well as television media with public service advertisements. this public service advertisement was simultaneously carried out in conjunction with the candidate pair debate program, which was held twice on 2 television stations, namely metro tv and kompas tv. 4. outreach through social media. pilkada, during the pandemic, made activities through direct interaction very limited. therefore, social media is the main choice for socialization. south tangerang city kpu carried out this socialization effort by using social media in the form of instagram, youtube, facebook, and twitter, sipangsi.kpu.go.id., south tangerang kpu website, international j. of management, entrepreneurship, social science and humanities 89 5. socialization through the distribution of socialization props. south tangerang city kpu also printed several socialization props such as banners, billboards, media tron, billboards, leaflets, stickers, brochures, goodie bags, mugs, t-shirts, umbrellas, hats, and dolls. monitoring and evaluation stages all activities that have been planned in the strategy to increase participation, as mentioned above, are fully carried out under the control of the south tangerang city kpu; this means that even though these activities are carried out with third parties, there is a person in charge of activities that monitors in the field until the activities are completed in the form of a report. therefore, the monitoring process is easy to do. in each activity, there is a commissioner and a secretariat officer who must monitor from preparation to completion of the said activity. while the evaluation is carried out after the activity is completed, the results of the evaluation will be the basis for improvement for subsequent similar activities, whether carried out in the same place or in different places. in addition, evaluation is also carried out at the final stage after the election is completed, along with other stages of evaluation. conclusions based on the results of research on the strategy of the kpu in south tangerang city in increasing voter participation in the midst of the pandemic in the 2020 simultaneous regional head elections, it can be concluded as follows: (1) south tangerang city kpu in formulating a strategy to increase voter participation in the midst of a pandemic in the 2020 simultaneous regional elections using strategic management as stated by wellen, starting from environmental observations (deepening the vision and mission, mapping or inventory of problems), then strategy formulation, strategy implementation, and the last evaluation and monitoring. the deepening of the vision and mission, mapping or inventory of problems is carried out using swot analysis, although the vision and mission of the south tangerang elections contained in the election tagline are not made in the form of a decree. the strategy formulation is carried out using the smart method, namely specific goals, measurable, likely to be achieved, realistic with the conditions faced (in this case, pandemic conditions), and clear when the time for achievement is. however, in the formulation of participation achievement targets, it is not very clear what the kpu of south tangerang city does. while the implementation of the strategy was carried out in 5 forms of activity, namely competitions, competitions, face-to-face socialization, socialization through print and electronic media and online, socialization through social media, socialization of the installation of props, and dissemination of socialization materials. evaluation and monitoring are carried out in the middle of activities and at the end of strategy activities, strategy implementation, and evaluation monitoring. 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(2023) corresponding author’s email: uteter@unizulu.ac.za international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1219 good governance as an economic driver for service delivery: lessons for south african government ndimphiwe mlamli marawu1 , reward utete2* , sheunesu zhou3 1 durban university of technology, south africa 2,3 university of zululand, south africa received : december 2, 2022 revised : june 24, 2023 accepted : june 27, 2023 online : june 30, 2023 abstract good governance is an essential practice which brings sustainable good living standards and remains a pipedream to various countries. as such, the quest for service delivery has prompted the need for leaders at different levels, from the apex national government level to the lowest local government level, to exercise good governance. in the year 2021, over 5 464 complaints of poor service delivery were recorded in south africa and of 257 south african municipalities, only 16 were in stable condition. however, there are limited previous studies on the relationship between good governance and service delivery. in pursuit of economic development, the purpose of this paper is to investigate good governance and show its spectre of relevance to service delivery with a view to providing lessons to south africa. the paper dovetails with good governance and service delivery exercised in various developed countries. the study utilised a literature research approach in which the researcher gathered textbooks, seminar and workshop papers, journal articles, and both local and international newspapers and websites. the paper gives the key findings of this study which are useful to the south african government. the government of south africa should develop useful initiatives to support the improvement of service quality along with the existing tools and systems that promote smooth and effective public service delivery. keywords: good governance; service delivery; south african government; benchmark framework; public services. introduction communities have raised concerns about the need to look closely at service delivery which has been seen as the greatest social ill. poor governance has borne unprecedented deleterious consequences on service delivery which led to the rise conundrum of unbearable mistrust and exclusively amplified suspicions of citizens towards the government. the argument on good governance and its necessities give momentum for new methodologies to public sector administration improvements. public services should be based on the needs and want of the customers instead of what the supplier of service delivery is willing and prepared to give (zainun, johari & adnan, 2020). the debate date back to the late 1980s. owing to the fact that good governance improves public trust and involvement, service standards improvement is likely to be attained. bad governance promotes low morale and confrontational relations that can result in poor performance leading to dysfunctional associations. saps incident registration information system (2021) reports that between 1 august 2020 to 31 january 2021, the sum of 909 service delivery protests happened in south africa. significant backlogs are observed in the city of tshwane (18.7%), mangaung (21.1%) and ethekwini (22.7%). in the year 2016, the total count of households lacking access to improved sanitation was 4.1 million (statistics south africa, 2016). around 38.3% of people living in buffalo city and 26.1% of people living in johannesburg rated the solid removal service as 'poor'. good governance is an efficient public service, a sovereign judicial system and legal framework created to make sure that contracts are enforced, accountability is applied in the use of public funds, an autonomous civic auditor is answerable to a representative legislature, respect for articles review https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.1219&domain=pdf https://orcid.org/0000-0002-9086-1052 https://orcid.org/0000-0002-1681-8822 international j. of management, entrepreneurship, social science and humanities 72 the law and human rights at all levels of government, a diverse organisation structure, and a free media. the concept of good governance is crucial in gaining the socio-economic development of a nation (addink, 2019). public service delivery is effective when it acts as a yardstick which can be used to uplift the system of governance. public servants have not been performing as servants of people but act as masters who are not accountable and transparent (rasul & rogger, 2018; musa, magaji & salisu, 2023). on the other hand, there is a lack of knowledge among the public on how they can acquire public service and the location where the service is delivered, which results in them falling prey to middlemen and corruption. an awkward process reduces the pace of decisionmaking and service delivery resulting in sorrow to people and a waste of their money and time. the paper also seeks to confirm or dismiss the claim that the ongoing poor service delivery in south africa primarily stems from poor governance. the government of south africa has the duty of promoting the values and ideologies of democracy that are preserved in section 195 of the constitution of the republic of south africa, 1996, which exist to encourage sound and efficient service delivery that facilitate the prevalence of good governance (mamokhere, musitha, & netshidzivhani, 2021). this entails that all the workers in the public sector have to perform their duties in a professional and accountable way, following ethics and performing their duties with due diligence. all workers in the public sector should behave professionally and ethically so that they can perform their duties with accountability. the code of conduct and ethics are very important in shaping the operations of public sector organisations (thusi & chauke, 2023). disclosing the details and information of the partakers of the funds relating to the choices of investment selections is crucial in the united states of america; this creates a good system of management of pension funds. where a fiduciary provides incorrect details with no intention of a good cause will create an infringement of the fiduciary duty (nyoni, 2018). presently, the idea of good governance is mainly linked to the establishment of management of public practices and procedures that affect locals as well as foreigners (davis & rhodes, 2020). on the other hand, it expands further than the idea of the capacity of the state and the efficiency of administration. the good practices of governance are relaying the societal involvement in the public management and authentication of decisions passed by the relevant authorities, which include public administration (drobiazgiewicz, 2018). incidentally, the idea and exercise of good governance are linked to the legitimisation of public institutions. according to lopes and dhaou (2018), jacobsen and jakobsen (2018), and drobiazgiewicz (2018), the idea of good governance is noble, which makes it difficult to achieve its fullness in developing countries. this governance system is effective in developed countries which include the usa, japan, the uk, australia and ireland. in rural areas, the situation is very distressing. the poor are disadvantaged from acquiring the basic needs and services from the local government offices and service providers. the good governance literature presently lacks a theoretical frame that accounts for the linkage between benchmark framework and public service delivery. hence, the purpose of this study is to give a theoretically grounded benchmark framework that sustains and improves sound public service delivery. the research questions as follows: (1) what are changes in governance that were implemented in developed countries to improve service delivery?, (2) what are the good governance practices that south africa can adopt to ensure service delivery? (3) what is the benchmark framework adaptable to the south african environment that can support service delivery? this study sought to achieve the following objectives: (1) to explore changes in governance that were implemented in developed countries to improve service delivery. (2) to examine good governance practices that south africa can adopt to ensure service delivery. (3) to explore a benchmark framework adaptable to the south african environment that can support service delivery. international j. of management, entrepreneurship, social science and humanities 73 literature review the public value theory the theory of public value supports public managers in assessing the optimal benefits and value of the services they oversee, as well as determining how effective management can enhance the service (benington & moore, 2010). the provision of reliable and efficient services is a crucial challenge faced by south africa. the public value theory provides knowledge to comprehend what constitutes a service delivery failure. the local, provincial and national governments have an obligation to deliver indispensable services required to citizens. however, the provision of services by the government in south africa remains a formidable challenge. according to hartley, alford, knies and douglas (2017), the inability of public organisations to expeditiously deliver the requisite level of service to communities can be attributed to poor governance, which is usually linked to maintenance malpractices, resource misallocation and poor structural framework. poor governance leads to dilapidated infrastructure, which hinders the advancement of service delivery in various south african places. the misallocation of resources retards social and economic advancement, thereby creating an impoverished community with little to no prospects of improvement and growth (smith & larimer, 2018). infrastructure plays a crucial role in facilitating the execution of quality service delivery plans, thereby supporting the provision of critical services required by society. poor service delivery has ripple effects which include poor living standards, escalating joblessness, lack of employment prospects and critical scarcity of resources. the concept of good governance public organisations are crucial for the realisation and implementation of policies that support the delivery of public goods, which signify the significance of good governance (bridges, plancher & toledo, 2019). effective governance encompasses not only the qualities of policies implemented by governmental organisations but also the manner in which governments engage with diverse segments of the private sector. furthermore, while governance can be instigated solely by the government, it usually necessitates cooperation with both non-profit entities and commercial organisations. however, good governance is rooted in a norm that provides guidance on what constitutes desirable outcomes. the determination of good governance lacks objective standards and may encompass various factors such as adherence to the rule of law, effective management of accountability and corruption (albaity, noman & mallek, 2021). the connection between poor governance and elevated poverty rates presents a worrisome situation in society. the success of reforms in governance relies on the presence of commitment, ownership and domestic support, as well as the background of the recipient. the notion of good governance is not restricted to policy development. the concept of good governance was developed with the comparison of applying benchmarks (see figure 1). source: addink (2019) figure 1. principles of good governance model setting up clear and well defined roles and functions for efficiency promotion. promotion of values and good governance capacity and capability development for effective governvance informed decision making and risk management attention on organisation mission and stakeholders feedback stakeholder engagement that enhances accountability international j. of management, entrepreneurship, social science and humanities 74 there is no fixed code for public service domination that control the public services in a complicated and diverse world. however, the administration can come up with standards that can be applied to guide civil service management. according to the report of the independent commission on good governance in public services, uk (2005), the principle of good governance standards and principles. it is further concluded that it is the efficiency and the effectiveness of the administrative organ of the government in the facilitation of the delivery of services that provided a huge variance between good and bad governance. this means that guaranteeing efficient service delivery in the public sector will uplift the practices of good governance, which makes up the main purpose of this paper. the public services philosophy and its explanation are analysed in this section. two research approaches are reviewed to come up with different perceptions of service and service quality. figure 2 shows the model of the service quality gap. source: parvin & maryam (2021) figure 2. model of service quality gap expectation-perception approach to quality public service based on the expectation-perception approach, a public institution can detect the variance between the expectations and perception of the guest as a tool for improving the quality of public service. parvin and maryam (2021) reconstructed and developed a service quality in figure 2 based on the gap analysis. the model identifies seven important gaps that are associated with the perception of managerial aspects of service quality and responsibilities related to service delivery to customers. the main six gaps (gap 1, gap 2, gap 3, gap 4, gap 6, and gap 7) are classified as elements in which service can be delivered, although gap 5 relates to customers and in that regard, it can be referred to as the correct measure of service quality. some countries introduced this mechanism of consulting with the clients and all the stakeholders as a way of improving the service standards and detecting the complaints and feedback procedures to deal with the expectations of customers that can be satisfied by enhancing the values as a standard. these countries include the usa, the uk, australia, ireland, malaysia, and japan, just to mention a few (scupola & mergel, 2022.). core value (guiding principles) approach to quality public service public organisations are compelled to improve their core values in service delivery to enhance customer satisfaction. the major functions of effective service delivery to customers gap 5 customer gap 6 gap 1 gap 3 gap 4 provider gap 7 gap 2 previous experience individual needs communication using word of mouth service expectation service perception opinions of workers on what customers desire management opinion on what customers desire external customer communication channel conversation of perceptions into service requirement delivery of service international j. of management, entrepreneurship, social science and humanities 75 include reliability (service dependability); responsiveness (preparedness to assist customers); assurance (courteousness, confidence, and belief); empathy (the ability to recognise and understand the customer of the need); and tangibles (the physical evidence). the government offices in ireland effectively issued a two-year customer service plan in 1997/98 based on the oncore value approach to make sure that the public services quality delivery system is enhanced. a model was proposed and developed by germà, trevor & mildred (2014), as shown in figure 3, to ensure that there is a generalisation in use by all the sectors in the economy, which include both the public and private sectors. the development of the model was done and utilised by starling council call centre, uk. source: germà, trevor & mildred (2014) figure 3: service quality model the design of the service excellence responsiveness to customers and the application of other principles related to service quality is a necessity and are required before coming up with a strategy and system that can be used in human resources management (hrm) planning (sibug, 2023). the outcomes of staff and customer satisfaction can be attained with the application of hrm planning and strategic planning systems. countries such as the usa, the uk, ireland, malaysia, japan, and bangladesh are some of the countries that effectively execute several methods of this model. gaster's (1995) model for service quality: aim drivers enablers outcomes design of service responding to consumer needs offer excellent service deliver expected outcomes handling customer complaints valuing staff and the public service friendliness and symphatetic to the customer disires provision of accurate , sound customer information . competency and fairness in customer treatment cross service communication and smooth flow of information and knowledge motivation , qualitative performance measurement, favourable working environment personnel techniques plan service quality oriented culture effective information culture happy and satisfied customers qualitative call centre culture proactiveness in leadership sharing objectives listening to employee ideas and challenges international j. of management, entrepreneurship, social science and humanities 76 source: lars & tummers (2015). figure 4: quality improvement model -development of the policy and procedures referring to figure 4, the model for service quality has a vital influence on the development of public service quality. the model is a method of developing customer service quality. in australia, centrelink was launched in the government system in 1997, and in yamaguchi city hall, in japan, the launch of a reform management board for independent community building was effected through the integration of many stakeholders to increase their participation in ensuring the improvement of service quality process during the preparation, execution and assessment stages. there is no standard formula for quality, but each organisation must create their technique. international context to public service delivery an examination of a global framework underlines a wide range of various systems that are implemented by numerous governments that were successful in attaining a sound service delivery system. consequences of the content and procedures issues of guaranteeing effective public service delivery have been momentarily investigated in the assessment of the usa, australia, ireland, and malaysia. the changes made in the united states of america (usa) the reform of service delivery in the usa is a continuous process that is influenced by the change of management that was well thought out by the contribution (desmarchelier, djellal & plan of action stakeholders' interests organisational values statement decision on strategic organisational goals create the expected service quality correct the present service quality create solutions to improve service quality sell well artculated quality standards results evaluation and descion making for improvement measure quality and evaluate performance monitoring action decision to develop the the quality policy quality teams creation develop problem solving strategies use targets and timetables value the action set international j. of management, entrepreneurship, social science and humanities 77 gallouj, 2019). the main reform program which took place in the usa included: firstly, the most important reform initiatives adopted by the federal government of the usa in 1993-94 were classified to receive service, measuring their level of gratification; establishing the after-service standards setting post-service standards and comparing them to the set benchmarks of customer service performance; the improvement of the front line services; participating in decision making as a customer experiencing a service, and making sure that the information is available and facilitate the improvement in service through identifying and making a choice as well as addressing the customer complaints (jin & rainey, 2020). secondly, the year 1995 saw the senior executives of various departments and government agencies being demanded to research the use of employee participation in motivation and recognition activities (executive order 13571, 2011). the federal government agencies successfully implemented the performance-based payment scheme to replace the tenure-based pay systems (jin & rainey, 2020). thirdly, in 1998 all the agencies were told to engage the stakeholders and citizens at large to find out what was special to customers about the service they deliver and to evaluate measures that can be put in place to satisfy the needs and expectations of the customers to improve service delivery (executive order 13571, 2011). fourthly, in 2011, the government managers embarked on a mission to study the operations of the private sector to enhance their knowledge and skills in the application of best practices that would bring better, faster, and more efficient service delivery. (executive order 13571, 2011). fifthly, the agency was asked to create a customer service plan to report on how the agency can offer services (executive order 13571, 2011). sixthly, the creation of a signature initiative using technology to enhance the customer experience, create a customer feedback mechanism, customer service expectations, improvement of the customer experience through the adoption of proven customeroriented practices and coordinative service channels, which include online phone, in-person, and mail services; rationalisation agency procedures to decrease costs and quicken delivery; vi)in each executive department and usa agency, the position of chief performance officer was created to monitor service delivery and ensure that it developed guidelines for the enactment of the activities of the customer service plan. the changes made in the united kingdom (uk) in the united kingdom, the increase in pressure on the spending of public funds led to a change in the budget structure which resulted in the cuts of less important sectors of the economy and the need to shift attention to the improvement of efficiency to produce better outcomes incurring fewer expenses. (taylor‐gooby, 2012). due to this reason, service delivery quality was highlighted as a priority. crucial reforms which were implemented to ensure public service delivery quality in the uk include: i) the privatisation of public institutions in 1980 was the pioneering initiative in the uk that was aimed at improving the delivery system of the public by minimising the duty of the government as the primary service provider in a lot of areas which include, gas, water, and electricity (douglas et al. 2021); ii) in the year 1991, the government of the uk s created proposals for citizen charter in a white paper. the focal point was on choice, standard, and value. the charter was presented with a set of guidelines (andrews, skelcher, & wegorowski, 2020). routines for increasing the standard and receptiveness are evaluated and reported to the parliament. the citizen charter complaints task force was established in 1993 to handle public service complaints. the uk commission for employment and skills was launched under the banner iip (the investor in people). this was aimed at improving business using the tools of improving organisational performance through active management and upliftment of their people. in total, 2000 uk organisations established the iip standard by 1995(douglas et al. 2021). iii)the public private partnership is the other reform that was implemented to improve the superiority of public service delivery quality in the uk (oecd, 2010). iv) the government of the uk is dedicated to international j. of management, entrepreneurship, social science and humanities 78 building a huge society to provide more authority and empowerment to its citizens, societies, and local authorities; contributions are needed to unite people to gather and solve community problems. v) a lot of local authorities and their public service associates combine their services to reduce repetition and waste of expenditure and to promote integrated services for the stakeholders who consume these services in the uk (taylor‐gooby, 2012). the other example of a pilot project that was introduced in the uk is the local integrated services (lis); vi) the aim to improve efficiency and provide better services and reinforce the public service transformation, the government of the uk launched both online deliveries of public services that were authorised by the cabinet office efficiency and reform group (taylor‐gooby, 2012).; viii) during the 1980s, many government departments in the uk were restructured to create independent executive interventions responsible for the improvement of service delivery to create separate policies and service delivery; ix) the practice of transparency is very important in promoting efficiency campaigns in the uk. a board responsible for public sector transparency was created. the transparency board is supervised by the cabinet office, which was created to superintend the enactment of the transparency pledges of the uk government. the responsibilities of the board are to set standards throughout the public sector and the development of the legal right to information. the changes made in australia in australia, the public sector reforms were mainly aimed at attaining more effective and efficient public services that are more responsive instead of a re-examination of the basic role of government (finn, 2020). some of the reforms that took place are: in the year 1997, the australian government facilitated the creation of 'centrelink (one-stop-shop) (note 1), which was aimed at improving customer service, to promoting faster decision-making processes that influence the value for money through service connections. the creation of centrelink resulted in the separation of policies from the service delivery system. the service quality techniques encompassed under centrelink, as explained by davis and rhodes (2020), include the development of the 'centrelink charter', which focuses on the commitment of the organisations, the creation of value workshop between the workers and customers through the discovery of customer expectations; performance evaluation using the balanced scorecard approach; creation of an effective customer feedback and complaints system, the promotion of staff training to link the staff to the strategic empowerment plans that enhance customer service culture. the australian government scenario is one of the best examples of creating an internationally recognised ethical public service that embraces good governance (douglas et al., 2021). rhodes (2020) describes 'aps as firmly based on ethical performance. the definitive value and a code of conduct for aps employees promote improved services for the citizens of australia. a lot of rules were combined under the aps in 1999 in australia. the australian public service commission (apsc) continually works to promote ethics in the economy. in may 2009 apsc commission introduced an ethics advisory service (andrews, ferry, skelcher & wegorowski, 2020). the changes made in ireland in ireland, the charges in the public delivery system started in the 1980s. the major shifts which took place are: i) the launch of qcsi (quality customer service initiative) (note 2) in may 1997 was conducted by the irish government to promote the improved standard of service quality by public institutions. the guidelines of the qcsi, as described by scupola and mergel (2022), including the specification of service, service standards; the way of service communication; consultation of customers; monitoring and review of the standards chivied in the service delivery system; ii) the recommendations of the 'delivering better government (1996)' report was published by the government of ireland and each department /office of ireland created a two-year international j. of management, entrepreneurship, social science and humanities 79 customer service action plan in 1997/98 intending to concentrate on the key areas of service improvement. the important areas of attaining improved service delivery standards in ireland include information, timeliness and courtesy, consultation, choice, better coordination, complaints, redress, and access, as stated by reeves (2013a); iii) in ireland, there was also the introduction of the charter of rights which was covered under the project of public management reform in all the government offices in 1989. ireland's government passed the public service management act of 1997, demanding every department to publish their stated strategy for attaining the improved service standards as outlined by the government and submit it to the house of the oireachtas for evaluation and supervising its development by an all-party committee (reeves, 2013b). with a vision to create an institutional framework for the development of quality services, the ombudsman act was created in 1980 to manage public complaints (reeves, 2013b). to add on that, the implementation of the freedom of information act of 1997 improved the quality of the public service delivery system to a greater extent, and this resulted in a massive reduction in complaints to ombudsman in ireland by customers. the changes made in malaysia in malaysia, a lot of reforms were put in place the public services through the five years plan, the eight malaysia plan from 2001-2005, and ninth malaysia plan from 2006-2010. the vital changes which happened in malaysia include: i) the creation of the development administrative unit (dau) in the minister’s office, national training institute (1972), public service department (psd), and malaysian administrative modernization and management planning unit (1977); reorganisation of establishment office (1970); amendment of recent employment, advancement, discipline, and personnel management evaluation strategies and guidelines are some of the examples of the restructuring process that took place in malaysia government system ( soffian, ahmad & rahman, 2018); ii) through the privatisation policy in 1980, a group of enterprises that can add up to more than 150 enterprises were privatised to reduce the burden of public service delivery by the government by 65,000 people which is a cost cut of up to m$ 4.2 million per year in malaysia (soffian, ahmad & rahman, 2018); iii) with an idea to be more customer-oriented and create a business-friendly environment, various departments and agencies in malaysia authorised the introduction of one-stop services promoted by multi-service, emergency service, and special service counters. to upgrade the front-line services, the government departments introduced prolonged service hours, an electronic queue management system, a general information telephone system, a customer feedback system, a floor managerial system, counters, a giro system, an online computer system, customer service office (cso), one-stop bill payment, training, and guidebook system. iv) to promote the increase in service efficiency, the government of malaysia introduced different circulars and letters linked with office guidelines and procedures, matching desk files, conference management, and an open office system; v) the government of malaysia introduced the client charter in the year 1993. the charter was adopted by all departments and agencies to facilitate improved service and goods delivery to its customers following the set standard; vi) the agencies in malaysia improved the service delivery procedures by reducing the number of copies and information required to submit to acquire different goods and services which include the application for licenses; vii) to curb bureaucratic red tape the departments of the malaysian government created a ministerial task force in 2003. the main duties of the task forces were to enhance the existence of working systems and guidelines that ensure efficient service delivery and to ensure efficient prevention of abuse and corrupt practices; viii) there was a continuation in the promotion and recognition of organisations by the government of malaysia for their excellence by international j. of management, entrepreneurship, social science and humanities 80 introducing the prime minister's quality award program, premier ict award, innovation award, quality control circle award, premier local authority award, and the premier land and district administration award. ix) this was the introduction of the standardisation codes by the malaysian government that is linked to the international standards organisation. the introduction of ms iso 9000: 1994 standard of appreciation the organisational excellence in being centred on customer-orientation services. the organisations that were awarded the iso 9000:1994 standard in providing customeroriented services also benefitted by gaining ms iso 9000: 1994 certificates with rewards (soffian, ahmad & rahman, 2018); v) as part of the changes aimed at improving office automation and information systems in public offices of malaysia, the introduction of the electronic data interchange system, public service network (psn), and the civil service link (csl) were some of the key improvements that are worthy of mentioning; xi) the malaysian government also introduced performance measurement systems throughout all individual entities in 1993. this was an effort to promote quality service and was strengthened further through the introduction of performance measurement and kpis to support a higher level of service by agencies (soffian, ahmad & rahman, 2018); xii) total quality management (tqm) was also introduced in malaysia to complement all the other techniques that were introduced by the government to promote quality service delivery. the tqm also maintained customer interest with zero defects, high performance, and customer demands fulfilment and process work (othman, khatab, esmaeel, mustafa & sadq, 2020). the government also introduced different programmes to provide support in the implementation of the tqm. south african context to public service delivery in south africa, public sectors were mainly developed in order to improve the efficiency and effectiveness of the public service. some of the reforms that took place are explained. in the year 1994, the south african government gave priority to local government reforms to promote direct service delivery to local communities. as a result, numerous transformations have been experienced in local government. in 1998 the south african government enacted the white paper on local government. it affirms that local government interacts closely with communities. furthermore, the institutions of local government are responsible for their service delivery and infrastructure, which is a critical part of the well-being of the citizens (lars & tummers, 2015). the institutions of local government are tasked to ensure that growth and development in the community take place. local government has a duty to discuss the type of basic service the community requires through public participation in the development process of the integrated development plan (idp). barber (2021) states that public participation is necessary to meet the needs of society. however, adherence to government guidelines and regulations is essential for service delivery (anderson, buntaine, liu and zhang, 2019). therefore, the government should use public resources more wisely and effectively by involving society in decision-making and service delivery. municipal structures act (act no. 117 of 1998), the municipal systems act (2000), and municipal finance management (2003) were also promulgated. the municipal systems act (2000) prioritise the responsibilities and requirements of the municipalities, which involves: 1) prioritising the basic needs of the local community, 2) promoting the development of the local community, and 3) ensuring that all members of the local community have access to at least the minimum level of basic municipal services. the municipal systems act (2000) also requires that municipal services need to be equitable and accessible. it also needs to be presented in a way that is conducive, economical, efficient and effective use of the resources available and improving the quality over time. services need to be financially and environmentally sustainable. municipal systems act (2000) and municipal structures act (1998) provide for both formal and informal international j. of management, entrepreneurship, social science and humanities 81 consultation means, including public meetings with residents and state departments (masiya, 2012). the municipal finance management act (2003) offers a framework in which municipalities compile budgets with specific timelines for preparation. however, the lack of electricity, water scarcity, housing and the general decline of health services have collectively intensified pre-existing inequalities and impeded individuals from practising necessary hygienic measures. in the year 2021, over 5 464 complaints of poor service delivery were recorded in south africa and of 257 south african municipalities, only 16 were in stable condition (south african human rights commission, 2022; baloyi, 2022.). the deterioration of resources, absence of employment prospects, unemployment, and sub-standard living conditions can be attributed to inadequate government services and deficient service delivery (ndebele, ndlovu, mlambo & thusi, 2022). the challenges pertaining to service delivery in south africa are rooted in the lack of infrastructure. the inadequate provision of services by municipalities can be attributed to a variety of factors associated with bad governance, including financial constraints and a dearth of infrastructure and resources necessary to fulfil their obligations to the broad population. research method a desktop research methodology was used in this paper. to dissect the problem at hand, the background of the research has been reviewed. a conceptual framework has been developed based on the content gathered from the theoretical analysis to reinforce the review of research findings. to gather the background knowledge, five countries, the united states of america, the united kingdom, australia, ireland and malaysia, were selected to acquire knowledge about international experience. the countries have been chosen based on success in improving strategies they practised to enhance public service delivery. the chosen countries instituted strategies which make sure that the customers are satisfied and good governance is attained. secondary sources were used in collecting data. these sources include textbooks, seminar and workshop papers, journal articles, and both local and international newspapers and websites of the relevant countries' understudy. to make an effective investigation that provides a balanced view of the phenomenon of the research problem within its real-life context, a synthesis of literature review as a method and a case study as an approach. a methodological framework and model have been used in the context of this study. study eligibility and research question we adopted the population-concept-context (pcc). the study design framework was aligned to establish the research questions’ eligibility. table 1. pcc framework for checking the research questions’ eligibility criteria determinants population south african government concept good governance, service delivery context developed countries (united states of america, united kingdom, australia, ireland and malaysia) study design observational studies a desktop research methodology was used in this paper. to dissect the problem at hand, the background of the research has been reviewed. a conceptual framework has been developed based on the content gathered from the theoretical analysis to reinforce the review of research findings. to gather the background knowledge, five countries, the united states of america, the united kingdom, australia, ireland and malaysia, were selected to acquire knowledge about international international j. of management, entrepreneurship, social science and humanities 82 experience. the countries have been chosen based on success in improving strategies they practised to enhance public service delivery. the chosen countries instituted strategies which make sure that the customers are satisfied and good governance is attained. secondary sources were used in collecting data. these sources include textbooks, seminar and workshop papers, journal articles, and both local and international newspapers and websites of the relevant countries' understudy. to make an effective investigation that provides a balanced view of the phenomenon of the research problem within its real-life context, a synthesis of literature review as a method and a case study as an approach. a methodological framework and model have been used in the context of this study. eligibility criteria for considering studies for inclusion in this review for this review, the eligibility criteria were developed in line with pertinent elements of the pcc framework. the framework ensures clear demarcation of the proposed review questions’ boundaries. an electronic database search that presents a replicable and comprehensive systematic keywords will be used to check prior studies carried out on good governance and service delivery in the past 20 years to retrieve appropriate articles which can answer the review questions directed by the study exclusion and inclusion criteria. the scopus was the database used. study eligibility and selection in accordance with the prisma guidelines illustrated in prisma 2020 flow chart, the procedure for screening eligible articles was carried out. utilising a pre-established search strategy, a database search was conducted by ru. thereafter, all retrieved articles were exported to the endnote x9 reference management software, and duplicates were removed utilising the ‘find duplicates’ function. two reviewers were engaged in a multi-stage process of selecting the eligible studies (ru and sz). prisma 2020 flow chart (figure 5) provides the summary of the screening procedure followed. international j. of management, entrepreneurship, social science and humanities 83 source: authors’ compilation figure 5. prisma flow chart findings and discussion benchmark framework and comparative analysis the benchmarking framework of actual and improved public service delivery resembles a group of guiding principles that can assist in providing an assessment of the strengths and weaknesses of the recent practices of the public service delivery system to come up with a possible solution for improvement. the benchmarking framework has been analysed and brought nine crucial principles of real public service delivery. table 1 below shows the level of priority and execution of key aspects which forms the benchmarking framework to accomplish good service delivery. key words “good governance” or “effective governance” or “good administration“ or “service delivery” or “public service delivery” or “public service provion” or “provision of services” or “delivery of services” or “developed countries” or “developed world”or “united states of america” or “usa” or “australia” or “united kingdom” or “uk” or “ireland” or “malaysia” total number of documents searched from scopus using key words (n=155) 2003-2012=53 2013-2023=102 3 records screened (based on titles and abstracts) (n=102) excluded records (n=53) reasons for exclusion irrelevant articles (53) studies assessed for eligibility (n=54) articles (45) conference papers (9) articles included after exclusion criteria (n=44) articles (38) conference papers (6) total number of studies selected for review (n=52) articles (45) conference papers (7) full text articles excluded (n=48) reasons for exclusion non-eligible articles (44) lunguage other than english (4) records excluded due insufficient information, unclear methodology or data presentation (n=11) additional records from other sources (n=8) articles (7) conference papers (1) international j. of management, entrepreneurship, social science and humanities 84 table 2. level of priority and execution key aspects level of priority and execution united states of america united kingdom ireland australia malaysia purpose and outcomes for citizens and service users high high moderate high moderate clearly defined functions, roles, and responsibilities high high high high high public service value or standard high high moderate high moderate customer service action plan (csap) to achieve the service standard high high moderate high moderate capacity and capability of people, designing the service strategy high high moderate high moderate partnership, contracting, and engagement high high moderate high moderate feedback system for handling customer complaints high high high high high measurement of key performance outcomes high high high high moderate monitoring mechanism for performance review high high high high high continuous improvement high high moderate high moderate source: compiled by authors focusing on the organisation's purpose and outcomes for citizens and service users there is an argument that effective public service delivery will not be successful if it is not linked to the strategic objectives and value of the organisation. in line with table 1 above, the united states of america, the united kingdom and australia provide a high level of priority to strategic international j. of management, entrepreneurship, social science and humanities 85 objectives and their execution, while ireland and malaysia do so moderately to improve public service delivery. although south african government organisations are centred on the long historical background of ensuring quality service delivery to citizens, currently, they are considered institutions that are aimed at fulfilling political will. furthermore, there are no clear statements on the organisations’ purposes and results for citizens and service customers. setting clearly defined functions, roles and responsibilities there is enough evidence from the literature review that justifies the fact that effective public service delivery necessitates the creation of clearly defined functions and services to attain organisational goals and be transparent about duties and responsibilities. in line with table 1 above, the united states of america, the united kingdom, australia, ireland and malaysia show high priority levels for well-defined functions, roles and responsibilities (sangeeta & chamoli, 2020). in the case of south africa, red tape caused the encroachment of functions from one another; hence there should be clearly set functions, roles and responsibilities for all the personnel in public service departments. setting public service value or standard the evidence gathered in the literature review proposes that the standards facilitate the development of a consistent nationwide level of public service delivery improvement and public service efficiency. the introduction of the charter of duties helps the government to promise a corruption-less public service. although it may not be inclusive and real, as in the case of the usa and the uk, south africa requires a corruption-less public service. preparing a customer service action plan (csap) to achieve the service standard there is evidence that the literature review and the analysis of international experiences allow each public office to prepare and issue a customer service action plan (csap) to attain and advance service standards more and more. nevertheless, there is no proper plan for resourcefulness for customer service to improve in the field of public administration in south africa. developing the capacity and capability of people, designing the service strategy and contracting the fundamental principle of service delivery is important in creating public service delivery. this process can be created and based on three areas: people, strategy, and contracting. international j. of management, entrepreneurship, social science and humanities 86 source: authors compilation figure 5. the benchmark framework of effective public service delivery people it is known that workers play a pivotal role in attaining customer service. the management of public organisations should train the staff members, motivate, recognise, and create a conducive working environment. employee capacity management plans and appraisal systems will be the benchmark tools for measuring the ability and competence of people guaranteeing community service delivery (yoonpyo & jisu, 2023). although public organisations in south africa take considerable opportunities to progress the ability and competence of people, there are few skilled employees (thusi & chauke, 2023). strategy the research evidence attained in the literature review on international experience and the analysis of the case study shows that there are a lot of approaches that can be used as benchmarks and are vital in coming up with a well-designed strategy for making sure that the public services such as; total quality management, decentralisation of procedures and guidelines on service delivery, e-governance, one-stop-shop, information sharing, counter service system, reengineering, separate administration, flexibility in decision making, separate managerial unit for virtuous ascendency, office management manual, citizen database, the delegation of decision making and foundations and resources of service delivery. in south africa, only a few initiatives include enacting the right to information act. partnership, contracting, and engagement. the literature review also delivered an analysis that revealed the instruments of constricting cooperation and synergy approaches and engagement, which involves privatisation, citizens, and involvement of the private sector in service delivery. the involvement of local government in the local delivery system provides a benchmark that will be used to do a proper code of conduct when orgarnizational purpose and stakeholders 's feed back consiousness cycle of continous improvement straightfor ward setting a clearly defined purpose value setting in the public service plan of action oncustomer service capacity development on personnel, strategy and contracting customer feedback system performanc e monitoring and review performance mesurement (employees, customers and community ) international j. of management, entrepreneurship, social science and humanities 87 it comes to service delivery (germà, trevor & mildred, 2014). although there are some engagements and contracting in south africa, there is inadequate evidence that any important step was involved in delegating the responsibility of public service to the private sector or engagement of citizens or voluntary groups. the creation of a feedback system for handling customer complaints and improving the experience the information that was discussed in the literature review and international experiences revealed that the use of customer feedback and surveys, panels, and the complaints system could be exercised to make sure that service delivery is perfectly attained by the public and private sector institutions. customer fulfilment, constructive feedback, and complaints mechanisms in malaysia, the usa, and australia, the citizen charter complaints task force ombudsman act are some of the examples which can be best applied for this important purpose (andreas, 2023). regardless of such initiatives taken by the government, there is no situation in south africa related to the development of a customer feedback system to improve the experience of customers. development of a monitoring mechanism for performance review there is a need for the creation of a monitoring mechanism for a performance review in public sector organisations to enhance service delivery, as emphasised by gaster’s (1995) model. in relation to the usa, the appointment of a chief performance officer, the existence of an independent review by the independent commission in ireland, and the set-up of individual and group measurable objectives analysis through regular inspection and meetings to review performance in malaysia, the creation of citizen charter task force are some of the good practices that may be used as benchmarking tools to achieve improved service delivery quality. in south africa, the inspection of the offices and monthly meetings for the district are the most important tools that are used to review and analyse the participation, as well as to encourage the existence of transparency and accountability. however, in terms of the findings of this paper, there is no innovation that was designed to inspect service delivery. the measurement of key performance outcomes of all the stakeholders in society the results of the key performance areas are attained by evaluating people, customers and society's work. the quantitative and qualitative competency performance evaluation of the employees in japan, the introduction of the key performance indicators in malaysia, and the balanced scorecard approach used in australia may be perfect benchmarks to utilise. customer outcomes may be measured using a customer satisfaction survey. the society results can also be measured by evaluating work in society. although the performance of employees in public organisations in south africa is evaluated, there are no important steps that were taken into consideration to evaluate the competence of employees, as well as the key expectations of customers and society. a cyclic process of continuous improvement the promotion of an efficient public service delivery system is a relentless process. it is vital to evaluate the attained results through a comparison of the key performance results with the standards set for service delivery. the gap in performance requires necessary measures can be implemented to make sure that there is a continuous improvement (laurie & zuhlke, 2019). in south africa, there was no explicit evidence that shows the seriousness of coming up with initiatives that help to identify loopholes between citizens' expectations and perceptions in service delivery. international j. of management, entrepreneurship, social science and humanities 88 strategic and tactical systems level framework and model of effective public service delivery comparing the benchmark framework and south africa's experience with a tactical and premeditated systems-level framework and model of public service delivery is essential. welldefined functions, roles and responsibilities should be identified to achieve the desired organisational goals. what level of standards a public organisation should uphold in performing public services should create by a single government office? pointing out the variance between customers' expected service and perceived service through the use of a series of surveys, customer panels, complaint procedures, and mis is also important in the development of values and standards of services. concerning the plan, a design mechanism should be developed aiming to increase the capacity and capability of people, strategy, and contractors. the apparatus used to process the service design must be measured using a strong customer feedback system and a real observing system. the response from customers through a feedback mechanism will guide the south african public organisations to make improvements in the customer experience and handling of complaints. the next step will be the attainment of key performance results, which are obtained by measuring the employees' results, customers' results, and society's results. evaluation of the achievement is conducted through a comparison of the key performance results and service standards, which assists in conducting necessary scrutiny to identify the lacking area in the process (joris, 2019). conclusions since the changes in governance implemented in developed countries to improve service delivery were established, the primary objective of the study was accomplished. the results from reviewed literature indicate that there has been an improvement in the communities in relation to service delivery in developed countries. the rise in service delivery protests in south africa is attributed to an organisational failure to provide satisfactory basic services. the lessons through the use of failure modes resolution in comparison to the benchmark set can be useful in formulating the south african strategic and tactical systems-level framework. the study also identifies its consequences for forthcoming practices to guarantee successful public service in south african national and local administration. this study revealed public service as a vital tool that can be used to strengthen good governance, which contributes to the development of a country socially and economically. nevertheless, the proposed benchmark framework has proven that the public service system in south africa needs some improvements. the use of the benchmark may bring positive changes in south africa's public administration. customer dissatisfaction is highly evident due to poor service delivery received from. coordinators should play a crucial role in improving the quality of public service. the framework was developed through a thorough analysis of the international experiences and case studies of countries such as the uk, usa, ireland, and malaysia. the formulation of a benchmark framework and its application to south africa may result in improved reform initiatives that facilitate a sound service delivery system. the findings from the literature review, case studies, and experience from abroad have been utilised to create the foundation of the benchmark framework. implications of the study the framework has vital practical implications that can be used to achieve the goals of the government. a comparison of the current mechanism used in all developed countries with the strategic and tactical systems-level framework and model of effective public service delivery international j. of management, entrepreneurship, social science and humanities 89 promotes actual public service delivery in the administration and service delivery system of south africa. firstly, there should be the formulation of a statement of goals for citizens and service users in south africa to create a link between the service delivery plan and making sure that the set service standard is functional. there should also be the publishing of a customer service action plan that will help in the improvement of the service delivery process and maintain the set standards. secondly, the government of south africa should launch useful initiatives to support the improvement of service quality along with the existing tools and systems that promote smooth and effective public service delivery. thirdly, south africa needs to create a powerful mechanism that can be used to gather feedback from customers through direct communication with them over the phone. the difference between customer expectations and perceptions should be facilitated using customer surveys, management information systems and audits. an independent board should also be available to strictly handle customer complaints. the experience of customers should be combined to measure and update the public service delivery. fourthly, the systems that are used to deliver services to the public should be strictly analysed and scrutinised. independent personnel such as the chief performance officer, as in the case of the usa. the inspections of the quality-of-service delivery and meeting should be promoted through the upgrading of the traditional system. fifthly, the result of the key performance areas should be calculated through the evaluation of the output results of customers and all other stakeholders. this should be maintained through continuous improvement of the service delivery system at all the south african government levels. limitation & further research the proposed benchmark framework was constructed based on a comprehensive review of existing literature; hence there is a need for its robustness to be empirically measured. for this reason, an empirical study is required to test the proposed framework in different cultural and geographic milieus. in measuring the changes that were implemented in developed countries to improve service delivery, the study focused on the united states of america, the united kingdom, australia, ireland and malaysia. as such, the study could have left other developed countries, which might have huge lessons for south africa to learn. therefore, future studies should scrutinise public service delivery in other developed countries, which could be valuable for policy-makers. references addink, h. 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(2020). machiavellianism, locus of control, moral identity, and ethical leadership among public service leaders in malaysia: the moderating effect of ethical role modelling. international journal of sociology and social policy 41 (9/10): 1108-1133. https://doi.org/10.1108/ijssp-07-2020-0289 139 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 24-33 corresponding author chamoli79@gmail.com doi: https://doi.org/10.31098/ijmesh.v3i1.139 research synergy foundation u.s. sub-prime crisis: origin and causes sangeeta sangeeta1, vinay chamoli2 1 mangement, maharaja agrasen university, baddi, himachal pradesh,india 2tourism & hospitality, maharaja agrasen university, baddi, himachal pradesh,india abstract the purpose of this paper is to explain the boom and bust of the housing market in the u.s. and how the sub-prime mortgages gave birth to new securitized products in the global economy. the majority of the researches conducted previously to explore the reason for the sub-prime crisis and its impact on the volatility on the stock market of the home country (u.s.) and the other developing countries. this paper also contributes to the literature about causes, timeline, and major crisis events during the crisis period. the literature on the subprime crisis revealed many causes of the sub-prime crisis. these were imprudent mortgage lending, housing bubble, global imbalances, securitization, lack of transparency and accountability in mortgage finance, rating agenciesthe credit rating agencies gave aaa ratings to numerous issues of subprime mortgage-backed securities, many of which were subsequently downgraded to junk status. deregulatory legislation, government-mandated sub-prime lending, complexity of certain financial instruments, failure of risk management systems, excessive leverage and relaxed regulation of leverage were the most discussed reasons of subprime crisis. keywords: sub-prime crisis; securitization; housing bubble this is an open access article under the cc–by-nc license. introduction this part discussed the u.s. sub-prime crisis into two terms: the meaning of sub-prime lending and the origin of the sub-prime crisis. sub-prime lending sub-prime stands for sub ordinary to the primary. the term sub-prime lending means lending loans to borrowers who do not normally meet the criteria for such loans due to various risk factors lowincome level, little or no down payment, bad credit history, and unsure employment status. sub-prime lending has been practiced in different countries of the world. the risk of sub-prime lender is higher because sub-prime borrowers do not have good credit ratings. sub-prime lenders increase the interest rates on borrowing to manage their credit risk. sub-prime lending is used for a home loan, car loans, credit cards, etc. sub-prime lending is also known as second chance lending. risks related to sub prime lending following risks are related to sub-prime lending: a. credit risk: this risk is borne by financing institutions in case the borrower does not pay the loan. the solution to this type of risk is discovered by introducing mortgage-backed securities (mbs). b. asset price risk: this type of risk arose at the time of the revaluation of mbs to hedge the credit international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) │ 25 risk. revaluation is based on assets market value and chances to recover the lending amount. when the market value of mortgage assets starts declining asset price risk starts increasing. c. liquidity risk: due to credit risk and asset price risk, a reduction in liquidity starts in the market. this is known as liquidity risk. financial firms always prefer short term loans against commercial papers but in the situation of sub-prime crisis valuation of mortgage asset decline which creates a liquidity risk in the market. d. counterparty risk: this risk is related to all the parties affected by the sub-prime crisis. these parties are banks, investment companies, and other financial institutions which provide finance to government and invest in the market. why sub-prime lending? why sub-prime lenders provide loans to those who have a bad credit history? the answer to this question is to earn money. yes, it's related to money. the banks were also keen to earn more money. the reason behind this was the banks forecasted the rising trend in the housing market shortly. so, they charged a higher interest rate from the borrower which was higher than the prime lender's rate. banks cover their credit risk of nonpayment by charging higher interest and by selling the mortgaged assets with an increase in price. to hedge the risk and to provide more loans, banks need money which they earn through the investment of collected mortgage into different securities. many financial firms at the global level provide sub-prime funds to needy countries. further, banks also issue sub-prime loans to young people who are not able to make down payment and who suffer from financial problems. origin of sub-prime crisis the sub-prime crisis originated in 2006 caused by subprime lending in the us market. the two main reasons, raising interest rates and declining property prices, affected the market, leading to the subprime mortgage crisis. property prices start increasing during the year 2000 to 2005 and the rate of interest on the home loan was very low. that was the reason; ninja borrowers were capable to repay the loan by selling the houses with increasing prices and borrow another loan with a low-interest rate. but in the middle of the year 2007, these financial institutions that provide sub-prime lending started to collapse due to the failure of the payment obligations by the borrowers. this condition gave birth to a credit crunch which means a strict shortage of money in the market. as a result, major banks lose their trust in each other to provide funds. large exposure to the securitization of mortgage instruments was the main reason for lack of confidence in these financial institutions. obviously, after the situation of the credit crunch, it was impractical for the companies to borrow funds from the banks and financial firms, which led to unemployment by job retrenchment, block further investment, and nonpayment of old debts. securitization means collecting a large number of principal assets that generate cash flows into a fund which is continuously fed by the respective cash flows. these asset collections, therefore, consist of receivables from any number of consumer asset types, including credit cards, auto loans, and home equity loans, as well as other non-users' asset types such as equipment leases and loans, utilities, aircraft leases, and royalties. additionally, funds generated by this technique promote the birth of other types of instruments called asset-backed securities or abs which were issued and sold to investors. likewise, when the principal assets are used for home mortgages, then these instruments generated by securitization are called mbs (mortgage-backed securities). furthermore, mortgages which take the guarantee of some agencies such as fanny mae or freddie mac, do not meet the criteria for insurance of these agencies – these were the so-called "sub-prime loans". when a rising number of houses were international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) 26 │ bought only from a desire making a safe investment, houses' price has far exceeded the basic value; then a reverse trend was expected. ultimately, investment in the housing market becomes loss-making, resulting in higher buyers defaulting especially those who had previously an uncertain financial condition and therefore received only a sub-prime credit. as a result, these sub-prime lenders were the primary to default in payment when the housing market declined. this situation created more reduction in housing prices and an increase in borrowers defaulting, even by the insured loans. big financial institutions and investment banks, which had a large exposure on securitized instruments (mbs), were affected most. these include lehman brothers or the agencies fanny mae and freddie mac, causing a sign of doubt between banks, which in turn brought more bankruptcies and further improvements in the financial sector. as per the report of the federal reserve's flow of funds data, total debt in the us economy, increased 97.6% in 2007 in comparison to 1997. debt enlargement was highest in the household and financial sectors. household debt rose from 66.1 percent of gdp to 99.9 percent of gdp over the year 2007. the debt percentage also increased in loans taken by banks and other financial entities. a high credit rating given to most junior companies was the other reason for the crisis. the figure for total mortgage loans was $ 881milion, out of which $ 699 million (79% of total) was in the senior category of mbs and received an aaa credit rating. only $58 million (6.5% of the total) received a low credit rating bbb. fig.1 the sub prime crisis at a glance international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) │ 27 source: https://en.wikipedia.org/wiki literature review case and shiller (2003) investigated the reasons for the housing market collapse. the study explained the change in housing prices with the help of change in selected macro indicators for the period 1985 to 2002. the correlation matrix was applied to study the relationship between housing prices and change in macro indicators. the study found a positive significant relationship between house prices and income levels. zhang et al (2005) investigated the impact of regulative activities on the sse composite index of shanghai. daily return data was analyzed through the cusum test and markowswitching arch model. results indicated that in the mid of 1997 regulative activities were improved which affected the volatility of returns in positive manners. volatility always declined with improvement in the stock trading system. rogers (2007) conducted the study to measure the effects of foreclosures of housing properties in sacramento county, california between january 2008 and july 2009. secondary data was used from the us census records. an ols regression method was adopted to measure the relationship between foreclosure and selling price of housing properties. results showed that a 20% decrease in the selling price of housing properties was due to the foreclosure of properties which was 0.50% per unit change in the foreclosure rate. tong and wei (2008) examined the transmission of the financial crisis in 45 countries. non-financial firms were selected to measure the impact of financial bad news events on the performance of firms. the objective of the study was to examine whether a change in the financial system, changes in monetary and foreign exchange policy during the pre-crisis period affected the spillover effect of the sub-prime crisis in different countries. results showed that the stock market follows a declining trend during pre-crisis credit expansion. olofsson (2008) discussed the subprime crisis in deep sense and comparison was made between the current and past financial crises. the study explained the origin and causes of the sub-prime crisis. the yield curve was used as an analytical tool for forecasting future crisis besides the past and current crisis. it was concluded that future crises may arise if the banking system does not follow the regulatory amendments made during the time of crisis. bank deregulations were the reasons for the bursting of the housing bubble. mizen (2008) discussed the events adjoining the sub-prime crisis of 2007-08. reasons for the crisis include extreme leverage in the economy, less interest rate, and the introduction of securitization process. the sub-prime crisis began when the housing market decline and sub-prime lending increased. low-interest rate encourages borrowers with poor credit history to refinance their loan by selling off their properties, which cause bankruptcy situation. the further study described the deregulation in the financial system as the main cause of the crisis. whalen (2008) explained the causes, effects, and consequences of the subprime crisis. the study described the three basic causes of the crisis. first, was a public policy partnership generated in washington including many firms, financial agencies to increase the accessibility of reasonable housing by the introduction of new financial products (mbs). second encouraged the growth of over-the-counter (otc) derivatives and securities by all types of financial institutions by the federal bank. and third was fair value accounting by the securities and exchange commission (sec) and the financial accounting standards board. crouhy et al. (2008) discussed the different events that form the part of sub-prime lending crisis. imprudent mortgage lending, housing bubble, global imbalances, securitization, lack of transparency and accountability in mortgage finance, rating agenciesthe credit rating agencies gave aaa ratings to numerous issues of subprime mortgagebacked securities, many of which were subsequently downgraded to junk status. deregulatory legislation, government-mandated subprime lending, complexity of certain financial instruments, failure of risk management systems, excessive leverage, and relaxed regulation of leverage were the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) 28 │ most discussed reasons of subprime crisis. eichengreen (2008) discussed the roots of the us sub-prime crisis. the study found the financial deregulation and increased number of subprime loans were the main reasons for the crisis. the study suggested that there should be different agencies for different types of activities instead of one agency who regulate all the type of activities. in this way, the risk would be accessed easily and effectively. murthy and deb (2008) studied the reasons for the sub-prime crisis. us crisis began due to excess in subprime lending. the low-interest-rate increased housing price and securitization were the beginning factor of the subprime crisis. three main reasons for the crisis were financial deregulation, excess leverage in the market, and poor valuation process of securitized products. mody (2009) published a qualitative paper on the causes of the subprime crisis. the study described that the main two reasons were sharp increase successive decline of housing prices in the us, together with a bad lending process generated huge losses for big financial institutions. the crisis period was the worst time for the worldwide economy. viswanathan (2010) described the causes of the global financial crisis and found that it affected most the advanced economies in comparison to the world's other economies. the methodology was based on the imf's data. results of multiple correlations revealed that the us and other european countries' macro indicators affected badly and showed a negative trend in comparison to india. xie and li (2010) analyzed the intraday volatility of the s&p 500 stock index future product and basic on the high-frequency trading strategy. the study used the asymmetric model of volatility which includes garch (1, 1), egarch, and igarch. among these model results from the egarch model were preferred for estimation of intraday volatility s&p500 stock index future product. xu and sun (2010) compared the two financial crisis and their effects on short term and long term relationship between the stock market of the us and china. findings indicated that the stock market of china was not cointegrated with the us and hong kong in the long run. in the short run, the returns were affected due to the spillover effect of the financial crisis. volatility in the chinese stock market increased during the subprime crisis period. zhang and zhao (2010) studied the leverage effect in stock returns of shanghai's index returns. arch family models were applied and results indicated that there was a significant relationship between high returns and high volatility. arma regression equation was used in modeling. the leverage effect was found in the domestic market returns. among the volatility models, the egarch model displayed the best results. yazicioglu (2010) analyzed the growth and the burst stages of the 2007 subprime mortgage turmoil, in two interconnected segments. the study was divided into two periods. the first part was concerned about the forming of the housing bubble and the second part was concerned about the bursting of the housing bubble. during recession periods many facts came out in front which was responsible to increase the volatility in the market but investors do not react to them and made bad investing decisions. macro indicators variations in the recession period increased the subprime mortgage lending defaults. sen (2011) contributed literature on the sub-prime crisis. the study described that the sub-prime crisis has spillover effects on the financial and real economical area in developed and developing economies. policies framed by bad evaluated model together with the deregulation of the financial system, global imbalance, easy credit rating, and excess leverage in-market leads to a shortage of finance in the economy. corrective measures taken by the financial authorities in the us have also been not effective to heal unemployment, low growth, the loss in financial sectors in developing countries, and grief in europe. sakthivel (2012) presented a comprehensive view of the subprime crisis on the indian stock market through an analysis of the various impact of the indian stock market. the study described the effects of the us market crash on the indian economy. recession exists for a long period which affected the exports, imports, and banking sectors of the indian economy. the stock market also follows a declining trend during the recession time because the stock market international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) │ 29 performance was interlinked with macroeconomic indicators. wen and dexin (2013) studied the investor's behavior in the stock market. the study found stock market return prediction may be based on the change in discount rates and changing decisions of investors about investment. investor's decision to invest in big projects depends on fluctuated discount rates and cash flow. it was concluded that the investor's decision. research methodology this paper is an increase in conceptualization to understand the roots and origin of the sub-prime crisis. this paper is accompanied by the support of earlier readings, cases, and literature contributed by various researchers to understand the u.s. sub-prime crisis in depth. research objectives: the objective of this paper is to highlight the roots and causes of the u.s. subprime crisis. timeline of sub prime crisis 2001: federal reserve decreases the interest rates by 4.75% in 2001. 2002: housing prices increase by 10% in near countries of u.s 2003: interest rates decline to 1%. 2004: 25% excessive growth in the real estate market. 2005: housing bubble boomed in the u.s market. 2006: housing prices were less, sales also decline. 2007: real estate market was continuously falling. bankruptcy situation arises due to the collapse of mortgage lending. • february–march: 25 large financial firms declared bankruptcy. • june 28: federal reserve remains the interest rate at 5.25 percent. • august 6: us housing finance lenders file chapter 11, chapter against bankruptcy protection. • august 31: declaration of the bailout of u.s borrowers not in the condition to repay the loans due to increasing rates. • october 31: federal reserve cut the interest rate to 4.5%. • november 1: federal reserve increases the money supply for banks. • december 11: federal reserve declines the interest rate from 4.5% to 4.25%. 2008 • january 30: federal reserve again reduces the interest rates from 3.5% to 3%. • february 13: president bush signs the economic stimulus act of 2008 into law. • march 11: federal reserve issue short term securities of $200 billion in the money market. • june 5: ambac and mbia insurance bond downgraded from aaa to aa. • august 6-8: fannie mae and freddie mac reduce dividends due to quarterly losses. • september 19: us money market got assurance of mutual funds. • september 25: takeover of washington mutual by jp morgan chase. • september 29: announcement of fortis’s bailout by the governments of belgium, netherlands, and luxembourg. • october 29: the interest rate is a further decline of 1% • november 23: announcement of support to citi by the us authorities. • november 25: introduction of the term assets backed securities lending facility in the money market. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) 30 │ • december 16: decline in the bank interest rate due to the deflation situation. 2009 • january 8: reduction of bank rate by 0.5 percentage points to 1.5% by the bank of england. • february 27: conversion of preference shares into equity shares of us $ 25 billion of citigroup by the us treasury. • march 19: support for the automotive industry by the us treasury of $5 billion. • april 22: warning by the imf for the global economy about the decline of 1.3% in 2009. • may 6: poland's economy got approval for credit line by imf worth us$20.6 billion. • july 21: ben bernanke testifies the extreme risk aversion to the congress. • september 14: winding up of programs started to remove the systematic failures by us authorities. 2010 • april 27: clearance of greek debt. • november 28: ireland got the help of worth €85bn by european ministers. 2011 • july 21: greece bailed out for being a failure to get its house in order. 2012 • february 12: greek economy suffers from heavy losses. • march 12: the unemployment rate increase in europe. • june 12: spain borrows the highest fund in records. causes of sub-prime crisis: it is difficult to pin down the exact cause of the financial crisis, but the majority of the experts and economists are of the view that sub-prime loans in the housing sector were one of the most important causes of the financial crisis of 2008. the following are the reasons for the occurrence of the sub-prime crisis: a. careless mortgage lending: due to low-interest rates and increasing house prices financial institutions and banks were relaxed because they thought that borrowers were able to repay loans by selling their properties. but when the real estate market starts to decline banks and other financial institutions suffer from nonpayment of loans by the borrowers. b. housing bubble: the prices of properties increased due to low-interest rates. at the peak point when housing prices start falling then the bubble burst and impacted the whole economy. c. worldwide imbalances: surplus and deficits in the global economy create an imbalance. some developing economies reported large surpluses and some economies run a deficit. this imbalance leads to a crisis. d. securitization: mortgage-backed securities (mbs) were created/ originated and distributed by the financial institutions and other banks after the introduction of securitization. freddie mae and fannie mac (a quasi-government agency) were first agencies who issue mbs, but later private agencies also started issuing mbs on sub-prime loans. this competition increased the sub-prime mortgage lendings. e. lack of transparency and accountability in mortgage finance: during the sub-prime lending period, many investment firms and banks through the securitization process created bad mortgages. they felt that they would not be held liable for bad securities. borrowers enjoy easy lending and lenders speculate for their gain. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) │ 31 f. rating agencies: aaa rating given by credit rating agencies to mortgage-backed securities which were low grade and bad financial prediction models was the other reason for the sub-prime crisis. g. off-balance sheet finance: banks sell off their collected debt into sivs to earn profit from risky borrowing. in this way, banks provided more loans and on the other hand, they increased their contingent liabilities which created a bankruptcy situation. h. government-mandated sub-prime lending: federal reserves policy to help low-income borrowers obligated banks for careless mortgage lending. i. failure of risk management systems: collective market and credit risk analysis creates a situation of crisis. but some firms studied both the risks separately. j. financial improvement: during the recession period to overcome the depressed situation many firms introduce new financial instruments rapidly, but the market was not prepared for these instruments. the shortage of time for related parties was the main reason for not adopting these instruments. k. complexity: the new instruments were complex, mainly for three reasons: 1) investing parties were not capable to judge the profitable investments. 2) the market risk was hidden. 3) regulatory authorities were also confused. l. bad computer models: complex models for the calculation and prediction were based on a few years' mortgage data which was not sufficient. historical events were not considered for forecasting. m. excessive leverage: after the year 2000 federal reserve's decreased the rate at 1% from 6.5%. so, financing firms generate low yields. to offset the loss federal reserve provided funds in the market to increase the returns on capital. this caused a decline in housing prices and an increase in interest rates. n. relaxed regulation of leverage: in 2004 the sec liberalized its net capital rule. according to rule now financing banks and organizations can manage very high leverage ratios. o. split regulation: management of the us financial structure was split between different agencies based on a particular type of institution. that is why; any agency was unable to predict the crisis. p. short-term incentives: income of many brokers and managers depend on the commission and annual bonus. so, to increase their amount they play the speculation game and provide customers to banks and financial institutions for loans against their large part of the incentive.. research limitations this paper explains the causes of the sub-prime crisis only. steps taken by the u.s. government to control the crisis were not discussed in this paper. limitation , conclusion & suggestions this paper highlighted the causes of the sub-prime crisis and contributes to the literature regarding the influence of the global financial crisis on stock market performance. failure of a credit rating system and bad prediction model was the cause of the sub-prime crisis. so, if this type of situation arises shortly there should be clarity about the data sources to provide a correct rating based on the financial positions of the companies. during the sub-prime crisis, the incorrect valuation of securitized assets products was a big problem. the valuation process should be stringent to give a fair valuation of the assets. the valuation process should not be complicated and products should be simplified and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 24-33 u.s. sub-prime crisis: origin and causes sangeeta sangeeta, vinay chamoli issn 2580-0981 (online) 32 │ standardized. next, the lack of transparency was the main issue at the time of crisis. so, in the future banking system strictly focuses on transparency about the nature of instruments financed by the financial institutions, especially for those instruments with the complicated valuation process. references case, k.e. and shiller, r.j. 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(2010), “the global financial crisis and its impact on india”, business article 1 formatted.doc, available online at http://businesstoday. intoday.in/coverage/120/1/globalfinancial-crisis.html. wen, quan & zhou, dexin (2013), “what drives market return predictability?”, available online at http://papers.ssrn.com/sol3/papers .cfm? abstract_id=2258563. whalen, r. christopher (2008), “the subprime crisis -cause, effect and consequences”, draft document of network financial institute at indian state university. xiaoyi, shen (2008), “volatility timing of funds under cpf investment scheme: a garch model approach”, master thesis of social sciences, department of economics, national university of singapore. xie, hong & li, jain (2010), “intraday volatility analysis on s&p 500 stock index future”, international journal of economics and finance, vol. 2, no. 2. xu, ya & sun, yutan (2010), “dynamic linkages between china and us equity markets under two recent financial crises”, master thesis of lund university. yazicioglu, gorkem (2010), “an analysis on us subprime mortgage crisis – expansion and the burst of bubble”, diploma thesis. zhang, d., dickinson, d., barassi, m., (2005), “volatility switching in shanghai stock exchange: does regulation help reduce volatility?” the university of birmingham working papers. zhang, hao liu, zuoquan & zhao, qin (2010), “the volatility of the index of shanghai stock market research based on arch and its extended forms”, beijing jiaotong university, available online at http://www.hindawi.com /journals/ddns/2009/743685/. 14-75-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 2 (2019): 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien graduate institute of religious studies-nccu, taiwan abstract mahmoud ayoub and tariq ramadan are islamic scholars working on a muslim-christian dialogue study. they proposed the concepts of “ the muslim view of christology” and “ to be a european muslim”, respectively, and promoted the study of the muslim-christian dialogue into a broader field with far reaching influence. the purpose of this study is to compare the concepts of “ the muslim view of christology” and “to be a european muslim” , as well as to understand the meaning and contextualization of the dialogue between the shiʻi and the sunni within the muslim-christian dialogue, in order to seek a new dimension of religious dialogue. the method of this study is a systematic analysis. this entails a close reading of the two thinkers ̓writings on christian-muslim encounters, in order to make a comprehensive presentation of their thinking about the christian-muslim dialogue in its many dimensions, considering these structures through assessing their inner consistency; in particular, including the viewpoint of “the muslim view of christology” and “to be a european muslim”. “the muslim view of christology”, ayoub emphasizes, christians must take as a muslim view and accept it as such, at least as the methodological basis for their research studies. ramadan prioritizes qur'anic interpretation over simply reading the text, in order to understand its meaning and to practice the tenets of islamic philosophy. he proposed the following perspective: to be a european muslim and to research the study of islamic sources in the european contextualisation. we find “the muslim view of christology” as a blessing, as a sign of godʼs abundant generosity in the phenomenon of diversity. the idea that “to be a european muslim” is an islamic worldview is a trend that is universal and rooted in the land. christian-muslim dialogue on these two topics is a very indicative key and can contribute to peace in this world. the christology of this study will be limited to“the muslim view of christology” and will limit muslims to muslim communities born in europe. in the context of abraham’s religion, the purpose of the christian-muslim dialogue should be courageous and dare to ascend to the model of coexistence and the unity of god, not just for each others’ tolerance and acceptance. this is the ultimate concern for religious dialogue between christianity and islam. keywords: christian; muslim; dialogue; christology; coexistence. this is an open access article under the cc–by-nc license. introduction with the current trend of globalization, religion has opened up a dialogue between people and demonstrated the mission of“understanding” and“peace” to each other. this is the essential idea that the contemporary world religion must awaken and promote, especially in the dialogue between christians and muslims (hirvonen, h.,2013). there are two levels of religious dialogue; intra, whichmeans internal and inter, whichmeans to each other. what is an interreligious dialogue? it is the process of rethinking and communicating the religious situation from the past in order to achieve peace and acceptance. further, religious dialogue refers to cooperative, constructive and positive interactions between different religious traditions of individuals and institutional groups, namely beliefs and spiritual or humanistic beliefs. it is not a syncretism or alternative religion, because dialogue usually involves promoting understanding between different religions or beliefs to increase the acceptance of others rather than fusion to create new beliefs (rahmat, 2017). *corresponding author e2200g1205@kimo.com doi: https://doi.org/10.31098/ijmesh.v2i2.14 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien 64 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the first goal of this study is to explore the history of christology and the theological issues of muslims very briefly, and then to try to engage in a christian dialogue with christology. it provides a discourse and background information according to the scholar ayoub’s muslim view of christology. the second goal is to explore the issue of european muslims becoming a part of civil society, then to understand the christian countries and societies in europe and how to engage in dialogue with muslims on a variety of topics such as education and justice. the discussion and background information are provided by the scholar ramadan’s universal concept of european muslims. in the face of the current trend of contemporary multiculturalism, in order to resolve the past differences between christians and muslims, many cultures and religions must courageously confront different issues while attempting a step-by-step approach to history, texts and theology. they must clarify research and create a peaceful attitude through communication and dialogue, rather than use religious violence to exacerbate the problems. it is the goal of this article to use “the muslim view of christology” and “to be a european muslim” in order to understand the meaning of the christian religion and muslim dialogue. literature review here is a brief introduction to the literature review of “the muslim view of christology” and “to be a european muslim”. literature review on “the muslim view of christology” ayoub uses the qurʼanic literature review to develop islamic christology, including the following some issues: (1) “the miracle of jesus”. (2) “jesus the son of god”. (3) “an image of jesus in early shi̒ i muslim literature”. (4) “the death of jesus, reality or delusion?” (omar irfan, a., 2007). the “miracle” is a sacred mark of islam and is very important for the islamic christology situation. however, the miracles of jesus give rise to two qurʼanic challenges. the first instructs us all, the people of the book, to come together in a common resolve to worship god alone. the second is the infinity and openness of godʼs word, which transcends human comprehension and yet demands that it be interiorized and understood anew by people of faith in every age. regarding “jesus the son of god”, ayoub investigates two relevant terms: “ibn” and “walad”. the former is used in the qurʼan as “son”, which he argues signifies “filial relationship”, “understood metaphorically to mean son through a relationship of love and adoption”. “walad” refers to the more general relationship of “offspring” and this, ayoub stresses, signifies “physical generation and sonship” (siddiqui, a., 1997). did the evolution of christ in the religious history of jesus into the faith of christ influence the christology of the early muslims? “an image of jesus in early shiʻi muslim literature” is a very important issue worthy of serious study in “the muslim view of christology” , as it concerns an authentic islamic understanding of christ that deserves careful consideration as a legitimate christology. ayoub does not consider christology to mean a theological formulation analogous to the christologies of the early church, rather, it is an understanding of the role of christ within the divine plan of human history, of christ the man, a servant of god, but also of christ, the word of god, his spirit and exalted friends. so, these ideas are clearly stated in the qurʼan and thus provide a basic framework for the image of the christ of muslim piety, and these ideas cover the full scope, methods, and sources of the literature as well as texts in translation. finally, “the death of jesus, reality or delusion?” according to the qurʼanic literature on the death of jesus allowed ayoub to make three points about jesus, “the word of truth” (q. 19:34): who died on the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 65 issn 2580-0981 (online) issn 2580-0981 (online) cross? did jesus die? why was there this outcome? ayoub considers that muslim commentators(mufassirūn) on the qurʼan have understood the qurʼanic verses that deal with jesus. islamʼs religious literature teaches that human fulfillment must be achieved through human prophets; the qurʼan, therefore, insists on the humanity of godʼs messengers(q. 6-8, 9, 50, 11:31, 17:94, 95, 25:7). in other words, jesus is only a messenger of god of “the word of truth”. does ayoub find an element that influences the issue of who died on the cross? he considers that the words “wa lākin shbbiha lahum” have generated much discussion, myth and legend throughout the long history of islamʼs tafsīr. ayoub indicates a difficult problem regarding jesusʼs death that qurʼanic commentators have a different interpretation of; for example, “those who differed concerning him [jesus] are in doubt regarding it [the truth]; they have no knowledge of it [the truth] save the following of conjecture [zann]” (q. 4:157). literature review on “to be a european muslim” the swiss-born islamic scholar tariq ramadan proposed the idea of “to be a european muslim” and gained worldwide attention. one can learn about becoming a european muslim from the following literature: (1)“to be a european muslim” must assist millions of muslims who were born here in europe.this is a fundamental problem of these times. ramadan conducted in-depth research to try to answer basic questions about the social, political, cultural and legal integration of european muslims. what this institute wants to show is that it is possible for muslims to practise their pluralistic belief in a diverse european nation-state (ramadan, t., 1999). (2) it analyses muslims ̓lives in france. first, it examines the historical and judicial perspectives. and then the internal motivations of muslims in the community. research suggests that muslims must recognize their existence in french society, and french society also needs to examine its past colonial prejudice against islam (ramadan, t., 1999). (3) it attempts to prove that through using islamic resources and civilization, muslims have the ability to respond to the contemporary identity with their own identity. it discusses that muslims can propose special social, political and economic arrangements through their own views in order to link the values of ethics and let their terminal consciousness and spirituality enter the modern generation (ramadan, t., 2001). the above is about the launch of the muslim project rooted in europe. (4) the current era of globalization is turbulent and ever-changing, with economic domination and the financial markets subverting every area of human activity. the world has changed, and all this turmoil is having serious consequences. the outstanding ideas of the ulama and muslims have become stuck, especially in the field of economics. everyone who observes these phenomena and who researches the origins and concept of globalization understands that ethics are seriously lacking (ramadan, t., 2004). this is the muslim resistance. research method the following is a brief introduction to the method of “the muslim view of christology” and “to be a european muslim”. the method of “the muslim view of christology” first, ayoub applies the historical method to analyze the history of and theological divisions in the literature. he then analyses the meanings of words to restore the truth of the literature in order to gradually establish “the muslim view of christology”. ayoub contends that the qurʼan presents a christology of the human christ, empowered by god and “fortified with the holy spirit”. he emphasises that “it is a fully islamic christology based not on international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien 66 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) borrowed distortions of early christian heresies, but on the islamic view of man and god”. he emphasizes that “christians must take a muslim view and accept it as such, at least as the methodological basis for their research and study”. they should be accepted as authentic islamic statements and as expressing an islamic point of view. ayoub describes the various views expressed by muslim commentators on the qurʼan on the subject of christology. concerning the death of jesus, he points out two areas where all muslims agree. first, islam denies the divinity of jesus “without denying his special humanity”. second, islam denies the sacrifice of jesus on the cross as an atonement for sinful humanity. however, the main area of disagreement about jesus which ayoub highlights is that the qurʼan “denies neither the actual death of christ nor his general redemptive role in human history”. the key point is that christians insist on the crucifixion as a historical fact, but the qurʼanic commentators consider that it “belongs not to history but to theology in the broadest sense”. ayoub suggests that muslim commentators “indulge” in a somewhat “excessive textual analysis”; he claims that they are very vocal and express themselves in an uncompromising manner “letting god”, even at the cost of “denying a man the privileges of man”. on the other hand, he points out that the christian position is equally uncompromising and serious “on letting god be a man in order for man to be divine”. this gap he finds vast, even though he stresses the difference is “one of theological terminology rather than intent”. the method of “to be a european muslim” since islam will permeate every part of the world and is rooted in this region, it must adapt and change; a wave of reform and thinking will happen. the following are ramadan’s reform methods: (1) ramadan appeals to muslim society and communities everywhere to be bold through reform. he challenges the conservative arguments that reform is a dangerous and external bias, and a betrayal of faith. he says that real reforms have always been rooted in islamic textual sources and spiritual goals, and in the tradition of reason. but, the reform movement is based on re-reading textual sources, and using traditional methodologies and classifications can only achieve adaptive responses. ramadan calls for basic reforms, and for innovative solutions to change the present and future of our society (ramadan, t., 2008). (2) ramadan has embarked on a journey to uncover profound truths that are connected in some way. in this world, which is filled with different beliefs and opinions, how can we find the peace that humans can share? ramadan unveils the universal concept of love, respect, truth and tolerance, and examines the relationship between men and women. whether you are a christian, a buddhist, a jew or a muslim, he reveals the origins of religious traditions from the concept of religious universality and guides the various religions to understand how the past separates us and to discover what we already have, which is a good consensus (ramadan, t., 2010).(3) when inviting reflection on the concept of super-diversity, ramadan argues about the prospects of universality, and how if there is no value and vision, it can set a limit to the comments and dialogues in use, as well as a discussion of diverse practices in everyday life. this is one of the greatest challenges to art and culture; the diversity of voices and institutional backgrounds of intellectuals (ramadan, t., 2010). the above states that religion must develop and accept the existence of pluralism. at the same time, it also explains the historical process and content of muslim diversity in western christianity and other religions. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 67 issn 2580-0981 (online) issn 2580-0981 (online) results and discussion the contemporary significance of the study of “the muslim view of christology” ayoub believes that studying “the muslim view of christology” to re-examines the christology of islam and challenges christians and muslims; his aim is to harmonize the qurʼanic denial and the christian affirmation in christology. therefore, muslims must re-examine the background, context, and meaning of every generation of christology since the prophet muhammad. christianity must also understand islamic christology with reason and accept the characteristics of its history and theology. christianity and islam have long believed that jesus was sent by god, christianity believes that jesus is the son of god, and islam believes that the trinity of christianity deviates from the uniqueness of god. there is a big gap between the background of christianity and “the muslim view of christology”, and even an inability to communicate and initiate dialogue. the context that has existed for a long time is meaningful enough for dialogue between the two sides. by using a humanistic, social and psychological method, a systematic analysis of the internal and external systems of religion can be carried out and the characteristics of the various factors can be clarified. in other words, a dialogue on christology between christians and muslims would be more likely to solve the unknowns of christology and overcome the obstacles to each otherʼs coexistence. the historical background of christians and muslims is evolving, but the context of christology is diverse. for the theologians of christianity and islam, this is an opportunity for more research to achieve peace and harmony. the challenge and significance of establishing “to be a european muslim”. after tariq ramadan proposed establishing how a “to be a european muslim”, he faced many challenges, but it gradually gave rise to many meanings. ramadan’s theological intent is to establish the muslims who have roots in europe. he is concerned about the civilization of islam and the challenges the world faces due to modernity, the influence of colonialism and the impact of democratic countries. he believes that appropriate theological ideas will help the islamic civilization to enter the path and context of modernity. therefore, he emphasizes (1) religious dialogue between muslims and christians, and (2) the reconstruction of rational ideas, to face these challenges. why do we need religious dialogue? first of all, ramadan believes that the wisdom of contemporary muslims is seriously lacking in dialogue and multiple arguments. the structure of the factional dialogue within islam is in great need of diverse ideas and identities, and further changes are needed to accept and manage pluralistic goodwill. second, along with the words “dialogue”, “alliance”, “civilizations” and “culture”, the words“ identity” and “integration” must establish the integration structure and rules of “affiliation”. third, “dialogue between civilizations” is presented simultaneously in the development of western and islamic civilization. it is more in tune with the needs of dialogue, from its creation of unique issues and dialogues with a different cosmology. it speculates on and presents the existence and value of the other. fourth, the requirement for dialogue between civilizations increases the content of that dialogue. these concepts and values should not only be discussed, but they should also come to fruition in reality. when comparing and observing “our own ideas” and “the other's society”, we need to criticize and reflect on each other and analyse the gaps between generation and ideas. when a “dialogue between values and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien 68 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) ideals” brings them close to each other, it can be transformed into a “dialogue between policies and practices”, and the other’s characteristics can be passed on. this makes the dialogue meaningful. finally, ramadan believes that muslim religious scholars (‘ulama’) and thinkers have not tried to reflect on the dialogue they need to complete. ramadan cries out to the aspiring muslims who are pursuing a new vision in the 21st century. if they are tempted away from the difficult situation, they will not understand the changes, but they will make breakthroughs in the spiritual and social existence of muslims. ramadan’s suggestion to muslims is “the immutable (ath-thabit) and the changing (al-mutaghayyir)” to appeal to muslims to think rationally (ramadan, t., 2008). the significance and vision of establishing a european muslim are that the european muslim community has equal rights and obligations in the ethics of christianity, citizenship, culture, religion, education, justice and so on. there is no longer religious conflict and violence, only peace, harmony and coexistence are accepted. ramadan’s idea of becoming a european muslim, in fact, not only examines the current situation of islam, it also criticizes where muslims are lacking. however, it is also admirable to present serious challenges to the christian countries of europe. conclusion the purpose of religious dialogue between christians and muslims is to achieve peace, harmony, and coexistence with each other and to avoid conflict and harm. the islamic shiʻi theologian mahmoud ayoub has opened the door to a dialogue between the two religious communities from “the muslim view of christology”. from his research of the literature, his research methods and rigorous discourse, he has established a positive attitude towards the islamic shiʻi open dialogue and obtained significant results. his theological ideas are devoted to promoting a gentle interpretation and understanding of islamic theology, but they also seriously reflect on islamic christology and challenge christianity. in particular, the topic of islamic christology is a very sensitive and difficult issue. this is his contribution to the religious dialogue between christians and muslims, and a model for follow-up researchers. the islamic sunni theologian tariq ramadan is a muslim who was born in europe. from his own experience, his vision of becoming a european muslim has inspired the hopes and expectations of many european muslim communities. from his research of the literature, his research methods, and systematic discussion, and through his free and open theological and philosophical thinking to build the ideal mission and practice of“being a european muslim”, he has also revealed conservative muslims ̓ rigid and prevalent ideas and has presented serious challenges to christianity in europe, as well as receiving the appreciation and understanding of christian theologians. because the concept of being a european muslim is not only a problem in terms of geographical area, it is also a problem of islamic religious reform. therefore, ramadan’s proposal to be a european muslim is still relevant, thus confirming his enormous contribution. acknowledgement during this hot summer vacation, i would like to thank instructor professor lin chang-kuan (department of history, national cheng-kung university) for his publication in this paper at the international conference on islamic education studies and social sciences. i am always grateful for his international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 63-69 christian-muslim dialogue perspectives of “the muslim view of christology” and “to be a european muslim” lin, jen-chien © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 69 issn 2580-0981 (online) issn 2580-0981 (online) guidance in every area. i am also particularly grateful to the church elders and mrs. lân chû-hū for their constant encouragement and reminders. thanks also to my wife, son, and daughter. i am sincerely grateful for the help they have given me while i have been busy writing. references hirvonen, h. (2013). christian-muslim dialogue－perspectives of four lebanese thinkers. leiden & boston: brill. omar, i. a. (ed.). (2007). a muslim view of christianity: essay on dialogue by mahmond ayoub. maryknoll, ny: orbis books. rahmat, s. t. (2017). dialog antropologis antaragama dengan spiritualitas passing over. wawasan: jurnal ilmiah agama dan sosial budaya, 2(2), 181-198. ramadan, t. (1999). muslims in france: the way towards coexistence. markfield, leicester, uk: islamic foundation. ramadan, t.(1999). to be a european muslim: a study of islamic sources in the european context. leicester, uk: islamic foundation. ramadan, t. (2001). islam, the west and the challenges of modernity. leicester, uk: islamic foundation. ramadan, t. (2004). globalisation: muslim resistances. lyon: tawhid. ramadan, t. (2008). radical reform: islamic ethics and liberation. new york: oxford university press. ramadan, t. (2010). the quest for meaning: developing a philosophy of pluralism. london: allen lane. siddiqui, a. (1997). christian-muslim dialogue in the twentieth century. london:macmillan press ltd. copyright holder: this article is licensed under: © kenechukwu ikebuaku and mulugeta dinbobo. (2023) corresponding author’s email: kenechukwuikebuaku@gmail.com.com international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1222 exploring the dynamics of agripreneurship perception and intention among the nigerian youth kenechukwu ikebuaku1* , mulugeta dinbobo2 1,2 university of the western cape, south africa received : december 8, 2022 revised : june 16, 2023 accepted : june 27, 2023 online : june 30, 2023 abstract with more than half of young nigerians either unemployed or underemployed, the problem of youth unemployment poses a serious threat to the social, political, and economic development of the country. thus, there has been a concerted effort by the government and other stakeholders to address this perennial challenge. owing to its enormous growth opportunities, agriculture is considered a strategic sector for addressing nigeria's problem of youth unemployment. however, the lack of youth participation has hampered the growth of the sector. this study investigated the dynamics of agripreneurship perception and intention in order to provide insight to policymakers on how best to develop the agricultural sector and tackle youth unemployment through the engagement of young people in the sector. it also explored agricultural entrepreneurship as a valuable function for young people in nigeria. a sample of 1,013 recent young graduates took part in this study, which engaged both quantitative and qualitative methodologies. the quantitative analysis was conducted using linear regression and multinomial response models. additionally, sen’s capability approach was used as the work’s theoretical framework. the results established that nigerian youths display a positive perception and intention towards agripreneurship engagement. it also found that participation in entrepreneurship programs, course of study, family income, perceived availability of markets, and infrastructural facilities are determinants of youth’s agripreneurship perception and intention. on the other hand, the study found that the freedom to control one’s time, the expression of one’s passion, and the need to eradicate poverty are reasons young nigerians value agripreneurship. this study serves as the debut of research endeavours that theoretically evaluate agripreneurship undertakings as valuable functionings using the capability approach. furthermore, by examining factors that affect agripreneurship perception and intention, the study offers fresh policy insights for youth entrepreneurship and employment creation in the agricultural sector. keywords: agriculture; capability approach; agripreneurship perception; agripreneurship intention; youth entrepreneurship introduction youth unemployment is a major macroeconomic challenge facing nigeria. according to the national bureau of statistics (2020), over 63% of nigeria's youth are either unemployed or underemployed. therefore, it is not surprising that the nation has experienced an upsurge in extreme poverty, insecurity, terrorism, and political instability over the past several years (edomwonyi-otu & edomwonyi-otu, 2020). this is because the high unemployment rate has caused the youth of nigeria to become increasingly frustrated. fortunately, the nation has huge potential to meet its expanding food demand while addressing the issue of youth unemployment thanks to its 74 million hectares of fertile land (inyeinyang & ukpong, 2019). agriculture can be used to increase job prospects for young people in nigeria (lyocks, lyocks, & kagbu, 2013; adesina & favour, 2016), though the sector's expansion has been hampered by issues with production. for instance, the food and agriculture organisation of the united nations (2020) stated that nigeria loses over 10 billion dollars in export potential each year from groundnut, palm oil, cotton, and cocoa alone as a result of the continual decline in their production. additionally, due to its underdeveloped agro-industrial sector, nigeria imports completed items and exports raw agricultural commodities (oxford business group, 2019). on the other hand, the challenges of the agricultural sector indicate massive opportunities for young entrepreneurs to step in, identify market frictions, and convert them into business research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.12226&domain=pdf https://orcid.org/0000-0001-5556-9681 https://orcid.org/0000-0001-6566-5394 international j. of management, entrepreneurship, social science and humanities 95 opportunities, thereby enhancing productivity and job creation. they are better positioned to restructure the industry for higher productivity and growth through innovation and entrepreneurship (omeje, jideofor, & ugwu, 2020). hence, agriculture is one of the most strategically important industries to use in order to drive job creation and youth employment. this means that in order to effectively harness the potential of agriculture, young people must actively participate in the sector. however, it has been noted that agriculture is plagued by persistent youth indifference, which results from nigerian youth's negative perception and bad judgement of the sector. for example, adesina and favour (2016) note that due to the variety of obstacles standing in the way of nigerian agriculture's development, the industry appears unappealing and unprofitable to many young people, deterring their easy integration into strategic agricultural endeavours in nigeria. this study investigated the perception of young nigerians towards agricultural entrepreneurship (agripreneurship), their intention to venture into agripreneurship and the determinants of such. it further explored agripreneurship as a valuable function among nigerian youth. ultimately, this paper offers policymakers and other stakeholders insights on effective strategies for boosting the engagement of young people in agripreneurship and, consequently, tackling the perennial problem of youth unemployment. literature review the development of entrepreneurship is seen as a powerful force for promoting economic growth and job creation (polas et al., 2021). in the context of agriculture, entrepreneurship entails seeing possibilities along all value chains and mobilising resources to take advantage of them, generating value and reaping the benefits. the phrase "agripreneurship," a combination of the words; agriculture and entrepreneurship, captures this concept. for nigeria, the agricultural sector has great prospects for youth participation through entrepreneurship (adeyanju, mburu, & mignouna 2021). the talents and efforts of young people must be utilised in order to effectively maximise nigeria's agricultural economy (pelzom and katel, 2018; adeyanj et al., 2021). the poor youth engagement in agriculture stems from numerous obstacles that make agriculture economically unappealing to them. for instance, umeh et al. (2020) found that a household’s annual income exhibited a statistically significant influence on the agripreneural decisions among the youth, while nnadi and akwiwu (2008) observed that educational attainment, parents' work, and parents' farm income affect agricultural participation. training in agribusiness has a substantial impact on the performance of young entrepreneurs in agricultural activities, claim adeyanju et al. (2021). also, the development of entrepreneurial ventures is greatly hindered by a lack of sufficient knowledge and information gained through increasing access to education, technical training and intellectual resources that are encapsulated in agriculture intervention and entrepreneurship programs (umeh et al., 2020). moreover, adesina and favour (2016) identified inadequate training facilities, low-profit margins, and a lack of agricultural equipment and machinery as constraints to youth agric participation. according to researchers like inegbedion and islam (2021) and mkong et al. (2021), students' involvement in agripreneurship is influenced by where their family lives, with living in a rural location positively correlated with agripreneurship involvement because it increases the likelihood that they will have access to land for agricultural production. other studies (kanan, 2012; shiwa, 2014; abera et al., 2020; jeil et al., 2020; jha et al., 2020) have discovered that the lack of an agricultural market tends to inhibit agripreneurship perception and intention because both current and potential agricultural investors will be demotivated to produce if there is no assurance that their outputs will not be wasted, and because there will be a decreasing expectation for revenues and profits. international j. of management, entrepreneurship, social science and humanities 96 additionally, lumen (2020) established that the degree to which institutional financial support is perceived to be a problem (especially for agripreneurs) could significantly affect their intention to venture into agripreneurship. akpan (2010) also noted that factors affecting rural nigerian youth involvement in agriculture include inadequate availability of credit facilities, lack of agricultural insurance, initial capital, and production inputs. further research by abdullah and sulaiman (2013) revealed that government sponsorship and advertising at fairs and festivals also had a statistically significant impact on young people's involvement in agriculture. the assistance can come in a variety of forms, such as the provision of machinery for agricultural mechanisation (adesina & favour, 2016), grants and interest-free loans to farmers, extension services, subsidies on farm input, and tax exemptions on product sales (im & jeong, 2014). while muhammad-lawal et al. (2009) found that the lack of post-harvest infrastructures (such as storage, processing, and transport facilities) has diminished the appeal and profitability of the nigerian agricultural sector, kumar (2019) observed that poor infrastructures are one of the most significant obstacles facing agro-based firms, particularly those that are located far from urban centres where most of these facilities are readily accessible. despite the perception that both men and women are uninterested in agriculture, ambrose and zake (2015) found that women are most impacted by cultural and gender norms, while schneider and gugerty (2010) found that women have been most excluded from the agricultural industry because of their cultural restrictions on access to and ownership of land. similarly to this, coker et al. (2017) discovered that gender inequalities in resource access, use, and competitiveness in the agricultural sector have been significant obstacles that continuously prevent nigeria and africa's overall goal of food availability and inclusive growth from being realised. while inegbedion and islam (2021) claimed that the majority of undergraduate youths who are presently enrolled in agricultural courses are driven by their perceived own ability/competence to successfully oversee an agricultural business as well as what they believe is the effect of agriculture on their long-term career progression, mkong, et al. (2021) further revealed that students' inclination for entrepreneurial endeavours in agriculture is mostly determined by their existing educational advancement (level). scholars have also observed that perception has a role in influencing young people's intentions to engage in entrepreneurship in both developed and emerging nations. for instance, cheteni (2016) observed that poor youth agricultural engagement is caused by young people's unfavourable impressions of agriculture, which they frequently regard as an unattractive industry. according to ikuemonisan and akinbola (2021), students' evaluations of their learning significantly influenced how likely they were to participate in agripreneur activities. generally speaking, people's decisions to enter a profession are greatly influenced by their perceptions of their own capabilities (priyaraj, 2017; ng'atigwa et al., 2020). a number of factors were identified as potential determinants of youth perception and intention towards agripreneurship. these factors, indicated in table 1 below, are also in tandem with the capability approach, which served as the theoretical framework for this study. table 1. potential determinants of youth perception and intention towards agripreneurship government support abdullah & sulaiman, 2013; im & jeong, 2014; adesina & favour, 2016. institutional financial support akpan, 2010; lumen, 2020 markets for agric products kanan, 2012; shiwa, 2014; abera et al., 2020; jeil, et al, 2020; jha, et al. 2020 international j. of management, entrepreneurship, social science and humanities 97 infrastructural deficiency kumar, 2019, muhammad-lawal, et al., 2009. agriculture intervention and entrepreneurship programs umeh et al., 2020; adeyanju et al., 2021; adesina & favour, 2016. family income background umeh et al., 2020; nnadi and akwiwu, 2008. undergraduate course of study (mkong, et al., 2021; inegbedion & islam, 2021) gender inequality coker et al., 2017; addo, 2018 in light of the above, the following hypotheses are proposed: the core beliefs, motivations, expertise, skills, inventiveness, and spirit of independence necessary for taking an active role in entrepreneurship will be instilled in students and agripreneurs through participation in agric intervention programmes like fadama graduate unemployed youth and women agripreneur support (fadama-guys), n-power agriculture (nagro), nysc skills acquisition & entrepreneurship development (saed) in agriculture, youth agricultural entrepreneur programme (yagep), youth employment in agriculture program (yeap) (umeh et al., 2020; adeyanju et al., 2021; adesina & favour, 2016). hypothesis 1: participation in entrepreneurship and agric intervention programs positively influence youth's perception and intention towards agripreneurship engagement. this mostly relates to undergraduate courses in agriculture. according to inegbedion and islam (2021), the majority of undergraduate students currently enrolled in agricultural courses are motivated by their perceptions of their own abilities for running an agricultural business, and the impact agriculture will have on their long-term career development. hypothesis 2: the course of study pursued by young nigerians affects their perception and intention towards agripreneurship engagement. the justification for this is that individuals with higher income levels will be in a more advantageous position to generate the capital necessary for agribusiness start-up and subsequent expansion, while those with financially well-off family members or parents are more likely to receive greater financial support to establish an agribusiness or when they're in need of extra capital for expanding their business (umeh et al., 2020; nnadi and akwiwu, 2008). hypothesis 3: higher family income is positively associated with youth's perception and intention towards agripreneurship engagement. the reasoning for this is that the availability of an agricultural market typically encourages agripreneurship perceptions and willingness as current and potential agricultural investors will be encouraged to produce with confidence that their products are not going to waste, and when a greater number of markets are established for the trading of agricultural produce, there will be a greater expectation for income and profit (kanan, 2012; shiwa, 2014; abera et al., 2020; jeil et al., 2020; jha et al. 2020). hypothesis 4: perceived availability of markets positively influences youth's perception and intention towards agripreneurship engagement. international j. of management, entrepreneurship, social science and humanities 98 the justification for this is that inadequate post-harvest infrastructures, such as processing, distribution, and transportation networks, will erode the allure and economic viability of agricultural businesses, especially for enterprises that are located far from metropolitan areas where the majority of these services can be found (muhammad-lawal et al., 2009; kumar, 2019). because they will likely have a bad impression of agriculture as a business, young people will probably be less inspired as a result of the country's rapidly deteriorating infrastructure. hypothesis 5: perceived access to infrastructural facilities positively influences youth's perception and intention towards agripreneurship engagement. youth agripreneurship participation will be influenced by their perceived government support and promotion through the provision of machines for agricultural mechanisation, grants and interest-free loans to farmers, the availability of extension services, subsidies on farm input, and tax exemption on the sales of agric products (im & jeong, 2014; abdullah & sulaiman, 2013; adesina & favour, 2016). hypothesis 6: perceived availability of government support significantly influences youth's perception and intention towards agripreneurship engagement. this is supported by the findings that women have been most deprived of the agricultural business due to disparities in gender norms and cultural restrictions regarding ownership and access to land (ambrose & zake, 2015; coker et al., 2017; schneider & gugerty, 2010). hypothesis 7: gender inequality significantly affects one’s perception and intention towards agripreneurship engagement. the underlying premise is that youth's perception of institutional financial support (such as having access to credit facilities, the provision of agricultural insurance, and initial capital support) as a problem, particularly for agripreneurs, can have a significant impact on their decision to engage in agripreneurship (akpan, 2010; lumen, 2020). hypothesis 8: perceived institutional financial support significantly affects one’s perception and intention towards agripreneurship engagement. empirical gap while some studies have investigated youth agricultural perception and participation in different parts of nigeria, there is little or no study providing a nationwide assessment of the disposition of young people towards agripreneurship. furthermore, none of the available studies engaged the capability approach, which is considered a comprehensive framework for analysing issues. thus, apart from offering a more recent insight into youth agripreneurship engagement, this study provides a nationwide view of the situation while engaging a comprehensive framework. the study further explores agricultural entrepreneurship as a valuable function among young nigerians. theoretical background: sen’s capability approach sen's capability approach served as the theoretical foundation for this investigation. sen's theory lays more emphasis on the intrinsic value of people, which may be increased by enhancing each person's capabilities throughout the process of national development. sen contends that the international j. of management, entrepreneurship, social science and humanities 99 primary goal of development should be a person's freedom to live the life they have reason to value and that economic measures should be viewed as a means of achieving this. the capacity approach emphasises a person's opportunities or freedoms to accomplish particular beings and doings that they have a reason to value (known as functionings) (sen, 2011). a person's "achieved functionings" are those capacities that they have effectively pursued and attained (alkire, 2008). for instance, it might be claimed that a graduate who is running a profitable agribusiness has achieved the functioning of an agripreneur. as a result, the capabilities approach functions as a theoretical viewpoint that may be applied as a useful tool for assessing institutions, policies, services, and social systems. conversion factors in agripreneurship participation sen emphasised the crucial part that conversion factors—personal, societal, and environmental—play in a person's attempt to transform a given resource—or resources—into realised functioning. a patriarchal culture, for instance, may limit a girl's feeling of agency or her capacity to engage in agricultural business (roomi, rehman, & henry, 2018). application of the capability approach to agripreneurship getting young nigerians involved in agricultural entrepreneurship has received a lot of attention recently as a way to successfully combat the ongoing issue of youth unemployment. while there is no doubt that this is a positive move, there is little focus on the capabilities (opportunities) that are available for young people to participate in and thrive in agricultural business formation. the capabilities approach may therefore shed light on a variety of elements that are essential to ensuring that young and prospective agripreneurs achieve true success because it is a comprehensive framework. agripreneurship as a valued functioning: it is critical to research agripreneurship among young people as a valued functioning in light of the influence of motivation on business success (amit & muller, 1995). this will, among other things, assist in determining if young nigerians have good reason to value agricultural entrepreneurship. additionally, it can shed more light on the reasons why young people do not favour agricultural engagement. research method this study used a mixed research methodology combining quantitative and qualitative approaches to data collection (turnbull, chugh, & luck, 2021). essentially, the primary quantitative data were collected using online survey questionnaires, while the primary qualitative data were gathered through an online survey (open-ended questions) and semi-structured interviews. the goal of the qualitative data collection was to give participants the freedom to freely express their opinions, perceptions, and intentions regarding agricultural entrepreneurship in nigeria (cresswell & plano, 2017). in contrast, the quantitative data were extracted with the goal of quantitatively estimating the coefficients of the various determinants of both youth agripreneurship perception and intention with additional evidence from nigeria. using a purposeful sampling technique, eight interviewees were selected for the semistructured interview. these include four recent graduates (potential agripreneurs), four established agripreneurs (operating in various parts of the agric value chain), and one entrepreneurship educator/expert with extensive experience in several youth agricultural programs. this particular interviewee played a significant role in presenting a comprehensive viewpoint on the subject. international j. of management, entrepreneurship, social science and humanities 100 the most recent graduates were chosen because they had to have completed entrepreneurship education, which is a prerequisite for all nigerian tertiary institutions, and because they would either look for employment or start a business after completing their one-year national youth service. the study utilised stratified and snowball sampling techniques. a snowball sampling technique was used to contact participants in each geopolitical zone to ensure the sample was evenly distributed across the country. the overall population was divided into six strata, each of which represented a geopolitical zone in nigeria. a total of 1,000 individuals received the survey questionnaire. the sample size was calculated using the taro yamane scientific formula which is given as: 𝑛 = 𝑁 1+𝑁(𝑒2) …………………………………………………………………………………………………………………………..(1) 𝑛 = 600,000 1+600,000(0.052) n=400 where: n is the population (600,000 youths was the population for the study) 1 is the constant e is the degree of error expected (0.05) n is the sample size? table 2. selection process of respondents geographical region no. of participants percentage distribution of participants north-central 185 18% north-east 177 17% north-west 150 15% south-east 99 10% south-south 122 12% south-west 281 28% total 1013 100% the responses were coded from "1" to "5" in a progressive manner as they swung from ‘strongly disagree’ to ‘strongly agree’. linear regression model given a collection of explanatory factors, the linear regression model in equation (2) was chosen to predict young people's perceptions of agricultural entrepreneurship (montgomery, peck, and vining 2013). 𝒀 = 𝜶 + 𝜷𝟏𝑿𝟏 + 𝜷𝟐𝑿𝟐 + ⋯ + 𝜷𝒌𝑿 + 𝜖 …………………………………………………………………………………………(2) where; y is the dependent variable, 𝑋1 … 𝑋𝑘 are the independent variables, 𝛽 = regression coefficients to be estimated 𝜖 = error term in the model. international j. of management, entrepreneurship, social science and humanities 101 multinomial response model based on the same variables used in the model above, manda et al. (2021)'s the multinomial response/multinomial logistic regression model was used to assess the intention to engage in agripreneurship. 𝐥𝐨𝐠𝐢(𝒀) = 𝜶 + 𝜷𝟏𝑿𝟏 + 𝜷𝟐𝑿𝟐 + ⋯ + 𝜷𝒌𝑿 + 𝜖 ………………………………………………………………………………..(3) dependent variables as noted in the variables coding section of this chapter, the dependent variables considered in this study are agriculture entrepreneurship perception score as well as the intention to start up an agriculture business. independent variables similarly, the independent/explanatory variables (set of predictors) considered in this study are government support, institutional and financial support, markets for agric products, technological infrastructure, course of study, agriculture intervention programmes, agriculture entrepreneurship programmes, gender, family income category, tribe and geopolitical zones. ethics considerations the institute for social development, the faculty of economics and management sciences board, and the senate of the university of the western cape all gave their approval to the study. before including them in the procedure, the participants were fully informed about the implications of the study and their consent was requested. additionally, all obtained data was handled with complete confidentiality and anonymity. findings and discussion first, the quantitative and qualitative data were analysed using spss (v. 24.0) and atlas.ti 9, respectively. reliability and validity of quantitative data the cronbach alpha reliability coefficient in table 4 was used to evaluate the internal consistency of all categorical variables (such as agriculture business is for the poor, entrepreneurship is for dull students, agriculture business is for the uneducated, entrepreneurship in agriculture is lucrative, nigeria is not safe for agripreneurs, agric profession is for old people, entrepreneurship is stressful, agric business is risky, agric business is highly capital intensive and the agric profession in nigeria is admirable) to ensure the replicability of the results when a similar survey is conducted on the subject matter using the same measurement scale (rose & johnson, 2020). in the submission of ursachi, horodnic and zait (2015), "a cronbach alpha score between 0.6 and 0.7 indicate an acceptable level" of reliability of the construct. the estimated cronbach alpha score for this study was 0.639 and fell within the acceptable level. table 3. testing for scale reliability using the cronbach's alpha approach cronbach's alpha cronbach's alpha based on standardised items n of items .639 .686 10 international j. of management, entrepreneurship, social science and humanities 102 reliability and validity of qualitative data the validity of qualitative data was ascertained by ensuring that the participants responded to the questions presented before them without having to deviate from the subject matter. in the event that the researcher was not clear about the responses provided by the interviewees, more clarification was sought. similarly, to provide accurate answers to the questions posed to the participants, there were several instances where the participants asked the interviewers to repeat some of the questions presented to them in the course of the interview. thus, the reliability of the data generated through the interview was ascertained by the level of clarity of both the questions and the answers provided during the entire interview process. another way to ensure the validity and reliability of qualitative data is to maintain a high level of accuracy in the transcription process (rosenthal, 2016). some of the semi-interview questions asked include: 1. tell me about your understanding of agricultural entrepreneurship. 2. would you consider being an agricultural entrepreneur in the nearest future? 3. do you consider agricultural entrepreneurship a desirable profession? 4. why should someone get involved in agricultural entrepreneurship? 5. what are the challenges facing agricultural entrepreneurs in nigeria? demographic characteristics table 4 below highlights the profile of the 1013 participants. table 4. demographic characteristics demographic characteristics frequency per cent age category below 20 6 0.6 20-25 341 33.7 26-30 666 65.7 gender category female 324 32 male 665 65.6 prefer not to say 24 2.4 youth agripreneurship perception the concept of " agripreneurship perception” refers to how people value, comprehend, or perceive agripreneurship based on their own personal, environmental, and social contexts. the study analysed how young people view agricultural entrepreneurship by asking participants if they consider it a business for the underprivileged and ignorant or as stressful, capital-intensive, dangerous, or lucrative. according to the research, 75.80% of young people reject the idea that agribusiness is only for the underprivileged. thus, the majority of young people think that people from different socioeconomic backgrounds can engage in agripreneurship. the notion that agripreneurship is exclusively appropriate for students with intellectual deficiencies was also rejected by 77% of the participants. this implies that young people now recognise the sector as offering promising chances. it is not just for people with weak academic standing; intelligent people can also benefit from it. given their level of mental acuity, youngsters have the potential to spot frictions in agro-value chains and come up with creative solutions, propelling the economy of the country by engaging in agripreneurship. the study also revealed that approximately 74.90% of respondents disagreed with the idea that agripreneurship is exclusively appropriate for those with no or little formal education. based international j. of management, entrepreneurship, social science and humanities 103 on the results, it appears that the majority of the youth surveyed are likely to view agripreneurship as a realistic career path. their exposure to entrepreneurial courses and the knowledge they learned throughout their undergraduate years, in addition to other conversion factors, may have influenced this perception. additionally, despite the sporadic shocks from unfavourable weather conditions, inadequate infrastructure, poor quality input resources, unstable prices of both input materials and final product, inadequate research and development efforts, and transportation and logistics issues (olukunle 2013; adesina & favour 2016; fao, 2020), about 75.40% of the participants dispelled the idea that agripreneurship is risky. moreover, roughly 78.80% of the respondents did not think that the agro sector required a lot of cash. this shows that they think they can start and run an agricultural venture even with a small amount of start-up money. in conclusion, it can be determined that, within the constraints of this study, the nigerian youth have a favourable attitude toward agripreneurship. this finding contradicts fabiyi et al. (2015), who observed a negative perception of agricultural activities among young nigerians. the change in perception may be attributed to the numerous youth agricultural programs being implemented by state and non-state actors in nigeria. as noted by one of the interviewees: the participation, if i were to measure, is increasing based on the various programmes that have been initiated by the government. there is enough incentive for young people to participate in agriculture. the participants' perception that agriculture is a practical means of creating jobs for young people also motivates them to engage actively in agripreneurship. this might have affected how they perceived agripreneurship as well. for instance, during the interview, one of the participants provided the following: based on the fact that there are limited job opportunities, nigerian youths are being encouraged to be job creators rather than job seekers, and there are several schemes by both the government and non-state actors to support young people in the space". another respondent, who is also an existing agripreneur, revealed the following; if we look at the demographic challenges we are having, especially with young africans and the amount of investment they are able to receive from their family and the government, agriculture is naturally the right way to start…we need to create opportunities outside megacities, and agriculture provides a path to do so. thus, agricultural entrepreneurship can serve as a cure for rural-urban migration, which has exacerbated unemployment and resource constraints in urban cities (obayelu et al., 2020) generally speaking, the qualitative interview corroborates the findings from the quantitative survey as young people increasingly perceive desirable opportunities in agriculture. as noted by a recent graduate, "agriculture business is not for the poor people. in fact, it is a lucrative business, and many people tend not to understand what agriculture is all about… i wish the youths can see that it is not just for the poor people or the uneducated ones". international j. of management, entrepreneurship, social science and humanities 104 table 5. perception of agricultural entrepreneurship among the youth statements neutral disagree agribusiness is for the poor 24.20% 75.80% agribusiness is for dull students 23% 77% agribusiness is for the uneducated 25.10% 74.90% agribusiness is risky 24.60% 75.40% agribusiness is highly capital intensive 21.20% 78.80% factors responsible for youth agripreneurship perception estimates from the linear regression analysis are presented in table 6. as indicated, the course of study, family income status, participation in entrepreneurship programmes, perceived market availability, and the availability of adequate infrastructure were the key determinants of young people’s perception of agripreneurship. entrepreneurship programs hypothesis 1 is rejected since the result revealed that participation in entrepreneurship and agric intervention programs negatively and insignificantly influences youth's perception and intention towards agripreneurship engagement. this result also invalidates the position of existing studies by umeh et al. 2020; adeyanju et al., 2021; adesina & favour, 2016; that participation in entrepreneurship and agric intervention programs can boost youth’s perception and intention towards agripreneurship engagement. when compared to youth who have not yet participated in an entrepreneurship program, the perception score of participants will rise by roughly 2.11 units. this shows how participants' perceptions of agripreneurship will be shaped by the knowledge and skills they acquire through the various entrepreneurship and skill-acquisition programs (adeyanju, mburu, and mignouna, 2021). this might also be explained by the fact that the participants might have learned the dynamics of agripreneurship through the skills acquisition and entrepreneurship development (saed) programme, which provides serving corps members with training during the required post-graduation national youth service time. course of study we fail to reject hypothesis 2 since the result reveals that the course of study pursued by young nigerians positively and significantly affects their perception towards agripreneurship engagement. this result supports the findings of inegbedion and islam (2021) that the majority of undergraduate students currently enrolled in agricultural courses are motivated by their perceptions of their own abilities for running an agricultural business and the impact agriculture will have on their long-term career development. the findings demonstrated that all other factors being equal, youth who took courses relevant to agriculture scored on average 1.07 points higher than youth who earned degrees in fields unrelated to agriculture. at a 95% confidence level, this is statistically significant. therefore, it follows that as the proportion of young people who took agriculture-related courses as part of their undergraduate degree rises, so will the proportion of young people who have a favourable opinion of agripreneurship. this is consistent with mkong et al. (2021), who noted that students' propensity for agricultural entrepreneurship is highly influenced by their academic engagement. similarly to this, inegbedion and islam (2021) stated that the majority of undergraduate students now enrolled in agricultural courses are influenced by their perceptions of their capacity to lead an agribusiness and the influence of agriculture on their career development. international j. of management, entrepreneurship, social science and humanities 105 household income this study found that when home income levels rose, youth perceptions of agribusiness decreased. in contrast to people from lower, middle-and higher-income classes, those from relatively impoverished households had greater positive agripreneurship perception scores. we, therefore, fail to reject hypothesis 3 given the finding that higher family income is positively and significantly associated with youth's perception and intention towards agripreneurship engagement. the result is in line with earlier findings of umeh et al. (2020) and nnadi and akwiwu (2008) that individuals with higher income levels will be in a more advantageous position to generate the capital necessary for agribusiness start-ups and subsequent expansion, while those with financially well-off family members or parents are more likely to receive greater financial support to establish an agribusiness or when they're in need of extra capital for expanding their business. availability of market hypothesis 4 is rejected since the result showed that the perceived availability of markets inversely influences youth's perception and intention towards agripreneurship engagement. the result contradicts the earlier positions of various studies (like kanan, 2012; shiwa, 2014; abera et al., 2020; jeil et al., 2020; jha et al., 2020) that the availability of an agricultural market typically encourages agripreneurship perceptions and willingness current and potential agricultural investors will be encouraged to produce with confidence that their products are not going to waste. the findings indicate a strong inverse association between young agripreneurship perception and the absence of agriproduct markets. youth favourable agripreneurship perception decreases by 0.679 units as the perceived scarcity of markets for farm products rises by one unit. therefore, a major increase in the market for agro-products may result in a more favourable impression of agripreneurship, while a lack of market opportunities may have the opposite impact. as noted by one of the interviewees: there is no accessibility to the market… little things like this tend to bring one's morale down. in developed countries like the united states, for example, even before they plant, they know the amount they will sell their produce. but in nigeria, you cannot even project. by the time you harvest, you will start looking for buyers… availability of adequate infrastructure according to the study, there is a positive correlation between the lack of infrastructure and youth perceptions of agriculture entrepreneurship. this suggests that the more youth believe there is a lack of infrastructure for agriculture businesses, the more positively they perceive agriculture entrepreneurship. hypothesis 5 is rejected since the result shows that perceived access to infrastructural facilities negatively influences youth's perception and intention towards agripreneurship engagement. since the whole agricultural value chain needs access to vital infrastructure and specific agro-processing technology to increase system productivity, this finding defies theoretical a priori expectations and previous empirical findings (muhammad-lawal et al., 2009; kumar, 2019; lyocks, lyocks, & kagbu, 2013; jha et al., 2020). the quantitative finding also contradicts the response of an interviewee who noted that, infrastructure remains a major challenge. sometimes when it rains, roads to the farm are not accessible. customers would try to avoid coming to the farm, no one would want to come to the international j. of management, entrepreneurship, social science and humanities 106 farm because the roads are bad, and they do not want their trucks and cars to get stuck. many of the transporters at this point would increase the fee because they already projected damages to their vehicle on the road. while the quantitative finding on infrastructure seems counterintuitive, one may see the lack of infrastructure deficiency as an incentive to innovate solutions to tackle these issues. taking this line of thought, it may appear that the nigerian youth might have found a way to convert constraints (problems) into business opportunities in the entire agricultural value chain. after all, effective entrepreneurs, among other things, are known for their ability to identify opportunities during turbulent situations (giones et al., 2020). findings on that government support, agriculture intervention programme, institutional and financial support the study found that government support, agriculture intervention programme, and institutional and financial support had no significant effect on youth agripreneurship perception. thus, hypothesis 5 is rejected, given that perceived access to infrastructural facilities insignificantly influences youth's perception and intention towards agripreneurship engagement. also, hypothesis 6 is rejected, given that the perceived availability of government support insignificantly influences youth's perception and intention towards agripreneurship engagement. finally, hypothesis 7 is rejected, given that gender inequality insignificantly affects one’s perception and intention towards agripreneurship engagement. further details are shown in table 6 below. table 6. factors affecting agripreneurship perception parameter b std. error t sig. intercept 36.120*** 0.909 39.738 0.000 undergraduate course agric 1.070** 0.420 2.550 0.011 non-agric 0a family income background poor 4.123*** 0.616 6.699 0.000 low income 2.953*** 0.395 7.473 0.000 middle income 2.804*** 0.375 7.472 0.000 upper income 0a participation in agric intervention program yes -0.175 0.295 -0.592 0.554 no 0a participation in agric entrepreneurship prog yes 2.109*** 0.397 5.311 0.000 no 0a lack of government support -0.225 0.180 -1.249 0.212 lack of financial support 0.218 0.183 1.193 0.233 lack of market for agric produce -0.651*** 0.142 -4.589 0.000 lack of agric infrastructure 0.489*** 0.163 3.005 0.003 dependent variable: agriculture entrepreneurship participation international j. of management, entrepreneurship, social science and humanities 107 youth agripreneurship intention the perception of young nigerians toward agribusiness should have an impact on their desire to actively engage in the sector. this is due to the fact that people generally do not desire to get involved with something that is viewed as being negative. a favourable perception will, therefore, probably result in a favourable intention. when asked whether they intended to launch an agribusiness in the near future, the results revealed that 75.1% of participants were in favour of doing so, while 9.3% had no interest in doing so. however, 15.6% of the participants were unsure whether to make such a choice. factors responsible for youth agripreneurship intention in nigeria it's important to note that the majority of the findings from the logistic regression analysis outputs are consistent with those from the study of the factors that influence young people's perceptions of entrepreneurship. according to the results, for instance, youth intention to establish an agribusiness was significantly influenced by participation in entrepreneurial training, the availability of the market for agro products, and family income. however, while there is an inverse relationship between family income status and the perception of agripreneurship, the study revealed a direct relationship between family income background and intent to launch a business, meaning that young people from wealthier families are more likely to do so than those from poorer families. table 8 demonstrates that, when all other factors are equal, the likelihood of a young person starting an agricultural business decline by 0.971 units if they come from a lower-income household as opposed to those from higher-income families. this further suggests that, in terms of family income background, the youth's impression of the agriculture sector does not necessarily convert into an ambition to start an agribusiness. as previously said, a student from a low-income household may have a positive opinion of agricultural entrepreneurship due to his or her family's farming history but may also show a lower intention since they lack the financial resources to launch a business. table 8. factors affecting youth agripreneurship intention variables b std. error wald sig. exp(b) intercept 2.495*** 0.838 8.872 0.003 lack of government support 0.091 0.168 0.293 0.588 1.095 no institutional financial support 0.126 0.172 0.541 0.462 1.135 no market for agric produce -0.368*** 0.142 6.732 0.009 0.692 lack of infrastructure -0.113 0.162 0.484 0.487 0.893 gender male 0.227 0.253 0.804 0.370 1.254 female(ref) 0b course of study agric-related 0.237 0.405 0.342 0.559 1.267 non-agric(base) 0b family income category poor -0.971** 0.482 4.059 0.044 0.379 lower-income -0.383 0.364 1.104 0.293 0.682 middle-income -0.308 0.351 0.766 0.381 0.735 upper income 0b participation in agric intervention program yes 0.367 0.255 2.074 0.150 1.443 no (ref) 0b international j. of management, entrepreneurship, social science and humanities 108 variables b std. error wald sig. exp(b) participation in entrepreneurship training program yes 1.330*** 0.273 23.672 0.000 3.781 no (ref) 0b sen's capability approach highlights the role of personal, social and environmental conversion factors in translating resources to achieved functioning (sen, 2011). in the situation while a person might have been predisposed (perhaps due to being raised in a rural or poor family) to have a positive perception of agricultural entrepreneurship, his or her decision to actually venture into the business (functioning) may be hampered by lack of the environmental conversion factor of financial constraints. thus, viewed through the capability lens, for an entrepreneurship programme to be effective, it should go beyond improving perception to actually making sure that financial and other hurdles are removed from the path towards agripreneurship. this is consistent with the findings of umeh et al. (2020), who found that raising a household's annual income has a statistically significant impact on future agricultural decisions. the extended model for entrepreneurship participation (figure i) clearly illustrates the role that conversion factors play in this process. figure 1. an expanded model for agripreneurship participation (adapted from robeyns (2005, p.98) as indicated in the figure, the nigerian government and other stakeholders need to take a comprehensive approach to improve youth perception and engagement in agripreneurship. while the introduction of entrepreneurship education programmes and agricultural training steps in the right direction (akhmetshin et al., 2019; cui, sun & bell, 2019; iwu et al., 2021), they are not sufficient to engender increased youth agripreneurship engagement. sen's capability approach helps to x-ray several factors required for the effective implementation of development programmes. considering the multiplicity of threats (like security, lack of finance, and inadequate infrastructure), there is a need to ensure that aspiring agriprenurs have ample support mechanisms (barki et al., 2020; sagath, van burg, cornelissen, 2019). scholars like elnadi &gheith, 2021 have international j. of management, entrepreneurship, social science and humanities 109 stated the need for the development of an entrepreneurial ecosystem with adequate infrastructure, support structures, and culture that enhances students' self-efficacy and intention to become entrepreneurs. qualitative analysis of agricultural entrepreneurship as a valuable functioning the concept of functioning is emphasised in the theoretical framework of this study (sen's capabilities approach). as noted earlier, they are the many worthwhile doings and beings (conradie, 2013). the idea encompasses a range of pursuits and situations that are treasured by those who partake in them. the capacity approach's main goal is to increase these opportunities. being able to start an agribusiness or being an agripreneur are examples of functioning. the main focus of this study is on the elements that inspire people to engage in agripreneurship. that is, what motivates (welter & scrimpshire, 2012) people to undertake agricultural entrepreneurship? in the course of this research, a number of such factors were established as key stimuli for starting an agribusiness. eradicating poverty and malnutrition through agricultural entrepreneurship one of the factors that move people to venture into agricultural entrepreneurship is the desire to eradicate poverty and malnutrition. this implies some people derive value from being able to contribute towards ending poverty and malnutrition using agriculture. as noted by the following respondent: first, i came from a poor background, and growing up, i realised and understood that there is a need to produce food at a cheap level. secondly, i also observed that there is a low quality of food-producing firms in nigeria. why? because there is no standardisation and regulation for the companies, and people also do not really care about what they eat. one of the motivations is to provide quality and nutritious foods for people in nigeria. these are the two major factors that motivated me in that field. another one is the need for food security. no one can stay actually without food. the above finding is in tandem with the findings of scholars like bairwa, lakra, kushwaha, meena and kumar (2014), who argue that people venture into agriculture with the aim of eradicating poverty since they will be able to provide food and generate income to meet their daily necessities. agricultural entrepreneurship as a vehicle to express one’s passion aside from the need to tackle the menace of poverty and malnutrition, agricultural entrepreneurship also serves as an opportunity to express one’s passion/interest. for instance, an individual can develop a significant interest in a specific aspect of agriculture like beekeeping, fish farming, pig farming etc. on the other hand, an individual may have a specific interest in areas of crop production such as cereals and pulses (like garden peas) and perennial crops, and field crops. thus, agricultural entrepreneurship offers individuals an opportunity to pursue their passion/interest (functioning). as indicated in the following responses: when i started, i could say i stumbled into my passion a few years ago; i think in 2015 when i came back from the united states. later on, i saw an advert relating to farming poultry farming precisely. i believe then that it would be a lot of fun... i am passionate about the agric business… international j. of management, entrepreneurship, social science and humanities 110 other scholars have emphasised the role of passion in entrepreneurial engagement (chandra, tjiptono & setyawan, 2021). in the face of inevitable challenges along the way, the entrepreneurs' passion motivates them to persevere in their businesses (kabwe et al., 2018). agricultural entrepreneurship as a vehicle for freedom another noteworthy aspect of agricultural entrepreneurship as a valuable function is that it provides individuals with a chance to express their freedom (fatoki, 2014). people can, for instance, exercise their right to be their own boss or manager by engaging in agripreneurship (lópez-meri et al., 2020). additionally, agriculture entrepreneurship presents an opportunity for people to manage their time and create a customised way of working. unlike employees in an organisation, they are not influenced by any supervisor. in order to be more independent and apply their own working methods, people engage in agribusiness (alam, senik, and jani, 2012). according to a respondent: my husband's job was very intense, and i knew i could not do some jobs because i stayed on the mainland, and most of the jobs were on island. i could not do a job that would take away the time i have for my children since my husband was already busy. so, i started thinking about what i can do. …i would not have to work for anyone. so, i would design my business. basically, that is how i started my farming business…i needed a job; i needed something that would give me time, and farming popped up. resource control is another aspect of the independence that agripreneurs, the majority of whom are sole entrepreneurs, enjoy. these people make decisions about how the company's resources will be acquired, distributed, and efficiently managed without any type of unjustified interference from a higher authority. they decide how earnings will be made, and utilised, what portion will be invested in the company for growth, and what portion will be set aside for the owner's direct income (eniola, 2021). conclusions this empirical study has investigated the perception of young nigerians towards agricultural entrepreneurship, their intention to venture into agripreneurship and the determinants of such. it further explored agripreneurship as a valuable function among nigerian youth. the research established that, within the time of this study, nigerian youths display a positive perception and intention towards agripreneurship engagement. it also found that participation in entrepreneurship programs, course of study, family income, perceived availability of markets, and infrastructural facilities were significant determinants of youth’s agripreneurship perception and intention. on the other hand, it was found that government support, infrastructure, agriculture intervention programme, institutional and financial support, gender, tribe and geopolitical zones had no significant effect on youth agripreneurship perception. while qualitatively exploring agripreneurshio undertaking as a valuable functioning, the study found that the freedom to control one’s time, the expression of one’s passion, and the need to eradicate poverty are reasons young nigerians value agricultural entrepreneurship. one interesting finding is that although poor family background predicts positive agripreneurship perception, it does not predict an intention to start an agribusiness. this is, perhaps, because financial resources are a critical capability for translating positive perception into action. the result suggests that the government, financial institutions, and other stakeholders should ensure that young nigerians have access to financial resources and other capabilities needed to engender successful entrepreneurship functioning. using the sen capability approach, which international j. of management, entrepreneurship, social science and humanities 111 points out a multiplicity of conversion factors, this paper argues for a comprehensive approach towards youth agricultural entrepreneurship development and job creation. theoretically, this study broadened sen's capabilities approach by taking into account significant elements that influence young people's involvement in agricultural entrepreneurship. the expanded model for agripreneurship participation thus serves as an inclusive model worthy of being adopted by subsequent research. additionally, the empirical findings of this study provide researchers, policymakers, and other stakeholders with insightful inputs on efficient mechanisms for agricultural entrepreneurship development and job creation. limitation & further research this study is limited by its focus on only recent graduates. considering that many nigerian youth do not have the luxury of tertiary education, there is a need to extend the study to non-college graduates. future research can reveal the experiences of non-college graduates and the best ways to encourage young agricultural entrepreneurship and job creation among them. there may also be a need to extend the research to other african countries since agricultural entrepreneurship can help to tackle the perennial problem of youth unemployment across the continent. references abdullah, a. a., & sulaiman, n. n. 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(2023) corresponding author’s email: intanputricahyani@gmail.com international journal of management, entrepreneurship, social science and humanities, specific issue: vol. 6 no. 1 (2023) https://doi.org/10.31098/ijmesh.v6i1.1348 digital storytelling in cultural tourism: a sustainable communication approach at the lasem heritage foundation intan putri cahyani1* , puri bestari mardani2 , yuliani widianingsih3 1,2,3 universitas pembangunan nasional veteran jakarta, indonesia received : february 9, 2023 revised : may 2, 2023 accepted : may 5, 2023 online : may 6, 2023 abstract responsible cultural tourism requires a sustainable approach that includes preserving cultural values while promoting economic and environmental sustainability. this study examines why the lasem heritage foundation chose digital storytelling as a form of sustainable communication for managing cultural tourism and how it aligns with sustainable communication principles. using a case study approach and qualitative methods, data were collected through interviews, observation, and literature review. findings indicate that digital storytelling is an effective approach to managing cultural tourism for the lasem heritage foundation, as it provides lasting impact and message amplification. their instagram and website with "kesengsem lasem" as tourism branding have helped the foundation communicate and amplify their cultural values to the public and promote sustainable tourism practices to wider audiences. furthermore, the foundation's use of digital storytelling as a sustainable communication approach in managing cultural tourism effectively conveys lasting messages and helps reinforce the cultural values and environmental sustainability of the destination. these include (1) ecological trust in their website articles, (2) ecological access in their social business programs, (3) ecological disclosures in the use of instagram and website as the leading platform of digital storytelling & communication tools with all stakeholders, and (4) ecological dialogues in their preservation class, series of learning clinic, and a particular program called to travel for all. future research should expand the number of informants and consider additional data collection methods such as focus group discussions and content analysis of digital platforms. keywords: cultural tourism; digital platform; digital storytelling; lasem heritage foundation; sustainable communication introduction with the nicely packaged tourism branding "wonderful indonesia”, indonesia has gained recognition as a country with diverse tourism destinations, including cultural tourism. cultural tourism is a significant sector in sustainable development as it embodies a region's historical values and reflects a society's diversity and identity. in recent years, cultural tourism has gained popularity as a viable option for tourism in indonesia. tourism is an essential sector in nation-building where in the process, tourism builds value both for the community, the organization, and, more broadly, for the country (syarifuddin, 2016). as a region within the administrative regency of rembang in central java, lasem is famous for its peranakan culture and its rich artistic and historical heritage (darmayanti & bahauddin, 2020; pramono & mutiari, 2016). in recent years, the lasem heritage foundation, a non-government organisation, has emerged as a key player in the preservation of lasem's heritage through its various initiatives, including promoting lasem tourism and discovering lasem as a tour operator through its kesengsem lasem division. its efforts have successfully attracted tourists, including celebrities, activists, researchers, and foreign tourists, to visit lasem. the foundation has also collaborated with several organizations, such as the ministry of education and culture, the ministry of tourism and creative economy, and unesco, to become a national cultural heritage area. this collaboration is an effort by lasem, little china, to become a national cultural heritage area (lukiarti & widodo, 2021). research paper https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i1.1348&domain=pdf international j. of management, entrepreneurship, social science and humanities 46 to communicate lasem as a cultural heritage city, the lasem heritage foundation has employed various digital platforms, especially social media, to showcase its cultural heritage. they regularly upload on instagram feeds and stories. not infrequently, they also hold instalive or zoom meetings. one of the highlights is the "stories of nyah lasem" exhibition, their hybrid exhibition in november 2021. the exhibition narrative focuses on the life history of madame in lasem, a legacy of the peranakan culture. figure 1. hybrid exhibition “cerita nyah lasem” source: lasem heritage foundation additionally, the foundation has collaborated with traval.co in a virtual program, menyusuri jejak batik tiga negeri di lasem, that explores the traces of batik from three countries. this program invites participants to learn about the unique features of lasem's three-country batik, which is still made by hand using ancient batik techniques by batik makers in lasem. through traval live and the stories of the great people in lasem, people are invited to learn a lot about batik, that each color in the batik of the three countries has a meaning. each motif is on a batik tiga negeri, such as mount ringgit pring, asem-aseman, chrysanthemum flower, sekar jagat, kendoro kendiri, or the ancient kawung baganan. it has its own story; the origins of batik from the three lasem countries are long to tell, summarizing the history of indonesia to the cultural diversity of many nations. international j. of management, entrepreneurship, social science and humanities 47 figure 2. virtual tour “batik tiga negeri di lasem” source : traval.co as the title suggests, this virtual tour explores the traces of batik from three countries, lasem's iconic signature. meanwhile, on traval live, virtual tour participants will be invited to exciting places spread across several villages in lasem through videos and conversations with lasem residents, especially batik makers, for about two hours. lasem's typical three-country batik has unique features because it is still made by hand (handmade, written) by batik makers. some even still use ancient batik techniques. this live experience will invite tour participants to walk through the small alleys, the ancient chinatown complex that has existed since the 18th century, to visit the homes of batik makers. virtual tour participants even had the opportunity to have long conversations and ask questions about batik from the three countries to batik legends in lasem. three people from three batikmaking families from three countries are representatives. they are renny priscilla (fifth generation) from maranatha ong's art batik house, ekawatiningsih (sixth generation) from lumintu batik house, and rudi siswanto (sixth generation) from kidang mas batik house. the digital storytelling carried out by the lasem heritage foundation is curated on kesensem lasem's instagram, which currently has around 11,000 followers as of march 2022. international j. of management, entrepreneurship, social science and humanities 48 figure 3. instagram account of lasem heritage foundation source: lasem heritage foundation in recent years, storytelling has emerged as a popular approach to enhance the tourist experience. almost all regions in indonesia have attractive tourism potential, but not all are well narrated to tourists (ibo, 2019). according to nur alam in bakti et al. (2019), storytelling can make tourist attractions more engaging and create curiosity among potential visitors. by incorporating storytelling into tourism promotion, the lasem heritage foundation aims to increase visitors' knowledge, attitude, and behavior toward lasem's cultural heritage. responsible cultural heritage tourism concerns the destination's environmental and economic sustainability and cultural values. the cape town declaration on responsible tourism makes at least three points related to heritage and cultural preservation. first, making a positive contribution to heritage preservation, and second, connecting tourists with locals for greater cultural understanding. thirdly, being culturally sensitive; increases local pride and selfconfidence. in short, responsible tourism needs to be sustainable in every aspect possible (poetry, 2021). human activities make a contribution to unsustainable development and lead to many environmental and social issues. lifestyle and consumption patterns are significant reasons for international j. of management, entrepreneurship, social science and humanities 49 unsustainability. this is due to the fact that the current behavior patterns reinforce the values that inspire individuals to consume rather than conserve, including cultural tourism (sterling, 2001). although communication for sustainable development is like other communication approaches in some ways, it is particularly effective in building bridges across numerous stakeholders. however, there are still some challenges that still need to be overcome. for instance, the application of communication in sustainable development is not achievable because of the properties of current media and message design, the practices adopted for the application, and finding approaches to assess the impact (genç, 2017; paolini & blas, 2014). the reason why communication is fundamental for sustainable development can be explained by considering the character of sustainability. firstly, societal discourse is fundamental to offering legitimacy in sustainable development. secondly, sustainability is a relatively complex problem that requires overcoming particular societal communication. this follows the principle of sustainable communication, where sustainable communication has ecological sustainability as its focus point (kilbourne, 2004; ijatuyi & olatunde, 2013). the use of digital storytelling in cultural tourism is a relatively new concept that has gained popularity in recent years. the digital format allows for greater flexibility in sharing stories, reaching a wider audience, and creating interactive and immersive experiences for visitors (park et al., 2018). moreover, digital storytelling is an effective approach to preserving and communicating cultural heritage, particularly for places with limited resources for physical preservation (vilalta et al., 2019; hinyard & kreuter, 2007, miller & pennycuff, 2008). however, while digital storytelling has become increasingly popular in cultural tourism, there is still a need for theoretical and conceptual support. several previous studies have focused on the use of digital storytelling in tourism promotion (e.g., chen et al., 2018; gretzel et al., 2015, munar, 2018; mutuveloo et al., 2020), but there is a limited understanding of the role of digital storytelling in preserving cultural heritage. related to every content in the digital storytelling of the lasem heritage foundation, the key messages always consist of two points. firstly, historical value education about lasem as a small china town, which has a unique identity and cultural diversity, and an invitation to preserve cultural tourism is an important key in sustainable communication. some academic and nonacademic researchers have made lasem a research idea concerning history and culture. lasem keeps a lot of exciting stories that are not enough to be seen only but need to be explored from various perspectives so that they can be better understood. furthermore, while the lasem heritage foundation has attracted several tourists and visitors, including celebrities, activists, and researchers, it is important to consider the foundation's position within the cultural tourism domain. in this regard, it is essential to provide a theoretical and conceptual foundation for the study by citing previous researchers' work in the field of cultural tourism. the authors of this study contend that few studies have explored its potential to promote sustainable communication. this paper seeks to address this gap in the literature by investigating the role of digital storytelling in promoting sustainable communication in cultural tourism. in doing so, the authors aim to provide theoretical and practical insights for cultural tourism practitioners, policymakers, and academics interested in the potential of digital storytelling to promote sustainable communication. the novelty of this study lies in its focus on the lasem heritage foundation's use of digital storytelling as an approach and form for sustainable communication in managing cultural tourism. in this study, sustainable communication refers to the use of digital storytelling to promote lasem's cultural heritage while maintaining the integrity of the region's cultural values and practices. based on the description, researchers are very interested in studying digital storytelling as a form of sustainable communication by the lasem heritage foundation in managing cultural international j. of management, entrepreneurship, social science and humanities 50 tourism. this study aimed to (1) examine and analyze why digital storytelling was chosen as a form of sustainable communication by the lasem heritage foundation in managing cultural tourism and (2) review and explore how digital storytelling is assessed with the principles of sustainable communication. literature review over the past few years, storytelling has become a popular and effective tool in tourism, as it allows destinations and businesses to create a more meaningful and memorable experience for their visitors. previous studies suggest storytelling is an effective method of enhancing cultural tourism experiences. tourists seek more than just visiting a cultural site; they want to be engaged and understand the local history, culture, and traditions. cultural tourism storytelling offers a unique opportunity to convey the local culture, values, and traditions, enabling tourists to connect with the destination on a more personal and emotional level (lindawati, 2018; makela, 2000; pasupa, 2017). li et al. (2018) examined the impact of storytelling on tourist experiences in a cultural heritage site. they found that storytelling had a significant positive effect on tourists' emotional attachment, satisfaction, and loyalty toward the destination. this study highlights the importance of incorporating storytelling into cultural tourism experiences to enhance visitors' emotional connections to the destination. several studies have shown the positive impact of storytelling on cultural tourism. for example, a study by jiang et al. (2019) found that storytelling significantly enhanced tourists' emotional attachment to a destination, leading to increased satisfaction and a higher likelihood of return visits. similarly, another study by jang et al. (2018) found that storytelling increased tourists' understanding of local culture and history and enhanced their overall tourism experience. the evolution of storytelling in cultural tourism has been driven by advances in technology, changing visitor expectations, and the desire to create more immersive experiences. the use of technology such as virtual reality (vr), augmented reality (ar), and interactive installations have become more prevalent in cultural tourism. these technologies enable visitors to experience a site in a different way and can enhance the storytelling experience by providing a multi-sensory and immersive experience. in addition, studies have examined the use of storytelling to enhance visitors' experiences and engagement, with a focus on themes such as history, culture, and sustainability (utomo & kurniawati, 2021; vashist & anand, 2018; widodo, 2021; widianingsih & cahyani, 2020). moving into 2019, researchers continued to explore the role of technology in storytelling, with a particular emphasis on the use of social media platforms such as instagram and youtube to create and share travel narratives. researchers also examined the use of co-creation and co-design in storytelling, highlighting the potential for visitors to actively participate in the creation of stories and experiences. additionally, cheng et al. (2019) explored the role of digital storytelling in promoting sustainable tourism. they argued that digital storytelling could contribute to the sustainability of tourism by raising awareness of local cultures, promoting responsible behavior, and supporting community development. the study also highlighted the potential of digital storytelling in engaging and educating tourists on sustainable tourism practices. in recent years, there has been a shift towards more authentic and personal storytelling experiences. local communities are becoming more involved in the development of cultural tourism products and are taking ownership of their cultural heritage. this shift is reflected in the growing popularity of community-led cultural tours, where locals share their personal stories and international j. of management, entrepreneurship, social science and humanities 51 traditions with tourists. this trend highlights the importance of authenticity and the desire for more meaningful and genuine cultural experiences (gray, 2019, agustina, 2020; ahmad et al., 2019)). however, in 2020, the covid-19 pandemic forced many tourism destinations to reevaluate their storytelling strategies, with a shift towards digital platforms and virtual experiences. researchers explored the potential of these virtual experiences to reach wider audiences and engage visitors who may not have had the opportunity to visit in person. furthermore, studies have investigated the role of storytelling in promoting destination recovery and resilience. moving into 2021 and 2022, researchers have continued to explore the use of technology in storytelling, with a focus on the use of artificial intelligence (ai) and machine learning (ml) to personalize and tailor narratives to individual visitors. furthermore, studies have explored the role of storytelling in promoting sustainable tourism practices and raising awareness about environmental issues (park et al., 2021; santana et al., 2021). baggio et al. (2021) examined the role of storytelling in destination branding. they argued that storytelling could help create a strong brand identity for a destination by highlighting its unique culture, history, and values. the study also emphasized the importance of creating authentic and genuine storytelling experiences that resonate with visitors. finally, in 2022, buhalis et al. explored the use of artificial intelligence (ai) in storytelling for tourism. they argued that ai could facilitate the creation of personalized and interactive storytelling experiences for tourists based on their interests, preferences, and behavior. the study also highlighted the potential of ai in enhancing the efficiency and effectiveness of tourism marketing and management. meanwhile, cultural tourism is a tourism activity in which the tourist's important motivation is to learn, discover, experience, and consume the tangible and intangible cultural points of interest or products in a tourist destination. cultural tourism covers no longer just the consumption of the cultural products of the past itself. it also includes a contemporary culture or the 'way of life' of a people or place. cultural tourism can be regarded as a meeting between social systems and cultures which will produce changes in both of them (tour et al., 2003). culture can be understood as a whole of creations and works of humans, including objects resulting from human creativity. this aims to maintain and improve living standards, communicate, and make efforts to adapt to the environment. culture has concrete forms (tools, architecture, clothing, crafts, and others) and abstract forms (belief systems, knowledge, values, and norms). if culture is associated with tourism, which in popular terms is called cultural tourism, it can be explained that cultural tourism is a type of tourism inherited from our ancestors based on traditions, arts, ceremonies, and experiences of photographing a nation or ethnic group and its people, reflecting the diversity and the identity of a society (syarifuddin, 2016). tourism is part of a culture that includes three forms of culture, such as (1) tradition, local wisdom, and local genius from various tribes in indonesia, (2) various structures, life, and activities of traditional communities, including ritual processions; and (3) various handicrafts and arts; paintings, rattan, batik various kinds of food (culinary) preparations, which are closely related to regional potential and provide identity to the area (hariyanto, 2016). cultural tourism is a type of tourism whose purpose is to enrich information and increase knowledge about people's behavior in a region, in addition to getting satisfaction and entertainment from the cultural products of a nation, such as traditional dances and ways of life (the way of life), creations. one of these humans (`artificial supply) is art (syarifuddin, 2016). cultural values, including tourism cultural values, can be seen from five aspects, namely (1) human nature to see aspects of the meaning of human life; (2) human nature to see the meaning of human relations with the natural surroundings; (3) time aspect, to see human perception of time; (4) activity aspect, to see human perceptions about work and deeds; and (5) relationship aspects, to see human relationships with other humans (syarifuddin, 2016). international j. of management, entrepreneurship, social science and humanities 52 according to mcdonagh (1998), sustainable communication is characterized as "running towards a world in which humankind can preserve rather than dominate nature". it is argued that sustainable communication development differs from social marketing in two critical respects. while social marketing intends to influence the individual behavior of target audiences to improve their well-being and that of society, sustainable communication has ecological sustainability as its focal factor (kilbourne, 2004). such apparent functions are not recognized in marketing communications, and mcdonagh (1998) argues that they may be helpful for sustainability. during the 1980s, for instance, significant research was conducted on the promotion of energy conservation, and the journal of consumer research focused on the topic. some energy suppliers have also promoted energy conservation. it is clear that, while sustainability has no longer been a focal point, existing communication practices are not necessarily against it. however, extra is needed from a sustainability perspective as it requires a transformation of both practices and institutions. apart from changing practices, sustainable communication has moved society from excessive consumption to sustainable consumption as one of its goals (mcdonagh, 1998). this is a challenge to the accepted way of doing things and should be based on how current sustainability issues are structured. a restructuring of society may be necessary to make the community culturally sizable and strat to an ecocentric attitude. the social, organizational, and marketing obstacles to this are sizeable, and introducing sustainable communications requires a standard restructuring of the business, government, and financial system (kilbourne, 2004; jumena & amran, 2018). sustainable communication is an interactive social system of uncovering and removing ecological alienations between an organization and its public or stakeholders. based on the perception of totality or holism, it embraces conflict and criticism via the disclosure of information and access to and participation in policies, organizational methods, and structures that allow open dialogue. so by using 'green, eco-friendly or eco-communication', organizations build trust in the people in society's minds and enable a utopian approach to situations with a high level of environmental awareness and consensus about how humanity should exist. in order to realize ecological sustainability (mcdonagh, 1998). the four principles of sustainable communication are as followings. 1. ecological trust with the continuing loss of trust and confidence in businesses and organization leaders leading to an ecological legitimation crisis. the objective of sustainable communication is to rebuild that trust, if it ever existed, and set up it in society generally; 2. ecological access; in the risk society, the issue of openness and disclosure of information has emerged as a discussion point in terms of being a mark of organizations looking to create and build trust; 3. ecological disclosure; more and more organizations are publicly appraised by the public. they are judged by what they are willing to express freely about their activities; 4. ecological dialogue; in this respect, it reflects habermas' idealized speech act, but for ecology. companies that are credible and wish to engage in sustainable communication with their public need ongoing dialogue to help apprehend troubles and come to be ecologically meaningful (mcdonagh, 1998). digital storytelling has become a prominent form of communication in the tourism industry. as a result, it has influenced the way destinations and organizations communicate their cultural and natural heritage to tourists (kuncoro & wulandari, 2021; kurvinen & kankainen, 2003; lee & scot, 2019). according to chen et al. (2020), digital storytelling is defined as a technique that utilizes digital media tools to narrate a story. this technique allows for the integration of various international j. of management, entrepreneurship, social science and humanities 53 multimedia components, such as images, videos, and audio, to enhance the storytelling experience (kim & ko, 2018). one of the critical aspects of digital storytelling in the tourism industry is its potential to promote sustainable communication. sustainable communication refers to the development and dissemination of messages that promote sustainability while addressing the needs of stakeholders (kavaliauskiene & ruzgiene, 2020). mcdonagh (2018) defines sustainable communication as "the use of language and visual imagery to convey messages of environmental and social responsibility that enhance the well-being of both individuals and the planet." sustainable communication aims to create a dialogue between organizations and tourists, fostering mutual understanding and supporting sustainable practices. according to buhalis and amaranggana (2020), digital storytelling can contribute to sustainable communication by promoting the values of sustainability, authenticity, and responsibility. through digital storytelling, destinations can convey their sustainability efforts, promoting the conservation of natural and cultural resources while educating tourists on sustainable practices. in conclusion, digital storytelling has the potential to revolutionize the tourism industry by providing a powerful tool for communicating cultural and natural heritage. by adopting sustainable communication practices, destinations can use digital storytelling to promote sustainable tourism and foster mutual understanding between organizations and tourists. research method the present study employed a descriptive qualitative research design with a case study method to investigate the use of digital storytelling as a form of sustainable communication in managing cultural tourism by the lasem heritage foundation. the paradigm used in this study is constructivism, which emphasizes the subjective interpretation of social reality. the data were collected through in-depth interviews with three key informants, agni malagina (am) and baskoro pop (bp), founder and chairman of the lasem heritage foundation, and (3) yullia ayu (ya), pr and project manager of the lasem heritage foundation. additionally, the primary digital platforms managed by the foundation, their website and instagram, were observed and monitored. the data collected through the in-depth interviews and observation were analyzed using qualitative data analysis, which involved analyzing the data collected, classifying them into specific categories, interpreting the data, and theorizing to explain and argue the findings. the informants were chosen based on their roles and responsibilities in the foundation's management and their expertise in the use of digital storytelling in cultural tourism management. the selection of the informants was made based on purposive sampling, a non-probability sampling technique that involves selecting individuals who have the information and experiences that can help answer the research questions (bryman, 2017). the informants were assured of confidentiality, and their consent to participate in the study was obtained. to observe the indicators in the existing constructs in more depth, the study utilized in-depth interviews, which is a qualitative research method used to explore participants' perspectives and experiences on a particular phenomenon (charmaz, 2014). the interviews were conducted using an interview guide, which contained open-ended questions that allowed the informants to express their views and experiences about the use of digital storytelling in cultural tourism management. the interview was recorded and transcribed for data analysis. the data analysis involved coding and categorizing the data, interpreting the data, and drawing conclusions based on the findings. the study also utilized observation and monitoring of the foundation's digital platform, which provided insight into how digital storytelling is used in managing cultural tourism. the observation and monitoring involved tracking the foundation's website and instagram account to understand the content, frequency, and engagement of their digital storytelling approach. the data international j. of management, entrepreneurship, social science and humanities 54 collected through observation and monitoring were analyzed using content analysis, which involves systematically analyzing the content of communication (krippendorff, 2018). yin (2015) suggests several general strategies for case study data analysis, including informants in different lists, creating a matrix of categories and placing evidence into those categories, creating data analysis flowcharts and other tools to check the data in question, and entering informants into chronological order or using a particular time or group scheme. the authors utilized these strategies in the data analysis process to ensure the accuracy and reliability of the findings. findings and discussion the lasem heritage foundation is a community-based organization that aims to establish lasem as a world heritage city by preserving its cultural identity and promoting it as a cultural tourism destination. the foundation was founded in 2015 by the "kesengsem lasem" community, a group of cultural tourism activists, and was officially incorporated in 2018. “having a vision of participating in establishing lasem as a heritage city that reflects the cultural identity of lasem and its people, the lasem heritage foundation aims to make lasem a world heritage city. realizing lasem as a heritage city and a world heritage city.” am the missions of lasem heritage foundation are (1) strengthening the relationship between the lasem community and stakeholders at the local, national, and international levels, (2) inviting all elements of society to love and preserve lasem’s cultural heritage, (3) developing intentions and encouraging every individual or group who exist in the community to increase their respective abilities and creativity in order to welcome lasem as a heritage city and cultural tourism destination, (4) increase the active role of community elements in the utilization of cultural heritage in a sustainable, creative and sustainable manner, comfort and improve the quality of life for its inhabitants. the foundation has played a vital role in developing and managing cultural tourism in lasem through various programs, including learning clinics, preservation classes, travel for all, and social business programs such as discover lasem, pasar rakyat lasem, and batik tiga negeri virtual tour. additionally, the lasem heritage foundation collaborates with several government agencies and creative economy product partners to strengthen its network and further promote lasem as a cultural tourism destination. “we’re now in the process of restructuring lasem to be a national cultural heritage area in collaboration with the ministry of education and culture. ” -ya. the collaboration network owned by the lasem heritage foundation is quite strong, including (1) ministry of education and culture (2019-present): preparation of lasem old town – national cultural heritage area, odcb mapping, indonesian batik museum, 2021 fbk program, (2) ministry tourism and creative economy / tourism and creative economy agency (2019-present): training on tourism products, development of cultural arts and religious history tourism, virtual tour of batik tiga negeri, (3) ministry of public works and public housing (2018-2021) city ded reviewer pusaka lasem, (4) creative economy product collaboration jerawood (magelang) x kesengsem lasem (lasem-rembang). international j. of management, entrepreneurship, social science and humanities 55 “in utilizing cultural heritage, our foundation focuses on heritage objects in ancient buildings by carrying out heritage trail and educational tourism activities. in addition, the intangible heritage in the form of lasem’s signature batik, arts, and culinary arts is packaged in the form of the pasar rakyat. the lasem heritage foundation is particularly concerned about nature, environment, and culture preservation, spreading this mission through tourism activities, exceptional interest tourism, and interpretive tourism products.” -am instagram and website: the key platform for digital storytelling in cultural tourism. “in communicating with the public, the lasem heritage foundation uses two leading digital platforms: instagram and the website. both platforms use the tourism branding “kesengsem lasem” for their names and domain. kesengsem lasem means “head over heels about lasem” or “fall in love” with lasem. it derives from the javanese language. however, before the pandemic of covid 19, storytelling was carried out in the form of building added value in experiential marketing by tourists visiting lasem. after the pandemic happened, the aim of using digital platforms is changing" ya. instagram and website are two of the most important platforms for digital storytelling in cultural tourism. the website and instagram @kesengsemlasem have played a vital role during the covid-19 pandemic in communicating the implemented programs and building engagement through digital storytelling. instagram, with its visual nature, allows tourism businesses to share photos and videos of cultural sites, experiences, and events. this platform enables them to tell compelling stories through social live instagram, collaboration menus, social tagging, captions, hashtags, and other features such as instagram stories, highlights, and reels. on the other hand, websites provide more space for detailed storytelling, including historical background, cultural significance, and local traditions. websites can also take advantage of the call to action menu to amplify stories and incorporate multimedia elements such as videos, 360-degree views, and virtual tours to engage visitors and immerse them in the cultural experience. “instagram and the website have become the key platforms for digital storytelling in cultural tourism, particularly for the lasem heritage foundation. these two platforms offer unique features that support the foundation in communicating its tourism branding and building engagement with its audience. the use of instagram and the website has also been crucial during the covid-19 pandemic, where physical visits to lasem were restricted." -bp. the instagram account of the lasem heritage foundation, @kesengsemlasem, has been used to share photos, videos, and stories about lasem. this platform provides a creative way to share visual content with followers and allows for real-time engagement through features such as live streaming. the collaboration menu has also been utilized to collaborate with other tourism actors in lasem, such as local guides and homestays. the social tagging feature enables the foundation to reach a wider audience by tagging relevant users and tourism-related hashtags. on the other hand, the website provides a more comprehensive space to tell stories indepth and breadth. the call to action menu allows visitors to the website to explore more about lasem and the foundation's programs, as well as to contact them for more information. the website also showcases lasem's unique cultural heritage through the use of multimedia, such as photos, videos, and audio recordings. international j. of management, entrepreneurship, social science and humanities 56 “instagram and website offer numerous benefits for cultural tourism. firstly, they provide a cost-effective way for tourism businesses to promote their cultural assets to a global audience. by sharing compelling stories and immersive content, businesses can attract potential visitors, create brand awareness, and build relationships with their target market. secondly, these platforms allow businesses to showcase the authenticity and uniqueness of their cultural assets, highlighting their value and contribution to the local community. this can help to increase visitors' appreciation and respect for local cultures, which is crucial for sustainable tourism development." ya. the use of instagram and the website by the lasem heritage foundation highlights the importance of digital storytelling in cultural tourism. these platforms offer a unique opportunity for cultural tourism destinations to communicate their branding and create engagement with their audience. the findings are in line with previous studies that emphasize the potential of digital platforms in tourism, particularly in storytelling and engagement. another advantage of instagram and websites for digital storytelling in cultural tourism is the ability to reach and engage with younger generations. millennials and gen z are the largest consumer groups in the tourism industry, and they tend to seek unique and authentic experiences. by using instagram and websites as platforms for storytelling, tourism businesses can cater to the preferences and expectations of these generations, showcasing cultural experiences and activities that align with their interests and values. in conclusion, the use of instagram and the website has proven to be effective for the lasem heritage foundation in digital storytelling and building engagement with its audience. these platforms offer unique features that support the foundation in communicating its branding and sharing the cultural heritage of lasem. the findings of this study contribute to the growing body of knowledge on the potential of digital storytelling in cultural tourism and emphasize the importance of sustainable communication practices in the digital age. “however, we realize there are also challenges and limitations in using instagram and websites as platforms for digital storytelling in cultural tourism. firstly, businesses need to create highquality and compelling content consistently to keep visitors engaged and interested. this requires resources, skills, and creativity, which may not be available to all businesses, especially small and medium-sized ones. secondly, there is a risk of over-tourism and cultural commodification if businesses prioritize commercial interests over the preservation and respect of local cultures. therefore, it is crucial for businesses to follow sustainable communication principles, such as involving local communities, promoting responsible tourism practices, and respecting cultural heritage." -am. international j. of management, entrepreneurship, social science and humanities 57 figure 4. website kesengsem lasem digital storytelling in cultural tourism: long lasting and potential to grow the lasem heritage foundation has leveraged digital storytelling to preserve and promote the cultural identity of the local people and attract more tourists. by combining data, visualization, and narrative, digital storytelling creates a more immersive experience for tourists, adding empathy and emotion to their understanding of the local culture. “in recent 5 years, digital storytelling has emerged as a powerful tool for promoting cultural tourism, as it combines data, visualization, and narrative to create a lasting impression and impact on audiences." – am. the lasem heritage foundation, which focuses on developing cultural tourism, recognizes the potential of digital storytelling to convey historical values and sociocultural aspects that reflect the cultural identity of the people who live around tourist destinations. the involvement of the audience is crucial in digital storytelling, as it captures attention and propagates cultural messages. digital storytelling also allows audiences to reproduce and distribute stories on various platforms, amplifying their potential reach and impact. “one of the main advantages of digital storytelling is its potential to reach a wider audience and promote the brand attitude towards cultural tourism. with the help of social media and other digital platforms, tourists can reproduce and distribute digital storytelling, amplifying the message and creating a potential for developing stories. in lasem, digital storytelling has attracted new tourists who are exposed to the stories narrated by the lasem heritage international j. of management, entrepreneurship, social science and humanities 58 foundation and previous tourists. this has created a lasting impact on their understanding and appreciation of the local culture." – bp. the involvement of the audience is one of the key advantages of digital storytelling. it captures their attention and propagates the cultural message in a more engaging way. digital stories can be considered as esd (education for sustainable development) learning materials and persuasive tools that engage audiences through cognitive and affective domains. the narrative approach is particularly effective in explaining complex science and presenting information through stories, drama, historical accounts, personal experiences, and faith (dal cin et al., 2004; di blas, 2014). digital storytelling is an effective approach to promoting cultural tourism, and it is expected to have a long-lasting impact on tourists' perceptions and behavior. from the interviews with the lasem heritage foundation, it was found that digital storytelling through instagram and the website has become a key strategy for communicating with the public, especially during the covid19 pandemic. “the use of digital storytelling has enabled the foundation to maintain engagement and communication with the public, despite the physical restrictions imposed by the pandemic covid 19.” – ya furthermore, the lasem heritage foundation has recognized the potential of digital storytelling in enhancing the tourists' experience and creating a sense of place. “by using different storytelling techniques, such as images, videos, and narratives, digital storytelling can create a more immersive and interactive experience for tourists.” – bp this can be achieved by showcasing the unique features of the destination, such as cultural heritage, architecture, cuisine, and cultural performance. the potential of digital storytelling is also reflected in the increasing number of tourists who rely on digital media to plan and experience their travels. existing research has also emphasized the importance of digital storytelling as a means of organizing a story and connecting story points. this approach is particularly effective in conveying complex science, which is traditionally explained in a paradigmatic way. narrative-driven storytelling, on the other hand, provides a more straightforward approach to illustrating complex information through stories, drama, historical accounts, personal experiences, and faith. in addition to cognitive learning, digital storytelling can also be used as a persuasive tool to change individuals' attitudes, which can be challenging to achieve when individuals avoid information that is incongruent with their beliefs. the narrative approach can overcome this resistance because stories are considered entertainment rather than direct persuasive messages. the resistance level will increase when individuals notice that they are being directly persuaded. “the lasem heritage foundation's focus on digital storytelling for cultural tourism is, therefore, a wise move, as it not only provides a lasting impact on audiences but also has the potential to grow and reach more people. the use of digital storytelling as a means of amplifying cultural messages is crucial, as it allows for the dissemination of stories on various platforms, reaching a broader audience. ” am international j. of management, entrepreneurship, social science and humanities 59 “the importance of cultural tourism in preserving cultural heritage cannot be overstated, and digital storytelling presents an excellent opportunity for cultural organizations to continue promoting cultural heritage while adapting to the current digital landscape.” ya the findings of this study are in line with previous research that highlights the importance of storytelling in cultural tourism. for example, karami et al. (2019) suggest that storytelling can enhance tourists' emotional connection with the destination and create a more memorable experience. similarly, aksu et al. (2019) argue that digital storytelling can facilitate the communication of the destination's cultural heritage and encourage tourists to engage with the local community. storytelling is also fundamental in how individuals acquire knowledge and communicate with others daily. however, changing individuals’ attitudes towards sustainability is a challenge, as they usually avoid information that is incongruent with their beliefs. the narrative approach can overcome this resistance because stories are considered entertainment rather than direct persuasive messages. storytelling can create a safe space where people can engage with new ideas and perspectives without feeling directly attacked or judged. digital storytelling has been used in many contexts to promote sustainable behaviors and environmental protection, and its effectiveness has been demonstrated in various studies. additionally, digital storytelling in cultural tourism can also provide a unique and immersive experience for tourists. by incorporating multimedia elements such as images, videos, and sounds, digital storytelling can transport tourists to another time and place, allowing them to fully immerse themselves in the cultural heritage of a destination. this immersive experience can create a lasting impression on tourists, increasing the likelihood that they will share their experiences with others and recommend the destination to friends and family. “moreover, digital storytelling can also enhance the accessibility of cultural heritage sites for people with disabilities. through the use of captions, sign language interpretation and audio descriptions, digital storytelling can make cultural heritage sites more inclusive and accessible to a wider range of visitors. this not only enhances the tourist experience but also aligns with the principles of sustainable tourism by promoting equal opportunities for all.” – am in terms of its potential to grow, digital storytelling in cultural tourism can be used as a tool for destination marketing and promotion. with the rise of social media and digital platforms, digital storytelling can be easily shared and disseminated, reaching a global audience and increasing awareness and interest in a destination. this can lead to increased tourist arrivals and revenue for the destination, as well as support for the conservation and preservation of cultural heritage sites. overall, the integration of digital storytelling in cultural tourism has the potential to create a long-lasting and impactful experience for tourists, enhance the accessibility of cultural heritage sites, and promote destination marketing and promotion. through the use of multimedia elements, storytelling techniques, and inclusive design, digital storytelling can create a unique and immersive experience that connects tourists with the cultural identity and heritage of a destination. as such, it represents a valuable tool for the development and promotion of sustainable cultural tourism. principles of sustainable communication in digital storytelling in cultural tourism the principles of sustainable communication in digital storytelling in cultural tourism are essential for creating a meaningful and positive impact on the environment, society, and culture. this discussion elaborates on four key principles: ecological trust, ecological access, ecological international j. of management, entrepreneurship, social science and humanities 60 disclosure, and ecological dialogue. the digital storytelling of the lasem heritage foundation is assessed based on these principles. 1. ecological trusts this principle aims to rebuild that trust and internalize it in people's lives. in the digital storytelling of the lasem heritage, this principle is reflected in their website article titled batik tiga negeri: the story of the journey of adiwastra, a symbol of tolerance and diversity in indonesia “ as a content writer, i tried to use this article to this is to bring back the public’s belief that batik cloth is not just fashion but a work full of acculturation messages, melting pots, and cultural diversity that shape the indonesian nation’s identity. batik tiga negeri is a mirror of the archipelago’s past. during difficult times of political upheaval for colonial government power, the rise of nationalism awareness, and the economic crisis, batik appeared with three color characteristics. (1) getih pitik red (chicken blood), a reflection of the chinese tradition of lasem, (2) indigo blue, the color of the typical dutch indo batik of pekalongan; and (3) the color of sogan brown, which is full of javanese philosophy and cultural diversity.” – am along with the development of the era, more than three decades after its emergence in the early 20th century, the batik tiga negeri also received a touch of green, representing the color of islam. harmen c. veldhuisen, in his book entitled dutch batik 1840-1940: dutch influence in batik from java, history, and stories (1993), states that (sarongs) of three countries have unique designs and colors, the batik refers to several different places on the coast. northern java and inland java. “these motifs are alongside the ‘prohibition’ (forbidden) motifs from the surakarta or yogyakarta palaces, such as the broken machete and kawung. a piece of batik cloth from three countries at that time was undoubtedly a premium product and expensive, worn mainly by malay women and chinese descendants: dutch, arab or local aristocrats who are.” – am “an expert assisted me in batik and natural dyes from pekalongan, zahir widadi, to investigate the dna of batik cloth from three countries through the theory and method of hand-drawn batik in central java.” – am the dna of batik from three countries can be ascertained by the naked eye through the red coloring process first, followed by blue, and lastly colored by soga brown. the batik artists in lasem and pekalongan agree and ensure that the batik from the three countries is made by first dyeing red – lasem. the batik tiga negeri have red blanks. then closed with indigo blue and finally entered sogan.” international j. of management, entrepreneurship, social science and humanities 61 figure 5. an article of batik tiga negeri 2. ecological access this principle is a discussion point of being a mark of organizations seeking to create and build trust. in digital storytelling of the lasem heritage, it could be discussed in social business programs in the form of discover lasem, pasar rakyat lasem, virtual tour of, hybrid exhibition "cerita nyah lasem" principles of sustainable communication in digital storytelling. the exhibition's narrative focuses on the life history of the ladies in lasem, a legacy of the peranakan culture. “ by looking back at the figures of nyah lasem and the social context around them, artists reflect on history and culture, which gave space to women's voices which so far have often been forgotten. this exhibition brings together local artists or art activists in lasem and rembang with artists from outside the area. their works relate to issues of peranakan, identity, or collective memory to show dialogue between those who live their cultural heritage daily and those looking from the outside.” – ya in this exhibition, lasem's artists will show the diversity of perspectives in viewing and reading the history of their city and starting from cultural wealth, food, batik, or local architecture. the idea of lasem as a meeting space for various cultures, such as islam, hindu culture, and contemporary life, is an exciting part to appear in various visual metaphors and other forms such international j. of management, entrepreneurship, social science and humanities 62 as design, films, or performances. for example, as shown by the artist yon suprayoga, his performance was converted into motion pictures. yulia added that activities apart from exhibitions would also be sponsored by discussions and seminars. hopefully, this would become a space for dialogue to develop cultural heritage and the art world in lasem, nicknamed the city of heritage. figure 6. some artists in hybrid exhibition "cerita nyah lasem” 3. ecological disclosures this principle emphasizes transparency and honesty in communication. in the lasem heritage foundation, this principle is reflected in their digital storytelling by disclosing the truth about their initiatives and programs. for instance, in the data collection process of the batik tiga negeri article, agni malagina, one of the foundation's founders, sought the assistance of an expert in batik and natural dyes from pekalongan, zahir widadi, to investigate the dna of batik cloth from three countries through the theory and method of hand-drawn batik in central java. by disclosing its data collection process, the lasem heritage foundation is showing transparency and honesty in its digital storytelling. moreover, it could be discussed on the use of instagram and the website as the leading platform of digital storytelling & communication tools with all stakeholders. 4. ecological dialogues this principle emphasizes the importance of dialogue and engagement for sustainable communication. it can help them understand the issues and become ecologically meaningful. in the lasem heritage foundation, this principle is reflected in their hybrid exhibition "cerita nyah lasem" by sponsoring discussions and seminars. “these activities provide a space for dialogue to develop cultural heritage and the art world in lasem, also known as the city of heritage. the foundation's initiatives and programs create a platform for local artists, art activists, and outsiders to engage in dialogue and collaborate in preserving and promoting the cultural heritage of lasem. ” bp in addition, it could be discussed in their preservation class, series of learning clinics, and a unique program called "travel for all"(a thematic tourism program for disabled people). for example, the 29th learning clinic takes the ulik batik: development and utilization of the archipelago's cultural heritage. in their instagram, the caption told that batik is indonesia's intangible cultural heritage with superior philosophical, cultural, and economic values for artisans, producers, workers, batik lovers, and the people of indonesia. batik has become an indonesian cultural identity as well as a world heritage. batik not only has a universal value of excellence which is part of the traditions and culture of the indonesian people but also has some challenges to be faced in the future. to answer this challenge, the lasem heritage foundation presented various speakers to discuss and get to know lasem on its journey to becoming a national cultural heritage area. international j. of management, entrepreneurship, social science and humanities 63 furthermore, in their 30th learning clinic series, the lasem heritage foundation has the theme spreads of kendeng lasem. lasem, a coastal city in the northern part of java island, has a saujana heritage that has become the unity of its environmental ecosystem system. the learning clinic raises discussions about what is exceptional and the challenges of maintaining the sustainability of the old city in the dynamics of its growth as a city. the learning clinic series was held via zoom meetings and broadcast live via youtube and the kesengsem lasem website. figure 7. learning clinic series the lasem heritage foundation's digital storytelling is aligned with the principles of sustainable communication in digital storytelling in cultural tourism. the foundation's initiatives and programs reflect their commitment to preserving, promoting, and educating the public about the cultural heritage of lasem in an environmentally sustainable manner. the foundation's digital storytelling not only preserves cultural heritage but also educates and raises awareness about cultural diversity, tolerance, and appreciation. by disclosing its data collection process, the lasem heritage foundation is showing transparency and honesty in its digital storytelling. the foundation's initiatives and programs provide access to the cultural heritage and history of lasem for everyone, including locals and tourists. the foundation's website and instagram account serve as key platforms for digital storytelling, enabling them to effectively communicate their message to a wider audience. instagram, in particular, has become a vital tool for digital storytelling as it allows for the use of visual content and the incorporation of storytelling techniques such as captions and hashtags. the foundation's instagram account showcases its programs and initiatives through visually appealing posts that attract a younger generation of cultural enthusiasts. the website, on the other hand, provides in-depth information about the foundation's initiatives and programs and serves as a platform for interactive storytelling. by utilizing these digital platforms, the lasem heritage foundation is able to effectively communicate its message of sustainable cultural preservation and education to a global audience, positioning instagram and its website as key platforms for digital storytelling in sustainable communication principles. table 1. summaries and key findings of study no key findings summaries 1. instagram and website: the key platform for digital instagram and website are the most effective platforms for digital storytelling in cultural tourism due to their reach, interactivity, and visual storytelling capabilities international j. of management, entrepreneurship, social science and humanities 64 no key findings summaries storytelling in cultural tourism the lasem heritage foundation's digital storytelling on its website and instagram has successfully promoted cultural heritage and educated the public about cultural diversity 2 digital storytelling in cultural tourism: long lasting and potential to grow digital storytelling has the potential to create a long-lasting impact on cultural tourism by preserving cultural heritage, promoting cultural diversity, and educating the public digital storytelling has the potential to reach a wider audience and provide access to cultural heritage for everyone, including locals and tourists 3 the principles of sustainable communication in digital storytelling in cultural tourism sustainable communication principles are essential for creating a positive impact on the environment, society, and culture through digital storytelling ecological trust publishes website articles that educate and raise awareness about cultural diversity, tolerance, and appreciation. ecological access provides social business programs, such as discover lasem, pasar rakyat lasem, virtual tour, and hybrid exhibition "cerita nyah lasem provides access to the cultural heritage, art, and history of lasem for everyone, including the locals and tourists. ecological disclosure discloses the truth about their initiatives and programs in their digital storytelling on ig and website shows transparency and honesty in their data collection process. ecological dialogue creates a platform for local artists, art activists, and outsiders to engage in dialogue and collaborate in preserving and promoting the cultural heritage of lasem collaborates with local artists and art activists to showcase the diversity of perspectives in viewing and reading the history of their city. the lasem heritage foundation's digital storytelling is aligned with these sustainable communication principles by promoting cultural heritage in an environmentally sustainable manner, providing access to cultural heritage for everyone, being transparent and honest in their communication, and engaging in dialogue and collaboration for sustainable communication. source: primary data conclusions in conclusion, this research highlights the role of digital storytelling in cultural tourism and how the lasem heritage foundation has implemented sustainable communication principles in its digital storytelling approach. the study finds that instagram and the website are essential platforms for digital storytelling in cultural tourism, especially during the covid-19 pandemic, as they help to communicate programs and build engagement with stakeholders. international j. of management, entrepreneurship, social science and humanities 65 moreover, digital storytelling is a powerful tool for conveying cultural tourism messages and values that reflect the cultural identity of the local community. the lasem heritage foundation's implementation of sustainable communication principles in their digital storytelling approach, including ecological trust, ecological access, ecological disclosure, and ecological dialogue, has helped to create a positive impact on the environment, society, and culture. the study's findings have practical and managerial implications for cultural tourism foundations, including the need to implement sustainable communication principles in their digital storytelling approach. the lasem heritage foundation's approach can serve as a model for other cultural tourism destinations seeking to use digital storytelling to promote their cultural heritage. in conclusion, this research advances the field of cultural tourism by providing insights into the importance of digital storytelling and sustainable communication principles. the study's findings can help to guide cultural tourism foundations in their efforts to promote cultural heritage and sustainable tourism. limitation & further research while this study has provided valuable insights into the sustainable communication approach of digital storytelling in cultural tourism at the lasem heritage foundation, there are several limitations that need to be acknowledged. one of the limitations is related to the feasibility of the informants representing this qualitative study. as most of the members of the lasem heritage foundation are volunteers and frequently change people in a short time, it is possible that the information obtained from them may not represent the views and experiences of all members. further studies with a larger number of informants and a more diverse range of positions can help to provide a more comprehensive understanding of the implementation of digital storytelling in cultural tourism. another limitation is related to the range of time in the process of observation and monitoring. as the researchers conducted random observations during the covid-19 pandemic until mid-2022, it is possible that the findings may not fully represent the implementation of digital storytelling in cultural tourism in normal circumstances. future studies can extend the time range to observe the implementation of digital storytelling in cultural tourism beyond the pandemic situation and analyze the impact of digital storytelling on tourist behavior and satisfaction. in terms of further research, the findings of this study suggest several potential applications and recommendations. future studies can explore the effectiveness of digital storytelling in promoting cultural tourism sustainability in other cultural tourism destinations. moreover, as the study has shown the importance of sustainable communication principles in digital storytelling, future studies can investigate the impact of these principles on cultural tourism 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(2015). case study research: design and methods (5th ed.). sage. https://doi.org/10.1080/14766825.2020.1860409 https://doi.org/10.24940/ijmesh/2018/v4/i1/jan18004 https://doi.org/10.1108/jhtt-08-2018-0093 https://doi.org/10.15640/jthm.v9n1a5 https://doi.org/10.17509/ijal.v10i2.23496 https://doi.org/10.12928/channel.v8i2.16446 15-76-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 2 (2019): 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo1*, ika karlina2 1department philosophy and religion studies, paramadina university, indonesia 2department of communication studies, paramadina university, indonesia abstract this article can be seen as a ‘moral’ evaluation to the most important of natural resource sectors in indonesia, namely the coal mining sector and palm oil plantations through the capability approach as formulated by amartya sen and martha nussbaum. these two sectors are important because they have a large contribution to state revenue, but unfortunately, at the same time, both also have a large contribution to the destruction of the environment, health and conflict in society, which are very important to support the quality of human life. through this approach, i hold that for coal mining, even though it makes a large contribution to state revenue, the losses received related to the things that support the quality of human life are far greater. therefore, for this sector, it is a good thing for the government to make a significant reduction by developing the mining process which is environmentally friendly and does not damage the quality of the healthy life of the people in the area. while the palm oil industry is basically not as bad as coal mining. but this industry has contributed to deforestation in indonesia and damaged biodiversity. in this sector, the government also needs to look for the development of the palm oil plantation industry that is more environmentally friendly. keywords: capability; quality of life; coal mining; palm oil industry. this is an open access article under the cc–by-nc license. introduction in many countries that are rich in natural resources, including indonesia, the government tends to develop natural resource policies by selling natural resources in raw material form. this is the first thing that can be seen as a policy that does not provide maximum benefits for the country and its citizens. another thing that is also often found in the development of natural resource policies is the lack of attention to the sustainability of the environment and life of local residents. what i want to emphasize in this article is that in the long-term, this model of natural resource policy will be very detrimental to three basic aspects, i.e. economic, ecological and socio-cultural. the tendency of government or state to exploit natural resource and neglect the environmental issues is largely driven by short-term interests. in this case, the goal that is often wanted is the growth and direct income received by the state in the form of gdp. however, as i will argue in this article, this kind of policy should no longer be an option because the economic, ecological losses and social impacts borne by the community are not comparable to the benefits received in the short term. therefore, we need to consider natural resource development policies that produce maximum economic value, are environmentally friendly and also empower the community, especially those who live in the area of natural resource development. the approach that i propose in this article is popularly known as the capability approach. this approach was popularized by an economist and philosopher, amartya sen and martha nussbaum. in this article, i will begin with the concept of capability as written by sen and nussbaum. i will show the practice of natural resource policy and management in indonesia. *corresponding author sunaryo@paramadina.ac.id; ika.karlina@paramadina.ac.id doi: https://doi.org/10.31098/ijmesh.v2i2.15 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo, ika karlina © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 71 issn 2580-0981 (online) issn 2580-0981 (online) literature review capability approach the concept of capability refers much to the works of amartya sen and martha nussbaum (a. sen, 1985). according to them, the capability is understood as the ability to achieve something that is considered valuable (a. sen, 2014) nussbaum formulates capability in what people are actually able to do and to be (m. c. nussbaum, 2011). in their view, this concept is far more essential for human life than material measures such as income. capabilities become a measure to the quality of life (m. nussbaum & sen, 1993). indeed, in economics, income is often used as a measure of success by both, individual and collective. therefore, based on the economic perspective, per capita income is seen as a success measure for a country (jean-paul & martine, 2018). for sen and nussbaum, if we talk about the quality of life, income is clearly not the only measure. according to them, we must see a measure of the quality of life in people’s capabilities. through the capability approach, we can see essential aspects of human life more substantive, both personally and collectively. in explaining the capability approach, sen and nussbaum start by identifying things that are considered valuable for human life. broadly speaking, sen refers to two things that are considered the most valuable for human life, first the agency and second the well-being (a. k. sen, 2009). while nussbaum then details it into ten central capabilities (m. c. nussbaum, 2011). for things that are considered valuable, the capability approach underlines how we are able to achieve them. for example, to the agency aspect that is very valuable for human life, we need to see how the people are able to realize their agency in their lives (a. sen, 1985). as well, to the wellbeing aspect which almost all humans consider it as something important for their lives, we need to see how people are able to achieve wellbeing condition (a. sen, 1992). the capability approach wants to ensure that we can achieve aspects that we consider valuable to our lives. in this case, the role of government policy is one of the important factors to ensure that people have the capability of valuable lives. so according to sen and nussbaum, the idea proposed by the capability approach is far more comprehensive and substantive for human life. in other words, compared to income measure, the capability approach is far more representative in measuring the quality of life. in assessing development policy, we are clearly not enough if we only see it through increasing income or economic growth. through the capability approach, we are invited to see the success in enhancing capabilities possessed by people or the community. a policy will be considered successful if the community is increasingly able to realize their freedom and achieve welfare conditions that can make their lives more dignified. then, what does sen mean by the agency here? he understands agency freedom as a condition by which people are able to realize their conception of a good life. it could be cultural, political or religious values. in other words, people who experience restraint in realizing their values of a good life are people who are in deprivation of capabilities. whereas what is meant by well-being is a condition in which people are able to live well, such as having adequate nutrition, health, ease of mobility, security, comfort, and others. with the capability approach, we need to see how people have the ability to access these welfare conditions. the ability of the community to achieve a free and prosperous life is a measure in assessing the success of a country's development. so, when we develop policies related to natural resources, based on this approach, we need to see how people can have those capabilities. if the development of natural international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo, ika karlina 72 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) resources can contribute to the improvement of capability, both in terms of the ability to realize freedom and prosperous life, we can judge that the policy has maximum positive impacts. some capabilities that can be specified and relevant in relation to natural resource policies are as follows: 1. in assessing what policies will be taken, we need to use criteria for economic benefits, the sustainability of the natural environment and the involvement of the surrounding community in a participatory manner. in this case, the government may not pursue economic benefits at the expense of the last two things. these three things must be in parallel into consideration of natural resource policies. 2. the involvement of the surrounding community and other public opinion related to the development of the natural resource industry is very important to avoid the occurrence of social conflict. the aspirations and values of life that they believe must be considered when the government will make a decision. the absence of aspiration space can have a negative impact on the social and cultural life of the surrounding community which is an important subject in development. results and discussion problems of natural resource: case of indonesia so, what is the actual governance of natural resources that has been going now, especially in indonesia? firstly, we need to identify the types of natural resources that will be discussed in this article. each type of natural resource has different characteristics so that it has different problems. the natural resources which will be discussed in this article are natural resources that are the highest source of the state’s income, but at the same time also contribute to many problems for the environment and society. among natural resources that comply with these criteria are the coal and palm oil industry (nugraha, 2016). economically, the indonesian government depends a lot on the product of these two resources. but at the same time, we can also see the ecological and social problems in the governance of these natural resources. we honestlyadmit that it is not easy to eliminate or reduce the problems that exist in this sector. the problems inside are too complex so it takes a lot of effort to rehabilitate them. coal mining indonesia is one of the largest coal producers in the world and becomes the second-largest exporter after australia(workman, 2019). coal mining is widely used to support electrical energy. among countries that import coal from indonesia are china and india. in the past five years, demand for coal production has declined. china, as one of the largest coals importing countries from indonesia, reduces its coal imports from indonesia because they have the policy to reduce coal use in the country (sulmaihati, 2019). but in general, the amount of coal production in indonesia is still relatively large. the contribution of minerals and coal to non-tax state income in 2017 is in the range of 40.6 trillion idr. or 75 to 80 percent of the total of indonesian non-tax state income (bukit asam, 2018). but, as we can see and observe, the governance of coal mining in indonesia is not categorized as good. some of the problems that are often found in indonesian coal governance are that the mining is not in accordance with regulations, damages environment, leaves ex-mining holes without attempting to reclaim them again. we also often find mining activities without permission from authority (kompas, 2018). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo, ika karlina © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 73 issn 2580-0981 (online) issn 2580-0981 (online) in the kompas note, as of september 2018, there were 633 mining activities, out of a total of 2.389 mining business permits (izin usaha penambangan) were problematic and not in accordance with the regulations. those mining activities could be categorized as no clear and clean. they are not in accordance with regulations and not environmentally friendly (kompas, 2018). this amount is of course very large because there is around 26 percent of mining activities that have serious problems. to the environment, coal mining contributes greatly to the destruction and to downgrade the quality of the surrounding environment. waste, dust, and ex-hole of mining are among the negative impacts of coal mining on the environment. besidesthe regulatory and environmental aspects, coal mining also has many social problems. among the social problems often caused by coal mining activities are eviction, land grabbing and violence against the community in the area of mining activities (kompas, 2018). in the phase of coal mining permits, the indonesian corruption eradication commission (komisi pemberantasan korupsi) also found many corrupting processes. in kpk's records, there are many corruption and bribery practices that occur in the coal mining sector. the most common are non compliance with taxes, lack of payment of guarantees of reclamation to allegations of manipulation of coal trade figures (kompas, 2018). the autonomy policy in indonesia contributes to increasing mining permits in many regions. since autonomy policy, mining permits were issued by the local government so that many regional heads were too easy to issue permits to boost regional income in a relatively easy way. the drastic increase can be seen in the number of coal mining permits in 2001 and 2009. in 2001, the number of mining permits was only around 750. in 2009, when permits were submitted to the regional government, the number of permits increased 13 times to 10 thousand mining business licenses (ahniar, 2017). palm oil industry palm oil and its derivative products are quite important commodities for indonesia. until now, indonesia is the world's largest exporter of palm oil. in 2016, indonesia exported world palm oil by 52 percent. the second exporter after indonesia is malaysia. in 2015, palm oil commodities contributed to around 7-8 percent of the gdp. while in the form of taxes it contributed income of 22.27 trillion rupiahs (adinugraha, hadijah, & siahaan, 2018). indonesia's palm oil production has increased significantly from 7 million tons in 2000 to 34.5 million tons in 2016. in other words, within 16 years there has been a 393 percent increase in production. the increase was also supported by the expansion of palm oil plantations on a large scale in the span of 16 years (marta, agustino, suwaryo, & sulaeman, 2018). these figures certainly show positive data for the country's economic growth. but, based on the data from the research results of many institutions, the palm oil plantation sector contributes to problems that are very serious. data from the world bank in 2015, forest and land fires due to the expansion of palm oil plantations have caused a loss of 295 million usd (kpk, 2016). in general, when palm oil planters open new areas, they do so by burning. this method is considered the cheapest but has a serious impact on the environment. this is one of the considerations for the european union parliament to reduce the use of crude palm oil as biofuels to zero percent by 2021. in their assessment, the industry has caused deforestation in the producing country. the expansion of palm oil plantations further reduces the forest area in indonesia. in addition, the development of palm oil plantations also causes damage to biodiversity in the surrounding environment. this fact is, of course, a serious challenge for the government when on the one hand they get international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo, ika karlina 74 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) a large income from palm products, but on the other hand in the long term we must bear the bad environmental impact. to social life, we also often find land conflicts in the palm oil plantation sector. in 2015, the kpk found about 127 land conflicts in the palm oil plantation sector. these commonly happened because the area that was permitted to be opened as a palm oil plantation had been effectively controlled by the community. mutual claims between the company and the community then lead to conflict. another thing that often happens in licensing matters is that the permits granted are not in accordance with their designation (marta et al., 2018). the licensing aspect is indeed one of the problems faced by corporates. the problem is because there is no accountability and transparency in this process. therefore, as found by the kpk, licensing of palm oil plantations is one of the most fertile areas of corruption in indonesia (marta et al., 2018). on this side, the government does need to improve the more transparent and accountable licensing system for corporates. they must explicitly eradicate corrupt practices in governing palm oil plantation permits. another thing that is also a problem in the palm oil plantation sector is the practice of modern slavery or forced labor and also the employment of children who are underage. the palm oil plantation industry is a very broad sector. many human rights activists find that in the palm oil plantation sector there are many acts of modern slavery. forced labor and children's employment are often found in this sector. coal mining and palm oil industry in the capability approach so how do we assess the various problems that exist in natural resource governance, especially coal and palm oil industry in indonesia, if we use the capability approach? as stated above, the capability approach pays attention to the ability of the community to achieve something that is considered valuable. what is meant by the community here is the community around the area and also including the community at large? things that are considered valuable, of course, are quite not only about the value of income received. these values will be strongly related to values that can support a good quality of life for the community. therefore, the value that needs to be measured is not only related to economic value, especially the amount of income received. values that are considered to support the quality of life for the community include economic, environmental, health and social cohesion values. what is meant by economic value is how many economic benefits are received by society and also the state. the composition of the receipt of economic benefits between employers, workers, the surrounding community and the state must be distributed fairly. all parties certainly need to get economic benefits from the business sector proportionally and equitably. no party feels aggrieved by another party. what is meant by environmental values , of course, refers to the impact of the business sector to environmental quality. in this case, we need to see how much bad and good impacts are generated from coal mining and palm oil plantations for the quality of the surrounding environment. likewise, with the value of health. how big is the influence of coal mining on the health of the local residents? social cohesion is also a very important value to be considered in the coal mining and palm oil plantation sectors. we have to see whether relations among communities are getting better or even worse and whether the basic rights of certain groups are deprived or ignored. this condition must, of course, be seen carefully so that we are not only concentrated on receiving economic benefits. based on this perspective, how do we look at these two business sectors of natural resources? if we look at economic value, in one research conducted by t. ade fachlevi about the impact of coal mining on economic, environmental and social affairs in the meureubo district of west aceh regency, he did show international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 70-76 natural resource policy through capability approach: case of coal mining and palm oil industry in indonesia sunaryo, ika karlina © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 75 issn 2580-0981 (online) issn 2580-0981 (online) the existence of economic benefits received by the community. in addition, he also found a positive perception of the surrounding community towards coal mines because they obtained economic benefits, although according to him, this did not occur in all places he observed (fachlevi, 2015). however, the research still leaves things that cannot be answered fully related to the impact on the environment, health and also the potential for social conflict. the difficulty is because this loss cannot be measured accurately as we calculate the amount of money. but even though it cannot be calculated accurately, we can clearly see the losses suffered by the community related to the poor quality of the environment, health and also the potential for conflicts from the coal mining sector in particular, as shown by documentary researchers and filmmakers of sexy killer. here we are indeed facing a dilemma. on the one hand, these two sectors make a large contribution economically, but on the other hand, this sector has a detrimental effect on three other supporting quality of life, namely environment, health and also social cohesion. in the coal sector, the disadvantages of decreasing the quality of the environment, health and also the potential for social conflict are enormous. therefore, if there is no progressive improvement related to the last three things, we can value coal mining as a depriving sector of people’s capabilities. the same thing can also happen in the palm oil plantation sector. this sector is the most important to support the country's income. but we need to see long-term benefits and losses. the extent of deforestation and biodiversity damage caused by the expansion of palm oil plantations in indonesia is very important to assess. if the government and corporates are able to answer this, the palm oil plantation industry can still be better than coal mining. conclusion it is not easy to give an assessment to the sector that greatly contribute to state revenue. but through this consideration, we clearly need to think in the long-term and in a bigger perspective. these two sectors have clearly been noted and observed as a sector that is not environmentally friendly, decreasing the quality of health of residents in the area and also having the potential of conflict in the community. all these are of course things that are very important to see in regard to the quality of people’s life. therefore, the government certainly needs to answer all these problems, unless, they need to reduce dependency on these two sectors. references adinugraha, a. g., hadijah, s., & siahaan, f. r. 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(2016). 7 komoditi ekspor andalan indonesia. retrieved from deutsche welle website: https://www.dw.com/id/7-komoditi-ekspor-andalan-indonesia/g-19297445 nussbaum, m. c. (2011). creating capabilities. new york: harvard university press. nussbaum, m., & sen, a. (1993). the quality of life. oxford, uk: oxford university press. sen, a. (1985). well-being, agency and freedom: the dewey lectures 1984. the journal of philosophy, 82(4), 169–221. sen, a. (1992). the political economy of targeting. world bank washington, dc. sen, a. (2014). development as freedom. in j. roberts, a. hite, & n. chorev (eds.), the globalization and development reader: perspectives on development and global change (vol. 2, pp. 525–547). sen, a. k. (2009). the idea of justice. cambridge: harvard university press. sulmaihati, f. (2019). kebutuhan batu bara diprediksi turun, indonesia perlu antisipasi. retrieved from kata data website: https://katadata.co.id/berita/2019/04/01/kebutuhan-batu-bara-diprediksi-turun indonesia-perlu-antisipasi workman, d. (2019). coal exports by country. retrieved from world’s top exports website: http://www.worldstopexports.com/coal-exports-country/ 120 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 1-15 corresponding author aa123@ums.ac.id; galuhthifal@gmail.com; ma912@ums.ac.id doi: https://doi.org/10.31098/ijmesh.v3i1.120 research synergy foundation the influence of determining factors on islamic stock index in indonesia azhar alam1, galuh thifal anggraeni2, muhammad anas3 1 universitas muhammadiyah surakarta, indonesia abstract this paper investigated some determining factors that influence indonesia sharia stock index (issi). some macroeconomic variables are used as an independent variable such as central bank interest rates, inflation, currency exchange rate, and return rates of bank indonesia sharia certificates (sbis). this study conducted the error correction model (ecm) to analyze times series data during october 2013 and september 2017. the findings showed that indonesia sharia stock index (issi) is influenced significantly and negatively by central bank interest rates in long term analysis. similarly, in short term analysis, the central bank interest rates affect significantly and negatively on issi as well as the currency exchange rates. on the other hand, sbis return rates and inflation are indicated to have a non-significant negative effect on issi. this study suggested that investors of issi consider central bank interest rates, inflation, rupiah exchange rates, and sbis rates of return to predict the stock price so investors can make the right decisions in their investment policies. this paper also recommended the indonesian central bank to effectively manage their monetary policy and promote issi as an alternative investment which is resistant by the negative effect of inflation in short term analysis. keywords:islamic stock index; central bank interest rates; currency exchange rates; inflation; bank indonesia sharia certificates this is an open access article under the cc–by-nc license. introduction the capital market is a financial institution that has a vital role in managing state and community investment. the amount of investor contribution in a country is marked by the level of fund mobility in the capital market. the mobility of funds shows the high intensity of companies that use the capital market as a source of funds. companies that get the injection of funds through the sale of shares, bonds, and other forms of securities will get fresh funds to meet the input of production. the fulfillment of production inputs will increase production targets in the market so that companies can optimize profits from the output of production. if the company's income rises, it will undoubtedly encourage an increase in people's income, which in turn will affect the increase in consumption of goods and services, which in the end, in the aggregate economy an increase in capital mobility in the capital market will increase the welfare of the community. therefore, the capital market can be justified as a generator for the national economy (rachmawati & laila, 2015). islamic capital market has attracted worldwide attention since it generated fund sources from muslim and non-muslim countries (bahloul et al., 2017). indonesia is a country with the largest muslim population and has rapid growth in its islamic capital market. one of the developments in the mobility of funds in the capital market can be seen from the performance of the indonesian syariah stock index (issi). sharia stock index (issi) issued by bapepamlk and the national sharia council of the indonesian ulema council (dsn-mui) on may 12, 2011. issi is a sharia stock index consisting of all shares listed on the indonesia stock exchange (idx) and joins the syariah securities list (des). the indonesia shariah stock index was created to provide answers to the public who want to know the performance of all sharia shares so that it will make it easier for capital market players to measure the performance of sharia shares. although it was formed in may 2011, the development of the indonesia sharia stock index (issi) in each period is quite significant international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 2 │ (aisiyah & khoiroh, 2015). at the end of 2015, the islamic stock market share growth was more dominant compared to the conventional stock market. in terms of products, the number of sharia shares reached 318 shares or 61% of the total market capitalization of the indonesian stock market (terhadap & saham, 2018). the development of the indonesia sharia stock index (issi) during the period of october 2013 september 2017 can be seen in figure 1 fig. 1 issi development period october 2013 – september 2017 (points) source: https://www.duniainvestasi.com/bei/prices/stock/issi, accessed at 14 oktober 2018 time 21.31 based on figure 1, it can be seen the development of the indonesian sharia stock index (issi) from october 2013 to september 2017, which experienced fluctuations. in october 2013, the indonesia sharia stock index (issi) was 151.2775 points. then it went up and down in the next period and began to see a significant increase in july 2016 that was 170.5211 points and was still up and down until the end of 2016. indonesia sharia stock index was seen the highest in august 2017 amounting to 185.4932 points while the lowest occurred in october 2015 by 136,0250 points. despite growing investment in the islamic capital market, unfortunately, there is the fact that the low market share of the global islamic capital market indicated the emerging phase in indonesia (setiawan & kanila wati, 2019). one of the reasons is financial literacy in sharia equity funds still be a problem by only 0,02% (otoritas jasa keuangan, 2017). this obstacle would slow the development of the capital market compared to countries where the people are more familiar with the world of capital markets (saham et al., 2016). looking at the development of the indonesia sharia stock index (issi) and the minimum literacy among islamic capital market investor, this study aims to measure and explain the influence of macroeconomic variables such as bi interest rates, inflation, the currency exchange rate and bank indonesia sharia certificates (sbis) return rate on the stock index syariah indonesia (issi) during the period october 2013 to september 2017. this paper tries to help investors to determine the best steps in making investment decisions in the islamic capital market. literature review definition of indonesia sharia stock index halim (2005) defined that the stock price index is a summary of the simultaneous and complex influences of various influential variables, especially regarding economic events. the stock price index is 0.00 50.00 100.00 150.00 200.00 jan ua ry fe br ua ry m ar ch ap ril m ay ju ne ju ly au gu st se pt em be r oc to be r no ve mb er de ce mb er 2013 2014 2015 2016 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) │ 3 also justified as the primary indicator that describes the movement of stock prices, so the composite of a stock price index (ihsg) illustrates a country's capital market outlook (darmaji & hendi, 2006). according to iskandar (2003) index in the capital market has a function to be an indicator of stock investment performance. indonesia sharia stock index is a stock index reflecting the entirety of islamic stocks listed on the indonesia stock exchange (idx). issi constituents are registered in the sharia securities list (des). this is a collection of securities which is not in conflict with the sharia principles in the capital market and determined by bapepam-lk or parties approved by bapepam-lk. the issi constituents are reviewed every six months in may and november, which is published at the beginning of the following month. constituents issi also adjusted if there are new islamic stocks recorded or eliminated from sharia securities list (des). macroeconomic effect on stock prices kewal (2012) stated that interest rate fluctuations, inflation, the currency exchange rate, and gdp growth often become macroeconomic indicators that associate with the capital market. good macroeconomic conditions that would attract investors to invest, it will affect the stock price and will undoubtedly make better economic growth. changes in macroeconomic factors such as specific government policies, money circulation, and economic condition will not immediately affect the company's performance, but slowly in the long run. conversely, stock prices will be affected immediately by changes in macroeconomic factors because investors react faster. when changes in macroeconomic factors occur, investors will calculate their impact, both positive and negative, on the company's performance in the next few years, then decide to buy or sell the relevant shares. therefore, stock prices adjust more quickly than company performance due to changes in macroeconomic variables (samsul, n.d.). good macroeconomic developments will affect company profits; this is caused by the emergence of investor confidence to invest. higher growth rates and stable inflation will at least make company profits increase, and vice versa if economic growth is terrible it will reduce corporate profits and ultimately will reduce the share price (samsul, n.d.). natarsyah (2000) argued that a government that has reasonable economic growth goals tends to control inflation, keep the exchange rate stable and relatively low-interest rates. brigham and houston (2013) stated that fundamental macroeconomic factors: inflation, interest rates, exchange rates, and economic growth are factors that are highly considered by the stock market players. changes that occur in this factor can result in changes in the capital market, namely the increase or decrease in stock prices. the volatility of stock prices in the capital market can have the potential to increase or decrease systematic risk. therefore, changes in macroeconomic factors can potentially increase or decrease systematic risk. systematic risk in stock price volatility is related to stock returns. fabozzi (2000) stated that shares generally have two sources of risk that affect stock returns, namely systematic risk, and companyspecific risk or unsystematic risk. risk is the risk that comes from economic conditions and general market conditions that cannot be defined. from this approach, the expected stock return formula is formed as a result of the sum of systematic risks and company-specific risks. effect of central bank interest rates on stock index sukirno (2014) argued that interest rates expressed as a percentage of capital. interest rates describe the level of return on investment and describe the size of capital costs that must be incurred. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 4 │ changes in interest rates can affect the variability of an investment's return. changes in interest rates will affect stock prices in reverse using ceteris paribus assumption. that is, if interest rates increase, the stock price will go down and vice versa. this condition potentially attracts the interest of investors who previously invested in shares to move funds from stocks into deposits. if most investors take the same action, many investors will sell shares to invest in deposits. under the supply-demand law, if many parties sell shares, at ceteris paribus condition, then the share price will go down (tandelilin, 2010). an increase in the loan interest rate harms each issuer because it will increase the interest expense on loans and reduce net income. the decline in net income will result in earnings per share also decline and will eventually result in a decline in stock prices in the market. on the other hand, rising deposit rates will encourage investors to sell shares and then save the proceeds of the sale in deposits. the sale of shares on a large scale will bring down stock prices on the market. therefore an increase in loan interest rates or deposit rates will result in a decrease in stock prices (samsul, n.d.). effect of inflation on stock index inflation is the state of the economy, characterized by a rapid increase in the product price and has an impact on declining purchasing power. this often also followed by a decrease in the level of savings and investment due to increased public consumption and only a little for long-term savings. inflation also can be defined as a process of rising prices that prevails in an economy (karya & syamsudiin, 2016; sadono sukirno, 2013). uncertainty about the purchasing power of income is to be received in the future as a return on investment. in everyday language, this risk is known as the impact of inflation and deflation of an investment. inflation is a condition of an increase in the general price level in an economy that causes a decrease in purchasing power and demand that is fixed. deflation is the opposite condition of inflation, namely a decrease in the general price level (manurung & manurung, 2009). there are two essential factors as causes of inflation, and both come from demand and supply sides. the inflation rate can have positive or negative effects depending on the degree of inflation itself. excessive inflation can hurt the economy as a whole, which can make many companies go bankrupt. so, it can be concluded that high inflation will bring down stock prices in the market. while slow and meager inflation will result in slow economic growth, and ultimately stock prices are also slow (samsul, n.d.). effect of currency exchange rates on stock index karya and syamsudin (2016) defined the exchange rate is the large amount of domestic money needed to obtain a unit of foreign currency. rupiah exchange rates with foreign exchange rates will affect the issuer's stock prices. this can be explained as follows: the rupiah exchange rate will affect company sales (especially for export-oriented business issuers), cost of sold goods (affect raw material purchases if obtained from imports), and exchange rate losses. specifically for foreign exchange losses, especially for companies that have obligations in foreign currencies, will be significantly affected by the depreciation and appreciation of the rupiah. the decline in the exchange rate of the rupiah against foreign currencies (us dollars) has an impact on the rising costs of imports of raw materials and equipment needed by the company so that it results in increased production costs, or in other words, the weakening of the rupiah against the us dollar hurts the national economy finally reduce the performance of shares in the stock market the control of the rupiah exchange rate or commonly referred to as intervention on the rupiah exchange rate international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) │ 5 is carried out by bank indonesia as a monetary policy measure in achieving the economic goals set by the government. a sharp rise in the us $ exchange rate against the rupiah will negatively impact issuers that have debt in dollars while the issuer's products are sold locally. meanwhile, export-oriented issuers will receive a positive impact from the increase in the us $ exchange rate. this means that issuers affected negatively will experience a decline on the stock exchange, while issuers affected positively will increase their share prices (samsul, n.d.) the effect of the exchange rate will be different for export-oriented companies. companies will benefit from the depreciation of the rupiah because foreign income will be more significant if exchanged for rupiah. if there is an increase in the exchange rate of the us dollar against the rupiah, companies listed on the exchange will issue information to provide return compensation to compensate for foreign investors' losses due to the depreciation of the rupiah. however, this action takes time, so in general, the market will discount the stock price first so that the return will increase to equal the change in the value of the us dollar exchange rate. effect of bank indonesia sharia certificate return rates on stock index bank indonesia sharia certificates (sbis) are securities based on short-term sharia principles in rupiah currency issued by bank indonesia. the mechanism of sbis issuance uses the auction system, and participants who can participate in the auction are islamic commercial banks (uus) using the ju'alah contract. then the islamic bank is entitled to get returns from sbis. the rate of return is adjusted to the weighted average discount rate on conventional sbis. the contract used in the bank indonesia sharia certificates (sbis) today is based on the ju'alah agreement. ju'alah is a promise or commitment ( iltizam ) to provide absolute returns ( 'iwadh / ju'l ) for achieving results ( natijah ) determined from a job. bank indonesia sharia certificate (sbis) also functions as one of the instruments to assist in sharia bank investment in the event of excess funds. in the issuance of bank indonesia sharia certificates (sbis) the contract used is ju'alah . then the islamic bank that places funds in the bank indonesia syariah certificate (sbis) is entitled to receive wages ( ujrah ) for services to help maintain indonesia's monetary balance. the level of returns provided by bank indonesia (bi) refers to conventional bank indonesia certificates (sbi) so that it will not trigger a profit gap obtained from the placement of these funds by islamic banks. when the returns obtained by islamic banks in investing in bank indonesia sharia certificates (sbis) are substantial, certainly the profits will be obtained by islamic banks, then the return generated is divided into third party funds (dpk), namely customers who save, deposits will also be high. it can attract investors to switch to invest in islamic banks than other investment instruments, namely the islamic capital market. when investor interest falls to invest in the islamic capital market, of course, it will trigger a decline in the stock price index. previous research several empirical studies with various studies conducted by economists previously more or less provide an overview and can be used as a reference in this study. citra puspa mawarni & widiasmara (2018) used multiple linear analyses and found that bank indonesia's interest rates had a non-significant negative influence on issi with a regression coefficient of -5.303 with the level significance of t 0.055 (>0.05) during the period of 2011 2017. this finding is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 6 │ different from antokolaras (2017), who found bi interest rates had a significant positive influence on issi with a regression coefficient of 0.020 with the empirical significance of t 0.020 (<0.05). hafni (2015) used the ordinary least square (ols) model and found that in indonesia during the period january 2010 december 2014 inflation significantly affected issi with a regression coefficient of 0.161 and empirical significance of t 0.006 (<0.10). besides, suciningtias & khoiroh (2015) used multiple linear analysis models and found that in indonesia during the period may 2011 may 2013 inflation significantly affected issi with a regression coefficient of -0.302 and empirical significance of t 0.040 (<0.10). putri (2018) conducted multiple linear analyses and found that the rupiah exchange rate had a significant negative effect on issi with a regression coefficient of -0.027. this research is supported by arintika & isynuwardhana (2015), who found that the exchange rate had a significant negative effect on issi in the short term. with a regression coefficient of -0.020. antokolaras (2017) used multiple linear regression analysis models and concluded sbis has a significant positive impact on issi with regression coefficient 0.308 that during the period 2012-2016. ardana (2016) backed the result by conducting error correction model (ecm) analysis and found that in indonesia during the period may 2011 september 2015 sbis impact positively and significantly on issi in the short and long term.. methodology econometric model methodology explains what research method used, how the data collected, and proceed. this step quantitatively or qualitatively to get more explanation in the result and discussion. as mentioned earlier, this study will observe the effect of macroeconomic variables on the indonesian sharia stock index (issi) using a multiple regression analysis tool with the error correction model (ecm) approach, whose formulation estimator models are:. ∆logissit = γ0 + γ1δbi_ratet + γ2δinft + γ3δkurst + γ4δdsbist + γ5bi_ratet-1+ γ6inft-1 + γ7logkurst-1 + γ8sbist-1 +γ9ectt +εt issi = indonesian sharia stock index bi_rate = bank indonesia interest rates inf = inflation kurs = rupiah currency exchange rate dsbis = return of bank indonesia sharia certificates ect =error correction term ect = bi_ratet-1 + inft-1 + logkurst-1 + dsbist-1 issit-1 ∆ = differencing operator γ9 =λ international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) │ 7 γ0 =λβ0 γ1, γ2,γ3,γ4 = short-term regression coefficients bi_rate, inf, kurs dan dsbis γ5 = -λ(1-β1) γ6 = -λ(1-β2) γ7 = -λ(1-β3) γ8 = -λ(1-β4) β0 = long-term constant β1, β2, β3, β4 = long-term regression coefficients bi_rate, inf, logkurs dan dsbis ε = error term t = year the estimation steps will include the estimation of model parameters, the classical assumption test estimator, the model goodness test, and the effect validity test. type and sources of data the data used in this study are secondary. the secondary data is in the form of sharia stock index (issi) growth data obtained from the closing price at the end of each month starting from october 2013 september 2017, while macroeconomic variables are obtained each month during the period october 2013september 2017. the population and sample in this study is the stock index listed on the indonesia stock exchange (idx), the indonesian sharia stock index (issi). for issi data obtained from the site (https://www.duniainvest.com). for data such as interest rates obtained from the site (www.bps.go.id). for inflation data, the rupiah exchange rate and the rate of return of the bank indonesia syariah certificate (sbis) are obtained from the official website of bi (www.bi.go.id). this research will be analyzed using the error correction model (ecm). result and discussion estimation result in this study, to observe the effect of macroeconomic variables on the indonesian sharia stock index (issi), this research used multiple regression analysis tools with the error correction model (ecm) approach. the ecm (error correction model) model is an econometric model that can be used to find short and long term balance regression equations in this study, to observe the effect of macroeconomic variables on the indonesian sharia stock index (issi), this research used multiple regression analysis tools with the error correction model (ecm) approach. the ecm (error correction model) model is an econometric model that can be used to find short and long term balance regression equations international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 8 │ table 1. model econometric result ∆logissit= 3.413818 – 0.030265∆bi_ratet – 0.005570∆inft –7.22e-05∆kurst– 0.021004 ∆dsbist (0.0934)*** (0.3039) (0.0000)* (0.4662) – 0.131376 bi_ratet-1 0.144438inft-1 – 0.399406logkurst-1–0.180586 dsbist-1 (0.0997)*** (0.0776)*** (0.0062)* (0.0760)*** + 0.139731 ect (0.0858)*** r2= 0.555551; dw-stat.= 1.607712; f-stat.= 5.277673;prob. f-stat.=0.000114 diagnosis test (1) multicollinearity (vif): ∆bi_rate = 1,324165; ∆inf = 1,358645; ∆kurs = 1,319345; ∆dsbis = 1,848217 bi_ratet1= 841,7800; inft-1 = 2157,553; logkurst-1 = 7,642732; dsbist-1 = 185,9867 (2) normality (jarque fallow) �2(2) = 0,541698; sig.(�2) = 0,762732 (3) autocorrelation (breusch godfrey) �2(3) = 5,543778; sig.(�2) = 0,1360 (4) heteroscedasticity (white) �2(17) = 13,61878; sig.(�2) = 0,6939 (5) model specification test (ramsey reset) f(2,36) = 1,432226; prob.(f) = 0,2521 note: * significant at a = 0.01; ** significant at a = 0.05; *** significant at a = 0.10. the number in parentheses is the empirical probability (p value) t-statistic. from the results of the ecm regression analysis can be written in the form of linear equations to: dlogissi = 3.413818 – 0.030265 d(bi_rate) – 0.005570 d(inf) – 0.00000722 d(kurs) – 0.021004 d(dsbis) – 0.131376 bi_rate(-1) – 0.144438 inf(-1) – 0.399406 log(kurs(-1) – 0.180586dsbis(-1)+ 0.139731 ect the above model is a short-term model. the long-term model must see a balance which includes a series of adjustment processes that bring each shock to equilibrium. in other words in the long run it is possible to make full adjustments for any changes that arise. the results of manual calculations to obtain long-term coefficients are as follows: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) │ 9 table 2. long term coefisient regresion variable calculation results c 3.413818 / 0.139731 = 24.43136 birate(-1) (-0.131376 + 0.139731) / 0.139731 = 0.05979 inf(-1) (-0.144438 + 0.139731) / 0.139731 = -0.03369 log(kurs(-1)) (-0.399406 + 0.139731) / 0.139731 = -1.85839 dsbis(-1) (-0.180586 + 0.139731) / 0.139731 = -0.29238 source : processed data based on the calculation results in table 1, the long-term model can be written in a linear equation as follows: 𝐿𝑂𝐺𝐼𝑆𝑆𝐼 =24,43136+0,05979birate(-1)–0,03369inf(-1)-1,85839 kurs(-1)– 0,29238dsbis(-1) classic assumptions and statistical tests are conducted to test the validity of the estimation results. the test is intended to decide whether the interpretations of the parameters are theoretically significant and statistically significant. validity test influence the validity test is used to measure how much influence each independent variable has on the dependent variable. the hypothesis formulation is h0: βi = 0; i independent variable has no significant effect and ha: βi ≠ 0; the independent variable to i has a significant effect. then the test criteria are h0 is rejected if the statistical significance of ti <α and h0 is accepted if the statistical significance of ti> α. table 3 result of t-validity test variabel t-probability criteria conclusions d(birate) 0.0934 < 0.10 signicant influence d(inf) 0.3039 > 0.10 not signicant influence d(kurs) 0.0000 < 0.01 signicant influence d(dsbis) 0,4662 > 0.10 not signicant influence birate (-1) 0.0997 < 0.10 signicant influence inf(-1) 0.0776 < 0.10 signicant influence log(kurs(-1)) 0.0062 < 0.01 signicant influence dsbis(-1) 0.0760 < 0.10 signicant influence source: processed data interpretation of the effect of independent variables from the effect validity test (t-test) above, the bi interest rate variable and the rupiah exchange rate have a significant effect on the indonesian sharia stock index in the short term. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 10 │ while in the long run the variable bi interest rates, inflation, rupiah exchange rates, and the level of return of bank indonesia sharia certificates have a significant effect. based on the regression results using the ecm method, the pattern of the relationship between the bi interest rate variable and the indonesian syariah stock index (issi) is logarithmic-linear. the regression coefficient of the bank indonesia interest rate variable in the short term is -0.030265. this shows that in the short term if bank indonesia interest rates rise by one per cent, the indonesian syariah stock index (issi) will decrease by 0.030265 x 100 = 3.02 per cent. in the long term, bi interest rates have a regression coefficient of 0.05979. this shows that in the long run if bank indonesia interest rates rise by one per cent, the indonesian syariah stock index (issi) will rise by 0.05979 per cent. the pattern of the relationship between the inflation variable and the indonesian syariah stock index (issi) is logarithmic-linear. the inflation variable has a short-term coefficient of -0.005570. this shows in the short term if inflation rises by one per cent, then the indonesian syariah stock index (issi) will decrease by 0.005570 x 100 = 0.55 per cent. in the long run, inflation has a regression coefficient of 0.03369. this shows that in the long run if inflation rises by one per cent, the indonesian syariah stock index (issi) will decrease by 0.03369 x 100 = 3.36 per cent. the pattern of the relationship between the rupiah exchange rate variable and the indonesian sharia stock index (issi) in the short run is logarithm-linear. the rupiah exchange rate variable has a shortterm regression coefficient of -0.0000722. this shows in the short term if the rupiah exchange rate rises by one rupiah per usd, then the indonesian sharia stock index (issi) will decrease by 0.0000722x100 = 0.00 per cent. in the long term, the rupiah exchange rate has a regression coefficient of -1.885839. the pattern of the relationship between the rupiah exchange rate variable and the indonesian sharia stock index (issi) in the long run is logarithms. this shows that in the long run, if the rupiah exchange rate rises by one rupiah per usd, the indonesian sharia stock index (issi) will decrease by 1.85839x 100 = 185.83 per cent. the pattern of the relationship between the variable rate of return of the bank indonesia sharia certificates (sbis) and the sharia indonesia stock index (issi) is logarithmiclinear. the variable returns level of bank indonesia sharia certificates has a regression coefficient of -0.021004. this shows in the short term if the returns rate of bank indonesia sharia certificates (sbis) rises by one per cent then the indonesian sharia stock index (issi) will decrease by 0.021004 x 100 = 2.10 per cent. in the long term, the returns rate of a bank indonesia sharia certificates (sbis) has a regression coefficient of -0.292388. this shows in the long run that if the returns rate of bank indonesia sharia certificate (sbis) rises by one per cent, the indonesian sharia stock index (issi) will decrease by 0.29238 x 100 = 29.23 per cent. economic discussion on results 1. bank indonesia interest rates against indonesian sharia stock index the results of the regression test found that the bi interest rate had a negative and significant effect on the indonesian sharia stock index (issi) in the short term. this shows that when the bi interest rate rises, it will reduce the indonesian sharia stock index (issi). this is by research conducted by citra puspa mawarni & widiasmara (2018) who found that interest rates have a negative relationship with islamic stock price indexes. it can be concluded that the lower international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) │ 11 the bi interest rate, the higher the bi and deposit interest rates and loans from domestic banks, the credit burden will increase, and net income will decrease. a decrease in net profit results in a decrease in the stock price in the market. thus encouraging investors to intend to switch to investing in banking securities that have a fixed value rather than investing in the capital market where the benefits obtained are still uncertain due to fluctuating stock prices. whereas in the long run, bi interest rates have a positive and significant effect on the indonesian sharia stock index (issi). an increase in interest rates will have an impact on increased investment and economic activity that will lead to an increase in the indonesian sharia stock index (issi). 2. inflation in indonesia's sharia stock index in the long-run inflation has a significant negative effect. this indicates that changes in inflation will give meaning to the indonesian sharia stock index (issi) between october 2013 and september 2017. where when the inflation rate increases, it will reduce the indonesian sharia stock index (issi). the results of this study support research conducted by aisiyah & khoiroh (2015), which shows that inflation has a negative and significant effect on the indonesian sharia stock index (issi). incremental inflation consequently leads to rising prices in general. this condition can increase production costs from rising raw material prices while people's purchasing power will further weaken. weakening purchasing power causes some companies to be less able to sell company products, thereby affecting the level of sales and weakening corporate profitability. the decline in the company's profitability will also affect the company's stock price decline. the decline in the company's stock price is considered less attractive and less profitable for investors because the return to be distributed by the company to shareholders will also decrease. this makes consideration for investors who prefer to refrain from investing in companies listed on the islamic capital market so that it affects the demand for islamic shares and when the offer of islamic shares is higher than the demand, it will reduce the indonesian syariah stock index ( issi). 3. rupiah exchange rate against indonesian sharia stock index variable of rupiah currency exchange rates toward dollar in the short and long term has a negative influence significantly to the issi. this is consistent with research by putri (2018). depreciation of the rupiah against the dollar means that the value of the rupiah weakens so that the exchange of the dollar will get a higher rupiah value. the weakening of the rupiah will affect companies differently in the category of import or export. for importer companies, of course, the depreciation of the rupiah will hurt the company because it will bear higher costs. the same thing is experienced by companies that have debt in the form of dollars, of course, the depreciation of the rupiah will be detrimental because the company will pay more significant obligations, of course, this will reduce the company's profitability. when the profitability of the company goes down, many investors choose to sell their shares and choose to switch to other investments such as the foreign exchange market. the attitude of these investors can reduce the price of company shares and affect the demand for international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 1-15 the influence of determining factors on islamic stock index in indonesia azhar alam, galuh thifal anggraeni, muhammad anas issn 2580-0981 (online) 12 │ shares on the indonesia stock exchange (idx) including sharia shares on the indonesian sharia stock index (issi) so that it results in a declining stock index movement. 4. the level of returns of bank indonesia sharia certificates to the indonesian sharia stock index in the long period term, bank indonesia sharia certificates have influential negative and significant to the indonesian sharia stock index (issi). this finding supports prabowo (2013) study, which shows that the sbis variable has a causality relationship on the indonesian syariah stock index (issi). this can be reflected in the economy that the issi and sbis equally the islamic investment instruments, they synergize to increase investment in indonesia, particularly in the islamic capital market. conclusion based on the results of a regression analysis using error correction model (ecm) and the effect validity t-test on the significance (α) of 0.10, the bi interest rates, inflation, the rupiah currency exchange rate and the rate of return of bank indonesia sharia certificates have a significant negative effect on the indonesian sharia stock index (issi) in long term estimation. however, in the short term, both inflation and the rate of bank indonesia sharia certificates return have no significant negative effect. in contrast, bi interest rates and rupiah currency exchange rates have a significant negative effect on issi. this study suggests the importance of attention to macroeconomic variables impacts such as bi interest rate inflation, the rupiah currency exchange rate, and the rate of return of bank indonesia sharia certificates which hurt issi. this information would be useful for a regular investor of issi and the government to make a policy that supports the development of issi. this paper also recommended the indonesian central bank to effectively manage their monetary policy and promote issi as an alternative investment which is resistant by the negative effect of inflation in short term analysis. references aisiyah, s., & khoiroh, r. 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(2023) corresponding author’s email: sidik_darusulistyo@sbm-itb.com international journal of management, entrepreneurship, social science and humanities, vol. 6 no. 2 (2023) https://doi.org/10.31098/ijmesh.v6i2.1381 bibliometric analysis to a future research direction on agile transformation sidik darusulistyo1* , dermawan wibisono2 , harimukti wandebori3 , santi novani4 1,2,3,4 institute technology of bandung, indonesia received : february 23, 2023 revised : april 27, 2023 accepted : may 12, 2023 online : may 19, 2023 abstract agile transformation has become increasingly popular as a management approach to improve performance, but there has been limited research on its direction. this study aims to advance knowledge on agile transformation to help companies become faster, more flexible, and more responsive. the study employs a bibliometric approach to analyze 116 "agile transformation" papers published in the scopus database over the past 20 years. the findings indicate an increasing number of publications in recent years, with the united states, finland, and germany being the top countries. however, the research connections are not yet consolidated, as only 22 authors out of 282 have co-authored papers. the research has also been mainly focused on software development and it companies, using case studies, grounded theory, and surveys. the study reveals that the major research hotspots in the agile transformation are agile transformation, software development, software design, agile methods, agile transition, and agile adoption. the grand theories emerging in the agile transformation revolution emphasize the importance of collaboration, communication, continuous improvement, and customer value. overall, this study provides a comprehensive understanding of the current state of research on agile transformation and offers insights for future research. the findings highlight the need for greater research diversity beyond software development and it companies and an opportunity to use action research and ethnography strategies to understand agile transformation. ultimately, this study contributes to the advancement of knowledge on agile transformation and its role in improving organizational performance. keywords: bibliometric analysis; agile transformation; scopus database introduction agile has grown in popularity over the last decade as a new management approach to performance. the term refers to the observation that the rate of business change was rapidly outpacing the traditional organization's ability to adapt (harraf et al., 2015). global businesses are accelerating their agile transformation in order to succeed in today's dynamic and complex business environment (revutska & antlová, 2022). deploying agile methodology aims to transform a company into a faster, more flexible, and more responsive organization (harraf et al., 2015). the evolution of agile methodologies refers to the iterative and incremental approach to software development that originated in the 1990s. it was a response to the traditional methods of software development that were often rigid and focused on processes rather than people and customer needs. the agile manifesto, which was created by a group of software developers, outlined the principles that underpin agile methodologies. the manifesto emphasized the importance of individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan (flora & chande, 2014; mora et al., 2022). since the agile manifesto was published, various agile methodologies have been developed, each with its own unique approach to software development. these methodologies include scrum, extreme programming (xp), and lean-agile, among others (hazzan & dubinsky, 2014). scrum, for example, is a framework for managing and completing complex projects that emphasizes teamwork, accountability, and iterative progress. xp, on the other hand, focuses on the technical practices of software development, such as continuous integration, automated testing, and pair articles review https://creativecommons.org/licenses/by-nc/4.0/ https://crossmark.crossref.org/dialog/?doi=10.31098/ijmesh.v6i2.1381&domain=pdf https://orcid.org/0000-0001-5551-9414 https://orcid.org/0000-0003-0296-3946 https://orcid.org/0000-0002-3439-121x https://orcid.org/0000-0003-2193-6898 international j. of management, entrepreneurship, social science and humanities 2 programming. lean agile, meanwhile, is a hybrid approach that combines the principles of agile methodologies with lean manufacturing principles. agile methodologies have been successful in enabling software development teams to deliver high-quality software in a shorter time frame. by prioritizing customer needs and iterative development, agile teams can respond quickly to changes in requirements and deliver software that meets the customer's needs. this approach has led to increased productivity, better-quality software, and higher customer satisfaction (pócsová et al., 2020). agile methodologies were initially intended for use in small, single-team projects (boehm & turner, 2005). however, their demonstrated and potential benefits have made them appealing outside of this context, particularly for larger projects and in larger corporations, even though they are more difficult to implement in larger projects (dyba & dingsoyr, 2009). in comparison to small projects, which are ideal for agile development, larger projects require more coordination. how to handle inter-team coordination is a particular issue when applying agile to larger projects. interfacing with other organizational units, such as human resources, marketing and sales, and product management, adds another layer of complexity to large-scale agile. furthermore, the large scale may cause users and other stakeholders to distance themselves from development teams. despite these known issues with large-scale agile, there is an industry trend toward the widespread adoption of agile methodologies (dingsøyr & moe, 2014; paasivaara et al., 2018). transformation into an agile organization is challenging because it necessitates fundamental shifts in many different areas, such as strategy, structure, culture, operations, and technology (strode et al., 2022). thus, the cultural context is an important factor in firms' agile transformation, and a new line of research can focus on the relationship between agility and cross-country cultural behavior. the findings can assist us in better understanding the cultural characteristics that lead to successful change. another unfulfilled gap is related to the agility construct's path dependency. because agility is a dynamic process, longitudinal studies could provide more information about how this changing adaptation process affects competitiveness and performance over time (pinho et al., 2022). leaders are obviously responsible for fostering organizational culture and performance (wijaya & wisesa, 2022). the past and current agility transformation framework development were explored, and it was found that no specific research direction of agile transformation has been mentioned. accordingly, most of the agile transformation studies have been done in the it industry, software development, digital transformation, software design, and the internet of things. hence, this study aims to answer the following research questions, as follows: 1. how has the trend of agile transformation research evolved over time? 2. what are the countries that majorly contribute to the agile transformation study? 3. which authors contribute the most to the agile transformation study? 4. which journal holds most of the collection of agile transformation publications? 5. what are the typical research strategies in agile transformation? 6. which industries that the research covers the most in agile transformation? 7. what are the major research hotspots in the agile transformation field? based on the literature review, it is possible to propose this study as the extended version of existing literature on agile transformation since there is a scarcity of similar work purposefully focusing on covering the whole aspects of agility while also addressing the research questions. furthermore, the existing similar literature review studies related to agile transformation found on scopus are different from this study to the extent of the breadth and depth of the analysis. dikert et al. (2016) have done a similar analysis, yet in this particular study, the authors only used a single journal database around 2000 – 2016 (scopus) specifically designed to discuss challenges and international j. of management, entrepreneurship, social science and humanities 3 success factors. another paper on agile adoption, altuwaijri & ferrario (2022), which was recently published and discussed the knowledge domain of agile management in the software industry, also found, yet again, the author only cultivates on factors affecting agile adoption. on the other hand, akbar et al. (2020) reported the agile development activities on global software development (gsd). unfortunately, similar to the other studies, the author's focus identified the success factors from 75 selected primary studies on the software development industry. moreover, the literature review paper by pinton & torres (2020) has brought differentiation to the agile transformation process core collection through the analysis of human aspects and demand of the large transformation of the organization and summarizes the existing literature into three categories: people, management and organization, yet it is only focused on agile transition in a traditional organization. accordingly, the extension proposed in this study comes when recent sources of meta-data and bibliometric analysis comprehended the previous literature review papers on agile transformations. the purpose of this study is to investigate and analyze the research publications pertaining to agile transformation over the past two decades. the research will address seven research questions in order to comprehend the context and future research in agile transformation. this research seeks to contribute to the advancement of knowledge on agile transformation in order to assist businesses in becoming faster, more flexible, and responsive organizations. literature review agile transformation agility is a crucial factor for businesses to thrive in a constantly changing market. according to (dove & palmer, 2004; goldman et al., 1995), agility can be defined as the ability to respond appropriately and timely to changes that are expected or unexpected and take advantage of and capitalize on opportunities presented by change. zhang & sharifi (2000) highlighted four core capabilities required of an agile company, which are responsiveness, competency, flexibility, and speed. responsiveness refers to the ability to recognize and respond to change quickly, reactively, or proactively, as well as recover from it. competency is defined as the ability to provide productivity, efficiency, and effectiveness in achieving the company's objectives and goals. flexibility is the ability to perform different tasks and achieve different goals while using the same resources, while speed is defined as the ability to complete tasks and operations in the shortest amount of time. figure 1. agile transformation (source: author analysis) the agile movement has undergone significant evolution over the past two decades, with several key milestones marking its progress. in 2001, the agile manifesto was developed by a group of software developers who sought to improve the software development process by emphasizing values such as individuals and interactions, working software, customer collaboration, and responding to change (dikert et al., 2016; klünder et al., 2019). two years later, the first agile international j. of management, entrepreneurship, social science and humanities 4 conference was held, providing a platform for practitioners and researchers to share their experiences and insights. in 2006, the scrum methodology was formalized in a book by ken schwaber and jeff sutherland, becoming one of the most popular agile frameworks. the term "devops" was coined by patrick debois in 2009, marking the beginning of a movement that emphasized the integration of development and operations teams to improve software delivery. in 2010, the agile alliance created the agile fluency model, providing a framework for organizations to become more proficient in agile practices. in 2011, the scaled agile framework (safe) was introduced, offering guidance on how to scale agile methodologies to larger organizations and projects. the disciplined agile delivery (dad) framework was introduced in 2016, integrating agile, lean, and devops elements to provide a more comprehensive approach to software delivery (hohl et al., 2018). finally, the state of agile report in 2018 indicated that agile adoption had become widespread, with 97% of organizations surveyed using agile in some form. these milestones and others have contributed to the growth and success of the agile movement, shaping the understanding and application of agile methodologies in software development (mora et al., 2022). agile methods have an impact on management and other business functions. a significant challenge is that management must shift away from life-cycle models and toward iterative and feature-centric models, which necessitates a mental shift. as agile methods emphasize that planning is only meaningful for the near future, the emphasis must be shifted from long-term planning to shorter-term project planning (dikert et al., 2016). however, a lack of planning can be problematic because business and customer relationships are often built on long-term planning. in order to enable operations with shorter-term planning, stakeholders must be educated and contracting practices in effective management like agile methods (dikert et al., 2016). hence, in order to profit from opportunities, agile methods focus on people, technology, and processes while collaborating with customers and adapting to change (serrador & pinto, 2015). it is a business model that enables companies to capitalize on profitable opportunities in a volatile market by leveraging market knowledge and partnerships. agile approaches emphasize people, good technology, collaboration with customers, and adaptability to change. it is difficult to successfully implement sustainability practices without a thorough understanding of, involvement in, and knowledge of customers and other stakeholders geyi et al. (2020). agile methods also encourage people to collaborate, participate, learn new skills, and grow in a flexible environment. furthermore, the new management model forces businesses to think and act not only differently but also faster (ragazou et al., 2022). alignment and collaboration are crucial in agile organizations; collaboration with various other parties can be enhanced by assuring the process of aligning the perceptions of the organization's working team (nugroho & hermawan, 2022). in an agile organization, consideration must be given to those aspects of future human resource management that have an impact on increasing employee engagement and productivity, enhancing adaptability to changing work conditions and supporting and enhancing health and well-being (ganegama, 2019). human resources play a crucial role in the development and achievement of a company's objectives. a decrease in the quality and morale of the employees themselves results from a disregard for their needs and expectations. agile organizations must be able to manage and cultivate their human resources (nursiti et al., 2022). bibliometric studies have been widely used by researchers to predict the themes of agile transformation research. for instance, lechler & yang (2017) conducted a bibliometric analysis to identify the research hotspots and trends of agile software development. their findings revealed the interdisciplinary nature of the research field, highlighting the importance of collaboration among different disciplines in the agile transformation process. in another study, iyengar & bharathi (2018) analyzed the scientific production related to agile methodologies and identified international j. of management, entrepreneurship, social science and humanities 5 emerging topics and research trends, showcasing the evolution of research in the field. these studies showcase the usefulness of bibliometric analysis in identifying the most relevant research topics and trends in agile transformation research, which can aid future research in the field. organizational transformation organizational transformation and agile transformation are closely related concepts. organizational transformation refers to a comprehensive and fundamental change in an organization's structure, culture, and strategy aimed at improving its performance and competitiveness (kovynyov et al., 2021). on the other hand, agile transformation refers to the process of adopting agile methodologies and principles to increase business agility and responsiveness to changes in the market. agile transformation can be considered a type of organizational transformation that focuses on enhancing an organization's ability to deliver value to customers quickly and effectively (stettina et al., 2021). in other words, agile transformation is a means to achieve organizational transformation by embracing a more adaptive and iterative approach to work. the aspect of organizational transformation was interpreted in such a way that the primary study was required to present insights into the process of an agile transformation. excluded topics include comparing traditional and agile development methods petersen & wohlin (2010), discussing the use of agile in a large enough organization but not describing how the new methods were implemented mishra & mishra (2011), and simply presenting agile tools in large-scale use (kim & ryoo, 2012). agile practices have a positive and direct impact on financial and operational performance measures (geyi et al., 2020). as a result, some progress has been made in terms of the links between agile practices and economic sustainability measures. dikert et al. (2016) provide the challenge categories on agile transformation, namely: agile difficult to implement, integrating non-development functions, change resistance, and requirements engineering challenges. the most frequently mentioned success factor categories are selecting and customizing the agile approach, management support, mindset and alignment, and training and coaching. one of the main challenges of organizational transformation is resistance to change, as employees may be resistant to changes in their work processes and culture (lechler & yang, 2017). agile transformation can help address this challenge by fostering a culture of collaboration, experimentation, and continuous learning, which are core principles of agile methodologies (jovanović et al., 2017). furthermore, agile transformation can also help organizations address the growing complexity and uncertainty of the business environment by providing a more flexible and adaptable approach to work (sommer, 2019). by adopting agile methodologies, organizations can respond more quickly to changes in customer needs and market trends, leading to increased innovation and competitiveness. in conclusion, organizational transformation and agile transformation are interrelated concepts that can complement each other in achieving business success. by embracing agile transformation as a means to achieve organizational transformation, organizations can foster a culture of collaboration, experimentation, and continuous learning, leading to increased innovation and competitiveness in a rapidly changing business environment. research method this study analyzed articles that were retrieved from the scopus database. scopus contains a wider range of publications and one of the most comprehensive databases of peer-reviewed journals. besides, it is also the best fit for this research because it displays articles from various years. a literature search was conducted online in january 2023 with 6 keywords. because there are so many diverse terms linked with agile transformation, it is vital to identify the criteria used international j. of management, entrepreneurship, social science and humanities 6 to choose city categories for bibliometric study. the keyword "agile transformation" was chosen as the main focus of the literature review because it is a widely discussed topic in the field of project management and software development. the other keywords ("agile transition", "agile adoption", "agility transformation", "agility transition", and "agility adoption") were also included to ensure a comprehensive search of relevant literature. the use of these additional keywords will allow for a more thorough examination of the various ways in which organizations may approach the adoption or implementation of agile methodologies and the potential benefits and challenges associated with each approach. by including a range of related terms, the search results will provide a more complete picture of the current state of knowledge and practice in the area of agile implementation and transformation. searching these keywords in the scopus database ensures access to high-quality, peer-reviewed literature from a range of disciplines. by using multiple related keywords, the search was able to capture a broad range of literature related to the topic of agile transformation. the use of scopus also helps to ensure that the literature selected for the review is reliable and up to date, as scopus is one of the largest databases of peer-reviewed literature. overall, the chosen keywords and database ensure that the literature review is comprehensive and relevant to the topic at hand. analysis was limited to english language and article type of papers from 1995-2022. it found 116 studies with those keyword searches. the 116 studies will be bibliometric ally analyzed using vos viewer to understand the previous study trend and theme on agility transformation. figure 1. describes the steps in the research methodology. search is used using search: title-abs-key: ("agile transformation” or “agile transition” or "agile adoption" or "agility transformation" or "agility transition" or "agility adoption" ) and ( limit-to ( doctype , "ar" ) ) and ( limit-to ( language , "english" ) ) and ( limit-to ( srctype , "j" ) ) figure 2. research methodology this study employs bibliometric and social network analysis to analyze the meta-data. bibliometric analysis is a widely used approach to identify current trends in publications and guide future research directions (su et al., 2019). to conduct bibliometric analysis, we generated a ris format file from the scopus database. the interpretation of bibliometric analysis focuses on visualizing the growth of research on agile transformation over the years, identifying the most contributing countries, and listing the most contributing authors in the field of agile transformation studies. to further elaborate, social network analysis is a powerful tool that allows researchers to international j. of management, entrepreneurship, social science and humanities 7 visualize and analyze complex relationships and patterns within a dataset. in this study, we used vosviewer, a software that is widely used in bibliometric analysis and social network analysis, to construct a network of co-occurring keywords within our ris file of agile transformation studies. the software uses various algorithms to cluster related keywords and identify key themes and clusters within the network. by conducting social network analysis, we aimed to gain insights into the underlying structure of the research field of agile transformation and identify emerging topics and research patterns. this analysis allowed us to identify the most prominent themes and clusters within the field and the relationships between them. findings and discussion we were able to visualize the growth of research on agile transformation over time, as demonstrated in figure 3. overall, social network analysis using vosviewer was a valuable tool in guiding our study and providing us with a comprehensive understanding of the agile transformation research field. the insights gained from this analysis helped us identify key research gaps and future research directions. figure 3. the trend of study in agile transformation according to the interpretation of the meta-data set depicted in figure 3, it is apparent that the study of agile transformation was first carried out in 2000 and gradually increased starting at the beginning of 2006 throughout the year 2019. interestingly, after two years periods, this field of study gained a dramatic surge of attention which reflects by the surge in 2022 onwards. to that extent, the increased scholars' interest in the past ten years helps to address rq1 in revealing the development of agile transformation studies over time. based on this finding, the progress of agile transformation research is predicted to stay incline and will still be relevant as the initial transformation in the management process penetrates more in many industrial sectors. agile transformation in business and management research has been a popular topic in recent years, as it reflects a paradigm shift in how organizations manage their projects, products, and services. while some studies suggest that agile is a short-term trend, others show that it is deeply embedded in an organization's processes and culture (cram & newell, 2016). the shift towards agile models and methods signals a larger transformation in the workplace towards the organization of the 21st century (levine, 2005). the concept of agile transformation encompasses many activities and steps, such as prerequisites, facilitators, framework, assessment, coaching, and more (gandomani et al., 2014). these activities aim to help organizations adopt and implement an agile approach, which has been shown to lead to better business outcomes and customer 1 1 0 0 0 1 3 5 1 1 1 6 5 4 4 9 10 4 15 12 13 19 0 2 4 6 8 10 12 14 16 18 20 1995 2000 2005 2010 2015 2020 2025 annual publication breakdown international j. of management, entrepreneurship, social science and humanities 8 satisfaction. furthermore, the certainty of positive growth in agile transformation research is also supported by the ideation unfolded in a prior study that highlights how potential is this field of interest in creating more value for the organizational sectors (dikert et al., 2016; pinton & torres, 2020). the second aspect of the bibliometric that this study means to unfold is the most contributing countries. in order to conduct and identify the most contributing countries, this study identified the cases as well as the samples by country used in each of the selected papers within our data collection. there were 15 countries that were used either as the case or sample for agile transformation studies. fig. 4 depicts the statistic of the top 15 most contributing countries, corresponding to 95% of the total paper generated. figure 4. country analysis the details of 15 countries with the most research in agile transformation can be seen in below table 1. among these 15 countries, it is evident that the united states and finland were the two countries that have been studied rigorously. the dominance of these two countries has addressed rq2. with such a fact, the readiness level of agile transformation in both countries should be more advanced, and the merit of its practice is expected to provide the example of a case study of a successful organization in implementing agile transformation in this region. table 1. top 15 countries with the most documents in the field of agile transformation country number of documents united states 21 finland 11 germany 10 australia 4 malaysia 10 india 9 pakistan 7 china 6 iran 6 netherlands 6 sweden 5 brazil 4 france 4 international j. of management, entrepreneurship, social science and humanities 9 country number of documents united kingdom 4 australia 3 others 6 total 116 it is important to note that the united states and finland are known for their significant contribution to technology and innovation. the availability of advanced infrastructure, resources, and technology in these countries may have encouraged organizations to adopt agile methodologies and undergo agile transformation. the usa has always been at the forefront of technological innovation, and this leadership position has made it a fertile ground for agile practices to flourish, especially in software development and related industries (lee & yong, 2013; sun et al., 2021). similarly, finland has a reputation for being a leader in technology, particularly in mobile and gaming industries, and this expertise has spilled over to the agile community as well, with many finnish companies and organizations embracing agile principles and methods (de jong et al., 2015). it is important to note that the united states and finland are known for their significant contribution to technology and innovation. the availability of advanced infrastructure, resources, and technology in these countries may have encouraged organizations to adopt agile methodologies and undergo agile transformation. additionally, these countries have a strong culture of entrepreneurship, which may have contributed to the popularity of agile transformation as a way to increase business agility and respond quickly to changes in the market. finally, the high number of universities and research institutions in these countries may have also played a role in the large number of publications related to agile transformation. besides publication by country, the second aspect of bibliometric analysis that can address rq3 and is also worth discussing is the most productive authors within agile transformation studies. in order to get the list of the most contributing authors, this study generated the authors' names from the ris format file consisting of 116 kinds of literature. based on the extraction, there are approximately 282 authors that were identified. then, this study counted the number of publications from each author. fig. 5 illustrates the top 10 productive authors based on the counts of their publications on the agile transformation field incorporated in this. upon that chart, author gandomani with seven publications on agile transformation studies, became the most productive author. according to our analysis, his study on the agile software development method first appeared in 2013. since then, he has largely studied to generate insights regarding the practice of agile transformation. gandomani et al. (2013) stated that strategy should consider all aspects of changing approach and underpinning of achievement in the agile transformation process through substantive transformation experiences. a recent publication in 2022 is about agile consolidation in agile software development (gahroee et al., 2022). following gandomani, the second place is occupied by zulzalil, with five publications. zulzalil has specialized in his research on agility ranging from analyzing the risks and challenges in implementing agile transformation and agile adoption in the software development company. besides, it is also worth mentioning all of the publications zulzalil are with gondamani. international j. of management, entrepreneurship, social science and humanities 10 figure 5. most productive authors for each of these journals, fig. 6 depicts the top 10 journals in the agile transformation field while simultaneously addressing the rq4. journal of systems and software has covered nine articles that match our research focus. the same condition goes for the journal of software evolution and process, which placed in second place with a total of 6 articles. this study digs deeper into the background of these journals and compares this to the core focus of the current study. as mentioned since the beginning of this study, agile transformation is a broad field of study that can cover every sector and organization; meanwhile, most of the study only covers agile software development. to that extent, this study suggests the suitability of the journal title with the focus on the agile transformation study and related topic to be published in a high-quality journal that influences the organizational operation that is not only about software development but performance management in general. 0 1 2 3 4 5 6 7 8 gandomani, t.j. zulzalil, h. lassenius, c. paasivaara, m. poth, a. abrar, m.f. ali, s. ambler, s.w. kottke, m. riel, a. 10 most productive authors international j. of management, entrepreneurship, social science and humanities 11 figure 6. most contributing journal in the field of agile transformation study shown in table 2, several research strategies have been utilized, mostly case studies, grounded theories, and surveys. while systematic literature review has been used in 18 studies conducted in the field, there has been limited use of other strategies, such as action research and ethnography, suggesting potential opportunities for further research. the case study has been widely used in agile transformation research, exploring its application in diverse industries, such as banking, small and medium enterprises, the air force, it, and software development. grounded theory has been predominantly used in the study of it and software companies, with gandomani and zulzali being prominent researchers in this area. this table answers rq5 on the most research strategy used in agile transformation. table 2. research methods in the field of agile transformation study research method amount action research 1 case study 53 ethnography 1 grounded theory 10 structured literature review 18 survey 17 not known / not specified 16 total 116 in all of the clusters, most studies examined the challenges and risks of agile transformation implementation (poth et al., 2021; strode et al., 2022). besides, the industries that are often studied are digital technology and it companies that consider needing the most agility in the company. accordingly, only a small number of studies describe other sectors, namely financial service, banking, automotive, manufacturing company, air force, public sector, transport, logistics, academic or university. hence, it scarcely mentions agile transformation in the energy sectors, for example, 0 2 4 6 8 10 journal of systems and software journal of software evolution and… ieee access it professional journal of creating value cutter business technology journal european journal of information… ieee software ieee transactions on engineering… indonesian journal of electrical… 10 most contributing journal international j. of management, entrepreneurship, social science and humanities 12 the oil and gas industry. the scarcity of industry variations appears in the cluster in table 3. it opens opportunities for future studies to complement agile transformation research through its analysis of the various other industries while at the same time strengthening the existing industry that started to emerge on its body of knowledge. it also answers rq 6 regarding industries the research covers the most in agile transformation. table 3. industry type in the field of agile transformation study specific company/industry implementation amount software development company 43 it/ digital company 16 air force 1 public sector 3 banking/ financial services 5 academic education 5 automotive/ manufacturing company 2 transformation/logistic 1 others or not specified 40 total 116 according to the illustration of fig. 7, there are 4 clusters that were formed based on the cooccurrence of keywords obtained from the articles. the keywords that are widely discussed among the available articles within the meta-data set are agile transformation, agile adoption, and agile transition itself. in such a way, the answer for rq7 regarding the major research hotspot in the agile transformation field is agile transformation, agile software development, software design, agile methods, agile transition, and agile adoption. furthermore, these findings also confirmed that almost all cluster has the same size. here, the general concept of study related to agile transformation takes industries such as software development, financial services, digital industry, smes, and the automotive industry as its research interest (poth et al., 2020; prange & hennig, 2019; vejseli & rossmann, 2018; winkelhake, 2017). international j. of management, entrepreneurship, social science and humanities 13 figure 7. network visualization of keyword co-occurrence co-authorship measures the most efficient set of documents and those with a maximum degree of mutual publications. the bibliometric map of co-authorship from the vosviewer using author names showed four clusters, as indicated in figure 8. there are 282 authors from 116 documents article and only 22 authors that have a relationship of co-authorship. figure 8. network visualization of co-authorship to analyze the contribution of papers that are accepted by other authors, the vosviewer was to determine the most cited articles. the distribution of the most influential publications in the agile transformation field can be seen in table 4. there are the top 10 articles with the most citations collected based on the results of the analysis. the most cited article, which was published in 2016, shows that this field has developed rapidly in the last five years. the subjects of the top three studies investigated agile transformation in software development. articles with the most citations are international j. of management, entrepreneurship, social science and humanities 14 obtained from (dikert et al., 2016), where the research discusses the review of the various articles related to the challenges and success factors of agile transformation. table 4. top 10 most cited documents in the field of agile transformation no document title authors and year cited by findings 1 challenges and success factors for large-scale agile transformations: a systematic literature review (dikert et al., 2016) 413 the results include findings from 52 primary studies discussing how software organizations introduced large-scale agile transformation methods, challenges, and success factors. 2 agile methods rapidly replacing traditional methods at nokia: a survey of opinions on agile transformation (laanti et al., 2011) 144 the results showed that most respondents agreed on the benefits of agile methods, such as higher satisfaction and increased quality. 60% of the respondents would not like to return to the old way of working. the study concludes that based on the positive perception, agile methods are here to stay. 3 a framework to support the evaluation, adoption, and improvement of agile methods in practice (qumer & hendersonsellers, 2008) 140 the paper discusses the challenges in adopting agile methods in software development and presents the agile software solution framework (assf) and the agile adoption and improvement model (aaim) as ways to assist in the transition. 4 a disciplined approach to adopting agile practices: the agile adoption framework (sidky et al., 2007) 129 this study presents an agile adoption framework to help organizations adopt agile processes and reap its benefits like faster roi, improved software quality, and higher customer satisfaction. the framework consists of two components: the sidky agile measurement index (sami) and a four-stage process. 5 communities of practice in a large distributed agile software development organization case ericsson (paasivaara & lassenius, 2014) 96 the study concludes that wellfunctioning cops are essential to a successful agile transformation and highlights the importance of a supportive atmosphere and infrastructure provided by the organization. 6 large-scale agile transformation at ericsson: a case study (paasivaara et al., 2018) 72 the lessons learned include the importance of an experimental approach, step-wise implementation, specialization, and the use of a common agile framework. the authors suggest that further in-depth case studies are needed on large-scale agile transformations. 7 mindful revolution or mindless trend? examining agile development as a management fashion (cram & newell, 2016) 58 the results of the study show that there are different patterns of fashion in agile adoption, and it can encourage managerial awareness of the link between fashions and agile development international j. of management, entrepreneurship, social science and humanities 15 no document title authors and year cited by findings to enhance mindfulness and avoid pitfalls of mindlessness. 8 group development and group maturity when building agile teams: a qualitative and quantitative investigation at eight large companies (gren et al., 2017) 58 the study concludes that incorporating psychological aspects into the description of an "agile team" could enhance understanding of agility and help define an "agile team." 9 agile transition and adoption humanrelated challenges and issues: a grounded theory approach (javdani gandomani & ziaei nafchi, 2016) 53 this study focuses on exploring the human-related challenges in the transition from traditional to agile software development methods. the study used grounded theory to gather data from 49 agile practitioners in 13 different countries and found that the root cause of challenges during the transition is people's perceptions of the agile transition. 10 an empiricallydeveloped framework for agile transition and adoption: a grounded theory approach (javdani gandomani & ziaei nafchi, 2015) 52 this paper presents the results of a largescale empirical study using the grounded theory approach with 49 agile experts from 13 countries. the study aimed to develop a substantive agile transition and adoption framework that is simple and flexible to address the challenges faced by small and medium-sized companies in adopting agile methodologies. to further analyze the grand theories involved in the agile transformation revolution process, we conducted a bibliometric analysis to identify the most influential theories and their evolution over time. by examining the publication trends and citation patterns of key articles and authors in this field, we aim to provide a comprehensive understanding of the major grand theories that have emerged in the agile community and how they have shaped the development and adoption of agile methodologies in software development. some of the major grand theories that have emerged include: • the agile manifesto: the agile manifesto, developed in 2001, is the foundational document for agile methodologies. it emphasizes the value of individuals and interactions, working software, customer collaboration, and responding to change. this grand theory focuses on the importance of adapting to changing requirements and customer needs and emphasizes the importance of collaboration and communication among team members (hazzan & dubinsky, 2014; hohl et al., 2018; krehbiel et al., 2017). • lean thinking: lean thinking is a grand theory that emphasizes the elimination of waste and the optimization of value streams. it originated in the manufacturing industry but has been applied to software development with great success. this theory emphasizes the importance of continuous improvement and the reduction of cycle time and encourages teams to focus on delivering value to customers (ben naylor et al., 1999; kaushik et al., 2016; larman & vodde, 2009; leal et al., 2021). international j. of management, entrepreneurship, social science and humanities 16 • devops: devops is a grand theory that emphasizes the importance of collaboration between development and operations teams. it emphasizes the need for continuous delivery, automation, and feedback loops to ensure that software is delivered quickly and with high quality. this grand theory focuses on the entire software delivery pipeline and encourages teams to work together to deliver software more efficiently and effectively (almeida et al., 2022; ghantous & gill, 2019; hemon et al., 2020). • agile scaling: agile scaling is a grand theory that focuses on how to apply agile methodologies to larger organizations and complex projects. it emphasizes the need for coordination and collaboration among multiple teams and encourages the use of agile frameworks such as scrum and kanban to manage large-scale projects. this grand theory focuses on the challenges of implementing agile at scale and provides guidance on how to overcome these challenges (beecham et al., 2021; putta et al., 2021; uludağ et al., 2021). overall, the grand theories that have emerged in the agile transformation revolution process emphasize the importance of collaboration, communication, continuous improvement, and customer value. these theories provide a framework for organizations to follow as they adopt agile methodologies and seek to transform their software development processes. conclusions from the findings and analysis, this study has addressed rq1 to rq7. this discussion is designed to put all of the findings and, further, the investigation to alleviate more insights. first, the analysis of the annual publication rate on agile transformation studies signals that research growth in this field will continue to grow. however, this study is still in its infancy when we dissect the body of knowledge of agile transformation. following that, plenty of areas have not yet been touched by recent studies. this gesture calls researchers with agile transformation interest to combine prior findings and cover more industries in future research. in order to augment the analysis, our findings suggest taking another country that has not been mentioned in the research field along with the industry that is scarcely being studied. consequently, this study involves the practice of agile transformation and related comprehensive analysis in order to grab the future study of agile transformation studies. in this study, we have conducted a systematic literature review using bibliometric and network analysis to generate insights on the agile transformation research field from a broad view, discussing the application of agile transformation in multiple industries. the overall analysis comprised the evaluation of 116 articles that has been growing from 2001 to 2022. this positive development demonstrates a growing interest of researchers in the field of agile transformation studies to further examine the related research. research-wise, our findings exhibit a proper technique that can be beneficial in increasing the utilization of vosviewer tools in order to generate a bibliometric systematic literature review study with comprehensive output. the software also proved favorable for normalizing the generated meta-data so that social network analysis can be easier to perform. hence, this study has defined the research hotspots and the take-home key that may ease future researchers and practitioners to immediately understand the growing interest as well as the potential of the agile transformation field. accordingly, the novelty of this study is in order to guide future studies to develop research on agile transformation. limitation & further research since the purpose of this study is to investigate the use of agile transformation research over time, there is a good chance that our queries will fall short. to that extent, adding additional relevant keywords or modifying the queries may enrich future research repositories of articles while also international j. of management, entrepreneurship, social science and humanities 17 altering the research output. this research only takes one database. to that extent, adding additional relevant keywords, expanding with other databases, or modifying the queries may enrich future research repositories of articles while also altering the research output. references akbar, m. a., shad, m. k., lai, f.-w., & hussain, s. 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(2000). a methodology for achieving agility in manufacturing organisations. international journal of operations and production management, 20(4), 496–513. https://doi.org/10.1108/01443570010314818 6-25-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 1 number 1 (2017): 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian1*, hendrati dwi mulyaningsih2, santi rahmawati3 1 telkom university, bandung, indonesia 2universitas islam bandung, indonesia 3research synergy foundation, indonesia abstract this reasearch is conducted on mmsme (micro small medium enterprises) that are participated in the mmsme syari’ah mentoring program by academicians and practitioners (puspa) organized by bank indonesia in bandung. mmsme who participated in puspa program 2016 is mmsme that included in necessity entrepreneur where mmsme operated just to fullfil the life necessities. the purpose of this reasearch was to investigate the influence of the business mentoring on the mmsme performance in puspa program 2016. researcher used quantitative research method. data were analyzed using simple regression analysis and descriptive-causal analysis. the result showed that business mentoring affect the performance of mmsme that participated in puspa program 2016. based on the calculation, coefficient of determination (r2) can be seen the influence of business mentoring variable (x) on the performance (y) is 74%. while the remaining 26% is influenced by other factors such as entrepreneurship competence and human resources. keywords: entrepreneurship; business mentoring; performance this is an open access article under the cc–by-nc license. introduction micro, small, and medium enterprises (msmes) now have an important role in driving the growth of indonesian economy. thanks to msme sector, unemployment—as a result of the labor forces which are not absorbed in the world of work—is reduced. according to ciputra the majority of msmes in indonesia is a type of necessity entrepreneurs, which means someone who become entrepreneurs out of necessity to make ends meet. the mmsmes are also included in the grass-root or the lower class that has many limitations in terms of material and non material that needs to be assisted in starting new businesses. msmes in indonesia requires hard work to pour the creativity of its products in order to compete in the business world. however, if the condition of the field, many of them able to compete and do not thrive or even folded. based on the interview (september, 2016) with some msmes, the difficulties faced by msmes is the erratic or volatile income of msmes, they also tend to have no improvement. this difficulties are influenced by the habits of msmes in which the can not separate personal finances and business finances so that the business is not developing due to the lack of investment by revenues. msmes often lack of capital to gains of revenue that can be use provide day to day needs.. msmes also do not keep records of their financial affairs so it is difficult to see the turnover and profit they earn. in addition, msmes is not fully consistent with their business, they do not sell regularly and business management is still very modest. parameters or the success of msmes can be seen from different points of view as intended by meredith and siropolis in mulyaningsih et al (2008), which measure that business performance can be seen from the perspective of quantitative and qualitative. *corresponding author research synergy foundation e-mail: mohammad.adrian@yahoo.com doi: https://doi.org/10.31098/ijmesh.v1i1.6 international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati 32 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) based on the background described above, the formulation of the problem in this research are: 1. how does the business mentoring program msmes puspa 2016? 2. how is the performance of msmes in puspa program in 2016? 3. what is the effect on the performance of business mentoring msmes reviewed puspa program in 2016? this study aims to identify and analyze: 1. knowing the business assistance program msmes puspa 2016 2. know the performance of msmes in the program in 2016 puspa 3. knowing the business mentoring influence on the performance of msmes the program puspa 2016 literature review entrepreneurship definition according to suryana (2006: 18) entrepreneurship is a dynamic process to create added value for goods and services or the ability to create something new and different by entrepreneurs who have the courage to bear the risk, devote time and effort as well as provide a variety of goods and services which then produces money and the satisfaction and personal freedom. entrepreneurship can also be interpreted as a mental attitude and the nature of the soul is always actively seeking to improve their work in the sense of increasing the income (alma, 2007:1). buchari alma concluded that an entrepreneur is an entrepreneur who in addition is able to engage in general and trade in particular economics of appropriate (appropriate and useful, effective and efficient) also independent spiritual and physical character and virtuous. the ideal of an entrepreneur is a person who thinks in a state of emergency, however, still be able to help him get out of the difficulties it faces, including overcoming poverty without help from the government or social agencies. and in normal circumstances (not emergency) an entrepreneur is able to make himself forward, rich, successful spiritual and physical (lambing and kuehl, 1999). concept business mentoring business mentoring is a process of helping ordinary people in order to improve society through collective action (twelvetrees, 1991: 1). mentoring can be devoted to caring for a group of people who really need to be accompanied due to various shortcomings and weaknesses that exist in this society groups such as the poor or needy. this poor community assistance can be referred to the social assistance. social assistance is crucial success poverty reduction programs. referring to ife (1995), the role of chaperone generally includes three main roles, namely: facilitators, educators, community representatives, and technical roles for the poor that they accompany. according to parsons, jorgensen and hernandez (1994), there are some guiding role of social workers in social, namely as: facilitator, broker, mediator, advocate and protector for the assisted communities. the author makes measuring the success of mentoring work done by students companion of msmes that aim to empower communities by translating the respective roles of the companion in the form of a questionnaire. the process of empowerment used in this study is that the form of assistance in international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 33 issn 2580-0981 (online) issn 2580-0981 (online) | 33 the field due to the factual conditions which indicate that during the msmes have soft skills and hard skills were inadequate. the process is to stimulate, encourage and motivate. business performance concept performance can be interpreted as the results achieved by a person under the measure applies to the work concerned. business performance in the small business has two objectives are targeted financial and non-financial, that measure performance based on the balance between the two. entrepreneurs have two kinds of goals: financial goals (such as return on sales and return on investment), and non-financial goals (such as psychic satisfacttion and total quality management). entrepreneur should, of course, reviews these goals in measuring their ventures' performance. parameters or measures of performance or the success of msmes can be seen from different points of view as intended by meredith and siropolis, which measure business performance can be seen from the perspective of quantitative and qualitative. quantitative assesmsment in this study refers to the performance parameters set by bank indonesia as the originator of puspa program are: 1. an increase and earnings growth relative to each msmes which was asissted 2. an increase in the amount of turnover in msmes which was asissted this quantitative assesment will be seen from the monthly report of the development of msmes coupled with qualitative assesment which refers the knowledge and ability of msmes regarding: 3. simple bookkeeping. 4. management of production, operation, and marketing is simple. 5. increased motivation and confidence. 6. the procedure to get funding for venture capital methodology hypothesis the hypothesis is a temporary answer to the formulation of research problems, where the formulation of research problems has been expressed in the form of a question. hypothesis is said to be temporary, because new answers given are based on the relevant theory, not based on empirical facts obtained through data collection. so the hypothesis can also be expressed as a theoretical answer to the formula research problem, not the answer empirically [9]. in accordance with the formulation of the problem then the hypothesis of the research is as follows: "mentoring effort on the performance of msmes" the population in this study are all msmes in the program puspa 2016. samples in this study is the entire population. the sampling technique used is non-probability sampling. the technique selected in a non-probability sampling is saturated sampling. this research will use regression analysis with normality test, multicollinearity test and heteroscedasticity test done beforehand. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati 34 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) result and discussion figure 1. p-plot normality test model of business mentoring (variable x) has value of tolerance 1,000 and vif 1,000 with business performance as variable y. figure 2. heteroskedasticity test linear regression test based on the obtained data processing result of the constant and the regression coefficients can be formed so that a simple linear regression equation as follows: y = 024 + 0,943x α = -, 024. this shows that the constant value if the variable business assistance = 0, then the business performance remains at -, 024. β = 0.943. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 35 issn 2580-0981 (online) issn 2580-0981 (online) | 35 this shows that the business mentoring variable (x) positive effect on the performance of the business (y) msmes puspa participants in the program in 2016 if business assistance variable is increased by one unit, then the performance of the business will increase by 0,999 model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) business mentoring (x) -.024 .943 .344 .132 .860 -.070 7.150 .945 .000 a. dependent variable: business performance (y) table 1. linear regression test result t test result partial results of hypothesis testing (t test) on a business mentoring variable (x): ho: business mentoring does not affect the performance of msmes ha: business mentoring affects the performance of msmes business mentoring variable (x) has a value of t is greater than t table because t value (7.150)> t table (0.444) and the level of significance, 000 <0.05, then ho is rejected and ha accepted. it can be concluded that there is the influence of business assistance variable (x) on the performance of msmes (y) program participants puspa 2016 partial test calculation results can be seen in the following table: model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) business mentoring (x) -.024 .943 .344 .132 .860 -.070 7.150 .945 .000 a. dependent variable: business performance (y) the coefficient of determination (r2) is used to see how big the contribution of the independent variable (x), that is business assistance, to the dependent variable (y), that is performance of the business. based on the results of determination coefficient analysis showed that the influence of business assistance variable (x) on the business performance variable (y) is approximately 74%. while the remaining 26% are influenced by other factors such as human resources and entrepreneurial competence possessed by the business owners. based on the results of research and descriptive analysis, business assistance variable (x) overall in the category of "fair". in the variable business assistance that gets the highest score is a statement of "in doing business, a companion always helping to find a market or creating a market (market) for goods and services produced by" and "in running the business, co-drive the implementation of tasks and business processes" with a percentage by 76% and in the category of "good". this shows that msmes in international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati 36 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) 2016 puspa program participants felt helped in the implementation process of its business after business mentoring. statements that received the lowest score in the category of "enough" is the claim of "doing business, companion gives examples and facilitate joint problem solving" and "in running the business, a companion to help find alternative solutions when there is a problem" with a percentage of 57%. this shows that msmes have not been able to facilitate companion or provide solutions related to the problems faced by both. based on the results of research and descriptive analysis, business performance variable (y) according to the respondents as a whole into the category of "good". in the variable performance of businesses that received the highest score is a statement about the "level of satisfaction as msmes in improving the ability of business during the mentoring programs puspa" and "mentoring provides a great effect and positive for the msmes in the program puspa" with a percentage of 67% and in the category of "fair". this shows that msmes participants in the program in 2016 puspa get benefits and positive results of mentoring is done, one of which is by increasing the skills of the msmes. statements that received the lowest score in the category of "enough" is the claim of "the satisfaction level will increase average revenue per month of msmes assisted during puspa program" with a percentage of 64%. this shows that the business mentoring does not significantly influence the income earned msmes. business mentoring affect the performance of msme participants puspa program in 2016. based on the calculation of the coefficient of determination (r2) can be seen the influence of business assistance variable (x) on the performance of the business (y) is approximately 74%. while the remaining 26% are influenced by other factors such as human resources and entrepreneurial competence. conclusion the study presented here focus on the relationship between mentoring and business performance of msmes. this study focus on msmes who participate in puspa program that was organized by bank of indonesia in 2016. researchers expected that the mentoring program would significantly affect performance of the participating msmes. the result of this study shows that business mentoring have significant effect to performance of msmes. moreover, the result shows that business assistance affect business performance by approximately 74%. this means that in general business assistance is fairly important for msmes so that they their business performance can be increased. it is, of course, is also important not to neglect the other factors such as human resources and their entrepreneurial competences. researchers argue that base on this study we can conclude that it is important for stakeholders such as government to provide business assistance and mentoring for msmes in indonesia so that the can increase their business performance. in the end, it can help their business to grow and finally help the economy of the nation. acknowledgement the author would acknowledge to puspa program from bank of indonesia as program facilitator of business mentoring in bandung 2016. references duwi, p. (2014). spss 22: pengolahan data terpraktis. yogyakarta: cv andi offset. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 31-37 the impact of business mentoring on micro, small, medium enterprises performance mohammad adrian, santi rahmawati © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 37 issn 2580-0981 (online) issn 2580-0981 (online) | 37 ife, j. w. (1995). community development: creating community alternatives-vision, analysis and practice. longman australia. peggy a. lambing & charles r kuehl (1999) sarjono, h., & julianita, w. (2011). spss vs lisrel: sebuah pengantar, aplikasi untuk riset. jakarta: salemba empat. siregar, s. (2014). metode penelitian kuantitatif: dilengkapi perbandingan perhitungan manual & spss, edisi pertama. jakarta: kencana. suryana, d., & si, m. (2006). kewirausahaan: pedoman praktis (kiat dan proses menuju sukses). jakarta: salemba empat. sugiyono. (2012). metode penelitian kuantitatif kualitatif dan r&d. bandung: alfabeta. microsoft word 14. article for publication .edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 193-203 corresponding author julietruamero@yahoo.com.ph doi: https://doi.org/10.31098/ijmesh.v4i2.783 research synergy foundation lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay1, alberto d. yazon2, consorcia s. tan3, lerma p. buenvinida4, marcial m. bandoy5 1, 2, 3, 4, 5 laguna state polytechnic university, philippines abstract police malpractice, abuse of power, and police misfits are issues and problems associated with police recruits. there were reports about inappropriate acts committed by newly hired police officers during their actual field practice. this qualitative phenomenological study determined the dimensions of training that hamper the development of knowledge and skills of the police trainees and police officers. seventeen (17) purposely selected participants comprised the sample for this study. they were chosen through the following inclusion criteria: police supervisors, trainers, police recruits, staff from the national police training institute (npti) and have two or more years of experience. thirteen recurring themes emerged from the verbatim interviews. the philippine national police (pnp), national police training institute (npti), and the national police commission (napolcom) are the three public safety institutions in the philippines that are expected to promote the quality performance of police recruits in both training and practice. on the whole, the results of this study can serve as the basis for creating innovative policies about police recruits’ selection, curriculum development, stress management, creation of core competency framework, performance evaluation system, and training and practice needs assessment. keywords: lived experience; police recruits; training and practice; quality police performance. this is an open access article under the cc-by-nc license. introduction police malpractice is a global phenomenon. the aberrant activities of some police officers include police brutality and corrupt practices, namely, harassment, accepting bribes, money extortion, planting evidence, and violation of human rights. the presence of police officers, who violate their solemn oath as a peacekeeper, cause fear about public safety. more so, with the rising numbers of police officers who are abusive of their authority, police organizations' credibility worldwide is at stake. the task now is to pinpoint the reasons why police officers commit immoral and illegal actions. police organizations and other agents for peacekeeping in the community should address issues and problems caused by police who are misfits as public safety officers. in the philippines, there are, more or less, 1,700 personnel who were accused of having committed immoral and illegal activities. one such prominent case was the sexual assault of a 14-year-old inside a police station. the girl was promised that her parents, involved in illegal drugs, shall be released from prison (recuento, 2018). another case was the kidnapping and rape of two people. this was committed by 11 police officers with the ranks of po1 to po3. this incident happened during an alleged anti-narcotics operation in pasay city. still, another was the rape of a woman by a desk officer inside the manila police district (mpd) headquarters on december 31, 2010, and the shooting spree of a police officer in bulacan, killing 1 person and injuring 2 others (canoy, 2011). there was also the case of kian lloyd delos santos, who was incorrectly identified by an informant and killed by the police (sullivan, 2018). finally, the report of the involvement of three officers in abducting and killing of a south korean businessman (morella, 2017). the massive criminal activities done by men in uniform in the philippines lead to negative public sentiments. people's complaints were heard in various mediums, namely, radio, television, and even international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy | 194 on the streets. the philippine national police (pnp) need to answer the following: what actions are being done to stop police officers from committing unwarranted acts? what kind of training or recruitment process do these police officers have? what assurance can the pnp give to the people that that police who are misfits in service will be dealt with appropriately? pelayo (2018) reported that the pnp had recommended dismissal from service of 15 police officers for violating ra 9745 or the anti-torture act of 2009 charged a total of 674 officers between july 2016 and may 2018 and fired, suspended, and demoted 19. a study by jensen and hapal (2018) established the relationship between money and violence in the philippines connected with the war on drugs. the authors argued that illegal practices and killings committed by police officers are associated with the rampant corruption in the philippine police. the authors conclude that there is a direct relationship between state regulations and police corrupt practices in terms of criminal justice, the prison system, anti-corruption, and the war on drugs. this study recommends the following: (1) conduct performance appraisal of all personnel in the pnp in terms of both quantitative and qualitative work efficiency; and (2) provide on-the-job training that could augment the skills and competencies of the police (human resources management, performance appraisal, 2013, noe; silverman, 2009). the researcher has decided to conduct this phenomenological study for two reasons: first, there were no sufficient empirical studies on the subject of police recruits; and second, perspectives of the research participants can contribute to the enhancement of training programs and activities under the management of the philippine national police institute (pnti) and police stations within the calabarzon region. the outcome of this study can contribute to the enhancement of police recruits training as well as efficient and effective police practice under the following institutions and organizations: (1) pnp the results from this study could offer some valid information to help the leadership design innovative program on training or re-training of police officers about knowledge enhancement and skills development; (2) napolcom this study may offer sound recommendations that may help the management to improve the qualification standards for recruitment and selection of applicants to police service; (3) national police training institute this study may offer recommendation on redesigning its training program in terms of curriculum, facilities, equipment, teachers’ qualification, police recruitment process, among others; and (3) police stations this study may offer recommendations on the enhancement of programs and activities in terms of stress management, police supervision, and management and enhancement of the image of the police in the eyes of the community. objectives of the study this study determined the perspectives of 17 research participants regarding the various dimensions of police recruits’ training and field practice. the goal is to offer recommendations to the national police training institute (npti), national police commission (napolcom), and police stations in the calabarzon region toward quality police service. specifically, this study answered the following questions: what are the perspectives of the research participants on the quality of police recruits as contributed by police training? what are the perspectives, opinions, and experiences of the research participants on the quality of police recruits as manifested in their practice? how could police training be improved? how could police recruits' field practice be improved? literature review a strong spiritual foundation is an important dimension in building the values and image of the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy 195 | police (smith and ginger, 2010). this is because spiritual development is an effective means of protecting officers from succumbing to corrupt practices in many police organizations around the world (chopko, facemire, palmieri, and schwartz, 2016; shapland, crawford, gray, and burn, 2017). the enhanced revitalized internal cleansing strategy (erics) was introduced to create a godcentered, service-oriented, and family-based organization by instilling values creation, spiritual growth, and strengthening of pnp personnel's families (pnp, 2019). in order to ensure the effectiveness of the spiritual component of police practice, kramer (2019) recommends that pnp personnel should observe the ethical practice of their profession through the following: observe impartiality, avoiding, profiling, protecting citizens' rights, determining the necessary amount of force, and police officers’ maintaining principled lifestyles outside of their work. patel (2018) termed these as "consequentialist" perspectives’ which he cited from (mccarthy and parent, 2016). there is a need for police officers to maintain ethical practice or else face the consequences of their aberrant actions. police supervisors' ability to solve the problem is correlated with their ability to prioritize their actions. this was the conclusion derived by mastrofski and parks (2019), who did a survey on how police recruits perceive the attitudes of their superior officers regarding problem-solving. on the other hand, the study of bonnin (2008) and banks (2017) revealed that problem-solving is not the sole responsibility of police supervisors. it is because the attitude of the police subordinates affects the ability of their superiors to handle and solve problems. these authors conclude that both police superiors and subordinates should know how to set priorities in solving problems. banks (2017) promotes imposing disciplinary measures on those police officers who can't and will not participate in solving issues in police practice. the leadership of the pnp emphasizes punishment as a form of disciplinary measure. hence, has dismissed 72, demoted 20, and suspended 31 police officers because of their criminal records (talabong, 2017). in order to promote discipline, police recruits’ performance needs continuous monitoring and observation (behavioral insights, 2015). basinska, wiciak & daderman (2014) state that policing is a profession often associated with stress or the condition in which the human system response to changes. police work causes serious stress that leads to the occurrence of mental and physical health problems; hence, it is important that stress management becomes a regular program in both training and practice (anshel and brinthaupt, 2014; mishra, 2014; choudhary and madnawat, 2014; and de terte, 2014). brooks (2020) says that the highly militarized form of training that focuses more on the use of firearms, self-defense, and the application of force tactics creates stress in training and practice (brooks, 2020). however, highly militarized training is not a sole indicator of stress development. in the philippines, other stressproducing dimensions are as follows: resource capability, training equipment, training facilities, implementation of merit and demerit system, barracks’ ventilation, weak implementation of the disciplinary system; lack of reading materials, and lack of competent instructors (pnp, 2019; dallas police, 2018; police executive research forum, 2015). in order to improve training, curriculum development is important (organization for security and cooperation in europe, or osce, 2019). curriculum development should center on the acquisition of core competencies such as use good judgment, capacity for empathy and compassion, capacity for multi-tasking, ability to demonstrate courage and to take responsibility, demonstrate assertiveness, demonstrate integrity, capacity for engaging in teamwork, and ability to collaborate (krumie, m., 2015; roberts, 2012; queensland police service, 2012; roufa, 2017). furthermore, the training curriculum should contain clear objectives with balance in both theories and practical application of knowledge. teachers’ qualifications and the strategies they use are likewise important (littell, 2017; eitle, stewart, and stolzenberg, 2014). research method international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy | 196 research design the purpose of this study was to describe and analyze the perspective of 17 participants who were purposively selected based on the following criteria: who have experience either as police trainers, police officers in managerial positions, police recruits, and members from non-governmental organizations whose concern is on peace and order. two general types of questions, namely, textural or what and structural or how to guide the development of the interview guide (creswell and poth, 2018). the answers to these question were determined through a qualitative phenomenological approach that describes the meaning for several individuals of their lived experiences regarding a concept or idea. in phenomenology, the researcher transcends or suspends her past knowledge and experience to understand the phenomenon. it is important for the researcher to explain what prompts her interest in conducting the study (creswell and poth, 2018; marcom, 2010). the researcher has decided to conduct this study because of her desire to seek solutions to problems connected with police recruits’ performance in training and in practice. as a police officer as well as a trainer herself, she has observed and experienced problems connected with her professional practice. data collection and procedure after approval from the university’s institutional review board and the heads of respective police stations and offices of the national police training institute (npti), persons who have met the inclusion criteria were approached and asked to participate. the participants were asked to read and sign an “informed consent letter”. this letter contains the purpose of the study, role as participants, and the strict observance of ethical conduct of research which includes non-disclosure of their names in the manuscript. the participants received an interview guide through their respective email account. the practice of face-to-face interviews was not done due to the observance of social distancing. the participants opted to write their answers and sent the answered form through email. after responses were transcribed, participants who were not able to answer all questions and those that gave unreadable answers were contacted, and their answers were verified. data validation and analysis there were three sources of validation for this phenomenological research. this is called corroborating through triangulation or the use of multiple data sources. creswell (2018) listed the three sources of data validation and analysis, namely, researcher's lens, participants’ lens, and reviewers’ lens. these validation strategies are explained below. the researcher’s lens. as a police officer herself who has been serving the police organization for 3 decades, the researcher has first-hand observation and experiences on the limitations, difficulties, and inefficiencies of many new police recruits when it comes to the extent of their knowledge on the rudiments and requirements of good policing, their apparent manifests of lack of skills in performing the tasks required of them along observing police protocols and procedures and the lack of an appropriate behavioral attitude towards professionalism as police officers. participant’s lens. the second source for validation was from the participants. after data had emerged and subsequent findings, feedbacks were sought from the 17 research participants. the purpose was to establish the participant’s views of the credibility of the findings and interpretation. the participants play a critical role because they are asked how well the ongoing data analysis represents their experiences (hays & singh, 2012 as cited in creswell, 2018 p. 261). for this strategy, the researcher individually approached each of the participants and asked them for the accuracy of recording and interpretation of their individual responses. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy 197 | reviewers’ lens. in this approach, the researcher sought the support of an external consultant (not from the pnp or from the npti) to examine both the process and the product of the study. one important consideration for this approach is that the reviewer should have no connection with this study (merriam and tisbel, 2015). in assessing the product, the auditor examined whether the findings, interpretations, and conclusions were supported by the data. the chief of pnti research management group served as a validator. data analysis moustakas (1998), as cited by creswell and poth (2018) phenomenological method was employed in analyzing participants’ transcripts. in this method, the written transcripts were read several times to obtain an overall feeling for them. from each transcript, significant phrases or sentences that pertain directly to the lived experiences of the participants were identified. meanings are then formulated from the significant statements and phrases. the formulated meanings were clustered into themes. after this, the researcher approached some of the participants a second time and validated the findings. one of the limitations in data gathering was caused by the observance of social distancing. hence, data gathering was done for two weeks only, through social media means like messenger, facebook, and e-mail. findings the interview of the 17 research participants resulted in 68 verbatim transcripts from which 91 significant statements emerged. the significant statements were individually analyzed in order to establish interpreted meaning. thirteen recurring themes were identified. the following results are arranged according to the problem or questions sought. the first was on the varied dimensions of training that contribute to the quality of police recruits’ outcomes. the dimensions covered were quality training, the competence of the recruits, facilities and equipment, and teachers and teaching strategies. on the general observation of the training and its environment, a total of 11 significant statements were revealed as issues or problems. these cover values, supervision, body movements, human rights, military-like mentality, short duration of training, command system, use of force, and physical activities. on the other hand, the issues or problems about police recruits’ competence center on actual experience, support system, discretion, learning from mistakes, lack of job description, curriculum review, knowledge application, community policing, and non-focus on a humanistic approach. furthermore, regarding the environmental condition, issues and problems have been identified related to modern-day policing, congestion, model in police training, lack of good training facilities, poor online service, and problems in housing recruits. finally, in terms of teachers and teaching strategies, problems are connected with class participation, large class, the training period is short, communication and voice projection, updates on knowledge on scientific and laws, observance of covid protocol, and expertise on the subject taught. the second question centered on the quality of police recruits as manifested during actual field practice. the findings revealed that many police recruits have issues or problems connected with law enforcement, human relations, technical expertise, educational qualification, field exposure, firearms management, environmental condition, use of gadgets, bad decisions, non-admission of lack of competence, more on theory, bad police image, observance of police operational procedure and judicial process, poor computer know-how, improper report and format, lack of field exposure, lack of community-building skills, no modeling and too much concentration on physical activities. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy | 198 the third problem sought answers on how to improve the delivery of police recruits' training. the participants offered the following recommendation; namely, enhancement of trainees' creativity, personal improvement, showing good role models through good leadership, doing the background check, conducting needs analysis, imposing disciplinary measures, and promoting program sustainability. the fourth and last question was on how to improve police recruits’ field practice. the participants have offered the following recommendation, namely, develop a balanced curriculum as to the content, increase the duration of the training, get trainers with policing experience, address malpractices, increase manpower, and observe decorum. from the above significant statements, the researcher culled 13 recurring themes as follows: police malpractice, moral values and reform, ethical practice and human rights, supervision and role modeling, observation and behavioral management, the stress in training and practice, militarized training, a curriculum plan, and capability building, facility, equipment and teaching aids, core competencies and soft skills, theories and practice, teachers’ qualification and strategies; competency framework and performance evaluation; and needs analysis for training enhancement. discussion the lack of sound moral values contributes to attitudinal issues in both training and practice. thus there is a need for spiritual reform. the possession of sound values and strong spirituality of police recruits contribute to countering the negative impact of traumatic and other workrelated stressors on the health of police officers (recuento, 2018; chopko, facemire, palmieri, and schwartz, 2016). there is a connection b e t w e e n how the community treats police and how the police treat the community (giger, 2010). this was attributed to a lack of professionalism in police practice. in order to solve this, the pnp should scout for specialists is or experts who can offer recommendations on how to improve the restoration program of the agency (shapland, crawford, gray, and burn, 2017). the issues of lack of ethical practice and non-observance of human rights are two of the major criticisms on police performance not only in the philippines but worldwide. other factors about police malpractice are ethical dilemmas on profiling, impartiality, making shortcuts, and questionable lifestyles. there are challenges as well, like police operations’ credibility in relations with drug cases, use of lies, deception, and tricks wherein the investigators perform role-playing acts just to get a confession (kramer, 2018; patel, 2018; mccarthy and parent, 2016; gravel, 2018). important to training police recruits, especially inside a training camp like the npti is good supervision and role modeling. however, when trainers and police supervisors fail in these, then the mission and goals of the pnp can’t be achieved (mastrofski s.d, parks r. b., et al., 2013). the use of observation as a tool for managing behavior was emphasized by the behavioral insights team (2015), who did a country-wide survey in the united kingdom about the reason why people enter the law enforcement profession. a total of 11, 994 comprised the sample for this study. the top answers are the following: to serve the community, to meet the physical and intellectual challenges, to contribute to changing the image of the police and to fight criminality. law enforcement is a profession associated with stress. police officers encounter stressors starting from their training, namely gender bias, highly militarized training instruction where obedience to authority and higher up is done without questioning. stressors continue more so during police recruits' actual practice, where they face highly challenging situations which are most of the time lifeinternational journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy 199 | threatening. stress is a significant predictor of mental health (basinska, b. a., wiciak, i., & daderman, a. m. 2014; anshel & brinthaupt, 2014; bagutayan, 2015). stressors affect the mental health of law enforcers. this is why controlling the situations is important and necessary for survival in police work. hence, police officers must know how to cope with stressors. the management of stress and the development of adaptive coping strategies can be done by observing how others survive in the profession. however, it is not just coping but the development of an individual’s psychological resilience. this means that despite the experienced difficulties, police officers can grow and develop in the practice of the law enforcement profession (mishra, 2014; choudhary and madnawat, 2014; de terte et al., 2014). police training must adapt to the challenges of the community policing era; however, 90 percent of training is spent on firearms, self-defense, and other use of force. this is why police recruits’ training has not caught up with the relevant acquisition of knowledge in terms of building community relations, ability to solve the problem, occupational socialization, sharing with the community the challenges of maintaining public safety, understanding racial issues, police strategies and duties, observance of transparency, and how to deal with media. some problems connected with the acquisition of knowledge are resource capability, training equipment, training facilities, implementation of merit and demerit system and barracks ventilation, weak implementation of the disciplinary system, lack of reading materials, and lack of competent instructors. (dallas police, 2018; police executive research forum, 2015, anson, 2006). the highly militarized training orientation is one of the reasons why some police recruits fail to develop holistic competency in various aspects of policing. this training orientation, as mentioned by varona (2010), contributes to corruption in police service, political influences, and patronage politics, and human rights abuses. brooks (2020) explained how these corrupt practices occur. he listed some unwarranted activities in police recruits training such as drill and formation, standing at attention when senior officers enter the room, and proper boot-polishing method. devotion to duty is given little priority as compared to the previously enumerated details. curriculum planning is essential in any educational process and training. failure to come up with a good curriculum plan would most often lead to failure in accomplishing the vision and mission of an educational institution. police capability and competence should cover law and order, traffic authority and control traffic and transport, community policing, crime response, recognize unlawful acts, detect offenders and properly use police powers, aid and assist in emergencies of all kinds and in the event of a major threat provide information and help to those in need of assistance (organization for security and cooperation in europe, 2009). crucial to the curriculum plan is the recruitment process (burdock, 2013; cappitelli, 2018). in the philippines, despite clear guidance on what kind of police should be recruited in the police force, problems are manifested like police brutality and incompetent response to crime. one of the causative factors is the insufficiency of training that significantly contributes to poor quality products (balmores, 2017). in response to this, the pnp has mandated that all specialized and competency courses/training with a maximum of 10 days duration are required to undergo the course certification to determine the readiness and completeness of the course (pnp, 2019). the long-standing problems in police training institutions in the philippines are insufficient equipment, not-so-well-maintained facilities, and lack of teaching aids. in order to solve these problems, the philippine national police crafted a master plan known as digital transformation roadmap or the pnp dtr. this roadmap serves as a guide in harmonizing the use of mobile international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy | 200 technology in order to facilitate effective and efficient crime prevention and crime solution services to external and internal stakeholders of the philippine national police (pnp, 2019). the acquisition of core competencies is basic to all educational and training schools. these competencies are on knowledge and skills necessary for efficient and effective performance as what the job requires. in the philippines’ training schools, there is an imbalance in learning content. there is more focus on the development of skills at combat techniques while negating other necessary skills like conflict management through non-threatening that includes human relations and ethical practice. under human relations, important skills include capacity for empathy, ability to demonstrate courage, take on responsibility, ability to show initiative, demonstrate assertiveness, capacity to engage in teamwork, and ability to collaborate. important to these core competencies are the skills in communication, computer application, interviewing. these skills are important to build a case and to obtain reliable information (krumie, m., 2015; roberts, 2012; queensland police service, 2012; roufa, 2017). given that training of police recruits was conducted in six months only, the training modalities concentrated more on theories rather than application. this teaching approach is not desirable for those non-criminology graduates. this condition gives rise to an imbalance between theories and practice. jaso (2007) disclosed the following problems encountered by the trainees as (1) lack of connection between competencies and skills; (2) lack of coordination between partner industries (criminal justice system); (3) no work plan clearly presented on the trainees along with training requirements, expected performance, and placement for work; (4) lack of supervision on the trainees’ performance; and, (5) lack of identified local resources. mager (2005) said that setting clear objectives is important for a training program because, with clearly stated objectives, the actions of the participants become focused. in addition, when trainers know the objectives, they can communicate them to employees participating in the program. finally, down the road, establishing objectives provides a basis for measuring whether the program will succeed. training objectives can be effective if the following conditions are met: (1) a statement of the employees’ performance or outcome; (2) a statement of the quality of level of performance that is acceptable; (3) a statement of how to apply what he or she learned; and (4) if possible objectives should identify resources required to carry out the desired objectives. trainers are recipients of blunt criticisms on the failure of the police recruits to perform. breiser (2003) said that highly qualified teachers use varied teaching strategies. police training, in particular, should be handled by teachers who are experts not only in behavioral approaches but more on utilizing evolving police practice under the axiom of community policing. in addition to expertise on the subject matter, well-trained teachers should also be skillful at applying motivational and reinforcement techniques in learning. differential reinforcement theory explains that behavior learned is reinforced negatively or positively through the influence of other people (kahayon, 1989; littell, j. (ed), 2017). conclusion the establishment of a highly standardized training program for police recruits is critical for producing a credible police force in the philippines. in the teaching context, the professional object of teachers is police recruits’ learning, particularly on core subjects of police practice. on the other hand, in the practice context, the object is police performance that promotes quality community and police relationship, good case management manifested with the absence of corrupt or corruptible orientations. the findings from this study point to several dismal situations experience not only by the trainees but also the training managers and teachers or instructors. there are 13 problem areas that need program or service enhancement. these areas include moral and spiritual values, ethical and professional practice and human rights, supervision and role modeling, performance international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy 201 | modification, observation as a tool, stress management, soft skills and community policing, a humanistic orientation, curriculum development, facility and equipment, the recruitment process for both trainees and teachers alike and training needs assessment. the results and findings offered here have implications to the pnp and its training institutions along the dimensions of policy and curriculum development, stress and behavioral management, promotion of discipline and punishment for erring officers, enhancement of the recruitment process, upgrade of technical systems to adapt to modern policing; and continuous monitoring of programs and activities towards sustained quality training and practice. the philippine national police (pnp), national police training institute (npti), and the national police commission (napolcom) are the three public safety institutions in the philippines that should institute measures to promote the quality performance of police recruits in both training and practice. on the whole, the results of this study can serve as the basis for creating innovative policies about police recruits’ selection, curriculum development, stress management, creation of core competencies framework, upgrade of performance evaluation system in training and practice, and needs assessment. limitation & further research the use of qualitative phenomenological research design was delimited to getting perspectives from 17 participants only. if the entire population of police officers is considered, there is a need to do a similar study by using a larger sample through a descriptive survey design. this may include participants from other areas in region 4a, philippines. the condition of social distancing due to pandemics was a major contributory factor for the choice of research method. references anshel, m. h., & brinthaupt, t. m. 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(2017). soft skills you need to be a successful international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 193-203 lived experiences on varied dimensions of police recruits’ training and practice basis for quality police performance julieta r. magpantay; alberto d. yazon; consorcia s. tan; lerma p. buenvinida; marcial m. bandoy 203 | police officer https://www.thebalance.com/understand-the-dangers-of-being-a-policeofficer403499. retrieved october 21, 2020. shapland, j., crawford, a., gray, e. and burn, d. (2017). restorative justice at the level of police in england: implementing change. center for research universities of sheffields and leeds silverman s.b. (2007). individual development through performance appraisal. developing human resources. new york, usa. sullivan e. 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(2010). politics and policing in the philippines: challenges to police reform. fjhp/volume 26, 2010 page 101. xinxua (2018) philippines kicks out over 2,000 corrupt police from force. http://www.xinhuanet.com/english/2018-08/06/c_137371816.htm. retrieved on october 25. 2020. 13-49-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih1, 2, zainal abidin1, 3 1 program of economic, universitas hasanuddin, indonesia 2 universitas sulawesi barat, indonesia 3 universitas muslim maros, indonesia abstract the purpose of this study is to: 1) analyze the effect of service quality which consisting of reliability, responsiveness, empathy, assurance, and physical appearance to customer satisfaction on the housing security management lecturer of hasanuddin university tamalanrea in makassar; and 2) to know the dominant variable affecting the consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the data used are primary and secondary data. the population of the study is 644 people as consumers who are living in housing lecturer hasanuddin university tamalanrea in makassar. the methods of sampling in this study using slovin formulation consisted of 247 respondents. the data collection, which is used is questionnaires and documentation. methods of data analysis using descriptive statistical analysis, and multiple linear regression using spss program. the results showed that simultaneously variable reliability, responsiveness, empathy, assurance, and physical appearance, have a positive and significant impact on the satisfaction of consumers in the housing security management lecturer hasanuddin university tamalanrea in makassar. furthermore, the partial variables reliability, empathy, and assurance have a positive and significant impact on customer satisfaction, while the variable responsiveness and physical appearance have no significant effect on customer satisfaction. among three variables that significantly influence it, it turns out the variable reliability that can improve the consumer satisfaction on security management housing lecturer hasanuddin university tamalanrea in makassar. keywords: empathy; assurance; physical appearance; satisfaction this is an open access article under the cc–by-nc license. introduction the people growth each year is proportional to the demand for occupancy as well as the level of security that is increasing as a need for everyone. housing lecturer hasanuddin university which is located in makassar, that majority is hasanuddin university lecturer as about 90% who live there. housing lecturer hasanuddin university has a strategic place, moreover, the campus near the housing which also has some facilities such as hospitals, schools, and self-service, but it is not enough because the security system is needed for every housing. the importance of security needs demands is to create security units to create a save and comfortable feeling for every resident inhabitant who lives there. this research is conducted in housing lecturer of hasanuddin university tamalanrea in makassar, due to many demands of security system from residents who are living in the housing, being able to increase consumer satisfaction, especially for housing residence. this research can be used as one of the the strategy for security, unit exist in lecturer housing hasanuddin university tamalanrea to improve the quality of service consisting of (tangible, reliability, responsiveness, assurance, empathy) (parasuraman and zaithaml, 1990) toward consumer satisfaction of housing lecturer hasanuddin university in tamalanrea in makassar. doi: https://doi.org/10.31098/ijmesh.v2i1.13 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 42 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) research problem based on the background above, the main problem of this research is as follows: 1. does the quality service which consisting of (tangible, reliability, responsiveness, assurance, empathy) has a significant effect toward the customer satisfaction on security management in housing lecturer hasanuddin university tamalanrea in makassar, 2. which variable that dominantly influence toward consumer satisfaction on security management in housing lecturer hasanuddin university tamalanrea in makassar. literature review normally, satisfaction is a kind of feeling that can be pleasure or disappointment of someone who derives from the comparison between the image toward the results of a product with its expectations (kotler, 1997). anderson et al., 1994 states that customer satisfaction is the overall valuation of experience of purchasing and consumption of goods and services. according to kotler (1997), a company can measure customer satisfaction with several events, namely: first, complaint and suggestion system, second, customer satisfaction survey, third, ghost shopping, fourth, customer loss analysis (loss customer analysis). according to fornell and wernerfelt (1987), customers who are not satisfied with receiving services will file a complaint to the company. companies that always want to create customer satisfaction should be able to handle the complaint as well as possible. service quality is an important point to fulfill consumer expectations or consumer needs in line with the results of expectations and a way to determine whether the consumer has received quality services (scheuning, 2004). if there is a demand from consumers, then they expect the company to be able to provide services by giving friendly, fast, appropriate responds or answer to the customers. for physical services product, it requires the service, which becomes a critical value component (douglas, 1992). according to liu (2005), there is a significant relationship between customer satisfaction with service quality in each separation level of further indication that in every sub division needed an important sense aspect of service quality. fornell (1992) in andersson and lindestad (1998), based on his consumer study in sweden, proves that there is a relationship between perceived quality and satisfaction. high performing service is a service that exceeds expectations from consumers. crinin and taylor (1994) proved that consumer satisfaction is determined by the consumer's assessment of the quality of service provided. cronin and taylor (1992) found a strong and positive relationship between overall service quality and satisfaction. in a line of oliver (1997) based on andersson and lindestad research (1998); andersson (1983), parasuraman (1985), boulding et al. (1994) in zheng (2003) developed a model of service quality in the marketing literature. the results of his research prove that the level of special and satisfying service will increase customer satisfaction. research methods the research methodology is a process that should be done gradually. each step of the research must be done in detail and clear so that it will have a clear, systematic, logical, and empirical description that can be tested truly. the population of this study is the resident of lecturer of hasanuddin university tamalanrea in makassar. based on data in april 2018, the total number of housing residents are 644 people. while the sample is a set or part of a population unit. to determine the sample of the population, it can be used slovin formula (1960) in sugiyono (2008) as follows: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 43 issn 2580-0981 (online) issn 2580-0981 (online) n = n 1 + ne² n = number of sample n = number of population e = percentage of inaccuracy (precision) clearance due to boundary error or in this study 0.05 based on the above formulation, the minimum number of samples are as follows: 644 n = 1 + 644 (0,05)² = 246,74 or defined as 247 samples. thus, the number of samples is 247 of residents housing lecturer hasanuddin university tamalanrea, makassar. results and discussion respondent's characteristics description the respondent characteristics can be seen from the results of research which are conducted on the security management housing lecturer hasanuddin university tamalanrea in makassar, with the total number of respondents are 267 respondents included: gender, age, and education level. research instruments testing validity test validity test is done by correlating the score of each item with the total score of each attribute. validity test is used to know the accuracy and accordance of research instrument as a function of measuring statement items which are made. a valid instrument means that to measuring the instrument, the form of a statement to obtain the data (measuring) is also declared valid. the statements item which is used, have a high positive correlation that can be considered of having high validity as well. as stated by sugiyono (2007: 233), corrected item-total correlation is the correlation between total item score, so interpretation by consult critical value of r-table, if r arithmetic > critical value r-table product moment s the instrument is valid. while test result validity from each variable statement item is conducted in this study, research instrument of validity test result. table 1. research instrument of validity test result variable item corrected item total correlation r-product moment r-tabel description consumer satisfaction (y) 1 0,859 0,138 valid 2 0,863 0,138 valid 3 0,655 0,138 valid reliability (x1) 1 0,759 0,138 valid 2 0,775 0,138 valid 3 0,686 0,138 valid responsiveness (x2) 1 0,866 0,138 valid 2 0,775 0,138 valid 3 0,875 0,138 valid international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 44 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) empathy (x3) 1 0,828 0,138 valid 2 0,836 0,138 valid 3 0,834 0,138 valid guarantee (x4) 1 0,869 0,138 valid 2 0,835 0,138 valid 3 0,778 0,138 valid physical appearance (x5) 1 0,724 0,138 valid 2 0,798 0,138 valid 3 0,784 0,138 valid source: research results, 2018. the validity test result of the consumer satisfaction instrument is obtained by corrected item total correlation (r count) between 0,655 0,863 or r count > r table 0,138 meaning in every item statement from consumer satisfaction variable which is used in this research is valid. the instrument reliability validity test results obtained by corrected item-total correlation value (r count) between 0.686 0.77 or r arithmetic > r table 0.138 which stated in each item statement of the dependent variable which is used in this study is valid. the instrument validity test results of responsiveness are obtained by corrected item-total correlation value (r count) between 0.775 0.875 or r arithmetic > r table 0.138, means that every item of the statement of responsiveness variable used in this research is valid. the result of validity test of empathy instrument obtained by corrected item-total correlation value (r count) between 0,828 0,836 or r count > r table 0,138 which means that every item statement of empathy variable used in this research is valid. the validity test of guarantee instrument result obtained by corrected item-total correlation value (r count) between 0,778 0,869 or r count > r table 0,138, stated in every item statement of guarantee variable used in this research is valid. the result of validity test of physical appearance instrument obtained by corrected item-total correlation value (r count) between 0,724 0,798 or r count > r table 0,138, means that every item statement from the variable of consumer satisfaction used in this research is valid. reliability test results the reliability test is used to know the answer consistency. reliability testing of a variable can be done by looking at the value of cronbach alpha, the statement item in the questionnaire has cronbach alpha value > critical value r-table product moment at 95% confidence level. thus, it can be said that the item statement of the reflection of each variable in this research in its existence in the research instrument stated reliable. table 2. the reliability test of each research variable variable item cronbach's alpha if item deleted r-product moment r-table description consumer satisfaction (y) 1 0,968 0,138 reliable 2 0,968 0,138 reliable 3 0,970 0,138 reliable reliability (x1) 1 0,969 0,138 reliable 2 0,969 0,138 reliable 3 0,970 0,138 reliable international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 45 issn 2580-0981 (online) issn 2580-0981 (online) responsiveness (x2) 1 0,968 0,138 reliable 2 0,969 0,138 reliable 3 0,968 0,138 reliable empathy (x3) 1 0,968 0,138 reliable 2 0,968 0,138 reliable 3 0,968 0,138 reliable guarantee (x4) 1 0,968 0,138 reliable 2 0,968 0,138 reliable 3 0,969 0,138 reliable physical performance (x5) 1 0,969 0,138 reliable 2 0,969 0,138 reliable 3 0,969 0,138 reliable source: research results, 2018. based on the data on the table above, it can be explained that the value of cronbach alpha of the overall statement items in the research variables instruments obtained for 0.970. this value means that the level of consistency (reliability) of the research instrument used is 97%. it means that if the questionnaire is used repeatedly in the population of this research, it will provide the value of objectivity, stability, accuracy, and high consistency in the function of measuring after it applied. the result of instrument reliability test from cronbach alpha value of reliability variable (r count) between 0,969 0,970 or r count > r table 0,138, it means that each item statement of reliability variable used in this research is reliable. thus, it can be said that the research instrument used in the measurement function does not give rise to a double meaning to ensure the consistency of measuring the influence of variable reliability to the customer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the instrument reliability test results from the cronbach alpha value responsiveness variable (r arithmetic) between 0.968 0.969 or r arithmetic > r table 0.138, means that each item of the statement of the responsiveness variable used in this study is reliable. thus, it can be said that the research instrument used in the measurement function does not give rise to a double meaning to ensure the consistency of measuring the effect of variable responsiveness to customer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the instrument reliability test results from the cronbach alpha value of empathy variable (r arithmetic) 0.968 or r arithmetic > r table 0.138, means that every item of the statement of the empathy variable used in this study is reliable. thus, it can be said that the research instrument used in the measurement function does not cause a double meaning to ensure the consistency in measuring the effect of empathy variables on customer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. instrument reliability test results from cronbach alpha value guarantee variable (r arithmetic) between 0.968 0.969 or r arithmetic > r table 0.138, means that every item of the statement of assurance variable used in this study is reliable. thus, it can be said that the research instrument used in the measurement function does not cause a double meaning to ensure the consistency in measuring international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 46 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the effect of assurance variables on customer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the result of instrument reliability test from physical display variable cronbach alpha value (r arithmetic) between 0.968 0.970 or r arithmetic > r table 0,138, means that each item statement of physical display variable used in this research is reliable. thus, it can be said that the research instrument used in the measurement function does not give rise to a double meaning to ensure consistency in measuring the effect of physical display variables on customer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. instrument reliability test results from customer satisfaction variable cronbach alpha value (r count) between 0.968 0.970 or r arithmetic > r table 0.138, means that each item statement of the variable of consumer satisfaction used in this study is reliable. thus, it can be said that the research instrument used in this measurement function does not give rise to a double meaning to ensure consistency in measuring customer satisfaction in the housing security management lecturer hasanuddin university tamalanrea in makassar. classical assumption testing simultaneously hypothesis testing simultaneously testing aims to know the influence of reliability, responsiveness, empathy, assurance, and physical appearance of consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea, in makassar by knowing at the value of f-measurement. the simultaneous test results are as follows: simultaneously testing (test f). table 3. anovab model sum of squares df mean square f ig. 1 regression 51.686 5 10.337 219.935 .000a residual 11.327 241 .047 total 63.013 246 a. predictors: (constant), x5, x1, x4, x3, x2 b. dependent variable: y source: data analysis result (2018). the data on the table above shows that the f-arithmetic value obtained is 219.079 while the f table (df1 = 5; df2 = 241) at the error rate (α = 0.05) is obtained 2.26 with a significance level of 0.000. thus, the value of f-arithmetic > f-table or 219,935 > 2,26 which means that significant effect on a very small alpha level (0%). by these results, it can be concluded that simultaneously of service quality consisting of variable reliability, responsiveness, empathy, assurance, and physical appearance which havea positive and significant impact on consumer satisfaction in housing security management lecturer hasanuddin university tamalanrea in makassar. furthermore, the coefficient of determination testing (r2) is used to determine how much influence of all independent variables to the dependent variable. the value of r2 can be seen in the following table: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 47 issn 2580-0981 (online) issn 2580-0981 (online) table 4. coefficient of determination test result (r²) model summary model r r square adjusted r square std. the error of the estimate 1 .906a .820 .817 .21680 a. predictors: (constant), x5, x1, x3, x4, x2 b. dependent variable: y source: data analysis result (2018). based on the test determination result, which is mentioned above, it can be explained that the magnitude of the coefficient of determination (r2) is 0.820. the coefficient of determination states that the magnitude of the influence of variable reliability, responsiveness, empathy, assurance, and physical appearance of consumer satisfaction in housing security management lecturer hasanuddin university tamalanrea in makassar is 82%, while the remaining 18% is influenced by other variables that are not investigated in this study. partial hypothesis testing hypothesis testing is used partially to know the influence of individual variables reliability, responsiveness, empathy, assurance, and physical appearance of consumer satisfaction in housing security management lecturer hasanuddin university tamalanrea in makassar. test results can be seen through the value t-count. the partial test results (t-count) which show in this following table: table 5. partial testing (t-test) model unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) .080 .178 .448 .655 x1 .262 .064 .253 4.123 .000 x2 .121 .098 .119 1.234 .126 x3 .241 .065 .230 3.713 .000 x4 .227 .085 .211 2.662 .008 x5 .138 .083 .140 1.663 .079 a. dependent variable: y source: data processed (2018). based on the partial test as shown in the table above shows that the quality of service consisting of reliability, empathy, and individual guarantee have a significant and positive impact on consumer satisfaction on housing security management lecturer hasanuddin university tamalanrea in makassar. while the variable responsiveness and physical appearance have no significant effect on consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the existence of significant influence can be seen from the value of t-measurement that obtained and also can be known through the significance level where the column sig. probabilities in the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 48 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) above table obtained the significant value of the three significant independent variables which have significance value less than 0.05, which has the reliability of sig value. 0,000 < 0,05, empathy with sig value. 0,000 < 0,05, and guarantee with sig value. 0.008 < 0.05. while the variable that has no significant effect is the responsiveness with the sig value. 0.126 < 0.05 and display with sig value. 0.079 < 0.05. among the three independent variables that have significant variable influence, in which it shows the dominant influence means that the variable reliability because the value of t-measurement obtained greater than other variables. discussion furthermore, the discussion about the influence of variable reliability, responsiveness, empathy, assurance, and physical appearance of consumer satisfaction on housing security management lecturer hasanuddin university tamalanrea in makassar, will be described as follows: the effect of reliability on customer satisfaction the result of t-test shows that the variable of reliability has a positive and significant effect on consumer satisfaction on the housing security management of lecturer of hasanuddin university tamalanrea in makassar. it indicates that there is a unidirectional relationship between reliability and consumer satisfaction, in the sense of increasing reliability then the consumer satisfaction will increase too. the reliability variable gives a significant influence on customer satisfaction and ranks of tested independent variables firstly. meanwhile, reliability variable is one important factor in increasing consumer satisfaction, so it needs to be maintained, but still maximize the indicator of the lowest proportion to increase the consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the existence of significant influence of variable reliability to customer satisfaction is determined by the forming indicator, namely: (a) speed of security services; (b) the accuracy of security services; and (c) smooth security services. among the three items of indicators, the dominant indicator in establishing the variable of service reliability in the housing security management lecturer hasanuddin university tamalanrea in makassar is the speed indicator of the security service which has an average value of 4.60, then followed by the accuracy indicator of security services which have an average value of 4.59. while the indicator of the smoothness of the security service has an average value of 4.47 which gives the smallest proportion in forming the variable reliability, so it needs to be maximally empowered that the consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar can be improved later. the results of this study prove that the reliability variable provides a positive and significant impact on consumer satisfaction in housing security management lecturer hasanuddin university tamalanrea in makassar. this study also proves that research conducted by anis wahyuningsih (2002), provides the reliability of dominant influence on patient satisfaction. this analysis concluded that the reliability variable has a positive and significant effect on consumer satisfaction on the housing security management lecturer of hasanuddin university tamalanrea in makassar. therefore, reliability needs to be maintained, especially on the indicators that make it being as satisfaction of consumers on the housing security management lecturer hasanuddin university tamalanrea in makassar that can be improved next time. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 49 issn 2580-0981 (online) issn 2580-0981 (online) the effect of responsiveness to customer satisfaction partial test results indicate that the responsiveness variable have no significant effect on consumer satisfaction in the housing security management lecturer hasanuddin university tamalanrea in makassar. it indicates that the responsiveness variable has not been able to increase consumer satisfaction, in line with the service related to the responsiveness of significant increasing in customer satisfaction. therefore, the services related to the responsiveness need to get special attention to be further improved by maximizing indicators that shape it to improve the consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. the influence of non-significant of responsiveness variable to the customer satisfaction which is determined by the role of indicators that shape it, namely: (a) speed of overcoming consumer complaints; (a) describe procedures that the consumer does not understand in terms of security; and (c) delineating information about security. among the three items of those indicators, the dominant indicator in forming responsiveness is speed indicator of overcoming consumer who complaints that have an average value of 4.64, then followed by procedures indicators that the consumers do not understand of an average value of 4.58. while the delivery indicators of security information which stated clearly, have an average value of 4.42 gives the smallest proportion in forming the responsiveness variable, to do optimally in empowering all these indicators for consumer satisfaction that can increase significantly. this analysis concluded that the responsiveness variable which has no significant effect on consumer satisfaction in the housing security management lecturer of hasanuddin university tamalanrea in makassar. therefore, the responsiveness needs to get special attention to be improved, especially on the indicators that make the consumer satisfaction on housing security management lecturer hasanuddin university tamalanrea in makassar improved in the future. the empathy influence on the trader's satisfaction. partial test results indicate that the empathy variable has a positive and significant impact on consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. it indicates that there is a direct relationship between empathy with consumer satisfaction, in the sense of empathy increasingly, then consumer satisfaction directly increase. the empathy variable gives a significant influence on customer satisfaction and second ranks from the tested independent variables. therefore, the empathy variable is also an important factor in improving consumer satisfaction, so it needs to be improved by maximizing the indicators that shape it to improve the consumer satisfaction on the housing security management lecturer of hasanuddin university tamalanrea in makassar. the existence of significant influence of empathy variables on customer satisfaction is determined by the role of indicators which shape it, namely: (a) friendly to the consumer; (b) courteous in speaking with the consumer, and (c) providing fair services to consumers related to security. from the three points of that indicators, the dominant indicator in forming the empathy variable in the housing security management of lecturer of hasanuddin university tamalanrea in makassar is giving fair service to the consumer with average value 4,78, then followed by the friendly indicator to the consumer which has the average value average 4.68 while the polite indicator in speech with the consumer has an average value of 4.57 that gives the smallest proportion in forming the empathy variable, so it needs to be maximally empowered for consumer satisfaction that can be improved. the above analysis shows that the empathy variable has a positive and significant effect on international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 50 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) consumer satisfaction on the management of housing security of lecturer of hasanuddin university tamalanrea in makassar. therefore, empathy needs to be improved, especially on the indicators to the consumer satisfaction on the management of housing security of lecturer of hasanuddin university tamalanrea in makassar can be improved. the guarantee effect on customer satisfaction the test results partially indicate that the variable assurance have a significant effect on consumer satisfaction on the management of housing security lecturer hasanuddin university tamalanrea in makassar. it indicates that there is a unidirectional relationship between the guarantee with consumer satisfaction, in line with guarantee increase, then consumer satisfaction also increases directly. the assurance variable has a significant influence on customer satisfaction and place on the third ranks of the tested independent variables. therefore, the guarantee variable is also one of the important factors in improving consumer satisfaction, so it needs to be improved by maximizing indicator that gives the lowest proportion to increase the consumer satisfaction on the housing security management lecturer of hasanuddin university tamalanrea in makassar. the existence of significant influence of variable of guarantee on consumer satisfaction is determined by the indicators; those are: (a) existence of security guarantee; (b) the ability of officers; and (c) understanding the needs of consumers. among those three items of the indicators, the dominant indicator in forming the assurance variable is an existence indicator security that guarantees an average of 4.79, followed by an indicator of officer's ability which has an average value of 4.64. while the indicators deal with the needs of the consumer which have an average value of 4.58 that gives the smallest proportion in forming the guarantee variable, so it needs to be maximally empowered to the customer satisfaction can be improved later. the above analysis stated that the guarantee variable has a positive and significant effect on the consumer satisfaction on the management of housing security of lecturer of hasanuddin university tamalanrea in makassar. therefore, the guarantee still needs to be improved, especially on the indicators to make consumer satisfaction on the management of housing security of lecturer of hasanuddin university tamalanrea in makassar can be improved in the future. the influence of physical appearance on customer satisfaction partial test results indicate that the physical display variables have no significant effect on consumer satisfaction on the management of housing security lecturer hasanuddin university tamalanrea in makassar. it indicates that the physical display variable cannot increase consumer satisfaction, in a line of service related to the physical appearance that has not provided significant improvement of consumer's satisfaction. therefore, services related to the physical appearance need special attention to be further improved by maximizing the indicators that shape is used to improve the consumer satisfaction on the management of housing security lecturer hasanuddin university tamalanrea in makassar. the non-significant influence of physical display variable on consumer satisfaction is determined by the role of the indicators that make up, namely: (a) speed of overcoming consumer complaints; (a) describe procedures that consumers do not understand about security; and (c) delineating information about security. among the three items of those indicators, the dominant indicator in forming physical appearance is the indicator of the speed which overcoming consumer international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 51 issn 2580-0981 (online) issn 2580-0981 (online) complaints that have an average value of 4.64, then followed by indicators that explain about consumers procedures who do not understand, has an average value of 4.58. while the indicator of information delivery clearly about the security has an average value of 4.42 that gives the smallest proportion in forming the variable responsiveness, so it needs to be maximally empowered all these indicators for consumer satisfaction can increase significantly. based on the analysis, it can be concluded that the physical display variables have no significant effect on consumer satisfaction on the housing security management lecturer hasanuddin university tamalanrea in makassar. therefore, the physical appearance needs special attention to be improved, especially in the indicators to make consumer satisfaction on the housing security management lecturer of hasanuddin university tamalanrea in makassar can be improved next time. conclusion according to the description and results of the analysis shown in the previous chapter, it can be resumed as follows: a. the simultaneously or together results show that the reliability, responsiveness, empathy, assurance, and physical appearance, positively and significantly variables influence the consumer satisfaction on housing security management lecturer hasanuddin university tamalanrea in makassar. furthermore, the test results partially indicate that the reliability, empathy, and assurance variables have a significant effect on customer satisfaction, while the variable of responsiveness and physical appearance have no significant effect on customer satisfaction. b. among the three services quality that has significant influence, it shows that the variable of reliability can improve consumer satisfaction on the housing security management of lecturer hasanuddin university tamalanrea in makassar compared with other variables. suggestion the above conclusions show that the authors provide some suggestions as follows: a. in the policy of formulation on the housing security management lecturer of hasanuddin university tamalanrea in makassar, it is needed to consider the quality of service which includes: reliability, empathy, and guarantee variable that support significantly to increase the consumer satisfaction. b. due to the reliability variable that dominantly influences on customer satisfaction, it is suggested to be maintained, especially on the indicators that shape it. while the responsiveness and physical appearance variable, the influence is not needed special attention to maximize its implementation, especially on its formation to support the consumer satisfaction improvement later. acknowledgment our appreciation and gratitude go to the indonesia endowment fund for education (lpdp), the ministry of finance of the republic of indonesia and the ministry of research, technology and higher education of the republic of indonesia for all its support in the process of writing until completed this article. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 41-52 the effect of service quality on housing security management toward consumer satisfaction on housing lecturer of hasanuddin university in makassar sumarsih, zainal abidin 52 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) references anderson, e. w; fornell, c and lehmann, d.r. (1994). customer satisfaction, market share, and profitability: finding from sweden. journal of marketing, vol. 58, p.53-56. cronin, j. joseph dan steven a. taylor. (1992). measuring services quality: a reexamination and extension. journal of marketing, vol. 56, 55 68. cronin, j. joseph dan steven a. taylor. (1994). servperf versus servqual: reconciling performance based and perception-minus-expectations measurement of service quality. journal of marketing, vol. 8, 125-131. fornell, c. johnson, md anderson, ew cha, and bryant be. (1996). the american customer satisfactionindex: nature, purpose, and findings. journal of marketing, vol. 60. kotler, philip. (1997). manajemen pemasaran: analisis, perencanaan, implementasi dan pengendalian, edisi bahasa indonesia jilid 2, jakarta, salemba empat – prentice hall, 83-92. kotler, philip and garry amstrong. (1996). dasar-dasar pemasaran (principles of management, prentice hall inc. liu, mc. (2005). the multi dimensionaland hierarchical structure of perceived quality and customer satisfaction. international journal of management, vol. 22. oliver, r.l. (1997). satisfaction: a behavioral perspective on the consumer. new york: mcgraw-hill inc. parasuraman, a, v.a. zeithami and l.l. berry. (1988). a multiple-item scale for measuring consumer perceptions of service quality. journal of retailling, vol. 64, p. 1240. scheuning. (2004). the customer service planner, oxford: butterworth heineman. sugiyono. (2008). statistik non parametrik untuk penelitian, alfabeta, bandung. wahyuningsih, anis. (2002). analisa tingkat kepuasan konsumen berdasarkan kualitas pelayanan pada rumah sakit umum kabupaten karanganyar, skripsi fakultas ekonomi program studi manajemen ums, surakarta. zeithami, valerie a. (1987). defining and relaying price, perceived quality, and perceived value. marketing science, institute, cambridge, ma report no. 87-101. zheng, ys and ho, th. (2003). setting customer expectation in service delivery: an integrated marketingoperations perspective. available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities ( ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 1-12 corresponding author arip_saputro@sbm-itb.ac.id; yuniros@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.776 research synergy foundation factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro1, madju yuni ros bangun2 1, 2, school of business and management, institu teknologi bandung, indonesia abstract knowledge has various forms, one of which is the standard operating procedure (sop). the number of sops will be directly proportional to the company's growth. the more a company grows, the more it will increase the number of sops or will cause more changes or adjustments to sops. during 2008 – 2016 bank keluarga expanded its business by adding wholesale, sinaya, mitra usaha rakyat, mitra bisnis, wow!, and jenius. each line of business has its own branch specifically to serve the segment it covers. gemilang project with branch integration as one of its initiatives then integrates the services of each line of business into one universal branch and allows service across lines of business. however, the fact that 54% of frontliners received below standard branch quality assessment rating and 68% of branches received an average and below standard branch assessment rating makes it necessary to evaluate the implementation of sop according to the knowledge management system, especially in frontliner of bank keluarga. primary data was collected using questionnaires then spss statistical software 26 version has used to analyze the data. the result of the research obtained that leadership and learning are the only two variables that significantly affect the outcome. keywords: knowledge management; standard operating procedure; frontliner this is an open access article under the cc-by-nc license. introduction knowledge is the result of curiosity through the sensory processing of certain objects. knowledge is an important domain in the formation of open behavior. knowledge has various forms, one of which is the standard operating procedure (sop) which is a written determination of what must be done, when, where, by whom, how to do it, what is needed, and others, all of which must be obeyed and done. the number of sops in the company varies and adjusts to the needs of the company. however, in general, the number of sops will be directly proportional to the company's growth. the more a company grows, the more it will increase the number of sops or will cause more changes or adjustments to sops. by considering the relationship between company growth and increasing the number of sops as a form of knowledge in the company, a knowledge management system is needed to support growth in the company. a knowledge management system itself is a set of tools, strategies, and methods for creating, analyzing, managing, sharing, and also improving the knowledge and information contained within a company. a good knowledge management system is expected to make all parties in the company understand the knowledge about the organization's operations or business well. thus, the business will continue to run and be sustainable. during 2008 – 2016 bank keluarga expanded its business by adding wholesale, sinaya, mitra usaha rakyat, mitra bisnis, wow!, and jenius. each line of business has its own branch specifically to serve the segment it covers. in carrying out daily operations, each branch has different service standards and standard operating procedures. gemilang project with branch integration as one of its initiatives then integrates the services of each line of business into one universal branch and http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 2 allows service across lines of business so as to provide more interaction points for customers. in practice, this is not easy; there are many things that need to be prepared, including the adjustment of sops and good knowledge distribution to ensure that the branch officers are also ready to serve all customer segments with the same service standards and sops in all universal branches spread across indonesia. the role of frontliners in branches is crucial because frontliners are at the forefront of the company in dealing and interacting directly with customers. one misinformation or procedure submitted by the frontliner can cause complaints by customers, and these complaints can spread quickly, either by word of mouth or through social media, which has an impact on bank keluarga's reputation. many new sops, as well as the changes or adjustments to sops, were made to create new standards that support branch integration initiatives. the sops are then distributed to branches through several channels, namely: 1. sop online is a search engine-based system that stores knowledge related to sops 2. seputar operation is a part of sop that is sent to the branch through email every wednesday and friday. 3. operations delight session is a summary of sop that is sent to the branch through email every friday. 4. ayo pastikan is a reminder for specific materials that are sent to the branch through email every monday, tuesday, thursday. 5. service now plays a role as operations helpdesk related to sops or other processes at the branch after the sop has been distributed to the branches, an assessment will then be carried out through branch quality assurance and branch assessment. branch quality assurance is carried out by conducting quarterly inspections using the onsite method (visit to branch branches) and offsite (cctv online) by looking at the number of findings in the branch. the expected rating is 4 or satisfactory. however, based on data as of july 2021, 54% of frontliners received below standard branch quality assessment rating under 4 or satisfactory. branch assessment rating is carried out by asking branch officers to present certain materials and followed by a question and answer session. however, based on data as of march 2021, 68% of branches received an average and below standard branch assessment rating (c and d). the number of channels for distribution of sops at bank keluarga is not immediately understood by branch officers, especially frontliners. it is proved by poor rating assessment results. for this reason, it is necessary to evaluate to find the root cause of the sop distribution at bank keluarga so that it can be overcome with the recommendations. literature review asian productivity organization (apo) framework. as takenaka (2009) presented in implementing the practical guidelines for the apo framework, he presented the following: 1) knowledge was seen as the key to growth and innovation, especially in the member countries of the asian productivity organization (apo). knowledge is widely regarded as dependent on growth and productivity. this is one of the reasons why knowledge needs to be managed properly. 2) with the success of wm in institutions and practitioners in european and american countries in 2007, commissioners in asian countries simply implemented a complete apo-wm framework for definitions and implementation methodologies are created, especially in asian countries. these experts included representatives from india, japan, malaysia, the philippines, china, singapore, thailand, vietnam, and the apo secretariat. however, km was originally targeted at small and medium-sized enterprise (smb) organizations, and 3) community international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 3 of practice (experts) builds frameworks based on work experience in several countries such as the united states, australia, and europe. the purpose of the apo km framework is to create a common understanding among the member states and emphasize the value of km for organizational success. the framework is simple and comprehensive, has all the relevant elements of a km solution, and serves organizations of all reference types aimed at improving performance through km. in addition to preparing the apo km framework, other experts will develop guidelines and implementation-based training frameworks early on. the purpose of this guide is to help trainers and consultants understand km and provide guidance on how to implement it. the guidelines include important comprehensive messages, trainer notes, and the provision of transitions between the slides presented. frameworks and methodologies reduce the diversity and complexity of km to manageable tasks, ensuring that they are not overlooked. in addition, these guidelines summarize km implementation cases in both sme organizations to better understand the context of smes rather than large organizations. this apo km framework has also been used in research by archam (2020), which used seven audit categories based on the key elements of the framework, namely leadership, process, people, technology, knowledge processes, learning & innovation, and outcomes. in his research, it is stated that the three lowest categories are leadership, knowledge processes, and people. in the category of leadership, the lowest score is on questions related to financial resources, the existence of a central coordinating unit or person, and management rewards. in the knowledge process category, the lowest score was on questions related to benchmarking activities and critical knowledge from employees leaving. in the category of people, the lowest score is on questions related to the existence of the mentoring, database, systematic induction, and knowledge sharing & collaboration. this is different from the results of this study where the lowest category is in leadership and learning. research method the author will collect primary data from target respondents using questionnaires. a questionnaire is a research instrument consisting of a series of questions (or other types of prompts) for the purpose of gathering information from respondents through a survey or statistical study. according to hair et al. (2010), the sample size should be 100 or more. the sampling rule used is purposive sampling, namely sampling based on certain considerations such as population characteristics or previously known characteristics. this is because the target respondents of this research are the active employees of bank keluarga's who act as tellers and customer services and work at the branch. the author distributes the questionnaires using google forms and spreads the information using the whatsapp group. there are 40 questions in total, in which respondents answer by choosing numbers 1-6. this is a 6level likert scale (siregar, 2013); each level represents the weighted scale as follows: table 1. likert scale description code indicator level weighted scale description 1 strongly disagree 1 totally cannot represent the respondent’s opinion, feeling, situation and condition. 2 moderately disagree 2 can not represent the respondent’s opinion, feeling, situation and condition. 3 slightly disagree 3 less represent the respondent’s opinion, feeling, situation and condition. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 4 4 slightly agree 4 quite represent the respondent’s opinion, feeling, situation and condition. 5 moderately agree 5 can represent the respondent’s opinion, feeling, situation and condition. 6 strongly agree 6 totally represent the respondent’s opinion, feeling, situation and condition. the 6-level likert scale is used to eliminate neutral answers. in the questionnaire, there are some questions labeled with (*) mark. those are negative statements that will be scored in reverse (strongly disagree will be given the highest score while strongly agree will be the lowest score). these negative statements are put to make the respondents answer the questionnaire mindfully. with this variation, hopefully, the answer will be more genuine, reflecting the real opinion of the respondents. ghozali (2009) states that the validity test is used to measure the validity of a questionnaire. validity testing is carried out with the aim of knowing the accuracy of a measuring instrument used (cooper and schindler, 2014:25). the technique used for the validity test in this study was pearson product moment. this technique aims to test whether each item or item of the statement can reveal the factor to be measured or the internal consistency of each measuring instrument item in measuring a factor. the correlation value obtained is then compared with the correlation value table (r) product moment to determine whether the correlation value obtained is significant or not. if the index value obtained from the calculation has a value greater than the value of the correlation table (r count > r table), the item is declared valid and vice versa. after doing the validity, the next test carried out is the reliability of the measurement indicators in the study. according to ghozali (2018), reliability is carried out to determine the stability of respondents' answers to measurement tools from time to time. in this study, reliability testing was carried out by looking at the value of cronbach's alpha or the value of the composite reliability coefficient (composite reliability). findings and discussion in order to understand the results of the questionnaire more clearly from each variable and each question, the data are presented as follows. 1. leadership figure 2. calculation of leadership the average score for the leadership variable is 5,05. based on the data above, questions 1, 2, and 3 have scores above the average score for the leadership variable, while questions 4 and 5 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 5 have scores below the average score for the leadership variable. question 4 is "managers spend more time disseminating sop to the staff," and question 5 is "management rewards performance improvement, organizational and employee learning related to the implementation of sop". 2. process figure 3. calculation of process the average score for the process variable is 4,98. based on the data above, questions 1, 5, and 6 have the same score and are above the average score for the process variable, while questions 2, 3, and 4 have a score below the average score for the process variable. question 2 is " bank keluarga designs its work systems and key processes to achieve performance excellence through the implementation of sop", question 3 is "new technology, sop shared in the organization, flexibility, efficiency, and effectiveness are factored into the design of process", and question 4 is “bank keluarga has an organized sop system for managing branch's crisis situations or unforeseen events that ensures uninterrupted operations, prevention and recovery”. 3. people figure 4. calculation of people the average score for the people variable is 4,75. based on the data above, questions 4, 5, and 6 have the same score and are above the average score for the people variable, while questions 1, 2, and 3 have scores below the average score for the people variable. question 1 is "bank keluarga education and training related to sop are building employee knowledge, skills, and capabilities”, question 2 is “bank keluarga has a systematic introduction process for new staff international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 6 that includes familiarizing them with the sop system, tools, and its benefits”, and question 3 is “bank keluarga has a formal mentoring, coaching and tutoring process for sop”. 4. technology figure 5. calculation of technology the average score for the technology variable is 5,18. based on the data above, questions 3, 4, 5, and 6 have scores above the average score for the technology variable, while questions 1 and 2 have scores below the average score for the technology variable. question 1 is "management has established an it infrastructure (i.e., internet, intranet, and website) and has developed capabilities to facilitate effective km related to sops", and question 2 is "the it infrastructure is aligned with the implementation of sop system". 5. knowledge process figure 6. calculation of knowledge process the average score for the knowledge process variable is 4,85. based on the data above, questions 1 and 2 have scores above the average score for the knowledge process variable, while questions 3, 4, and 5 have scores below the average score for the knowledge process variable. question 3 is “knowledge accrued from completed tasks or projects (branch's inquiry, branch's issues) is documented and shared”, question 4 is “bank keluarga shares best practices and lessons learned (branch's inquiry, branch's issues) across the organization so that there is no constant reinventing of the wheel and work duplication”, and question 5 is “benchmarking international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 7 activities are conducted inside and outside branches, the results of which are used to improve branch's performance and create new knowledge related to sops”. 6. learning figure 7. calculation of learning the average score for the learning variable is 4,77. based on the data above, questions 1, 2, 3, and 5 have scores above the average score for the learning variable, while questions 4 and 6 have scores below the average score for the learning variable. question 4 is "people feel empowered and feel that their ideas and contributions are generally valued by the organization", and question 6 is "individuals are given incentives to work together and share related to sops". 7. outcomes figure 8. calculation of outcomes the average score for variable outcomes is 4,94. based on the data above, questions 5 and 6 have scores above the average score for variable outcomes, while questions 1, 2, 3, and 4 have scores below the average score for variable outcomes. question 1 is “bank keluarga has a history of (and maintains measures for) successfully implementing sop systems and other change initiatives”, question 2 is “measures are in place for assessing the implementation of sop”, question 3 is “bank keluarga has achieved higher productivity through reduced cycle time, bigger cost savings, enhanced effectiveness, more efficient use of resources (including sop system) and improved decision making”, and question 4 is “bank keluarga has increased its profitability as a result of productivity, quality, and customer satisfaction improvements". international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 8 the following are the result of the normality test: table 2. test of normality unstandardized residual n 99 kolmogorov smirnov z 0,089 asymp. sig. (2-tailed) 0,051 above table 2 is performed testing the normality of the data using a non-statistical test one-sample kolmogorov-smirnov (k-s) parametric. the data is said to be expected if the asymp value. sig is greater than 0.05, which means that the normality assumption is met. based on table.1, the asymp value. the residual variable sig is greater than 0.05, namely 0.051, which means that there is no significant difference between the tested data and standard normal data, and it can be concluded that the data in this study met the normality assumption test. below are the results of the validity test for each survey variable. table 3. test of validity variable item r count r table description (n=99) =5% two tail leadership x1.1 1 0,1975 valid (x1) x1.2 0,602** 0,1975 valid x1.3 0,519** 0,1975 valid x1.4 0,605** 0,1975 valid x1.5 0,421** 0,1975 valid process x2.1 0,540** 0,1975 valid (x2) x2.2 0,660** 0,1975 valid x2.3 0,495** 0,1975 valid x2.4 0,490** 0,1975 valid x2.5 0,535** 0,1975 valid x2.6 0,464** 0,1975 valid people x3.1 0,440** 0,1975 valid (x3) x3.2 0,410** 0,1975 valid x3.3 0,381** 0,1975 valid x3.4 0,521** 0,1975 valid x3.5 0,533** 0,1975 valid x3.6 0,351** 0,1975 valid technology x4.1 0,494** 0,1975 valid (x4) x4.2 0,461** 0,1975 valid x4.3 0,327** 0,1975 valid x4.4 0,395** 0,1975 valid x4.5 0,582** 0,1975 valid x4.6 0,444** 0,1975 valid knowledge process x5.1 0,537** 0,1975 valid (x5) x5.2 0,501** 0,1975 valid x5.3 0,493** 0,1975 valid international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 9 x5.4 0,572** 0,1975 valid x5.5 0,628** 0,1975 valid learning x6.1 0,648** 0,1975 valid (x6) x6.2 0,521** 0,1975 valid x6.3 0,304** 0,1975 valid x6.4 0,504** 0,1975 valid x6.5 0,607** 0,1975 valid x6.6 0,351** 0,1975 valid outcome y1.1 0,639** 0,1975 valid y1.2 0,629** 0,1975 valid y1.3 0,592** 0,1975 valid y1.4 0,440** 0,1975 valid y1.5 0,566** 0,1975 valid y1.6 0,470** 0,1975 valid from the table above, it can be concluded that all the items on the questionnaire are valid because of the r count > r table, which means that every item on the questionnaire is valid to measure. table 4. test of reliability reliability statistics cronbach’s alpha n of items 0,979 40 as seen in the table above, cronbach's alpha value is greater than 0,6, so it can be concluded that the items of the questionnaire in this study are reliable. multiple regression analysis. multiple linear regression analysis is a linear regression to analyze the magnitude of the relationship and the influence of independent variables whose number is more than two (suharyadi and purwanto, 2004: 508). in this research, multiple regression analysis will describe the effects of the following variables (leadership, people, process, technology, knowledge process, and learning) toward implementing sop in bank keluarga. table 5. r square, f statistic, f table table 6. multiple regression analysis independent variable (x) dependent variable (y) adj r2 beta t statistics table sig. t leadership (x1) outcome (y) 0,827 0,173 2,125 0,195 0,029 people (x2) outcome (y) 0,827 0,120 1,189 0,195 0,237 outcome adj r square 0,827 f statistics 79,136 f table 2,198 sig. f. 0,00 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 10 process (x3) outcome (y) 0,827 -0,079 -1,025 0,195 0,308 technology (x4) outcome (y) 0,827 0,119 1,615 0,195 0,110 knowledge process (x5) outcome (y) 0,827 0,145 1,537 0,195 0,128 learning (x6) outcome (y) 0,827 0,512 5,524 0,195 0,000 from the result of multiple linear regression, it can be concluded that: 1. the f statistic is greater than the f table, which means that the model used in this study fit. 2. the adjusted r2 of outcome is 0,827, which means that the six other independent variables have an 82,7% effect on the outcome while other factors impact the rest 17,3%. 3. partially, leadership (x1) and learning (x6) are the only two variables that significantly affect the outcome. it can be seen from the significant t value that they both have 0,029 and 0,000 less than  = 0,05, which means, and the beta value is positive, the greater one’s leadership inside an organization or community or one’s ways of learning, the higher the outcome will be. 4. as seen from the table above, three independent variables have significant t values greater than  = 0,05, which are people (x2), technology (x4), and knowledge process (x5), which means they did not have a significant effect on outcomes. 5. as for the process (x3) variable, the beta value is -0,079, and the t value, as seen from the table above, is 0,308 greater than  = 0,05, which means that process (x3) variable has no effects on outcomes. root cause analysis. root cause analysis is conducted by analyzing areas of opportunity for improvement (ofi) by considering variables that have a significant impact on outcomes based on multiple regression analysis and question points that have scores below the average score for each variable that has a significant impact so that the analysis will focus on 2 variables, namely leadership (questions 4 and 5) and learning (questions 4 and 6). table 7. root cause analysis variable ofi question no avg score remark leadership managers spend more time disseminating sop to the staff 4 5,02 lack of manager's role in providing socialization and refreshment in sop learning leadership management rewards performance improvement and organizational and employee learning related to the 5 4,55 frontliners consider the lack of recognition and appreciation of the sop learning process and sop sharing. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 1-12 factors affecting the implementation of standard operating procedure (sop) according to knowledge management (case study of bank keluarga’s frontliner) arip hermawan dwi saputro, madju yuni ros bangun 11 implementation of sop learning people feel empowered and feel that their ideas and contributions are generally valued by the organization 4 4,70 frontliners consider the lack of recognition and appreciation of the sop learning process and sop sharing. learning individuals are given incentives to work together, and share related to sop 6 4,42 frontliners consider the lack of recognition and appreciation of the sop learning process and sop sharing. conclusion 1. based on the statistical tests, knowledge management factors needed to be improved by the frontliner of bank keluarga regarding the implementation of standard operating procedures are leadership and learning that have a significant positive effect on the outcome. 2. this result is different from the research conducted by archam (2020), which stated that the three lowest categories are leadership, knowledge processes, and people. 3. authors recommend the bank keluarga management must take into consideration both the leadership and learning process of bank keluarga's frontliners, such as customer services and tellers, as both variables are the most significant factors that affect their working outcomes. such as: a. increasing the role of leaders in branches through the formalization of mentoring and coaching b. giving rewards for the sop learning process carried out limitations and further research this research focuses on the frontliner of bank keluarga branches under the operations directorate. the result of this research might not be applicable to other departments, divisions, or directorates due to different situations and conditions. findings in research are only based on the framework used by the author. to be able to explore the findings of this research, the author suggests combining them with other related frameworks. reference archam, latifa dini., 2020. evaluation of knowledge management system in corporate quality, safety and environment management department of pt. garuda indonesia. itb, bandung. atmoko, t., 2011, standard operating procedures (sop) and performance accountability of government agencies. unpad, bandung calvani, a., cartelli, a., fini, a., & ranieri, m., 2008, models and instruments for assessing digital competence at school. journal of e-learning and knowledge society, 4(3), pp.183-193 cooper, d. r., & schindler, p. s., 2014, bussiness research methods. 12 th edition. new york: mcgrawhill/irwin. garfield, s., 2016, implementing a successful km programme. sydney, nsw: ark group. international journal of management, entrepreneurship, social science and humanities 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(1956). the magical number seven, plus or minus two: some limits on our capacity for processing information. the psychological review, 63, 81-97 nonaka, i dan takeuchi, h. 1995. the knowledge-creating company: how japanese companies create the dynamics of of innovation. new york: oxford university press. raharjo, said. 2019. how to perform the kolmogorov-smirnov normality test with spss. https://www.spssindonesia.com/2014/01/uji-reliabilitas-alpha-spss.html savage, c.m. 1990. 5th generation management. digital equipment corp. senge, p.m., 1990, the fifth discipline. the art and practice of the learning organization. new york: doubleday currency. suharyadi & purwanto, 2004, statistics for modern economics and finance, jakarta: pt.salemba empat wahyuni, r.r.t & kistyanto, a., 2013, the effect of knowledge sharing on departmental performance through service innovation. jurnal ilmu manajemen. widyaningsih, p., 2014, knowledge management system application design to support the performance of higher education quality assurance institutions using a user-centered design approach (case study of lpjm stmik duta bangsa surakarta). jurnal duta.com. 7(2): 15-35. yang, j.t., 2007, knowledge sharing: investigating appropriate leadership roles and collaborative culture. tourism management, no.28 p530–543 http://www.indonesian-publichealth.com/pengertian-5-m-dalam-manajemen/ https://www.spssindonesia.com/2014/01/uji-reliabilitas-alpha-spss.html microsoft word 765-article text.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 63-72 corresponding author tyrone.1975@yahoo.com doi: https://doi.org/10.31098/ijmesh.v5i1.765 research synergy foundation proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald1 1trident university international, united states abstract during pandemic events, we experienced a heavy burden on our medical labor worldwide. this qualitative methodology research study concentrated on the problem of limited medical staff and tackling patient demands while still keeping motivation up within the workforce. the objective of this study aimed to understand concerns and find solutions for 2021 as well as future fiscal years of proposed manpower cuts at the united states air force military treatment facilities (usaf mtf). a significant pending proposal would cut a shocking 4,684 usaf medical positions worldwide. this study analyzed data to solicit feedback on employee and stakeholder concerns to provide practical solutions mitigating impacts and maintaining staff productivity, motivation, and job satisfaction. theory, previous literature, and findings indicated manpower cuts lead to social effects by reducing recognition, open communication, and motivation for provider staff, as well as reducing productivity and quality care. human relations (hr) and herzberg’s motivation-hygiene theories were applied to developing data collection instruments in this qualitative study in order to derive solutions for continued quality care and staff motivation in preparation for manpower cuts. the data was gathered from 10 provider staff and 10 usaf consultants and then analyzed to inform a focused solution-driven discussion with 10 mtf leaders. analysis and conclusions led to focus group findings, which were then concluded to highlight suggestions and recommendations in areas of illustrating manpower, support, resources, innovation, communication, and motivation concerning proposed manpower cuts. keywords: air force medical readiness agency, air force medical service, beneficiaries, career field manager, department of defense, dependent, medical treatment facilities, program objective memorandum, resource management, tricare, united states air force this is an open access article under the cc-by-nc license. introduction the current problem linked with this study is the lack of knowledge associated with losing 4,684 usaf medical manpower cuts. more specifically, usaf mtf staff were unsure of how to maintain quality healthcare, provider staff motivation and productivity, job satisfaction, and prioritization of services with pending manpower cuts. the answers to these problems were addressed by collecting and analyzing qualitative data from 30 individuals, including usaf medical provider staff, usaf consultants, and usaf mtf leaders. from previous research, congressionally proposed manpower cuts were announced that could impact patient care critical to military medicine. in the current environment where we have seen our medical resources spread thin due to the pandemic, this causes great concern. military medical personnel is also heavily tasked with military deployments depending on the current threats. this increases the trepidation in the situation. the organization in this study was commonly known as the air force medical readiness agency (afmra) and currently holds over 400 department of defense personnel with locations at falls church, virginia, and san antonio, texas. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 64 present research indicated social effects were a large factor as seen by events of reduced praise, open communication, and motivation for provider staff leading to reduced motivation. this also led to a lack of recognition, feedback, and open communication between employer and employee. eventually, the staff became less motivated in productivity. hertzberg's motivation-hygiene theory (lundberg, 2009) says certain factors in the workplace cause job satisfaction while a separate set of factors cause dissatisfaction. herzberg (2016) stated that the absence of hygiene factors might cause dissatisfaction, such as work conditions, quality of supervision, and company policies and practices. looking at our usaf mtf manpower cuts, we anticipated patient care in clinical areas such as internal medicine, family practice, and other clinical function could overwhelm provider staff and cause job dissatisfaction and decreased job performance. these two named theories emphasized the differences of this study by creating a conceptual framework and deriving our foundation and assisted in building collection instruments. collection instruments were designed, each having a consent form, a pilot test, and institution review board approval from both our research institution and selected medical facility. the staff interviews were scheduled for approximately 30-60 minutes. it had five demographic questions to understand the experience, knowledge, and position of the interviewee, and six questions focused on concerns, mitigations, and solutions as they pertained to their satisfaction and motivation in light of manpower cuts. the usaf consultant interviews were scheduled to last 30-60 minutes as well, with five demographic questions indicating experience, position, and duties. the seven main survey questions involved vital career field manning recommendations, prioritization of services, and predicted effects of the cuts. lastly, the focus group with five mtf leadership members was scheduled for 30-60 minutes; each member introduced himself/herself by stating their position, work location, and experience, then began a focused discussion with the guide of a talking paper derived from the interviews. the objective of this study identified concerns about proposed manpower cuts at usaf mtfs and provided solutions to minimizing the cuts, maintaining provider staff productivity and motivation, job satisfaction, and prioritization of healthcare services. this study looked at hr and herzberg’s motivationhygiene theories as they related to our noted problems of keeping employee motivation and job satisfaction in the light of limited labor resources. hr theory, explained by hawthorne studies (2019), says employees are motivated not only by financial reward but also by a range of social factors (e.g., praise, a sense of belonging, feelings of achievement, and productivity in one's work). hertzberg’s motivationhygiene theory aligned because it addressed how a lack of motivation could potentially affect provider staff and beneficiaries at usaf mtf. literature review/background the hr and herzberg’s motivation-hygiene theories relate to this study as they examine both motivation and productivity. these theories were used to explore more deeply how proposed manpower cuts can negatively influence mtf staff. the original purpose of the hawthorne studies on hr was to examine how different aspects of the work environment affected worker productivity. furthermore, this study focused on perceptions of the work environment related to proposed manpower cuts from provider staff, usaf consultants, and mtf leadership perspectives. the herzberg motivation-hygiene theory states there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction. this theory relates to the study by international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 65 focusing on factors such as manpower cuts that will potentially cause dissatisfaction among provider staff, usaf consultants, and mtf leadership. the two-factor theory implies that managers must guarantee the adequacy of the herzberg hygiene factors to avoid employee dissatisfaction. also, managers must make sure the work environment is stimulating and rewarding so that the employees are motivated to work and perform effectively. additional assumptions about this project predicted that mtfs might not be able to receive patients for pediatric and obstetrics/gynecology care. also, laboratory and pharmacy services, along with radiology, will be minimized. furthermore, tricare prime retirees will be forced to re-enroll from mtfs into the civilian networks, resulting in them being charged with new and higher co-payments (beasley, 2019). these predictions will happen with 17,000 proposed positions being reduced in healthcare business organizations. if congress approves the military manpower cuts, these actions will take effect in future fiscal years. after in-depth research, more than 17,000 medical military authorizations are being cut and repurposed as warfighters to increase the lethality and size of operational units. the manpower cuts would decrease healthcare manpower by 13 percent and impact access to care standards for beneficiaries by reducing the number of provider visits. with a reduction in manpower, this will result in patients being referred offbase, and the mtf providers' workload will decrease drastically. these actions will lead to providers retiring, separating, and a decrease in patient workload, which impacts maintaining their skills. the usaf stands to lose approximately $60,000 to $103,320 and experience for each provider authorization that is cut (rege, 2019). with these manpower deficits, mtfs could experience limited civilian staff and be unable to backfill with reserve medical personnel as well as civilian contracts. the lack of providers delivering care on base will force over 500,000 beneficiaries off-base and onto tricare provider networks (philpott, 2019). beasley (2019) stated that replacing military manpower with civilians is not a reliable strategy. in fact, obtaining private-sector medical professionals to take jobs at military facilities may not be realistic or feasible. the impact of these actions will result in beneficiaries seeking care in civilian networks rather than going to mtfs for care. by utilizing off-base healthcare sectors, beneficiaries will be exposed to expensive charges and co-payments to receive healthcare. with reduced medical staffing, the uniformed army medical staff will fall by almost 7,300. the navy's medical personnel will be reduced by almost 5,300 and the usaf by just over 5,300. this will spread across a combined medical force of 130,000, both active-duty, guard, and reserve. moreover, the planned cuts would lower uniformed medical strength by roughly 13 percent, a drop steep enough to alarm some healthcare leaders as well as advocates for military personnel and their beneficiaries. additional archived quantitative data from headquarters usaf suggested if congress approved the cuts, to be presented billet by billet, the reductions would begin to take effect in fiscal year (fy) 2020 or later. preliminary navy documents show uniformed staff at walter reed national military medical center falling by 534 personnel. for example, 82 were taken from the director of clinical support, including 28 of 39 corpsmen, 5 of 12 radiological diagnosticians, 4 of 7 pharmacists, 8 of 19 pharmacy technicians, and 9 of 45 medical laboratory technicians. with these manpower deficits, mtfs will have robust civilian staff and be able to backfill with reserve medical personnel as well as civilian contracts. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 66 in today's healthcare, off-base care for beneficiaries seems to be increasing due to more referrals to the network (policy lab, 2019). military families covered by tricare, the health care program for uniformed service members and their families, report lower access to care and satisfaction with the quality of care than civilian families who have private or public coverage for their kids. using a national data set from 2007-2015, researchers analyzed families' reported experiences with tricare coverage for nearly 85,000 youth ages 0-17. tricare-covered families were less likely than families with private insurance to report accessible care (35% vs. 50%) or responsive care (47% vs. 54%) for their children. a few companies were experimenting with more effective ways to handle their changing workforce needs. in 2013, at&t company leaders concluded that 100,000 of its 240,000 employees were working in jobs that would no longer be relevant in a decade. the workforce changes included manpower reductions sparking job dissatisfaction. instead of letting these employees go and hiring new talent, at&t decided to retrain all 100,000 workers by 2020 (king, 2017). the company understood concerns of workforce change and keeping its employees motivated. by doing this, at&t would not lose the knowledge their employees had developed and would not undermine the trust in senior management that was necessary for engagement, innovation, and performance. john donovan, chief executive officer of at&t communications, noted that 18 months after the program's inception, the company had decreased its product development cycle time by 40 percent and accelerated its time to revenue by 32 percent (king, 2017). since 2013, its revenue has increased by 27 percent, and in 2017 at&t even made fortune’s 100 best companies to work for list for the first time. leaders of nigerian international oil companies were facing challenges in developing efficient strategies for motivating employees with reduced manpower (onyebuenyi, 2016). findings from the study indicated approximately 78 percent to 82 percent of respondents recognized that a lack of job satisfaction was a critical challenge facing employee productivity in the nigerian oil industry. the lack of resources resulted in low productivity in the nigerian oil industry. empirical evidence suggested low job satisfaction combined with reduced manpower increased the rate of abnormal attrition in many organizations. employees were non-productive, uncreative, and not adaptive when dissatisfied with their jobs. in silver city, new mexico, the small gila regional medical center sliced more than a dozen jobs from the payroll. the hospital no longer employs a chief operating officer. hennepin county medical center, a public hospital in minneapolis, is cutting about 130 jobs, or 2 percent of its full-time staff. administrators stated they might need to double the job reductions by the end of the year (ross, 2017). the hospital lost about $11 million in 2016 because it served a large number of uninsured and low-income patients. memorial care health system in long beach, california, laid off 131 employees, citing a huge increase in medicare and medicaid patients and declining reimbursements from those programs. the mtfs learned that manpower reductions could eliminate key positions and impact revenue generated from treating uninsured patients. with the abrupt termination of the military space program in 1969, research at brooks focused on clinical aviation medicine and support of advanced military aircraft while continuing close cooperation in support of orbital spaceflight and the journey to the moon. reorganization in the 1990s assigned all research functions at brooks to the human systems division and its successors, leaving missions related to clinical work and teaching. in 2002, the usaf and the city of san antonio implemented a shared operation of brooks as a city-base in the hope of deflecting threatened closure. nevertheless, under continuing international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 67 pressure to consolidate mtfs in the united states, the 2005 base closure and realignment commission ordered brooks closed by 2011, with its aerospace medicine functions relocated to new facilities at wright-patterson af base in dayton, ohio (webb, 2011). research methodology the nature of this study was a qualitative descriptive nature aimed to better understand usaf mtf staff concerns about manpower cuts, but also how these concerns tied to solutions by lessening the impact of these proposed manpower cuts. furthermore, the qualitative approach pertained to this study by providing an in-depth understanding of concerns and solutions toward labor cuts through 20 independent interviews and two solution-focus groups. these participants had first-hand knowledge and awareness about the topic. in addition, the participants were subject matter experts concerning this topic and were engaged on a daily basis with the proposed manpower reductions at usaf mtf. the first step in the process was solicitation. ten members volunteered to participate in a staff member interview from a total population of over 11,000 members in general, using the first-come, first-served process. next, 10 volunteer participants were returned from a bank of 34 consultants, also on a first-come, first-served basis. during steps one and two, the provider staff and usaf consultants were provided with questions by the researcher orally via teleconference or in-person. questions asked were regarding concerns and suggestions for mitigating negative impacts related to proposed manpower cuts in patient care areas and on how to increase productivity, motivation, and job satisfaction for provider staff. usaf consultants were interviewed next in the same fashion, but the topics addressed prioritization of services and manning while still meeting the needs of beneficiaries. after conducting interviews with provider staff and usaf consultants, the researcher analyzed the data responses (80-page transcriptions) from staff and (100 pages) from consultants using a 6-step thematic process by braun and clarke (2006). then went on to present this information to a usaf mtf 5-member leadership solution-based focus group (90 pages of transcripts), highlighting emerging concerns, ideas for solutions, and suggestions for prioritization and rationale. the purpose of this was to understand better how to implement these solutions by mitigating these effects. validity is the degree to which the instrument in the research study truly measures what its purpose is to measure (roberts, 2010). for validity, the researcher consulted with the afmra legal office and data collection process officer to ensure interview and focus group instruments were designed effectively for data collection. reliability is the degree to which the instrument in the research study is consistent from one time to another time (roberts, 2010). the researcher thoroughly reviewed the instruments for reliability in consultation with mtf staff. the validity and reliability of these data collection instruments were strengthened through pilot testing prior to the research study being conducted. these actions acknowledged the questions were subjective in nature, and responses could vary within validity as well as reliability due to the nature and perception of individuals when participating in such research. findings and discussion from the analysis came 22 codes and 8 important themes that then led to deriving findings and suggestions. theme 1 specified how proposed manpower cuts could have an impact resulting in low motivation and productivity from provider staff at usaf mtf. the participants stated challenges could affect motivation and productivity because the reduction of patient services would lead to less healthcare in the usaf mtf. due to increased off-base referrals, the proposed cuts could ultimately generate more healthcare in the civilian network. furthermore, provider staff in clinical areas would be less motivated international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 68 because active-duty billets would be potentially reduced and backfilled with civilian and/or contractor positions. practical clinical skills could be at risk causing enlisted medical technicians to revert to nonclinical skills that move them away from patient care, such as front-desk duties, appointment lines, etc. theme 2 indicated how motivation, job satisfaction, and productivity might be affected if the proposed manpower cuts are implemented. reduced manpower in clinical areas could present a decreased patient workload resulting in fewer patients to treat, contributing to low job satisfaction. provider staff could start to lose enjoyment with their passion for treating patients and seek employment in the civilian sector earning more money. in addition, proposed manpower cuts could result in low productivity among staff which creates a bad work environment with fear of the unknown. participants concurred that motivation, job satisfaction, and productivity could be affected by pending manpower cuts. the reason was that productivity and patient workload could be decreased if proposed manpower cuts took effect. appointments such as sports physicals could be decreased, impacting kids seeking quality healthcare for football, basketball, and soccer. then affects a member's quality of life standards in their employer. additionally, participants discussed factors such as timeliness of access to care standards that could have an impact on provider staff job satisfaction and work environment conditions. theme 3 discussed how job satisfaction and quality healthcare could be affected by proposed manpower cuts forcing disruptive innovation. enlisted medical technicians could be replaced with advanced technology such as check-in kiosks. these check-in kiosks would serve as a substitute to execute duties such as vital signs, height, weight, etc. usaf mtf is allocated disruptive allocation funds to help support clinical initiatives if proposed labor cuts become a reality. proposed manpower cuts could present challenges such as patient treatment delays and longer wait times. this includes medical appointments going beyond access to care standards of 1 week for routine, 2 weeks for a follow-up, and 30 days for specialty care, which is well below the baseline standard. theme 4 indicated that inpatient mtfs need to be prioritized highly because they serve as a foundation of healthcare. without inpatient services, this could potentially decrease the ability of usaf mtf to hospitalize patients. reorganization initiatives such as healthcare operations squadron and operational medical readiness squadron could be required if certain healthcare services are removed. it was discovered that if services were removed, referral leakage for a health system could possibly average anywhere from 55-65 percent. with missing healthcare services, mtf could lose between 821 to 971 thousand dollars on average per physician per year. moreover, urgent care centers, surgical services, and inpatient units are the most important services to retain, which are key to healthcare, whether in-garrison or deployed. theme 5 indicated that recommendations on mitigating the effects of career field manning shortages, lack of training opportunities, and readiness currency should the manpower cuts take place consisted of several factors. there could be fewer deployment opportunities and training deficiencies due to provider vacancies. additional recommendations included taking cuts in later fiscal years and permanently removing the cuts altogether. it was also mentioned that mitigation includes voicing concerns to senior leadership and addressing potential impacts of the cuts are implemented. further suggestions included that training deficiencies could be avoided if the cuts were permanently removed and stopped in the medical field. moreover, it addressed mitigation of career field manning shortages, including advocating international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 69 to move then cuts to later fiscal years. in addition, completely leaving the medical field absent of the cuts due to the recent pandemic concerns and focusing on non-patient care areas moving forward and beyond. theme 6 provided comments concerning recommendations for the prioritization of healthcare services at usaf mtf. additionally, participants with more years of experience expressed that non-clinical services versus clinical services could be prioritized lower due to the availability of civilian hiring. the participants with less experience suggested maintaining all healthcare services and seeking to delay proposed labor cuts until corona virus efforts are improved. also, participants mentioned that communication should be conducted monthly through email and teleconferences concerning proposed manpower cuts. furthermore, annual senior leadership workshops should use this as a forum to spread the information to the mass public. theme 7 indicated feedback from the usaf consultants and provider staff and recommended short-term mitigation such as focusing on targeted manpower cuts in non-clinical areas such as the release of information, kiosk desks, etc. this included long-term mitigation, suggesting taking cuts in future fiscal years and substituting personnel with disruptive innovation ideas such as check-in self-help desks instead of front-desk staff. participants concurred that motivation, job satisfaction, and productivity are key qualities in operating clinical areas at usaf mtf. lack of motivation, job satisfaction, and productivity may produce errors in patient care with the uncertainty of future stability. furthermore, thinking outside of the box is critical if active billets are to be removed. usaf mtf will have to adapt and learn how to maintain operations with reduced personnel in non-clinical and clinical areas. theme 8 indicated a plan of action to address fear as well as anxiety in the organization. participants agreed that providing updated information and communicating with the field will help reduce anxiety and well fair concerns of its staff. weekly staff meetings with the higher headquarters addressing the proposed cuts could help. furthermore, providing more communication through monthly newsletters, commander’s call, usaf medical service council, and monthly personnel reduction briefings could also contribute to mitigating fear and anxiety in the organizations. from these themes, the researcher derived findings and solutions. one finding indicated labor cuts could undoubtedly affect job satisfaction resulting in more off-base referrals and a lack of recognition of employees for their hard work. one solution would be to negotiate the manpower cuts to span slower over a period of years which would include fy2022, fy2023, and fy2024, to avoid losing experienced provider staff within six months. another finding was low morale and productivity in clinical areas could lead to provider staff pursuing more advantageous employment in the civilian sector. one solution for this would be to improve constant feedback for employees to look at benefits so that leadership could provide better motivation to their employees. additional findings were job satisfaction, and quality healthcare could be affected by proposed manpower cuts forcing disruptive innovation. recommendations for this would be for leaders to encourage and promote innovation down to the lowest levels in order to find more efficient ways of doing things. lack of job satisfaction and quality healthcare can present challenges such as patient treatment delays and longer wait times. prioritizing the critical services that make a member deployment-ready is a must for the military. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5(1), 63-72 proposed manpower cuts at the united states air force military treatment facilities tyrone anthony mcdougald 70 manning shortages also place an even bigger burden on those who are balancing the effects of the pandemic and deployment taskings. cutting services that are not essential needs would need to happen. handling minor services via online methods would be a great solution. long-term mitigation included taking cuts later and substituting removed active-duty personnel with disruptive innovation ideas. shortterm mitigation included completely eliminating the cuts for the medical field, thinking outside of the box, and more focused effort on non-clinical functions first and then clinical functions second. conclusion and further research this study addressed concerns and provided practical solutions toward mitigating impacts, maintaining provider staff productivity and motivation, job satisfaction, and prioritization of the current healthcare services. key implications for businesses and practitioners found that manpower cuts may be inherent to the business, and we need to adapt and overcome them. this research found communications, prioritization, and innovation as good solutions to mitigating some of the effects a business may experience. future research should address the barriers to implementing these ideas, a new normal way of life including more online services and their implications, and a better understanding of how outsourcing care affects military members and their families. additional recommendations for further research include showing consultancy capability as an expert. this would be providing specific, measurable, achievable, relevant, and time-based goals. the goal would be for all employees to understand how proposed manpower cuts may have negative impacts and affect productivity. the researcher would illustrate how proposed manpower cuts have affected select businesses, which resulted in declined performance, satisfaction, and employee motivation. communication and morale initiatives such as emails, status updates, quizzes with rewards, and monthly newsletters would be shared with employees during initial inquiries of proposed manpower cuts. also, the researcher would ensure all employees are informed by having briefings and focus groups on discussing the latest updates and document acknowledgment of proposed actions. finally, the researcher would update executive leadership weekly with relevant employee feedback to address concerns, solutions, mitigations, fears, and anxieties of proposed manpower cuts and how they may impact the work environment. in addition, it is recommended that businesses explore the possibility of ensuring employees understand the potential negative impacts of manpower cuts. integrating effective communication within businesses to better understand practical solutions for mitigating impacts, maintaining provider staff productivity and motivation, job satisfaction, and prioritization of services is very beneficial. this benefits all managers and employees involved in a business experiencing manpower cuts. it is suggested that any business is planning to implement manpower cuts always consider the potential negative impacts that may happen affecting productivity. by doing so, there is a greater chance that businesses will be better prepared for potential reduced manning implementation. references baldor, l. 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(2011). aerospace medicine at brooks afb, tx: hail and farewell. aviation, space, and environmental medicine, 82(5), 69-81. microsoft word 886-article text-4030-1-2-20220405.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 208-214 corresponding author sleepwalker4187@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.886 research synergy foundation the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh1 1 sekolah staf dan komando angkatan laut, jakarta, indonesia abstract this article explains the emerging security dynamics in the asia-pacific toward the effect of the increase of international security of asia pacific countries, and this research also depicted the contribution of regional organizations such as asean, east asian countries, and atlantic countries. even though the relations of asean countries with east asian countries are still strong, this research elucidated the relations which build stronger through a transfer of technology toward each other. this is qualitative research that adopted in-depth interviews to gain data and processed with the coding technique. the informant was an expert in the field who has served the institution for more than 10 years. the results show that this forum is the only forum in the world that is able to bring together regional countries and relevant international organizations to discuss issues of people smuggling and trafficking in persons and other transnational crimes. this forum also discusses the interests of countries of origin, transit countries, and also destination countries. keywords: security, defence, asia pacific, military, cooperation this is an open access article under the cc-by-nc license. introduction in the last few decades, the economic growth of countries in the asia pacific region has become stronger and more focused on the interests of their respective countries. in the future, these conditions are expected to continue and affect the prosperity, progress, and security of the region. in addition, this condition will also have an impact on the development of technological progress, community demographics, as well as the balance of power globally, such as the threat posed by north korea and the issue of terrorism and other transnational problems. of course, in the future, this situation requires a firm response from countries in the region. the threat of terrorism will still have potential and could even get worse in the next few decades. the existence of islamic extremist groups is increasingly scattered in various countries and is more active in carrying out their actions than in the previous period. these acts of extremism will continue to create acts of violence within the state. the southeast asian region is a potential place to develop and train the capabilities and skills of extremist groups. narratives of extremism will continue to inspire global violence. as isis begins to lose power in iraq and syria, the threat of terrorism in southeast asia is increasing. this is because the relationship between local extremists and global terrorist groups such as isil and the situation and conditions in the southern philippines is very concerning. increasing the flow of refugees and illegal migration will be a challenge in the future. in the previous period, there had never been a large number of refugees crossing national borders caused by conflicts or natural disasters. currently, an estimated 65 million displaced people are scattered around the world. this figure represents the highest number of refugees scattered worldwide since the second world war. this condition is a big challenge for the world community and requires a new approach to solving the problem, including determining the destination of the country of refuge for the refugees. the existence of illegal migration will continue, which has implications for the need for state border management. the triggers for this migration are often caused by the development of technology and digital communications, cheap transportation, and the existence of organized people-smuggling syndicates. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 209 problems; as mentioned earlier, there are many challenges and opportunities in engagement in the asiapacific region. globalization is not the only reason for the creation of cooperation between countries in this region; there are many other reasons that need to be understood why a country wants to cooperate with other countries. however, such cooperation can have an impact on the lack of a state's authority over a problem. the need for cross-border coordination and cooperation in a region to solve common problems seems to be one of the main forces in encouraging cooperation between countries in a region. in facing the potential threats and challenges in the region, many opportunities arise, but each country needs to take follow-up steps by considering the positive and negative effects it can have. since 1969, the philippines has experienced various kinds of internal conflicts in the form of insurgency and terrorist attacks. these problems have the potential to endanger the security of the state, not only the internal philippines, but also the security of neighboring countries such as malaysia and indonesia. the philippine government has made many efforts to overcome these problems by developing the capabilities of the philippine police (pnp) and military (afp) and anti-terrorism units that are highly capable. in several incidents, it was found that indonesian citizens (wni) had been arrested, and their safety was threatened. there are many other examples where foreign nationals have been targeted by terrorist groups and insurgents to discredit the philippine government and spread fear on philippine territory. the tni has been approached to provide assistance, and opportunities are still open for the tni to send assistance to the philippine government. meanwhile, people smuggling is considered the fastest growing transnational crime today. this situation involves many countries, as well as many crossing routes that continue to grow over time. this is also possible due to the fact that technological developments have supported the activities of smuggling crimes. for example, the use of sophisticated and complex navigation equipment. it is believed that the number of illegal migrants by land, sea, and air is about 30-40 million people out of about 191 million legal migrants worldwide. countries in southeast asia have taken steps to combat the problem of people smuggling. one of them is through the bali process forum. this forum has become one of the most important forums in dealing with the problem of people smuggling. referring to the background and problems above, the formulation of the problem is "is cooperation between countries in the indo-pacific region the most important key to ensuring security in the regional community?" the main issues related to cooperation between countries in the region include; the origins of the rebellion in the philippines and what steps can be taken by the indonesian government, especially the tni, to support the philippine government in the future, namely: the philippine islands became a spanish colony during the 16th century; they were handed over to the us in 1898 after the spanish-american war. in 1935 the philippines became an independent commonwealth of nations. manuel quezon was elected president and tasked with preparing the country for independence after a 10-year transition. in 1942 the islands fell under japanese occupation during world war ii, and us and filipino forces fought together during 1944-45 to regain control. on july 4, 1946, the republic of the philippines achieved its independence. a 20-year rule by ferdinand marcos ended in 1986 when the "people power" movement in manila ("edsa 1") forced him into exile and installed corazon aquino as president. his presidency was hampered by several coup attempts, which prevented the return of full political stability and economic development. fidel ramos was elected president in 1992. his reign was marked by increased stability and progress in economic reforms. in 1992, the us closed its last military base on the islands. joseph estrada was elected president in 1998. he was succeeded by his vice president, gloria macapagal-arroyo, in january 2001 after the hurricane estrada impeachment trial on corruption charges stalled and the "people power" movement ("edsa 2") demanded his resignation. macapagal-arroyo was elected to a six-year term as president in may 2004. his presidency was marred by several allegations of corruption, but the philippine economy was one of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 210 the few to avoid contraction following the 2008 global financial crisis, expanding every year of his reign. benigno aquino iii was elected to a six-year term as president in may 2010 and was succeeded by rodrigo duterte in may 2016. the philippine government faces threats from several groups, some of which are on the us government's list of foreign terrorist organizations. manila has waged a decades-long struggle against an ethnic moro insurgency in the southern philippines, which led to a peace agreement with the moro national liberation front and a separate agreement with a breakaway faction, the moro islamic liberation front. the maoistinspired new people's army rebellion for decades also operates in many countries. in 2017, the philippine armed forces fought the isis-philippines siege of marawi city, prompting duterte to declare martial law in the region. the philippines faces rising tensions with china over disputed territorial and maritime claims in the south china sea. literature review philippine military strength information. list of military branch fields: armed forces of the philippines (afp): army, navy (including marine corps), air force (2013). military service age and obligation: this is the mandatory age for voluntary or military service and the length of service obligation. list of age fields and military service obligations 17-23 years (officers 20-24) for voluntary military service; no conscription; applicants must be male or female credit hours filipino citizenship single 72 colleges (registered) or baccalaureate degree (officer) (2013). maritime threats: the international maritime bureau reports territorial and offshore waters in south china are at high risk for piracy and armed robbery of ships; during 2017, 22 attacks were reported in and around the philippines, including 19 ships boarded, one opened fire, 10 crew members kidnapped for ransom, and two killed; an emerging threat area located in the celebes and sulu seas between the philippines and malaysia where it is believed the pirates involved were linked to the terrorist organization abu sayyaf (asg); many commercial ships that have been attacked and hijacked both at anchor and in transit; hedge ships are often camouflaged and cargo diverted to ports in east asia; the crew has been killed or thrown adrift. during the construction period, the philippine government did not recognize moro customary law. there is a feeling of revenge from the philippine government against the moro people for the attack on the central government in manila. thus, causing tension between the moro muslim minority population and the immigrants in the moro rebellion of 1960-1970. in 1972, nur misuari as the leader of the mnlf, along with his supporters, declared a plan to establish a republic of the moro nation through the moro national liberation front (mnlf), which had the goal of achieving full freedom for the moro people and independence from philippine colonial rule. this incident led to military intervention against the moro people, who wanted to determine their own destiny. as a result, in march 1968, there was a mass murder in sulu; about 24 people died by the philippine army on the orders of president marcos. this mass murder incident became the beginning of chaos on the island of mindanao. the issue of moro national separatism in the southern philippines. historically, the moro is an ethnic group distinct and separate from the filipinos, who now make up the majority of the filipino population. this fact is confirmed by dr. alunan c. glang, the former philippine ambassador to kuwait; in the book "a nation under endless tyranny" quotes the french historian d'avitay that around the beginning of the 16th century, mindanao was not part of the philippines. before the arrival of the spanish in the philippines in the early 15th century, the moros had already reached a fairly high level of civilization. they were joined in kingdoms led by the sultans of sulu and manguindanao, and buayan, who were members of a confederation known as "pat-a-pangampong-kuranao", namely independent and sovereign muslim countries. in these islamic kingdoms, the legal system was regulated and enforced based on islamic sharia. in addition, literature, trade, and the level of civilization developed very rapidly, as did the islamic kingdoms in southeast asia. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 211 in 1521 the spaniards arrived in the philippines with the motto 3g(gold, glory, gospel). it turned out that the arrival of the spaniards had implications for the political and social life of the filipino people, especially on the island of luzon. the colonialists' aim was to establish colonies and convert the filipino population to christianity to prevent the spread of islam northward from borneo. this was evidenced by the coercion of rajah solomon of luzon, who defended the city of manila and his followers to embrace the catholic religion. with the politics of violence and persuasion, the spanish succeeded in expanding their sovereignty throughout the philippines except in three areas, namely the sultanates of sulu, manguindanao, and buayan. communities in the three regions already have a better political unity than other regions, according to tjs. george (1980) mindanao society differed in response to spanish colonialism. one of the reasons is because islam that developed in mindanao has given society a more advanced social and political system than areas in the northern philippines. the moros, as represented by the milf stated that the spaniards, for 377 years, had never succeeded in subduing the moros into a colonial area. the colonialists used all means to subdue the moro. tjs. george (1980) said that one of the ways used to conquer the spanish people was by sending catholic missionaries to moro territories in the hope that the christianization process would help the political conquest. but then, the missionaries urged the spanish army to carry out a military conquest. on december 10, 1898, through the treaty of paris, spain sold the entire philippine archipelago to america and stated that the mindanao islands were a colonial area and sold for 20 million mexican dollars. the moros consider that the incorporation of moro territory from spain to the philippines is an "immoral and illegal annexation" because spain never had the right to cede this territory to the united states. the islands sold by spain are areas with a majority muslim community where spain was never sovereign over this area. in addition, the people of the moro nation were never asked for their opinion or consulted before their territory was handed over to the united states. this is what spearheaded the emergence of a separatist movement by the moro nation. the moros did not accept the spanish treatment of suddenly selling their territory even though they had never felt conquered and submitted to spain before. the problem of separatism that occurred in the southern philippines is one of the obstacles for the philippines in implementing democratic values , which should have been ingrained in the filipino people. this separatism arises because of the uneven distribution of development in the philippines, one of the factors being that the philippines is an archipelagic country that is difficult to integrate into a development plan that is evenly distributed with other regions in the philippines. during the time of philippine president rodrigo duterte, with the leader of the moro islamic liberation front (milf) al haj murad ebrahim, in manila on july 17, 2017, they signed a bill on the establishment of a new muslim autonomous region aimed at ending muslim insurgencies. meanwhile, in may 2016, the maoist duterte uprising held 'inclusive talks' with rebels from the new people's army (npa), the military wing of the communist party of the philippines (cpp). steps that can be taken by the indonesian government, especially the tni, to support the philippine government in the future. the countries of indonesia and the philippines are developing countries in southeast asia as one the regions that do not yet have stability, especially in the context of politics, economy, and security. this instability causes developing countries to be more vulnerable to threats that come from outside and within the country. indonesia and the philippines are two archipelagic countries and are also two developing countries in southeast asia. the two countries, which are geographically bordered by each other, have one thing in common, namely that conflicts often occur due to differences in ethnicity, race, and religion. not only that, in these two countries, there are radical groups that have links to one another that can threaten their sovereignty. these factors have caused the two countries to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 212 approach establishing bilateral cooperation in the security sector, which aims to create stable and secure regional conditions. the government of indonesia and the government of the philippines to hold a meeting related to this issue from april 1 to 2, 2016. the meeting, which took place in manila, finally resulted in 4 important points, namely: intensifying communication and coordination with the philippine government in efforts to release indonesian hostages. re-emphasizing the importance of safety, the 10 indonesian citizens expressed their appreciation for the cooperation that has so far been given by the philippine authorities in the context of coordinating the release of hostages and communicating with other related parties. the indonesian government held a meeting with the philippine government separately to discuss the handling of the case. the result of the meeting was that the philippine side was fully committed to doing its best to free the hostages. during the negotiation process, urgings regarding military strength continued to resonate; even tni troops had also been prepared around the kalimantan area, waiting for orders if there was an implementation of military force. this can also be seen in the form of joint training carried out in the kalimantan region. the indonesian government believes that the use of military force will be successful because it happens abroad; even indonesia itself has asked for permission to enter without forcing into philippine territory. indonesia is also ready to wait for manila's results and is ready to do whatever it takes if assistance is needed. however, the request was rejected by the philippines on the grounds that the philippine constitution does not allow military forces of other countries to enter their territory without prior agreement. factors causing people smuggling and illegal migration and explain the bali process and what steps the indonesian government has taken to address these problems, namely: factors causing people smuggling and illegal migration. the practice of people smuggling in the world, including in indonesia, has increased in recent years. indonesia is often used as a transit country by illegal immigrants and australia as a destination country. australia became a destination country for illegal immigrants because australia ratified the refugee convention, so they thought australia would provide protection in accordance with the obligations regulated by the convention, even though the immigrants entered australian territory illegally (against the law). therefore, cooperation between indonesia and australia is needed in order to prevent and eradicate the crime of people smuggling. the cooperation was carried out between indonesia and australia in 2000, which was started in the form of a regional cooperation agreement. however, in 2013, the australian prime minister issued a turn back the boat policy, which resulted in the breakdown of cooperation in providing information related to people smuggling between indonesian law enforcers and the australian government. research method this research is descriptive qualitative research that describes an analysis based on data obtained from in-depth interviews with defense experts who have worked for at least 10 years. the selection of resource persons with criteria of at least 10 years of experience is intended to obtain relevant information and be able to answer the research questions. from data collection, data processing is then carried out using coding analysis techniques (open, axial, and selective) so that objective and quality research results are found. the validity test is done by reference check and member check methods. results and discussion one of the factors causing the increase in cases of people smuggling in indonesia every year is the geographical condition of indonesia as an archipelagic country, which has many small islands that are close to other countries. in addition, local people's ignorance of people smuggling crimes and economic needs are also factors that cause the increase in people smuggling cases. the local community is involved in temporary shelter and crossing the immigrants in exchange for a fee. some areas in indonesia that have become human smuggling routes to destination countries are jayanti beach and santolo beach in west java province, bulukumba regency (south sulawesi), and batam island (riau islands), surabaya (east international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 213 java), and rote island (nusa east southeast). the three countries of origin of the most illegal immigrants in indonesia are afghanistan, iran, and pakistan. people smuggling and illegal immigrants are closely related. illegal immigrants who successfully enter the country of transit or destination country do not always need cooperation with smuggling agents; they can also smuggle themselves into the destination country without the need for smuggling agents. people smuggling results in an increasing number of illegal immigrants. the reasons often given by immigrants who are smuggled are to get a job or improve their economic status, hope for a better life, and a sense of security from conflict in their country. the pattern of illegal migration that occurs in indonesia, especially in the border islands of indonesia, ultimately has implications for the emergence of security problems in the form of crimes that cross national borders (transnational crime), as well as transnational organized crime. a transnational crime is a crime that is committed across the territorial boundaries of a country. the modus operandi, form or type, and locus tempus delicti involve several countries and their legal systems. meanwhile, transnational organized crime is an activity carried out by an organized criminal group by crossing national borders to obtain material benefits, power, and high social status for the interests of the group in ways that are contrary to the law. examples include drug smuggling, weapons smuggling, and others. balinese process. international cooperation efforts in this region have been implemented since 2002. the forum was called the bali regional ministerial conference on people smuggling, trafficking in persons and related transnational crime (bali process), which was held again in bali last april 2013. this forum is the only forum in the world that is able to bring together regional countries and relevant international organizations to discuss issues of people smuggling and trafficking in persons and other transnational crimes. this forum also discusses the interests of countries of origin, transit countries, and also destination countries. although the nature of the bali process is voluntary and non-binding, based only on a common view on people smuggling, this forum will eventually lead to the harmonization of policies for each of the participating countries of the forum. conclusion harmonization of law enforcement in tackling people smuggling will make it easier for each country to cooperate in eradicating people smuggling. this forum cannot issue a decision that is binding on the parties, but this forum is a forum for mutual understanding of the conditions of each country and can issue solutions to people smuggling crimes. the development of international cooperation is useful for preventing and eradicating transnational organized crime, especially people smuggling because, without cooperation between countries, it will be difficult to uncover this people smuggling network. one important element of cooperation that needs to be continuously improved is law enforcement on people smuggling, including by linking the bali process with human resource development agencies and law enforcement. however, there are some weaknesses in this forum, for example, the lack of information obtained from participating countries. although this forum has the main objective of exchanging information to combat the crime of people smuggling, in practice, it has not been effective. reference asean secretariat, roadmap for an asean community 2009-2015, jakarta, 2009. beeson, mark, regionalism and globalization in east asia: politics, security and economic development, 2007 boutin, keneth dan tan, andrew, non-traditional security issues, institute of defense and strategic studies, singapore, 2001. chandra, alexander c, civil society in search of an alternative regionalism in asean, international institute for sustainable development, 2009 jayasurya, kanishka, ―beyond new imperialism: state and transnational regulatory governance in east asia‘, dalam hadiz, empire and neoliberalism in asia, routledge, usa, 2006 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 208-214 the effect of international security dynamics on asia pacific regionalism ryan dhanu umboh 214 keck, margaret e. & sikkink, kathryn. transnational advocacy networks in international and regional politics. blackwell publishers. 1999. khaldor, mary, ―democracy and globalization‖, dalam global civil society network, 29 oktober 2007. lake, david dan morgan, patrick m, regional orders: building security in new world, pennsylvania state university, usa, 1997. linklater, andrew, the transformation of political community, polity press, 1998. simpson, bradley, economic with guns, stanford university, 2008. terrence chong and elies (editor), an asean community for all:exploring the scope for civil society engagement, friedrich-ebert-stiftung, office for regional cooperation in asia, 2011. wirasenjaya, ade dan ratih herningtyas ―asean way at the crossroad‖, the jakarta post, 17 juli 2013. microsoft word 702-article text-3857-1-15-20220208 (1).edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 215-228 corresponding author imam.danu.pranoto-2020@pasca.unair.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.702 research synergy foundation the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto1, suryanto2 1, 2, human resources development, postgraduate school, universitas airlangga, indonesia abstract human resources have an essential asset for the indonesian navy, especially in the educational and training institution kodiklatal to create superior resources. it is necessary to know the factors that affect competence and the model to develop the competence that will affect work productivity in the organization. this study discusses the development of general functional civil servant competency by developing an effective competency model and discusses the factors that affect the arises of resistance. the methodology in this study used a qualitative approach with a case study type and narrative method. the data were collected through the deep interview method and data analysis using the data triangulation method. the result of this study indicated that the support by managerial, technical, and socio-cultural competence affects increased motivation, self-concept, self-confidence, and self-problem to develop the competency of a general functional civil servant and the factor of affect resistance comes from the individual and external factors. the study contribution is expected to provide input to the organization on the competency model of general function civil servants that can develop their careers. keywords: civil servant, competency model, group iii non-job executor this is an open access article under the cc-by-nc license. introduction the existence of human resources in the organization is very necessary for the development of the organization. the greater the responsibility that must be carried out by the ministry of human resources in managing and developing employees according to the needs of the organization. human resources competency-based can improve the capacity and build a character for the employees because if the people working in the organization have the competence appropriate to the demands of their job, then they will be able to better in terms of knowledge, skills, and mental and character of the productive (spencer 1993). in realizing the performance of the human resources (hr), an organization of the indonesian national army has made adjustments to its role in the life of the nation along with the other components of the organization of the navy, kodiklatal in particular, to respond to changes in the dynamics of a growing has sought to improve the professionalism of the human resources (hr) in the organization of the national army of indonesia, in which there are civil servants (pns). the role of civil servants in the military is a task force integrated with the soldiers, but his assignment is limited to the field of non-combat. the professionalism of employees is an absolute requirement for the success of the organization. carrying out the duties which the employee must be able to demonstrate their ability, potential, and desire in a positive way can ultimately affect the performance of the organization. the existence of civil servants in the military is certainly expected to play a direct role in realizing the vision of kodiklatal in educational institutions and the development of the doctrine of the dimensionless marine moral, professional and brave. this role is supported by the competence of civil servants in kodiklatal. thompson et al. (1997) stated that the competence or skill "generic" such as learning ability (competence conceptual) or communication skills and teamwork, recognized as important to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 216 professional success. indicators of competence are characterized by the ability to be applied in the context and content of the different professional and also supports the application of specific competencies that exist, including the development of competence in the new work environment. the quality of human resources is one of the factors that can increase the productivity of an organization or organizational performance. therefore, the necessary human resources enabled high support to improve the performance of employees. some of the problems that appear in the employees that do not yet have sufficient capacity to be competent employees are evidenced by the low productivity of employees and the difficulty of measuring the performance of employees in government agencies. the problems that exist in this research are the individual resistance and environmental factors in developing the career of group iii non-job civilian employees, thus affecting the achievement of performance. based on the secondary data about the situation regarding the competence of civil servants (pns) group iii non-job researchers, it can be seen that the number of employees of group iii non-job is 64 people while the position of the empty 151 positions, on the pns group iii b there are 28 employees of a non-job while on the other hand there are 151 positions are still vacant. seen from the level of education of the civil servant's group iii non-office with high school education as many as 49 people and holds a bachelor/s1 as many as 14 people. this problem becomes a very important reason for researchers to find out what lies behind the problem. as a measure of the assessment of the target employee (skp) conducted by civil servants kodiklatal twice a year, with the hope of employee competence can be seen and measured efficiently and effectively to the placement position next. the impact arising from low competence can affect the productivity of the organization decreased (dina rande, e-journals catalogue, volume 4 number 2 february 2016 apr. 101-109). the decline in productivity of the employees will be able to pose a problem that is fatal if the civil servant general functional is not optimal in its work, for example, in the office archive/aris tasked with controlling the letter confidential, in case of negligence, then there will be a leak of documents that can be utilized by the group/person who is not responsible and can cause a negative image against kodiklatal. the standard of work in the organization the standard procedure kodiklatal (orgaspros) has been described in the work instructions that must be implemented by all employees, both civilian and military. if there is a decrease in productivity or employee competence, then it will result in the occurrence of accidents caused by the lack of work experience or the presence of the element of human error. the development of globalization requires a change in the individual and the organization; this is the involvement of the thinking individual, group, and organizational behavior. some of the factors associated with the resistance of the individual against the change are (a) habit, (b) sense of security and (c) economic, (d) uncertainty or doubt, and (e) perception. related to this resistance, coch and french jr (1984) submitted 6 tactics to overcome resistance to change, namely: (a) education and communication, (b) participation, (c) providing support and ease, (d) negotiation, (e ) manipulation and co-optation, (f) coercion. solutions to overcome the issues related to the competence of the employees against the loss of competence according to the theory according to spencer and spencer (1993) that the skill (skill) is a person's ability to perform certain tasks, whether physical or mental when associated with the responses of the informants' related comprehension skills (skills), as well as with the model of sanghi (2007) that the competence of the aspects of knowledge and expertise tend to be more tangible or visible (visible). and relatively on the surface as one of the characteristics possessed by humans, whereas self-concept, character, and competence motives are more hidden (hidden) located in and located at the central point of a person's personality so that it is more difficult to be developed. the purpose and benefits of the study are the implementations of the organization in identifying the gaps/problems that arise and the need for solutions to solve such problems. this into consideration international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 217 practical leadership kodiklatal as an input in the policy-making recommendations set strategy and develop competence for civil servants kodiklatal with the hope of achieving the goals of the organization based on the vision and mission that has been set kodiklatal. the formulation of the problem is a. how to model development of the competence of civil servants general functional grup iii non-job in kodiklatal, b. how the development of a competency model that is expected to improve employee performance, c. what factors cause a decline in the competence of the employees literature review the development of the competence of human resources. spencer & spencer (1993) states that competence is a basic characteristic of a person that has no causal relationship with work performance or effectiveness of that remarkable. another source states that competence is the knowledge, skills, or abilities of the individual, which is indicated by dave ulrich (1995). according to parulian hutapea (2008), the main component of competence, knowledge, and skills have different characteristics of the three main components of competence, namely self-concept, characteristics of the self, and motives. the characteristics of knowledge and skills; (a) knowledge and skills are more likely to affect the competence of the technical (technical competence), (b) knowledge and skills are more visible, (c) knowledge easier owned by a person usually can be obtained only by hearing or seeing, ( d) skills is a component of the second major thing that is easy is owned by an individual must be able to prove ownership by showing his ability to do the job, (e) knowledge and skills are relatively easier to be developed. the characteristics of self-concept, traits themselves, and motive (a) self-concept, characteristics of the self, and the motive is more likely to affect the competence of the behavior (behavioral competency), (b) self-concept, characteristics of the self, and the motive is hard to see (c) self-concept, characteristics of the self, and the motive is more difficult to develop. spenser and spenser (1993 ) and boulter et al. (1996) explain the main components of the competence model with the iceberg (iceberg model). the type of competence has implications for the development of human resources. recognized and developed. the core competence, i.e., the knowledge and skills that the motive, is relatively easy, and it's in there, more hidden and more difficult to be developed. competence and organizational changes should be done in accordance with the request and the needs of the environment. according to spencer & spencer (1993), said that there are 20 generic competencies required in the job. the competence of the generic is often a benchmark for the organization/company in selecting prospective employees (recruitment) or in conducting the assessment of the employees who want to be promoted. the generic competencies include achievement orientation(ach), concern for order (co), initiative (int), information seeking (info), interpersonal understanding (iu), customer service orientation (cso), impact and influence (imp), organizational awareness (oa), relationship building (rb), developing others (dev), directiveness, (dir), teamwork (tw), team leadership (tl), analytical thinking (at), conceptual thinking (ct), expertise, (exp), self-control (sct) self-confidence (scf), flexibility (flx), organizational commitment (oc). according to kessler (2008), divide the 10 standards of competence that must be owned by an organization that is performance or results in orientation, initiative, impact, and influence, service orientation-based customers, interpersonal understanding, organization awareness, analytical thinking, thinking conceptual, search for information, and integrity. the tenth standard of this organization should be owned with the goals of the organization and is able to measure the achievement of the target that has been done by members of the organization. although there is agreement that generic skills are important, there is no definition of absolute generic skills (harris et al., 2007). kamsah (2004) states international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 218 that generic skills are employability skills that are used to apply knowledge. this skill is not a skill of a particular field of work, but the skills across all areas of work in the horizontal direction and across all levels ranging from beginner level up to executive manager in the vertical direction. this definition is in line with the proposed national skills task force (pumphey and slater (2002), that generic skills are skills across a number of different jobs. kearns (in yeung et al., 2007) defines generic skills as the skills and attributes to live and work. more yeung et al. (2007) stated that generic skills are very useful for continuing education and career success. in the standard kompetensi kerja nasional indonesia (skkni) based on kepmenakertrans ri no. 227 year 2003 and no. 69 year 2004, stated there are key competencies, namely the ability to lock or generic are required to complete a task or job. there are seven key competencies, namely a) collect, organize, and analyze information, b) communicate ideas and information, c) planning organizing activities, d) cooperate with other people and groups, e) using the ideas and techniques of mathematics, f) solve the problem, g) the use of technology. competency model according to wibowo in the book performance management (2017) said that competency models are distinguished according to their interests and be a model of competence for leadership, staff, experts, and support. competency model leadership and coordinator of basically the same and include: a commitment to continue to learn, orientation to the devotion to the community, conceptual, decisionmaking, the development of other people, a high standard of professionalism, impact, and influence, innovation, leadership, care organization, performance orientation, the orientation on business strategy services, teamwork, and diversity. a model of the competence of experts and advocates is basically the same and includes a commitment to continuous learning, oriented on service to the community, and care about accuracy and detail. creative and innovative thinking, flexibility, and a high standard of professionalism. planning, organizing, coordination, problem-solving, orientation, performance, service orientation, teamwork, and diversity. in the meantime. zwell (2000: 218) distinguish competence according to position and according to the, level and the work function, whereas the level and the work function of the differentiated more between superior and non-superior and between the partners and superiors. competence, according to the office, can be in the form of educational leadership, school management, awareness and community involvement, visionary leadership and change management, prioritizing, planning and organizing, influencing and motivating communication, and sensitivity. the development of the competence of civil servants the development of the competence of civil servants for the civil servants is regulated in the government of a number of regulations government number 11 2017 article 210, paragraph (2), namely the development of competence in the form of education and training that aims to improve knowledge and skills of civil servants through formal education in accordance with the provisions of the legislation the development of competence in the form of formal education as referred to do with the provision of learning tasks. giving the task of learning given in order to meet the needs of the job competency standards and career development. the development of competence in the form of training is done through the training of classical and non-classical. the development of competence in the form of traditional training is done through the process of learning face to face in class, at least through training, seminars, courses, and training. the development of competence in the form of non-classical training is carried out at least through e-learning, on-the-job guidance, distance training, an internship, and the exchange of civil servants and the private sector. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 219 resistensi organisasi penolakan terstruktur fokus berdampak luas tim kerja keahlian kekuasaan alokasi sumberdaya the factors that affect the competence of the the factors that affect performance, such as ability and motivation factors (motivation) this, is in accordance with the opinion of keith davis in aa anwar prabu makunegara (2000:67) in prabu mangkunegara (2007:17) conclude that human performance = ability x motivation, motivation = attitude x situation, the ability of = knowledge x skill. according to henry simamora in king makunegara (2007:14), performance is affected by 3 factors, namely (a) individuals (the ability and expertise, background, demography), (b) psychology (perception, attitude, personality, learning, motivation, (c) ) organization (resources, leadership, awards, structure and design work) according to robins (2006) in ronnie june priansa (2016) stated that motivation is a process that shows the intensity of the individual, direction, and persistence of effort toward the achievement of goals. douglas & morris, in gabriela rusua et al. (2014), suggests that there are four indicators of motivation, namely the need for income, the need for relaxation, the need for profit, and for work. according to sedarmayanti (2016), there exist three types of motivation that drive the main spring drive non-material, so the expected increase in competence of employees can affect or improve work performance and can bring benefits to the organization, and the employees themselves, and the performance of employees can bring satisfaction for themselves. for the organization, job performance can bring a huge benefit because this method can provide ease for the company, especially in things related to decision-making organization in the process of achieving the goal. regarding the change of behavior of the individual, group, and organizational behavior, coffman and lutes (2007) provide an overview of the following: figure 1. individual resistance figure 2. resistance organization international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 220 research methods this research uses a descriptive method with qualitative research with consideration of the dynamic and depth of the informant that is expected to answer the problem formulation has been determined, according to the book of john w. creswell entitled qualitative research & design research choosing among five approaches (2015) explained that qualitative studies have so many options of approach. types of qualitative research approach are with a kind of narrative; this research has many forms with the use of practice analytical and various disciplines of the social sciences and humanities (daiute & lightfoot 2004). the narrative here means that the phenomenon being studied, the research narrative, begins with the experience expressed in the story that is told. according to czarniawska (2004), the study of narrative is defined as a type of qualitative design certain that the narrative is understood as a text that is told by telling about the event/action or series of connected chronologically. in this case, the researchers view that the development of competence pns group iii non-coordination positions needs to be described in detail and complete. the purpose of this approach is to describe the process in the event that is told in chronological order problems pns group iii non-functional general. the unit of analysis in social research is divided into two, namely at the level of the individual and at the community level. the researchers tried to focus on the development of human resources so that the unit of analysis focuses on pns group iii noncoordination office. the research location is kodiklatal way morokrembangan surabaya. as an educational institution of the navy. techniques for the selection of informants, according to ade heryana (2018), understanding the informant is a subject of study that can provide information about the phenomenon/problem raised in the research. in qualitative research, informants are divided into three, namely: (a) key informants, (b) the main informants, and (c) the informant. the key informant was the informant who had complete information about the issues raised by the researcher. the key informant not only knew about the conditions/phenomena in society in general but also understood information about the key informants. key informants are people who are willing to share the concepts and knowledge with the researcher. in this study 4 the main informants, 1 key informant. data collection techniques are observation, interview, documentation, and triangulation. sugiyono (moleong, 2012:63). the data needed in this research is data about the process of the development of competence and the competence of civil servants in group iii non-functional general that encourage them to succeed by improving their career and performance. after the researchers conducted a preliminary study of the object of research, then the research data, both primary data and secondary data, can be obtained by performing 4 data collection techniques, namely observation, interview, documentation, and triangulation. sugiyono (moleong, 2012:63). the validity of the data in qualitative research, according to sugiyono (2007, 363), there are two kinds, namely a) internal validation concerning the degree of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 221 accuracy of draft research with the results achieved, while b) validation of external concerns the degree of accuracy whether the results of the research can be generalized or applied on the population. after the data is collected from the various axes, the next step is the analysis of data with triangulation of data. results and discussion current competency model development the professionalism of civil servants is the parameter employees must demonstrate the ability, potential, and the desire for positive that ultimately affect the performance of people and organizations. the existence of civil servants in the military certainly expected to have a role directly in realizing the vision of kodiklatal make the educational institutions and the development of the doctrine of the dimension of the sea that is moral, professional, and bravery. this role is supported by the competence of civil servants in kodiklatal. thompson et al. (1997) stated that competencies or skills that a "generic" such as learning ability (competence conceptual) or communication skills and teamwork have been recognized as important to professional success. general competence includes a variety of construction, such as intelligence, models of information processing, key competencies, and meta-competencies. indicators of competence are characterized by the ability to be applied in the context and content of the different professionals and also support the process of implementation of the competence of the special, including the development of competence in the new work environment. to achieve effective performance, especially in supporting the principal task of kodiklatal it is necessary competence of civil servants the servants ' part of the general non-job, with the criteria of at least 4 (four) important aspects, namely: (1) adequate authority; (2) personnel who have the managerial skills and technical capabilities qualified; (3) good performance management; (4) adequate resources including funds, materials, equipment, technology and other. based on the assessment of the target kerja pegawai (skp) who held civil servants kodiklatal held every once a year, with the hope of employee competence can be seen and measured efficiently and effectively to the placement position next. the activity of human resources is a complex activity, including a placement process that should be considered by the department of personnel. in placing civil servants at an office or certain position should pay attention to the accuracy of the choice that puts employees in the correct position, with attention to the educational background, so it can be shown towards the career expected. the development, position/rank, tenure, skills, and performance assessment, the position of the / a previous assignment, and other things necessary. this is according to the opinion of john gennard (vennet george, the role of human resource planning in the human resource network, 2019) that human international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 222 resource planning can be defined as a strategy for the acquisition (recruitment/selection), utilization (the spread), improvement (training and development) and preservation (payment and the award of an organization's human resource. according to sedarmayanti (2014:254), employees who work certainly expect an increase in career/ development of personal potential that will be beneficial to themselves and the organization. the impact appears that low competence can affect the productivity of the organization to be decreased (dina rande, e-journal katalogis, volume 4 number 2, february 2016, pp. 101-109). according to sedarmayanti (2017), "human resources is all the potential possessed by a human that can be donated/given to the society to produce goods/services". a company is said to be forward and succeed not only in view of the magnitude of the profit obtained by the company, but there are some other supporting factors, one of which is the quality of human resources of the organization. human resources, namely manpower or employees who strive hard to work and achieve the goals of the organization. based on tni's commander-in-chief regulation number 1081 / xii / 2015 guidelines of performance of individuals' technical assessment with the competence required is measured by three indicators/parameters, which include: a. knowledge, b. the field of the assignment of skills/skill, c. behavior. behavior is measured by the following indicators: a) leadership. b) commitment to the execution of the work. c) the orientation of the service. d) self-development. e) cooperation. f) discipline. this is in accordance with the theory proposed by spencer and spenser (1993) concerning the indicators of competence. from these data, it can be seen that the level of formal education owned by the informant is high school, under graduate (s1), and some are studying the process of education post graduate (s2) so that the civil servants of class iii non-work is still willing to increase their knowledge with formal education. the level of education related to the development of competence is also done with the training/courses organized by the kodiklatal, headquarters of the navy, and of the press that the ability and skills can be further improved. training discipline organized by universitas airlangga surabaya has also been followed in order of ability, and their behavior can add to your knowledge with the training. active service, which ranges from 6 to 19 years, of course, requires the development of competence to support the career planning that is owned by any individual or planned by the organization. in the stages of planning, recruitment, and orientation, capacity development competence, performance appraisal, rotation and promotion of the career, and retirement/ retirement is required competency development. this stage will be carried out with tna, training, coaching, mentoring, and school cadre. this is in accordance with the merit system rules of government regulation number 11 year of 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 223 about coaching the management of civil servants. while the development of competence is done by: 1. managerial competencies namely a) the iv level of education leadership training/supervisory leadership education (pkp), b) tk iii training and leadership education (pka). 2. technical competence; d) training and technical (functional officials general): 1) training and technical procurement of goods and services, 2) technical training/special administration, 3) training technical/computer, 4) technical training, 5) technical training/suspect financial. b) education and functional training (for official specific functional), 1) the training of functional health, 2) functional training archivists. schedule of education and training are programmed in one fiscal year with information through the website and telegram to the unit level. this is in accordance with wibowo in the book performance management (2017), which states that competency models are distinguished according to their interests and be a model of competence for leadership, staff, experts, and support. the resistance factor that led to the delays in career development which occurred miscommunication of information related to the program of the training and the training was held, family factors where the needs of school children and college are important and leave the children and parents who are elderly, associated with economic factors which education in jakarta need money travel, personal expenses, and others, so it is this that causes less keenly interested in education. employees understand, understand, and realize that by following diklatpim then, the career ladder can be increased at the same time, which can improve the economy of the family. diklatpim is one of the types of managerial education that must be taken by civil servants as a condition of the promotion group. the training is implemented in a centralized in jakarta, both at headquarters and in defense of ri for 3 months, so the time and cost factors make the occurrence of resistance which affect decision making. regarding the problem of motivation of civil servants, according to robins (2006) in ronnie june priansa (2016) stated that motivation is a process that shows the intensity, direction, and persistence of the individual in an effort to achieve the goal. the development of competency models is effective in improving the performance of employees. regarding the development of a competency model that is expected to consider the problems faced by the informants, the researchers saw that the competencies that should be the concern of civil servants kodiklatal, which has a group iii must have the soul of managerial according to the opinion of parulian hutapea (2008). the main components of competence knowledge and skills have different characteristics, with the three main components of competence, namely self-concept, characteristics of the self, and motives. the type of competence that is effective on the managerial level is: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 224 troubleshooting. the post of group iii b required course competencies in problem-solving. the more complex is a complex process that requires a variety of cognitive skills and metacognitive to be used by the troubleshooter to identify and solve problems so as not to affect themselves, their families, and organizations. the development of a competency model that is expected with : critical thinking. in the face of a problem, it is necessary competencies to be able to solve problems by understanding the problem. civil servants need to know in advance the problems like what you are facing today. to be able to see a problem that occurs, there can only use one point of view only. it takes a wide-angle view to be able to see a problem. by looking at the problem from a different perspective, you can understand the problem. not only that, but it can also assess how the solution or troubleshooting solutions face the issue. creativity and innovation. creativity is an attempt to reconstitute the knowledge in the human mind that allows her to think more freely in producing new things. also, producing ideas that surprise others to produce something useful. in addition to creativity, innovation has a very important role in achieving the objectives of a company in maintaining the ability to compete. human resources are the driving force of innovation and creativity in the organization of the task. people management. the ability to manage emotions, thoughts, and behavior of a person in different situations effectively in managing stress and motivate yourself by working toward the goal of the career development of individuals and organizations coordinates with other people. coordination is a variety activity carried out with the aim of integrating the objectives and work plans that have been previously established in all the elements. an organization has various departments and a number of people with different backgrounds, opinions, views, and different types of work. in management science, the difference must be combined with good coordination in order to achieve the goals that have been set before by the organization together. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 225 emotional intelligence. emotional intelligence is one of the soft skills that are important to be owned and skills developed to understand and regulate emotions in themselves and others. emotional intelligence is needed, especially by the supervisor and leadership in a company or organization. this is because if the manager can understand what is being perceived and how to manage it, then you can focus and not mix personal issues with a professional. assessment and decision-making according to terry (1994), a decision is the behavior of a specific selection of an alternative from two or more alternatives. meanwhile, wang and ruhe (2007) argue that decision-making is the process of selecting options or actions that are preferred from among the alternatives based on the criteria or strategies provided. personal competence is effective for the competence of civil servants group iii, which may also be referred to as the manager; then it can be done. the development of competency models is effective through education and training, which include: 1. the classic includes a) the training of managerial and technical, b) training of national issues, c) technical training, d) functional training, e) training of social culture, f) a seminar or conference, g) the workshop or the workshop, h) workshop, i) course, j) upgrading, k) technical guidance, l) socialization. 2. non-classical style includes: a) assignment, b) internship/work practices, c) benchmarking/study visit, d) coaching, e) mentoring, f) elearning, g) independent study, h) team building. the development of a model of the competence of civil servants is very effectively done by considering the education and training, but should also be the development of a model of competencies of civil servants by doing coaching, mentoring, and counseling. training. the coaching process focuses on the possibilities and opportunities of the future and corrects the mistakes of the past. the task of a coach is to encourage and deliver the coachee to the desired goal to empower them towards peak performance and productivity. the essence of coaching is to make people "be what they can't." a coach should be able to lure the mind of the coachee, for example, a production target of 1,000 packs a day, a target turnover of 500.000.000 a month, and so forth. a coach must have a variety of tools to help thinking patterns mentoring. a mentor will help the person who leads (the mentee) with teaching techniques (tricks/how-to) based on the experience and knowledge that has been overrun by mentors. a mentor is someone who is very expert in a particular field. his expertise is strongly supported by his experiences during this time. a international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 226 mentor has the capability of a mentee. seniority creates a mentor who can help the mentee teaches certain things. counseling. people used to call deliberation. people who consult (konseli) usually bring a number of problems to a counselor to get a solution. the ability to provide solutions help of a counselor can be trusted and be a reference. in this case, the counselor will listen more to all of the stories, the outpouring, and the problems faced by konseli and, in the end, can form konseli to get the solution to the problems faced. counseling can be short-term or long-term, depending on the openness and seriousness of counseling in the search for solutions. the factors that cause a decline in the competence of the employees. in the process of realizing change in the organization, there are various barriers that must be faced and can not be avoided by the organization, one of the barriers is called resistance which means showing in the position to behave on the defensive, trying to fight back, oppose, or the efforts of the opposition in general, this attitude is not based on or refers to a clear understanding. resistance is regarded as the inhibiting factor in the organization to make a change because of the attitude of resistance or attitude to behave in a defensive conflict with the theory of change within the organization to lead on the development of the organization. the influence of the mindset and the level of satisfaction of individuals in organizations will continue to grow and can affect performance. resistance to change, according to oreg (2003) is employee behavior that is characterized by the emergence of emotional reactions negatively to change, is reluctant to make changes, having a shortterm focus while working, and having thoughts that tend to give priority to private interests. the top of the organizational culture that has been established will affect the goals of the organization. information from informants dhu that states are not interested in participating in educational leadership training as the terms rise in rank and the class due to a sense of comfort zone habits that are experienced, the presence of the interests of the family, the cost of the needs of the child for a college education, the emergence of a sense of uncertainty after completing education leadership training other problems with the cost of education and training needs of very large so that prioritizes the needs of the child/family to be a factor that is prioritized. conclusion and suggestions. the model competency development method with training is one of the requirements that must be possessed by group iii civil servants, but in this study, there are obstacles related to the implementation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 215-228 the development of general functional civil servant competency model: the case of group iii non-job (executor) in kodiklatal imam danu pranoto, suryanto 227 provisions that must be taken to complete leadership training education. problem-solving solutions with classical and non-classical competency development models in the covid 19 pandemic era through blended training: training that combines online and offline training, where training is preceded by online training then after completion will be called to educational institutions that organize offline training focused on mastery work skills that contain aspects of skills and attitudes. another step in developing the model, civil servant competencies, is coaching, mentoring, and counseling to overcome problems that arise from the employees themselves. the development of the current competency model with education and training needs to be supported by managerial competence, technical competence, and socio-cultural competence so as to increase motivation, self-concept, self-confidence, and selfproblems. there are five factors that are formed based on the results of the research, namely: a. the rejection that comes from the individual, b. emotional rejection, c. the refusal of comfort, the d. rejection because of the difference in perception/view of, e. rejection is influenced by environmental/external factors. therefore, the researcher can make the following suggestions: a. improvement of managerial competencies, b. provision assessment of the objective and non-leniency, namely the tendency to provide an assessment that exceeds because of the absence of standardization of the assessment of performance. c. the formation of the assessment center is one of the methods of human resource development. method of assessment center can also be interpreted as a method of competency-based which is defined as a concept to be able to measure the abilities, skills, and knowledge. references ade h. (2018) informan_dan_pemilihan_informan_dalam_penelitian_kualitatif https://www.researchgate.net/publication/329351816_ ahmad a, (2015) pengembangan kompetensi sumber daya manusia untuk mencapai career ready professional di universitas tanri abeng, binus business review, 6 (2) 220-232 ahmad r. 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(2004). developing generic skills in classroom environment: engineering student’s perspective. lotta virtanen (2021), behavior change techniques to promote healthcare professionals’ehealth competency: a systematic review of interventions muclis riadi (2020) manajemen kinerja (pengertian, tujuan, syarat dan tahapan pelaksanaan) muhammad e. (2019), pengaruh motivasi dan disiplin kerja terhadap kinerja karyawan, jurnal ekonomi dan kewirausahaan, 13 (1) o.j. dyar, (2018) escmid generic competencies in antimicrobial prescribing and stewardship: towards a european consensus parta setiawan (2021), pengertian penelitian – ciri, sikap, syarat, tujuan, macam, jenis, para ahli, https://www.gurupendidikan.co.id/pe ngertian-penelitian/ parulian h, (2008) kompetensi plus, teori desain dan penerapan untuk hr dan organisasi yang dinamis, pt gramedia pustaka utama, 3-5 peraturan pemerintah nomor 11 tahun 2017 tentang manajemen pegawai negri sipil peter r. (1996), human resources : introduction, the institut for employement studies. richard j. shaw (2019), core competencies for pediatric consultationliaison psychiatry in child and adolescent psychiatry fellowship training, siagian, sondang p (1987). pengembangan sumber daya insani. jakarta: gunung agung. sondang p.siagian (2015) manajemen sumber daya manusia, bumi aksara, 181 sudarmanto (2018) kinerja dan pengembangan kompetensi sdm, teori dimensi pengukuran dan implementasi dalam organisasi. pustaka pelajar spencer and spencer (1993) competence at work, models for superior performance, 25-40 stelios m. (2021) examining the core competencies for success in the hotel industry: the case of cyprus vineeth g. (2019) the role of human resource planning in the human resource network, wahono w. (2009) tinjauan tentang ketrampilan generik, wibowo (2017) manajemen kinerja, rajawali pres, 34 7-23-2-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 1 number 1 (2017): 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami1, hendrati dwi mulyaningsih2 1 telkom university, bandung, indonesia 2 universitas islam bandung indonesia abstract this reasearch is conducted on msme (micro small medium enterprises) that are participated in the msme syari’ah mentoring program by academition and practitioners (puspa) organized by bank indonesia in bandung. msme who participated in puspa program 2016 is msme that included in necessity entrepreneur where msme operated just to fullfil the life necessities. this program aims to improve the competence of entrepreneurship owned by msme in term of knowledge, attitudes, and skills. increased in the entrepreneurial comptence will have an impact on msme perfomance both on financial term by the increase in income and non-financial term namely by the increased of the knowledge and skills like simple accounting, managing the production process, how to market the product, and know the procedures for obtaining the venture capital. the purpose of this reasearch was to investigate the influence of the entrepreneurial competence on the msme performance in puspa program 2016. researcher used quantitative research method. this research use sampling technique on non-probability sampling that is saturated sampling because the members of population less than 30 people and the entire population is a sample. total sample in this research is 20 respondents. data collecting in this research is done by distributing questionarries to all respondents that is msme that pariticaped in puspa program 2016. data were analyzed using simple regression analysis and descriptive-causal analysis. the result showed that entrepreneurial competenec affect the performance of msme that participated in puspa program 2016. based on the calculation, coefficent of determination (r2) can be seen the influence of entrepreneurial compentence variable (x) on the performance (y) is 61.7%. while the remaining 38.3 is influenced by other factors such as mentoring, motivation, and human resources. keywords: entrepreneurship; entrepreneurship competence; performance this is an open access article under the cc–by-nc license. introduction micro, small, and medium enterprises (smes) now have an important role in driving the growth of the indonesian economy. with the sme sector, unemployment as a result of the labor force which is not absorbed in the world of work is reduced. the majority of smes that are in indonesia is the type of necessity entrepreneurs means someone who become entrepreneurs out of necessity to make ends meet (ir. ciputra). the msmes are also included in the grass-root (grassroots) or the lower class that has many limitations in terms of material and non material that needs to be assisted in starting new businesses. smes in indonesia requires hard work to pour the creativity of its products in order to compete in the business world. however, if the condition of the field, many of them able to compete and do not thrive or even folded. based on the interview (september, 2016) with some smes that the difficulties faced by smes is the income of smes erratic or volatile and tend to be no improvement, it is also influenced by the habits of smes which can not separate personal finances and business finances so that doi: https://doi.org/10.31098/ijmesh.v1i1.7 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 25 issn 2580-0981 (online) issn 2580-0981 (online) the business carried not developed due to lack of investment by revenues. smes often lack the capital for the gains of penjualann used to meet the needs of day day. smes also did not record or bookkeeping business so difficult to see the turnover and profit earned. in addition, smes have not fully consistent with the business, they do not sell regularly and business management is still very modest. parameters or the success of smes can be seen from different points of view as intended by meredith and siropolis in mulyaningsih et al (2008), which measure business performance can be seen from the perspective of quantitative and qualitative. based on the background described above, the formulation of the problem in this research are: 1. how kompentesi entrepreneurship in smes puspa program 2016? 2. how is the performance of smes in puspa program in 2016? 3. how does the entrepreneurial competence on the performance of smes reviewed puspa program in 2016? this study aims to identify and analyze: 1. knowing the competence of entrepreneurship in smes puspa program 2016 2. know the performance of smes in the program in 2016 puspa 3. determine the influence of entrepreneurial competence on the performance of smes the program puspa 2016 literature review basic characteristic according to suryana (2006: 18) entrepreneurship is a dynamic process to create added value for goods and services or the ability to create something new and different by entrepreneurs who have the courage to bear the risk, devote time and effort as well as provide a variety of goods and services which then produces money and the satisfaction and personal freedom. entrepreneurship can also be interpreted as a mental attitude and the nature of the soul is always actively seeking to improve their work in the sense of improving earnings. entrepreneurship characteristic buchari alma concluded that an entrepreneur is an entrepreneur who in addition is able to engage in general and trade in particular economics of appropriate (appropriate and useful, effective and efficient) also independent spiritual and physical character and virtuous. the ideal of an entrepreneur is a person who thinks in a state of emergency, however, still be able to help him get out of the difficulties it faces, including overcoming poverty without help from the government or social agencies. and in normal circumstances (not emergency) an entrepreneur is able to make himself forward, rich, successful spiritual and physical. according endi sarwoko, surachman, armanu, and djumilah (2013) entrepreneurial characteristics have a significant influence on business performance. entrepreneurial competence as mediation in the relationship between entrepreneurial characteristics and performance of the business. this means a more robust entrepreneurial characteristics will lead to increased competency owners of smes, which will ultimately affect the performance of the business. international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih 26 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) entrepreneurship competence in terms of the concept has been proposed by some experts about the ability or competence of a concept which is the determining factor for a person to produce a very good performance. resulting ability of knowledge (responsive to the information, techniques and facts), skills / expertise (skills on an important task to accomplish its behavior is more complex) and talent (potential abilities undeveloped or fully implemented) hostager, neil, and lorentz (1998: 13) argues that ability refers to the full range of capabilities and resources available within the corporation for use in accomplishing any of the various tasks of intrapreneurship / entrepreneurship. furthermore it is said that the ability of individuals consist of: 1. knowledge 2. skills 3. kreativity 4. experience according to peggy a. lambing & charles r kuehl (1999) every successful entrepreneur has four basic elements, namely: 1. the ability (to do with iq and skill) 2. courage (to do with eq and mental) 3. persistence (relationship with self-motivation) 4. creativity (relation to experience). by combining hostager opinion, neil, and lorentz (1998: 13), peggy a. lambing & charles r. kuehl (1999) and by donald f. kuratko (2004: 116), the measurement of entrepreneurial capabilities as follows: 1. knowledge (knowledge) 2. attitude (attitude) 3. skills (skill) (song, 2008, p.92) the second mode, externalization (e), converts collective tacit knowledge into sharable explicit concepts. comparedwith socialization, where knowledge has not yet been justified for sharing explicitlywith others and interactions tend to be loosely defined, externalization tends to take place international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 27 issn 2580-0981 (online) issn 2580-0981 (online) through formal team meetings and collaborative work assignments to create and codify applicable concepts (nonaka et al., 2000). leaders are in the prime position to provide visions for anchoring knowledge creation directions and arrange work assignments to mobilize this phase. here, language and symbols (e.g. metaphors, figures, diagrams, and analogies) play a critical role in converting collaborating individuals’ inductive and deductive thinking to new and mutually understandable perspectives and insights (nonaka, 1994; nonaka et al., 2000).when tacit knowledge is made explicit through member interactions, “knowledge is crystallized, thus allowing it to be shared by others, and it becomes the basis of new knowledge” (nonaka et al., 2000, p. 9). the third phase of combination (c), is necessary to convert team-level explicit concepts into organization-wide knowledge assets to be leveraged. this process connects and combines distributed explicit experiences to create a systematic knowledge system, and middle managers and cyberspaces (e.g. information and virtual technology systems) play key roles in this process (nonaka and takeuchi, 1995; nonaka et al., 2000). middle-level managers constantly link and evaluate vision, strategies, and business performances to systemize working concepts (nonaka andtakeuchi, 1995). at the sametime, technologies facilitate the process of gathering, organizing, editing, categorizing, and incorporating newly converted explicit knowledge into existing organizational knowledge by creating and disseminating documents, routines, and work rules to be applied across the organization (nonaka and konno, 1998). through the last phase of internalization, i, new and constantly evolving organizational explicit knowledge is converted into individuals’ tacit knowledge, which is also constantly growing and changing. individuals’ experimentations with new organizational knowledge and reflections critically affect the course of internalization. additionally, to promote effective internalization, verbalized and diagrammed knowledge needs to be transferred into documents,manuals, or oral stories in order to help individuals indirectly experience what others do (nonaka and takeuchi, 1995). this tacit knowledge accumulated at the individual level can then trigger a new spiral of knowledge creation when it is shared again with other members through socialization (nonaka et al., 2000). all together, the complete cycle across four modes is the transcendental process in which individual knowledge becomes groupand organizational level knowledge, then back to the individual level. for instance, socialization within work units or externalization of ideas in cross-functional teams shapes individual knowledge into group-level knowledge. then this knowledge is further promoted and distributed to the organizational-level through managers and information systems through the combination phase. in his discussion of organizational learning and knowledge management (km), spender (2008) pointed out that both topics, although seemingly different at the surface level to focus on the process of learning and the outcome of learning, respectively, share the common foundation of leveraging human interactions for goal-driven activities with the research body of km laying emphasis on identifying, storing, and optimizing knowledge assets, and delivering the result to needed locations. behaviors proposed as essential for organizational knowledge creation and conversion are distinct; thus, the four modes of the seci theory should be tested for nomological relationships (benson and hagtvet, 1996). appreciative inquiry appreciative inquiry is a product of the positive psychology and organizational change movements developed in the 1980s by david cooperrider and his colleagues at case western reserve university (cooperrider & sekerka, 2003). whitney and trosten-bloom (2003) describe ai as “a form of international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih 28 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) personal and organizational change based on questions and dialogues about strengths, successes, values, hopes, and dreams.” the technique focuses on positive energy rather than negative energy. the appreciative inquiru process reflect a set of principles drawan from current theory and research in the human and social sciences: 1. the constructionist principle, which depicts orgazniazations as being invented and maintained through social interaction. 2. the principle of simultaineity, which helps organizations understand that inquiry and change are simultaneous. once an inquiry is amde and qa question is asked, the change process begins. 3. the poetic principle, which describes how organizations as compilation of their past, presesnt and future knowlegde, subject to a variety of interpretations. 4. the positive principle, which describes how organziations change more easily in an enviroment thats supports and encourages innnovation. 5. the anticipatory principle, which states that an organziation’s potential can be anticipaed through analysis of the stories told about it by its stakeholders. this anticipation guides the organization into the future. the ai process initiates and fosters a conversation within an organization which prompts participants to tell the narratives that define the organization and the individuals who comprise it. the conversation then reframes these narratives in a way that fosters transformation. this is achieved by following a four-phase model known as the 4-d cycle: discovery, dream, design, and destiny. the “discovery” phase aims to identify the “best of what is” by soliciting and capturing stories about positive knowledge of the current situation. stories are central to the ai process; they serve to create and foster images of success. the “dream” phase focuses on “what might be.” in contrast to the type of critical reflection that is practiced in traditional transformative learning, this approach uses a process of appreciative reflection which emphasizes the positive knowledge of the current condition. this avoids the dissonance that is inherent in the critical approach. during the “design” phase, “provocative propositions” or design statements are articulated. the stories generated in the discovery, dream, and design phases stimulate the collective imagination to envision a desired future. the fourth phase, “destiny,” defines “what will be”; it yields action plans to achieve the design statements. methodology the paper is conceptual paper using literature review as methodology. result and discussion the model focuses on the socialization (tacit-tacit transfer knowledge) in seci model through appreciative inquiry in order to improve level of trust, creates positive dialogue and positive emotions in interaction. socialization is the originating shared space that converts individuals’ tacit knowledge gained through formal or informal observation, imitation, and work-based experiences to collective tacit knowledge, emerging as shared mental models of work norms and culture (nonaka and takeuchi, 1995). this initial knowledge creation supports that the primary root of organizational knowledge is always individual employees (tsoukas, 1996). effective socialization requires promotion of diversity, continuous interactions, supportive collaborations, and boundary-crossing interactions among international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 29 issn 2580-0981 (online) issn 2580-0981 (online) employees, even with customers, suppliers, and competitors (von krogh et al., 2000, 2001). encouragement of creative dialogues and mutual trust, particularly on the part of organizational leaders is very important for effective sharing (nonaka and takeuchi, 1995). to becoming a positive and creative dialogue and mutual trust between employess, they need to build positive and appreciative each other in interaction through systematic steps to find out the positive emotion and optimalize socialization phase. the appreciative inquiry is a steps of how dialogues become more positive and appreciative n order to optimalize the tacit-tacit transfer knowledge through steps as stated below: 1. discovery first steps, invite dialogue partner to describes a moment or experience or knowledge which make them proud of their self. this moment proposed to improve the positive feeling between dialogue partner. everybody should listen the stores carefully. find out the secret things from the moment/experience/knowldge that they get. what the important things that make them so proud of the knowledge or experiences. find the other moment/experience/ knowledge that make them so proud and finds out he pattern how they get them. from the pattern, find out the strenght of the self to get the experience or the knowlegde. this is a session to find put the best of the self from each dialogue partner. 2. dream find out the possibility and the benefit of their knowledge for their self, group or organization. reinforced it until dialogue partner can describe how useful the knowledge of their self to organization. 3. design the focus on this steps are how te dialogue partner can invite to the partner to describing the experience/knowledge steps by step and detail. this steps can used 5 w & 1 h process (what, where, when, who, why and how) 4. destiny find out the systematic knowledge that has been described before and support to not to stop to get more and more knowledge in different context. acknowledgement the author would acknowledge mr jan tjakraatmaja and team which conduct the major of knowldge management and learning organization in school of business and mangement institut teknologi bandung. references brătianu, c., & orzea, i. (2010). organizational knowledge creation. management & marketing, 5(3), 41-62. cooperrider, d. and srivastva., s. (1987). appreciative inquiry in organization life. in pasmore, w. and r. woodman. (eds.) appreciative inquiry: rethinking human organization towards a positive theory of change campaign. il. spite publisher. hoon song, j., uhm, d., & won yoon, s. (2011). organizational knowledge creation practice: comprehensive and systematic processes for scale development. leadership & organization development journal, 32(3), 243-259. long, k. (2010). appreciative sharing of knowledge at the us army command & general staff college. in proceedings of the annual international conference on business cases (icbc) (vol. 20210). international journal of management, entrepreneurship, social science and humanities (ijmesh), 1 (1), 24-30 the impact of competency entrepreneurship on micro, small, medium enterprises performance elsa nanda utami, hendrati dwi mulyaningsih 30 │ © 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) merx-chermin, m., & nijhof, w. j. (2005). factors influencing knowledge creation and innovation in an organisation. journal of european industrial training, 29(2), 135-147. nonaka, i. and toyama, r. (2007). why do firms differ? the theory of the knowledge-creating. in ichijo, k. and nonaka, i. (eds), knowledge creation and management: new challenges for managers (pp 13-31), oxford university press. nonaka, i., & toyama, r. (2005). the theory of the knowledge-creating firm: subjectivity, objectivity and synthesis. industrial and corporate change, 14(3), 419-436. nonaka, i., & toyama, r. (2003). the knowledge-creating theory revisited: knowledge creation as a synthesizing process. knowledge management research & practice, 1(1), 2-10. nonaka, l., takeuchi, h., & umemoto, k. (1996). a theory of organizational knowledge creation. international journal of technology management, 11(7-8), 833-845. nonaka, i., & takeuchi, h. (1995). the knowledge-creating company: how japanese companies create the dynamics of innovation. oxford university press. nonaka, i. (1994). a dynamic theory of organizational knowledge creation. organization science, 5(1), 14-37. nonaka, i. (1991), “the knowledge-creating company”, harvard business review, 69(6), pp. 96-104 r. j. vidmar. (1992, aug.). on the use of atmospheric plasmas. ieee trans plasma sci. [online]. 21(3), 876–880. microsoft word 13. a correlational study.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 174-181 corresponding author albertyazon@lspu.edu.ph; karen.manaig@lspu.com; adrianwting@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.784 research synergy foundation a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon1, karen ang-manaig2, ting wai ching adrian3 1, 2 college of teacher education, laguna state polytechnic university, philippines 3 the hong kong polytechnic university, hong kong abstract understanding pre-service teachers' mindset, grit, and adversity quotient boosts their morale, confidence, and self-esteem as future educators. this descriptive-correlational research determined the relationship between the aforementioned constructs of pre-service teachers in the philippines and hong kong. the respondents of the study were 155 pre-service teachers from two asian countries. the data were gathered through answering an online questionnaire generated through google forms and disseminated through e-mail and messenger on social networking sites. the responses from the respondents were automatically stored at the google drive application. the standardized questionnaires were used in the study. the respondent's mindset was assessed using dweck's mindset instrument (dmi). in terms of grit, it was measured using duckworth's grit-short scale, and the respondent's adversity quotient was examined using the adversity quotient profile® 9.1 by dr. paul g. stoltz. the majority of the pre-service teachers in the two asian countries are dominated by female students with an ideal age bracket suited as university students possessing a growth mindset. students with a growth mindset have displayed a higher level of grit and adversity quotients than those students with a fixed mindset. this study concluded that mindset and adversity quotient is significantly associated. hence, stakeholders involved in the development of 21st-century learners should promote the mindset, but they may also develop other essential parallel variables, such as the adversity quotient, to encourage them to be desirable attribution necessary for being global and competitive citizens of the society. keywords: self-determination, growth mindset, grit, adversity quotient this is an open access article under the cc-by-nc license. introduction dweck created a growth mindset that views learning as a continuous process; intelligence and skills are not predetermined but can be cultivated through hard work and appropriate training. it focuses on the plasticity and neuroplasticity of the brain "reconnecting" throughout life. like muscles, the nerve connections in the brain grow with use and weaken when not challenged. it is important to be clear about the growth mentality in teaching because it can help students understand that hard work brings learning and skills that improve with practice. the growth mindset empowers students because mastery is based on hard work, not innate intelligence (keesey, shaefer, joy & allen, 2018, cited dweck, 2006). mindsets have made important discoveries in the field of intelligence. they showed that believing in their own abilities can affect school performance and other aspects of intelligence (kl blackwell, trzesniewski and dweck, 2007; blackwell, 2000; dweck, 1986, as cited by bond, 2017). an established method for studying mindset is to measure the participants' two sets of beliefs: an incremental mindset (often called growth beliefs) and an entity mindset (often called fixed beliefs). progressive belief indicates the belief that a given mental structure is plastic and can be developed through practice. entity belief requires people to believe that a trait is fixed or innate, with little or no possibility of improving a given ability (dweck, 1986; o'connor et al., 2013; yager & dweck, 2012). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon; karen ang-manaig; ting wai ching adrian 175| mindset affects a person's overall performance (blackwell, 2000; yeager & dweck, 2012). people with a fixed mindset see their mistakes as a lack of competence, often disconnecting from current tasks, leading to poor performance, such as in academic activities (bond, 2017). people with a sense of growth are more able to cheer up after making mistakes, thereby improving performance skills. this may also be due to the fact that those with a progressive mentality are more convinced of the positive effects of hard work. in problem-solving tasks, the mentality has an important effect on cognition and has different effects on the brain (dweck, chiu, & hong, 1995; blackwell, 2000). people with a growth mindset focus on their mistakes and show increased brain activity after making them, assuming they are the ones trying to learn and improve on a given task (schroder, moran, donnellan & moser, 2014, bond, cited in 2017). having a growth mindset helps students achieve excellent results in school, which in turn helps them escape poverty (card, 2001). for example, compared to students with a fixed mindset, students with a growth mindset prefer school, take on more challenging tasks, learn more, and earn better grades (aronson, fried, & good, 2002; blackwell, trzesniewski, & dweck, 2007; romero et al., 2014). grit was defined as the passion for long-term goals and trait-level perseverance by angela duckworth (duckworth et al., 2007, chang, 2014 cited). some statements that describe more persistent students include behaviors such as not being discouraged by setbacks, staying focused on the project, working hard, completing assignments, and diligently. in contrast, statements that describe less resilient students include behaviors such as being distracted by new ideas and projects, setting goals but choosing different goals later, and having difficulty staying focused on long-term projects. the concept of growth mindset has recently been incorporated into the concept of grit. grit is defined as a combination of passion and perseverance (duckworth,2016). these attributes of grit can be achieved through (a) cultivating an "attitude of gratitude", (b) keeping goals in mind, (c) practicing a growth mentality, (d) finding other people with the same characteristics, and (e)) in their influence create value culture within the circle (duckworth, 2016). similar to mentality growth, courage can be cultivated; growth mentality and value are interrelated personalities. the growth mindset promotes a positive attitude and willingness to try; because through hard work, everything is possible. cultivate the courage to enable students to persevere, even in adversity, and persevere until the goal is achieved. the grit is an active psychology building, and it can be defined as trait-level perseverance and interest consistency (duckworth, peterson, matthews, & kelly, 2007). duckworth et al. (2007) mention that to overcome challenges, you need to work strenuously, maintain efforts, interest over the years despite failures, setbacks, and plateaus in progress. duckworth et al. (2007) introduced the construct considering the history of research to investigate related indicators for personal success. the ability of biography information, patience, zeal, and the integration of objectives seems important to achieve in addition to talent and intelligence (cox, 1926, 1892, turnman & oden, 1947). duckworth et al. (2007) identified these characteristics by introducing the concepts that touch these characteristics and are reduced to two dimensions. the effort of patience and consistency of interest. the process to achieve specific levels of competence, intentional exercise, and initial failure can take several months or even more years, but it is necessary to suppress the initial interest (schimdt et al., 2015). as per stoltz (1997), adversity quotient® or otherwise called "aq®" is the study of strength. it depicts how well one withstands difficulty and one's capacity to beat it. moreover, it predicts who will defeat misfortune and who will be squashed, who will surpass assumptions and who will miss the mark, who surrenders, and who dangers (daloos, 2015). stoltz (1997) further clarified aq® into four measurements as c – control. this is the capacity to control one's reaction to whatever could occur. individuals with higher aq® are bound to show a predominant type of reaction control. these individuals can deal with their reactions when difficulty strikes (stoltz, 1997). o – origin and ownership. the principal o is the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon, karen ang-manaig, ting wai ching adrian |176 degree to which an individual advances a circumstance within reach and takes it upon oneself. those with higher aq® consider themselves responsible for managing circumstances paying little heed to their causes. those with lower aq® will, in general, fault themselves for awful circumstances. the other o relates to responsibility; it resembles possessing the results of misfortune. those with higher aq® assume the liability over the consequences of antagonistic circumstances, while those with lower aq® surrender effectively and fault others (stoltz, 1997). r – reach. this measurement decides how an individual sees the issue to be. those with higher aq® bargain issues emphatically and not let them influence their lives. in any case, those with low aq® are slanted to be poor in dynamic (stoltz, 1997). e – endurance. this idea identifies with how long an individual sees the affliction will last. those with higher aq® keep up with expectations and confidence. for those with low aq®, they consider themselves to be the reason for disappointment and, in this manner, may get themselves less inclined to by finding, estimating, and applying aq®, individuals can remain roused even in unfriendly circumstances. impressive impulse in the investigation of aq® came from crafted by dr. paul stoltz. in light of various examinations, he fostered the aq profile® and is credited as the most trustworthy instrument estimating aq®. from its origin, aq® turns into the main device in estimating how successfully one arrangement with the affliction (stoltz, 1997 as referred to by daloos, 2015). based on the reviewed literature, it can be deduced that there is a need to conduct research that examines mindset, grit, and adversity of quotient of 21st century pre-service teachers in the philippines. consequently, there is limited literature on the relationship between these constructs. understanding the influence of mindset, grit, and adversity quotient of pre-service teachers in the philippines has never been explored hence this study. lastly, this research hopes to provide input to institutional policy on student development that will make future teachers be resilient in the teaching force. objectives this study aimed to determine the relationship between mindset, grit, and adversity quotient of preservice teachers in the philippines and hongkong. specifically, it sought to answer the following questions: 1. what is the profile of the respondents in terms of: 1.1 age 1.2 sex 1.3 country 2. what is the level of the mindset of the respondents in terms of: 2.1 fixed mindset 2.2 growth mindset 3. what is the grit level of the respondents in terms of: 3.1 consistency of interest and 3.2 persistence of effort? 4. what is the level of adversity quotient of respondents in terms of 4.1 core 4.2 origin 4.3 reach 4.4 endurance 5. is there a significant relationship between a student's mindset and grit? international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon; karen ang-manaig; ting wai ching adrian 177| 6. is there a significant relationship between a student's mindset and adversity quotient? 7. is there a significant relationship between students' grit and adversity quotient? research methods this study used the descriptive-correlational research design. this design is appropriate in describing the characteristics of a large population (wyse,2012). the respondents of the study were the 155 pre-service teachers from hongkong and the philippines. the data were gathered through answering an online questionnaire to be generated through google forms and disseminated through e-mail and messenger of social networking sites. the responses from the respondents were automatically stored at the google drive application. this study uses standardized questionnaires. the dweck mindset tool (dmi) was used to measure the mindset of the interviewees. the tool assesses students' perceptions of their own intelligence on 16 separate project statements, ranking between 16 points. the scale consists of the following scores: 1 (strongly agree), 2 (agree), 3 (in most cases) agree), 4 (mostly disagree), 5 (disagree), and 6 (strongly disagree). respondents were asked to read the 16 project statements and use the scale numbers above to rate the degree of agreement or disagreement with the projects. the incremental items were “reversed” so that strongly disagreeing with an entity item is similar to strongly agreeing with the incremental item. in terms of statements of fixed items, the questionnaire contains statements numbers 1, 2, 4, 6, 9, 10, 12, and 14. these statements involve constant and fixed factors of talent and intelligence. the incremental elements of the questionnaire consist of 3, 5, 7, 8, 11, 13, 15, and 16. there are four incremental elements and four fixed elements, which focus on the intelligence of the students. similarly, there are four incremental items and four fixed item statements, emphasizing the development of student talent. in the incremental item statement, student-chosen scores describe intelligence and talents as things that can be changed and are reversed (1 becomes 6, 2 becomes 5, 3 becomes 4, 4 becomes at 3, 5 becomes 2, and 6 becomes 1). these scores are averaged with item statements that describe intelligence and talents as fixed and immutable factors the duckworth's grit-short scale was utilized to assess the respondents' grit. it was an 8 item set to measure the trait-level of passion for long-term goals and perseverance using a 5-point likert scale. moreover, to determine the level of adversity quotient of the respondents, the adversity quotient profile ® 9.1 by dr. paul g. stoltz was used. this instrument is a self-rating intended to measure the capacity of an individual to respond positively to problems through stimulating their hardwired pattern of response into a wide-ranging hostile event. there are four scales in aq; namely, control, ownership, reach, and endurance. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon, karen ang-manaig, ting wai ching adrian |178 results and discussion table 1. profile of the respondents in terms of country of origin, age, and sex age group * country * sex crosstabulation sex country total hong kong philippines female age group 18-21 years old 6 63 69 above 21 years 7 22 29 total 13 85 98 male age group 18-21 years old 1 41 42 above 21 years 1 14 15 total 2 55 57 total age group 18-21 years old 7 104 111 above 21 years 8 36 44 total 15 140 155 9.7% 90.3% 100.0% as shown in table 1, there are 15 (9.7%) respondents from hongkong, seven (7) of which are 18 – 21 years old and eight (8) are above 21. two out of 15 are male, while 13 are female. one hundred forty (140) or ninety and three-tenths percent (90.3%) of the total respondents are from the philippines, 85 of which are female and 55 are male. of this number, 104 have ages that range from 18 – 21, and the remaining 36 respondents are above 21 years old. it can be inferred from table 1 that majority of the pre-service teachers in the two asian countries are dominated by female students with an ideal age bracket suited as university students. table 2. the mindset of the 21st century pre-service teachers mindset frequency percent fixed 44 28.4 growth 111 71.6 total 155 100.0 it is presented in table 2 that majority of the 21st pre-service teachers portray a growth mindset (111 or 71.6%) while 44 (28.4%) are classified as with a fixed mindset. in a fixed mindset, students think that their basic abilities, intelligence, and talents are just fixed characteristics. they have a certain number, nothing more, and then their goal becomes to always look smart and never look unwise. in a growth mindset, students understand that their talents and abilities can be developed through hard work, good teaching, and perseverance. they do not necessarily believe that everyone is the same or that anyone can become einstein, but they believe that everyone will become smarter as long as they work hard (dweck, 2020). in addition, dweck asserts that the concept of a growth mindset is a way of thinking about someone, feeling, and action, while a fixed mindset creates an individual into non-learners. all of it contributes to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon; karen ang-manaig; ting wai ching adrian 179| the learning, improvement, and well-being of an individual. a growth mindset stimulates the ability to focus, determine, work and accept the ability to accept failures. in honing the 21st-century skills of the learners, teachers faced different adversities in teaching. thus, the students’ great malleability of the brain deals with its capacity to change, grow and even reorganize during the learning process. the idea of creating the idea of removing the steps of your comfort zone to form a new connection makes your own ability develop. table 3. grit level of 21st century pre-service teachers categorized with fixed and growth mindset in terms of perseverance indicative statement fixed (n = 44) growth (n = 111) 1. setbacks don’t discourage me. i don’t give up easily. 3.82 4.12 2. i am a hard worker. 4.11 4.05 3. i finish whatever i begin. 4.07 4.06 4. i am diligent. i never give up. 4.16 4.27 composite 4.04 4.13 legend: 4.50-5.00 = very high; 3.50-4.49 = high; 2.50-3.49 = average; 1.50-2.49 = low; 1.00-1.49 = very low based on the results in table 3, both groups of pre-service teachers have a comparable level of persistence which is "high". it can be observed that there is a slight mean difference of .09 in terms of their composite score, indicating that students with a growth mindset have displayed a higher level of perseverance than those students with a fixed mindset. table 4. grit level of 21st century pre-service teachers categorized with fixed and growth mindset in terms of interest indicative statement fixed (n = 44) growth (n = 111) 1. new ideas and projects sometimes distract me from previous ones. 3.11 3.17 2. i have been obsessed with a certain idea or project for a short time but later lost interest. 3.14 3.15 3. i often set a goal but later choose to pursue a different one. 2.84 3.09 4. i have difficulty maintaining my focus on projects that take more than a few months to complete. 2.84 2.95 composite 2.98 3.09 legend: 4.50-5.00 = very low; 3.50-4.49 = low; 2.50-3.49 = average; 1.50-2.49 = high; 1.00-1.49 = very high table 4 reveals that both groups of pre-service teachers have an almost comparable level of interest which is "average". it can be observed that there is a slight mean difference of .09 in terms of their composite score, indicating that students with a fixed mindset have exhibited a higher level of interest than those students with a fixed mindset. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon, karen ang-manaig, ting wai ching adrian |180 table 5. adversity quotient level of 21st century pre-service teachers categorized with fixed and growth mindset in terms of control, ownership, reach, and endurance aq dimensions high average low growth fixed growth fixed growth fixed control 20% 19% 50% 52% 30% 29% ownership 16% 15% 66% 50% 18% 35% reach 30% 15% 27% 36% 43% 49% endurance 34% 23% 50% 43% 16% 33% fixed (n = 44); growth (n = 111 generally, it can be gleaned from table 5 that students with a growth mindset have a higher level of control, ownership, reach, and endurance compared to those pre-service teachers with a growth mindset. table 6. test of the significant relationship between mindset, grit, and adversity quotient variables x2 df mindset and grit 2.620 3 mindset and aq 6.884* 2 grit and aq 7.290 6 *significant at .05 level table 6 reveals that there is a significant relationship between mindset and adversity quotient of 21st century pre-service teachers [x2(2) = 2.620; p <.05]. stolz (2019) stated that the reality of today's high-speed business economy requires greater capacity, speed, and capabilities of an individual. and everyone faces difficulty. the difference is how do people deal with it. thus, in dealing with uncertainty or difficulty, a person’s mentality improves one’s inner self. students with a growth mindset will never stop learning and growing. they work tirelessly to pursue their lifetime goals. they inspire others to see their full potential. regardless of their position in work or life, they have goals and enthusiasm for what they do. conclusion and recommendations this study concluded that mindset and adversity quotient is significantly associated. hence, the following may be considered: 1. stakeholders involved in the development of students in the 21st century must not only improve their way of thinking but also develop other important parallelvariables, such as adversity quotients, to encourage them to become the ideal attribution required for global citizens and social competitiveness. 2. the university, through the office of student affairs and services, may consider a studentdevelopment plan of activities that will enhance students' own skills and abilities and selfawareness. 3. teachers may be curious about their teaching and commit to providing lifelong learning to the students. try to empathize and sympathize with the individual needs of the learners. 4. students may get resilient in facing challenges. knowing that if you want to achieve something worthwhile, you will face many challenges along the way, be prepared for these challenges, and, at times, be prepared for failure. 5. pre-service teachers may continue to do what they like to do and love what they do since success is much easier when you are passionate about what you are doing, whether you have done it yourself. it is important to cultivate a passion for things or to focus on doing what you like to do. being tenacious takes a lot of work to be successful, but it takes more than hard work you have to be persistent, overcome obstacles, and get back on your feet after every fall. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 174-181 a correlational study on mindset, grit, and adversity quotient of pre-service teachers: evidence in philippines and hongkong alberto d. yazon; karen ang-manaig; ting wai ching adrian 181| 6. the parallel study may be conducted by future researchers, including other variables not explored in this study in a larger population. references bond, r. 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(2018) developing growth mindset and grit in preservice teachers. kentucky teacher education journal: the journal of the teacher education division of the kentucky council for exceptional children: vol. 5 : iss. 1 , article 3. retrieved from :https://digitalcommons.murraystate.edu/ktej/vol5/iss1/3 mahmud, a. (n.d.) understanding dweck’s mindset theory. retrieved from: http://mindsets.port.ac.uk/?p=80 schimdt, f.t., fleckenstein, j., retelsdorf, j., eskreis-winkler, l. & moller, j. (2015) a german validation and a domain-specific approach to grit. european journal of psychological assessment (2019), 35, pp. 436-447. https://doi.org/10.1027/1015-5759/a000407 161 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 56-66 moniahaque86@gmail.com doi: https://doi.org/10.31098/ijmesh.v3i1.161 research synergy foundation environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia lecturer of law, britannia university, bangladesh abstract industrial pollution is a buzzword of the present world. at the same time, there needs industrial development along with the mitigation of pollution, but in practice, industries are increasing with polluters although protection of pollution is lagging. the conservation of natural wealth is growing through various processes without thinking about the future. as an overpopulated country, a large number of industries have been contributing to enrich the economy of bangladesh. in addition to there is no specific legal mechanism in the country to control industrial pollution which causes danger for the environment. the paper endeavors to find out the present legal instruments regarding environmental pollution caused by industries in bangladesh, whether these are sufficient to prevent such pollution or not. therefore, there is no specific legislation under iel to mitigate industrial pollutions the research will contribute to the courtier's policymaking in the field of environmental protection, very few research has done in this area. as there is no specific legislation dealing with industrial pollutions, the article tries to facilitate the need for specific legislation or mechanism on this matter by mentioning critics of existing legislations and found that, in absence of specific legislation the country is facing environmental threats every day. the data is analyzed with qualitative methods, both primary and secondary data is analyzed for the same. the research is done with doctrinal based analytical research. keywords: industries, pollution, environment, protection, bangladesh, assessment this is an open access article under the cc–by-nc license. introduction predominantly, bangladesh is an agriculture-based country. environmental pollution was never even found as a factor of anxiety in the past. with the initiation of different types of industries, it seems through various research and survey that, the ecological imbalance is being caused gradually due to the escaping of various industrial wastes into the natural environment such as soil, air, and water. it has also been initiated that the severity of pollution produced by the different factories and industries depending on their nature, present environment, used resources, chemicals, the exercise of production, and expulsion of different types of pollutants to the natural environment. industrial pollution has become an important part of every day's newspaper. but in the absence of specific legal mechanisms, the problem of environmental pollution causes by industries is now beyond under control. possible controlling mechanisms have been initiated but there has not found any solution till now. to this extent, not only the government of bangladesh but also non-governmental organizations are working together. but in the absence of specific legislation or mechanism, the country is unable to come out form this problem. environmental pollution is treated as one of the severe threats for human health and the economy of bangladesh, different types of waterborne diseases, arsenic poisoning is caused by industrial pollutions. dhaka, the capital city of bangladesh has been suffering from severe environmental pollution. per capita pollution from buriganga and other rivers from dhaka is 25gbod/capita/day. therefore, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) │ 57 nearly 0.3mg/liter/year dissolved oxygen is declining in buriganga. unplanned urbanization with industrialization is largely responsible for the same. improper waste management is also another important cause of environmental pollution. in the absence of effective pollution control mechanisms and strike enforcement, the problem is yet to solve . the iron and steel industry in bangladesh can be listed in the largest polluters of air and water. also, fertilizer industries affect aquatic life and contaminate rivers or sea. various poisonous chemical such as ammonia affects the land area and fertility. as the government is willing to promote industry for its economy, precautionary measures should also be taken to control pollutions as well. literature review to supply, a huge amount of food and employment the government has to promote industries as bangladesh is an overpopulated country, the population rate is growing steadily than the total amount of land. degradation of forest and urbanization have some negative effect on the environment as well. land areas of various divisions and land areas of chittagong hill tracks areas have decreased as well. the productivity of land has been losing day by day due to water erosion and the declining fertility of the soil. in the absence of a specific waste management system industrial waste is treated as the most common cause of environmental pollution. industries have established here and there but without any certain manner to dispose of their waste most of the cases nearby river and channels are the ways of throwing waste materials and garbage. for the reason of industrial pollutions, the country is losing its biodiversity gradually. ecological imbalances have been increased. not only factories and industries but there are also eight export processing zones in bangladesh, these epz have great influence in the economy, although they dispose of a large number of waste materials per day. surface water becomes contaminated with a huge amount of waste materials as well. (gain, 1998) apart from these, cottage industries in dhaka are another culprit of industrial pollution in bangladesh. there is no specific standard pattern of waste management in some selected cottage industries in dhaka, especially in the old city. almost 4-22 kg of solid waste materials are being dumped by these cottage industries, liquid waste materials are disposed of from textile and dyeing industries, the amount is between 200-400 kg per day. plastic and metal factories are greatly responsible to create huge amounts of noise or sound pollution in the environment as well. health problems are also created from rubber, battery, soap, and chemical industries. polythene and plastic industries are mentionable to this extent as well. also, a large amount of toxic chemicals contaminates groundwater every day. leather export processing industries in hazaribagh at dhaka were greatly responsible for disposing of chemicals on the surface. (pandey, s. n. 1989) as a part of solid waste most of the cases, chemicals, and waste materials disposed of, the pulp paper and cement factories emit a large number of chemicals to the environment. air pollution has a deleterious impact on human life, especially for children. most of the factories and industries are situated in urban areas. emission of harmful gases in the air is the main source of air pollution and in the rural areas brick kilns, burning wood is the main polluters. generally, the soil of bangladesh is not only fertile but productive too. the quality of soil as well as productivity is going to reduce for npk as fertilizer and emissions of waste materials. as a consequence of soil pollution, soil quality has been spoiled. apart from urban and rural areas land quality of chittagong hill track areas has been reducing. (khisa,1997) national board of revenue of bangladesh (nbr) has listed 2,500 industries as polluters among them, almost 1,200 industries are situated in dhaka city. the total amount of groundwater has been international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) 58 │ reducing gradually in the last two decades in dhaka, the capital of bangladesh although about 72% of water supply in dhaka city largely depends on groundwater. to meet such a huge demand for water, the water level is decreasing by 2-3 meters yearly. if these situations continue groundwater levels will drop between 110 to 115 meters by 2050. methane gas emissions from the garments industries are responsible for global warming as well. chemicals used in garments contaminate groundwater. waste and garbage from industries not only pollute the environment but also increase fuel consumption. the average fuel efficiency of most of the factories is only 20-25 percent. world bank initiated an industrial pollution projection system (ipps), which is capable to make reasonable projections for all pollutants. the proper initiatives from the government, administrative authorities, and industries are not working properly due to proper coordination which hurts the environment. (hettige,et.al.1994) the global garments industry has a huge market and bangladesh is also the second-largest garments exporter country of the world. however, this garment sector is one of the remarkable sources of pollutants in the world. the garments industries are responsible to dispose of 20 percent of polluted water and 10 percent of carbon dioxide over the world. from garments industries where only 15% of water can be reused in this sector, thus the rest of the waste materials return to the environment. (kapur, s.m, 2005) therefore, very little research has been done in the field of environmental pollutions caused by industries in bangladesh. most of the previous research has discussed the causes and impacts of industrial pollutions rather than discussing a strategy to mitigate. research method the research will be a doctrinal based analytical study of the respective subject area. it would be a discussion-based work with the available sources of law relating to the subject matter. it would be based on not only the primary sources but also secondary sources. the domestic legislation as well as international legal instruments concerned with the issue include primary sources, the relevant practice of the states and organs of the united nations including the critical examination of the decision of different courts and tribunals. the secondary sources include books, articles, and reviews of case laws on this subject matter. journal articles, editorials, and digital sources are explored and utilized for this purpose too. research question 1. what are the impacts of industrial pollution in bangladesh? 2. what is the protection mechanism in the absence of specific legislation? 3. what are the gapes of the present legal framework to mitigate industrial pollution? in the first part of the article, it tries to assess the first research question, about the historical background of industrial pollution in bangladesh, classification, and ramifications of industrial pollution.. in the next phase of paper, the legal framework on international environmental law discusses the second research question in the light of domestic and international instruments regarding industrial pollutions. in the following part, the third research question is discussed, the discussion includes contemporary state practice of bangladesh, legislation, protection of environment without a specific legal mechanism, and gapes of the present legal framework. finally, the paper recommends a few possible solutions to control industrial pollution for the protection of environmental pollutions analyze the entire study and will conclude with the understanding of the issue as findings of the research gap. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) │ 59 result and discussion industrial pollution in bangladdesh the most common definition of environmental pollution can be the introduction of various harmful pollutants into a particular environment, make this environment insalubrious to live in. the well-known pollutants are usually chemicals, garbage, and wastewater. “industries dispose of waste materials such as gaseous, liquid, or solid waste materials. these poisonous substances usually throw into the atmosphere. industrial pollution is one of the processes of environmental pollution by the emission of industrial waste into the environment. "industrial pollution is the release of wastes and pollutants generated by industrial activities into the natural environments including air, water, and land, linked to the degradation of the natural environment, impacts the environment in multiple ways and has grave consequences on human lives and health. (a. kiss, d. shelton, p.8-9). by late 1990, almost sixty industrial lands along with export processing zone (epz) has established. notably, the growth of readymade garments (rmg) is mentionable in the same sector as well. on the pint of pollution, major pollutants are various factories including leather, dyeing, pulp, ship braking industries. mineral resource-based industries and industries with non renewable private reserve-based industries such as limestone, hard rock, gravel, grass, sand, and various types of clays. in this classification, most major polluters are the cement and fertilizer factories. therefore, the industries based on imported resources including textiles, pharmaceuticals, plastics, petroleum, and metal works. most of these are originated to be exceedingly polluting. from a few years' policymakers have been under the consideration that, as bangladesh is one of the less developed countries in the world, nowadays pollution has become an important issue to be concerned about. therefore, different studies commenced in the last decade have scattered such beliefs. types of environmental pollution causes by industries: industries are significantly responsible for environmental pollutions. environmental pollutions created different ways along with industrial issues such as: air pollution caused by industries in bangladesh is a common phenomenon. a large number of industries dispose of gaseous and chemicals into the air, which is highly responsive to cause harm for human beings as well as for the other living organism. the atmosphere also depends on a dynamic wave and the natural air circulation system mainly supports life on the planet on this earth. stratospheric ozone depletion due to air pollution has been initiated as a great threat to human health. various poisonous elements such as sulpher di oxide, carbon di oxide, nitrogen di oxide, chloro-fluoro-carbon get radiated from various industries and amalgamate to the atmosphere and creates environmental disaster. industries of bangladesh are significantly responsible for air pollution through emitting smoke, throwing wastage which produces odor. therefore, brick kilns, fertilizer factories sugar and pulp mills, jute mills, textile and spinning mills, garments, chemicals, and pharmaceutical mills, cement mills, are largely responsible for air pollution in the country. sever dust and chemicals, smoke, steam create a foggy and smoky environment. the factories such as tannery emit hydrogen sulfide, ammonia, chlorine to the air, and creates various health problems. in terms of collapsing river india, bangladesh and nepal are in the top listed countries of south asia. almost eighty percent of wastewater from urban and industrial areas is being discharged into the natural water bodies without refining. as a result, pollution with chemicals is increasing especially in the revers and thus river water is getting contaminated day by day. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) 60 │ industrial wastage and garbage pollute both surface and groundwater sources. a study made by world bank said that 1.5 million cubic meters wastewater is thrown by 7,0000 industrial units per day by in the four main revers near dhaka city and 0.5 million cubic meters from other sources of the same areas. toxic elements such as cadmium and chromium and other elements like mercury carried by the industrial waste are also mixed into the groundwater; create a significant threat to public health. the emission of domestic and urban sewage, wastage from agricultural units create water pollution. presently, waste materials of various industries are treated as the largest source of water pollution in bangladesh. industrial waste such as acids, alkalis, chemicals from dyeing industries, toxic metals, pesticides, and radioactive materials can easily be mixed into the water bodies. a large number of pollutants like ammonium chloride, cyanide and zinc, mercury from petrochemical industry, polythene and plastics industry, fuel industry, mineral oil refining industry get mixed with the water bodies. as a consequence of urbanization, and industrialization freshwater is rapidly declining. to circulate pure drinking water for the overgrowing population in the country, predominantly water pollution should be controlled. over growing, industries, and waste materials from these destroy the fertility of the land. and thus productivity and quality of the soil have been reducing accordingly. a lot of solid wastes such as safe and rejected chemicals like calcium carbonate, magnesium sulfate along with various poisonous elements are also blameworthy for the same. in the absence of a specific waste management system, most of the industries of the country dispose of various waste materials such as plastic, wooden materials, chemicals to the land. to provide foods for a large population, fertilizer, and pesticide use in the land, which are also accountable to reduce the productivity of the land. pollution of groundwater is also caused by soil pollution. most of the revers of the country become polluted by industrial waste, agricultural land nearby the rivers also contaminated by the river water. out of 83 percent of the cultivable land, almost 3 percent is an organic matter as a consequence of using chemical and fertilizer in the land. instruments relating to various processes of functioning created by the industries are treated as the major sources of sound pollution in bangladesh. industries in the urban areas added extra panic for the same. most of the industries create sounds which cross the boundary of hearing for the people. according to the world health organization (who, in the residential area sound range must be up to 65 decibels in the day time and the rage must be up to 45 decibels in the night, in commercial areas 75 decibels during the day and 55 decibels at night; in industrial areas, the noise level should be between 75 decibels during the day and 65 decibels at night. the sound or noise level in the hospital zone should have to be in 50 decibels, if the level becomes increased it is determined as pollution. also, only 60 decibels sound is responsible to create temporary deafness and 100 decibels sound can cause complete deafness for the human being. most of the industrial is situated near to the major roadside or cities. not only in the daytime but also the night, sound pollution hamper regular activities of the society. the workers are the direct sufferer of sound pollution of the industries, the nearby residents, school children, medical personnel are also significantly affected by noise pollutions caused by industries. industrial pollution is not only a threat to human health but also for the living organism, therefore, economic development is also being threatening for the same cause. long term effects such as asthma and bronchitis are caused by environmental pollution. the nervous and reproductive system along with the affecting kidney and liver including liver cancer. industrial emissions are also the direct cause of different waterborne diseases such as damage to health. it can be responsible for melanesia, kurtosis, and conjunctivitis. not only mental illness but also physical illness have been increasing among people as international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) │ 61 a result of sound pollution. different types of waterborne diseases are caused by drinking polluted water. environmental pollutions have created the causes of heart attack, peptic ulcer, high blood pressure, deafness, headache, skin diseases, and indigestion. as a consequence of urbanization and industrialization, the environment of the country is facing severe damages, the water level is falling at an alarming rate. various water bodies such as canals and rivers are being polluted. human health especially, poor people and children are in great danger of environmental pollutions. the water and soil of major cities of the country have also been found with a poisonous substance such as arsenic, chromium, pesticide, and sulfur dioxide. to control noise pollution, the vehicles causing noise pollution should be identified and need to take proper actions against them. to control air pollution, emission of gases need to protect. the tree plantation campaign should be implemented strictly. legal framework on international environmental law in london, at 1306, edward adopted an ordinance to prohibit the use of coal in open furnaces, which is the oldest measures in the field of environmental pollution . “bad-smelling and disgusting smoke” was forbidden by charles iv forbade in the 14th century, at paris. with the inauguration of different types of industries as well as the process of industrialization, protecting measures for the environment became more specific and urgent. the development of existing international environmental law can be classified into two critical phases such as a) the first un conference on environment held in 1992 on sustainable development; at stockholm b) rio conference in 1992 on sustainable development. the stockholm conference was settled with adopting three documents such as a resolution relating to financial agreements and institutional agreements, a declaration of principles with a plan of action. these reports provide a significant result of the conference as well as may be determined by international environmental law as they define lots of policies along with the 26 principles regarding environmental protection with human rights. rio conference corroborated more the principles pronounced in stockholm. principle 3 of rio declarations stated that: “the right to development must be pursued to meet the equitable development and environmental development for the present and future generation. its principal gave importance to the global environment, for this reason, the climate convention was significantly important. one of the most significant concerns may be the obligation of signatories to publish greenhouse gas emission data.” moreover; the only voluntary agreement is there to control the growth of co2 emissions. three documents were adopted in rio conferences such as declaration on environment and sustainable development which is followed by the principles of stockholm; some other rules on use and protection of forests which are non-binding along with agenda 21 , programmatic document with a non-binding effect aims to established programs, initiatives, and priorities to protect the environment in the 21st century. the watercourse convention was about the uses of international watercourses and to take measures for protecting, preserving the better management relating to the uses of waterways and their water. like any other national or domestic environmental laws or international laws, the international environmental law is needed to encourage systemic changes to protect the environment from industrial pollution. systemic regulatory and potential approaches should be initiated to address environmental pollution caused by industries. there must be a particular convention regarding environmental pollutions caused by industries; there must be consumption and protection practice. there are some major reasons behind this such as: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) 62 │ during the 2oth century, especially in the first half, the problems relating to environmental pollution become an issue of international tension, so the international community solved the problem locally or by domestic laws. technological development and damage were absent caused by a state to others were not existed as so strong. so, with the development of technological inventions and industrial developments, the need for special conventions relating to preventing industrial pollutions is getting importance. along with the domestic laws, there must be provided incentives to a wide acceptance range of pollution prevention techniques to protect the environment. as it is an age of globalization, economic development along with the free trade agreement, multilateral trade agreements, and the world has become a global village. for this reason, the demand is increasing for specific provisions relating to the protection of industrial pollutions, as the issue is getting more privileged day by day, undoubtedly. most of the time the protection of the environment becomes a matter of national interest to the countries along with the less interest of the international dimension. international environmental law is an undeniable part to regulate soft law which is not obligatory and declarative too. in the absence of a particular right to the real environment, and it is tough to deal with the existing laws under iel. another important thing is that the department of environmental law is profoundly influenced by politics although, the essential priorities about the "polluter pay principle' 'and it's application, strengthened the remedies over each polluters relating to the components of the environment. therefore, sometimes it becomes tough to solve the environmental pollutions caused by the industries only by a state unilaterally. in this regard, international cooperation between countries can be very helpful. and these legislations can be applied without any option the issues such as global warming, biodiversity, and other environmental pollutions. . bangladesh has ratified so many international instruments regarding environmental pollutions; most of these conventions have particular issues and preambles although there is no specific convention relating to industrial pollutions. the environment has to protect from industrial pollutions with its own domestic rules as there are no specific conventions relating to industrial pollutions. but sometimes it becomes difficult as there is no particular convention under iel relating to the protection of industrial pollutions. legal framework on laws of bangladesh there is the absence of direct constitutional provisions to protect the environment, so the judiciary adopted the liberal and harmonious interpretation of some fundamental rights to provide environmental protection. presently in bangladesh, several environmental protection actions are dealt with under the provision on the right to life under the constitution of bangladesh. the writ procedure is more preferable over the current suit as it is speedy, comparatively inexpensive, and provides direct entrance to the highest courts of the country. it was a court judgment, and the court decided: there is no direct provision regarding the right to the environment under the constitution of bangladesh. as a result of high demand as well as the movement of civil society along with the environmentalists the 15th amendment of the constitution of bangladesh, provision for ‘conservation’ and development of environment’ has been inserted in the part of the fundamental principle of state policy ensured by the constitution of bangladesh. thus, it does not recognize the right to the safe environment of the individuals, and industrial pollutions are far behind from this provision. it is only asserted as one of the fundamental principles of state policies, can be used as a guideline to interpreting the constitution as well as the other laws of bangladesh, and shall be applied to make of laws. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) │ 63 judicial recognition to protect the environment was first recorded by the high court through the case of dr. mohiuddin farooque vs. bangladesh and others where challenged nuisance during the election campaign. the judiciary inclined the case on the assertion from the attorney general to take measures against damaging public and private property in the name of the election campaign. 1994, public interest litigation was introduced before the supreme court to allocate air and noise pollution. in that case, the legal recognition for protecting the environment was recorded first time by the high court of bangladesh through a case that was challenged nuisance during the campaign of an election. existing legislations national environmental policy (nep) was adopted in 1992; the main aim of this policy was to provide protection and sustainable management of the environment. the objectives include maintaining the ecological balance and ensuring development along with the safety and development of the environment. in 1995, the bangladesh environmental conservation act was enacted in 1995 and environmental conservation rules in 1997, without any doubt the most significant judicial documents. the act is being implemented by the department of environment (doe) implements. doe is also regulated by a director general (dg). doe has the authority to visit the project, investigate, assess, test, and snatch, industrial plant if doe thinks that there can be found anything which is harmful to the environment and can be the cause of pollutions. therefore, doe has the right to collect any symbol to analyze the presence of harmful components on it. the doe can recruit public hearings only when an application is submitted by an individual or group of people, who are affected by pollution. after coming into force of the 1995 acct, industries and industrial units must have to gain an "environmental clearance" certificate from the doe. there is an appeal procedure if anyone fails to get clearance. if anyone fails to obey the provisions of the act, the punishment will be maximum 10 years imprisonment or a maximum fine of tk.10,00,000 (ten lakhs) or both. the term for environmental clearance is also fixed according to their nature and at the expiry of the period of the certificate, one has to apply to renew before 30 days of expiry. the environment court recognized under this act of the environmental court act 2010, is important to ensure the conservation of the environment. the provisions are, such as establishing the court of the special magistrate, providing the jurisdiction of the court of special magistrate, the jurisdictional procedure of environment court and the court of the special magistrate, authorities and, the provision regarding mediation , the appeal process and environment appellate court and power of rulemaking. the national environmental quality standards for air, water, industrial effluents, emission, noise, vehicular exhaust, etc along with other provisions are proclaimed in these rules. in 1977 standards for air quality, standards for the motor vehicle, the standards to reduce black smoke emissions by boat/ship/vessel and the standards to reduce industrial stack emissions have been to set the reporting criteria for activities, processes along better management. for island surface water, general industry discharge standards are given. emissions standard for each of the limits is provided for classified industries, including fertilizer factories; integrated textile mill and large processing units; pulp and paper companies; cement plants; industrial boilers; nitric acid plants; distilleries; sugar production; leather tanneries; processing food and oil refineries. however, several parameters are not determined in the rules as these are toxic such as copper, cobalt, and aluminum is not specified in the waste quality standards. the industries cover significant water sector interventions are provided eia guidelines such as flood control embankments and banks and roads, and bridges. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) 64 │ bangladesh has a large number of industries, which fill-up the domestic needs and export to other countries also; a large number of people are engaged in this sector although there are no particular laws in this regard. this is because; it creates difficulties to prevent environmental pollutions with the existing rules of bangladesh. in bangladesh, there are so many legislations specifically deal with environmental pollutions, but no particular law for addressing industrial pollution. for this reason, issues relating to industrial pollutions deal with the existing legislation such as environmental conservation act 1995, which provides maintenance, improvement of the environment, control, and mitigations of environment. article 15(a) of this stated that doe could sue against the offender if anyone commits any activities harmful to the ecosystem. but, in reality, most of the time doe fails to prevent dangerous acts for ecology on its own. therefore, it is accepted that no realistic expansion of the doe in the future it will be tough to cope with the problems. human resources are scarce in doe, although the doe has to monitor any other environmental issues along with the industrial pollutions there is the environmental courts act 2010, where the provisions are relating to establishing special magistrate court along with the powers of appeal, medications, and so on. but most of the time it becomes desperate to punish an established industrialized, as there is political instability in bangladesh. although there is a process of taking environmental clearance before starting industries, most of the time they got clearance very easily with political power or illegally. thus they misuse the meaning of environmental clearance. moreover, another important thing is that although there are legislative privations to mitigate environmental pollutions, proper monitoring is absent, there needs a better surveillance system in every district especially where there are industries and pollutions are increasing. as industry and industrial pollutions are growing rapidly, so there needs specific legislation along with the detailed procedures for protecting the environment from industrial pollution with better implementations. conclusion the conclusion, recommendation, and implications the environmental conservation should be the human rights-based approach. the principles of international conventions and treaties having a bearing on the protection of the environment ratified and signed by bangladesh can take predominant measures to control environmental pollution in bangladesh. the national human rights commission (nhrc), the government can make awareness to the people organizing the seminar in different aspects of the conservation of the environment to be conscious about the right to environment. 'mobile court' can be delegated some powers to implement the conservation of environment relating laws. the law commission can take an important role in identifying lacuna of existing legislation, promoting environmental education, and organizing the national seminar for awareness building towards conservation of the environment. the necessary amendment and enactments of laws to protect industrial pollutions should be initiated. particular environmental courts can be established under the control of the judiciary, increases their transparency and accountability as well. nowadays, environmental issues have become one of the major concerns for the greater impact on public health and environmental conservation of bangladesh. air, water, and sound pollution are the main elements of environmental pollution in the country. to ensure the right to environment, some steps should be taken. therefore, industries must be given some criteria to fulfill before initiating their production units. a proper waste management system is also necessary for the same. in the absence of a specific legal framework, the problem is getting severe day by day. in addition to several loopholes of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 56-66 environmental impact assessment initiated to mitigate pollutions from industries shadika haque monia issn 2580-0981 (online) │ 65 present legislation encourages polluters in this regard. both governmental and non-governmental strategies are quite unsuccessful in the point of mitigating environmental pollutions. to this extent, a specific legal framework along with a stick enforcing mechanism is required. finally, public awareness should be increased through a public campaign across the country to change human behavior and living style. references alam, g. j. 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(2017). the elements of environmental pollution. routledge. the constitution of the people’s republic of bangladesh of the constitution of the people's republic of bangladesh,30jun,2011 the convention on biological diversity1992 the environment conservation act, 1995, has repealed the 1977 ordinance. the environmental court act of bangladesh-2010, ministry of law of bangladesh, section 18 the rio declaration on environment and development, often shortened to rio declaration, was a short document produced at the 1992 united nations "conference on environment and development" (unced), informally known as the earth summit the united nations conference on the human environment was held in stockholm, sweden from june 5–16 in 1972 world banks report on industrial pollutions, available in http://www.worldbank.org/?cid=ecr_ga_hplaunch_searchad_en_extp&gclid=cobupcp1_dm cfc8taaodqvgclw, zakaria, n. g., rashid, k., & khaled, m. i. (2017). environmental pollution in bangladesh by inland tanker operation. procedia engineering, 194, 330-336. 17-74-3-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 2 (2019): 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul1*, yansen simangunsong2 1 labor & demographic economics, universitas indonesia, indonesia 2 economics, universitas bengkulu, indonesia abstract unlike the previous study in determinant of labor absorption, which focused on economic sector and took up regional scope, this paper examines the impact of gross domestic product, foreign direct investment and minimum wages on labor absorption in indonesia which take the national scope and aggregate labor by using secondary series of time series data (1990-2015). this study contributes to the limited literature on aggregate employment and national scope as the impact of the minimum wage, gdp, fdi in developing countries, especially in indonesia. by using multiple linear regression models, surprisingly, we find that gdp and minimum wages have a positive and significant impact to increase employment while fdi does not affect employment in indonesia. keywords: employment; gdp; fdi; minimum wage this is an open access article under the cc–by-nc license. introduction the main problem with indonesian employment is the absorption of labor, where there is a high growth of the workforce (labor supply), but not accompanied by growth in employment (demand for labor) that is able to absorb the growth of the workforce. this condition is called the excess supply of labor. the inconsistency between labor supply and labor demand, where the number of labor offers is higher than the labor demand will create a gap. this gap between labor supply and labor demand is called unemployment. the following indonesian employment conditions for the period 2011 to 2015 can be seen in table 1. the imbalance between the growth of the workforce and employment opportunities will lead to higher unemployment. increased unemployment will result in a waste of resources and the potential of the existing workforce, increase the burden of the community, the main source of poverty and encourage an increase in unrest in the social sector, and inhibit economic development in the long run (indonesian ministry of labor, 2004). sumarsono (2003) explained that employment is influenced by several factors including national income, investment and labor wage rates. changes to these factors will affect the level of employment. the existence of job opportunities provides opportunities for workers who are looking for work to become a source of income so that they can meet the needs of life. in theory, the demand for labor is based on its ability to produce goods and services. in other words, the demand for labor is influenced by the amount and level of production. the greater the number and level of products produced, the greater the income received (simanjuntak, 1998). the concept of income used in this study is the gdp (gross domestic product). * corresponding author thomsonsitompul@gmail.com; mrshllyansen@gmail.com doi: https://doi.org/10.31098/ijmesh.v2i2.17 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong 54 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) tabel 1. indonesian labor conditions 2011 2015 (in million people) years activities 2011 2012 2013 2014 2015 population (dol) (%) source: indonesian central bureau of statistics (2016) data explained that in a five-year period, indonesia's gdp experienced a positive trend or increase. but if further calculations are made, it can be calculated that the percentage of annual growth always decreases. the highest gdp growth occurred in 2011 at 6.2% with a gdp value of 7.72 quadrillion rupiahs. however, the unemployment rate in the same year represents the highest unemployment rate over a five year period, namely 7.4% (data not presented). furthermore, the factors that influence employment are an investment. according to (sukirno, 2000) the increase in investment will increase aggregate demand for national income, so this increase will always be followed by increases in employment opportunities. the increase in capital goods as a result of the investment will increase production capacity in the future, this development will stimulate changes in national production and employment opportunities. the data explains that in a 5-year period, the value of fdi in indonesia has increased from 2010 2014 and subsequently depreciated in 2015. in that period, the highest increase occurred in 2011, where the value of fdi increased by 35.3%. this certainly has a positive impact on employment. where the absorption of labor in the same year is the highest absorption of labor in the five-year period. while the lowest growth occurred in 2015, wherein the five-year period, fdi experienced the only negative growth of 21.3% (data not presented). absorption of labor is also inseparable from the role of the government as a policymaker related to level setting wage. simanjuntak (2016) stated that changes in wage rates will affect employment. the wage rate is one of the production costs for the company. if the level of wages is high, then the amount of labor demand will decrease and vice versa. data shows that in the period 2010 to 2015, the minimum wage experienced an increase or a positive trend every year. the lowest growth in the wage rate occurred in 2011 at 8.8%. this supports the company to absorb more workers so that in the same year there was also the highest growth in employment. the highest growth in the minimum wage rate in the five-year period occurred in 2014, which was 22.2% (data not presented). this research is conducted to analyze the effect of gross domestic product, investment and national minimum wage level on employment in indonesia. literature review the theory of the impact of minimum wage on youth employment (the two-sector model) was first introduced by welch (1974). there was only an uncovered and covered sector in the economy and working age 173.8 176.8 179.9 182.9 186.1 work force (sol) 116.1 119.8 120.1 121.8 122.3 working population 107.4 112.5 112.7 114.6 114.8 open unemployment 7.4 6.13 6.17 5.19 6.18 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 55 issn 2580-0981 (online) issn 2580-0981 (online) perfect mobility applied. increasing minimum wages not only reduced employment, but also predicted to be able to shift workers from the covered to the uncovered sector. increasing wages above excessive market standard rates will ultimately reduce workers who work in the covered sector due to increases in business productivity figures. the reduction of workers in the covered sector will force those who are unemployed to enter the uncovered economy. as another option, youth who have a choice can use their time to continue to higher education (school enrollment) by dividing the time to be part-time workers. when minimum wages are enacted, the wages of workers in the first class will increase so that the company will reduce the use of substitution effects of labor used to increase the use of machinery (kaitz, 1970). when the minimum wage increases, the supply of youth labor will increase but the demand for youth labor decreases so unemployment occurs. the youth unemployment rate will increase along with the increase in minimum wages. the economic model can explain the effect of minimum wages on labor demand and supply that causes unemployment as follows: ur is the unemployment rate, mw is the minimum wage while ns is the supply elasticities and nd is demand elasticities of labor. ur 'is a derivative of youth unemployment rate related to the increase in minimum wages where the value of ur is less than 1 (<1), the minimum wage is positive, ns is positive and nd is negative which means when the minimum wage increases the demand for labor decreases and labor supply increases so unemployment increases (kaitz, 1970). in figure 2.1, assumed that picture (a) and (b) are labor markets with minimum wages and the equilibrium while (c) is labor demand without minimum wages. the balance of wages is shown by w0 while c represents the proportion of labor in the covered sector. the existence of a minimum wage causes wages in the covered sector to increase to wm and labor in the covered sector also decreases. the supply of labor in the uncovered sector is the supply of aggregate labor minus the demand for labor in the covered sector (su = s-dc). but when labor is reduced in the covered sector, the labor in the uncovered sector will increase. w1 describes the shifting from su to s´u, which means that wages decrease from w0 to w1 so that the labor supply in the uncovered sector increases from su to s´u created the residual supply of uncovered labor is s´u = s-dc (wm). if someone who looks for a job with a wage equal to wm can find a job then the labor supply becomes s (wm) but wm is the wage in the covered sector work, at this wage level, the workforce is only dc (wm). figure 1. minimum wage & demand for covered and uncovered labor source: welch (1974) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong 56 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) besides the minimum wage, the demand for labor is also influenced by (sumarsono, 2003) the ups and downs of market demand for the products of the company concerned. if the company's production increases, producers tend to increase their production capacity, for this purpose the producer will increase the use of his workforce. the increase in investment will increase aggregate demand and national income. the increase in capital goods as a result of the investment will add production capacity in the future and this development will stimulate changes in national production and employment. excluding other variables and focus only on the impact of minimum wage on labor, there was some previous studies that have conducted studies related to this. the impact of minimum wages on workers has long been debated in both developed and developing countries in research related to the labor market (bishop, 2018; majchrowska & strawiński, 2018; bhorat, kanbur, & stanwix, 2014). the impact of rising minimum wages is more felt by vulnerable groups such as women, youth workers, and workers with low levels of skills/education (sabia, burkhauser, & hansen, 2012; neumark, & wascher, 2007; jardim et al. , 2017; congressional budget office, 2014). this study focuses on analyzing the impact of minimum wages on youth workers namely covered youth workers and unemployed. there are different impacts caused by minimum wages on youth workers (deng, 2018; ni, wang, & yao, 2011). research conducted by sturn (2018) on oecd countries proves that the longterm impact of rising minimum wages on workers with low skills in both women and especially youth workers will cause a substantial increase in unemployment for the group with low estimates of labor elasticity. mixon & stephenson (2016) found that the main cause of the loss of jobs in the summer in kato, united states is the increase in minimum wages while increasing the participation of adult labor force (senior), cyclical macroeconomic factors, decreasing manufacturing employment has a small impact loss of jobs during the summer. using the two-sector model developed by welch (1974), coomer et al. (2013) state in the study that the effect of minimum wages in the covered sector is greater than its influence in all sectors of employment. the increase in minimum wages decreases the use of workers in the covered sector and increases the number of workers in the uncovered sector. however, on the contrary, giuliano (2013) in his study found that a mandatory increase in minimum wages would reduce overall employment in the united states but an increase in minimum wages in the united states instead led to a significant increase in youth workers, especially youth and better-qualified workers. so that the increase in minimum wages can increase youth workers in the united states. card & krueger (2015) in his study entitled "myth and measurement: the new economics of minimum wage" examined the total impact of minimum wages on total workers, workers in the retail trade industry and worker in fast food restaurants who found that wages the minimum does not affect workers in total, retail trade and fast-food restaurants. fridhowati (2011) analyzes the factors that influence employment in the industrial sector in java, indonesia using panel data analysis. the results of panel data analysis show that the provincial real minimum wage, industrial sector gdp, foreign investment in the industrial sector, domestic investment in the industrial sector have a significant impact on the employment of the industrial sector with a 95 percent confidence level. partially, the gdp of the industrial sector and provincial minimum wages have a positive and significant effect on the employment of the industrial sector. investment in both domestic and foreign industrial sectors does not significantly affect the employment of industrial sectors. aryani, et al (2015) examined the factors that affect employment in the industrial sector in the city of madiun, indonesia with small enterprises, gdp and investment as variables that are thought to influence labor absorption in the madiun. small enterprises, gdp, and investment simultaneously and partially have a significant effect on the positive direction of employment in the industrial sector in madiun. this explains that the increase in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 57 issn 2580-0981 (online) issn 2580-0981 (online) these three variables will increase employment in the madiun. danang (2011) analyzes the factors influencing labor absorption in surakarta, indonesia. the results showed that partially investment, government expenditure and exports had a significant effect to decrease employment. syuhada, et al (2014) showthat wages have a significantly negative effect on employment and gross fixed capital formation has a positive and significant impact on employment opportunities in micro enterprises in jambi, indonesia. the interest rate and regional wages have a significantly positive effect on employment. wage is more dominant in influencing employment opportunities in small enterprises in jambi. alexandi and marshafeni (2013) showthat the variable small enterprises, consumption, investment and gdp have a significant influence on employment in the agricultural sector. small enterprises and investment have a negative impact on employment in the agricultural sector while the consumption variable and gdp have a positive relationship to increase employment. akmal (2010 shows that gdp variable had a significant positive effect on labor, ceteris paribus, minimum wage variables significantly also have a positive effect on labor absorption, ceteris paribu.the increase in investment has a significant positive effect on employment to increase employment. vitalia (2014) shows that the variables that influence labor absorption in semarang, indonesia are an investment, government expenditure and exports. these three variables have a positive effect on employment to increase employment. the difference in this research with previous studies lies in the kind of variables, scope, years of research and research methods. previous studies took up the regional scope, while this study took the national scope. this study takes the national scope with aggregate labor so that the variables used are macro data. research method this explanatory research analyzes the impact of an independent variable on dependent variable. data used in this study aretime series (1990-2015) taken from the indonesian central bureau of statistics and indonesian ministry of labor which is conducted periodically every year in all regions of indonesia (34 provinces). currently, research on the impact of minimum wages on workers using time series/panel data is more frequent than cross-sections. the previous study states that time series or panel data is believed to provide time variations in research so that the variation is able to get a strong test in the hypothesis or provide a more complete estimate of the impact but it must be believed that the cross section data and time series are equally capable of impacting the variables consistent workers (kalachek, 1969; katz, 1973; najmul et al., 1991; freeman, 1970; welch & cunnigham, 1978; vazquez et al., 2013; muravyey & oshchepkoy, 2007; kai-uwe, 2012; meyer & wise, 1978; linneman, 1973). inferential analysis in this study uses multiple regression with functional log-log / double log / constant elasticity models to see the impact of minimum wages, gdp, fdi on workers. by using the model in this multiple regression method it will be able to show the size of the elasticity of employment to the minimum wage and other variables, namely the percentage change in workers due to changes in minimum wages and other variables through the slope 2 in the model below. the models formed in this analysis are: lny = a + β1lnx1 + β 2lnx2 + β 3lnx3 + e where y is the labor absorption, β is parameter while x1 is gdp, x2 fdi, x3 minimum wage, e is disturbance error and ln explains logarithm natural. to produce the best model of regression, classical ols assumption consist of heteroscedasticity, multicollinearity, autocorrelation, linearity and normality test, firstly processed in the log-log model, the elasticity coefficient between x and y is always constant meaning that in this study if ln x changes 1 unit then the change is always the same even though the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong 58 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) elasticity is measured in any ln x. so this model is called constant elasticity. elasticity is defined as 2; constant which means if x increases by 1 percent then y will decrease by 𝛽2 percent (𝛽2 <0) (nachrowi & usman, 2002). results and discussion to ensure the best model of regression, classical ols assumption consists of heteroscedasticity, multicollinearity, autocorrelation, linearity and normality test has been conducted. based on the classical model assumption test, it can be concluded that the model in this study is proper to be applied because it has been free from interference in multiple linear regression. the classic assumption test results can ensure that the econometric model used in this study has been best however the results of testing classical assumptions are not included in this paper. tabel 2. coefficient of regression model model coefficient standard b error t sig. (constant) gdp 16,402 ,125 131,374 ,000 ,090 ,013 6,784 ,000 fdi -,008 ,009 -,856 ,401 minimum wage ,054 ,006 8,367 ,000 source: spss result of data processing based on the table 2, the model which can be formed follows lny = 16.402 + 0.090x1 0.008x2 + 0.054x3. on the model, it can be seen that the constant value is 16.402, which means that if all the independent variables have a coefficient of 0 or in other words if there are no variables that affect employment, then employment will grow in a positive direction by 0.09%. the regression coefficient for independent gdp variable, namely x1 is 0.090. this illustrates that in the regression model obtained, gdp has a positive effect on employment in indonesia. then the regression coefficient for independent fdi variables, namely x2 is -0.008. this illustrates that the regression model obtained, fdi has a negative influence on employment in indonesia. the independent variable of the minimum wage itself has a coefficient value of 0.054. this illustrates that the minimum wage has a positive effect of 0.054% on employment in indonesia. to see the magnitude of the influence of each independent variable on the dependent variable, t statistical tests were carried out with the following results: impact of gdp on labor absorption based on the regression model obtained, gdp has a positive effect on employment in indonesia. this result is in accordance with the hypothesis that there is a positive influence between gdp and employment in indonesia. the regression coefficient of the gdp variable is 0.09 with a significance level of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 59 issn 2580-0981 (online) issn 2580-0981 (online) 0,000. that is if it is assumed that the fdi and minimum wage variables do not have an influence on employment, then for every increase that occurs in gdp of 1%, employment will increase by 0.09%. increased gdp shows an increase in output or production of goods and services. increasing the output of these goods and services will have an impact on increasing labor demand so that employment opportunities are created the increase in gdp will increase economic performance resulting in economic growth. increasing economic performance will have implications for increasing the purchasing power of the people. growth in purchasing power capability will be accompanied by an increase in demand for goods and services. this will trigger a business field to increase productivity in order to meet the increasing demand for goods and services due to an increase in people's purchasing power. one effort to increase productivity is by increasing the number of workers. this is because the economic sectors in indonesia are dominated by labor-intensive sectors. with the increase in labor demand, the number of the absorbed workforce will increase so that this condition can reduce the unemployment rate. the results of this study are in line with okun's theory which states that there is a relationship between gdp and the unemployment rate. gdp growth will reduce the unemployment rate (mankiw, 2007). simanjuntak (1985) also states that employers employ someone because it helps produce goods/services to be sold to consumers. therefore, the increase in employers' demand for labor depends on the increase in public demand for goods produced. the results of this study are also in line with the research conducted by sobita (2014) which analyzes economic growth and employment in lampung, indonesia. the results showed that gdp had a positive and significant influence on employment in lampung. likewise with the research conducted by alexandi and marshafeni (2013) examined labor absorption in the agricultural sector and service sector after the minimum wage policy in banten province. the results showed that grdp had a positive and significant influence on employment in banten, indonesia. effect of foreign direct investment on labor absorption based on the regression model obtained, the fdi variable has no effect on employment in indonesia. contrary to the hypothesis that investment has a positive and significant effect. this can happen if investments made by developed countries follow the investment techniques they apply in their home countries. developed countries tend to have capital-intensive production factors. therefore foreign investment tends to reduce labor because capital intensive techniques accompanied by high technology tend to have better productivity and efficiency so that to produce the same or even greater output quantity, fewer workers are needed. in addition, the use of high technology tends to require workers with higher qualifications. in line with what was stated by todaro (2000), that there is an asynchronous relationship between investment and employment opportunities because of the accumulation of capital for the purchase of sophisticated machinery and equipment that wastes domestic finance and foreign exchange. the presence of foreign investors in indonesia contributes more to increasing capital-intensive industries compared to labor-intensive industries. the aim of the government in reducing unemployment is still difficult to realize if the increase in capital intensive industries is only able to absorb a small number of workers with high education and skills qualifications. even though the condition of the indonesian workforce is still dominated by workers with less competitive levels of education and skills (ningrum, 2008). the results of this study are in line with research conducted by sandika, et al (2013) which examined the effect of investment on employment in pelawan, indonesia. the results of the study indicate that foreign investment has no significant effect on employment in pelawan, indonesia. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong 60 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) effect of minimum wage on labor absorption based on the regression model obtained, the minimum wage variable has a positive and significant effect. the coefficient value in the regression estimation results for the minimum wage variable is 0.054. if it is assumed that the gdp and fdi variables do not have an influence on employment, then at each increase in the minimum wage of 1%, employment will increase by 0.054%. this is contrary to the hypothesis which states that minimum wages have a negative effect on employment. the theory of the relationship between minimum wages and labor absorption explains that an increase in wages will cause a decrease in demand for labor by companies so that unemployment occurs. but in some cases, the increase in minimum wages can still increase the demand for labor that maximizes profits. the positive relationship of minimum wages to employment is in line with lewis's development model. the lewis development model explains that the economy consists of two sectors, namely the traditional sector and the industrial sector. the industrial sector has a high level of productivity so that it becomes a shelter for workers who are transferred from the traditional sector. the lewis development model emphasizes the process of shifting labor, output growth and the growth of employment in the modern sector. with higher wages in the modern sector, companies can recruit more workers (todaro and smith, 2006). this is in line with the research conducted by akmal (2010) which analyzes the factors that affect employment in indonesia. the results showed that the minimum wage had a positive and significant influence on employment in indonesia. conclusion gdp and minimum wages have a positive and significant influence on employment in indonesia, while the fdi variable does not affect employment. partially, each of the gdp and minimum wages has a similar effect, which is positive and significant for employment. of the three independent variables, gdp has a considerable influence on employment in indonesia. gdp is a variable that influences employment in indonesia, so it is advisable for policy makers to formulate and implement a policy that can increase gdp. one example is to create a good investment climate so that there is a growth in investment flow funds which will then have a positive impact on gdp growth. seeing the effect of minimum wage policies has a more positive impact, fiscal policy must be aimed at improving the quality of education and skills in potential human resources in order to increase the number of the workforce, considering that the labor market, especially the formal sector, is targeting qualified workers certain education and skills. so that there is a match of qualifications between job seekers and the job market. in general, policyholders do not need to worry about raising minimum wages to a certain point. the test results on the investment variable are fdi investments that do not affect employment in indonesia. this can happen because the type of investment made is an investment. in addition, the technology brought has not been accompanied by the same qualifications as potential human resources in indonesia, so that fdi tends not to affect employment. for this reason, policies should be aimed at increasing skills-based education so that technology brought by investors has the same qualifications as potential human resources in indonesia. acknowledgement the paper has been funded by the indonesian endowment fund for education (lembaga pengelola dana pendidikan/lpdp). thanks to lpdp. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 n0. 2 (2019), 53-62 the analysis of the impact of gdp, fdi, minimum wage on employment in indonesia thomson sitompul, yansen simangunsong © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 61 issn 2580-0981 (online) issn 2580-0981 (online) references badan pusat statistik. 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(2014). pertumbuhan ekonomi dan penyerapan tenaga kerja di provinsi lampung. lampung: fakultas ekonomi dan bisnis universitas lampung. microsoft word simpson brian-response to a critic in ijmesh template available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 73-82 corresponding author bsimpson@nu.edu doi: https://doi.org/10.31098/ijmesh.v5i1.823 research synergy foundation response to a critic of a declaration and constitution for a free society brian p. simpson1 1 national university, san diego, california (usa) abstract this article provides a response to scott douglas gerber’s review of my book a declaration and constitution for a free society, which was published in the fall 2021 issue of american political thought. this article addresses issues raised by gerber regarding my argument for lowering the eligibility age of the president of the united states (u.s.) in the u.s. constitution. it also addresses gerber’s claims about my proposal to eliminate the commerce clause in the u.s. constitution. in addition, i discuss his review of my recommendation to change the tax system. finally, i analyze his review of my changes to the u.s. declaration of independence. the response shows that gerber’s review was not a serious or honest attempt to review the book. the response will help the reader not only better understand the contents of the book, but it will also help the reader understand the nature of individual rights and freedom. keywords: united states constitution; united states declaration of independence; freedom; individual rights this is an open access article under the cc-by-nc license. introduction scott douglas gerber reviewed my book a declaration and constitution for a free society in the fall 2021 issue of american political thought. (gerber, 2021) while he makes a few serious comments about the book, including providing a brief summary of the book that is based on a summary in the introduction of the book, he commits many fallacies in his review and does not accurately portray the ideas put forward in the book. as a result, the review is not a serious or honest attempt to review the book. this response will help to expose some of gerber’s errors and provide an accurate portrayal of the book. it will, therefore, help readers better understand the ideas in the book and help them better understand the nature of individual rights and freedom, which are fundamental to the book’s purpose of revising the united states (u.s.) declaration of independence and u.s. constitution. before addressing the comments made in the review of the book, it will be helpful to readers if i provide a summary of the book. the book modifies the u.s. declaration of independence and u.s. constitution to make them fully consistent with the protection of individual rights and freedom. before modifying these documents, i first discuss in chapter one of the book what freedom and individual rights are, why it is important to protect them, what must be done to protect them, and what the effects will be of protecting them. my discussion of rights and freedom is based on objectivist philosophy—the philosophy of the novelist and philosopher ayn rand. as a part of my discussion of rights and freedom, i show the metaphysical, epistemological, ethical, political, and economic basis for why rights and freedom need to be protected. i show, in essence, that rights and freedom are fundamental requirements of human life and that it is crucial to protect them to enable international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 74 human beings to use their basic tool of survival—their individual minds—to further their lives and well-being. this enables individuals to not only survive but to flourish—to live the best possible lives they are capable of living. this is true no matter what part of the world or what country a person lives in. briefly expanding on the ideas above will help one better understand why it is so important to protect rights. this importance stems from the fact that our reasoning mind is our basic tool of survival. we need it to think at the conceptual level, observe and understand facts, analyze situations based on a logical analysis of the facts, act on our rational judgment, and produce the values our lives require. this includes producing everything from food, clothing, and shelter to cellular phones, automobiles, factories, art, and lifesaving medicines and medical devices. the production of everything we need to further our lives and well-being depends on our use of reason. take the production of shelter. we don’t just live in the first cave we happen upon in nature. we produce lumber to build houses. we mine iron ore and produce steel to help us build condominium buildings. we develop indoor plumbing, heating systems, air conditioning systems, and electricity to enormously enhance the quality and comfort of our housing. all of these products also require the development of other industries (such as industries for construction equipment, mining equipment, computers, etc.) to be able to produce them. we must be guided by facts and logic (i.e., by reason) in our thinking to be able to produce all of these goods. but being able to go by facts and logic—to go wherever the evidence leads—requires freedom. freedom refers to the absence of the initiation of physical force—the absence of compulsion and coercion. this implies the freedom to figure out how to produce shelter in better ways, to grow trees to harvest for lumber, and to keep and use the shelter we produce without being forcibly prevented from going against our better judgment by the government or having the shelter we produce destroyed by criminal gangs or taken from us by the government. the means by which we protect freedom is through individual rights. the rights to life, liberty, property, and the pursuit of happiness are the most fundamental rights, without the protection of which we are enslaved to those who violate these rights and thus our freedom. if we want to enjoy life, if we want to live our lives for our own benefit, if we want to pursue our hopes and dreams, if we want our children and grandchildren to be able to pursue their hopes and dreams, we need rights to be protected. this is why the protection of freedom and rights is a fundamental requirement of human life, no matter in what part of the world one lives. all of this is discussed in detail in chapter one of the book. in chapter two of the book, i apply the material from chapter one to modify the u.s. declaration of independence. the declaration is a heroic document that provides an inspiring and uncompromising case for individual rights and freedom. however, it can be improved. some of the changes i make to the document include adding property rights to the list of inalienable rights and eliminating the religious references in support of rights, which latter, as i show in chapter one, do not provide a proper defense of rights. i also provide detailed explanations for the changes made to the declaration. in chapters three through seven of the book, i modify (or amend) the original u.s. constitution and its amendments. some of the more important changes i make to the constitution include eliminating the ability to engage in confiscatory taxation, eliminating the ability of the government to regulate the economy by repealing the commerce clause, strengthening the freedom of thought and association through changes to the first amendment, and strengthening the right to keep and bear arms through changes to the second amendment. i also strengthen property rights by, for instance, repealing the takings clause of the fifth amendment. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 75 furthermore, i explain the positive results of these changes, mainly by showing how these changes will improve standards of living for individuals. for instance, i show how preventing the government from regulating the economy will lead to greater safety in products produced. i also show how higher standards of living will be achieved through the lower costs that will be incurred by producers in the economy due to preventing the government from regulating. (simpson, 2021, pp. 6-7, 10, 69-70, 73-75, 194, and 216-218) in addition, i show how strengthening the right to keep and bear arms will reduce crime. (simpson, 2021, pp. 134-135) in chapters eight and nine, i add amendments to the u.s. constitution to better protect rights that focus on areas that cannot be addressed by modifying existing portions of the constitution or its current amendments. these amendments, most importantly, protect the freedom of production and trade, provide stronger protection of property rights, and restrict the government to providing assistance to individuals, organizations, or other governments only if such assistance is directly related to protecting the rights of u.s. citizens. again, i also show the positive economic results that will be achieved due to these amendments. lastly, in chapter ten i address other proposals that purportedly attempt to protect freedom but that do not, in fact, do so. in this chapter, i show how, for instance, sunset clauses in legislative bills, balanced-budget amendments, amendments that limit government spending, and banning the use of omnibus bills do not help to protect individual rights. turning to my response to the review below, i address comments in the review regarding my argument for lowering the eligibility age of the president of the united states in the u.s. constitution. i also address the claim about my proposal to eliminate the commerce clause. in addition, i discuss the comments on my recommendation to change the tax system. finally, i analyze the comments on my changes to the declaration of independence. the response to the review the eligibility age of the president as mentioned in the introduction, gerber’s review is not a serious attempt to honestly review the book. the lack of seriousness and logical fallacies in which he engages are clearly on display in the following comment: “the first is his proposal to lower the eligibility age for president of the united states from 35 to 18. . . . do we really want 18-year-old youtube sensation jojo siwa to be eligible for the presidency? to ask the question is to answer it. (sorry, jojo.) frankly, i think 35 is too young.” (gerber, 2021, pp. 672-673) gerber is attempting to make the reader think that lowering the eligibility age for the president is self-evidently foolish by creating the image that all 18-year-olds are like jojo siwa. but attempting to mock an idea is not an argument against that idea; it does not provide a refutation of the idea. gerber also ignores—and is hoping the readers of his review will ignore—that people 35 and over could be unqualified to be president. just because someone is old, that does not make the person competent to be president and it does not mean the person could not be a danger to the u.s. by putting forth just a little thought and effort, numerous examples of people 35 and over that are incompetent or that would be an outright danger to the u.s. if they became president can be provided. let’s start with the issue of senility, which applies to the current president of the u.s. we can argue about how senile president joe biden is, but with all the memory lapses he has exhibited i don’t think it’s possible to deny that he has at least entered the early stages of dementia. (craig, 2021) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 76 even though old people are well over 35, and presumably over gerber’s desired age requirement (since he thinks 35 is too young), being old does not guarantee one is competent to be president if one is senile. and this is one potential problem that does not apply to young people. perhaps even more dangerous than a senile president is the fact that a significant portion of the left in the u.s., including the mainstream media, biden’s cabinet, and leftists in the u.s. congress, ignore or evade president biden’s senility. this helped him win the presidency and allows him to remain in office even though he probably should be removed from office based on amendment xxv of the u.s. constitution. at a minimum, his cognitive abilities should be tested to determine if he is fit for office. next, let’s consider the previous president, donald j. trump, a narcissistic megalomaniac whose personality has more in common with dictators and authoritarians like kim jong-un and vladimir putin than any other president (and most people in general). as a result, he was a great threat to the u.s. the culmination of this threat manifested itself in the fact that he fomented the insurrection on the u.s. capitol building on january 6, 2021 and, in essence, fiddled while rome burned as he watched his followers on television attack the capitol building. he did the latter instead of, as the head of the executive branch of the u.s. government and charged with enforcing the law, immediately taking all necessary action to protect the seat of the u.s. legislature. but, according to gerber’s comment, trump is much older than 35 so he is qualified to be president. what about franklin delano roosevelt (fdr)? i consider him among the worst u.s. presidents because he radically expanded the regulatory and welfare state in the u.s., including through the implementation of minimum wages laws, the regulation of the monetary and banking system, prolabor union legislation, subsidies to farmers, welfare for the unemployed, social security, and much, much more. he is therefore responsible for raising costs in the economy, reducing the incentive and ability to work, reducing the incentive and ability to save, and thus making it harder for people to obtain jobs, open businesses, expand their businesses, save for their retirement, and support themselves and their families. all of this undermines the productive capability, rate of economic progress, and thus lowers the standard of living for the average person in the economy from what it otherwise would have been. (simpson, 2014a, pp. 211-218) the u.s. has experienced almost 90 years of the effects of fdr’s policies (not to mention the expansion of the regulatory and welfare state in the u.s. since he was president). hence, fdr is responsible for the standard of living of hundreds-of-millions of people in the u.s. being lower than it otherwise would be. what about the idea of a potential president bernie sanders (a current u.s. senator) or a president alexandria ocasio-cortez (a current u.s. representative) when she turns 35 in a few years? their socialist and environmentalist policies would head the u.s. a significant way down the road to a socialist or environmentalist-based authoritarian state. this would be a grave danger to the american republic and all the people who live in it. what about a president michael jackson, a president kim kardashian, or paris hilton? all of these celebrities are all over 35 (jackson was at the time of his death). are we to assume they are more qualified than jojo siwa because they are much older? i don’t know much about the politics or intelligence level of any of these people, but if i had to pick between them i can’t say i would vote for any of these older individuals over jojo siwa. most likely, i would not vote for any of them. what about dictators such as hitler, stalin, mao tse-tung, and pol pot. they inflicted massive harm on the world, including the u.s., through the wars they created and the de facto enslavement of their people, as well as the misery, poverty, and outright mass murder for which they were responsible. (rummel, 2017, pp. 79-122 and 159-208 and simpson, 2005, pp. 21-23) these political leaders were all over 35 (and much older in some cases) when their dictatorial power was at a maximum. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 77 of course, these people had a zero percent chance of becoming president of the u.s. because they weren’t born in the u.s. the chances of jojo siwa becoming president if the eligibility age was currently 18 (or her 18-year-old future equivalent if it is lowered in the future) is about the same. the point is that just because they were over 35 years of age, that does not mean they were good political leaders or that we would want them (or someone in the u.s. like them) as a u.s. president. don’t get me wrong. i’m not trying to disparage life experience. i agree with gerber when he says “life experience matters.” (gerber, 2021, p. 672) however, as i have stated, just because one is old that does not make one competent to be president or not a danger to the american republic if one would become president. one’s competency depends on, among other factors, what one does with one’s life. does one actively think so he learns about the world based on what he experiences, or does one remain ignorant and learn little or nothing? even worse, does one come to many wrong conclusions about the nature of the world through his life experiences and therefore become a potential threat to the u.s. should he ascend to the presidency? i could also provide examples of young people that are intelligent and might make good presidents (or, at least, examples of people who were intelligent when they were younger and might have made good presidents at that time in their lives). a young bill gates or mark zuckerberg are two examples, both of whom in their early twenties were able to start and build what would become large and successful businesses. in fact, gates started his first business at seventeen. could one make the case with complete certainty that a young gates or zuckerberg wouldn’t make a better president than some of the older individuals mentioned above who are (or were) eligible to be president? certainly it wouldn’t be hard to argue that both in their early twenties could have been a better president than trump in his seventies (or his early twenties for that matter). i’m not sure i would vote for a young gates or zuckerberg (or the equivalent person in the future if the age was ever lowered), but they certainly provide counter examples to the type of image gerber is trying to create with his one sarcastic example of a young adult who is not the best representative of her age group. this one very unrepresentative example and the fact that gerber does not consider the plethora of examples of incompetent and downright potentially dangerous older individuals provide evidence of his lack of seriousness and the logically unsound and dishonest way in which the book was reviewed. it’s important to note that i state in the book that i recognize that the acquisition of knowledge throughout life is important, but i also show that protecting individual rights is of fundamental importance to human life and lowering the age for political positions mentioned in the u.s. constitution, including the president, makes the document consistent with the protection of individual rights. (simpson, 2021, pp. 2, 6-7, 9-15, 51, 56, and 98) i also mention in the book that this is not a significant issue with regard to protecting rights. (simpson, 2021, p. 245) none of this, of course, is mentioned by gerber because he did not intend to provide an honest review of the book. gerber does, fortunately, make one point on this issue in which he actually makes an argument and refers to evidence to back up his claim when he says that he disagrees with my proposal to lower the eligibility age for the president to 18 because “science shows that a young person’s brain is not fully developed until 25 . . . .” (gerber, 2021, p. 672) he may have a point here, although some people may disagree with this claim. (epstein, 2007) nonetheless, as i mentioned and have shown with examples, being old does not guarantee that one can make sound decisions and that one won’t be a threat to the u.s. this includes one threat that is not merely hypothetical because he actually was president and may become president again. i am, of course, referring to trump. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 78 if 18-year-olds are intelligent enough to own property and own and run businesses, they may be qualified to run for president (and may be more qualified than many older candidates). i’m not saying i would ever vote for an 18-year-old presidential candidate or that i don’t think that many (if not most) young adults are too ignorant to run for president. but ignorance can also apply to older individuals. gerber fails to consider this point in his review, and he fails to consider that the incompetency and danger to the u.s. of older individuals might actually be greater than that of younger individuals (at least in some cases). the solution, if one does not want an 18-year-old to be president (assuming the aged is lowered), as with a senile person, megalomaniac, etc., is to vote for someone else. the commerce clause next, let us analyze gerber’s comments on my elimination of the commerce clause. he states that he thinks the u.s. congress’s power to regulate interstate commerce through the commerce clause is needed to avoid market failure. he goes on to say, “. . . i must respectfully disagree with simpson’s drastic proposal [to eliminate the commerce clause]. personally, i think the revision to the commerce clause proposed by the libertarian committee of the national constitution center’s constitutional drafting project has it right. the libertarian committee’s proposal reads in pertinent part that congress shall have power ‘to regulate commerce . . . among the several states, . . . provided that this provision shall not authorize regulation or prohibition of any non-commercial activity, or of any commercial activity that is confined within a single state regardless of its effects outside the state.’ the reason the libertarian committee’s proposal is preferable to simpson’s is that it permits congress to regulate only activities that are actually commerce and that actually cross state lines, but it does not strip congress of the power to prevent the national economy from collapsing.” (gerber, 2021, p. 673) are you serious? will the entire u.s. economy really collapse without regulation? if that is the case, why didn’t the u.s. economy collapse in the late nineteenth century? the u.s. had essentially no regulation then, which of course is far less than what exists in the u.s. today. why were rates of economic progress more rapid in the late nineteenth century in the u.s. than they are in the modern era if the u.s. economy could not function without regulation? (locke, 2000, p. 2) such a comment is not only an arbitrary assertion—an assertion without evidence—it’s an assertion that flies in the face of the evidence. the evidence shows that markets work better, rates of economic progress are higher, and standards of living are higher when there is less regulation. (simpson, 2021, p. 18) i’ve written a whole book that explicitly focuses on this topic and that shows why markets don’t fail. in fact, the title of the book is markets don’t fail! (simpson, 2005) it provides an abundance of evidence to show that when people are left free (i.e., markets are unregulated), the price system and profit motive—along with the protection of property rights and the right to engage in contractual relationships on which they depend—provide all the coordination and incentive people need to produce and trade to further their lives and well-being. it also shows that when the government regulates, it causes problems in the market and thus makes it harder for people to produce, trade and raise their standard of living. the government causes these problems by, among other means, raising costs of production and thus decreasing the productive capability and rate of economic progress. in addition, markets don’t fail! contains a whole chapter on the regulation of safety and quality and shows how the regulation of the safety and quality of products and working conditions leads to less safety and quality. it demonstrates how it is the free, unregulated market that enables the production of products required to achieve greater safety and quality in products and working international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 79 conditions, such as the ventilation systems, heating systems, air condition systems, and indoor plumbing necessary for safe and comfortable workplaces. i reference markets don’t fail! in a number of places in a declaration and constitution for a free society and explicitly discuss some ideas related to regulation in the latter book, so these ideas should not have been unknown to gerber. (simpson, 2021, pp. 10, 30, 68, and 74-75) i have also written a two-volume book that focuses on how government regulation of the monetary and banking system leads to recessions, depressions, and the business cycle in general. this book addresses the claim that markets allegedly fail because they create recessions and depressions. i show that this is not true. this book is titled money, banking, and the business cycle. (simpson, 2014a and 2014b) the arguments in this book are referred to as well in a declaration and constitution for a free society, so a careful reader of the latter book should have been aware of some of the essential features of these arguments. (simpson, 2021, pp. 69-71, 75, 77-78, and 208) stating that the u.s. economy would collapse without regulation also implicitly assumes that people are too stupid to run their own lives. it assumes they are too stupid to produce and trade goods (i.e., engage in market activity) unless a government regulator tells them what they can and cannot do. in addition, it implicitly embraces the contradictory idea that somehow, even though people are too stupid to run their own lives, when people become government regulators they not only become intelligent enough to run their own lives but they become intelligent enough to run everyone else’s life as well. not only is this contradictory, it shows a lack of knowledge of economics and the nature of human beings. note that when i refer to regulations, as i discuss in the book (simpson, 2021, pp. 73-74), i am referring to the government initiating physical force and violating individual rights to control the economy in various ways, such as through minimum wage laws and the food and drug administration (the latter of which regulates the production of pharmaceutical medicines in the u.s.). these are the kinds of actions that hamper the market and thus hamper people’s ability to plan and live their lives. when i refer to regulation, i am not referring to the protection of individual rights by the government. both the federal and state governments in the u.s. are fully authorized in my revised u.s. constitution to protect rights. this is what the government must do to enable markets—and individuals—to flourish. my revised constitution will also help to prevent governments at all levels in the u.s. from imposing regulations on the economy. one of the flaws with the libertarian constitution to which gerber refers in a positive way on the issue of the commerce clause is that it allows the regulatory door to remain open. and as long as the regulatory door remains open—as long as regulation is accepted as valid on principle—it is only a matter of time and degree before broader and more onerous regulations are implemented. once this happens, we head ourselves down the road toward greater government controls and thus a more and more hampered market, one where production, trade, economic progress, and the standard of living are compromised for the goals of politicians and regulators. my revised constitution will help to prevent both the federal and state governments from violating rights and hampering trade, whether that trade is of the intraor inter-state variety. (simpson, 2021, pp. 75, 156-157, 176, 186, 208, and 214) this will lead to a flourishing of the market that hasn’t been seen in over a century in the u.s. the tax system let’s move to gerber’s review of my changes to the tax system. gerber states, “another of simpson’s revisions to the constitution is the abolition of the sixteenth amendment—the amendment international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 80 authorizing congress to tax income—because, under simpson’s objectivist account, ‘only voluntary taxation is consistent with the protection of individual rights’ (159). sounds good to me, but so does a hot fudge sundae for breakfast.” (gerber, 2021, p. 673) first, he makes it sound as if the federal government in the u.s. has never been able to operate without the sixteenth amendment to the u.s. constitution. the sixteenth amendment, of course, wasn’t ratified until 1913. he ignores the 137 years of u.s. history before the sixteenth amendment was ratified. if abolishing the sixteenth amendment is so impractical, how did the nation survive— and flourish—for so long without it? more significantly, he ignores my analysis in connection with abolishing confiscatory taxation and moving to a system of voluntary taxation. he ignores where i discuss how the great majority of spending by governments in the u.s. today—at the federal, state, and local levels—is inappropriate, unnecessary, violates individual rights, and should therefore be eliminated. this includes mainly spending on welfare but also spending on regulatory bodies. my estimates show that 75 to 80 percent of government spending falls into these inappropriate categories. the leftover spending is for protecting rights, which requires spending for the police, military, and courts, as well as the legislative and executive branches of government. he also ignores my statements saying that the u.s. could never move to a system of voluntary taxation today. first, we need to get to the point where government spending has been pared back to appropriate levels. it would be much easier to voluntarily fund this radically reduced government. furthermore, he ignores my discussion of the possible ways to finance the government in a voluntary manner. some of the methods—such as fees to purchase the right to have contractual disputes adjudicated in a court of law and the resolutions enforced by the government, as well as fees on imports and immigration—may be able to cover all the necessary costs of the government. moreover, he ignores my statements saying that, before we can pare back the government to an appropriate size, a massive philosophical change must take place in the culture from the mysticism, altruism, collectivism, and statism that exist today to a philosophical climate of reason, rational egoism, individualism, and laissez-faire capitalism. finally, he ignores the fact that i mention that moving to a method of voluntary government financing is the last step to take in establishing the government of a laissez-faire capitalist nation. (simpson, 2021, pp. 64-67, 72, and 243-246) in addition, his analogy is not sound. moving to a system of voluntary taxation is not like eating a sundae for breakfast. the government is too fat today because it taxes and spends too much and is too large. eating sundaes for breakfast would only make the person who does so even more overweight. cutting back the government is like putting the government on a diet. of course, we don’t want the government to diet too much, although at this point that should be the least of our concerns because the government is like a morbidly obese person who is so overweight he cannot even get out of bed. nonetheless, we don’t want to starve the patient and turn him into someone who is nothing but skin and bones. that, of course, would be detrimental. but we do need a radical cure to the overeating problem, and my system of voluntary taxation is just such a cure. now i know that gerber was using this analogy to make a different point. the main purpose of his analogy is to mock my argument without actually providing an argument against my claim or for his own position. this is a part of the intellectually corrupt nature of the review. but perhaps if he put a little more thought into his response, he would have seen the problem pertaining to the analogy that i refer to in the above paragraphs. i also know that a system of voluntary taxation is just too radical for virtually all of the statists that exist in the u.s. today to comprehend, which, unfortunately, includes most of the population. it’s hard for people who don’t think in terms of philosophical fundamentals to step outside of their international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 81 political and economic beliefs to see the problems with their fundamental philosophical premises. i get that, and i’m not expecting most people to agree with my arguments. however, to completely ignore my analysis puts a lack of seriousness in analyzing the subject and outright intellectual dishonesty on display for anyone to see who gives a little thoughtful consideration to the subject. god and the declaration of independence the next issue i’ll discuss is god. gerber states, “his principal criticism of the declaration as adopted by america’s founders is the mysticism of its references to god, and he edits the document to ‘eliminate all references to god’ (36) because, as he proclaims in the preceding chapter about objectivist philosophy, ‘there is no god’ (32). obviously, readers who believe in god will reject simpson’s revisions to the declaration.” (gerber, 2021, p. 672) first, the changes to the declaration in connection with god are not the most important changes i make. the most important change is adding property rights to the list of inalienable rights. this is the change that will best improve the protection of individual rights and freedom. furthermore, while it is true that readers who seriously embrace the existence of god will have a hard time accepting the modifications to the declaration i make in connection with the references to god, gerber does not mention my discussion of why i eliminate all references to god in the declaration. (simpson, 2021, p. 36) in addition, his statement makes it seem as if i merely “proclaim” without evidence that god does not exist. he doesn’t mention in the chapter preceding the chapter on the declaration that i present substantial arguments on why god does not exist. i show how the idea of god contradicts the evidence we have of what does exist. i discuss how the claim that god exists is an arbitrary assertion—an assertion without evidence. i also show how it contradicts valid fundamental philosophical ideas—ideas in the fields of metaphysics and epistemology. (simpson, 2021, pp. 27-31) if one disagrees with my claims regarding god, show me where i go wrong, present evidence for the existence of god, and i will take that under consideration. if the arguments are valid, i will be happy to acquiesce and embrace them. but if i can show that the arguments are not valid, to adhere to the requirements of logic and the facts of reality, mystics must abandon their viewpoint and acquiesce to mine. moreover, there is no mention of my discussion on how the claim that rights come from god does not provide a consistent argument for protecting rights (even apart from the fact that there is absolutely no [rational] evidence for god). (simpson, 2021, pp. 29-31) hence, claiming that rights come from god is not a valid argument for protecting rights and thus will not provide a sound defense of them. again, i understand that it will be extremely difficult for people who do not critically analyze their fundamental philosophical beliefs based on a logical analysis of the facts to embrace my arguments regarding god. nonetheless, there is not even a hint of an attempt to present an honest and accurate analysis of the ideas put forward in the book regarding god. conclusion i understand that gerber was not given a lot of space and thus could not have provided a detailed review of the book. however, he used more than a page of a roughly four-page review discussing the libertarian constitution and other books on the declaration of independence. he could have international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 73-82 response to a critic of a declaration and constitution for a free society brian p. simpson 82 used the space given to him much more wisely and written an honest and serious review of the book. finally, even though the book focuses on the u.s. declaration of independence and u.s. constitution, the ideas discussed in the book apply to all people and countries and all time periods. protecting rights and freedom is a fundamental requirement of human life in all places and times. as a result, the book can serve as a guide to other countries in creating their own constitutions. it can also serve as a guide to judges and legislators in other countries in making judgments, passing legislation, and modifying their own constitutions to protect individual rights and freedom more consistently. in that way, the book can help to protect freedom and individual rights around the globe and lead to a level of prosperity and a flourishing of human life that the world has never seen. references craig, emily (2021, 20 august) is this man fit for office? doctors say they would be concerned about 'anyone' with joe biden's symptoms at age 78 after two brain aneurysms and a heart condition which are both linked to memory problems, daily mail, available at https://www.dailymail.co.uk/news/article-9912027/doctors-say-concerned-joe-bidenssymptoms-age-78.html, accessed on 05.06.2022 epstein, robert (2007, 01 june) the myth of the teen brain, scientific american, available at https://www.scientificamerican.com/article/the-myth-of-the-teen-brain-2007-06/, accessed on 05.06.2022 gerber, scott douglas (2021) review of a declaration and constitution for a free society: making the declaration of independence and u.s. constitution fully consistent with the protection of individual rights, by brian p. simpson, american political thought, 10(4), 670-673 locke, edwin a. (2000) the prime movers: traits of the great wealth creators, new york: amacom rummel, r.j. (2017) death by government, london: routledge simpson, brian p. (2005) markets don’t fail!, lanham, maryland (usa): lexington books simpson, brian p. (2014a) money, banking, and the business cycle, volume one: integrating theory and practice, new york: palgrave macmillan simpson, brian p. (2014b) money, banking, and the business cycle, volume two: remedies and alternative theories, new york: palgrave macmillan simpson, brian p. (2021) a declaration and constitution for a free society: making the declaration of independence and u.s. constitution fully consistent with the protection of individual rights, lanham, maryland (usa): lexington books 16-77-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 2 (2019): 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva1*, ainagul adambekova2 1,2 narxoz university, kazakhstan abstract background the article examines the factors influencing the decision on the company's capital structure. along with the standard factors of the company, we also analyze the impact of the industry affiliation of the company on its capital structure. purpose to test standard firm factors and industry affiliation of firms affecting the capital structure of smes. design/methodology/approach – the non-financial firms in kazakhstan with all types of economic activities for 2015-2018 under consideration. in order to study the determinants of capital structure such as asset tangibility, size, growth, liquidity, profitability across the industry group of smes for non-financial smes in kazakhstan the authors use panel data analysis. findings the results indicate that the main factors influencing the process of capital structure management in kazakhstan smes are asset tangibility, size and profitability. it was confirmed that sectoral implications also affect the long-term debt and total debt of smes. research limitation it is necessary to provide further research concerning this topic. it is needed to study the capital structure of smes in the long term and across multiple countries, which will give us a more accurate concept of decisions on the capital structure taken in companies. originality/value the study of capital structure determinants of smes in kazakhstan was not conducted yet. the empirical analysis in many aspects gives the same results as other related studies in emerging markets. however, the size has a negative relation to the capital structure, which does not correspond to most empirical studies. keywords: capital structure; sme; panel data; business sector. this is an open access article under the cc–by-nc license. introduction the topic of capital structure decisions has attracted attention for more than 60 years. empirical studies on capital structure were conducted mainly on the example of large enterprises, and theories were put forward on the basis of studies of companies in developed countries. however, in recent years there has been an increasing interest in the study of capital structure in small enterprises for developing countries, given that the capital structure of smes in developing countries has not yet been sufficiently studied. smes are important engines of sustainable economic growth. in this connection, every year there is a growing interest in research in this area. due to their size, smes are able to participate in innovation processes, they also support the competitiveness of the economy. a large number of country-level studies have evaluated the importance of smes in economic development (beck et al, 2005). in kazakhstan as in other countries, the importance of small and medium-sized enterprises (smes) for economic growth is well established. the country has a fairly good trend of development of small and medium-sized businesses. the contribution of smes to gdp is growing every year. in 2018 smes contribute 28% of national income (gdp), and in 2025 it is planned to reach the figure of 30-35%» («kursiv», 2019) in this study, we consider the following questions: are there any significant differences in the choice of the capital structure of smes in kazakhstan? we provide answers to this question based on the study of the most well-known concepts of capital structure, making an empirical analysis to identify the most significant factors affecting smes’ capital structure in kazakhstan. in order to determine the factors *corresponding author samal.kokeyeva@narxoz.kz; ainagul.adambekova@narxoz.kz doi: https://doi.org/10.31098/ijmesh.v2i2.16 research synergy foundation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova 78 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) influencing the decision-making on the capital structure, we consider the impact on the capital structure of such characteristics of the firm as profitability, liquidity, tangibility, growth, size of the firm and industry. we use an econometric model to assess the impact of a number of internal factors on the capital structure of smes in the sectoral context. literature review one of the central problems of the modern theory of capital structure is the choice of factors that determine the decisions of organizations in the formation of a particular capital structure. the study of the organization's capital structure factors is necessary for a deeper understanding of the motives for such a choice and justification organizations' strategic plans as well as for the development of new mechanisms of control by the organization's owners. different characteristics of firms in different business sectors can cause differences in the capital structure. this may lead to differences in access to sme finance. thus, it is possible to observe different models of debt depending on certain characteristics of the company and the business sector. the relationship between these factors and the capital structure choices in smes we consider using the concepts of trade-off theory (kraus & litzenberger, 1973) and pecking-order theory (myers & majluf, 1984). according to the trade-off theory, the optimal structure of funding sources is the capital structure, where the total cost of the tax shield on borrowed capital fully covers the number of costs associated with the potential bankruptcy of the company. in this regard, the capital structure formation is aimed at achieving a balance between the marginal tax benefits from the use of borrowed capital and the total costs associated with the possible probability of financial instability (kane et al., 1984; myers, 1984). the main influencing factors are the level of taxation of profits and the level of bankruptcy costs. according to the pecking-order theory, there are information asymmetries between external investors and managers of organizations. this leads to the fact that companies use internal sources of financing whenever possible, and if there is a need for external financing, they prefer debt obligations to shares. the hierarchical concept states that the level of the debt burden of any firm reflects the lack of retained earnings and the need for external financing. according to this theory, the sources of financing of the company's activities are classified into retained earnings, debt financing and additional issue of shares (myers, 1984). significant influencing factors are the return on assets, financial flexibility, the scale of activities, current liquidity of assets, and variability of income. the article examines the factors influencing the decision on the company’s capital structure. along with the standard factorssuch as tangibility, size, growth, liquidity, profitability, we also analyze the impact of the industry affiliation of the company on its capital structure. assessment of the impact of various factors on the capital structure is the subject of many types of research works. for example, researches are investigating the practice of capital structure formation in only one country (titman et al., 1988, gaud, et al., 2003, chen, 2003, song, 2005, eriotis et al., 2007, gilletal, 2009, frank and goyal, 2009, ivanov, 2010, akinyomi and olagunju, 2013). other researchers examine enterprise data from several countries (rajan & zingales, 1995, wald, 1999, boothetal, 2001, hua hsu and yu hsu, 2011, an et al. 2013). researchers also consider the influence of various factors on the capital structure of companies in one industry (gilletal, 2009, tongkong, 2012) or several industries (bradleyetal, 1984; titman, wessel, 1988, ivanov, 2010). according to the trade-off theory, a company with higher profitability is more likely to attract borrowed capital due to the fact that the gain from the tax shield is higher compared to competitors. however, the pecking-order theory, in turn, suggests that companies primarily finance from retained earnings, and companies with high profitability have low demand for external financial resources. thus, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 79 issn 2580-0981 (online) issn 2580-0981 (online) the conclusions of the two theories strongly contradict each other and assume a different sign for this coefficient (chen, 2004). small firms often have difficulty accessing external financial sources. this may be the main reason why small firms rely on domestic sources of financing. according to (jordan et al, 1998), more profitable small and medium-sized enterprises have better access to external financing, however they prefer to use their own funds to finance their operations and investments. (baum, caglayan, & rashid, 2017) also, reveal a positive relationship between short-term debt and firm profitability in non-financial firms. thus, we propose the following hypotheses regarding the profitability of the firm and the level of debt of the firm: h1: there is a negative correlation between company profitability and debt ratio. on the pecking-order theory, the level of debt burden should be lower for companies with a larger amount of fixed assets. this is because a large proportion of tangible assets reduce information asymmetry and thus reduce the cost of additional equity issuance. on the other hand, the share of fixed assets directly affects the level of leverage, because they can be used as collateral, which makes it easier to borrow. according to the trade-off theory, even though firms have a positive cash flow, bank loans are mostly secured by collateral. therefore, tangible assets of firms can be used as debt security (manove, padilla, & pagano, 2001). thus, the positive relationship between sme debt and tangible assets is related to the fact that companies with a high level of tangible assets will incur relatively large debts (scott, 1976; titman et al., 1988). according to (titman et al., 1988) and (harris, 1991), if the firm has large tangible assets, their liquidation value will be higher, and therefore will be more indebted. to reduce the risk of creditors in lending, companies provide assets as collateral, which contributes to the increase in debt of companies (proença, laureano, & laureano, 2014). however, the results shown for short-term debt are inconsistent in relation to the relationship of a tangible assets to leverage. the structure of the company's assets depends on the industry specifics of the company and this, as proved by the authors of the compromise theory, has a great impact on the capital structure of companies. activities and technologies determine the assets used in different industries. the results of empirical studies do not show unambiguous results, since some scientists like (nicos michaelas et al, 1999) and (di pietro, palacín-sánchez, & roldán, 2018) suggest a positive relationship, and researchers like (vieira, 2010) and (proença et al., 2014) received a negative relation between these factors. in connection with the above, we propose the following hypotheses regarding the asset tangibility and the debt ratio in small and medium-sized business: h2a: there is a negative relationship between debt ratio and asset tangibility. h2b: there is a positive relation between debt ratio and asset tangibility. the impact of a company's growth on its capital structure is debatable. following the postulates of the trade-off theory, the debt should be negatively correlated with the growth, since due to the growth of the company's activities increases the free cash flow. and the high potential costs of financial instability will help to reduce the debt load of more promising companies. nonetheless, in accordance with the pecking-order theory, fast-growing companies need to increase external financing, because internal (due to retained earnings) financing becomes insufficient. in addition, financing the growth of activities requires more funds and is unlikely to be covered by retained earnings. creditors, investors, and shareholders to assess the health of the firm use growth. previous growth studies are controversial. (ross, 1977) argues that the link between growth and debt will be positive, because the high growth of the firm will signal that the company is not going to default, and creditors recognizing this, will provide them with favorable credit conditions. (nicos michaelas et al, 1999) argue that growth will push firms into seeking external financing, as firms with high growth opportunities are more likely to exhaust internal funds and require additional international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova 80 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) capital. in addition, (stulz, 1990) argue that the reason for positive relationship between growth and debt is the problem of overinvestment and the recognition of company growth by lenders providing loans. on the other hand, (fama & french, 1998; hovakimian, 2004) suggest that the negative correlation between growth and debt ratio may be due to the company's desire to finance growth through retained earnings, which is the cause of the underfunding problem. this can be explained by the fact that as growth increases the accumulated retained earnings, therefore, the company needs less external resources to finance its activities, while the growth opportunities increase the cost. however, the assessment of smes (nicos michaelas et al, 1999) explains that growth rates and debt ratio may have a positive relationship, as smes are heavily dependent on short-term debt financing at the stage of their growth. there is no consensus in the literature on the relationship between growth and debt, however many researchers as (hall, hutchinson, & michaelas, 2000; nicos michaelas et al, 1999) have suggested a positive relationship between firm growth rate and debt ratio. thus, we propose the following hypotheses regarding firm growth opportunities and the debt level of the sme: h3a: growth rate is positively correlated with debt ratio. h3b: growth rate is negatively correlated with debt ratio. according to the trade-off theory, the size should have a significant impact on the debt ratio and have a positive relationship, since the scale of activity largely determines the ability to attract investment and access to capital markets. within the framework of the pecking-order theory, the correlation should be significant and be inverse to the debt ratio. this is because larger companies have the ability to accumulate a larger amount of retained earnings and, accordingly, their need for debt financing should be insignificant. many issues show that the capital structure of a company depends on the company size. however, there is no single opinion on this matter. most previous studies show significant positive results with the size of the firm and its leverage (di pietro и др., 2018; fama & french, 1998; hall et al., 2000; sogorb-mira, 2005). this may be because larger firms may have a higher credit rating than the smaller ones. and larger firms are likely to have higher levels of debt to maximize the tax benefits of debt (rajan & zingales, 1995). but there are studies where the authors as (rajan & zingales, 1995), (masnoon&anwar (2012), found a negative relationship between the firm size and its debt, as there is greater transparency about large firms that reduce the undervaluation of a new share issue and encourages firms to finance through their capital. testable hypotheses regarding firm size and firm debt ratio in small and medium-sized businesses: h4a: firm size is positively correlated with debt ratio. h4b: firm size is negatively correlated with debt ratio. assets liquidity show how much the company can actually pay off its debts. briley and myers (1988) argued that the relationship between liquidity and debt is negative. it is assumed that this factor has a significant impact on the estimated parameter. since in the case of significant liquid assets, enterprises do not need to attract borrowed capital, it can be assumed that the correlation between the studied parameters will be negative. (anuar & chin, 2016) argued that firms with high liquidity ratios might have a higher debt ratio due to their greater ability to meet short-term financing. in this regard the proposed hypothesis: h5: liquidity is negatively related to firm debt ratio. in recent years, the study of the relationship between the type of industry and its impact on the capital structure of the firm has received considerable attention. according to myers ' pecking-order theory, a company's debt ratio does not depend on the industry, since the firm determines it itself. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 81 issn 2580-0981 (online) issn 2580-0981 (online) (balakrishnan & fox, 1993) also argue that the structural characteristics of the industry are not as important as the firm-specific aspects of managing this risk and its consequences. but most empirical evidence of sectoral effects finds sme leverage varies across industries (hall et al., 2000; harris, 1991; jordan et al, 1998; nicos michaelas et al, 1999, degryse et al. 2012; salas-fumás 2014). they have identified a significant industry impact on a firm's debt, and attribute this to possible differences in risk and asset prices across industries. in connection with the above, we propose the following hypotheses regarding the industry in which firms operate and the debt ratio in small and medium-sized business: h6: the industry affiliation of smes is related to their financing pattern results and discussion from 2015 until 2018, a total number of 594 smes that satisfied the definitional and data requirements for the research were randomly selected in sixteen sectors of the kazakhstan economy. the study was conducted by collecting annual financial statements using the committee on statistics of kazakhstan database. all firms in the sample are non-financial private companies, with less than 250 employees. in 2015, the government approved the unified program of business support and development “business road map 2020”. “damu” fund has become a financial agent that implements and monitors financial support (subsidizing interest rates on loans to entrepreneurs, guaranteeing loans to entrepreneurs to banks) within the framework of a single program, which affected the growth of lending to smes (www.damu.kz, 2017). in 2016 the maximum number of loans was issued for the entire period of the fund's existence (fig.1). in this regard, we collected data from 2015 to the 2018 year. fig. 1 dynamics of issued loans by second-level banks source: (www.damu.kz/poleznaya-informatsiya/msb_reports) according to previous studies, we also took three types of dependent variables, namely short-term, long-term and total debt ratios. the long term debt ratio (ldr) measured by long term debt to total assets and short term debt ratio (sdr) measured by short term debt to total assets should be evaluated separately (sogorb-mira, 2005). we study long-term and short-term debt to determine the difference between factors affecting short-term debt and factors affecting long-term debt. we use firm-specific characteristics such as firm size, tangibility, profitability, growth, liquidity, and industry type as explanatory variables. these characteristics have been identified by previous studies, which are derived from different theoretical frameworks and can be determined by the capital structure international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova 82 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) of the firm (rajan and zingales, 1995, ramlall, 2009). in table 1, we give descriptive statistics of the data analyzed in this work. table 1. descriptive statistics construct variable mean minimum maximum standard deviation capital structure tdr (total debt/total assets) 0.39 0.00 8.48 0.59 stdr (short term debt/total assets) 0.13 0.00 11.65 0.49 ltdr (lomg 0.27 0.00 5.74 0.47 term debt/total assets) asset tangibility net fixed assets/ total assets .37 0.00 3.23 0.31 size logsize 5.443 0.00 7.81 0.75 growth (totalassetst– totoalassetst 1)/totalassetst-1 .25 -0.98 27.14 1.44 liquidity current assets /current 0.535 0.00 15.77 0.49 liabilities profitability ebitda/total -.18 -44.75 58.21 5.73 assets source: own elaboration. the general regression model of panel data is written as follows: 𝐷𝑒𝑏𝑡 𝑅𝑎𝑡𝑖𝑜𝑖𝑡 = 𝛽0 + 𝛽1𝑇𝑎𝑛𝑔𝑖𝑏𝑙𝑒 𝑎𝑠𝑠𝑒𝑡𝑠 + 𝛽2𝑆𝑖𝑧𝑒 + 𝛽3𝐺𝑟𝑜𝑤𝑡ℎ + 𝛽4𝑃𝑟𝑜𝑓𝑖𝑡𝑎𝑏𝑖𝑙𝑖𝑡𝑦 + 𝛽5𝐿𝑖𝑞𝑢𝑖𝑑𝑖𝑡𝑦 + 𝑎𝑖 + 𝜀𝑖𝑡 where debt ratio represents the leverage ratio for the firm “i”, (i= 1-564 and t=1; βx represent the coefficients for each independent variable; = αi is the peculiarity of the industry and εit represent the unknown intercept, that is the error term. to test hypotheses formulated above and the industrial effect to the capital structure of smes in kazakhstan, we use least-squares dummy variable(lsdv) regression analysis of the pooled cross-section international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 83 issn 2580-0981 (online) issn 2580-0981 (online) and time-series data. the lsdv model outlined in table 2 includes the five variables and a number of dummy variables, for all but the fifth industry (industry 5), that replace the intercept. our data is panel-based, which allows us to use variable interception models. they introduce firm type (industry) effects into regression equations that reduce or avoid bias of missing variables (nicos michaelas et al, 1999). to determine the extent to which explanatory variable affects the maturity structure of debt, we compute the ratio of the influence of each variable on short-term debt ratio and the influence of the variable on the long-term debt ratio. we define the industry of the company with a dummy variable. autocorrelation and heteroscedasticity are accounted for in the estimation procedure. table 2. the regression coefficients of the industry dummies variables tdr sdr ldr constant 0.646*** 0.295* 0.415** asset tangibility -0.047 -0.133** 0.112* size -0.088*** -0.039* -0.088*** growth -0.020* -0.008 -0.009 profitability -0.0001 0.000 -0.000*** liquidity -0.048 -0.0002 -0.057* administration and support services 0.280* 0.037 0.280* agriculture, forestry, fishing 0.278* 0.042 0.235* construction 0.094 0.221 0.0006 consulting 0.525*** 0.171 0.126 electricity and gas 0.114 0.100 0.007 hotels and restaurants 0.411** 0.031 0.350*** information and communications 0.237 0.193 0.128 manufacturing 0.211 0.083 0.138 mining and quarrying 0.194 0.064 0.186 other services 0.537** 0.080 0.614** professional activities 0.126 0.171*** 0.429*** real estate 0.440** 0.069 0.440** transport and communication 0.220 0.126 0.116* wholesale&retail 0.285* 0.161 0.137 n 1648 1648 1648 r-squared 0.0571 0.0204 0.1161 f-(p-value) 4.92 (0.000) 1.70(0.027) 10.69(0.000) note: asterisks denote level of significant *p<0.05; **p<0.01; ***p<0.001 source: own study the negative correlation between debt and profitability corresponds to myers' pecking order theory. this suggests that small and medium-sized firms prefer to use their retained earnings first rather than loans and borrowings are used only when additional financing is needed. in highly profitable firms will be more available funds, so they get less debt than firms with low profitability. as can be seen from table 1, there is a positive relationship between short-term debt and profitability, and a negative relationship for long-term debt for smes. this means that profitable firms prefer to fund their operating international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova 84 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) expenses with short-term loans, while less profitable firms prefer to borrow for the long term. this result can be obtained because the government program for the support of small enterprises actively finances startup companies that are unprofitable or have very low profits in the initial periods of their activities. (rajan & zingales, 1995) found that the relationship between profitability and leverage is negative and this result is consistent with (titman et al., 1988) who found that the financial performance of the firm is negatively influenced by the debt level. hypothesis 1 is accepted and it is mean that smes prefer internal resources to external ones as a mode of financing. the tangibility variable result showed a negative relationship between short-term debt and a positive relationship between long-term debt ratio. so concerning short-term debt, it corresponds to hypothesis 2a. and concerning long-term debt, it corresponds to hypothesis 2b. the same results were obtained by (chittenden, hall, & hutchinson, 1996; sogorb-mira, 2005; van der wijst & thurik, 1993). the negative relation between short-term debt and asset structure means that small companies without fixed assets are unable to obtain long-term loans due to lack of collateral and therefore need to make greater use of short-term financing. the result shows a negative and statistically insignificant relationship between growth and the debt ratio. hence, h3 is rejected. following the postulates of the pecking order theory of the capital structure, the growth of the company's activities increases the free cash flow, as well as the high potential costs of financial instability, will help to reduce the debt burden of more promising companies. thus, companies with relatively high growth rates tend to focus on accumulated profits and then short-term debt over long term debt to finance their growth. (fama & french, 1998; hovakimian, 2004) argue that as companies like to finance growth through retained earnings on debt, which is the cause of the problem of underinvestment. the size has a negative relation with capital structure and it corresponds to the h4bhypothesis. we reject the h4a. this result does not correspond to most of the empirical studies, and the relationship is significant. however, (rajan & zingales, 1995) give an alternative argument, that large firms have lower asymmetries between insiders in a firm and the capital markets. that is why large companies should be more capable of issuing informationally sensitive securities like equity and should have lower debt. the result can be a consequence of the state policy of small business support (www.damu.kz, 2017). in recent years, the state has been actively providing subsidies to small businesses, and small firms have a better chance of obtaining loans than the average enterprise. the result showed a negative relationship between liquidity and debt ratio. the h5 is accepted. liquidity reflects the ability of companies to sell their assets at a price close to the market and to cope with their short-term liabilities. according to pecking-order theory, companies with high liquidity use less debt and indicate that they finance their business with their own funds. (myers & majluf, 1984) argue that the firm can use the first domestic product funding for new investments or other projects before access to external resources financings. the firm will face no transaction costs and having a low debt ratio level it will be kept out of future distress costs and their impact on firm value. the owners of the firm may disagree to raise debt since they are the last ones who are paid if the firm goes into bankruptcy. another reason is information asymmetry, which states that managers prefer to keep the information inside the firm. the regression analysis found that industry factors play an important role, with some industries more likely to use leverage than others. industry dummy ratios are significantly different from zero at the 5% level of significant impact on the long-term debt capital, indicating that industry has a significant impact on the capital structure of small firms. the industry effect is more apparent in long-term debt, which is consistent with (bradley, jarrell, & kim, 1984), who report significant international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 no. 2 (2019), 77-87 capital structure choice in smes: evidence from kazakhstan samal kokeyeva, ainagul adambekova © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 85 issn 2580-0981 (online) issn 2580-0981 (online) differences and variations of corporate debt level among industries. it should be noted that while the industry effect has a greater impact on long-term debt ratios compared to short-term debt ratios across all industries, this is especially true in hotel and restaurant services and real estate industries. and it corresponds to hypothesis 6. conclusion in this article, we examine the factors influencing the decision on the company's capital structure of smes in kazakhstan. smes were randomly selected in sixteen sectors of the kazakhstan economy. the study was conducted by collecting annual financial statements. the article empirically investigates the consequences of the application of the theory of capital structure in the small business sector, presents data on the significance of the regression coefficients of various capital structure determinants across industries. the capital structure choices in smes can be determined by firm characteristics and industry factors. therefore, small businesses’ borrowing requirements can vary according to industry or firm type and firm life cycle stage. most of the results in this study consistent with the pecking order theory. the study also determined that the distinction between long-term and short-term debt when deciding on capital structure is important. since the variables of tangible assets and profitability have contradictory effects on the short-term and long-term debt of smes, it is required to implement separate capital structure theories for small business longand short-term debt. finally, the size has a negative relation to the capital structure, which does not correspond to most empirical studies. therefore, the future direction of research might consider investigating further the finding in size. it was found that the capital structure of smes depends on the industry. the results of this study indicate that any cross-sectional examination of the capital structure determinants at some point in time will cover only part of the whole picture. therefore, in order to better understand the policy of capital structure in smes, future research should investigate the determinants of capital structure in these firms over a longer period of time, taking into account not only the sectoral effect but also the geographical effect. references anuar, h., & chin, o. 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(1988). the determinants of capital structure choice—titman 1988 the journal of finance wiley online library. http://onlinelibrary.wiley.com/doi/10.1111/j.1540 6261.1988.tb02585.x/abstract van der wijst, n., & thurik, r. (1993). determinants of small firm debt ratios: an analysis of retail panel data. small business economics, 5(1), 55–65. https://doi.org/10.1007/bf01539318 vieira, e. s. (2010). a estrutura de capital das pme: evidência no mercado português. 17. www.damu.kz. (2017). history and key milestones. https://damu.kz/en/o-fonde/o-nas/osnovnye etapy-razvitiya-fonda.php microsoft word 791_atika budhi utami available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 165-180 corresponding author atika budhi utami, atika.budhiutami@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i2.791 research synergy foundation corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami1, widya hamdayani2, faris budiman annas3 1,2,3department of communication science, faculty of philosophy and civilization, universitas paramadina, indonesia abstract the covid-19 pandemic has affected the world, including indonesia, specifically the certainty of the company's economic sustainability. this requires each organization to execute strategic communication with its employees. henkel indonesia carried out a communication strategy during a crisis to provide certainty and eliminate uncertainty to its employees. this study aimed to discover how it implemented strategic communication crises. it also strengthens the concept of a situational crisis communication theory, which elaborates into a tactical, planned, measurable, and able-toevaluate crisis communication strategy. this research explored the crisis response strategies that the company applied in dealing with the pandemic. the methodology used in this research is qualitative. qualitative research consists of a set of interpretive and material practices that make the world visible. the method used in this research is a case study. the unit of analysis in this study is a group of the human resources department. the results of this study revealed that the company activated the crisis management team by executing extensive security, hygiene, and social distancing measures to protect employees from spreading the virus in the work area. it used diminishing strategies in the situational crisis communication theory and implemented excuse and justification communication techniques. the crisis communication strategy conducted by the company has a positive impact on its employees. the limitation of this study is that it focused solely on the crisis communication strategy from the company-employee perspective. this research did not reach external stakeholders. keywords: crisis communication; employee; pandemic; situational crisis this is an open access article under the cc-by-nc license. introduction the impact of covid-19 is damaging not only from a health perspective but also from an economic one. almost all sectors of the economy have been affected by the covid-19 pandemic crisis, from the government sector to the private sector. many phenomena of uncertainty to date experienced by the world community, including indonesia. uncertainty occurs in many things. for example, a worker who works in a red area will have worries that lead to uncertainty about the spread of this disease outbreak. even greater is the certainty of the company's economic sustainability. so, this requires every organization to communicate strategically to its employees to avoid panic. communication during a crisis is critical. miscommunication in times of crisis can lead to uncontrollable chaos. therefore, strategic communication is needed at this time. communication is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 166 │ issn 2580-0981 (online) considered the basis for organizing humans and providing rational thinking in understanding humans. according to harold laswell (effendy, 2001), communication is the process of delivering messages by communicators to communicants through media that cause certain effects, while strategy comes from english, "strategy," which means the science of war tactics or reason. the word strategy then develops into other fields that give rise to a broader meaning: a careful plan of an activity to achieve a target or goal. each company has its way of dealing with the covid-19 pandemic crisis. henkel indonesia, for example, has carried out a communication strategy during a crisis that aims to provide certainty and eliminate sense of uncertainties to its employees. providing this sense of certainty can be measured by the company's relatively stable performance during the current pandemic. these various strategic communication efforts are enacted throughout henkel in each country, one of which is henkel in indonesia. henkel indonesia administered a communication strategy during the covid-19 pandemic crisis which was approached by using the situational crisis communication theory (scct) to explain the public's reaction to a crisis and see the situational communication strategy imposed by henkel indonesia during the covid-19 pandemic crisis. scct consists of three core elements: (1) crisis situations, (2) crisis response strategies, and (3) systems for adjusting crisis situations and crisis response strategies. that is, a company must recognize a crisis first and then determine actions in responding to the crisis through communication using appropriate handling strategies (coombs, 2010). situational crisis communication (scct) is commonly used to explain public reactions to crises and reputations in a company, organization, or agency. for example, the condition or condition of henkel indonesia in dealing with the covid-19 pandemic, then the way the henkel indonesia company takes steps to minimize the spread of the covid-19 virus. also, how henkel looks at the response and expectations of employees by adjusting the situation and strategies carried out by the henkel indonesia company for its employees. dealing with the covid19 pandemic. research about a crisis communication strategy in facing a pandemic is rare, so we focused on how henkel indonesia implemented the strategy as an effective model to cope with such unexpected situations. through the background of the problem, we will limit the scope discussed in this study with several research questions as follows. 1. what is the situation of the crisis communication strategy carried out by henkel indonesia for employees facing the covid-19 pandemic? 2. what are the responses and actions to the crisis communication strategy carried out by henkel indonesia for employees facing the covid-19 pandemic? 3. how is the business fit of the crisis communication strategy undertaken by henkel indonesia in terms of employee expectations in dealing with the covid-19 pandemic? the objectives of this study are 1) to identify the situation of the crisis communication strategy. 2) to describe the responses and actions to the crisis communication strategy. 3) to analyze the business fit of the crisis communication strategy from the perspectives of employees of henkel indonesia. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 167 issn 2580-0981 (online) literature review 2.1 corporate communication according to paul a. argenti (2010:32) corporate communication (corporate communication) are several ways an organization or company can communicate with various groups of people. the purpose of several groups of people, namely, superiors and subordinates in a company, companies and communities, and companies with stakeholders (stakeholders). everything that is communicated requires specific strategies that have been designed by the company's special management team or corporate communications organization. corporate communication was also formulated by grunig&hunt (1984) as written in wasesa and macnamara (2010: 268) that corporate communication is a team that communicates in two directions. the aim is to persuade the audience to change attitudes and decisions to purchase goods or services, as well as to form relationships with the target audience within an organization or community and stakeholders (stakeholders or employees). 2.2 role and function of corporate communication according to seitel (2001) in damayanti (2004:17) corporate communication is a management function that is specifically tasked with building and maintaining two-way communication lines, understanding, acceptance, and cooperation between organizations and their publics covering all handling problems and issues, assisting management and be more responsive to public opinion. it also outlines and emphasizes the responsibility of management in serving the public interest of an organization. 2.3 definition of a crisis crisis as “the perception of unforeseen events that threaten the expectations of important stakeholders and can seriously impact organizational performance and produce negative outcomes” (coombs, 2010). crisis of any kind can befall an organization or company unexpectedly, quickly, or slowly, regardless of the size of the organization. in this condition, the organization's public needs an explanation of what is going on. the increasing need for information makes communication a very important aspect for an organization. the organization's inaction in communicating the policies taken can result in a decline in public support and the image of the organization. 2.4 types of a crisis cutlip in akhyar and pratiwi (2019) suggests the following types of crises. 1. immediate crisis this type of crisis is the type most feared by companies because the crisis that occurs appears suddenly and without any signals indicating that a crisis will arise. companies also do not have time to do research planning. this type of crisis comes due to natural disasters that occur (force majeure), such as earthquakes, fires, bomb attacks, or pandemics. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 168 │ issn 2580-0981 (online) 2. an emerging crisis this type of crisis still requires a public relations officer to first examine the crisis before the problem explodes and can cause damage to the company or organization. examples of this type of crisis are the occurrence of sexual harassment in the workplace, abuse in office, or other misconduct. 3. the crisis survives (sustained crisis) this type of crisis is a crisis that has long passed but still appears in the period of months or years even though the problem has been handled by the company. for example, rumors about companies that spread widely by word of mouth, then disseminated by mass media. such situation cannot be controlled by public relations practitioners. 2.5 steps of a crisis steven fink in putra (2012) divides the steps of a crisis as follows: 1. prodromal stage in the prodromal stage, as with any disease, the crisis has early symptoms as a sign of an impending crisis. the organization's management must be able to detect early signals of a crisis that could escalate, so that preventive action can be taken. organizations that are sensitive to their environment, their publics, and ongoing changes will be in a better position to be prepared when a crisis strikes. 2. acute stage (acute) the second stage is the acute crisis stage. failure to anticipate the symptoms that appear or the early signals at the prodromal stage can lead to catastrophic damage to the organization. the duration of the acute crisis depends on the ability of the management to overcome the crisis that occurs. it should be realized that a continued crisis will have a very large impact on organizational performance, reputation, products, and services offered, as well as the views of shareholders (investors). some organizations failed to handle the crisis and impacted on the closure of the organization or company. 3. clean-up stage (healing) the chronic crisis is the third stage. at this stage, the organization is still feeling the impact of the crisis and sometimes this impact can last longer than the crisis itself. often it also referred to as the healing period, analysis of the crisis that occurred and improvement. 4. post-crisis stage (after the crisis) the last stage is the crisis resolution stage or after the crisis. this is the final stage where the crisis is no longer a threat to the survival of the organization. the same should be the goal of an organization's crisis management. 2.6 situational communication crisis theory situational communication crisis theory (scct) was first put forward by w. timothy coombs in 1995 in his article entitled "choosing the right words: the development of guidelines international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 169 issn 2580-0981 (online) for the selection of the "appropriate" crisis response strategies". basically, crisis communication focuses on crisis situations or crisis responses, such as what organizations should say and do in times of crisis (coombs, 2010:20). recent developments in crisis communication theory have led to the emergence of situational crisis communication theory (scct) to conduct crisis communication research specifically. scct will make attributions about crisis responsibilities, and then those attributions will influence how stakeholders interact with organizations in crisis situations” (coombs, 2010: 39). this scct theory can be used to explain the public's reaction to a crisis and communication strategies during a crisis (crisis response). coombs argues that "scct consists of three core elements: (1) the crisis situation, (2) crisis response strategies, and (3) a system for matching the crisis situations and crisis response strategies" (khyn, 2008:23). it means that a company must recognize a crisis first and then determine actions in responding to the crisis through communication using appropriate handling strategies (coombs, 2006). situational crisis communication (scct) is commonly used to explain public reactions to crisis situations and reputations that occur in a company, organization, or agency. scct argues that communication affects people's perception of a crisis. this means that the words used, and the actions taken by crisis management can influence how people perceive the organization or the crisis (coombs, 2010). the focus of scct itself is how companies can anticipate crises and prevent reputational damage. (coombs and holladay 2002: 169) crisis response situations can be divided into three types: 1. victim cluster is a group of crisis situations that cause victims. this includes natural disasters that damage the organization such as earthquakes, pandemics, false information, and attacks on employees who are suddenly attacked on site, and external agents causing damage to the organization such as workplace violence and product destruction. 2. accident cluster (a group of crisis situations due to accidents), i.e., stakeholders who claim an organization operates in an inappropriate manner, technology or equipment failure causes industrial accidents and technology or equipment failure causes product recalls such as challenges, technical fault accidents, and breakdowns. product failure due to technical error. 3. preventable cluster (a group of preventable crisis situations) i.e., human error that causes industrial accidents, human error causes products to be recalled, stakeholders are deceived without legal injury, or regulations are violated by stakeholder management, injuries such as accidents due to human error, product damage due to human error, organizational error with no one injured, mismanagement organizational error with injury. according to coombs (2007: 170-171) scct divides crisis response strategies into three main strategies: deny (deny), diminish (reduce), and rebuild (build back) as well as one additional strategy, namely reinforcing (strengthening): 1. deny strategies are carried out by organizations that think that they are not facing a crisis, but there are rumors that the organization is facing a crisis or serious problem. in this strategy, the message can be in the form of attack the accuser by attacking people or groups who claim something is wrong; denial, where the organization denies that something is international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 170 │ issn 2580-0981 (online) wrong; scapegoat by blaming a person or group outside the organization for the crisis that occurred. 2. diminish strategies. the organization recognizes a crisis and tries to weaken the relationship between the organization and the current crisis. in diminish strategy, an organization can do two ways: excuse and justification. of the excuse, the organization tries to reduce the responsibility of the organization by ensuring that the organization does not intend to do negative things. of the justification, the organization can claim that the damage is not serious and argue that the crisis has been misinterpreted. however, the degree of resistance to a cause of crisis will largely depend on the type of crisis faced by an organization. 3. rebuild strategies. it is trying to change the public perception of the organization by apologizing and accepting the fact that there really is a crisis. three things that can be done are compensation, in the form of giving a few compensations to victims of the crisis and apology in which the organization asking for forgiveness or forgiveness from the public. 4. reinforcing or bolstering strategies (additional strategies). in this strategy, an organization seeks public support by using the following methods: reminder, by reminding the public of the positive things the organization has done; ingratiation, by saying good things or praising stakeholders and or reminding them of past good deeds by the organization; and victimize, by reminding stakeholders that the organization is also a victim of the crisis (coombs, 2007). furthermore, the situation and response strategies during the crisis will be matched by (matching process) to define the efforts made and get results that are in line with expectations. the measurable result in assessing the effectiveness of an appropriate crisis response is to use a system that equates the perceptions of employees or stakeholders with the expectations of the organization itself. 2.7. covid-19 pandemic a pneumonia outbreak was originally found in wuhan, china in late december 2019 when many people in the market there suffered breathing problems, fever, cold, and fatigue (wu et.al.:2020, 217). in the following month most of the cities in china reported similar cases and then the rest of whole world was nearly stopped moving due to the surprising increase of the transmissions. this later was declared by the world health organization (who) that the world was in a state of pandemic. according to the who, coronavirus disease or covid-19 is an infectious disease caused by sars-cov2 virus. the virus is contagious from an infected person to another normal one through mouth or nose liquid particles or droplets. most of the sufferers of the virus are experiencing mild and moderate illness and do not require hospital treatment. however, those who have comorbid diseases like coronary heart, cancer, diabetes, hypertension, serious respiratory disease, or other chronic disease are likely to have serious illness and require medical treatment because it can cause death. anyone at any age can be infected by this virus. there are several ways to prevent the disease based on who: 1) be informed about the disease. 2) stay at least 1 meter apart from another person. 3) wear a mask. 4) wash hands regularly. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 171 issn 2580-0981 (online) 5) get vaccinated. to those who get infected, it is advised that they do quarantine. who also suggests that people follow local guidelines to stay updated about the disease. indonesia government through the ministry of health along with who indonesia and municipal administrations have joint forces to minimize the number of infected victims and the virus from spreading. muhyiddin and nugroho (2021: 3) stated that indonesia is one of the many countries in the world which is struggling from the covid-19 and has implemented various policies without sacrificing the economy. the policy that was first announced was called pembatasan sosial berskala besar (psbb). this required all activities be stopped from operating because of the implementation of work, study, and worship from home. most of the businesses were relatively limited in its operations. the government then has changed the term into pemberlakuan pembatasan kegiatan masyarakat (ppkm) since 2021 which was basically similar in practice because most activities still require physical and social distancing. however, since most of indonesians have been vaccinated, the government has eased the regulations. although now the situation has slightly shifted into new normal, indonesians are suggested to keep using their masks. to date, who has not declared the world free from the virus. research method the methodology used in this research is qualitative methodology. qualitative research is a situated activity that places the observer in the world. qualitative research consists of a set of interpretive and material practices that make the world visible. these practices change the world, they turn the world into a series of representations, including field notes, interview conversations, photographs, recordings, and memos to oneself. at this level, qualitative research involves an interpretive and naturalistic approach to the world. this means that qualitative researchers study things in their natural setting, trying to understand or interpret phenomena in terms of the meanings that people bring to them (denzyme and lincoln, 2018). qualitative research is a research procedure that produces data and does not use calculations (moleong, 2017). the method used in this research is a case study. case study methodology is an examination of matters relating to case-based investigations. it can be concluded that this case study research method was carried out to answer the research question "how" the crisis communication strategy executed by henkel indonesia for employees in the face of the covid-19 pandemic. according to hamidi (2005: 75-76), the unit of data analysis is the unit to be studied in the form of individuals, groups, organizations, objects, or a background of events such as individual or group activities as research subjects. data analysis is used by setting the respondent's criteria, the researcher will automatically obtain what is the subject of his research. in this study, the research subject was the henkel indonesia company as the initial source to dig deeper information, along with the people involved in it as the object of the research to be analyzed. the unit of analysis in this study is a group of people in pt. henkel indonesia company in particular the human resources department division as key informants and informants. due to the pandemic, the interview session was conducted through a video conference one at a time with each informant. the interview was recorded and then transcribed. the transcript is then studied and analyzed. data analysis is the most important step in a study. the data that has been obtained will be analyzed at this stage so that conclusions can be drawn. according to miles and huberman in international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 172 │ issn 2580-0981 (online) (sugiyono, 2005: 91) "… qualitative data analysis activities are carried out interactively and take place continuously until complete, so that the data is saturated". data analysis activities are data reduction, data presentation, and conclusion drawing. findings and discussion 4.1 findings below is the table of crisis management team of henkel indonesia whose two members became our informants for this research. source: data managed by researchers (2021) figure 1. crisis management team henkel indonesia the situational crisis communication strategy carried out by the henkel indonesia company in dealing with the covid-19 pandemic crisis will be discussed using the situational crisis communication theory (scct) point of view in (coombs; 2007) and derived in several dimensions, as follows. situation is a temporary condition or situation that occurs in the henkel indonesia company in the face of the covid-19 pandemic. so, here are some statements from each of the informants explaining the situation or condition of the henkel indonesia company in dealing with the covid19 pandemic. 1. henkel as a company sees the covid-19 pandemic venih darmawan “during this pandemic, all business lines will be affected as well as henkel. however, currently henkel is trying to keep running its business to support our customers while keeping the health and safety of employees as the top priority. our strategy is more about how to survive and get through these difficult times together.” venih darmawan head of crisis management team (henkel indonesia) budiarto suryadi crisis management team mashuri crisis management team lia fany utamie corporate communication (henkel international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 173 issn 2580-0981 (online) the covid-19 pandemic situation has indeed had a very serious impact on companies and organizations and all lines of business, as well as henkel indonesia. however, the company is still trying to run its business by making every effort to support customers while keeping the health and safety of employees as its main priority. because after all the company can keep moving because of the support from employees. 2. impact on the company venih darmawan “in general, there must be an impact because the demand for orders has decreased for certain business lines.” lia fany utamie “if it has an impact on henkel, it must be there because it is impossible not to exist. maybe what can be seen is that from requests from customers what will be ordered, there must be a decline for certain business lines. so, if you ask if it has an impact or not, it will have an impact.” henkel indonesia experienced a decline in certain business lines. however, it continues to do well, through it together, and continues to run its business smoothly. 3. impact on employees venih darmawan “employees must learn to follow the health procedures implemented by the company. it was difficult at first but with time now it has become a habit for them. employees also must follow the new work arrangements set by the company.” lia fany utamie "surely for employees it would be difficult and not difficult, right? why do i say that because there must be adjustments that must be followed by employees such as for example working from home and they must follow the health procedures that have been set by the company where the company also refers to the health procedure regulations from the government and the world health organization (who). it must have been very difficult at first, yes, you used to go to the office often and internet access was easy, but the longer you come here, maybe the adjustments have been very good. even though they work from home, employees are reachable, they can be contacted.” henkel indonesia applies working from home (wfh) basis for its employees, meaning that workers continue to work from home, but do not come to work or office as usual but still have to follow the health protocols implemented by the company. it may be difficult at first, but over time it has become a habit for employees. in addition, henkel indonesia is still operating well and running smoothly with the same number of personnel, even though many companies have reduced and laid off their employees. the response strategy is a way for the henkel indonesia company to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 174 │ issn 2580-0981 (online) respond to its employees so that it causes a change in action. here are some statements from each informant based on several question points: 1. actions taken by henkel indonesia venih darmawan “in the beginning of the pandemic, management activated the crisis management team (cmt) to ensure business operations and the safety and health of our employees. every two weeks cmt provides information to employees about the company situation and the indonesian situation in general. each work unit has a covid officer unit whose function is to provide information about work procedures and health in the company.” lia fany utamie “at henkel, we have a crisis management team, so at the beginning of the pandemic the management really activated the crisis management team to ensure how the business operations were, employees were to keep running and ensure everything was safe, everything went well, and we also have something called covid 19 updates which aims to provide updated information about covid to employees, so employees remain aware of this unchanging situation and keep cautious. so, we continue to hold what is called covid 19 update and we also always provide information about the pandemic so that employees can maintain their health both at the office or in the company or in the factory area.” the initial step taken by henkel was to activate the crisis management team (cmt) and make new changes around the work environment for example, creating a strategy so that later if all employees had to return to work from the office, the company would continue to provide protection to its employees in the context of prevention and control. handling covid-19 is like preparing “return to office” to start the “new normal”. henkel indonesia’s crisis management team consists of several members in each location. each work unit has a covid officer whose function is to provide information about work procedures and health in the company. however, of all members, ms. venih darmawan is the head in charge of all sites in providing information and actions to be taken by the henkel indonesia company, such as preparing for a return to office. 2. how henkel indonesia maintains communication with employees venih darmawan “the company creates a communication flow for each work unit as a point of contact to ensure the flow of information to all employees is affordable. every two weeks we carry out covid-19 updates to inform the company’s situation and condition as well as information about the development of covid-19 in general.” lia fany utamie “so it’s the same as before, the question is, every two weeks we have a covid-19 update to inform the company’s situation and condition and inform the development of covid-19 updates in general from the value of the increase or decrease continuously regarding vaccines or whatever international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 175 issn 2580-0981 (online) and we make a path of communication for each existing work unit where there is a point of contact so it will make it easier for employees if there are or there are problems related to covid19”. in dealing with the crisis situation of the covid-19 pandemic, henkel indonesia tried to have a positive impact on employees in the form of some attention to communication and health, such as doing regular updates on covid-19 as below. covid-19 updates are carried out every two weeks and are attended by all henkel indonesia employees to provide relevant information regarding the situation and condition of the company as well as to inform the development of covid-19 updates in general from the increase or decrease in value and about vaccines etc. then, in terms of health, the company provided masks and corona kits regularly to all employees, so that employees could feel the efforts made by the company to continue to protect employees during the covid-19 pandemic. the company also prepares a shield up kit or protective equipment to provide safe protection to its employees in carrying out daily activities both inside and outside the work environment. 3. matching process this matching process is seen from the situation and response strategy carried out by henkel indonesia for its employees in the face of the covid-19 pandemic. here are some statements from each informant based on several question points. a. the image felt by employees venih darmawan “so far, the inputs from employees have been positive. they feel the company cares about their safety and health.” lia fany utamie "employees are happy with the support they get because they feel they are not left with the attention they get from the company; the employees are very happy and positive. the comments are very good. with the attention, it means that employees feel that the company is still supporting and caring for employees in this difficult time". the image felt by employees when viewed from the actions and efforts of crisis communication carried out by henkel indonesia is very supportive. employees feel that the company really cares about their health and safety at work. especially during this covid-19 pandemic, the company still remembers to hold important events and celebrations of national holidays with employees such as eid al-fitr, eid al-adha, breaking fast events, independence day on 17 august, women's day, father’s day, and henkel's anniversary every year. the message conveyed by henkel indonesia can be received by employees. venih darmawan "so far, yes, because employees continue to do their jobs well and get their rights to achieve the company's goals, which is to ensure that supplies for our customers are met". international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 176 │ issn 2580-0981 (online) lia fany utamie "to keep thinking positive because then it will create influence that will also be created positive. during this pandemic, the friction is definitely faster and that way employees can carry out their jobs well and for the achievement of company goals, so everything has a win-win solution." henkel indonesia's efforts in realizing this positive impact have received appreciation and supportive responses from employees. not only that, but employees also responded positively to things, such as by always complying with the health protocols that have been established by both the government and henkel indonesia, carrying out their work properly by regularly wearing masks, washing hands, and consuming the vitamins provided. b. relationship between expectations of employees and henkel venih darmawan "yes. with the efforts that have been made by henkel, henkel continues to operate as usual while prioritizing the health and safety of employees is maintained”. lia fany utamie "when it comes to expectations, i speak as employees, yes, we feel we have. because henkel is still running, operating well as usual. the health and safety of employees is still a top priority for henkel and always gives positive thinking to employees so that we can continue to get through this together”. based on the positive impact provided by henkel indonesia and the positive response from employees as described above, it appears that the relationship between employee expectations and henkel has been well fulfilled. 4.2 discussion data obtained from the informants were analyzed by reducing unnecessary points, presenting them with thoughts and analyses, then making the conclusion of it. communication is the most important part of the organization. to solve problems, an institution must establish strong two-way communication to their stakeholders. one of the indicators to successful management function is effective communication crisis (kadarova, et al 2015:1121). kadarova also stated that senior managers must be able to 1) be committed to communicating and be participative in public relations; 2) be attached with communication consultant; 3) integrate corporate strategic communication and public relations; 4) maintain twoway communication with internal and external public; 5) synchronize the theory and practice; 6) explain the goals and objectives of the corporate. henkel indonesia has met the criteria of effective communication crisis above. in the case of henkel indonesia, the institution has executed a communication strategy during a crisis that aims to provide certainty and eliminate a sense of uncertainty to its employees during the covid-19 pandemic. the covid-19 pandemic is included in the category of an immediate crisis because the event appeared suddenly and without any signals, indicating that a crisis will arise. this type of crisis is the type most feared by companies, companies do not have time to do planning or research. this type of crisis comes due to a natural disaster that occurs (force majeure). the covid-19 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 177 issn 2580-0981 (online) pandemic is included in the characteristics of an unexpected crisis as it can happen at any time. the stages which were adopted from the situational crisis communication as follow: at the beginning of the covid-19 pandemic, the first step taken by the henkel indonesia company was to activate the cmt (crisis management team) to ensure business operations continued and ensure the safety and health of employees became the main priority. cmt and corporate communication work together to carry out a crisis communication strategy to make changes such as making new regulations in the work environment and maintaining communication between employees. cmt implements the crisis communication strategy from henkel global into henkel indonesia, while corporate communication as the executor in providing all kinds of needs needed by the company to protect employees and prevent the spread of covid-19 in every location where employees do their work. in companies such as henkel indonesia which are engaged in b2b (business to business), human relation and corporate communication are part of a division and have interrelated relationships. human relations and corporate communication have a relationship from both functions, namely as public relations and human resources (hr). the function of public relations is more focused on the positive image of the company and its brand image and conveying messages to the public, while the hr function is more focused on the welfare and protection of employees. the situational crisis communication strategy carried out by henkel indonesia was derived using the scct theory (situational crisis communication theory) or crisis situational communication theory which was seen from three elements: (1) crisis situations; (2) crisis response strategies; and (3) systems for matching crisis situations and crisis response strategies. that is, a company must recognize a crisis first and then determine actions in responding to a crisis through communication by using appropriate coping strategies to explain the public's reaction to a crisis and communication strategies during a crisis. situation is a temporary condition or situation that occurs in the henkel indonesia company in the face of the covid-19 pandemic. for instance, the impact of henkel as a company, the impact on employees, the relationship between henkel as a company and its employees when entering a crisis, as well as employee expectations at the beginning of the covid-19 pandemic. the situation of the crisis communication strategy carried out by henkel indonesia to its employees in the face of the covid-19 pandemic is to keep making every effort to support customers while still prioritizing the health and safety of employees, which is its main priority. by implementing this communication relief, the company can move because of the support from employees. the impact felt by henkel indonesia as a company due to the covid-19 pandemic may experience a decline in certain business lines. however, henkel indonesia continues to do well, through it all together, and continues to run its business smoothly. in addition, the initial impact on employees may be difficult because there are many new regulations made by the henkel indonesia company by following the regulations enforced by the government. the new rule was the enactment of working from home (wfh). wfh is enforced by the government to minimize the spread of the covid-19 virus that people are asked to work, study, and worship from home. however, eventually it has become a habit for employees since they are now used to do their work from home, using their own work equipment. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas 178 │ issn 2580-0981 (online) henkel also provides it equipment such as monitors, printers, and scanners, if needed to support the arrangement of employees working from home. another change is related to workers who must be able to multitask and respond quickly. because as we know, with the implementation of wfh, employees are not only busy with their office work, but also with their homework. as a result, many employees take a long time to respond to emails and pick up the phone. however, the company still understands that adjusting to a new situation takes time. so far, the adaptation of working from home policy has been effective and efficient because the employees can still complete their work well and are reachable to be contacted. with the covid-19 pandemic crisis and the beginning of the implementation of wfh, the expectations of employees in general must be the same. they want to continue to get full support from the company, by getting a fixed salary, and no reduction. the employees thought that their relationship with the company would be different because of the covid-19 pandemic crisis, especially since many companies closed their businesses and terminated their employment. as a result, many employees were laid off. for henkel, on the contrary, the company is still very concerned even though it was going through the covid-19 pandemic crisis. this could be seen from the employees' expectations that have been fulfilled, they could continue to work as usual, with the same number of personnel, and still received their rights every month. the response strategy is a way for the henkel indonesia company to respond to its employees. the crisis communication strategy carried out by henkel indonesia to employees in the face of the covid-19 pandemic has led to changes in actions such as how henkel indonesia's crisis communication is, the way henkel indonesia maintains communication between employees and the organization, and the image that henkel indonesia wants to be seen by employees during this covid-19 pandemic. henkel indonesia's crisis response strategy includes diminishing strategies. the company acknowledges the existence of the covid-19 pandemic crisis and tries to weaken the relationship between the organization and the current crisis with excuses and justifications. on the excuse, the organization tries to reduce the responsibility of the organization by ensuring that the organization does not intend to do negative things such as not being open about information on employees who are affected by covid-19 symptoms, so as not to cause negative things to these employees and protect them from worrisome. there were a lot of misinformation about covid-19 in a form of hoax and false information. the employees as well as the public in general in this case retrieved information about covid from social media (saleh, 2021:481). their belief of information from social media can cause panic and generate distrust to company and government. public access social media as the source of information, however, most of the information is false. therefore, in providing them with true and updated information about covid-19, the crisis team created "covid19 update" every fortnight. this is one of the best practices of two-way communication stated by kadarova (2015) that effective communication is key to successful crisis communication. since the beginning of the pandemic, henkel's ceo (chief executive officer), karsten knobel said that protecting oneself, family and community is the most important thing to do. henkel is also committed to keeping the company's supply and operations from stalling. this supply of goods will maintain the continuity of the company's operations to henkel's customers who are engaged in various strategic industries, even henkel on its official website contributes to producing 50,000 liters of disinfectant as a form of donation for handling covid-19. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 165180 corporate crisis communication strategy of henkel indonesia in facing the covid-19 pandemic atika budhi utami, widya hamdayani, faris budiman annas │ 179 issn 2580-0981 (online) henkel as a company sees this in outline by trying to keep running the business to support customers while still prioritizing the health and safety of employees which is its main priority, henkel indonesia is committed to overcoming the unprecedented challenges of covid-19, so that the strategy pattern henkel indonesia's crisis communication to employees in the face of covid-19 is how henkel indonesia can survive in a situation like this because the covid-19 pandemic is a challenge not only for employees and companies but for all. therefore, henkel indonesia launched a solidarity program called “together against corona” which means “we are united in our fight against the covid-19 pandemic, trying to protect our employees and their jobs, serving our customers, and supporting the communities in which we operate”. this includes financial donations, product donations, disinfectant production, and continuous improvement and safety measures for employees. the strategy is more about how to survive together through these difficult times, one of which is henkel donating 12,000 euros or more than 200 million rupiah to support staff at the surabaya hospital who are homeless during the covid-19 pandemic situation. conclusion the covid-19 pandemic situation at henkel indonesia is included in the victim cluster crisis according to the scct theory due to the negative impact on the individual (employee) and organization. in the covid-19 pandemic situation, henkel indonesia uses diminishing strategies in the scct theory. furthermore, henkel indonesia uses excuse and justification communication techniques. the suitability of the situation and the response of henkel indonesia and its employees has been met. in terms of employee feedback to the company, the company's handling of the crisis is well-supported; thus, the company's performance is relatively stable. limitation & further research the study was limited to employees as internal stakeholders. also, the research used case studies. these may have created a single point of view. therefore, we suggest that further research be more in-depth in terms of including external stakeholders such as consumers and distributors as unit analysis. we also advise using another research method, such as phenomenology or survey method. references argenti, p. a. 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(2005). memahami penelitian kualitatif. cv. alfabeta: bandung. saleh, fahmi., gustiny, ditta sri., supradaka. “communication crisis in the new media era during the pandemic-19 in indonesia”. international journal of advance research. 09 (2021). 478483. wasesa, s. a., & macnamara, j. (2010). strategi public relations. jakarta: gramedia pustaka utama. wu, yi-chi., chen, ching-sung., chan yu-jiun. “the outbreak of covid-19: an overview”. journal of the chinese medical association. 83 (2020). 217-220. “corona virus disease (covid-19)”. www.who.int. accessed on 19 july 2022. microsoft word 790-article text-3858-1-15-20220208.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 229-241 corresponding author abdul.rahman@students.paramadina.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.790 research synergy foundation communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman1, jamiyatun2, rini sudarmanti3 1, 2, 3, universitas paramadina, indonesia abstract several media companies have violated labor rights against their workers under the pretext of efficiency due to the impact of the covid-19 pandemic. aggrieved media workers complained to the legal aid center for the press (lbh pers) for legal assistance. this study aims to determine the communication strategy used by the legal aid center for the press in advocating the issue of violations of media workers' rights during the covid-19 pandemic. this study uses a qualitative method with a case study approach. data collection was carried out by in-depth interviews and collecting documents related to cases of media worker rights violations during the covid-19 pandemic. the result of this research is that the legal aid center for the press has actively implemented a communication strategy through press releases, press conferences, and public discussions. keywords: advocacy, covid-19 pandemic, media workers, legal aid center, media issue, worker right this is an open access article under the cc-by-nc license. introduction the covid-19 pandemic has an impact on the economy (kemenkeu.go.id, 2020). economic figures slumped by -5.32% in the second quarter of 2020 (kompas.com, 2020). the economic downturn had an impact on the employment sector. many business owners suffer losses because their business income decreases. as a result, business owners do not hesitate to lay off their employees or terminate their employment (phk). the central statistics agency (bps) noted that 11.63% of companies in indonesia reduced their workforce from july-september 2020 (databoks.katadata.co.id, 2020). as of july 2020, 1,132,117 workers have been laid off, and 383,645 workers have been terminated from their employment (databoks.katadata.co.id, 2021). the media industry is also one of the industrial sectors affected by the covid-19 pandemic. the perceived impact included a decrease in revenue due to falling advertising sales as media company clients evaluated their advertising spending activities after the covid-19 pandemic occurred (liputan6.com, 2021). kristen hare, a reporter from the journalism institute poynter pointed out that more than 200 newsrooms and media groups have been affected by the covid-19 pandemic in the us. for example, atlantic media laid off 68 employees (17% of the total staff) in may 2020 (theconversation.com, 2020). some media companies use the excuse of efficiency in order to cut employee salaries, remove incentives, or lay off their employees. this excuse actually violates the labor rights of media workers. media workers should be entitled to fair treatment and decent income from the company (labor law, 2003). however, due to the covid-19 pandemic, the company made a unilateral decision without starting with good communication with its employees. whereas good communication between the company and its employees based on labor regulations can create a harmonious relationship between the two (tulende, gultom, & budianto, 2021: 11). media workers who are dissatisfied and feel that the company they work for has violated their labor rights then file a complaint with the legal aid center for the press. legal aid center for the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 230 press focuses on providing legal assistance and advocacy to media workers based on the complaints they receive regarding labor rights violations (lbhpers.org, 2021). there were as many as 150 complaints received by the legal aid center for the press from media workers until december 2020 (annual report legal aid center for the press, 2020). various problems that were complained of include unilateral layoffs, wage cuts/wage delays, workers being laid off, transfers/demotions, unpaid wages, early retirement, holiday allowances (thr) in installments, unclear contracts, and violations of health rights. legal aid center for the press opened a complaint center together with the alliance of independent journalists (aji) for media workers. both of them provided legal assistance and advocacy to the complainants. the mentoring and advocacy process is carried out by the legal aid center for the press by involving the role of the media. legal aid center for the press routinely distributes press releases regarding the employment cases of media workers they are working with, conducts press conferences, and conducts public discussions with journalists. the media activities carried out by the legal aid center for the press have made various employment cases against media workers appear in the mass media and can be freely accessed by the public. one of the cases that attracted public attention was the unilateral dismissal of the kumparan media against its journalist, nurul nur azizah. nurul was dismissed by kumparan on july 27, 2020, citing the company's efficiency due to the covid-19 pandemic. nurul complained to the legal aid center for the press in order to get legal assistance and succeeded in canceling the unilateral layoff that nurul experienced because the reason for the covid-19 pandemic in kumparan was not proven. the mass media were also busy reporting on nurul's case. the existence of news in the mass media supports the advocacy communication activities of the legal aid center for the press, both to the public and to the media workers themselves who experience or have the potential to experience problems related to employment like nurul’s. previous research by silviana, nurliah, & hairunnisa (2020: 253) concerning the covid-19 pandemic, which has an impact on the welfare of journalists, professionalism, and press freedom, has required aji to conduct advocacy. this advocacy encourages media companies to issue new policies related to news coverage during a pandemic. aji also asked media companies not to reduce the welfare of media workers through wage cuts or layoffs. in addition, aji also invites the government to work together to provide important information that can be used as news material by journalists during a pandemic. in another study in the united states, finneman & thomas (2021: 13) regarding salary cuts and layoffs of journalists due to pandemics did not reduce the responsibility of the media to present appropriate information to the public. advocacy through the media can attract public attention so that journalists' positions can survive during the covid-19 pandemic. the explanation above encourages researchers to participate in an in-depth analysis of the advocacy carried out by institutions that assist media workers related to labor issues that befell them during the covid-19 pandemic. the review of advocacy activities also includes the communication strategy implemented by the institution and its partner media. therefore, the purpose of this study is to find out the communication strategy used by the legal aid center for the press in advocating the issue of violations of media workers' rights during the covid-19 pandemic. theoretical study communication frank dance (in griffin, 2012: 6) says that communication is a relational process that involves the creation of messages and the interpretation of messages so as to elicit responses. mcewin & santow (in mcleod, 2018: 3) say that communication is a human right. this right was first announced at the united nations in 1948. communication can be conveyed through law, art, mathematics, conversation, and social media. everyone must uphold the right to communication so that everyone can interact with others to promote equality, justice, and dignity. in the universal declaration of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 231 human rights of the united nations 1948, it is stated that equality, justice, and dignity place everyone in the position of being able to get an education, get married, have a religion, and work. howie (in mcleod, 2018: 6) also adds that communication applies to anyone who is a citizen or non-citizen so that they can have freedom of opinion and expression. in the international journal of speech-language pathology, it has also been discussed that communication as a human right looks at (1) communication is a right for everyone, (2) communication is a right for people with disabilities, (3) communication is a right for every child, and (4) communication is a right related to language. from these four perspectives, it can be concluded that communication is a part of every living person. in the yogyakarta principles on the application of international human rights law in relation to sexual orientation and gender identity 2006, it is stated that everyone has the right to enjoy their rights in the form of equality and non-discrimination, fair trial, working principles, social security, and health standards that tall. these principles can serve as a guide in terms of discrimination and losses that may be experienced by media workers because their communication rights are shackled by one of them, the threat of layoffs in the workplace. communication strategy in atnan (2015: 343), it is stated that the term strategy was originally known in the military world. strategy comes from the greek word stratos which means army. for this reason, strategy is intended as art that includes the mind so that existing resources can achieve the desired goals optimally (cangara in atnan, 2015: 344). departing from this understanding, the communication strategy can be interpreted as a series of guidelines in planning the communication process so that the communication goals that have been set can be achieved. liliweri (in nathalia, 2017: 4) says that communication strategies include strategies that represent communication goals in the form of a good formulation. the formulation is arranged in the form of concrete stages of communication activities, which include implementation, support, and integration. rogers (in atnan, 2015: 344) expressed his opinion that a communication strategy is a design designed to change human behavior through ideas. middleton (in atnan, 2015: 344) adds that communication strategy is a combination of communication elements in the form of communicators, messages, channels, communicants, and effects that are deliberately designed to achieve communication goals. the theory of communication strategy becomes the basis for examining the communication design applied by the legal aid center for the press in its advocacy activities. advocacy opatimasang, fakih, & rahardjo (in atnan, 2015: 340) say that advocacy is an activity that is often carried out in the legal realm with the aim of defending, promoting, creating, and changing changes). socorro reyes (in nathalia, 2017: 3) gives his opinion that advocacy is a strategic effort to create public policies that are beneficial to the community. schiavo (in zainal s, 2018: 3) explains that there is the term public advocacy is defined as a communication strategy to influence public opinion and attitudes in order to influence policymakers or decision-makers and promote changes, norms, policies, and resource allocation. mckee et al. 2004, and notoatmodjo 2007 (in zainal s, 2018: 3) add that advocacy has a goal to increase resources, gain political commitment, gain policy support, and develop programs. from this definition, it can be simply concluded that advocacy is an approach taken by a person or group of people to influence others related to the success of a program. therefore, the targets of advocacy activities are leaders who have a stake in making decisions within an organization. notoatmodjo (in zainal s, 2018: 4) argues that advocacy has a complex scope which includes political lobbying activities, persuasive activities, and activities to encourage and even provide international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 232 encouragement to leaders in an institution. this opinion is reinforced by a description of the advocacy objectives, which are as follows. (1) political commitment, which explains that advocacy aims to provide understanding to the government regarding problems that occur in the community so that they provide support to resolve these problems. (2) policy support, namely advocacy aimed at obtaining policy support from policymakers as enshrined in laws, government regulations, or decrees from institutions related to problems that occur in society. (3) social acceptance, where advocacy aims to make programs acceptable to the community through socialization activities. (4) system support, namely, where advocacy aims to obtain system support or work implementation procedures from a program. advocacy activities are carried out continuously and adaptively with media intermediaries. schiavo 2014 (in zainal s, 2018: 7) explains that the use of media in advocacy activities can involve mass media or new media, which is then called media advocacy. media advocacy can create community and media involvement in the success of programs. in practice, media advocacy is a form of public communication intervention carried out by certain aid agencies on the media used. hadi & agusta (2015: 1) explain that one way for ngos to get the government's attention is by raising issues through media advocacy. media advocacy voices ideology to approach policymakers or the public, stimulate debate and create a picture that is in accordance with the issues to be voiced. some of the media effects formed from this advocacy activity are agenda-setting, framing, and gatekeeping. for example, in media advocacy, ngos are framing an issue. framing is packaged in a press release with the hope that it can be published in the mass media. scheufele & tewksbury, 2007; kim & mccombs, 2004; scheufele & shanahan, 2002; kosicki, 1993 (in fayoyin, 2014: 51) explains that there is a link between the media agenda and the public agenda in the agenda-setting where the media determines what is considered important by the community. the explanation is put forward on the basis that the mass media have the ability to shape public debates and keep issues on the public agenda. through agenda setting, mass media do not always succeed in telling readers what they should think, but mass media can succeed in telling what readers want to think. these conditions encourage the emergence of partiality from the supporters of certain issues. dearing & rogers (in fayoyin, 2014: 52) states that in agenda-setting, there is competition between supporters of certain issues to get the attention of the media, the public, and policymakers. regarding the issues in the agenda-setting, there is a cycle of issues that need to be considered so that the issues raised in the media can successfully achieve the public interest. downs (in fayoyin, 2014: 52) states that the issue cycle includes pre-problem, euphoria, and post-problem stages. by considering the cycle of issues, the media can filter the right issues, direct the public's enthusiasm for policy choices, and help to construct reality. sabatier & weible, 2007; zahariadis, 2007; hudson & lowe, 2004; kingdon, 1995 (in fayoyin, 2014: 52) also states that the media needs to link public attention to the issues raised with the policy system, political process, and advocacy power. in terms of framing, scheufele & tewksbury 2007; weaver, 2007 (in fayoyin, 2014: 52) states that issues are constructed for the public through presentation patterns and special types of symbols used in the media. these statements become the basis for how the media portray issues rather than choosing which issues to report. the portrayal of issues by the media influences the actions of the audience. castell, 2009; weaver, 2007 (in fayoyin, 2014: 52) also gives his opinion that framing is central to influencing media discourse and public processes. this is like what aid agencies that support development do; they interact with the media to reach the public through a series of advocacy activities they carry out. the next explanation of media effects is related to gatekeeping. shoemarket et al. (in fayoyin, 2014: 52) explain that gatekeeping is a form of a series of actions taken by journalists to select, write, edit, position, schedule, and repeat information into news. this series of actions is a form of work from an institution or organization that processes news. coleman et al. (in fayoyin, 2014: 52) also make it international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 233 clear that those who carry out the gatekeeping function or the so-called gatekeepers are all parties in the news organization who are involved in the editorial process, such as writers, correspondents, editors, and others. news organizations need advocates to influence these sections. therefore, williams et al. (in fayoyin, 2014: 53) said that every media effect, including gatekeeping, is very important to shaping the media advocacy practice of aid agencies. advocacy activities may encounter obstacles in the form of resistance or even conflict. however, there are several principles that can be applied in carrying out advocacy activities so that they run smoothly, as explained by suharto (in atnan, 2015: 343) as follows. (1) realistic; advocacy focuses on priority issues and is specific, clear, and measurable. (2) systematic; advocacy is carried out with a series of steps in the form of choosing strategic issues, building public opinion based on facts, designing goals and tactics, influencing policymakers, and monitoring and evaluating the programs that have been carried out. (3) tactical; advocacy is done by building a coalition with certain parties who have the same mission-based on mutual trust. (4) strategic; advocacy is done by mapping the strengths of oneself and the strengths of the opposition in order to win the public through changing their behavior as expected. (5) courageous; advocacy is carried out to make pragmatic changes gradually and unhurriedly without fear of the presence of the opponent. this explanation of advocacy theory becomes the basis for examining media advocacy activities carried out by the legal aid center for the press on the issue of violations of media workers' rights. in simple terms, the advocacy process can be illustrated by the following chart from dubois and miley, 2005. figure 1 advocacy process source: dubois and miley, 2005 (in atnan, 2015: 342) employment law elaborating on the legal basis for employment is important because this research deals with labor issues that afflict media workers in indonesia. employment law itself has been regulated in the law of the republic of indonesia number 13 of 2003 concerning employment, which was later referred to as the labor law. tulende, gultom, & budianto (2021: 11) reveal that the labor law is a tool for the government to protect two parties, namely employers and workers, in order to create a harmonious relationship between the two. tulende et al. added that the relationship between employers and workers might not be harmonious. this disharmony can have an impact on the emergence of disputes between employers and workers. in the law of the republic of indonesia number 2 of 2004 concerning settlement of industrial relations disputes or pphi, it is stated that the types of disputes include disputes over rights, disputes over interests, disputes over the termination of employment, and disputes between labor unions. the labor law contains an explanation of industrial relations. industrial relations are a system of relations created between persons in the process of producing goods or services in which there are business owners, workers, and the government who work in accordance with the values of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 234 pancasila and the 1945 constitution. furthermore, the labor law regulates the functions of business owners, workers, and government as follows. (1) business owners have the function of creating partnerships, developing businesses, expanding job opportunities, and providing welfare for workers. (2) workers have the function of carrying out work, maintaining order, channeling aspirations, and developing skills. (3) the government has the function of setting policies, providing services, supervising, and taking action against violations of laws and regulations. abdul khakim (in tulende, gultom, & budianto, 2021: 11) explains that the implementation of industrial relations follows the following important principles. (1) the principle of benefit explains that all activities are intended for the welfare of the people. (2) the principle of joint effort and kinship, namely the efforts of all people with mutual cooperation, is to achieve the ideals of the nation. (3) the principle of democracy, namely where the resolution of the nation's problems can be made through deliberation. (4) the principle of justice and equality, namely where the results of development must be enjoyed fairly and equitably. (5) the principle of life and balance, namely the existence of a balance in the interests of the world and the hereafter. (6) the principle of legal awareness, namely that every citizen is obliged to obey and enforce the law. (7) the principle of self-confidence, namely where development is carried out on the basis of self-confidence and ability, is based on the personality of the nation. in order to organize a harmonious relationship between employers and workers, employers need to make company regulations. company regulations contain working conditions that workers must comply with. the labor law explains that companies make written regulations which include the rights and obligations of workers, working conditions, company code of ethics, and the validity period of the regulations. in addition to company regulations, the manpower law also regulates employment agreements. an employment agreement is an agreement between a worker and an entrepreneur that contains the terms of employment, as well as the rights and obligations of the parties. with the employment agreement, workers and employers are bound by an employment relationship. the employment relationship will end after there is a layoff or resignation. thalib, herman, winarsi, kurniawan, & aliansa (2020: 744) explained that the matter of termination of work had been regulated in the labor law where there is termination due to law, termination by workers (resigning), termination by employers, and termination due to court decisions. the explanation is as follows. (1) termination by law occurs because the term of the work agreement between the entrepreneur and the worker has ended, such as the worker has died, the term of the work agreement has ended, there is a court decision, or there are certain events as stipulated in company regulations or work agreements. (2) termination by workers occurs because the worker terminates the employment relationship with the approval of the employer. the worker performs termination of work with his own free will, termination of work agreement, or resignation due to absence from work for at least 5 (five) consecutive working days and has been summoned by the employer. (3) termination by employers occurs because of mistakes made by workers or because of company conditions that forcibly require layoffs. (4) termination due to court decisions occurs if there are important reasons that require employers and workers to request a district court to terminate their employment relationship. this kind of termination is based on the condition of the company going bankrupt, the worker not meeting the requirements to work, or the termination of the work agreement. layoffs during the covid-19 pandemic are allowed based on presidential regulation number 12 of 2020 but must follow the principles of justice. for entrepreneurs, layoffs can be made if (1) the company closes due to losses for two years or due to other force majeure conditions; (2) the company's losses must be proven by financial statements for the last two years that have been audited by a public accountant; or (3) the company performs efficiency. for workers, layoffs must be accompanied by rights paid by the company, such as severance pay and/or other rights that must be international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 235 accepted by workers. this explanation becomes an advocacy guide for the legal aid center for the press if there are disputes that arise between employers and media workers due to layoffs. public relations soemirat & ardianto (in nathalia, 2017: 3) explains that public relations are an individual or group effort to do their best through various actions to gain public trust. these best actions are not limited to submitting statements but also involve developing strategies to prepare these statements and the ways in which they are delivered (cutlip, center, & broom in nathalia, 2017: 3). harlow (in stromback, & kiousis, 2011: 3) explains that public relations are a special management function that helps build and maintain lines of communication, bridge, accept, and carry out mutual cooperation between organizations and their publics; it involves managing the problem or issue; assisting management to stay informed and responsive to public opinion; define and emphasize management's responsibility to serve the public interest; helps management keep abreast of and effectively utilize change, serves as an early warning system to help anticipate trends; and uses research and sound and ethical communication as its main tools. from this definition, it can be concluded that public relations can be interpreted as a person who has the function to establish good relations with the public so that he can maintain good relations with the public. the form of implementing this function is to communicate information to the public properly so that it can be well received by the public. the function of public relations practice is advocacy activities (edgett in rahmi, hafiar, & bakti, 2019: 119). advocacy activities in public relations are conveying some information, developing strategies so that relations with the public can be built, providing support to minorities, and preparing publicity related to an issue (moya & bravo in rahmi, hafiar, & bakti, 2019: 119). these advocacy activities have an impact on society. mitrook, parish, and seltzer (in rahmi, hafiar, & bakti, 2019: 120) say that with advocacy activities, conflicts that occur between an organization and its public can be resolved. not only that, issues that develop in public can also be handled properly through advocacy activities. there are basic things in the implementation of advocacy activities in public relations. edgett (in rahmi, hafiar, & bakti, 2019: 120) states that persuasive communication actions are fundamental to advocacy activities in public relations. persuasive communication aims to influence people's beliefs, attitudes, and behavior so that they can follow the expectations of the communicator (putri in rahmi, hafiar, & bakti, 2019: 119). methodology this study uses a qualitative descriptive method. cresswell (2016: 4) explains that qualitative research will explore and unveil the meaning obtained from a number of individuals or groups originating from social problems. qualitative research includes efforts to ask questions and procedures, collect specific data from participants, analyze data inductively from specific themes to general themes, and interpret the meaning of the data. the approach used in this research is a case study. daymon & holloway (in wulandari, 2017: 41) say that case studies are an intensive form of research that uses evidence from various sources that are bound by space and time. case studies have the aim of expanding the repertoire of knowledge of communication events that occur and their context. this study examines cases of violations of media workers' rights during the covid-19 pandemic that require advocacy from the legal aid center for the press using its communication strategy with its partner media. sources of data used in this study include primary data from informants or resource persons from the legal aid center for the press, namely the director of legal aid center for the press and a staff member. the secondary data collected from press releases of legal aid center for the press related to cases of violations of media workers' rights during the covid-19 pandemic, articles in media news related to cases of violations of media workers' rights during the covid-19 pandemic, and annual international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 236 report from legal aid center for the press in 2020. these data are obtained with the following steps. (1) in-depth interview with research informant director of legal aid center for the press ade wahyudin online on 23 june 2021 to dig up information related to issues of violations of media workers' rights handled by legal aid center for the press during the covid-19 pandemic through advocacy and communication strategies implemented legal aid center for the press with its media partners and one of the legal aid center for the press staff to find out more about the implementation of the communication strategy. (2) documentation studies through the collection of documents in the form of press releases from legal aid center for the press, media news articles, and annual reports from legal aid center for the press. researchers process the data that has been obtained with the following steps. (1) the data is selected for the purposes of writing. to be more focused and systematic, the selection process is carried out by classifying the data that has been collected according to the type of problem and the scale of the problem; adjusting and comparing the data generated from the interview process, and the study of documentation; and draw conclusions from all the data that has been obtained. (2) reading the entire data by building meanings on the information obtained and reflecting on it. (3) applying a narrative approach in conveying the results of the analysis. (4) making interpretations by comparing the results of the study with information derived from theory. findings as of december 2020, legal aid center for the press and aji has received many complaints, with the majority of complaints related to unilateral layoffs. figure 2 chart of labor rights violations in 2020 source: annual report the legal aid center for press 2020 of the total complaint, 59% came from permanent workers with 3-6 years of service. legal aid center for the press followed up by consulting the complainants. after the consultation period, legal aid center for the press provides assistance through two methods, including ghost lawyer or indirect assistance and direct assistance from legal aid center for the press advocates. indirect assistance is a defense method by which lawyers provide direction in the form of consultations, case theory, and behind-the-scenes filings. meanwhile, direct assistance is a defense method by means of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 237 legal aid center for the press advocates directly accompanying the complainant for bipartite, tripartite, to court proceedings. of the number of complaints received during 2020, there were only 4 complaints that were assisted directly and 9 complaints that were assisted indirectly by the legal aid center for the press. 46% of complaints went to the legal process, and the remaining 56% did not go to the legal process. the number of complaint cases that do not proceed to legal proceedings is because the complainant is not ready to provide information on the progress of the case, is constrained when the case reaches the court, has difficulty dividing time between daily life and the case to be faced, or accepts the company's actions. from the description above, the advocacy process by the legal aid center for the press to media workers who experience labor rights violations is considered not easy. in addition to the time required for the advocacy process, the attitude and experience of the complainants towards the legal process is also the reason why there is a large range between the number of complaints received and the number of complaints handled by the legal aid center for the press. for this reason, the legal aid center for the press cannot do its own work. legal aid center for the press requires collaboration with the media so that the advocacy process can run better. this is in line with the opinion of schiavo, 2014 (in zainal s, 2018: 7) that advocacy activities can be carried out continuously and adaptively with media intermediaries, which is then called media advocacy. working with the media is a reality that the legal aid center for the press cannot avoid. in croatia, ngos are actually greatly helped by the presence of the media, which can bring their issues into the public sphere. it's just that the collaboration between the two takes place adaptively because there are ideological differences between ngos and the media (vozab, 2012: 86). the relationship between the legal aid center for the press and the media has ups and downs depending on the case at hand. if in a criminal case where media workers experience violence, the media company and legal aid center for the press will work together. however, if the case is a violation of the rights of media workers by a media company, the relationship will be negative. because, in this case, legal aid center for the press will side with media workers whose rights have been violated by the company where they work. media workers are always in a weak position, so they need to be defended by the legal aid center for the press. media companies are in a stronger position because they have the ability to hire lawyers. in general, the covid-19 pandemic has indeed harmed the media industry. therefore, legal aid center for the press distinguishes between media strategies during the pandemic and before the pandemic. before the pandemic, legal aid center for the press was more confrontational with media companies. if there are complaints or violations of the rights of media workers, the legal aid center for the press will immediately hold a press conference. however, during the covid-19 pandemic, legal aid center for the press prioritized persuasive measures. during the pandemic, legal aid center for the press always pushes to resolve problems internally before entering into legal proceedings, especially if the complainant has not given full power to the legal aid center for the press so that the legal aid center for the press cannot intervene because it is still counted as an internal matter. legal aid center for the press divides its advocacy activities into two, namely closed advocacy and open advocacy. the distribution is based on the good faith of the media company. oetzel & tingtoomey, (2006: 409) reveal that dialogue allows us to find new points of view, to reframe our differences, and to find common ground. if the media company opens the door to dialogue, then what is used is closed advocacy, or in other words, it does not involve the media, and there is no publication in the mass media. hellegren (2012: 30) reveals that discussions and negotiations are used to resolve disagreements in order to find a middle ground for both parties. however, if the media company is arrogant and feels right, the legal aid center for the press will publish in the mass media. there are three ways, namely by distributing press releases, holding press conferences, and conducting public discussions by inviting journalists. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 238 if referring to the theory that communication strategy is a series of guidelines in planning the communication process so that the communication goals that have been set can be achieved, then the steps taken by the legal aid center for the press are classified as communication strategies even though they are still in a simple form. disseminating press releases, holding press conferences, and conducting public discussions are forms of strategy where the main goal is to get publicity on the issues they are advocating for. middleton (in atnan, 2015: 344) states that communication strategy is a combination of communication elements in the form of communicators, messages, channels, communicants, and effects that are deliberately designed to achieve communication goals. in this case, legal aid center for the press acts as a communicator; the message is the issue of violations of labor rights during the covid-19 pandemic; the channel is the mass media, and the communicant is the public, especially media companies and regulators and the effect is public attention and pressure from the public on issues that are currently ongoing they are fighting for. publication impact publications in the media have had a major impact on the advocacy steps taken by the legal aid center for the press. according to ade, the issue of labor rights violations broadcast in the mass media will be a force for pressure from the public to entrepreneurs or media companies. usually, legal aid center for the press cooperates with aji in terms of publications where aji carries out nonlitigation or campaign duties and the legal aid center for the press carries out litigation duties. aside from certain public pressure, publication in the mass media can also trigger pressure within the media company itself. one example is when the legal aid center for the press handled a case of labor rights violations committed by a foreign media company. initially, the company tended not to care. however, after the legal aid center for the press held a press conference and the issue appeared in the media, the information reached the investors of the media company, and finally, the investors pressured their company to immediately resolve the problems that occurred. in addition, media companies also have concerns if they are published in the mass media as a party that violates workers' rights. because the media is an industry that needs to protect and defend human rights, if they are deemed to have violated these rights, then it will set a bad precedent for them and damage the credibility of the media itself. apart from putting pressure on companies, the publication of the issue of labor violations in the media is also a means of education for media workers. with this news, other workers will be aware of their rights and trigger a sense of solidarity. because so far, there are still many media workers who surrender when their rights are violated because they do not know what to do and do not have a sense of solidarity. the steps taken by the legal aid center for the press are a form of public communication intervention where the media effects formed from this advocacy activity are agenda-setting, framing, and gatekeeping. through media activities carried out by the legal aid center for the press, legal aid center for the press tries to set agendas so that the issue of labor violations gets attention from the public and encourages the emergence of partiality from the supporters of the issue. in addition, according to hadi & agusta (2015: 1), a civil society organization can perform framing towards an issue through a published press release. this is also done by the legal aid center for the press by regularly sending press releases to the media in the hope that the press releases will be published by the media. the possibility of publishing legal aid center for the press press releases by the media is greater because of aji's involvement in which aji members are media journalists, most of whom have special attention to the issue of the welfare of media workers, which is also one of aji's main missions. however, in carrying out publications, the legal aid center for the press also faces obstacles. especially when dealing with large media companies that have strong networks among fellow media companies. one of them is the difficulty of press releases issued by the legal aid center for the press international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 229-241 communication strategy of legal aid center for press advocating in violation rights media issue abdul rahman, jamiyatun, rini sudarmanti 239 to be broadcast because of the sense of solidarity among media companies. this can be classified as the media gatekeeping effect as explained by coleman et al. (in fayoyin, 2014: 52) that the parties which carry out the gatekeeping function or later called the gatekeepers, are all parties in the news organization who are involved in the editorial process, such as writers, correspondents, editors, and others. in this case, the party who performs the gatekeeping function is also a journalist, but they are under pressure from the media owner so that the press release sent by the legal aid center for the press is not published. toogood (2014: 51) reminds us that transparency is a must. companies that are not public will usually be labeled as bad companies. on that basis, although legal aid center for the press often encounters obstacles in the publication process, legal aid center for the press still has the impetus to invite media companies to be transparent about their cases with their employees who have been reported to legal aid center for the press. lemish & caringer (2012: 196) also reminded us that social media could be an alternative publication channel that reaches many parties without worrying about intervention. in practice, advocacy carried out by the legal aid center for the press requires efforts with a time allocation that is not short. the legal aid center for the press needs to take case by case seriously so that media workers who experience labor rights violations can get proper legal assistance. legal aid center for the press provides assistance in stages to media workers until each of their cases is legally resolved. this time allocation has not made all cases of labor rights violations by media workers revealed to the public. for researchers, this is a limitation so that observations can only be made on cases that have been resolved by the legal aid center for the press. conclusion the communication strategy carried out by the legal aid center for the press on the issue of violations of media workers' rights is quite simple and tends to be conventional, namely using press releases, press conferences, and public discussions. however, this strategy is quite effective in supporting the advocacy and litigation steps that have been carried out so far. this evidence was confirmed by the encouragement of the media to resolve cases of their workers after the issue was published in the media. media workers also become educated and aware of their rights through publications carried out by the legal aid center for the press. the researcher recommends that further research can be carried out considering that there are still cases of violations of the rights of media workers that have not been resolved because of the long time allocation required by the legal aid center for the press. refrences atnan, n. 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(2018). implementasi advokasi, komunikasi, mobilitas sosial dalam program pembangunan bidang kesehatan (sebuah tinjauan teoritis). jurnal perspektif komunikasi, 1(3). microsoft word 23 ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 182-192 corresponding author lermabuenvinida@lspu.edu.phl doi: https://doi.org/10.31098/ijmesh.v4i2.782 research synergy foundation integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez1, marcial m. bandoy2, lerma p. buenvinida3 1, 2, 3 laguna state polytechnic university, philippines abstract the purpose of this paper is to determine the gad-aligned programs, projects, and activities' gender-related mandated functions and integration. to obtain the necessary information on individuals in higher education institutions based on specific traits and standards and clearly define the institution's long-term direction based on the institution's aims and objectives. gender and development focus on gender mainstreaming, which is a technique that incorporates both gender concerns and practices into the strategy, execution, supervision, and evaluation of guidelines, processes, plans, and activities at all levels, ensuring that both genders benefit equally. the study used a descriptive methodology to measure the extent to which genderrelated activities integrated into mainstreaming mandatory functions and perceptions on gad-aligned ppas. there is no significant link between mandated outcome based on hei-moderated (luc or suc) instruction, research, extension, and resource management and perceived level of integration on the gender-related functions of gender and development programs, activities, and projects, and gad-aligned ppas in mainstreaming. the mainstream gad-aligned ppas at the university do not predict the integration of gadrelated functions. the suc/luc category did not affect the relationship between the gad-aligned ppas and the level of integration when it approached the identified indicators. keywords: mainstreaming, integration, mandated functions, related functions, gender and development this is an open access article under the cc-by-nc license. introduction gender and development (gad) is a development strategy that acknowledges women's and men's unequal status and circumstances in society. the execution of republic act 7192, popularly known as women in nation building, was only “moderately known” among educational leaders. insufficient training/seminars, a lack of financial assistance, a lack of priority for gad programs, institutional collaboration on gad-related activities, and implementation that is not sustainable were all recognized as concerns with gad implementation by all heis. (albaladejo, 2016). the main concern was gender as a social relationship; the realm of symbolic analysis the social construction of gender identity, according to carol miller, shahra razavi (1995): from wid to gad: conceptual shifts in the women and development discourse, unrisd occasional paper no. 1, united nations research institute for social development (unrisd), this sociological background has tended to inform the gender methods that used women and development advocates and scholars in this article. they intended to establish the concrete materiality of gender subordination as the form adopted by a wide range of institutions policy and practices that involve the household, market, state, and community. women and development (wad) is a gender-based development concept that emerged in the 1970s regarding southern academics and activists' women in development. wad's main complaint was that women-specific measures did not get hold of the circumstances of women in developing countries, even though there is no visible difference between the two methods. according to their complaint (rathgeber 1989), while women have always existed in development processes, they have always been included in an exploitative manner that perpetuates global imbalances. in the 1980s, gender and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida 183| development became a prominent alternative tactic (gad). it focused on the social construction of gender and how it influences the duties and obligations that men and women envision accomplishing. the progress on women was not "tacked on"; it was a holistic strategy. this strategy questioned and aimed to realign existing social, political, and economic structures and institutions, viewed women as a heterogeneous group rather than a homogeneous one, and settle down on government engagement. in this setting, women were supposed to obtain evaluation as active change-makers (rathgeber, 1989). one of the most prime projects to arise from this school of thought was gender mainstreaming. gender mainstreaming was formally attended by countries participating in an international forum when they signed the beijing platform for action (bpfa) at the world conference for women in 1995 and the general assembly's economic and social council (ecosoc) conference in 1997. ecosoc provides the most widely used definition as "a strategic approach to making women and men's concerns and experiences an integral dimension in policy design, implementation, monitoring and program evaluation in all political, economic and societal fields..." with "last g" in many conflicting definitions of "gender mainstreaming" ("ecosoc session of 1997" 1997). the relationship between patriarchy and capitalism is more significant to wad than the relationship between women and development. most of the thinking about wad remains undocumented despite the ongoing and pressing nature of development work in which many wad theorists engage. this theory attempts to assess women's issues through the lenses of neo-marxism and dependency theory. gender stereotypes and their influence on women in the global south have been highlighted in development programs over the years. however, to reduce poverty and poor socioeconomic status, we are seeing a shift in how women are incorporated into development efforts. (1) the welfare approach; (2) women in development (wid); (3) women and development (wad); (4) gender and development (gad); (5) the effectiveness approach (ea); and (6) mainstream gender equality are the six theoretical approaches (mge). martinez wants to know what the effects and utility of each of the six development theories entail. the mainstreaming gender equality (mge) approach, also known as gender mainstreaming, is the most contemporary development method intended only on women. gender mainstreaming guarantees that all gender concerns in society, politics, and programs are being addressed and forecasted. it all began in beijing, china, in 1995 during the 4th united nations conference on women. 189 state leaders agreed at the meeting that women and men be included in every development effort if a nation's economic growth and development are to succeed and progress. various aid organizations, such as cida, have abandoned the wid technique due to a poor perception among supporters that it was too feminist, increasing male animosity of such initiatives. as a result, organizations like cida must now include men and women in their annual development reports when providing education, health care, and employment for both sexes. finally, all six theoretical methods are discussed: 1) it's vital to remember that no method can be completely neutral in terms of how it affects men's and women's power dynamics. 2) furthermore, gender inequality is inextricably tied to the power struggle that prevents women from being recognized as important actors and negotiators in development processes. 3) finally, the requirement for genuine fieldwork must be included in development theories. when putting diverse development theories into practice, individuals' collective demands must be taken into account. as a result, gender mainstreaming in higher education is crucial not just for individual development but also for national development in the higher education provides a critical hub for facilitating the skills, information, and expertise required for economic and social progress. higher education institutions play an important role in the globalized information economy, professional education, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida | 184 national wealth development, and scientific and technological innovation. heis are also a powerful conduit for promoting the essential value of family and preserving women's position as cultural and historical transmitters in the philippines. gad introduced a new way of thinking on how women and men are socially constructed and how "those constructions are powerfully reinforced by the social behaviors that both define and define them." the gendered division of labor and gender as a power relationship within institutions are the primary concerns of gad. as a result, two key frameworks are utilized in this strategy: "gender roles" and "social relations analysis." 'gender roles' investigates the social construction of identities in the home, as well as the resource availability expectations that come with 'maleness and femaleness.' "social relations analysis" proves the social dimensions of hierarchical power relations ingrained in social institutions, as well as their deciding influence on "the relative position of men and women in society." this relative status affects women. the gender and development (gad) center was established as a result of republic act 7192 (an act to promote the integration of women as full and equal partners of men in development and nation building, and for other purposes), as well as the memorandum circulars of the national commission on the role of filipino women (ncrfw), the national economic development authority (neda), and the department of budget and management (dbm). higher education institutions serve as a support structure for the efficient and effective mainstreaming of gender plans, programs, and activities in the areas of instruction, research, extension, and production in the institute and the local community for the advancement of ra 7192 and ched memorandum order no. 1 series of 2015 “establishing the policies and guidelines of gender and development” (heis). the magna carta of women (mcw), also known as republic act no. 9710, was enacted in september 2009 and is a local translation of the cedaw's provisions, particularly those defining gender discrimination, state obligation, substantive equality, and temporary special measures. it implements the spirit of the cedaw with the bpfa comprises the major statutory guidelines that all responsible agencies are supposed to follow (pcw). the mcw implementing rules and regulations (irr) is a set of rules that govern how the mcw operates. the commission on higher education (ched) which was approved in march 2010 and the organization is responsible for overseeing higher education (1) develop and promote gender-sensitive curricula; (2) develop gender-fair instructional materials; (3) ensure that educational institutions implement a capacity-building program on gender, peace, and human rights education for their officials, faculty, and non-teaching staff and personnel; and (4) promote partnerships between and among education sector players: (5) encourage the advertising industry and other similar institutions to provide free use space and installation of displays for schools, colleges, and universities for campaigns to end discrimination and violence against women; and (6) encourage the advertising industry and other similar institutions to provide free use space and installation of displays for school, colleges, and universities for campaigns to end discrimination and violence against women, and (7) ensuring that educational institutions provide scholarship programs for underprivileged women and girls by implementing minimum standards for the higher education institutions programs (mcw irr, section 16 of rule iv). the purpose of these guidelines is to foster and institutionalize gender equality, responsiveness, and sensitivity in all aspects of philippine higher education. the guidelines of commission on higher education includes central and regional officers, as well as all private and public higher education institutions, will be subject. in terms of scope, the guidelines include enabling mechanisms that ched and heis must establish, such as the gfps gad focal point system, as well as the integration of gender equality principles in higher education's three core functions: (1) curriculum development, (2) genderresponsive research programs, and (3) gender-responsive extension programs. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida 185| objectives of the study the purpose of this study is to determine the perceived level of mainstreaming and integration of the gender and development approach in higher education institutions in laguna of gad-aligned ppas in mainstreaming mandated functions and the perceived level of integration of gender-related functions to clearly define its long-term direction in the strategic development plan and integrate people's efforts towards a co-equal society. materials and methods the study used a descriptive research methodology, which entails collecting, evaluating, and integrating quantitative data. through analysis of data measuring the mainstreaming mandated functions and perception of the respondent's gad-aligned ppas on the extent level of integration in the gender-related functions in gender and development of higher education institutions, the research design helped gather quantifiable information that can be used for statistical reference in the respondents. the researcher also used a descriptive method of research in conducting the study to determine the needed information. the respondents are composed of higher education institutions in laguna. simple random sampling is a probability sampling technique in which the researcher creates a sample involving individuals that represent all members of the population has a chance of being included in the sample. researchers choose these individuals according to specific traits or qualities. to obtain the necessary information for the study, the researcher utilized a survey questionnaire that went through a validation process to test the reliability of the study. before conducting this study, the researcher prepared a request letter and personally acquired permission from the university president to smoothly gather the much-needed data and information to enable to send a google form due to the pandemic and to answer the survey questionnaire by their faculty. the researcher assured that all information gathered will be used strictly for research purposes and kept confidential. the data gathered from a group of higher education institutions were organized, categorized, tallied, and presented in tables, and appropriate statistical tools were applied. frequency, percentage distribution, and mean to present the details about the respondents' profile and means and standard deviation for their response. pearson correlation will be used to examine the significant relationship among variables through multiple linear regression analysis. process macro to reveal the significant relationship between perceived level of integration on gender-related functions and gender and development programs, activities and projects, and gad-aligned ppas in mainstreaming mandated functions based on instruction, research, extension, and management of resources as moderated by hei (luc or suc). the quantitative data will be analyzed using percentages and frequencies in describing the profile of the respondents as to age, sex, civil status, years in service, highest educational attainment, academic rank, and designation, while the mean, the standard deviation will be applied in determining the level of mainstreaming mandated functions and perceived level of integration on gender-related functions in higher education institutions in laguna. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida | 186 results and discussion this chapter presents the analysis and interpretation of the data obtained in the study. table 1. demographic profile of the respondents table 1 shows that the majority of the respondents were female faculty with 53.64 percent with the frequency of 81, most of the respondents belonged to the age range of 27.15 percent with the frequency of 41, in terms of civil status is 47.68 percent with the frequency of 72 were married, majority of the respondents in terms of years in service is 58.9 percent with the frequency of 83 were 11-15 years, in terms of educational attainment most of the respondents were unit earners (ms/ma) is 31.13 percent with the frequency of 47, and among of the respondents in terms of academic rank were 44.31 percent with the frequency of 67 were instructor 1. frequency percent sex female 81 53.64 male 70 46.36 age range 21 30 yrs. old 33 21.85 31 40 yrs. old 41 27.15 41 50 yrs. old 32 21.19 51 60 yrs. old 35 23.18 61 and above 10 6.62 civil status single 65 43.05 married 72 47.68 separated 9 5.96 solo parent 1 0.66 years in service widow/widower 4 2.65 11 15 years 89 58.9 16 20 years 8 5.3 21 30 years 8 5.3 31 above 46 30.5 educational attainment unit earner (ms/ma) 47 31.13 master's graduate 46 30.46 unit earner (phd/ed.d) 35 23.18 doctoral graduate 23 15.23 academic rank professor 5 1 0.66 professor 3 1 0.66 professor 2 1 0.66 assoc. professor 5 6 3.97 assoc. professor 4 2 1.32 assoc. professor 3 1 0.66 assoc. professor 2 8 5.30 assoc. professor 1 2 1.32 asst. professor 4 3 1.99 asst. professor 3 4 2.65 asst. professor 2 8 5.30 asst. professor 1 9 5.96 instructor 3 21 13.91 instructor 2 17 11.26 instructor 1 67 44.37 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida 187| gender equality became the mantra for the suitable and just way of understanding, appreciating, and promoting the roles and rights of women before the so-called male-dominated society that tends to discriminate and isolate women as weaker sex (stotsky, 2016; united nations (un), 2014; branisa et al., 2013). the result of distribution somehow can be attributed to several ched mandates aiming to enhance the quality of higher education in all its mandated functions. the ched memorandum order number 46 s 2012 indicated all strict requirements to attain the required quality. implied with the provisions of the memorandum are the stringent rules in the recruitment and selection of new higher education faculty which unlike in the previous rules, anyone desiring to be employed as an instructor should be fully satisfied with all the initial requirements before an appointment for a regular plantilla be finally issued. this implies that more faculty are married, and the least is solo parents because they have more time for work and taking care of the family. galvin alaan galeon revealed in his study on correlates of the health statuses of the faculty of mid-life that the university's faculty midlives are primarily married (82.07 percent). only 16.04 percent are single, with 1.89 percent of those being widows or widowers. there is not a single one of them who is divorced or has a damaged marriage. years of service are commonly used to track an employee's job experience in their field. it refers to the process of determining entitlement, entrusting, and benefit amounts for employee participants in taxqualified pension plans by measuring service. to qualify for benefits, it is frequently required that years of service be completed without interruption. in a study on correlates of the health statuses of the faculty of mid-life, galvin alaan galeon stated that the faculty midlives of this research served the institution for 4 to 37 years. the research participants' year of service is 18.23 years on average, with a standard deviation of 8.27, indicating that their years of teaching are widely spread. professors' qualifications, experiences, abilities, and competencies have a substantial impact on educational quality. the commission on higher education (ched) requires that teachers at higher education levels have at least a master's degree in the fields of specialization in that they teach to assess the faculty's crucial role in influencing educational outcomes. the faculty development program (fdp) is a vital issue in manifesting the foundation for a substantial great educational system. according to ched memorandum no. 03 series of 2016, contributes to the quality of education in heis by providing scholarships to students who do not have a master's or doctoral degree, if their current degree is not aligned with their specialization, or if they want to pursue a second degree in an emerging discipline that contributes to regional and national development. to design and prescribe the rules and regulations for implementing the revised compensation and position classification plan for faculty positions in sucs, heis, and teis using the revised common criteria for faculty position evaluation. national budget circular no. 461 dated june 1, 1998, the national compensation circular (ncc) no. 69 compensation and position classification plan for faculty positions has been revised and upgraded. furthermore, civil service commission memorandum circular no. 17, series of 2013, implements the provisions of the csc-ched moa to harmonize existing csc and ched policies on the qualification standards (qs) for faculty positions/ranks in state universities and colleges and local universities and colleges. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida | 188 table 2. summary of mean perceptions of higher education institutions' mandated functions indicative statement mean sd interpretation instructions 3.94 0.65 observed research 3.58 0.74 observed extension 3.89 0.68 observed management of resources 3.73 0.73 observed overall mean 3.79 0.63 observed legend: 1.0-1.49: not observed; 1.5-2.49: slightly observed; 2.5-3.49: moderately observed; 3.5-4.49: observed; 4.5-.5.0: highly observed table 2 presents the results in mainstreaming mandated functions, instructions received the highest mean score of 3.94, extension received the second-highest mean score of 3.89, management of resources received the third-highest mean score of 3.73, and research received the lowest mean score of 3.58. the overall mean score for mainstreaming mandated functions is 3.79, which interpretation is perceived to be observed. the gender and development (gad) center mainstreamed under republic act 7192 (an act promoting the integration of women as full and equal partners of men in development and nation building and for other purposes), as well as the memorandum circular from the national commission on the role of filipino women (ncrfw) with the national economic development authority (neda) and the department of budget and management. for the advancement of ra 7192 and ched memorandum order no. 1 series of 2015, higher education institutions serve as the support organization for the efficient and effective mainstreaming of gender plans, programs, and activities into the areas of instruction, research, extension, and production in the institute and the local community. table 3. summary of higher education institutions' mean level of integration in gad-related functions indicative statement mean sd interpretation consistency of the output with the vgmo 3.76 0.69 integrated impact/contribution to accreditation body/iso/ched/pcw 3.72 0.71 integrated positive contribution to the main stakeholders 3.45 0.77 moderately integrated relevance to the gender and development policies 3.66 0.69 integrated relevance of gad initiatives programs, projects, and activities 3.83 0.66 integrated overall mean 3.68 0.64 integrated legend: 1.0-1.49: not integrated; 1.5-2.49: slightly integrated; 2.5-3.49: moderately integrated; 3.5-4.49: integrated; 4.5-.5.0: highly integrated table 3 presents the results in perceived level of integration of gad related functions were relevance of gad initiatives programs, projects, and activities obtained the highest mean score of 3.83, which was interpreted as integrated, consistency of the output with the vgmo obtained a mean score of 3.76, which explained as integrated. impact/contribution to accreditation body/iso/ched/pcw received a mean score of 3.72, with an integrated interpretation. relevance to gender and development policies obtained a mean score of 3.66, implying that the analysis was integrated. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida 189| gender and development (gad) is a development strategy that acknowledges the unequal status and predicament of men and women in society. faculty members were only moderately aware which managers of educational institutions "very aware," republic act 7192, also known as women in nation building, has been applied. all higher education institutions have stated that gad implementation has been purposeful for them as insufficient training/seminars, a lack of financial assistance and priority for gad programs have a limited institutional collaboration on gad-related activities, and their execution is unsustainable (albaladejo, 2016). table 4. significant relationship between mandated functions and integration level functions perceived level of integration interpretation instruction .727** high positive correlation research .728** high positive correlation extension .818** high positive correlation management of resources .872 ** high positive correlation mainstreaming mandated functions (overall) .869** high positive correlation **. correlation is significant at the 0.01 level (2-tailed). .90 to 1.00 (-.90 to -1.00) very high positive (negative) correlation .70 to .89 (-.70 to -.89) high positive (negative) correlation .50 to .69 (-.50 to -.69) moderate positive (negative) correlation .30 to .49 (-.30 to -.49) low positive (negative) correlation .00 to .29 (.00 to -.29) negligible positive (negative) correlation table 4 shows that pearson correlation was used to examine the relationship between gad-aligned ppas in mainstreaming mandated functions and perceived level of integration of gender-related functions. results indicated that there was a “high positive correlation” between gad-aligned ppas in mainstreaming mandated functions such as instruction r (149) =.727, p-value˂.01, research r(149)=.728, p-value˂.01, extension r(149)=.818, p-value˂.01, management resources r(149)=872, pvalue˂,01, and overall mainstreaming mandated functions r(149)=.869, p-value˂.01. this implies that as the mainstreaming mandated functions increase, there is also an increase in the perceived level of integration of gad related functions. a gad plan, or gender mainstreaming plan, is a strategy for achieving gender equality. it lays out the framework for agencies, local governments, and community-based organizations (goccs) to deal with gender issues that affect them and their clients, as well as their specific commitments. the department of budget and management (dbm), the national economic and development authority (neda), and the national commission on the role of filipino women (ncrfc; now known as the philippine commission on women or pcw) is directed to provide budgetary support to gad to aid in the implementation of gad budget policy. the dbm-ched joint circular no. 1 series of 2016 governs the sucs levels in the march towards outcomes, asean standards alignment, and typology-based quality assurance alignment. under the auspices of the philippine association of state universities and colleges (pasuc), the department of budget and management (dbm) and the commission on higher education (ched) developed the amended fy 2016 suc leveling instrument. it aims to classify institutions distinct from level i to level v, which level v is the best regards to institutional performance as measured by four (4) primary international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida | 190 outcomes: instructional quality and relevance, research capability output, community services, and resource management. table 5. gender-related functions and gender and development programs, activities, and projects in mainstreaming mandated functions: a summary model model coefficient b se t sig. 1 constant 0.85 0.13 6.35 <.01 management of resources 0.76 0.04 21.73 <.01 2 constant 0.51 0.14 3.66 <.01 management of resources 0.53 0.05 9.73 <.01 extension 0.31 0.06 5.30 <.01 1 f (1,149) = 472.237 p<.000 r2=.76 2 f (2,148) = 292.940 p<.000 r2=.798 table 5 shows, a multiple linear regression was calculated to predict the perceived level of integration on gender-related functions and gender and development programs, activities and projects, and gadaligned ppas in mainstreaming mandated functions based on instruction, research, extension, and management of resources. for model 1, a significant regression equation for model 1 was found [f(1,149)=472.237, p-value<.01], with r2 of 0.76. participants predicted perceived level of integration on gender-related functions and gender and development programs, activities and projects is equal to 0.85 + 0.13 (management of resources). for model 2, a significant regression equation for model 2 was found [f(2,148)=292.94, p-value<.01], with r2 of 0.798. participants predicted perceived level of integration on gender-related functions and gender and development programs, activities and projects is equal to 0.51 + 0.53 (management of resources) + 0.31 (extension), where both the management of resources and the extension are coded between 1 and 5. the object of measurement increased 0.51 units of perceived level of integration of gender-related functions and gender and development programs, activities and projects for each 0.53 management of resources units and 0.31 extension unit. for every million increases of pesos allocated for the gender and development programs, projects, and activities, there is almost approximately an average of 53 percent translate into a manner by which gad ppas integrated to maximize efficiency. every effort plan and approved by the board of regent and launched by the extension community services to the community have an approximately 31 percent probability of gender and development is embracing and appreciate that contributes to the development of an institution. these established the framework for the performance of programs, activities, and projects (paps) that respect, safeguard, and realize women's rights in the sociocultural, economic, and political realms. gad dilemma must be in performance commitment contracts, yearly budget proposals, and work and financial plans, according to executive order (eo) no. 273 (approving and adopting the philippine plan for gender-responsive development [ppgd 1995-2025]). the perceived level of integration on gender-related functions as well as gender and development programs, activities, and projects was predicted by gad-aligned ppas in mainstreaming obligatory functions such as resource management and extension. table 6. moderated correlation between sucs and lucs as a result dependent moderat or independent r p-value instruction 0.0113 0.0581 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida 191| perceived level of integration on genderrelated functions and gender and development programs, activities and projects hei (luc or suc) research 0.0101 0.0713 extension 0.0001 0.8544 management of resources 0.0019 0.2733 table 6 shows, process macro was employed to test if there exists a significant relationship between perceived level of integration on gender-related functions and gender and development programs, activities and projects and gad-aligned ppas in mainstreaming mandated functions based on instruction, research, extension, and management of resources as moderated by hei (luc or suc). it revealed that none among the gad-aligned ppas in mainstreaming mandated functions based on instruction (r=.0113, p-value>.05), research (r=.0101, p-value>.05), extension (r=.001, p-value>.05), and management of resources (r=.0019, p-value>.05) shown significance. the gad plan and budget must be included in the agencies' daily operations and account for at least 5% of their annual budgets. gad-related activities, as well as those that help poverty reduction, economic development, especially for marginalized women, protection, promotion, and the fulfillment of women's human rights, and gender-responsive governance, are considered sufficient compliance with the criteria. all agencies must follow existing national procedures for mainstreaming a gender perspective in agency and local plans to adapt to more sustainable performance-based planning and budgeting. on the board resolution no. 1, s. 2010, the philippine commission on women (pcw), formerly known as the national commission on the role of filipino women (ncrfw), authorized and adopted the republic act no. 9710, also known as the women's magna carta, implementing rules and regulations (mcw).to promote and achieve women's human rights and eliminate gender discrimination in systems, structures, policies, programs, processes, and procedures; gender mainstreaming should be promoted as a policy in sucs, goccs, and lgus are agencies, offices, bureaucracies, and instrumentalities of the government at least 5% of total agency or local government budget appropriations must be spent on gad projects and programs. the agency gad budget includes resources to promote gender perspectives in regular/flagship programs and projects and, in addition, a counterpart fund to support oda-funded gender-responsive projects. conclusion and recommendation based on the findings indicated, there was a "high positive correlation" between gad-aligned ppas in mainstreaming mandated functions such as instruction, research, extension, management resources, and overall mainstreaming mandated functions. the object of measurement increased of perceived level of integration of gender-related functions and gender and development programs, activities and projects for each management of resources units and extension unit. it also revealed that none among the gad-aligned ppas in mainstreaming mandated functions based on instruction, research, extension, and management of resources showed significance. it is suggested that based on the findings, the higher education institutions (heis) shall need to include the implementation of standard requirements in the recruitment of the faculty that they earn units in the postgraduate degree that develop strong identities and character as professionals as governing by access to quality professional development and standard of quality education. the school administrators, faculty members, and employees shall highly observe to coordinate with all the units/person concern in the formulation and implementation in gender mainstreaming of gad in their policies, people, programs, projects, activities (ppas), and enabling mechanisms as entry points to make the agencies gender-responsive in instruction, research, extension, and management of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 182-192 integration of gender and development approach on institutional programs, activities, and projects of higher education institution: an input to strategic development plan mary ann s. hernandez; marcial m. bandoy; lerma p. buenvinida | 192 resources. at least five percent (5%) allotted to any or all of the overall agency budget appropriations that match the agency gad plan and budget of gad funds to support gad-aligned programs, projects, and activities by the agency or institution. in consideration of the research function, there is a need to identify and develop an interest in a quality research topic that will further solicit information and intensify studies on individual sex roles and gender differences. it is suggested to conduct monitoring and evaluation in the integration and implementation of gad-aligned ppas to collate a wide variety of best practices and produce a substantial journal. references [1] mary rose m. salagubang, and franz jude s. abelgasc. women and gender in development: an analysis of gender and development (gad) programs and fund utilization of quezon and pasig cities.; batangas eastern college.; luz y saber vol. 14 no. 1 & 2 (december 2020) [2] janet g. stotsky. gender budgeting: fiscal context and current outcomes. © 2016 international monetary fund. authorized for distribution by prakash loungani and catherine pattillo july 2016. jel classification numbers: h00, i3, j16., author’s e-mail address: jstotsky@imf.org [3] boris branisa, stephan klasen, and maria ziegler. gender inequality in social institutions and gendered development outcomes., may 2013. world development 45:252–268 doi:10.1016/j.worlddev.2012.12.003 [4] ched memorandum order no. 46 series of 2012, policy-standard to enhance quality assurance (qa) in philippine higher education through an outcomes-based and typology-based qa. [5] galvin alaan galeon, correlates of the faculty's health statuses in midlife. doi: 10.4103/09767800.179168. j midlife health. 2016 jan-mar; 7(1): 15–21. [6] commission on higher education memorandum order no. 03, series of 2016. guidelines on graduate education scholarship for faculty and staff development in the k to 12 transition period [7] department and budget management national budget circular no. 461 of june 1, 19198., revising and upgrading the national compensation circular (ncc) no. 69 compensation and position classification plan for faculty positions [8] ched memorandum order no. 1 series of 2015, establishing the policies and guidelines on gender and development in the commission on higher education and higher education institutions (heis) [9] women in development and nation building act: an act promoting the integration of women as full and equal partners of men in development and nation building and for other purposes (republic act 7192). [10] albaladejo, elmer m. implementation of gender and development among higher education institutions: input to gad enhancement program jpair institutional research 7(1), june 2016, doi:10.7719/irj.v7i1.368 [11] joint circular no. 1 series of 2016 from the department of budget and management (dbm) and the commission on higher education (ched): fy 2016 levelling instruments for sucs and implementation guidelines [12] an act providing for the magna carta of women: implementing rules and regulations, republic act no. 9710. 180 available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 3 number 1 (2020): 67-79 tensaegb@yahoo.com doi: https://doi.org/10.31098/ijmesh.v3i1.180 research synergy foundation forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos gebreegziabher lecturer of law and policing, ethiopian police university college abstract this study examines the application of forensic interview methods used in police investigations to gather evidence from sexually abused children. the investigating police officers need a range of skills related to interviewing victims, helpful in the course of detecting suspects. an effective interview is therefore a milestone to the investigating officers, plan a new way of eliciting relevant information from additional sources. typically, interviewing requires the police to attempt to identify the type of sex crime considering the phases of pre, present, and post crime acts. the study used a qualitative method to explore the opinions of informants in depth. seventeen participants were drawn from seven investigating police officers, three public prosecutors, three social workers, and four administrators selected using a purposive sampling technique. data pertinent to the study were gathered using unstructured and key-informant interview techniques. besides, observation and document reviews were employed to complement the data solicited from both sources. thematic analysis was applied to give a thick description of data opinionated by informants. the study shows that investigating police officers are poorly acquainted with the interview techniques established by the federal supreme court interview techniques guideline. the guideline explicitly advocates the police officers' use of free narrative open-ended questions implying ample room to the child to describe the situation of the abuse in his/her own words. the study conveys the message that the police officers should take a series of training on forensic interviews and design the landscape where regular feedback, supervision, and stress management mechanisms will regularly be exchanged. keywords: child sexual abuse, forensic interview, questioning techniques, challenges this is an open access article under the cc–by-nc license. introduction ethiopia is one of the countries endorsed the convention on the rights of the child (crc) and the african charters on the right and welfare of the child (acrwc). the crc was adopted by the united nations (un) in 1989 while ethiopia became a signatory in 1991. one of its main principles is “the [child’s] right to be heard and to express views and concerns” (crc, article 12). in particular, children need to have the opportunity to be heard in any judicial or administrative proceedings including police investigations. the crc recommends the opinion of children be weighed by their age and maturity. interviewing sexually abused children is considered the most challenging one in the proceedings of police investigations. the impact caused by this will finally lead the investigating officers to determine their views on the degree and level of abuse. one of the reasons is due to the insensitive nature of police forensic interviewers (harris, 2010; la rooy, lamb & memon, 2011). due to the unprecedented results of interviewing sexually abused children and the challenges of a forensic interview, considerable efforts were laid to maintain the technical capacity and knowledge of police in gathering evidence from victims’ point of view. children victims of different types of crime require lengthy periods to fully recover from their traumatic experiences. however, letting them international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) 68 │ describe their feeling about the crime and the harm that they sustained helps the police officers to sympathize with the problem and alter different ways of gathering evidence admissible to adjudication. several studies carried out on child sexual abuse finally reported that it is done with a carefully designed strategy of silence and being a witness -free crime, often leaving no physical signs and actively hidden by wrongdoers (cronch et al., 2006; harries, 2010; jibril, 2012). hence, disclosure of sexual abuse through proper interviewing techniques is key to providing support and arranging appropriate further interventions to treat a child victim of abuse. when children do not volunteer information or delay disclosure, the possibility of continued victimization is magnified and it becomes more difficult to design appropriate future interventions (cronch et al., 2006; harries, 2010). usually, an investigator should encourage a child alleged of sexual abuse or witness to recall what happened and explain the incident in her/his own words (unodc, 2009, p.15). ethiopia formulated various schemes in developing frameworks and standards and improved institutional arrangements to fiercely fight the offenders and help sexually abused ones. the constitution of the federal democratic republic of ethiopia (fdre constitution) devotes a full article on the rights of a child. the constitutional provision embraces, inter alia, the precept of the consideration of ‘the best interest of the child’ in every matter concerning children undertaken by public and private institutions (fdre constitution, 1995, art. 36). but the realization of both the principle of “the best interests of the child” and “the right to be heard and to express views and concerns” regarding sexually abused child remains largely hidden in the criminal justice system, particularly in the police investigations. child victims of sexual abuse continue to suffer from feelings of suspicion, stigma, betrayal, and powerlessness for the rest of their lives. above all, sexually abused children suffer the second traumatization as a result of insensitive criminal justice institutions including police investigations perpetuates these feelings (getachew, 2011; jibril, 2012; tsegaye, 2011). there is no research conducted on forensic interview practice with sexually abused children in ethiopia. hence, this particular study is aimed to specifically examine the application of child forensic interview techniques guidelines and challenges that stalled effective forensic interviews of sexually abused children in gandhi memorial hospital, arada, and yeka women and children protection and investigation units. literature review the forensic interview does not have one definition that works out all over the world. dune (2006) define forensic interview as a semi-structured, one time videotaped interview of the child by a trained professional, provided that there has been a disclosure of sexual abuse or there is a reason or strong suspicion to believe the child has been sexually abused based upon behavioral observation or medical evidence. this narrow definition seems very as a forensic interview is a wide concept that involves more than the child victims of sexual abuse. similarly, north carolina's division of social services and n.c. family and children's resource program (2002) defines the term forensic interview as a technique used to obtain a statement from a child in an objective, developmentally sensitive, and legally defensible manner. swerdlow-freed (2009) defines a forensic interview as structured conversations with a childvictim, and witnesses of both physical and sexual abuses to elicit an accurate account of events. this definition is quite helpful to understand forensic interviews’ worth for all victims of physical, sexual abuse, and witnesses of such abuse. a forensic interview is decisive in producing evidence admissible in criminal prosecution. forensic interviews are legally sound, in part, because they ensure the interviewer’s objectivity, employ non-leading techniques, and emphasize careful documentation of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) │ 69 the interview (harris, 2010; north carolina’s division of social services and the n.c family and children’s resource program, 2002). newlin et al. (2015) defined the term forensic interview as: a forensic interview of a child is a developmentally sensitive and legally sound method of gathering factual information regarding allegations of abuse or exposure to violence. this interview is conducted by a competently trained, neutral professional utilizing research and practice-informed techniques as part of a larger investigative process (p.3). hence, the concept of a forensic interview is broader than child forensic interviews and even broader than forensic interviews of sexually abused children is. various scholars and institutions use the term forensic or investigative interview differently to refer to the interview of sexually abused children. for this particular study, a forensic interview of sexually abuse children refers to a structural conversation designed to obtain information or evidence from the children about the sexual abuse she/he experienced. learning the methods and techniques of carrying out child forensic interview undoubtedly help police officers acquire knowledge and skill to effectively and appropriately conduct forensic interviewing. as a result, experts in a forensic interview used previous research findings to develop the guidelines for interviewers. the most influential and greatly adopted standard comes from the national institute of child health and human development (nichd) interview guideline (cronch et al., 2006; faller, 2015). according to the international society for prevention of child abuse and neglect (ispcan), the nichd mainly to encourage forensic interviewers to use open-ended prompts in extracting information or evidence from the child alleged of sexual abuse (ispcan, 2011). as la rooy et al., (2015) described, it is the most common interview protocol developed about child development issues including linguistic abilities, memory retrieval capacities, suggestibility in interviewer's behavior, and effect of stress and trauma. studies conducted by pipe, orbach, lamb, abbott, and stewart (2013) witnessed the effects of the nichd protocol for interviewing sexually abused children on case outcomes and indicated that children interviewed with the nichd protocol provide significantly more details and the protocol was found to be equally effective for all ages. numerous studies showed that ongoing training, supervision, peer reviews and other forms of feedback should help forensic interviewers to integrate the skills they learned during initial training and also improve their practice through time (faller, 2015; lamb et al., 2007; newline et al., 2015). based on these studies, the nichd interview protocol guides the police investigative interviewer to apply the various stages of legally sound interview techniques; mainly varying from highly structured questions to semi-structured to flexible ones. the most reliable information is obtained when a continuum of questions are used. better investigative interviewing by the police is important to ensure the protection of the sexually abused children and the conviction of wrongdoers. to this end, a range of forensic interview guidelines and specific questioning techniques of sexually abused children received ample room in various literature. several studies investigated forensic interview guidelines and questioning techniques of sexually abused children (cronch et al., 2006; faller, 2015; smith, 2014). the studies found shortcomings within police investigations and recommended the existence of well-entrenched guidelines to ease the trial process in the justice system. another study in new zealand examined the common understandings and challenges faced by child forensic interviewers (wolfman, 2016). lack of access to regular feedback, supervision, guided selfreview was among the listed challenges. similarly, in scotland, quantitative research by la rooy et international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) 70 │ la.,(2011) studied the adherence of police forensic interviewers to the scottish executive interview guideline. the study found that forensic interviewers mostly adhered to the guideline however interviewers need feedback on their interview process. wood and garven (2000) also studied clumsy interviewing and it’s the implication for police forensic interviewers as a result of failure to use recommended interviewing techniques. clumsy interviews may occur even with highly trained and experienced interviewers due to forgetfulness, lack of skill, and lack of supervision, and this in turn results in a lack of detail in children's responses, reduced credibility of children's statements and thereby reduced likelihood of conviction. the study recommended that forensic interviewers should have experience in interviewing children; be trained and supervised to avoid improper interviewing techniques. to the best of the researcher's knowledge, little is done towards proper forensic interviews and its application in the police investigation. lack of the interviewing techniques of children victims of various crimes is therefore unstudied when it comes to a plan targeted to improve the police investigation. because the interview held with children does not easily align with the basic procedures to be used in the time of gathering evidence related to the crime. evidence submitted in court is often not sufficient to explicitly show the crime. it mainly arises from a lack of skill in both processing crime scene, gathers evidence, and exhibits evidence in police stations. these all sabotaged the trial process and have been a cause for the files to be closed in a trial process. this study is therefore in place to probe the factors that are untouched and fill the gaps in contributing some on the existing body of knowledge towards the interview techniques of sexually abused children. research method a qualitative research design was used. a qualitative design was chosen due to its flexible nature, helpful for understanding real-life contexts and allowing the active involvement among the study participants (creswell, 2007, p.40). yin (2011) also confirmed that qualitative research allows the researcher to explore the identified social problem in its social context. in this study, the researcher assumes the participants provide the meanings of their experiences against the application of forensic interview techniques guidelines and the challenges they face as well. . this study relied on the case study method as it allows the possibility of gaining significant knowledge about the issue under scrutiny. notwithstanding, the study was exploratory since exploratory case study was applied: to explore entirely new fields of research when the researcher has only a few or no antecedents as far as explaining the focused phenomenon (yin, 2003). this research site is also selected purposefully because the inquirer selects individuals and sites for study. after all, it can purposefully inform an understanding of the research problem and the central phenomenon of the study (creswell, 2007). for this reason, this study used an exploratory case study approach. as creswell (2007) stated, in qualitative research, the major tools of data collection include an interview, observation, and document review. data collection is a series of interrelated activities aimed at gathering good information to answer the research questions. hence, proper case study design involves detailed, in-depth data collection involving multiple sources of information-rich in context (creswell, 2007; 2014). as yin (2003) stated, "data for case studies may come from documents, archival records, interviews, direct observation, and physical artifacts" (p. 86). in this study, both primary and secondary sources were used to gather pertinent data. in-depth interviews and observation were used to collect primary data while secondary sources such as written documents, including the internationally international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) │ 71 recommended investigative interview techniques guideline adopted by the ethiopian federal supreme court child project office (2009) was also used. results and discussion discussion of the results and begin by reporting the application of federal supreme court child project office investigative interview techniques guideline (2009). the study assessed the police forensic interviewers' awareness and application of the standards presented in the guideline and the challenges encountered in carrying out extensive interviews with sexually abused children. awareness on the interview techniques guideline introduction according to the findings of the study, informants confirmed that they are well aware of the guidelines advising them to start by introducing the reason why the interview is important. likewise, the interviewees are well acquainted with the benefits that the guideline advocates on the importance of introducing with victims to establish a long-lasting relationship. their understanding seemingly complies with the investigative interview guideline that insists police forensic interviewers to introduce their name, role, place of work, method of documentation and confidentiality (federal supreme court interview techniques guideline, 2009, pp.2-4). however, as the finding indicates, the interviewer fails to explain the most crucial points highly magnified in the guideline: neither tell the child about the documentation methods that they are going to use and its importance nor explain the ground rules of the interview. besides, the interview is rightly conducted in the presence of public prosecutors and social workers formed as a team to detect the case of sexually abused children. for privacy reasons however the guideline suggests police investigative interviewers conduct the interview alone only if it found important (pp.2-4). rapport building the results of the study indicated that the interview with victims commence after making sure the rapport is built. they agreed that the investigating officers attain a relative advantage if they could explain victims from the child's developmental stage, communication capacity and language competence of the child to conduct an interview. typically, they invite the child to talk about issues that are not linked with the abuse but events that lead to the abuse. questions like ‘tell me about things you like to do.’ where do you go to school? what grade are you in? what is the name of your teacher? do you like school?" what are the things you like best about school? are among the rapport building questions that lead the child to feel comfortable with the interview process. establishing a rapport before moving on to more sensitive questions also helps the interviewer to obtain preliminary information about child verbal skills and cognitive development. according to the interview guideline, interview questions like 'tell me about things you like to do' 'i want to know you better' 'i need you to tell me about the things you like to do' 'tell me more about that' these questions are not directly linked to the targeted issue but events that lead the child to tell about the actual happening (p.5). the in-depth interview informants also believe that building rapport help to put the child victim at ease and this in turn creates the opportunity for interviewers to gain the children's willingness to communicate. similarly, as (la rooy et al., 2015, pp.10-11) stated in the rapport-building phase the child alleged of sexual abuse begin to trust the interviewer and become cooperative in the interview process. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) 72 │ rapport building begins with the initial introduction and continues throughout the interview process. however, the informants believe that rapport building should come before the interview. training in episodic memory the findings of the study confirmed that the informants are well aware of what training in episodic memory/narrative event practice is. they asserted that it is a neutral topic worthy of embracing to ensure the application of the first phase of rapport building is suggested to become ahead of the substantive issues are discussed. this undoubtedly helps the child to become more aligned with the required processes of answering open-ended questions. before the interview, forensic interviewers motivate the child to say the events he experienced in recent times; such as the first day of school, birthday party, holiday, and other special occasions that the child can remember. besides, they even ask the child to describe the events that took place at the same time as the alleged sexual abuse in his own words. this is congruent with the investigative interview guideline where the interviewer is required to identify recent events the child can remember (pp.5-9). similarly (faller, 2015; la rooy et al.,2015) stated this phase is a continuation of the rapport building phase where forensic interviewers also learn more about the communicative abilities of the child alleged of sexual abuse and prepare the child to respond in the substantive phase of the interview. nevertheless, few participants didn't distinguish the difference between rapport building and the phase of episode memory. rather, they believe that rapport building and narrative event practice phases are similar in assuming both are in place for the sake of establishing a good relationship. transition to substantive issues one of the stages of the investigative interview guideline is introducing the topic of abuse. according to the finding, participants agreed that the transition to substantive issues begins when the interviewer prompts a transition to the targeted abuse. questions such as "would you tell me the reason why you're here today? would you inform me of the details that happened in this regard?" or someone informed me what wrong went on? tell me everything about that?" are the one from other interviewers are required to ask the child. consistent with this finding, the investigative interview guideline suggests interviewers ask the child similar questions as the research participants revealed. as per the guideline, questions that lead to substantive issues include: now that i know you a little better, i want to talk about why [you are here] today. i understand that something may have happened to you. tell me everything that happened that day from the beginning to the end. as i told you, my job is to talk to kids about things that might have happened to them. you must tell me why [you are here/ you came here/ i am here]. tell me why you think [your mum, your dad, and your grandmother] brought you here today [or ‘why you think i came to talk to you today]... (pp.9-14). though most of the in-depth informants identified most of the questions to ask during this phase of the interview, few of them believe that the type of questions to ask depends upon the response of the child. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) │ 73 investigating the incidents almost all the informants use questions that encourage the child to talk more about the abuse with open-ended questions. participants also believe that considering the age and communicative level of the child is the first thing to consider in posing open-ended questions during this phase. to the indepth informants, open-ended questions include "tell me everything that happened." tell me everything from the beginning to the end." "you mentioned.... tell me everything about that." "then what happened?" these types of questions according to the participants help the child to tell a detailed story of the abuse. similarly (faller, 2015; lamb et al., 2007; la rooy et al., 2015) believe that open-ended questions usually encourage children to describe events in their own words. open-ended questions allow children to select the specific details they want to discuss and encourage multiple-word responses. this includes questions like what happened. tell me everything you can remember? tell me everything from the start to the end? likewise, the investigative interview guideline suggests open-ended questions that help the children to describe the abuse in their own words. this includes: tell me everything about that; then what happened? think back to that [day/night] and tell me everything that happened from [some preceding event mentioned by the child] until [alleged abusive incident as described by the child]. tell me more about [person/object/ activity mentioned by the child]. you mentioned [person/ object/ activity mentioned by the child], tell me everything about that... (pp.15-20). on the other hand, though few participants believe that open-ended questions are good as they encourage the child to talk about the sexual abuse, they were unable to tell the proper types of questions to ask then questions that begin with who, what, where, when and why. break almost half of the in-depth informants practice taking a break during the interview process. this is, in particular, common when the interview is taken place for long hours. during the break time, the police along with the prosecutors and social workers review the information received, look missed information, and plan for the rest of the interview including framing relevant interview questions. similarly, the guideline stated that interviewers require considering break that helps her/him to revise the information received, to fill the forensic checklist, determine if important information missed, plan and prepare interview questions for the rest of the interview process (pp.20-21). on the other hand, the rest of the in-depth informants do not take breaks in their interviews. even when the interview is taking for long hours they continue to ask the child. because they believe that taking breaks may result in interruption of the flow of the interview and may even lose forensically important evidence. this is contrary to the investigative interview guideline that requires forensic interviewers to take breaks in the interview process. gathering additional information not mentioned by the child form the findings of the study few of the in-depth informants are familiar with the type of questions to ask when important information/evidence is missed. they prompt the child by indicating some important issues like an object, activity, place, and feeling mentioned earlier by the child. when has international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) 74 │ the child begun to talk about the missed information they follow the common open-ended prompts such as 'tell me all about that? likewise, the investigative interview guideline requires interviewers to ask some probing questions but only after exhausting open-ended questions and whenever forensically important questions are missed (pp.21-22). the rest in-depth informants have awareness about the types of interview questions when there is information the child did not tell. they mostly ask openended invitations to help the child disclosed in her or his own words. they also indicate some previously told information to help the child remember the fact. if the child fails to mention essential information as the findings show, almost half of the in-depth interview informants are partly aware of the type of questions when the child fails to mention the information they expected to be answered. they pose some specific questions that help them to link with the previously obtained information or evidence. the guideline demands interviewers to ask some only relevant prompts. above all, the type of question to ask varies depending upon the response of the child as well as the knowledge of the interviewer regarding the abuse and prior disclosure made by the child (pp.23-25). conversely, the rest in-depth informants pointed out that they try to convince the child whatever interviewing questioning techniques including forced-choice ones. besides, they don't even follow standardized questioning techniques to take information from the child victim. information about the disclosure most of the in-depth interview informants stated that they follow different approaches depending upon the response of the child. they commonly ask questions such as "who did the child initially tell? who else knows what happened?" "you've told me why you came to talk to me today. you've given me lots of information and that helps me to understand what happened." however, rather than listing the types of questions, they ask they didn't identify the specific options mentioned in the guideline. according to the guideline, there are two options to follow during this phase. if a child has mentioned telling someone about the abuse, the interviewer should ask ‘tell me everything you can about how [“the first person mentioned by the child”] found out.’ whereas if the child has not mentioned telling anyone, probe about possible immediate disclosure by saying: ‘tell me what happened after [the last incident].’ 'and then what happened?' in general, the interviewers should use appropriate interview questions depending upon the response of the child (pp.25-27). however, few in-depth-interview informants were even unable to mention the specific question to ask during this phase. they don't even have any specific technique to follow than asking every possible question that helps the child to disclose. in sum, almost all of the in-depth interview informants are not fully aware of this phase. closure according to the findings of the study, almost all of the in-depth interview informants were aware and implementing the closure phase of the forensic interview process. they ask the child if something else has left to tell regarding the abuse. further, they thank the child for participating in the interview process and the information the child fed them. and, if the child needs some treatment they refer the child to the social worker to help the child feel safe before leaving their office. in a similar vein, the guideline demands investigative interviewers ask the child if something has been left out, thank for the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) │ 75 information the child told them, and give some counseling service for the child if she/he is yet in need of some treatment (p.27). however, few interviewers are not fully aware of the closure phase of the interview and they didn't reveal the possible issues to mention under this phase. the only thing they told the researcher about the closure phase is that they simply ask the child if something left to tell and thank the child without addressing further issues covered in the guideline. challenges of forensic interview practice the study also examined major challenges that hinder effective forensic interview practice of sexually abused children in the study settings. lack of training, lack of feedback and supervision on the forensic interview practice, lack of stress management mechanism, improper forensic interview room settings, turnover of forensic interviewers, and lack of multidisciplinary team approach were reported as major challenges of forensic interview practice. lack of training the participants revealed that lack of regular is one of the main challenges that forensic interviewers face in interviewing sexually abused children. even some of the police officers are employed without having initial training on how to investigate sexual abuse cases. the only training they get is general police science training and some other on the job training that doesn't even directly enable them to conduct a forensic interview. however, the study by faller (2015) showed that countries that adopt the nichd protocol have trained their forensic interviewers. the training mainly ranges from two days to one week. a worldwide study by la rooy et al., (2015) also indicated that forensic interviewers such as police and social workers are highly trained to interview sexually abused children. further, the un guidelines on justice in matters involving child victims and witnesses of crime (2009, art.13) require justice personnel should train in dealing with sexually abused children. the training mainly took five to ten days. the training inter alia includes familiarizing forensic interview guidelines, practicing interviews with trained individuals, receiving regular feedback on practice interviews, learning about communicative, and child developmental issues. lack of feedback and supervision the participants also revealed that there is neither feedback nor supervision mechanism on the interview they conduct. consistently, finding of the studies by korkman (2006) in finland and wolfman (2016) in new zealand indicated that there are challenges of regular feedback and supervision that forensic interviewers face in both countries. the study noted that regular feedback and supervision of police on the interview they conduct ensures their adherence to the specific interview guideline they follow and enhance their skill of interview. nonetheless, the studies have also revealed the existence of some ongoing feedbacks and supervision in these countries. similarly, the study by (la rooy et al., 2015) found that the existence of one investigative interviewer in some police departments does not have the chance to give feedback. the studies noted that feedback enables forensic interviewers to deliver better service to the child victim, reduce further abuse, and protect innocent individuals from criminal punishment. the major cause for the absence of forensic interview supervision or guidance as the participants stated is a lack of experienced professionals and lack of commitment by the concerned institution. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) 76 │ lack of stress management mechanisms lack of stress management mechanisms was another major challenge where most respondents replied. traumatic nature of job together with the excessive workload results in police investigative officers facing stress and burnout. however, as the research participants revealed no stress management mechanism helps the interviewers to overcome the challenge and thereby lead a stronger workforce. in line with this, chiarelli-helminiak (2014) mentioned that forensic interviewers of sexually abused children are vulnerable to job-related stress. this in turn affects the child victim and the organization they work in. the major cause as chiarelli-helminiak stated includes a lack of support from supervisors and coworkers, a lack of job satisfaction, and excessive workloads. inappropriate interview room settings the participants stated that the interview room arrangement is not comfortable with victim children to tell their story to the interviewer. the rooms are threatened and not as such equipped with necessary facilities to conduct forensic interviews. the rooms are not friendly and noisy. this was also confirmed by the researcher’s observation of the selected areas specifically arada and yeka units where the uniformed police interviewed a child victim who came to the office in the presence of other clients. the privacy of the child victim suffered due to people who want to enter the head of the sub-city crime investigation department, head of the unit, and other persons. likewise, the location of the interview room is attached to the corridor of three offices. in line with this, the study by pangborn (2009) stated forensic interviews are commonly conducted in police stations by uniformed police in an unfriendly environment. this may contaminate the interview process. the study by tsegaye (2011) has also indicated that though there are separate blocks/rooms the units/centers didn't have proper settings and facilities that enhance the childfriendliness of the unit. similarly, getachew (2011) studied the challenges of child victims in ethiopia and found that child victim are subjected to cycles of traumatization during the criminal justice process. the major predicaments include a lack of respect for the privacy of the child victim during the investigation and threatening interview room settings. turnover of forensic interviewers findings from the research participants depict that there is a high turnover of forensic interviewers. the participants mentioned salary and per dim differences among different professionals working similar jobs in the selected areas; the traumatic and challenging nature of the job along with the poor working environment is a major cause for the turnover of experienced and trained forensic interviewers. the experienced and skilled interviewers including the police investigative officers, social workers, child psychologists, and prosecutors who know the case very well leave their job and handover the case to the inexperienced individuals. interviewers as (o'donohue & fanetti, 2015) stated are exposed to traumatic child victims and witnesses of crime that directly affect the turnover of professionals conclusion the study concluded that most of the police forensic interviewers are cognizant with the introduction, rapport building, training in episodic memory, transition to substantive issues, investigating the incident, taking a break, and closure phase of the investigative interview guideline. however, they are neither fully familiar with the remaining phases nor fully aware of most of the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 3 (1), 67-79 forensic interview of sexually abused children: the case of three selected child protection and investigation units in addis ababa ethiopia tensae gebrekrstos issn 2580-0981 (online) │ 77 interview questions stated in each phase of the guideline. likewise, the interviewers believe that narrative or open-ended questions are preferable as they give the chance to the child to describe the abuse by her/her own words. but most of the time they tend to get information quickly by sticking on the leading or suggestive ones. they believe that open-ended questions are time-consuming and difficult to utilize since there is pressure to obtain evidence quickly for the court. lack of forensic interview training, lack of feedback and supervision on forensic interview practice, lack of stress management mechanism, improper forensic interview room settings, and turnover of forensic interviewers are among the major challenges that stalled effective forensic interview practice. accordingly, the investigative police officers need urgent training of forensic interview techniques and this should be accompanied by continuous feedback and supervision. there should be a separate unit/room, as in the gandhi memorial hospital, to deal with child abuse cases including a forensic interview. a child forensic interview 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(2003). case study research design and methods applied social research method series (3rd ed.). usa: sage. microsoft word 843-article text-4496-1-4-20220304 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 83-95 corresponding author firdaridhayanti.firda@gmail.com; sri.suwarsih@gmail.com; handri@unisba.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.843 research synergy foundation effect of workload on job stress of inpatient department nurses in tniau dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti1, sri suwarsi2, handri3 1, 2, 3 study program of magisters hospital management, economy and bussiness faculty, universitas islam bandung, indonesia abstract work stress is a familiar problem for workers, such as nurses. all hospital health workers are at risk of experiencing work stress in hospitals, but nurses have a higher risk of experiencing work stress. the high level of work stress in nurses is related to the main actors in health services that provide care for patients 24 hours a day. nurses' many functions and duties include long working hours, night shifts, stressful conditions, and a high workload on nurses. this increased workload level is one of the main factors contributing to work stress in nurses. coping with work stress requires a locus of control (loc). a locus of control is an essential element possessed by every individual to control himself. each individual has different control in different jobs. the researcher is doing this study to know the effect of workload on work stress with the loc as the moderating variable. the data of this research takes using a total sampling of 125 nurses on duty in each inpatient room at the tni-au dr. m. salamun hospital. this research is cross-sectional research with a quantitative analysis method using a research instrument in a questionnaire. the questionnaire consists of 3 parts related to workload, work stress, and loc, with 64 questions. the study results showed that workload affected work stress (p-value < 0.001). the loc variable is a quasi-moderating variable on the workload on work stress (p-value < 0.001). keywords: workload, work stress, locus of control, nurse, hospital this is an open access article under the cc-by-nc license. introduction every employee doing his job is often faced with a career full of pressure and challenges, contributing to work stress. work stress is a problem that is very familiar to workers and complains about it. data from the national institute of occupational safety and health (niosh) shows that about 40% of workers consider their work as a job with extreme stress levels. the emergence of stress in the workplace responds to job demands and pressures that exceed their knowledge and ability to cope (who, 2020). high work demands beyond workers’ ability will cause work stress (al-homayan et al., 2013). job stress can occur in a variety of work environments with different sources. all professions have various sources of work stress depending on the type of work and each person's personality. who and several researchers state that several factors cause work stress, including poor work organization, inappropriate work design, poor management, poor organizational structure, and unsatisfactory working conditions. besides that, unclear roles, low career development opportunities, and lack of support from colleagues and directors can contribute to work stress (finney et al., 2013). the hospital is a work environment full of pressure (sarafis et al., 2016). all hospital health workers are at risk for experiencing work stress, but nurses have a higher risk of experiencing stress when compared to other health workers (asamani et al., 2015; weigl et al., 2017). the high level of work stress experienced by the nursing profession is in line with opinions regarding the vital role of nurses in a hospital, including providing nursing care, providing education for clients, managing nursing services, nursing researchers, and implementing tasks on delegation of authority, and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 84 implementing lessons in certain limited circumstances. these demands and many other job responsibilities are a significant cause of job stress among nurses (sarafis et al., 2016). therefore, nurses are the main actors in providing patients 24 hours a day (almasitoh, 2011). doctors will have an increasingly difficult task dealing with their patients without nurses. besides that, the patient's welfare will be neglected without a nurse. that matter can happen because nurses play an essential role in health care for patients, where nurses are the first and most prolonged contact with patients. based on data from the american national association for occupational safety, work stress in nurses ranks in the top 40 of worker stress. according to a survey conducted at the general hospital of ratchaburi province, thailand, 26.2% of nurses at this hospital, including the high-risk group, for experiencing work-related stress (aoki et al., 2011). based on a study conducted at jimma zone general hospital, southwest ethiopia, the highest level of work-related stress was on the sub-scale dealing with death with an average score of 62.94%, followed by uncertainty about patient care 57.72% and workload 57. ,6% (dagget et al., 2016). meanwhile, in indonesia, according to the survey results of the indonesian mental health nurses association (ipkji) in collaboration with the faculty of nursing, university of indonesia (ui) at the beginning of the pandemic around april 2020 involving 2,132 nurses, it was found that more than 55% of respondents experienced stress and depression. from this data, there are 12 symptoms of stress experienced: headaches, loss of appetite, poor sleep, ease of feeling afraid, anxious, tense, tired, and others (ppni, 2020). the many roles and duties of nurses cause a high workload on nurses (bani-hani & hamdanmansour, 2021). the high workload level has a significant relationship to work stress in nurses. this high workload level plays a role as one of the main factors in the occurrence of work stress (bani-hani & hamdan-mansour, 2021; elyani, 2016; kokoroko & sanda, 2019). the high workload level can be hazardous for the occurrence of work stress, which is characterized by fast breathing, digestive tract disorders, unmotivated, not understanding the task well, and low work performance (wahyudi, 2017). the emergence of work stress due to excessive workload is a problem for human resource management at the hospital, as can be seen in the division of patient care tasks that do not run smoothly and organizational arrangements that are not by the plan. as a primary health referral center, hospitals must provide quality services to every patient. the impact of extreme physical and mental workloads causes negligence in carrying out activities to provide excellent service. that matter affects the quality of services provided by medical personnel. therefore, it takes workers who can control themselves in dealing with high workload situations and overcome the work stress situations they experience. to overcome the work stress, it takes an loc, which is seen as an essential element that each individual owns to control himself. each individual has different control in different jobs (chen & silverthorne, 2008). work stress is closely related to self-control. each individual can increase his control by making good decisions and balancing work demands and his abilities at work to prevent work stress (karimi, 2011). internal loc is considered to weaken the effect of workload on work stress, and external loc strengthens the impact of workload on work stress. thus, to reduce work stress on nurses and improve the quality of nursing care, it is imperative to maintain an internal loc and an external loc to be managed (bani-hani & hamdan-mansour, 2021). based on this background, research is needed further on the effect of workload on job stress of inpatient department nurses with the role of loc as moderator. therefore, work stress prevention international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 85 steps can be taken by maximizing the moderating role of the loc owned by each individual so that health service goals are achieved as much as possible. literature review workload workload, based on the previous theory, according to hart & staveland, can be defined as a perceived relationship between the number of abilities or resources possessed by employees and the amount needed to carry out the duties of the job (hart & staveland, 1998). another description related to workload, according to asamani et al. (2015), is the amount of work given and carried out by a worker in a specific period or the average number of jobs that must be completed within a particular period (asamani et al., 2015). in their literature, swiger et al. (2016) describe nursing workload as the amount of time and physical and cognitive effort required to complete direct or indirect patient care tasks and other non-patient care activities (swiger et al., 2016). the interpretation and quantification of the workload in the provision of health services by the nurse depend on several things, that is, the tasks performed, the total time required to complete the task, and other care delivery needs (fishbein et al., 2020; swiger et al., 2016). koesomowidjojo (2017) suggests several indicators that can be used to determine the amount of workload that must be burden by employees listed below (koesomowidjojo, 2017): a. working conditions it is the way for an employee to understand the job as well as possible and the level of employee ability in doing his job. b. use of working time use of working time is the working time adjusted to the applicable regulation. the workload can be minimized if the working time follows the existing regulation. c. targets to be achieved targets to be achieved are the target set for each employee. it demands a balance between the time to complete the target and the volume of work so that the workload felt by employees can be minimized. job stress misis et al. (2013) define job stress as a psychological tension that leads to difficulties, anxiety, frustration, and worries related to work that arise itself (misis et al., 2013). according to alipour and monfared (2015), job stress is when a person gets a job that is not by his abilities, so it causes stress to the individual (alipour & monfared, 2015). job stress occurs due to not being balanced between the job or workplace demands and the ability of people to meet these demands (masood, 2013). this definition is almost similar to the opinion of lambert et al. (2018), which describes job stress as an imbalance between job demands and the individual's ability to cope with these demands, which usually causes psychological tension, which afflicts a person from time to time, resulting in emotional exhaustion from work (lambert et al., 2018). nurse job stress is described as an emotional and physical reaction resulting from the interaction between nurses and their work environment where job demands exceed their abilities and resources (kokoroko & sanda, 2019). nurses are known to have high job demands, job stress, and fatigue levels (kupcewicz & jó´zwik, 2019; wang et al., 2020), low job satisfaction (khamisa et al., 2016), and may have mental health problems (chin et al., 2019). job stress results from the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 86 cumulative effect of stress in nursing work and, as a result, can affect patient recovery (ying & aungsuroch, 2018) and nurses' intention to leave their jobs (liu et al., 2018). workers who experience work stress will usually show several symptoms that are generally not realized that these symptoms are work stress symptoms. according to robbins et al. (2017), symptoms of work stress consist of 3 main aspects: physical, psychological, and behavioral. based on this theory, the indicators of each aspect were examined as follows (robbins et al., 2017): a. physical symptoms physical symptoms that most often appear include changes in metabolic processes in the body, increased heart rate, breathing, blood pressure, headaches, fatigue, aches, muscle aches, and others. b. psychological symptoms psychological symptoms often occur job dissatisfaction, depression, anxiety, boredom, decreased concentration, decreased productivity, and others. c. behavioral symptoms symptoms often encountered include irritability, irritability, tension, and and other (dessler, 2017). locus of control (loc) rotter first introduced locus of control in 1966. loc, according to rotter (1966) cited by galvin et al. (2018), is an individual's tendency to feel achievement in life as a result of their actions and thus be in control of themselves (i.e., internal loc), or as perceived achievement due to external factors, such as opportunity or an influential another person (i.e., external loc). then in 1975, rotter divided the loc into 2, namely internal loc and external loc (galvin et al., 2018; kalil et al., 2019; reknes et al., 2019). a. internal loc internal loc, according to rotter (1966) and keenan & mcbain (1979), cited by reknes et al. (2019), is a personality trait that refers to the tendency to feel achievement or results in life as a result of one's actions and being in one's control. individuals with an internal loc can control the outcome of their actions. individuals with this personality type always feel responsible for the successes and failures in their lives. they believe in hard work and believe that all consequences and results are due to their actions and abilities. they blame themselves for the good and bad things that happen in their lives (reknes et al., 2019). b. external loc according to rotter (1966) and keenan & mcbain (1979), the external loc is a personality type in contrast to the internal loc. individuals with an external loc tend to feel achievement in life determined by external factors, such as opportunities or other strong people's support. individuals with this personality type cannot control the outcome of their efforts. they often feel helpless because they feel that their results and achievements in life are beyond their control. they believe that everything that happens to them is not because of themselves but because of external forces such as society, co-workers, luck, and bad luck (reknes et al., 2019). research method this research is a type of cross-sectional research with quantitative analysis methods to verify the truth of the research results. this research was conducted at the tni-au dr. m. salamun hospital in bandung city. the population used is nurses who work in inpatient rooms spread over seven international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 87 units of room and 1 icu room. total sampling was used in selection, so 125 nurses worked in the tni-au dr.m. salamun hospital inpatient department, which will be the sample in this study. the research subjects taken in this study were nurses included in the sample calculation who had worked as nurses in the inpatient room of the tni-au dr. m. salamun hospital for at least six months and were willing to participate in the study as the inclusion criteria. the exclusion criteria in this study were nurses who were not present in the hospital inpatient room when the study was in progress. the researcher used a research instrument in a questionnaire consisting of 3 parts. the nurse's workload questionnaire was compiled from the theory proposed by koesomowidjojo (koesomowidjojo, 2017), which consists of 3 dimensions related to working conditions, use of working time, and targets to be achieved with a total of 13 questions. the nurse job stress questionnaire was compiled from the theory of job stress symptoms according to robbins et al. (robbins et al., 2017), consisting of 3 dimensions, including physical, psychological, and behavioral symptoms, with 35 questions. then the loc questionnaire used in this study was adopted from the work locus of control scale questionnaire (kalil et al., 2019; spector, 1988), consisting of internal and external loc dimensions with 16 questions, 8 of which are reverse questions. there are a total of 64 questions. each question uses an assessment with a likert scale of 1-4. the likert scale will be selected according to the circumstances experienced by the respondent when working as a nurse at the tni-au dr. m. salamun hospital. based on the previous explanation, the following are the hypotheses and conceptual models depicted in figure.1 1. there is a significant positive effect between workload (x) on work stress (y) on nurses in the inpatient room of the tni-au dr. m. salamun hospital. 2. there is an effect of workload (x) on work stress (y) with locus of control (z) as a moderating variable for nurses in the inpatient room of the tni-au hospital dr. m. salamun hospital. workload working condition use of working time target to be achieved (koesomowidjojo, 2017; swiger et al., 2016) work stress physical psychological behavioral (robbins & coulter, 2017) locus of control internal external (rotter, 1966; kalil et al., 2019) figure 1. research model international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 88 findings and discussion research related to the effect of workload on work stress with the loc as a moderating variable has been conducted on 125 nurses in the inpatient department of the tni-au dr. m. salamun hospital. table 1. respondent demographics data characteristics frequency (n) percentage (%) gender woman man 92 33 73,60% 26,40% age (years old) 20 – 25 26 – 30 31 – 35 36 – 40 41 – 45 46 – 50 44 35 23 15 6 2 35,20% 28,00% 18,40% 12,00% 4,80% 1,60% marital status married not married yet 71 54 56,80% 43,20% academic education diploma in nursing bachelor in nursing 75 50 60,00% 40,00% employment status internship contract permanent employee 10 80 35 8,00% 64,00% 28,00% length of work 6 months – 1 year 1 – 3 years >3 years 33 16 76 26,40% 12,80% 60,80% working hours/week <40 40 – 50 >50 6 101 18 4,80% 80,80% 14,40% working unit (room) cendrawasih firdaus gelatik icu kutilang dan perinatologi nuri rajawali 13 21 16 23 18 17 17 10,40% 16,80% 12,80% 18,40% 14,40% 13,60% 13,60% demographic data were obtained from all respondents who filled out the questionnaire, listed in table 1. the majority of nurses in the inpatient department of the tni-au dr. m. salamun hospital international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 89 are female, with as many as 92 respondents (73.60%). the age of the respondents varied considerably from 21 years to 50 years, and the majority of respondents aged 21-25 years were 44 people (35.20%). most of the respondents were married from their marital status, amounting to 71 people (56.80%). from a total of 125 respondents, 75 respondents (60%) had a diploma in nursing education, and another 50 respondents (40%) had a bachelor in nursing with the majority being contract employees as many as 80 respondents (64.00%) and there were only 35 respondents (28.00 %) who are permanent employees. the length of time the respondent worked as an inpatient nurse at the ni-au dr. m. salamun bandung the majority are > 3 years old owned by 76 respondents (60.80%) and for working hours/week are in the range of 40-50 hours/week as many as 101 respondents (80.80%). there are 8 inpatient rooms which are the respondent's work units. respondents mostly worked in icu, as many as 23 respondents (18.40%), and the others were almost evenly distributed in other rooms. table 2. tabulation of respondents' responses regarding workload variables dimensions percentage classification working condition 67,92% severe use of working time 78,45% severe target to be achieved 75,95% severe average 73,63% severe table 2 shows an overview of the respondents' workload levels regarding the dimensions of working conditions, use of working time, and targets to be achieved. the level of workload on nurses in the inpatient department of the tni-au dr. m. salamun hospital is generally included in the severe category. the dimensions of working conditions, use of working time, and targets to be achieved are included in the severe workload category. table 3. tabulation of respondents' responses regarding work stress variables dimensions percentage classification physical 45,2% moderate psychological 37,45% mild behavioral 33,08% mild average 39,70% mild table 3 above shows the respondent's level of work stress in terms of the dimensions of work stress symptoms, including physical, psychological, and behavioral symptoms. the level of work stress on nurses in the inpatient department of the tni-au dr. m. salamun bandung is generally included in the mild category. dimensions of physical symptoms are included in the type of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 90 moderate work stress. meanwhile, the psychological and behavioral symptoms dimensions are included in mild work stress. table 4. tabulation of respondents' responses regarding work stress locus of control variables dimensions percentage classification internal locus of control 77,68% tend to be internal external locus of control 69,38% tend to be internal average 73,52% tend to be internal table 4 above describes the loc owned by the respondents reviewed through the internal and external loc dimensions. locus of control on nurses in the inpatient department of the tni-au dr. m salamun hospital generally belongs to the category of loc, which tends to be internal. internal and external loc dimensions are included in the loc category, which tends to be internal. table 5. moderated regression analysis (mra) test results steps variable unstandardized coefficients standardized coefficients t sig. b std. error beta 1 constant workload (x) 2,956 1,004 0,991 0,152 0,512 2,600 6,604 0,036 < 0,001 adjusted r square 0,256 f 43,611 sig. f < 0,001 2 constant workload (x) locus of control (z) 9,777 0,659 -0,866 1,224 0,126 0,099 0,336 -0,560 7,988 5,219 -8,711 < 0,001 < 0,001 < 0,001 adjusted r square 0,537 f 73,021 sig.f < 0,001 3 constant workload (x) locus of control (z) interaction (x*z) -22,772 5,5697 3,467 -0,672 7,131 1,096 0,942 0,145 2,904 2,244 -3,163 -3,193 5,198 3,681 -4,623 0,002 < 0,001 < 0,001 < 0,001 adjusted r square 0,604 f 63,933 sig.f < 0,001 table 5 shows the mra test, which functions to test the role of locus of control in moderating the effect of workload (x) on work stress (y) by regressing three equations. in step 1, a regression test was conducted for the workload (x) effect on the work stress (y). in step 1 from the table above, it can be seen that the workload (x) affects work stress (y) which is based on the results of the international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 91 significant value in step 1, which is < 0.001 (sig. 0.05). a positive beta coefficient value indicates a positive effect of workload on work stress. the magnitude of the influence of the workload variable (x) on work stress (y) is indicated by the adjusted r square value of 0.256. from these results, it can be concluded that the workload variable affects work stress by 25.6%. in this study, the work stress variable was only explained by the workload variable of 25.6%, while other variables explained the rest. step 2, listed in table 5 above, shows the regression test for the effect of workload variable (x) and locus of control variable (z) on work stress variable (y). from the table above, it can be seen that locus of control (z) has an effect on work stress (y) which is based on the results of the significant value in step 2, which is < 0.001 (sig. 0.05). the beta coefficient value of the locus of control (z) variable shows a value of -0.866, which indicates that the loc has a negative effect on work stress. when the respondent has a high loc score (higher the loc score will lead to an internal loc), then the impact of the high workload can be buffered so that the work stress level will be lower. this step also shows the adjusted r square value of 0.537, which has changed compared to the adjusted r square value in step 1, 0.256. the adjusted r square value in step 2 of 0.537 indicates that 53.7% of the variation in the effect of workload on work stress is related to the moderating influence of the loc variable. differentiation between the adjusted r square value in steps 1 and 2 indicates that 28.1% of the variation in the effect of workload on work stress is influenced by the addition of the loc variable. step 3, which is listed in table 5 above, shows the regression test for the effect of the workload variable (x), the loc variable (z), and the interaction variable (x*z) on the work stress variable (y). from the table above, it can be seen that the interaction variable (x*z) affects work stress (y) which is based on the results of the significant value in step 3, which is < 0.001 (sig. 0.05). the beta coefficient value of the interaction variables presented in the table of step 3 above shows a value of -0.672, which indicates that the interaction variable (x*y) has a negative effect on the work stress variable. with the result, it can be concluded that the loc variable is a quasi-moderating variable between the effect of workload on work stress, it can be concluded that the loc variable is a quasimoderating variable between the effect of workload on work stress. quasi-moderation is the role of the moderating variable when the variable moderates the relationship between the independent variable and the dependent variable, where the moderating variable interacts with the independent variable (x*z) and is the independent variable. based on the above analysis results, especially in steps 2 and 3, which is the determinant of the role of the moderating variable, it can be seen that the beta coefficient value of the loc variable and the interaction variable shows a negative value. that can indicate that the loc variable that acts as a quasi-moderator will negatively influence the effect of workload on work stress. loc tends to be internally owned by nurses in the inpatient department will weaken the impact of workload on work stress. this study found that work stress on nurses was mild even though the nurses had a severe workload. that happens because the loc variable’s role weakens the influence of workload on work stress. the adjusted r square value in step 3 is 0.604, indicating that 60.4% of the variation in the effect of workload on work stress is related to the moderating effect of the loc variable. these results suggest that the work stress variable in this study can be explained by the workload, loc, and interaction variable by 60.4%. in comparison, other variables outside the research model explain the remaining 39.6%. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 83-95 effect of workload on job stress of inpatient department nurses in tni-au dr. m. salamun hospital: the role of locus of control as moderator firda ridhayanti, sri suwarsi, handri 92 the results of this study in table 5 show a positive influence of workload on work stress from nurses in the inpatient department of the tni-au dr. m. salamun hospital. established on the results presented by kokoroko & sanda (2019), adverse working conditions with high workload levels can impact the high work stress experienced by nurses(kokoroko & sanda, 2019). a similar theory reinforces the results of this study by the findings of almendra, who reported that increased psychological and physical demands of nurses led to an increase in work stress levels (almendra, 2010). the high demands of work from physical and mental aspects, which are not proportional to the employee’s ability, will contribute to a severe workload and affect work stress. the effect of workload on work stress can be seen in workers' physical, psychological, and behavioral aspects (akkoç et al., 2021; robbins et al., 2017). the high workload will increase the work stress in nurses, affecting the quality of life and health of nurses. thus, the high level of workload will affect the high work stress on nurses, which can pose a risk of health problems to nurses and reduce the quality of care provided to patients. the results of this study presented in table 5 show the influence of the loc variable as a moderating variable which weakens the effect of workload variables on work stress on nurses in the inpatient department of the tni-au dr. m. salamun hospital. loc acts as a quasi-moderating variable, which is a variable that moderates the influence between the independent variable and the dependent variable and at the same time becomes the independent variable itself. this shows that nurses with an exemplary loc, an internal loc, will weaken the influence of workload on work stress. the presence of an internal loc on nurses with a high workload can minimize work stress. this is by research conducted by haybatollah & geyke (2012), which states that nurses with an internal loc can make a more excellent balance between personal and work resources effectively to deal with or reduce the effects of excessive workload (haybatollah & gyekye, 2012). even though there is an excessive workload, interacting with the loc will minimize the effects of the workload. other studies have also stated that individuals with an internal loc show a healthier mental state and have greater control over stress at work than those with an external loc (bollini et al., 2004; kalil et al., 2019). thus, individuals with an internal loc have successfully adapted to stressful work controls, reduced high workload conditions, and coped with stressful situations, so their perception of stress is lower when compared to individuals who have an external loc. conclusion from this study, it can be concluded that there is an influence between workload on work stress, with the locus of control as a quasi-moderating variable. the locus of control tends to be internal, which is owned by the majority of respondents so that the high workload can be buffered, and in the end, work stress can be minimized. limitation & further research the results obtained in this study can be used as a reference for further research. further research can be done by using other variables that affect work stress that this study has not studied. different instruments can be used for more in-depth analysis to be compared with the results of this study. this research can also be carried out with a broader scope to obtain better results. acknowledgements thanks to the director, head of the inpatient department, and all inpatient nurses of the tni-au dr. m. salamun hospital, who have contributed to assisting the implementation of this research to perform smoothly. 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(2018). factors influencing nurse-assessed quality nursing care: a crosssectional study in hospitals. j. adv. nurs, 74, 935–945. 8-44-1-pb available online at: http://journals.rsfpress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 2 number 1 (2019): 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah universitas gadjah mada, indonesia abstract reasoning about ideological criticism through literary work can be seen from how the literary work represents the ideology of the author as a critical form of social dominated ideology. the matter is when the criticism exactly shows paradox with what the author delivered, so the type of ideological criticism has been described by the author with real literary work which uses language as a medium. therefore, the author's subjectivity of literary work is just symbolization which forms as post-ideology and it is termed by žižek as cynicism which only appears on the level of ideological fantasy. this matter is applied by the researcher to analyze danarto’s short story godlob. this research focuses on danarto’s ideology which is offered as radical acts by the characters. this research method leads to textual and objective analysis to detect radical action in godlob short story. the result of the textual analysis is presented with the subjectivity of the author, which produces harmony as well as the paradox of radical action. this is what described in the discourse of danarto's short story godlob about; (1) how the radical actions of the characters are depicted in the godlob short story, and (2) how ideological fantasies are generated through the encounter of both literary subjects in the godlob short story. the goal is to see that ideological criticism through literary works is not only through the phenomenon but also through the reality itself. in other words, by analyzing radical action textually and then confronted with the author's subjectivity, the paradox of ideological criticism can be embedded in the discourse of this study. based on the analysis, literary works as a criticism shows how ideological fantasy comes as a result of the cynicism of the author. danarto seemed to be immersed in an ideology that he criticized in his work. keywords: ideological fantasy; radical act; absurdism; short story; godlob this is an open access article under the cc–by-nc license. introduction ideology as the crucial foundation of magnificent works becomes one of the reasons why literary work presents in the academic world for being analyzed. presence of some problems in this study, the writer begins the introduction by focusing on historical-psychoanalysis theory of slavoj žižek as its scalpel. žižek understands ideology as something that no longer dwells on the symptomatic region, but has entered the realm of fantasy. marx talks about "they do not know, but they still do it" (žižek, 2009:24) has shifted toward "they already know, but still do it anyway." such an ideology, in the literary context, can be contrasted by the authorship process, which shows that the author pursues the text as a critique of ideology with the author's own ideology. in other words, bringing ideology to ideology implies nothing that is beyond ideology or just an illusion. ironically, if an author creates a literary work as a criticism of artificiality, but he still holds such falsehood then the problem will arrive at the level of consistency of the author's actual reality of his work. that is where the ideological criticism not only stems from the symptomatic domain or false consciousness but also rather the fantasy or presence of reality itself which is mashed in the process so that even if the subject knows its falseness, they will do it anyway. *corresponding author: research synergy foundation e-mail: asepanugrah@ugm.ac.id doi: https://doi.org/10.31098/ijmesh.v2i1.8 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah 2 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the problem of ideological fantasy is recorded in danarto’s godlob short story, which seems to present a resistance to a dominant ideology. starting from this, it builds a question about the reason why an author criticizes a social reality, and the answer is certainly very varied, which is hanging on resistance, metaphorical defense, and others that hide the truth. moreover, as a comprehensive background, the selection of ideological fantasy topics is based on the facts that described from this short story and also the social background of danarto as the indonesian absurdism. both of the alleged or contradictory assumptions show the author's legitimacy and resistance pattern to the dominant ideology. this narrative device briefly is framed alternately by the father's figure, who tries to fight the state ideology. from the narrative, father had four children whom three of them have died as a victim in the civil war, and he was looking for his fourth son in the battlefield, who was one of the soldiers. the father finally found his son in the middle of corpses, and luckily, his son was still alive. on their way to home, the father discussed many things with his son, but the child who was injured not so interested in the words of his father. the narrative culminated when the father decided to kill his son. danarto in godlob takes the military theme as an integral part of the state ideology that he will criticize. the issue of militaristic ideology will lead to the discussion of the time when the short story is published; on the dark history of the indonesian nation under the new order government. we can assume that danarto in this short story seemed to want to criticize the ideology of heroism that in the new order era incessantly implanted to the people of indonesia as a legitimate effort against the existence of the army. it can be reconciled with the object of this research as an attempt to dismantle the author's efforts to establish legitimacy through his criticism. it cannot be denied that literary works, as cultural products, cannot be separated from the effect, even in some roles of literary works have become the medium of intervention over the authoritarian stance of the government. the problem is when danarto has already known that writing short stories is part of life with offering nothing and meaningless, but why danarto still writes and works. in addition, what danarto has undertaken exhibits the ideology of absurdism and also has shown that the ideology is only a small part of what danarto's criticisms, as long as absurdism is indicated by symbolization (language). in the short story godlob, it seems as if the figure wanted to reject the symbolic system and to resist the social order that was born by the ideology. this research will describe the life of the imaginary figure in godlob and danarto as two different subjects in order to find the area without ideology in reality. then the researcher will trace to where the representation of absurd thought can be lived by the figure in godlob. if the figure is incapable of continuously representing absurdity, there also appears cynicism as a result of the symbolic order. in addition, this research will also search for an ideology that danarto offers in the short story godlob, where it has been authentic through danarto's subjectivity to imaginary figures. therefore, the issues raised in this research are (1) how absurdity is represented as a radical act in the short story godlob, then (2) how ideological fantasies are generated through the encounter of both literary subjects in the godlob short story. literature review a comprehensive study must have a solid foundation as a grip. in this section, the researcher emphasizes and describes some of the theories, especially, that is žižekian historical psychoanalytic theory to describe how ideological fantasy operations work in the godlob short story. in addition, the inevitable part of this paper is the exposure of some opinions related to the problems in this study. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 3 issn 2580-0981 (online) issn 2580-0981 (online) subjectivity in žižek’s perspective the žižek subject idea is the result of his reading of hegel’s, marx’s, and lacan’s concept. žižek takes hegel's perspective on dialectics discourse (substantial) and social subject, while marx is associated with ideological issues and the concept of lacan is used žižek as the formula of subject concepts. in hegel's opinion, to create an absolute and ideal state, subjects must sacrifice their substance to the social to be accepted. a substance is something that will reduce the emptiness of subjects that are in an empty form through the process of self-relating negativity (dialectics) to create reconciliation in a hierarchical position of the absolute. žižek criticized that in the process of exchange, always never balanced (žižek, 1993: 20). he exemplifies it in the case of noble-consciousness where the people are subject, and the state is substance; the subject alienates itself to the substantial exchange (such as energy, loyalty, matter, etc.) with the state. instead, the subject gets a replacement of what he sacrifices, such as honor, nobility, and so forth. this stage marks the first process of subjectivity, that to change the state where reality cannot be reached, then it abstractly contradicts with the wealth of subject through the substance. on the other hand, the substance (the state) is not only subordinated to the subjectivity consciousness through its transformation into "rank and honor" because, in this subordination exchange, the matter obtained by a substance is the impersonal form of the state being replaced by the absolute power of the monarchy. it can be concluded that the exchange of the substance does not offer anything because the subject just traverses the empty space, alienating itself into an abstract negation that does not offer a positive and determinant content (setiawan, 2017: 50). according to žižek, the subject is not always a subject of necessity and eroded circumstances, but there is a moment when the subject is aware of his absence, so it encourages him to internalize his subjectivity impulse until he finds the most essential essence. subject emptiness can actually blow the 'equivalent exchange' and present the real subject not as an absolute freedom but as' the spirit certain of itself '' (žižek, 1993: 22). in conclusion, the subject does not have to make an exchange because basically, the subject does not get anything from it. by that way, the subject can be separated from the social or symbolic order, as žižek's reading of hegel and lacan then led to the ideological discourse of marxism. karl marx mentions the ideology as false or counterfeit consciousness because subject's awareness does not reach the true reality, where the society does not know that what they have done and it appears as same as an illusion to obscure the behind reality. but, almost all of the social elements in this era are cynical, they have known the fact of reality, and they precisely cover up the knowledge toward the reality by still commit it. so, ideological implementation tends to show that existing reality behind it goes to the surface, and ironically, subject acts as like as unknowing but actually they are aware of it (setiawan, 2015: 40). žižek notices how ideologies work in cynicism, in which as if unknown power becomes an object in order to subject keep abiding and obeying on illusion. it is the crucial part to see and to find “sublime object of ideology” that is surely nothing but still haunts the subject. the reading and understanding of žižek toward lacan can be investigated by how he explains about subject's obedience upon veneration object. the idea about unity between consciousness, and this matter is outstanding in lacan's expression "unconsciousness is structured as similar as language (lacan, 1997: 149). unconsciousness is human's desire zone, and secondly, because desire is always others desire, which is internalized into our discourse, advice, satire, and expectation, briefly through language. that is why lacan reveals that desire "must be formulated as others desire (désir de l’autre) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah 4 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) because it originally is a desire which is from what is desired by the other (désir de son désir) (lacan, 1966: 163). lacan's psychoanalysis concept is known as the trinity: the imaginary, the symbolic, and the real, with graph of desire. imaginary phase can be associated with the mirror phase, which indicates the subject has not identified between himself and the other. the next is a symbolic phase that the process is becoming subject in this position when ‘self' is negotiating with the signifying chain (language). the symbolic phase explains how language binds subject by point de caption (morality). the subject then is cursed become split subject, empty, and always lacks because the symbolic exists before and bent the subject. finally, it correlates with althusser's ideological interpellation process, which mentioned by lacan as part of castration (žižek, 2009: 112). radical act radical actions in žižek's view can be understood as a form of self-rejection to attach possesses objects of loves, so the subject gets free space for radical action. it can be interpreted as an act of not knowing himself because 'self' is an ideological construction. radical action is also concerned with momentum, not a process involving plans, goals, intentions, and so on. this action is an explosion of the subject's disgust for symbolic things. momentum is an unexpected ex-nihilo explosion, but it does not mean straying without direction, and therefore žižek sees this action as a goalless direction (žižek, 1993: 72). an act can be categorized radical if the contingencies that stimulate the act goes beyond the symbolic, the social order, the 'ideological' order, etc., so it is like breaking away from any constructive morality and therefore this action is more correlative with ethics. žižek then refers to kantian to explain the contingencies of an action. for žižek, kant separates the action into two priorities, (1) act inappropriately with duty; an action based on a corporation with another entity, (2) act from duty; an act done on the basis of the act itself, 'a purposeless act', essentially a by-product of itself (freidrich, 1949: 147). the correlation between 'act from duty' and radical action lies in the basic kernel power of a subject which has no intent that implies that the subject is in a moment of emptiness without influence and no purpose. this emptiness is the state of ex nihilo subject, there is no ideology behind it. ideological fantasy in the previous section, it has been asserted that the big other is present through point de caption explaining how the process toward the real will always be avoided and the subject always finds the answer to failure to meet the big other that they really desire. in other words, the current ideological problem is about a subject that knows reality but does not care, and it actually describes the way the ideological fantasy makes the subject can answer 'che vuoi?' today's society has actually realized the reality, but they have been mystified it as if ‘the real ones' are the elusive one. ideological fantasy may save the subject from social trauma (žižek, 2009: 29). fantasy ultimately creates and constitutes desire in response to the big other, which is also a real closure of real or 'realistic'. fantasies teach the subject how to desire because whatever they pursue will only end up in a void. from that point on, the author as a subject constituted his desire as an attempt to reject the ideology and also as an attempt to expose reality and to present the 'real' that was symbolized through his work. the more reality is opened, the deeper the real is buried to be extracted. thus, making the subject more suspicious to dig it, which, of course, ends on the pleasure (setiawan, 2015: 61). if viewed from a more positive perspective, the symbolism is actually showing how the passage of fantasy can international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 5 issn 2580-0981 (online) issn 2580-0981 (online) describe the meaning that looks just disrupt the order of meaning so that it explains that: the text is clean, while, at another level, it bombards the spectator with the superego injunction, 'enjoy! give way to your dirty imagination" (žižek, 2000: 10). methodology this section explains how to determine and obtain data for research and how to classify so that data can be analyzed and presented. for information, the material object used in this study is the godlob short story published in 1974. this short story is danarto's first short story published in one book along with eight other short stories. the source of data in this study is a short story text that describes the radical action. the data source on the subjectivity of the author is taken through short stories, newspapers, interviews, and various other sources. the data sources of ideological fantasy are drawn from short stories and related social fact texts. after collected and classified, then the data are analyzed textually. the theory in this research is historical-psychoanalysis by slavoj žižek with qualitative research as its method. qualitative method is a method that utilizes interpretation by presenting descriptive research results, prioritizing the depth of interpretation of the narrative and interaction between the concepts studied (ratna, 2006: 46). this study uses a pragmatic approach in which this approach gives a major concern to the interpretation of the reader (ratna, 2006: 71). the analytical had been done by doing a textual analysis of the characters in the short story. it is possible to associate with other related text to support the offered argument. furthermore, the analysis of the subject of the author through the characters reflecting himself primarily through the character of the father will be seen through the ideological fantasy concept which explains how the author created himself through literary works. result and discussion absurdity as a radical act understanding the essence of the emptiness moment will ultimately lead us to a skeptical question about whether the moment of emptiness must exist as a navigation of the radical action presence. the main problem is that being radical is not really a matter of radical action itself, but rather a constellation of a moment that is in an empty dimension. the moment of emptiness is not presented but presents itself as a shocking explosion, a disgusted to the falsehood that obscures reality, or an action out of consciousness that is devoid of a plan and without purpose. it also begins to explain how a particular subject is capable of doing something that cannot be understood as fairness by the general public. even radical acts always have negative connotations because they go out the norm and morality that apply exactly like what the figure of father in godlob short story that killed his beloved son. in the godlob narrative, we can realize the absurdity offered by danarto is free from the bonds and norms of society. the matter needs to be emphasized in this short story that is the father figure who killed his son. the question that arises will certainly dwell on the reasons or motives behind the murder, which is surprising, ironic, paradoxical and absurd. the killings at once broke the normative relationship between father and son. the relationship was eventually destroyed just as the father pierced his son's heart. what the figure of father did is a disgusting form of shackles to his country's ideology. being in post-war, where the corpses of warriors laid and eaten by ravens, has finally opened the veil of the father's consciousness of the futility as long as he has been living. ideology works by obscuring reality, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah 6 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) hiding it, and providing only illusions. to get out of that situation, the father thinks and his consciousness breaks off, opening up all the illusive veils. this is clear in the following quotation: “anakku…” katanya sambil memapah anak muda itu. “kau lihat. kau lihat. baru sekarang aku takjub atas pemandangan ini. kau lihat” (godlob, 1974:2) ["my son ..." he said as he held up the young man. "you see. you see. now i'm amazed at this scene. you see" (godlob, 1974: 2)] the father's amazement can be interpreted as a sign of the emergence of an awareness of the reality that he witnessed. the fact of how miserable the post-war situation had uprooted his father from the symbolic space, while he had been living for. the reality of war was not as beautiful as what the leaders of the country echoed, about dedication and a sacrifice. as explained by setiawan (2016: 37) that ideology falsifies reality and thereby distorts the distance between the illusion and the real. war discourse as a form of loyalty and devotion of the people to the state was not as beautiful as the reality in the field full of corpses that witnessed directly by the father. the narrative continues when the father seems to invite his son to speak. but the truth is that the father is talking to himself. he does not demand the child's reply. he just kept saying no matter what his son was listening or not. this can be seen in the following quotation: “kau masih ingat sajak ‘sang politikus’?’’ tanya orang tua itu. tapi karena kata-kata itu seolah-olah ditunjukan kepada dirinya sendiri, maka anak muda itu tidak menjawab. orang tua itu lalu berdiri, tangannya merentang dan memandang sekeliling: oh, bunga penyebar bangkai di sana, di sana pahlawanku tumbuh mewangi. ia berhenti deklamasi, sejenak ia termangu, sedang tangannya masih tetap terentang, lalu meledaklah tawanya dan bubarlah gerombolan gagak di kanan kirinya. (godlob, 1974: 2) ["do you remember the poem 'the politician'? '' asked the old man. but because the words were as if shown to himself, the young man did not answer. the old man then stood up, his arms outstretched and looked around: oh, the flower spreading carcass there, there my hero grew up. he stopped declamation, momentarily stunned, whereas his hands still stretched, then burst his laughter and broke up the crows on his right. (godlob, 1974: 2)] through the poem, the father wanted to reveal something that he could not really express. in this case, the poem, which the father reads, is a willingness that demands a pure will. that poem is not the vibration or desire of the subject that targets any object. moreover, the voice does not say anything in its meaning. the sound accurately shows that the language has taken over the position of pure meaning, and behind the sound remains pure negativity that hides the true meaning. the voice becomes pure voice freedom from the language aspect, which can never be expressed. in the end, the father's laughter exploded, marking a revival of the totality of ideological falsehood. if explored thoroughly, it can be clarified that there is a sense of idealism in the subject of emptiness, and the question that can be alluded international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 7 issn 2580-0981 (online) issn 2580-0981 (online) to is a subject that is in emptiness but not always passive. the void is then shown by metaphor story that he told to his son: “kalau ada seorang yang menderita luka datang kepada seorang politikus, maka dipukullah luka itu, hingga orang yang punya luka itu akan berteriak kesakitan dari lari tunggang langgang. sedangkan kalau ia datang pada seorang penyair, luka itu akan di elus-elusnya hingga ia merasa seolah-olah lukanya telah tiada. sehingga tidak seorangpun dari kedua macam orang itu berusaha mengobati dan menyembuhkan luka itu. bagai mana pendapatmu, anakku?’’ (godlob, 1974:4) ["if a man with a wound comes to a politician, then the wound is struck so that the person with the wound will scream in agony from running. whereas when he comes to a poet, the wound will be in cared or loved until he feels as though his wound has gone. till no one of the two kinds of people is trying to cure and heal the wound. what is your opinion, my son? ']' (godlob, 1974: 4) the father's story is an ideological picture of how he views the world. in the father's perspective, the reality of life does not offer anything. either politicians or poets, no one really offers to heal for "wounds". the father's story can also be seen as a form of real manifestation which is described earlier and not fluid, by a dimension beyond language. however, what should be underlined here is when the reality is present in the presence of subject, automatically subject will be banged on two choices, and those are chosen to remain in the symbolic order by nullifying the real which he witnessed, or vice versa, break away from the existing order and taking radical action. it can be seen that at that stage, when the father tells his story, his father is still trapped in a symbolic space. the representation of father and son relationships in godlob really deconstructs the ideal relationship that has been understood by common people. through the character of the father, the identity of a hero has been deconstructed all-out by danarto. the relationship between the father and the son entangled in a symbolic order, especially his son was a soldier, so it appears as pride for parents at the symbolic level. the relation between father and son forms a substantially symbolic order and indicates an absolute space of an order that is more appropriate (setiawan 2016: 103). subjectivity is formed appropriately in situations where the most important is abrogated, in the sense of killing the 'self' which is a symbolic interpellation. the subject (indirectly) cuts his freedom from the precious object whose possession precisely makes the opponent repeatedly, so the subject gets a room for free action (žižek 2000: 150-151). it is depicted in a father figure who has freed himself from all that he loves (his beloved son), while the state is the most radical representation of the social world lived by the father. the father, who had been patient, lets the lives of his four children die in the war, but finally realized what he did was a lie. so, dumping his identity with all the good symbols surround him, his father finally acted radically and released all the symbolic surrounded him. orang tua itu bangkit dan seandainya ada cahaya yang menerangi wajahnya, akan tampak betapa tegang urat-uratnya dan menyerengai merah. lalu ia berkata keras-keras, “anakku, maafkan ayahmu. kau harus kubunuh!”(godlob, 1974:6) [the old man stood up and if there was a light that illuminated his face, it would appear how tense his veins and altered red. then he said aloud,'' my son, forgive your father. i should kill you!''] (godlob, 1974: 6) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah 8 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) the point which is emphasized here is that the radical action of the subject presents as an act of momentum rather than process because the process involves a plan, intent, intention, tendency, deliberate, and so forth. momentum can be viewed as an explosion that occurs shortly after the subject is in its moment of emptiness. the action of the father in godlob is categorized as a radical act because the contingencies that stimulate the action are beyond the symbolic, social order, ideological order, and so on. thus, it is like breaking away from any constructive morality, and this action is more correlative with ethics. danarto's realization as the author really manifested through son's character, and that is called fate by the child, which is constructive in its symbolic order. as the author, danarto feels rightly partisanship of father who sees the world full of falsehood that deceived his consciousness. danarto’s subjectivity in godlob since the 19th century, literature has met its most realistic form of embodying the problems of industrial society. the realist view is present with strong reason when reviewing the purpose of authors who want to criticize dominance in the social, political, cultural, and so forth. therefore, the authors record the reality of society to be wrapped in their thinking. in other words, authors and literary works have power in their own universe. but the interesting point is when literature tries to expose an unconscious reality, to open taboos of the illusion of consciousness, and to spread the corruption of power against the people, it actually becomes a cynicism. the true attitude is still subjected to an ideological order, which is believed by the subject. meanwhile, the ideology itself is the failure of the subject to find a shortcut to get to ‘the real’ that is behind the system. it certainly attacks the inevitability of the author's works. the noticeable side of cynicism is that in the aftermath of the father's radical action by killing his son and the assumption that man never goes far from his symbolic space becomes the basic reason of father after killing his son, in which he was caught in a symbolic space again. however, the symbolic space that his father lived has changed, although not space he previously occupied. the desires of the father who had lost four children in the past because the war had shaped the father's consciousness that the war is believed to be a form of defense against the state, the embodiment of the love of the homeland, and it turns nonsense that does not offer anything in its substantial exchange, that even the father feels he has lost everything. so, in order not to lose too much, the father kills his youngest son, who is a soldier so he can be known as the father of a hero. "belum cukup! aku harus memutuskan sesuatu yang hebat, biar aku tidak dirugikan habis habisan! lihatlah, anakku! lihatlah! gelap gulita dan pekat.saking gelapnya hampir hampir aku tak bisa melihat tubuhku sendiri.tidak ada setitik cahaya pun." (godlob, 2016: 7) [“that’s not enough. i have to do something great so that i will not be harmed all of a sudden! look, my son! look! dark and dense, i cannot see my body. there is not a speck of light."] (godlob, 2016: 7) after killing his son, the father then gets caught in another symbolic space, becoming the father of a hero. then it can be seen that the father's radical act is the bridge between the old symbolic orders to the new symbolic order. in this new symbolic order, cynicism is present from the existing social, moral, or symbolic circumstances, and it also explains how the lacanian theory of the symbolic order or what hegel conceptualized about the absolute. the problem of cynicism will be attributed to the author because the author represents the authority of his work as a resistance. in this case, danarto is the author international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 9 issn 2580-0981 (online) issn 2580-0981 (online) of godlob. it is necessary to re-emphasize the basic assumptions that support this study. danarto as the author has subjectivated himself to the father figure in godlob, so the point of view of the short story danarto stands outside the story and acts as god in his work or in a literary symbolic order known to the third person all-knowing. though danarto placed himself outside of his work, in this case, danarto's partisanship toward my father's character can be felt entirely when reading godlob. danarto tends to highlight the father figure in each of his narratives and it is evidenced by several things. father gets a much larger portion of the narrative than any other characters and the thing expressed is more emphasizing his father's view of the futility he is going through that is about the irreplaceable loss. although 'as if' was inviting her son to talk, the father in impressed was talking to himself. the ideology of the absurdism that danarto tried to offer was completely melted in my father's character. furthermore, the thing that can convince danarto's alignment with father's figure is when the child's character is turned off as a symbolic representation by the father. it can be said that danarto has deconstructed the meaning of the hero in the most absurd way. meanwhile, at the end of the story the father was killed by his wife, it appears danarto wants to assert that the subject is not really dead in the process of subjectivity in the world, but present in his rejection of the symbolic social order that ensnares the subject. ideological fantasy in godlob godlob is one of the short stories of danarto published in 1987 by the pustaka grafiti utama (first published in 1974) together with other nine short stories. this book has been translated into several languages, including english, which is translated by harry with the title abracadabra. in burton raffel's essay in "the asian wall street journal" 28 february 1980 states that the most interesting is the experimentalist danarto, in which danarto's works are also valued beyond the literary works that exist in europe and usa. it has received many acclaims from both critics and writers at the time. danarto's writing style, which is considered new terms of theme and structure is able to attract people's attention. in one of his essays, korrie layun rampan once said, danarto is a reformer in the treasury of indonesian literature, who named as a conscious reformer, not because of the raw and ridiculous experimentation. danarto's asset as a reformer is not a slogan because his short stories show a unique newness that is different from the short stories ever. the novelty can be seen from the aspect of presentation and the load aspect in the short stories. from the presentation aspect, it appears the features of poetry, music and painting elements that are so capable of providing poetic, musical, and artistic-decorative effects, to the point of the tragic killing, becomes so beautiful, such how the blood splatter becomes so sweet. on the other side, from the load aspect, it appears to be a moral tendency of pantheism, a doctrine that believes all things to be the embodiment of god (sriwidodo, 1983: 147-150). predicate as a reformer seems also agreed by umar kayam stating that in indonesia there is no short story writer which very consciously creates an alternative world in his stories, except danarto. dami n. toda argues in his essays published in hamba-hamba kebudayaan (1980) calls danarto, iwan simatupang, putu wijaya, arifin c. noer as the author with a new awareness of where reality really is not real; senselessness and sensuous consciousness. man, there seems alienated, because the reality he faces is purely-absurd. could it be a statement of toda, also so in the short story of godlob? directly or indirectly, these opinions then pave the way for danarto as the author is known for his absurdity in his work. although danarto himself did not directly say his works as a form of absurd international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah 10 │ © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) issn 2580-0981 (online) consciousness, the readers of danarto already pinned the title as a symbolization of danarto's work. by banal reading, danarto in the short story godlob tries to reject the symbolic system. the appearance of an imaginary figure, as if danarto with absurdity gives a subjective picture of the ideology that he offers, which is starting from the pattern of resistance to the symbolic, social order to the real meaning of life (according to danarto himself). based on these opinions, none has seen danarto's narrative either in godlob or danarto's other short story in terms of subjectivity, so that research is expected to fill the void and become a renewal in the view of danarto's works. in this context, danarto as the author is assumed to be still bound in the symbolic realm that ensnares the subject as a marker of identity. borrowing bourdieu's understanding, legitimacy is a form of the attainment of an author in his arena, so we should assume that by working through the absurd genre, danarto has a goal to be legitimate in the indonesian literary arena. furthermore, in the 1970s, absurdity was famous to the public, when literary works of the time still use the telling techniques that refer to the conflicting realities of everyday life if not to say the genre of colonial inheritance. as a representation or reflection of existing social reality, cumulative literary works have a reference or directional reflection that is always dependent on the author, as the author's life experience is the most crucial in shaping the author's worldview (in gramsci's discourse) and then represented in his work. thus, it can be concluded that the literary work is the media subjectivity of the author, while the tool of legitimacy into a landscape that is actually pursued by the author based on recognition of other writers, national and international awards, which potentially can divert the original purpose of the author. this characteristic, when viewed psychologically, primarily through the lacanian perspective, would be confirmed by an assumption that the subject's desire is the other or social desires so that legitimacy would only be non-existence without recognition from others. hence, a literary work can be a paradox between textuality and the myth of authorship, between ideas (author's critique of social reality) and the psychological side of the author to achieve personal legitimacy or even both. if the father in godlob is an unlucky figure who has lost his children in battle, then father is the subject who sees his world (in godlob) as a place that does not offer happiness, is futile to live it. father's figure is seen as danarto (a subjectivity), father figure becomes a utopian figure, who made danarto as the trigger of his criticism of the state ideology. however, looking at danarto's background, what underlies danarto criticizing the militaristic problem while he is not the army, this is not a complex issue to contend with, but if it is seen from the most sentimental point, it will target the ideological utopian image of an author. especially if danarto has a contradictory historical side to the imaginary figure (father) -united by the grounds of criticism of the heroic discourse-that feels victimized by political identity in godlob. the question is whether danarto will still write if the reader does not exist? appreciation is the key, and it explains the dilemma of the subject's psychological side-what he always hides (symptomatic) and what he shows but dodge it (fantasy). thus, the question of the father figure as the subject of imaginary in godlob and danarto as the subject of the author are two different things not just about two contradictory things but parallels as well. in other words, the subject is placed by the author simultaneously, and both will be reconciled. conclusion as an author, danarto certainly had the understanding, though, and ideology that he wished to embody in his imaginary figures. he is trying to conceive an ideology of absurdism. there is nothing substantial in this life, and everything is a construction that leads to the stitching of the subject in a symbolic tagging system. it becomes paradox and visible from the process of creating a literary work. an international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 2 (1), 1-11 ideological fantasy of an indonesian absurdist in danarto’s short story godlob asep anugrah © 2019 international journal of management, entrepreneurship, social science and humanities (ijmesh) │ 11 issn 2580-0981 (online) issn 2580-0981 (online) author will always be involved in a symbolic order, always be involved in ideological matters, such as absurdism. in other words, he presents as a radical action, which is a form of criticism of something symbolic has brought the real into a symbolic. in other word, criticizing the ideology in literary work is not a radical act, but it is merely a cynicism that is clad in concrete, unauthentic action as described by žižek. danarto was too aware of the existence of a symbolic external space, which a space that was out of language so that it could never be spoken; something real without ideology. however, the consciousness is accomplished in work, and the result is the translation of the real into the language, into the symbolic. danarto with his absurdism is only a point of a symbol in the middle of the ocean of symbols that sweep the subject away from the real. acknowledgment this research was supported by the indonesia endowment fund for education or lembaga pengelola dana pendidikan (lpdp) that has funded the researcher finishing this paper. references akmal, ramayda. (2012). melawan takdir:subjektivitas pramoedya ananta toer dengan novel perburuan: pendekatan psikoanalisis-historis slavoj žižek. 2018. yogyakarta: octopus. danarto. (1987). godlob. jakarta: pustaka graffiti lacan, jaques. (1979). the four fundamental concepts of psycho-analysis. new york: norton. hegel, georg wilhelm friedrich. (2001). the philosophy of history (trans. j. sibree). batoche books: kitchener ratna, nyoman kutha. (2006). teori, metode, dan teknik penelitian sastra. yogyakarta: pustaka pelajar. robet, robertus. (2010). manusia politik: subjek radikal dan politik emansipasi di era kapitalisme global menurut slavoj žižek.. tangerang: marjin kiri. setiawan, rahmat. (2015). fantasi ideologis dalam novel the white tiger karya aravind adiga: perjumpaan subjek-subjek sastra melalui prespektif slavoj žižek. tesis tidak diterbitkan. yogyakarta: universitas gajah mada. žižek, slavoj. (2001). enjoy your symptom! jaques lacan in hollywood and out. london: verso žižek, slavoj. (2002). for they know not what they do: enjoyment as political factor. london: verso žižek, slavoj. (1994). mapping ideology. london: verso. žižek, slavoj. (2006). the parallax view. massachusetts: mit press. žižek, slavoj. (2008). the plague of fantasies. london: verso. žižek, slavoj. (2008). the sublime object of ideology.cetakan london & new york: verso. žižek, slavoj. (1999). the ticklish subject: the absent centre of political ontology. london: verso. microsoft word 22 ijmesh.edited by le.docx available online at: https://researchsynergy.org/ijmesh/ international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 4 number 2 (2021): 204-228 corresponding author starsky.buitizon201277@gmail.com doi: https://doi.org/10.31098/ijmesh.v4i2.785 research synergy foundation management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon laguna state polytechnic university, philippines abstract this study determined the management practices of school heads, organizational behavior, and performance of teachers in the distance learning environment. fifty-five (55) public school principals and one thousand five hundred seven (1507) teachers were the respondents of the study. the researcher utilized the descriptive-correlational examination plan, which utilized the adopted and modified questionnaires to assess and measure the variables under study. the statistical tools used to analyze the data gathered were: frequency and percentage, mean, standard deviation, and multiple linear regression analysis. findings revealed that the management practices, organizational behavior, and performance of teachers were relevant to the distance learning environment. the findings were used to determine the strategic plan model to be proposed by the deped and school officials. since the school heads' management practices are assessed to a high extent, it may be sustained by introducing innovations in their respective stations, which will focus on how the instructional programs may be carried out to achieve the vision, mission, and goals of the deped. this may be done by involving the teachers in the instructional decisions to be made as well as in crafting the different plans to be implemented in the school context. the teachers may be exposed to seminars and capability building to further enhance their teaching pedagogy as well as their skills in the different aspects of the instructional program in the context of the new normal in the educational system. keywords: management practices, organizational behavior, the performance of teachers this is an open access article under the cc-by-nc license. introduction change is inevitable. nations around the world embrace and promote a wide range of educational reforms to meet the demands of life and to prepare our school heads, teachers, and learners in dealing with the challenges, particularly in facing this pandemic covid 19. k to 12 education system is a relevant example that facilitates changes and serves as a standard for basic education globally. this allows fundamental training schools experienced rebuilding in the educational plan, yet in addition in monetary and hr (sarvi et al.,2015). today, educational leaders have a great role in the school setting. principals can work with or prevent the interaction of progress through their activities by the manner in which they lead, oversee, lead school-based preparing and expert advancement programs, impart and activate assets with the end goal of the instructing learning measure. indeed, they are the ones engaged in the holistic development of the educational institution. for many years, the chief used to perform the board's routine undertakings like arranging, sorting out, checking, and assessing. these undertakings are proven in providing orders, managing the school financial plan, orchestrating homerooms schedules, checking participation and nonattendance of instructors and understudies. those undertakings are thought of as areas yet seen as significant. be that as it may, numerous administrators are assuming the normal, worn-out parts with a little spotlight on instructors' presentation, which could further develop understudies learning. this image of the key's jobs ruled their schools for an extensive stretch of time, yet presently, in the new typical, it is an ideal opportunity to move and find a series of ways to change this picture. with the appearance of significant changes in the system, particularly in education also, the changing possibilities for the alumni required for the new economy, this perspective on the jobs of the administrators has changed. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 205| therefore, the difficulties are schools confronted with not just a bounty of information and mechanical developments in all fields yet additionally with many difficulties to a compelling learning measure. the section of republic act 9155 of every 2001 gave the branch of schooling (deped) the legitimate command to revamp administration in essential training. with such mandate, school-based administration (sbm) turned into the system for rolling out institutional improvements to further develop primary school students‟ learning (deped, 2006). schools need pioneers with the vision to further develop the learning climate of the educational system as a feature of the useful school-based administration (sbm). moreover, as cited by busu and draga (2017) in their study, sbm includes a set system school with respect to students, educator improvement, and the assignment of monetary and material assets. smolag & slusarczyk (2017) stressed that a powerful administration framework affects the inspiration and responsibility of educators to deliver fruitful understudies by working with school executives that are both suitable to the specific situation and to the necessities of the school, and to the turn of events and execution of plans to work on the school, to the foundation of reasonable and compelling assessment frameworks for instructors, to structure study halls and schools as indicated by the requirements, to the structure of an organization with the local area, and to guarantee that there is staff to help school elements of different offices. the foregoing facts and findings from literature and studies have prompted the researcher to conduct a deeper study on the school heads' change management practices as they impact the quality of instruction and consequently come up with a strategic plan model for school heads. literature review management practices management practices have a solid relationship with a guarantee to change. the responsibility of association individuals is basic for any change work to succeed, and the ability to induce obligation to change is a significant quality of association pioneers (ashkenas et al., 2013). as heads of schools, administrators are normally the change specialists in the association (hechanova and cementina-olpoc 2013; parco-tropicales and de guzman 2014). studies have proposed that these pioneers should start change, keep an encouraging group of people, and practice moral and proactive authority in the midst of progress. one of the least demanding approaches to comprehend the executives rehearses in training is to initially consider the board rehearses as an idea. by and large, the executive's rehearses are the way toward administering any significant change in a framework to guarantee the cycle happens as effectively and rapidly as could really be expected. this can incorporate overseeing hr to guarantee individuals see how the change is happening, building up how the change will happen and making measures for assessing the change, and at last, trying these ideas. as a term, it can regularly allude to any cycle of progress. the executives rehearse in instruction basically alludes to this cycle as it applies to any arrangement of schooling. in state-funded training, the board rehearses, for the most part, allude to executing and assessing changing arrangements set up by governments or other administrative instructive organizations. the no youngster abandoned (nclb) program set up in the us in the early long periods of the 21st century is one cycle in which this sort of work can be seen. legitimate administration rehearses important to guarantee that educators and staff had the option to appropriately comprehend the progressions made by nclb and execute those changes. by using the board rehearses in instruction, this cycle had international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 206 the option to happen reasonably without a hitch, and different techniques for the examination of these progressions were established to later pass judgment on the benefits of the changes. the executives rehearse in training can likewise be used for advanced education and frequently manage changes in innovation or instructing strategies. for instance, if a school or college were to zero in more vigorously on "e-learning" and wipe out the vast majority of its homerooms, then, at that point, this interaction would be appropriately overseen. this would not just incorporate the real execution of such a change, yet guarantee that educators saw how to function inside the changing framework and assist understudies with learning the help of new innovation. comparative administration practices would almost certainly be important if a college chose to urge educators to turn out to be more aloof in training and serve principally as facilitators instead of a customary technique that had been used at the school. ( https://www.wisegeek.com/what-is-changemanagement-in-education.htm). elements of change. there are important change concepts to explore in relation to mergers. according to burke (2014), the large majority of changes are evolutionary in nature. evolutionary change is “typically an attempt to improve aspects of the organization that will lead to higher performance. the fundamental nature, or deep structure of the organization, its culture, for example, remains undisturbed” (burke, 2014, p. 98). levels of change. change can occur at various levels of an organization. burke (2014) described three levels of change: individual, group, and system. "organizational change at the individual level is influenced by (a) recruitment, selection, and replacement; (b) the extent to which the organization instills the principles of a learning organization; and (c) coaching and counseling". individual change is predicated on the need to move the organization forward, even if this results in a workforce reduction. british airways' decision to reduce the workforce by approximately 20,000 workers validated this phenomenon. this large reduction in workforce assisted the organization in moving forward in a more profitable direction (burke, 2014). this type of change is also reflective in the appointment of a new ceo, most often from outside the organization. training, coaching, and counseling are all aimed at the individual level (burke, 2014). a second level of change is group change. burke (2014) reminded readers that “organization change efforts typically rely heavily on the use of work groups” the group as a whole has to make changes in their procedures and often benefit from team building activities. he suggested four purposes for team building. these include setting priorities for the group, examining communication and decisionmaking roles of the group members, assessing interpersonal relationships, and determining the various roles for the team members. in discussing the third level of change, burke (2014) claimed that “the larger-system level is so complex it is useful to think strategically about different orders of change”. a first-order change is a result of an intervention in a subsystem of the organization. a second-order change occurs in response to the first-order change. a third-order change “eventually influences some organizational process or outcome that is affected by multiple factors. third-order change, therefore, means the involvement of multiple factors in some causal sequence toward an ultimate goal.” individuals’ responses to change may help or hinder organizational change and must be recognized. burke (2014) suggested that stages of change are similar to the stages that individuals go through after a diagnosis of a terminal illness. these are (a) shock and denial; (b) anger; (c) bargaining; (d) depression; and (e) acceptance (. as organizations change, individuals will move from one stage to another or remain fixed in one stage. he argued that all change is a loss experience even when change is accepted and desired. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 207| as uncovered in streams and sutherland's (2014) concentrate on instructive administration, directors viably work with change by building up significant connections, acquiring assets, and giving proficient advancement freedoms to instructors to execute the change. magsaysay and hechanova (2017) likewise investigated factors that add to the effective administration of progress. their investigation of the viability of the board rehearses yielded ten administration rehearses measures. the first is arranging the methodology and cycle of progress. another factor is imparting change—ensuring that individuals comprehend the justification of the change and what changes will be executed. preparing additionally surfaced as a significant component in administration practices to guarantee that individuals have the capacities to execute the change. arrangement and status were additionally seen as significant in viably overseeing change. this involves guaranteeing that representatives are prepared and sure about their capacity to carry out the change. having a hierarchical culture steady of progress additionally guarantees a good outcome. workers likewise anticipate that leaders should be noticeably and substantially supporting the change. worker jobs and obligations and expectations during the change should be clear and checked. besides, organizations must tackle advancements that empower individuals to work better during the change. ultimately, the association's design and work process should uphold the change drive. guerrero, teng-calleja, and hechanova (2018) highlighted that understood change initiative hypothesis (iclt) features the significance of deciding coinciding between the ideal and genuine change authority patterns of representatives in fruitful administration rehearses. this examination used iclt in investigating compelling change initiatives and the executives in optional schools and inspected how these impact educators' obligation to change. information was assembled from 707 optional teachers from both private and public secondary schools in the philippines. discoveries showed that (1) educators appear to have a more comprehensive and integrative perspective on change initiative outlines than representatives of business associations, (2) instructors' change administration patterns altogether predicts apparent viability of the executives' practices, and educators' full of feeling an obligation to change, and (3) saw adequacy of the board rehearses fundamentally intercedes the impact of progress authority diagrams on educators' emotional obligation to change. this examination extended the relevance of iclt in essential training settings and adds to the comprehension of the successful change initiative and the executives rehearses in schools. instructive issues emerge on the grounds that the school with the school head giving administration needs to start and advance instructive change in response to social changes in a broad sense, an increasing population, the growing impact of technology, and the increasing concern for disadvantaged or for depressed areas, and others. former deped secretary leslie a . lapus commented that the achievement of school directors relies upon our uplifting outlook towards change. they should be the impetuses who won't just acknowledge changes and changes yet additionally lead and oversee changes. working with a synergistic climate, change-situated, where educators foster administration abilities and capabilities by seeking after shared objectives and keeping a majority rule and collegial work environment is another imperative for the execution of the effective initiative. working with a synergistic climate, change-situated, where educators foster administration abilities and capabilities by seeking after shared objectives and keeping a majority rule and collegial work environment is another imperative for the execution of the effective initiative. the leader is the one who envisions the growth of the organization, and he is the one who solves problems. (busu and draga,2017) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 208 legisma (2014) declared that school administrators management of change includes leadership, communication, and participation; teachers' social relations include (1) family aspect as relationship and support and (2) peer relations such as teachers personnel; and teachers’ demographic profile was limited to their age, civil status, and educational attainment. in terms of management of change of school administrators, leadership, communication, and participation, all were rated "very satisfactory" as sustained by computed r-values of 0.006, -0.023 and 0.002, t-stat of 0.057, -0.232, and 0.018, and p values of 0.995,0.817 and 0.985 which was interpreted as "not significant" to the performance of the teachers. in terms of social relations of teachers, which include family aspect as to the relationship and moral support, the two were rated " very satisfactory " as sustained by computed r-values of -0.129 and 0.225, tstat of -1.295 and 2.295, and p-values of 0.198 and 0.024 which revealed the relationship to be "not significant " and moral support as "significant"; and peer relations as teacher and personnel, the two were rated " satisfactory " and " very satisfactory " as sustained by the computed r-values of 0.112 and -0,091, t-stat of 1.119 and -0.913 and p-values of 0.266 and 0.364 which revealed to be " not significant " to the performance of the teachers. honrejas (2016), in his article in the modern teacher, stated that the school administrator's objectives might vary with the roles he plays in managing school in an era of change. the principal makes changes according to his perception of the need and asks the appropriate sector to implement them. accordingly, viable schools have pioneers who keep up with and support a scholastic accentuation that spotlights guidance. it is fundamental that administrators are noticeable in study halls. grizzard's (2017) study demonstrated that main perceivability increments with suitable preparation. for sure, the investigation of wakeley (2017) additionally exposes the ramifications for heads to become perceptive of how qualities can add to their adequacy as heads of progress the following components highlight management practices, which include designing visions, curriculum, and instructions, supervising teachers, monitoring students progress, and protecting instructional climate with 10 indicators for each component. research method this research made utilized the descriptive-correlational technique to determine the management practices of school heads as well as the performance of teachers, which served as the basis in the formulation of the strategic plan model. the school heads and the teachers of the identified divisions were the respondents of the study. findings and discussion table 1. distribution of the respondents in terms of sex sex school head teachers f % f % male 11 20.00 241 15.99 female 44 80.00 1266 84.01 total 55 100.00 1507 100.00 as shown in the table, forty four (44) or 80% of the school head respondents were females, and eleven (11) or 20% were males. in terms of the teacher-respondents, 1266 out of 1507 or 84.01% were females, and two hundred forty-one (241) or 15.99 were males. this means that majority of the respondents who took part in the study were all females. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 209| table 2. distribution of the respondents in terms of age age group school head teachers f % f % 20-25 406 26.94 26-30 183 12.14 31-35 2 3.64 256 16.99 36-40 12 21.82 265 17.58 41-45 22 40.00 206 13.67 46-above 19 34.55 191 12.67 total 55 100.00 1507 100.00 it tends to be gathered on the table that among the (55) school heads, twenty-two (22) or 40% of them belonged to 41-45 age group, nineteen (19) or 34.55% were aged 46-above, twelve (12) or 21.82 belonged to 36-40, and two (2) or 3.64% of them were in the age bracket of 31-35. on the other hand, out of 1507 teachers, 406 or 26.94% belonged to 20-25 years old, 265 or 17.58% were 36-40, 256 or 16.99% were 31-35, 206 or 13.67 were 41-45, 191 or 12.67% were 46-above, and 183 or 12.14 belonged to 26-30 years of age bracket. table 3. distribution of the respondents in terms of highest educational attainment highest educational attainment school head teachers f % f % bachelor’s degree 800 53.09 bs degree with master's units 1 1.82 319 21.17 ma graduate 28 50.91 249 16.52 ma degree with doctorate units 16 29.09 95 6.30 doctorate degree 10 18.18 44 2.92 total 55 100.00 1507 100.00 table 3 shows the distribution of the respondents in terms of their highest educational attainment. twenty-eight (28) or 50.91% are the highest frequency for school head which is belongs to ma graduate education bracket, and one (1) or 1.82% are the lowest frequency which belongs to the bs degree with master’s units education bracket. in addition, eight hundred (800) or 53.09% are the highest frequency for variable b which is the teacher and it belongs to bachelor’s degree education bracket. while, forty-four (44) or 2.92% are the lowest frequency which belongs to the doctorate degree education bracket, which implies that most of the respondents for school head falls to the ma graduate education bracket and bachelor’s degree education bracket for teachers. it can be inferred that the school heads involved in the study were master’s graduates and able to apply what they learned in their graduate school to improve the status of their respective schools while on the part of the part of the teachers it can be stated that they are the ones who need assistance given the fact that they need more knowledge on how they can performed their tasks. table 4. distribution of the respondents in terms of years in service years in service school head teachers f % f % 10 yrs. and below 1 1.82 706 46.85 11-15 years 7 12.73 326 21.63 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 210 16-20 years 18 32.73 250 16.59 21-25 years 17 30.91 105 6.97 26 yrs. and above 12 21.82 120 7.96 total 55 100.00 1507 100.00 table 4 shows the distribution of respondents in terms of years of service. the majority (32.73%) of the school head belongs to the 16-20 years of service. the 21-25 years of service comes next, which gathered 17 (30.91%) of the total respondents. the lowest percentage goes to 10 years of service and below, which only comprises 1 (1.82%) respondent of the total sample population. out of 1,507 teachers surveyed, 706 (46.85%) of them have served 10 years, and below in the school, 326 (21.63%) of them have served 11-15 years in school, 250 (16.59%) teachers served 16-20 years in the school, 120 (7.96%) teachers have served 26 years and above in school, and 105 (6.97%) teachers have served at least 21-25 years in school. the years of service of the respondents are contributory factors to achieving the vision, mission, and goals of the schools. the school head's experience in managing the school can be inferred as one of the considerations in managing the schools. table 5. the extent of implementation of the school head's management practices in instruction in terms of designing a vision indicative statement teacher (n = 1, 507) school head (n = 55) mean sd descriptive interpretatio n mean sd descriptive interpretatio n 1. develop a focused set of annual school-wide goals based on the needs as stipulated in the be-lcp 5.08 0.84 high extent 5.07 0.84 high extent 2. frame a school’s goals in terms of teacher’s responsibilities for meeting them considering the new modalities to be adopted 5.19 0.74 high extent 5.20 0.76 high extent 3. use needs assessment or other formal and informal methods to secure staff input on goal development. 5.24 0.71 high extent 5.24 0.74 high extent 4. use data on student performance in using the learning modalities when developing the school’s academic goals. 5.07 0.61 high extent 5.09 0.65 high extent 5. develop goals that are easily understood and used by teachers in the school in the context of the new normal 5.17 0.67 high extent 5.18 0.64 high extent 6. communicate the school’s mission effectively to members of the school community using the available platform 5.10 0.89 high extent 5.13 0.86 high extent 7. discuss the school’s academic goals with teachers at faculty meetings. 5.07 0.73 high extent 5.09 0.70 high extent international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 211| 8. refer to the school’s academic goals when making curricular decisions with teachers. 4.89 1.06 high extent 4.93 1.03 high extent 9. ensure that the school’s academic goals are reflected in highly visible displays in the school. 4.72 0.82 high extent 4.73 0.85 high extent 10. refer to the school’s goals or mission in forums with students through the available platforms 4.63 1.05 high extent 4.64 1.04 high extent overall 5.01 0.29 high extent 5.03 0.29 high extent legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as presented in the table, the means and standard deviations of the teachers’ and school heads’ responses are almost equal interpreted as high extent. the indicators “ refer to the school’s academic goals when making curricular decisions with teachers.” , “ensure that the school’s academic goals are reflected in highly visible displays in the school.” and “refer to the school’s goals or mission in forms with students through the available platforms.” have means of 4.63 – 4.89 interpreted as high extent and standard deviations of 0.82 – 1.06. indicators “develop a focus set of annual school-wide goals based on the needs as stipulated in the be-lcp.”, “use data on student performance in using the learning modalities when developing the schools’ academic goals.”, and “discuss the school’s academic goals with teachers at faculy meetings.” have means of 5.07 – 5.08 interpreted as high extent and standard deviations of 0.61 – 0.84. remaining indicators “frame a school’s responsibilities for meeting them considering the new modalities to be adopted.” , “use needs assessment or other formal and informal methods to secure staff input on goal development.” , “develop goals that are easily understood and used by teachers in the school in the context of the new normal.” and “communicate the school’s mission effectively to members of the school community using the available platform.” have means of 5.10 5.24 interpreted as high extent and standard deviations of 0.64 – 0.89. overall the means are 5.01 and 5.03 interpreted as high extent with equal standard deviation of 0.29. the data gathered are manifestations that instructional supervision of the school heads are being done and practiced in the field. the assessment made by table 6. extent of implementation of the school head’s management practices in instruction in terms of curriculum and instruction indicative statement teacher (n = 1, 507) school head (n = 55) mean sd descriptive interpretatio n mean sd descriptive interpretatio n 1. ensure that the classroom priorities of teachers are consistent with the goals and direction of the school as stipulated in the be-lcp 4.51 1.08 high extent 4.47 1.12 high extent 2. review student work products when evaluating classroom instruction. 5.00 0.88 high extent 4.98 0.93 high extent international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 212 3. conduct informal observations through the modalities adopted by the school. 5.14 0.79 high extent 5.11 0.83 high extent 4. point out specific strengths in teacher’s instructional practices in post-observation feedback. 4.87 0.80 high extent 4.91 0.80 high extent 5. point out specific weaknesses in teacher instructional practices in post-observation feedback. 5.11 0.72 high extent 5.09 0.75 high extent 6. make clear who is responsible for coordinating the curriculum across grade levels through proper channelling 5.10 0.87 high extent 5.11 0.85 high extent 7. draw upon the results of the assessment provided when making curricular decisions. 5.02 0.77 high extent 5.05 0.78 high extent 8. monitor the classroom curriculum to see that it covers the school’s curricular objectives. 4.56 1.20 high extent 4.60 1.18 high extent 9. assess the overlap between the school’s curricular objectives and the school’s achievement tests. 4.56 0.85 high extent 4.58 0.85 high extent 10. participate actively in the review of curriculum materials. 4.54 1.0 1 high extent 4.56 1.01 high extent overall 4.84 0.29 high extent 4.85 0.29 high extent legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all table 6 shows that the means and standard deviations of the teachers' and school heads' responses are almost equal and interpreted to as high extent. the indicators "ensure that the classroom priorities of teachers are consistent with the goals and direction of the school as stipulated in the belcp.", "point out specific strengths in teacher's instructional practices in post-observation feedback." , “monitor the classroom curriculum to see that it covers the school’s curricular objectives.” , “assess the overlap between the school’s curricular objectives and the school’s achievement tests.” and “participate actively in the review of curriculum materials.” have means of 4.51 – 4.87 interpreted as high extent and standard deviations of 0.80 – 1.20. indicators “review student work products when evaluating classroom instruction.”, “conduct informal observations through the modalities adopted by the school.”, “point out specific weaknesses in teacher instructional practices in post-observation feedback.”, “make clear who is responsible for coordinating the curriculum across grade levels through proper channeling.” and “ draw upon the results of the assessment provided when making curricular decisions.” have means of 4.98 – 5.14 interpreted as high extent and standard deviations of 0.72 – 0.93. overall the means are 4.84 and 4.85 interpreted as high extent with an equal standard deviation of 0.29. table 7. the extent of implementation of the school head's management practices in instruction in terms of supervising teachers indicative statement teacher (n = 1, 507) school head (n = 55) mean sd descriptive mean sd descriptive international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 213| interpretatio n interpretatio n 1. reinforce superior performance by teachers in staff meetings, newsletters, and/or memos. 5.10 0.80 high extent 5.07 0.84 high extent 2. compliment teachers privately for their effort or performance. 5.20 0.7 2 high extent 5.20 0.76 high extent 3. acknowledge teachers’ exceptional performance by writing 5.24 0.71 high extent 5.24 0.74 high extent 4. reward special efforts by teachers with opportunities for professional recognition. 4.97 0.70 high extent 4.98 0.73 high extent 5. create professional growth opportunities for teachers as a reward for special contributions to the school. 5.18 0.64 high extent 5.18 0.64 high extent 6. ensure that in-service activities attended by the staff are consistent with the school's goals. 5.10 0.89 high extent 5.13 0.86 high extent 7. actively support the use in the classroom of skills acquired during in-service training. 5.06 0.67 high extent 5.05 0.68 high extent 8. obtain the participation of the whole staff in important in service activities 4.89 1.06 high extent 4.93 1.03 high extent 9. lead or attend teacher in-service activities concerned with instruction. 4.72 0.82 high extent 4.73 0.85 high extent 10. set aside time at faculty meetings for teachers to share ideas or information from in service activities. 4.78 0.98 high extent 4.75 0.99 high extent overall 5.02 0.28 high extent 5.03 0.30 high extent legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as shown in the table, the means and standard deviations of the teachers’ and school heads’ responses are almost equal interpreted as high extent. the indicators “reward special efforts by teachers with opportunities for professional recognition.” , “obtain the participation of the whole staff in important in service activities.” , “lead or attend teacher in service activities concerned with instruction.” and “set aside time at faculty meetings for teachers to share ideas or information from in service activities.” have means of 4.72 – 4.98 interpreted as high extent and standard deviations of 0.70 – 1.06. indicators “reinforce superior performance by teachers in staff meetings, newsletters, and/or memos.” , “create professional growth opportunities for teachers as a reward for special contributions to the school." , "ensure that in service activities attended by the staff are consistent with the school's goals." and "actively support the use in the classroom of skills acquired during in service training." have means of 5.10 – 5.18 interpreted as high extent and standard deviations of 0.64 – 0.89. other indicators, "compliment teachers privately for their effort or performance." and "acknowledge teacher's international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 214 exceptional performance by writing." have means of 5.20 and 5.24 interpreted as high extent and standard deviations of 0.71 – 0.76. overall the means are 5.02 and 5.03, interpreted as high extent with standard deviations of 0.28 and 0.30. table 8. extent of implementation of the school head’s management practices in instruction in terms of monitoring student progress indicative statement teacher (n = 1, 507) school head (n = 55) mean sd descriptive interpretatio n mean sd descriptive interpretatio n 1. take time to talk informally with students and teachers through the feedback mechanism stipulated in the lcp. 5.21 0.70 high extent 5.22 0.74 high extent 2. attend to the class using the link provided to ensure that instruction is delivered following the screen time 5.07 0.61 high extent 5.09 0.65 high extent 3. provide direct instructions to classes when the need arises, specifically if a connection is concerned. 5.18 0.64 high extent 5.18 0.64 high extent 4. meet individually with teachers to discuss student progress through the mechanism provided by the school. 5.10 0.89 high extent 5.13 0.86 high extent 5. discuss academic performance results with the faculty to identify curricular strengths and weaknesses. 5.09 0.69 high extent 5.09 0.70 high extent 6. use tests and another performance measure to assess progress toward school goals. 4.89 1.06 high extent 4.93 1.03 high extent 7. inform teachers of the school’s performance results in written form. 4.72 0.82 high extent 4.73 0.85 high extent 8. inform students of school’s academic progress following the deped orders 4.82 0.92 high extent 4.82 0.92 high extent overall 5.01 0.32 high extent 5.03 0.34 high extent legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as represented in the table, both teachers and school heads in terms of monitoring student progress, got an overall mean of 5.01 and 5.03 respectively, interpreted as high extent, and standard deviation of 0.32 and 0.34 respectively. meaning, the table under monitoring student progress reflected that all the indicative statements were almost performed. the indicator "take time to talk informally with students and teachers through the feedback mechanism stipulated in the lcp." got the highest mean both from teachers 5.21 and school heads 5.22, having a standard deviation of 0.70 and 0.74 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 215| respectively, meaning the voice of customers are essential in monitoring the learner's progress properly. table 9. extent of implementation of the school head's management practices in instruction in terms of protecting the instructional climate indicative statement teacher (n = 1, 507) school head (n = 55) mean sd descriptive interpretatio n mean sd descriptive interpretatio n 1. limit interruptions of instructional time by public address. 5.20 0.72 high extent 5.20 0.76 high extent 2. encourage teachers to use the instructional time for teaching and practicing new skills and concepts. 5.24 0.71 high extent 5.24 0.74 high extent 3. limit the intrusion of extraand co-curricular activities on instructional time. 5.07 0.61 high extent 5.09 0.65 high extent 4. recognize students who superior work with formal rewards such as an honor roll or mention in the principal's newsletter. 5.20 0.65 high extent 5.20 0.65 high extent 5. use online assemblies to honor students for academic accomplishments or for academic behaviour or citizenship. 5.10 0.89 high extent 5.13 0.86 high extent 6. recognize superior student achievement or improvement by seeing in the office the students with their work. 5.07 0.71 high extent 5.07 0.72 high extent 7. contact parents to communicate improved or exemplary student performance or contributions. 4.89 1.06 high extent 4.93 1.03 high extent 8. support teachers actively in their recognition and/or reward of student contributions to and accomplishments in class. 4.72 0.82 high extent 4.73 0.85 high extent overall 5.01 0.32 high extent 5.08 0.32 high extent legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as represented in the table, both teachers and school heads, in terms of protecting the instructional climate, got an overall mean of 5.01 and 5.08 respectively, interpreted as high extent, and standard deviation both of 0.32. the indicator "encourage teachers to use instructional time for teaching and practicing new skills and concepts" showed the highest mean of 5.24 both from teachers and the school heads, with a standard international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 216 deviation of 0.71 and 0.74, respectively. significantly, the teachers and the school heads are highly committed to protecting the instructional climate among learners through innovations and acquisitions of new skills and concepts. table 10. level of teacher’s organizational behavior in terms of organizational commitment indicative statement mean sd descriptive interpretation 1. i really care for the fate of this school 5.11 0.80 committed 2. i do not feel like “part of the family” at the school.* 4.00 1.03 moderately committed 3. i do not feel “emotionally attached” to this school.* 3.75 1.20 moderately committed 4. i do not feel a strong sense of belonging to the school.* 4.01 0.94 moderately committed 5. i would be very happy to spend the rest of my career in this school. 4.87 0.73 committed 6. i really feel as if this school’s problems are my own. 4.98 0.94 committed 7. this school has a great deal of personal meaning for me 4.97 0.77 committed 8. deciding to work for this school was a definite mistake on my part. 5.04 0.76 committed mean 4.59 0.45 committed legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all it can be gleaned in the table that the overall level of teachers’ organizational behavior in terms of organizational commitment was 4.59 with sd of 0.45 and verbally interpreted as “committed.” among the indicators presented, “deciding to work for this school was a definite mistake on my part” got the highest mean of 5.04 which is interpreted as “committed” and standard deviation of 0.76, the indicator “i really care for the fate of this school” has a mean of 5.11 interpreted as committed and standard deviation of 0.80. the indicator “i really feel as if this school’s problems are my own" has a mean of 4.98 interpreted as committed with a standard deviation of 0.94. the indicator "this school has a great deal of personal meaning for me" has a mean of 4.97 and is interpreted as committed with a standard deviation of 0.77. the indicator "i would be very happy to spend the rest of my career in this school" has a mean of 4.87, interpreted as committed with a standard deviation of 0.73. the indicator "i do not feel a strong sense of belonging to the school.*" has a mean of 4.01 interpreted as moderately committed with a standard deviation of 0.94. the indicator "i do not feel like “part of the family” at the school.*" has a mean of 4.0 interpreted as moderately committed and a standard deviation of 1.03. the indicator "i do not feel “emotionally attached” to this school.*" has a 3.75 weighted mean interpreted as moderately committed and a standard deviation of 1.25. this means that the teachers manifested a commitment to their organizational behaviour. this is really essential in order for the goals and objectives will be achieved since one of the characteristics needed to sustain the institutional goal is to have people who can commit themselves to the total development of the institution. table 11. level of teacher’s organizational behavior in terms of professional commitment indicative statement mean sd descriptive interpretation international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 217| 1. too much of my life would be disrupted if i decided to leave school right now, even if i wanted to. 3.33 1.02 quite committed 2. i believe that i have too few options to consider leaving this school. 4.83 0.94 committed 3. one of the few negative consequences of leaving this school would be the lack of available alternatives. 3.27 1.11 quite committed 4. if i had not already put so much of myself into this school, i might consider working elsewhere. 3.31 1.10 quite committed 5. it would be very hard for me to leave this school right now, even if i wanted to. 3.07 1.05 quite committed 6. i wish i leave this school. * 4.62 1.04 committed 7. i work for this school only as long as i have no other option 3.42 1.14 quite committed mean 3.69 0.68 moderately committed legend: 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as presented in the table, the overall mean of the professional commitment of teachers is 3.69, interpreted as moderately committed and standard deviation of 0.68. the indicator "i believe that i have too few options to consider leaving this school" has a mean of 4.83 interpreted as committed and a standard deviation of 0.94. the indicator "i wish i leave this school.*" has a mean of 4.62 interpreted as committed and a standard deviation of 1.04. the indicators "i work for this school only as long as i have no other option”, “too much of my life would be disrupted if i decided to leave the school right now, even if i wanted to”, “if i had not already put so much of myself into this school, i might consider working elsewhere”, “one of the few negative consequences of leaving this school would be the lack of available alternatives”, “it would be very hard for me to leave this school right now, even if i wanted to”, were assessed by the respondents as quite committed with the mean of 3.42, 3.33, 3.31, 3.27, and 3.07 respectively and standard deviation of 1.14, 1.02, 1.10, 1.11, and 1.05. . table 12. level of teacher’s organizational behavior in terms of organizational citizenship behavior indicative statement mean sd descriptive interpretation 1. i do not feel any obligation to remain with my current employer.* 3.71 1.24 moderately committed 2. i would feel guilty if i left the school now. 4.48 1.22 moderately committed 3. this school deserves my loyalty. 4.99 0.73 committed 4. i would not leave my school right now because i have a sense of obligation to the people in it. 5.11 0.85 committed 5. even if it were to my advantage, i do not feel it would be right to leave the school now. 5.09 0.69 committed 6. right now, staying with this school is a matter of contract.* 3.65 1.15 moderately committed mean 4.51 0.45 committed legend: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 218 5.50 – 6.00 – always, great extent;4.50 – 5.49 – almost always high extent; 3.50 – 4.49 – frequently moderate extent 2.50 – 3.49 – occasionally low extent;1.50 – 2.49 – seldom least extent;1.00 – 1.49 – almost never not at all as illustrated in the table, the levels of teachers' organizational behaviour in terms of organizational citizenship behavior obtained the total mean of 4.51 with a standard deviation of 0.45 and descriptively interpreted as committed. among the indicators, “this school deserves my loyalty”, “i would not leave my school right now because i have a sense of obligation to the people in it”, and “i would not leave my school right now because i have a sense of obligation to the people in it" got the same verbal interpretation of committed with 4.99, 5.11 and 5.09 mean respectively and 0.73, 0.85 and 0.69 standard deviations. on the other hand, the other indicators such as “i would feel guilty if i left the school now”, “i do not feel any obligation to remain with my current employer.*”, and “right now, staying with this school is a matter of contract.*" were interpreted as moderately committed. the mean obtained were 4.48, 3.71, and 3.65, respectively, with the standard deviation of 1.24, 1.22, and 1.15. table 13. level of teacher’s organizational behavior in terms of job involvement indicative statement mean sd descriptive interpretation 1. my supervisor recognizes my ability to deliver quality service 4.11 1.16 moderately involved 2. my supervisor recognizes my strengths and areas for improvement. 4.91 0.95 involved 3. my supervisor keeps me informed of any major changes in the work environment or organization. 5.02 0.93 involved 4. my supervisor encourages me even in difficult situations 4.59 1.01 involved 5. my supervisor tries to meet my needs in such ways as informing me of what is expected of me when working in the organization. 4.80 0.96 involved mean 4.69 0.51 involved legend: *reversely scored scaled response descriptive interpretation 5.50 – 6.00 – strongly agree highly involved 4.50 – 5.49 – agree involved 3.50 – 4.49 – moderately agree moderately involved 2.50 – 3.49 – slightly disagree quite involved 1.50 – 2.49 – disagree less involved 1.00 – 1.49 – strongly disagree not involved as illustrated in table 13, the overall assessment to the level of teachers’ organizational behavior in terms of job involvement is 4.69 and interpreted as involved. four indicators were descriptively interpreted as involved. among those are “my supervisor keeps me inform of any major changes in the work environment or organization”, “my supervisor recognizes my strengths and areas for improvement”, “my supervisor tries to meet my needs in such ways as informing me of what is expected of me when working in the organization”, and “my supervisor encourages me even in difficult situations” and these got the mean of 5.02, 4.91, 4.80 and 4.59 respectively. the standard deviations obtained were 0.93, 0.95, 0.96, and 1.01. meanwhile, indicator “my supervisor recognizes my ability to deliver quality service” got 4.11 mean and 1.16 standard deviation with moderately involved as verbal interpretation. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 219| table 14. level of teacher’s performance in terms of social presence indicative statement mean sd descriptive interpretation 1. i clearly communicated important course topics. 4.76 1.04 very satisfactory 2. i clearly communicated important course goals. 5.04 0.86 very satisfactory 3. i helped to keep course participants engaged and participating in productive dialogue. 5.17 0.78 very satisfactory 4. i reinforced the development of a sense of community among course participants. 4.97 0.76 very satisfactory 5. i focused the discussion on relevant issues in a way that helped me to learn. 5.16 0.72 very satisfactory 6. getting to know other course participants gave students a sense of belonging in the course. 5.08 0.85 very satisfactory 7. students was able to form distinct impressions of some course participants. 5.05 0.71 very satisfactory 8. students felt comfortable conversing through the online medium. 4.75 1.12 very satisfactory 9. students felt that my point of view was acknowledged by other course participants. 4.67 0.84 very satisfactory 10. students felt motivated to explore content-related questions. 4.65 0.97 very satisfactory mean 4.93 0.30 very satisfactory legend: *reversely scored scaled response descriptive interpretation 5.50 – 6.00 – strongly agree outstanding 4.50 – 5.49 – agree very satisfactory 3.50 – 4.49 – moderately agree satisfactory 2.50 – 3.49 – slightly disagree fair 1.50 – 2.49 – disagree needs improvement 1.00 – 1.49 – strongly disagree poor table 14 presents that the level of teacher's performance in terms of social presence has a mean of 4.93 with a verbal interpretation of very satisfactory (vs). the highest mean for teacher's performance in terms of social presence is indicator #5, "i helped to keep course participants engaged and participating in productive dialogue," has a mean of 5.17 with the verbal interpretation of very satisfactory, on the other hand the least indicators of teacher's performance in terms of social presence is "students felt motivated to explore content related questions with 4.65 a verbal interpretation of very satisfactory. teacher's social presence states clearly that teachers want to engage, collaborate in the productive dialogue to deliver their teaching effectively and to add their ideas, techniques, approaches in the instruction process. the researcher has since a long time ago attempted to clarify people's social practices in online conditions, and social presence is one of the key logical developments in these endeavors. social presence is thought to assume a supporting part in the development of connections and the trading of data inside an interceded climate. that social presence is essential to connection, and learning can be valued by an appeal to constructivist standards. table 15. level of teacher’s performance in terms of cognitive presence international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 220 indicative statement mean sd descriptive interpretation 1. i was helpful in identifying areas of agreement and disagreement on course topics that helped me to learn. 5.04 0.86 very satisfactory 2. i encouraged course participants to explore new concepts in this course. 5.18 0.77 very satisfactory 3. i provided feedback that helped me understand my strengths and weaknesses relative to the course’s goals and objectives. 4.96 0.76 very satisfactory 4. i provided feedback in a timely fashion. 5.15 0.72 very satisfactory 5. students felt comfortable interacting with other course participants. 5.08 0.85 very satisfactory 6. students felt comfortable disagreeing with other course participants while still maintaining a sense of trust. 5.04 0.71 very satisfactory 7. problems posed increased student’s interest in course issues. 4.74 1.12 very satisfactory 8. course activities piqued student’s curiosity. 4.69 0.84 very satisfactory 9. students utilized a variety of information sources to explore problems posed in this course. 4.64 0.98 very satisfactory 10. brainstorming and finding relevant information helped students resolve content-related questions 4.68 0.83 very satisfactory 11. reflection on course content and discussions helped me understand fundamental concepts in this class. 4.63 0.98 very satisfactory 12. students have developed solutions to course problems that can be applied in practice. 5.05 0.86 very satisfactory mean 4.91 0.36 very satisfactory legend: *reversely scored scaled response descriptive interpretation 5.50 – 6.00 – strongly agree very high 4.50 – 5.49 – agree very satisfactory 3.50 – 4.49 – moderately agree satisfactory 2.50 – 3.49 – slightly disagree fair 1.50 – 2.49 – disagree needs improvement 1.00 – 1.49 – strongly disagree poor table 15 shows the level of teacher’s performance in terms of cognitive presence, where the scaled response of 5.50-6.00 means strongly agree and scale 1.00-1.49 refers to strongly disagree. for descriptive interpretation, scale 5.50-6.00 being very high, and scale 1.00-1.49 being the poor. the highest indicator revealed in "i encouraged course participants to explore new concepts in this course" is 5.18 with verbal interpretation of vs, while the least mean reveals in "reflection on course content and discussions helped understand fundamental concepts in this class" with 4.63 (very satisfactory). with the average mean of 4.91 and standard deviation of 0.36, agree as scaled response and very satisfactory as descriptive interpretation, the table clearly shows that learners are able to construct ideas and to engage more in terms of the cognitive presence of the teachers. teachers need to assist or guide in the simplest to complex concepts to understand better and apply them in the field. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 221| table 16. level of teacher’s performance in terms of teaching presence indicative statement mean sd descriptive interpretation 1. i provided clear instructions on how to participate in course learning activities 5.09 0.84 very satisfactory 2. i clearly communicated important due dates/time frames for learning activities 5.07 0.71 very satisfactory 3. i was helpful in guiding the class towards understanding course topics in a way that helped me clarify my thinking. 4.74 1.12 very satisfactory 4. i helped keep the course participants on task in a way that helped me to learn. 4.65 0.85 very satisfactory 5. online or web-based communication is an excellent medium for social interaction. 4.66 0.98 very satisfactory 6. students felt comfortable participating in the course discussions. 4.64 0.85 very satisfactory 7. online discussions help students to develop a sense of collaboration. 4.65 0.98 very satisfactory 8. online discussions were valuable in helping students appreciate different perspectives. 5.03 0.87 very satisfactory 9. combining new information helped students answer questions raised in course activities. 5.02 0.87 very satisfactory 10. learning activities helped students construct explanations/solutions. 5.19 0.77 very satisfactory 11. students can describe ways to test and apply the knowledge created in this course. 4.92 0.78 very satisfactory 12. students can apply the knowledge created in this course to my work or other non-class related activities. 5.13 0.78 very satisfactory mean 4.90 0.35 very satisfactory legend: *reversely scored scaled response descriptive interpretation 5.50 – 6.00 – strongly agree very high 4.50 – 5.49 – agree very satisfactory 3.50 – 4.49 – moderately agree satisfactory 2.50 – 3.49 – slightly disagree fair 1.50 – 2.49 – disagree needs improvement 1.00 – 1.49 – strongly disagree poor table 16 the information reveals the level of teacher's performance in terms of teaching presence, wherein the mean performance of the teachers in teaching presence was "very satisfactory" with an average of 4.90 and a standard deviation of 0.35. the highest mean is 5.19 reveals in the “learning activities helped students construct explanations/ solutions” with a verbal interpretation of very satisfactory, the least mean reveals with 4.64 in the “students felt comfortable participating in the course discussions “has a verbal interpretation of very satisfactory. in addition, the indicative statement that got the highest mean which is 5.19 is statement 10, while 4.64 is the lowest mean which is the statement 6. it reveals that teachers who give learning activities help students construct explanations/solutions. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 222 it is clearly stated the students are learning with peers or groups by sharing or collaborating their ideas. it is also manifested that students are not independent to deliver their thoughts in the discussion. table 17. test of the significant relationship between the management practices of school heads and the teachers' organizational behavior management practices organizational behavior organizational commitment professional commitment organizational citizenship job involvement designing vision .058* .339** .013 .079* curriculum and instruction .047 .212 ** .102** 0.030 supervising teachers .021 .516 ** .074* .048 monitoring student progress .208 ** .915** .065* .051* protecting instructional climate .077* .508** .097* .055* **correlation is significant at the .01 level (2 tailed) n = 1507 *correlation is significant at the .05 level (2 tailed) table 17 presents the correlation results between the management practices of school heads and teachers’ organizational behavior. it could be gleaned on the table that the organizational behavior in terms of organizational commitment is positively and significantly related to designing vision (r = .058; p <.05) and protecting instructional climate (r = .077; p <.05), and students’ progress (r = .208; p < .01). on the other hand, in terms of professional commitment, positive and high significant relationship was noted at .01 level of significance along designing vision (r = .339), curriculum and instruction (r =.212), supervising teachers (r =.516), monitoring students’ progress (.915), protecting instructional climate (.508). in terms of organizational citizenship, a significant relationship between curriculum and instruction (r =.102) was noted at 0.05 level of significance while in terms of supervising teachers (r =.074), monitoring students' progress (r =.065), and protecting instructional climate (r =.097), positive and significant relationship was noted at 0.01 level of significance. it can be inferred in the data gathered that the management practices of school heads are associated to the teachers’ organizational behavior. the practices of the school heads are being done to improve the existing situations in the school. table 18. test of significant relationship between the management practices of school heads and the level of teachers’ performance management practices teacher’s performance social presence cognitive presence teaching presence designing vision .104** .111** .111** curriculum and instruction .060 * .068* .089* international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 223| supervising teachers .220** .274** .278** monitoring student progress .758 ** .706** .682** protecting instructional climate .474 ** .601** .575** **correlation is significant at the .01 level (2 tailed) n = 1507 *correlation is significant at the .05 level (2 tailed) based on the table, the teachers performance in terms of social presence along designing vision (r =.104), supervising teachers (r =.220), monitoring students progress (r =.706), and protecting instructional climate (r =.474) was highly significant with management practices at .01 level of significant while curriculum and instruction (.060) was significant at .05 level. in terms of cognitive presence, designing vision (.111), supervising teachers (.274), monitoring student progress (.706), and protecting instructional climate (.601) were highly significant at .01 level while curriculum and instruction (.068) were highly significant at .05 level. moreover, the performance in terms of teaching presence along with designing vision (.111), supervising teachers (.278), monitoring students' progress (.682), and protecting instructional climate (.575) were highly significant at .01 level while curriculum and instruction (.089) was significant at .05 level. table 19. test of significant relationship between the teachers’ organizational behavior and teaching performance organizational behavior teacher’s performance social presence cognitive presence teaching presence organizational commitment .225 ** .394** .426** professional commitment .789 ** .851** .847** organizational citizenship .088 * .175** .193** job involvement .112** .088* .120** **correlation is significant at the .01 level (2 tailed) n = 1507 *correlation is significant at the .05 level (2 tailed) it can be gleaned on the table the significant relationship between teachers’ performance in terms of social presence along with organizational commitment (.225), professional commitment (.789) and job involvement (.112) were highly significant at .01 level while organizational citizenship (.088) was significant at .05 level. in terms of cognitive presence along organizational commitment (.394), professional commitment (.851), organizational citizenship (.175) were highly significant at .01 level while job involvement (.088) was significant at .05 level. lastly, the teaching presence along with organizational commitment (.426), professional commitment (.847), organizational citizenship (.193) and job involvement (.120) were highly significant at .01 level. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 224 table 20. test of significant prediction of school heads’ management practices on teacher’s organizational behavior model predictors unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 3.974 0.056 70.900 0.000 designing vision 0.044 0.007 0.187 6.135 0.000 curriculum & instruction 0.034 0.008 0.110 4.339 0.000 protecting instructional climate 0.01 5 0.006 0.068 2.696 0.007 supervising teachers 0.018 0.008 0.070 2.281 0.023 adj r2 = 4.1%; f (4, 1502) = 16.980; p < 0.01; n = 1507 dependent variable: organizational behavior a stepwise multiple linear regression was conducted with organizational behavior as the dependent variable and the five constructs of school head’s management practices as independent variables. the multiple regression analysis revealed that designing vision, curriculum and instruction, protecting instructional climate, and supervising teachers contributed significantly to the regression model f (4, 1502) = 16.980, p < .01 and accounted for 4.4% of the variation in organizational behavior scores which yields the final regression equation: ob = 3.974 + .044dv + .034ci + .015pic + .018st where ob = organizational behavior score; dv = designing vision; ci = curriculum and instruction; pic = protecting instructional climate st = supervising teachers the equation above further indicates that for every 1unit increase in organizational behavior score, there is a corresponding .044 unit increase in designing vision, holding other factors constant. moreover, for every 1unit increase in organizational behavior, there is a corresponding .034 unit increase in curriculum and instruction, maintaining other factors fixed. also, for every 1-unit increase in organizational behavior score, there is a corresponding .015 units increase in protecting instructional climate keeping other factors constant. finally, for every 1-unit increase in organizational behavior score, there is a corresponding .018 units increase in supervising teachers keeping other factors constant. table 21. test of significant prediction of teacher’s organizational behavior on their teaching performance model predictors unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 0.159 0.086 1.846 0.065 professional commitment 0.886 0.015 0.824 59.028 0.000 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 225| organizational commitment 0.029 0.005 0.075 5.297 0.000 organizational citizenship 0.035 0.010 0.047 3.468 0.001 job involvement 0.021 0.008 0.033 2.473 0.014 adj r2 = 74.6%; f (4, 1502) = 1106.537; p < 0.01; n = 1507 dependent variable: teacher’s performance a stepwise multiple linear regression was conducted with teacher's performance as the dependent variable and the four constructs of teacher's organizational behavior as independent variables. the multiple regression analysis revealed that all of the four constructs of organizational behavior, namely professional commitment, organizational commitment, organizational citizenship, and job involvement, contributed significantly to the regression model f (4, 1502) = 1106.537, p < .01 and accounted for 74.6% of the variation in teacher's performance scores which yields the final regression equation: tp = .159 + .886pc + .029ocom + .035ocit + .021ji where tp = teacher’s performance score; pc = professional commitment; ocom = organizational commitment; ocit = organizational citizenship; ji = job involvement the equation above further indicates that for every 1unit increase in teacher performance score, there is a corresponding .886 unit increase in professional commitment holding other factors constant. moreover, for every 1unit increase in teacher performance score, there is a corresponding .029 unit increase in organizational commitment maintaining other factors fixed. also, for every 1unit increase in teacher performance score, there is a corresponding .035 units increase in organizational commitment keeping other factors constant. finally, for every 1-unit increase in teacher performance score, there is a corresponding .021 units increase in job involvement keeping other factors constant. table 22. test of significant prediction of school heads’ management practices on teacher’s performance model predictors unstandardized coefficients standardized coefficients t sig. b std. error beta 1 (constant) 1.23 4 0.086 14.302 0.000 monitoring student progress 0.73 0 0.020 0.668 35.744 0.000 protecting instructional climate 0.10 4 0.006 0.308 18.004 0.000 designing vision 0.04 6 0.006 0.128 7.646 0.000 curriculum and instruction 0.035 0.007 0.075 4.763 0.000 adj r2 = 64.4%; f (4, 1502) = 683.280; p < 0.01; n = 1507 dependent variable: teacher’s performance international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon | 226 a stepwise multiple linear regression was conducted with teacher’s performance as the dependent variable and the five constructs of school head’s management practices as independent variables. the multiple regression analysis revealed that monitoring student progress, protecting instructional climate, designing vision, and curriculum and instruction contributed significantly to the regression model f (4, 1502) = 683.280, p < .01 and accounted for 64.4% of the variation in teacher’s performance scores which yields the final regression equation: tp = 1.234 + .730msp + .104pic + .046dv + .035ci + .015pic where tp = teacher’s performance score; msp = monitoring student progress pic = protecting instructional climate dv = designing vision; ci = curriculum and instruction; the equation above further indicates that for every 1unit increase in teacher performance score, there is a corresponding .730 units increase in monitoring student progress holding other factors constant. moreover, for every 1unit increase in teacher performance score, there is a corresponding .104 units increase in protecting instructional climate, maintaining other factors fixed. also, for every 1-unit increase in teacher performance score, there is a corresponding .046 units increase in designing vision keeping other factors constant. finally, for every 1-unit increase in teacher performance score, there is a corresponding .015 units increase in curriculum and instruction, keeping other factors constant. table 23. test of mediating effect of organizational behavior on the influence of school head’s management practices on teacher’s performance variable b 95% ci se b β r2 ∆r2 step 1 .181 .181** (constant) 4.12 2 [4.036, 4.208] .044 management practices .168 [.150, .186] .009 .425 step 2 .200 .019** (constant) 3.22 6 [2.923, 3.529] .155 management practices .161 [.143, .179] .009 .407 organizational behavior .214 [.144, .283] .035 .140 step 1: f (1, 1505) = 332.455; p < .01 dependent variable: teacher performance step 2: f (2, 1504) = 188.326; p < .01 table 2 shows the two-stage hierarchical stepwise multiple regression results, which was conducted to determine the direct and indirect effects of management practices on teacher performance when the organizational behavior is used as the mediator variable. in step 1, the r2 value of .181 revealed that the management practices explained 18.1% variance in the teacher performance with f (1, 1505) = 332.455, p < .01. in step 2, the r2 value of .200 revealed that the school head’s management practices and organizational behavior explained 20.0% variance in the teacher performance with f (2, 1504) = 188.326, p < .01. the findings revealed that management practices (β = .407) and organizational behavior (β = .140) positively predicted teacher performance. the ∆r2 value of .019 revealed 1.9% change in the variance of model 1 and model 2 and ∆f (1, 1504) = 36.381, p < .01. the regression weights for management practices subsequently reduced from model 1 to model 2 (.425 to .407) but remained significant, which confirmed the partial mediation. more specifically, management practices have direct as well as indirect effects on teacher performance. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 227| the main point is that each school and the educational system ought to explain their own qualities and convictions proper to the setting inside which the schools work, and the expansive spotlight is on understudy learning and accomplishment (harris, day, hadfield, hopkins, hargreaves, and chapman, 2003). obviously, expressed qualities and convictions become more huge in school improvement endeavors. most school improvement programs urge administrators to foster clear scholastic objectives as the principal significant measure in the school improvement measure (hallinger and murphy, 2017). conclusion based on the results of the study, it was concluded that: (1). most of the respondents were females and with 20-25 age bracket for teachers, bachelor’s degree with 10 years below experience while the school heads belonged to 41-45 age bracket, ma graduate with 16-20 years of experience; (2) the respondents demonstrated high extent on the management practices exhibited by the school heads in terms of designing vision, curriculum and instruction, supervising teachers, monitoring students’ progress and protecting instructional climate; (3) the respondents exhibited commitment and involvement in terms of organizational behavior; (4) the teachers’ performance along with the indicators were all very satisfactory; (5) there is a huge connection between the degrees of the executives practices and educators organizational behavior in terms of the following which resulted to the rejection of the hypothesis (a) organizational commitment along designing vision, monitoring students’ progress and protecting instructional climate; (b) professional commitment along designing vision, curriculum and instruction, supervising teachers, monitoring students’ progress and protecting instructional climate;(c) organizational citizenship along curriculum and instruction, supervising teachers, monitoring students’ progress and protecting instructional climate; (d) job involvement along designing vision, monitoring students’ progress and protecting instructional climate.; (6) there is a significant relationship between the levels of management practices and teachers' performance. thus the result to the rejection of the hypothesis; (7) there is a significant relationship between the teachers' organizational behavior and teaching performance. thus the resulted to the rejection of the hypothesis; (8) the school heads' management practices significantly predicts the teachers organizational behavior. thus the resulted to the rejection of the hypothesis; (9) the teachers' organizational behavior significantly predict their teaching performance. thus, the resulted to the rejection of the hypothesis; (10) the management practices significantly predict the teacher’s teaching performance. thus, the result to the rejection of the hypothesis and (11) the management practices and organizational behavior positively predict the teaching performance of teachers. thus, the resulted to the rejection of the hypothesis limitation and further research this research was the initial stage of research on the development of strategic plan model that 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(2013). factors influencing academic achievements in public schools in central kenya: an effective schools‘ perspective. educational research international, 2(2), 174-18. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 4 (2), 204-228 management practices of school heads, organizational behavior, and performance of teachers in distance learning environment starsky m. buitizon 229| microsoft word 917-article text-4442-1-15-20220612 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 182-193 corresponding author mitha_prissca@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.917 research synergy foundation digital marketing strategy for local business imanee clothing line mitha prissca1, nuri wulandari2 1 master of business administration program, bandung, indonesia 2 master of business administration program, bandung, indonesia abstract local fashion brands in indonesia are now starting to appear in the market and are growing rapidly. one fashion brand, imanee, offers quality dresses with casual and elegant designs. imanee stands as an offline store in the city of bangka. however, the phenomenon that occurs is that sales are less significant. therefore, this study aims to produce a digital marketing strategy so that the imanee fashion brand can reach a wider range of consumers, increase awareness, sales and retention. to achieve this goal, the research method was carried out using porter's five forces analysis. furthermore, this research used a qualitative method, non-probability sampling techniques using varian snowball sampling on six respondents through in-depth interviews with the framework of the customer journey and marketing 4p (product, promotion, price, place). the results of the study indicate that imanee's business conditions are in intense competition. imanee products have met buyer satisfaction with the hope that the product can add designs to follow trends and issue large sizes. the price of the product is in accordance with the quality offered. based on in-depth interviews, it can be said that the top platforms that can be used for a base in the digital market are shopee, instagram, and tiktok. through this research, the resulting marketing strategy is in the form of a longterm implementation plan with a one-year target. which are categorized into high, medium and low priority based on the criteria of low cost and high impact. the implementation plan includes product development and social media outreach. with this strategy, it is hoped that imanee will be able to compete in the red ocean market and increase its competitive advantage to win the market. keywords: fashion industry; digital marketing strategy; brand awareness; msme’s this is an open access article under the cc-by-nc license. introduction the fashion industry has a huge opportunity to grow and develop and is very easy for newcomers to make it a career choice for the younger generation. this is evidenced by the fact that msmes in the fashion industry are starting to appear and spread throughout indonesia. sir sandiaga uno as the ministry of tourism and creative economy said that the fashion industry is the 3rd largest contributor to gross domestic product (gdp), referring to katadata.co.id as of august 2021. indonesians spent 5.56 billion hours accessing shopping applications during 2021. the total hours in 2021 increased significantly by 52% from 3.65 billion hours in the previous year, 2020. online shopping applications offer a variety of product choices and ease of use. transactions that can be done anytime and anywhere. the increase in transactions in e-commerce is supported by appropriate marketing strategies such as promotions, campaigns carried out on twin dates every month (example: dd/mm 12-12) and free postage programs. based on katadata.co.id in february 2022, as many as 51.1% of respondents think free shipping costs greatly affect decisions in online shopping. in addition, 39.2% of respondents made online shopping transactions because of the discounts offered. this underlies the sellers to carry out several of the above campaigns in an attractive and targeted marketing manner to increase sales figures. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 183 referring to the previous data, the great potential and opportunities are certainly a way for new entrants to compete in the market. new entrants become hope for consumers to be able to bring changes and new ideas with the spirit of inspiring trends in the modern era so that they can gain awareness and rapid growth. growing and developing in the digital marketing industry is a challenge for local newcomers. in this study, imanee as a local fashion brand that offers long dresses with simple and casual designs got the challenge. currently, imanee has a physical store located in the city of bangka and an online store that operates via instagram, shopee and whatsapp. the products offered by imanee can be said to be abundant in the red ocean so that imanee has difficulty in determining the right marketing strategy. based on porter's five forces analysis in previous research, imanee's business conditions are in intense competition. new entrants can survive in a competitive market by providing uniqueness or difference to the products offered. creating products that are not created by competitors and also providing services that are not provided by competitors. the results of this analysis underlie imanee to be able to determine marketing strategies with product uniqueness, offering value and product advantages. based on the above background, it is very important to formulate the right digital marketing strategy so that the formulation of the question in this research is how to develop a digital marketing strategy for imanee's digital product channels to increase awareness and sales figures? then this research aims to produce a digital marketing strategy that is appropriate and appropriate so that it can strengthen the position of imanee's local products in the market, increase awareness and sales figures through the various platforms offered. literature review business issue the imanee clothing line was first launched in march 2021 through physical stores in the city of bangka. the products offered are women's casual dresses consisting of sizes s, m and l with ages 20 years and over. at the beginning of its launch, imanee's marketing strategy was to validate product ideas to the people in bangka city because product sales in the casual and elegant clothing categories were still minimal. consumer enthusiasm can be seen from the increasing sales figures ahead of eid al-fitr, namely march april 2021 as shown in figure 1. the eid al-fitr moment is an opportunity for imanee until may 2021 sales are still increasing. however, after may 2021 sales decreased as eid ended. this happens because of the lack of interest of the local community to buy clothes outside certain moments. people prefer to buy primary needs such as food. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 184 figure 1. sales chart from march june 2021 (source : imanee internal data) in an effort to increase sales, imanee uses the advertising feature on the instagram platform to introduce its products. in addition, the marketing strategy carried out is by giving a 10% discount coupon on the second purchase and holding a giveaway by giving one piece of clothing to the winner who meets the requirements. figure 2. insight of instagram advertisement (source : imanee’s instagram) based on the digital marketing strategy that has been carried out above, due to the instagram platform's advertising features, it shows an increase in followers and sales, but not significantly. this is due to the limitations of these features to identify areas that are the target of marketing and what content is most in demand. therefore, it is important to analyze imanee's current business condition in entering the digital market so that in the future imanee can use the right digital marketing strategy to enter the red ocean market to increase awareness and sales. the analysis international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 185 conducted by imanee uses a marketing framework analysis that uses the theory of porter's five forces, 5's c and swot. digital marketing digital marketing is the use of the internet as a technology that can connect two-way communication between companies and consumers (coviello,2001). digital marketing facilitates sales promotion, such as the use of social media which is widely used by marketers. likewise, imanee uses marketing through digital marketing so that its reach is wider and costs are lower. the existence of social media is a means for consumers that can be used to disseminate information in the form of text, images, audio, and video with many parties, both between companies to consumers or consumers in the company (kotler, 2012). brand awareness according to shimp (2014) brand awareness is the ability of a product for a brand to always be remembered in consumers' memories when consumers think about certain products and easily a brand will appear in their memory. brand awareness as a marketing strategy is the most important factor in building consumer awareness to buy a product. through consumer awareness of a brand, potential consumers can remember and know the brand and decide to make a purchase, allowing consumers to only make purchases in one particular brand category. the term strategy is often used by people to describe something such as some goals to be achieved. like imanee in carrying out a strategy to achieve goals. from the description above, this journal focuses on digital marketing activities in building brand awareness framework analysis : porter’s five forces porter's five forces is a model created by michael porter to describe the framework as an analysis of the development of a business strategy or competitive environment that contributes to competitiveness and competitive advantage (chairunisa, 2020). the framework of porter's five forces model is shown in figure 3. there are five things that can determine the level of competition and market attractiveness in an industry, including the threat of new entrants, the bargaining power of suppliers, the bargaining power of buyers, the threat of substitute products and competition with similar competitors. in an industry, new entrants will increase the level of competition. the threat level of new entrants is measured based on the ability of new entrants to enter and compete with other similar companies (fiorenita, 2021). suppliers can use bargaining power against buyers by increasing prices when selling raw materials or lowering product quality to buyers (kotler, 2016). this is certainly a threat for companies to choose quality suppliers at appropriate prices. the bargaining power of buyers according to rothaermel (2017) is inversely proportional to the bargaining power of suppliers. the bargaining power of buyers plays a role in lowering selling prices as well as offerings in improving quality and service so as to make competitors compete with international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 186 each other. the higher the bargaining power of buyers in suppressing lower prices and higher product quality, the lower the profit or profit obtained by the company (aprillia, 2020). according to rothaermel (2017), the threat of substitute products is defined as substitution that fulfills the basic needs of consumers with the same product but in a different way. substitute products can be cheaper and have better product quality. this of course can affect the company's sales figures. competition with similar competitors is the main factor to survive in market share. this competition illustrates the intensity of the same company in winning market share and profitability (rothaermel, 2017). various strategies are carried out to optimize the company's position by carrying out promotions, campaigns and improving services to customers (limantoro, 2018). based on porter analysis, the fashion industry is indeed in high competition. as well as the low entry barriers, making it easier for new competitors to enter. thus it requires a reliable marketing strategy in order to become a competitive advantage that could increase the sales. framework analysis : the 5’s c analysis one of the analyzes that needs to be done regularly when running a business is the 5c analysis which includes customer, context, company, collaborator and competitor. the information obtained based on this analysis is used to make decisions regarding the business that is run to offer products with a competitive advantage. customers are one of the most important parts of a business. based on the analysis of the hbr marketing tool, customer analysis involves two main factors, namely understanding consumer needs and understanding consumer decision-making processes. customer analysis can be done by finding out what customers like and don't like about the products offered. context analysis is conducted to determine the external factors of a product in terms of industry trends, society, law and technology that affect the running of a business. social trends can influence the shift in shopping behavior through the online system, what products to buy and how consumers make decisions to buy these products. based on the analysis of the hbr marketing tool, the company's analysis includes analysis of business models and competitive strategies. companies generally compete by offering the lowest cost and product differentiation with similar competitors. collaborators are companies and or people who assist companies in marketing products to customers according to the hbr marketing tool analysis. collaborators include components that enable companies to increase their ability to provide goods or services. suppliers who provide raw materials to make products, distributors and retailers who sell products to customers are also included in the collaborators. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 187 competitive analysis involves the analysis of companies that compete with other companies when offering similar products to customers. knowing the overall market position, strengths and weaknesses of competitors will provide a big advantage for the company. however, after 5c analysis, there are many opportunities because in terms of market share, indonesian customers are still wide open, especially in the segment that imanee targeting. in addition, the support from the government is also very large, making it possible to remain competitive in this industry to increase sales. framework analysis : swot (strengths, weaknesses, opportunities, threat) according to rangkuti (2006), swot analysis is the identification of various factors to formulate a company strategy that can maximize strengths and opportunities. but at the same time it can minimize weaknesses and threats. company performance can be determined by a combination of internal factors in the form of strengths and weaknesses. then compare external factors in the form of opportunities and threats. swot analysis has the advantage of being able to detect every weakness and strength of an institution so that it is useful in minimizing the impact or consequences that will occur in the future (coman, 2009). strength is defined as the uniqueness of a resource or circumstance that is used to take advantage of an opportunity. not only focus on all strengths, but also focus on customer-relevant strengths that aim as special competencies for the company among competitors. based on the analysis of the hbr marketing tool, the researcher defined weaknesses to understand the customer needs of all companies in the industry and the competencies that the company provides for its advantages over competitors. opportunities from a swot analysis summarize trends or developments that can benefit the company by increasing sales and profits while threats from a swot analysis summarize trends or developments that are not in the company's favor, such as threatening sales or profits, thereby preventing the company from pursuing business targets. it is important to recognize the factors that can hinder the company's business performance. by analyzing the swot, imanee has the strength by carrying out a timeless, simple, elegant design that might be a competitive advantage in the competition. however, imanee still needs a reliable marketing strategy, especially in the digital sphere due to fierce competition and to overcome imanee's weakness, which lacks an online presence. research method this research applied qualitative methods as primary and secondary data collection. qualitative research studies participants' meanings and the relationships between them, using a variety of data collection techniques and analytical procedures, to develop a conceptual framework and theoretical contribution (saunders, mark n., k. et al, 2020). qualitative methods may use a single data collection technique such as in-depth interview and corresponding qualitative analytical procedure. thus the questions, procedures and focus may alter or emerge during a research process that is both naturalistic and interactive. qualitative research is likely to use non-probability sampling techniques using varian snowball sampling. the qualitative data that are collected will be non-standardised and generally require being classified into categories for analysis (saunders, mark n., k. et al, 2020). snowball sampling is a variety of procedures known as snowball sampling involving using probability methods for an initial international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 188 selection of respondents and then obtaining additional respondents through information provided by the initial respondents. however, bias is likely to enter into the study because a person suggested by someone also in the sample has a higher probability of being similar to the first person (zikmund, w. and carr, j., 2012). primary data collections, methods used are in-depth interview, one-on-one, probing interview between a researcher and a respondent (zikmund, w. and carr, j.,2012). the researcher conducted in-depth interview with customers and potential customers using snowball sampling, with the purpose to gain insight in online shopping behavior, perception toward imanee’s clothing line and brand loyalty. researcher’s own knowledge and experience also attach in this research such as history of company, product, 5’s c situation as macro situational and swot analysis. secondary data collections, the researcher also searched secondary data for supporting the analysis. data that have been previously collected for some purpose other than the one at hand (zikmund, w. and carr, j.,2012). secondary data collection is obtained from books, journals, articles, reports, news, and other statistical data. findings and discussion point 1 the first result by porter’s five forces the result is there still have chances to new entrants especially msme to grow in the market even though the threat of new entrants and rivalry among existing competitors are relatively high, but the new entrants still could be able to penetrate and survive in a competitive market by differentiating their positioning or product, offering great value and more competitive advantage. to address this problem, then this chapter will discuss the solutions. point 2 the consumer behavior figure 3.1 consumer behavior result (source: in-depth interview) according to in-depth interview result, 3 from 6 respondents said they usually shop online and buy clothes impulsively while scrolling e-commerce or social media. they get easily attracted with instagram advertisements which contain good visualization videos or photos of products. sometimes they simply deliberate to search and buy something in e-commerce without a certain purpose. the rest of respondents choose to consider the reason and necessity behind purchasing clothes. usually the reason for considering it is that clothes could be used on multiple occasions, or how often will i wear this shirt? but impulsive or not is not the basis of how often he buys clothes, normally they could buy clothes 2-3 times in a month with a budget no more than idr 500,000. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 189 there is also 1 respondent who buys clothes 5-6 in a month with a budget no more than idr 1,000.000 because her daily activities on campus make her want to wear different outfit everyday. only 2 respondents from 6 respondents consider a brand name as priority when purchasing because usually branded stores have trusted product quality, so they buy with a sense of security without fear of getting items that don't match the photo. the other 2 respondents prioritize cloth design because different cloth design have a different look when tried on their bodies especially for fat women. then followed by 1 respondent prioritize the price and 1 respondent prioritize the color as the main consideration. all of the respondents always search for detailed information about fabric and size. the last major part is reviews from previous customers. before deciding to buy 5 from 6 respondents always consider and ask their relatives opinions about the clothes that they are going to buy, that could be advice or encouragement to buy. thus, the presence or opinion of friends when shopping is very influential. the customer map journey figure 3.2 consumer journey map (source: in-depth interview) based on the in-depth interview there are 2 types of customer map journeys, the first one directly to e-commerce shopee or zalora and second starting from instagram advertisement or the online shop instagram page then switches to the online shop shopee, tokopedia and brand official website. all of the respondents are shopee users because the application is user friendly, affordable price, and the various product availability. besides that 30% of shopee users are also zalora users. 66% from shopee users directly type the clothes design in the search box then search randomly based on the best seller shop/product or the best review from previous customers and the remaining 34% respondents search by brand name because they don't want to search clothes randomly in shopee because they are afraid to buy bad quality products. they shop carefully based on brand name or recommendation shops from their relatives. there are also 83% of respondents who start from instagram ads or online shop instagram page then directly to shopee, tokopedia and brand official website. all of the respondents agreed that photos or videos containing the model/people who wear the cloth are so triggering to explore more about the product. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 190 top of mind and positioning map the in-depth interview resulted in only 50% of respondents having their favorite brand name and the rest respondents only clothes randomly in shopee or zalora based on the best seller shop/product or the best review from previous customers. overall their impressions of imanee products are great. they like timeless, simple, classic and elegant design, neutral colors, can be used continuously and will not be outdated. but only 1 respondent said imanee clothes for formal wear not casual wear. imanee as a new brand, the respondents said haven't seen the differentiation factor in imanee’s product, they hoped imanee could have a special factor as branding part of imanee. promotion based on in-depth interview results, all of the respondents said that shopping does not depend on promotions but promos can make them shop and it depends on whether the product is attractive or not. the most attractive promotion is a discount. they usually find the discount information at brand instagram page, instagram ads or the shopee pop up ads. another form promotion is endorsement or influencer review. 50% of respondents said they believe the honest review from selected influencers and use their review or endorsement as consideration in purchasing decisions. they said usually, if the store is not well known and they have never bought one, usually celebrity reviews are very influential and also when i need something and can't find it on shopee, i can look for reviews from influencers. instagram ads also have a big role to trigger the customer. 83% of respondents said instagram ads appear repeatedly triggering respondents to explore the product more deeply and buy the advertised product. price according to in-depth interview, product price is always an important consideration. generally respondent price range in buying clothes is idr 200,000 500,000 for casual dress. then respondents saw the imanee product catalog and generally respondents said idr 200,000 500,000 for imanee latest collections, this price is moderate, not expensive. only one respondent said it was a little bit expensive because the top of the dress is shirt material. mostly the respondent always compares price from the others sources and also compares the clothes design, fabric and service. point 3 thus, based on this result, the highest preferred platform for shopping clothes online is shopee (mentioned by all respondents). based on research by snapcart, shopee is top of mind and most preferred online e-commerce for women, including women aged 19-24 (72%) 25-30 (69%) and 3135 (63%) (husaini, 2020). in addition, according to in-depth interviews, shopee was selected as the most popular e-commerce site to find information about products, as well as the most popular channel for getting information on new fashion trends. hence, imanee will continue to maintain shopee as its main e-commerce since shopee is always mentioned by respondents as their main ecommerce to search for clothes. based on the interview result, only these two social media platforms that they mentioned. instagram became the highest preferred and top-of-mind platform to know local clothing brands. from the first time launch in march 2021 imanee is already active and uses instagram as their main platform as product showcase and communication media, this is already in line with the result of this study. but in relation to the number of followers, there isn't significant follower increase, this will be formulated strategically later on. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 191 based on in-depth interview results, all of the respondents said that shopping does not depend on promotions but promos can make them shop and it depends on whether the product is attractive or not. the most attractive promotion is a discount. they usually find the discount information at brand instagram page, instagram ads or the shopee pop up ads. another form promotion is endorsement or influencer review. 50% of respondents said they believe the honest review from selected influencers and use their review or endorsement as consideration in purchasing decisions. they said usually, if the store is not well known and they have never bought one, usually celebrity reviews are very influential and also when i need something and can't find it on shopee, i can look for reviews from influencers. instagram ads also have a big role to trigger the customer. 83% of respondents said instagram ads appear repeatedly triggering respondents to explore the product more deeply and buy the advertised product. conclusion in accordance with porter five forces analysis, the result mentioned the condition of imanee business in fierce competition. since so many new entrants make this market become a red ocean, because the new entrants mostly come in with similar products without differentiation or unique selling point. but also the market condition is not really condusif for new entrants, cause the intense competition and also the easynes to new entrants, make the threat of new entrants and rivalry among existing competitors are relatively high. segmenting, targeting and positioning in conclusion, based on in-depth interviews, imanee's segmentation, targeting and positioning are clearly defined, but can be changed during the course of a business trip. however, the results of the analysis of this study indicate that the segmentation of imanee women aged 18-30 years who live in big cities who have the ability to connect to the internet, with a minimum education of high school graduates with an average monthly budget of at least rp. 500,000 to buy clothes. therefore, based on interviews and surveys, customer personas can be developed into three profiles. the first larisa the feminin fashion style, which represents a group of customers who love to wear dresses in their daily activities, follow current fashion styles, and have a monthly clothing budget of around idr 500,000. the second persona is dinda, an impressive student who presents students who like to follow trends and have a monthly clothing budget of idr 250,000 500,000. the last persona is dwihanda, a stylish young mother who represents other young mothers who like to wear dresses in their daily activities, and use fashion as a place to express their feelings and monthly budget idr 500.000 the positioning of imanee of imanee as timeless, classic, elegant and simple clothing line. this positioning map based on in-depth interview result as respondents mentioned that imanee has good quality fabric with affordable price. since imanee defines this positioning, imanee will compete with other competitors in terms of increased capabilities in fabric quality. since based on in-depth interview imanee haven’t differentiation factor, the respondents mentioned that the imanee’s dress fit the extra small body so that they don't have to readjust the dress. imanee might not realize this great point to resolve the problem of indonesian women who have extra small size, but also there is increasing demand for big sizes. thus instead of only focusing on small size imanee would expand to big size. with this point, imanee could be created as the base of the imanee campaign about body positivity’s campaign. through this campaign, imanee would launch a new product with size from xs to xxl, thereby shifting imanee's brand image which is not only as clothes for women with small bodies but also for women with plus sizes. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 192 marketing mix 4p (product, price, place and promotion) product after going through the in-depth interview stage, imanee's products have been assessed as good and meet the buyer's satisfaction in terms of design, materials and colors. however, some respondents gave suggestions for imanee to follow the existing clothing trends, then to be more casual in the design of her clothes and to increase the size of large clothes. so after being considered, imanee plans to add new clothing models that are more casual and follow the trend but still in the corridor of timeless, classic, elegance and simple. in response to the 33,3% respondent about large clothing sizes, imanee has indeed planned to issue a large size for the next collection, which will be accompanied by a body positivity campaign, because imanee will try to meet the needs of women's clothing in small to the largest sizes. price based on in-depth interviews, the price of the 83.3%imanee dresses really met their expectations, neither cheap nor expensive. even though the price is a little above their budget per piece of clothing, it doesn't matter because the design and materials match the price. place based on in-depth interviews, shopee is the top of mind e-commerce mentioned by every respondent. hence, imanee will continue to maintain shopee as the imanee main e-commerce. also mentioned by all of the respondents, instagram is categorized as the top of mind e-commerce. instagram is also as a starting point to start a purchasing journey. imanee is already active and uses instagram as their main platform as product showcase and communication media, this is already in line with the result of this study. the second tier followed by tiktok, a short video platform. based on in-depth interview, there is 33,3% of respondents use tikotk as their purchasing journey starting point. supported by katadata.co.id as of june 2020, fashion content is included in the category of 10 most watched favorite videos or 17.5 million times. thus, this could be a channel for imanee to start experimenting and create presence to gain awareness from potential customers. promotion based on in-depth interviews, respondents saw promotions on shopee, instagram and tiktok. these platforms make top 3 great combinations to make great promotions. based on customer behavior in-depth interview results, they can start shopping based on promotions activities such as advertisements on shopee or instagram. 83% respondent said that their purchasing triggered by advertisements that appear repeatedly but also supporting the content of advertisements should be proper content such as a show of a woman wearing the clothes. also promotion in the form of styling sessions, product detail or educational content is counted as high preferred content. another form of promotion is endorsement or influencer review. 50% of respondents said they believe the honest review from selected influencers and use their review or endorsement as consideration in purchasing decisions. they mentioned that they usually, if the store is not well known and they have never bought one, usually celebrity reviews are very influential and also when i need something and can't find it on shopee, i can look for reviews from influencers. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 182-193 digital marketing strategy for local business imanee clothing line mitha prissca; nuri wulandari 193 limitation & further research this research aims to find out the current business condition in terms of obtaining a digital marketing and retention strategy. to overcome this issue, the researcher analyzes internal and external data. the limitations of this research are listed below. 1. this study will focus on formulating the appropriate marketing strategy for imanee, the casual dress clothing line, thus it does not consider financial, human resource, and operation aspects. 2. the analysis conducted in this study is conducted through desk research with secondary data collection from online. 3. the in-depth interview was conducted online during covid-19 situation with all its limitations. references aprillia, z. z. 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"marketing analysis toolkit: situation analysis." harvard business school background note 510-079, february 2010. zikmund, william, g. and jon c. carr. business research methods. available from: vitalsource bookshelf, (9th edition). cengage learning us, 2012. microsoft word 916-article text-4524-1-15-20220619 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 253-269 corresponding author ayu_diyanti@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.916 research synergy foundation proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti1, ayudo anggoro2 1, 2 school of business and management, institut teknologi bandung, indonesia abstract covid-19 pandemics are giving a huge impact and uncertainties. both business owners and customers have to adapt in doing business activity, to face the challenge of shifting purchasing behavior to necessary spending through online shopping. home and living products become one of the priorities that can be seen through the increasing supply and demand, because of the restriction of mobility, that makes people more aware about their home. fluffy fellas studio is one of the home and living businesses which started in a pandemic and within a year, experienced growth during covid-19 pandemics. from month to month, it has an increasing number of visitors and sales, but the retention and conversion rate are decreasing every month. since the future challenges are still unpredictable, scenario planning framework is used to define four alternative solutions. the key focal issue of the research is what plausible scenarios and future strategies are suitable for fluffy fellas in 2 years. the critical uncertainties of fluffy fellas are covid-19 pandemics and industry dynamics, which resulted in four scenarios assigned with their own narratives, implications, options, and early warning signals which should be analyzed carefully to determine which scenario to be implemented. to better prepare for all the scenarios, fluffy fellas should prioritize the improvement in supply chain, research and development, and social media planning. keywords: covid-19; business strategies; scenario planning; home & living this is an open access article under the cc-by-nc license. introduction the decreasing expenditure per capita due to covid-19 pandemics, and restriction of mobility makes the business owner shifting necessary product categories, adapting to a customer demand. most of the transactions are also done online, that’s why the home and living categories on digital platforms are filled by fierce competition, but also open up greater opportunities for the brands to expose themselves to be easily reached by customers. according to tokopedia and shopee’s data in 2020-2021, one of the categories in ecommerce that has experienced significant growth during the pandemic is home & living. according to tokopedia's sales record in the first quarter (q1) 2021, the home and living category at tokopedia increased more than 2x compared to q1 2020 (widyastuti, 2021). home & living, home appliances, mom & baby categories are recorded to have a demand spike during the pandemic. fluffy fellas is one of the home & living online businesses which have been established since pandemics (december 2020). within a year, fluffy fellas experienced growth in sales. at the same time, they are also experiencing a decrease in retention and conversion rate. in fact, fluffy fellas’ business issue is it has an increased number of visitors which should be an opportunity to increase the company's revenue. table 1. fluffy fellas data no. period of time sales retention rate visitors conversion rate december 33,33% 7,23% international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 254 2020 january 2021 +111,5% 5,26% (28,07%) +2339% 0,94% (-6,29%) february 2021 -53,33% 9,09% (+3,83%) -45,33% 0,99% (+0,06%) march 2021 -30,71% 0% (-9,09%) -38,12% 0,88% (-0,12%) april 2021 -91,58% 0% -60,29% 0,37% (-0,51%) may 2021 +3245,28% 7,14% (+7,14%) +544,85% 0,80% (+0,43%) june 2021 -82,96% 0% (-7,14%) -48% 0,44% (-0,36%) july 2021 +653,80% 3,33% (+3,33%) +119,30% 1,50% (+1,06%) august 2021 +333,68% 9,78% (+6,45%) +284,20% 1,20% (-0,30%) september 2021 +27,54% 3,91% (-5,88%) +22,62% 2,18% (+0,98%) october 2021 +13,01% 1,37% (-2,53%) +3,08% 2,25% (-0,08%) november 2021 +52,04% 4,29% (-2,92%) +29,21% 2,23% (-0,02%) december 2021 +8,04% 3,95% (-0,33%) +54,81% 1,69% (-0,54%) january 2022 +13,27% 9,31% (5,36%) +66,60% 1,16% (-0,53%) february 2022 +21,14% 5,96% (-3,34%) +18,74% 1,31% (+0,15%) march 2022 +41,82% 4,56% (-1,41%) +183,18% 0,71% (-0,60%) another business issue is fluffy fellas also experienced the loss of the star seller title due to the high rate of late delivery. the research objectives are understanding business conditions of fluffy fellas to do performance improvement, and implement it. to solve the business issue, the qualitative interview with home and living business owners and enthusiasts is conducted to understand the business landscape of home and living. the research is using random sampling as a respondent for the quantitative method questionnaire, to see the change of society’s purchasing habit before, during, and after covid-19 to reassure about strategy formulation. after being collected, the internal data is being analyzed with a resource, core competencies, capabilities, vrio framework, and value proposition analysis.. the external data is being conducted through the assessment of porter's five forces model and competitor analysis. the data analysis resulted in swot being further analyzed through the tows matrix that concluded that the root cause of fluffy fella's business issues are the supply chain, product development, and marketing strategy while considering the condition of covid-19 pandemic through preparing several plausible scenario plans. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 255 literature review the research conducted by questionnaire of the random sampling study aims to know the expectation of customers to fluffy fellas product in a short and long period of time. the independent variable is purchasing time of society. the dependent variable is the characteristics of product and services that are being and expected to be purchased. the moderator variables are covid-19 pandemic. the qualitative research consists of open questions to gather the general information about the business landscape of home and living to generate the key takeaways to be implemented for the performance improvement of fluffy fellas. to validate the data collection, these literature review is being collected: covid-19 pandemics purchasing behavior to deeply understand the shifting behavior and the expectation of customers in a pandemic, some literature is being studied. according to mckinsey (2020), post-covid life is opening up new opportunities in doing online business. there is 165% growth recorded in online home & living consumers. 60% of them are willing to try the new experience of shopping online. 75% of them are willing to try a new brand with a better value and price. home & living business situation in global and national market to understand the business landscape, home and living business situations need to be addressed. in the global market, home & living categories recorded an increased traction in rising economies along with the increased number of well being prosper societies, registering a 3.9% cagr from 2020 2027 (allied market research, 2021). in indonesia, due to the increasing urbanization and middle income class, the home & living industry’s revenue has reached usd 3,613 m in 2020 and is expected to have 14,1% growth (cagr) from 2020 2025. the market volume is expected to reach usd 6,896 m by 2025. figure 1. bedroom furniture market size in usd billion, in indonesia, 2016 2025 source: mordor intelligence, 2019. supply chain theory in smes based on the interviews with some home & living business owners, supply chain is becoming one of the main issues for sme to grow. of the decision about the supply chain management on the business strategy is identified in the table below: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 256 table 1. impact of supply chain on business strategy source: heizer and render (2000) differentiation strategy low cost strategy response strategy supplier objectives market, product, and options research and development offer product at the lowest cost fast response about the change of requirements and request for minimum stock out main criteria in choosing prioritize product by develop skills prioritize cost selection prioritize capacity, speed, and flexibility process modular process that leads to a big invest in average high invest in flexibility characteristics scale of customization usage stock characteristics lower the inventory to avoid obsolescence lower the inventory through economical chains responsive system with buffer stock position to keep the supply design product characteristi cs aggressive investment to reduce lead time development. short lead time as long as not increasing cost. aggressive investment to reduce production lead time product developing strategy from the interviews and questionnaire, the finding is the root cause of decreasing retention rate is the product development still needs to be optimized. to better explore the possible strategy to develop the product, the framework used is strategy diamond framework that is concerned in five elements –arenas, differentiators, vehicles, staging, and economic logic. figure 2. strategy diamond framework source: adapted from donald c. hambrick and james w. fredrickson, “are you sure you have a strategy?,” academy of management executive 19, no. 4 (2005): 51–62. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 257 according to rothaermel (2020), to develop products better, types of innovation matrix are being used. invention turns into innovation only when it is commercialized in the right way. speaking about market and technology framework to create new innovation for fluffy fellas, types of innovation matrix used to discover possible products and services in the short and long term. . figure 3. types of innovation: combining markets and technology source: rothaermel, 2020 marketing strategy based on the comparison to its competitors, fluffy fellas got least advocacy and engagement in social media. according to kotler (2017), in the digital economy, the customer journey is identified as the five a’s –aware, appeal, ask, act, and advocate. as the business with funnel archetype industries, the customers will never skip any stage of the customer journey. the meaningful experience of each stage should be optimized. the intervention of fluffy fellas to optimize all stages of customer journey is by increasing attraction through human centric communication, optimizing curiosity with content marketing strategy, increasing commitment through omnichannel strategy including marketplace and social media, and also increasing affinity through after-sales service as referral code. to improve the advocacy, fluffy fellas need to make sure the previous stage is also being optimized through those interventions. figure 4. five a’s customer journey source: kotler, 2017 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 258 figure 5. company’s intervention to each stage of customer journney. source: kotler, 2017 scenario planning urgency for smes according to law about small and medium enterprises (smes) no. 20/2008, fluffy fellas is categorized as a small business (amount of assets in between idr 50.000.000 idr 300.000.000, amount of revenue in between idr 300.000.000 idr 2.500.000.000) . in the covid-19 pandemic, smes contribution reaches 60.5 percent of gdp and is able to absorb labor up to 96.92 percent (hartarto, 2021). but in fact, the majority of smes fail in their early stage due to the lack of planning (tepstra ad olson, 1993). the high rate of failure of smes is becoming the issue of how smes should prepare several plausible scenarios to overcome future challenges. according to garvin and levesque (2006), scenario planning is a process that encourages imaginative, creative thinking, to develop the future of the organization. scenario planning concerns multiple possibilities, and analyzes several uncertainties simultaneously. scenario planning involves several elements that forms an integrated framework of future as shown in the figure: figure 6. scenario planning components source: garvin and levesque (2006) international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 259 research method the primary data will use qualitative research– methodology for evaluating a social research without converting the result into a numerical format. these interviews are unstructured and consist of open ended questions to have a general view and opinion from the participant. the primary data also will be generated through the sales data of fluffy fellas and its competitor in the marketplace seller center. there will also be questionnaires to identify the people’s life before, during, and after covid-19 pandemics. the secondary data will be collected from literature studies, including journals, books, and articles. after both primary and secondary data is being collected, the data is formulated to have a deeper understanding about internal and external conditions of fluffy fellas’ business landscape, fluffy fellas’ company condition will be further explored using a certain method of analysis. the internal analysis will be explored by determining the resources, core competencies, and capabilities. the competitive advantage of the resources, core competencies, and capabilities will be predicted using the vrio framework to explain which are valuable (v), rare ( r), costly to imitate (i), and well organized (o) by the company to capture the value. those analyses will be conducted to find the strength and weakness of fluffy fellas itself. the external analysis will be explored by porter’s five forces model method. those analysis will be conducted to find the opportunities and threat that may come from the outside of fluffy fellas itself. the swot analysis will be integrated through tows matrix to correlate each element. and to explore the business issue, scenario planning is used for preparing future uncertainties that may happen to fluffy fellas. first thing to identify is the key focal issue of the business. the data triangulation of the research shows that 98% of the respondents are shifting their priority regarding a pandemic to an activity that can be done at home, one of the most mentioned words are “decorating house”. the home & living business owners stated that covid-19 pandemics are giving them a different impact to their business. some of them are growing, while the others are suffering. the respondents of the interview are also mentioning the driving forces that impacted their decision in doing business activity. findings and discussion the tows matrix to determine the interactions of four variables (strength, weakness, opportunity, and threats), tows matrix of fluffy fellas is being used as the following table: table 2. tows matrix of fluffy fellas internal strength brand reputation brand recognition employee’s loyalty timing internal weakness supply chain easily-imitate product development low investment on social media. external opportunities customers are having brand loyalty. the so strategy: compete to be at the top the wo strategy: developing unique products international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 260 the industry dynamics are growing. having enough customers so losing one isn’t critical. the product purchase is only a small expense to the customer. there’s still no top of mind brand with a similar value. low fixed cost. of mind of aesthetic brands. keep on offering products for the low end segment. emphasize the bucket size through certain promotion utilizing the loyal customer database to market another product development that relates to the brand reputation / service for loyal customers that is hard to imitate. plan a more effective supply chain according to the industry dynamics. external threat low bargaining power of suppliers pandemic is better low advocacy rate the st strategy: develop unique products that represent the brand with a high bargain of suppliers, but still utilizing the employee capabilities. develop non home and living products to anticipate the declining industry. make a promotion through a referral code. the wt strategy: adopting new technologies to provide materials / having a different flow in business activity. create partnerships with suppliers that give benefits to both the supply chain of suppliers and fluffy fellas. plan social media strategy and branding that engage people to have more engagement and advocacy. based on the tows matrix, it can be concluded that the root cause of fluffy fellas’ business issue are supply chain management, product development, and marketing strategy. in each of the scenarios, each of the root causes will have its own implementation, and there will be general preparation through improvement of each root cause before choosing which scenario to be implemented. the key focal issue based on the background research, literature review, questionnaire, and in depth interview, it can be concluded that the focal issues of this research is: what are the plausible scenario planning and future implementation for fluffy fellas studio in the next 2 years? international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 261 critical uncertainties based on the data collected, these are the driving forces of fluffy fellas studio business activity table 3.driving forces of fluffy fellas scenario planning degree of impact driving forces high influence: organizational environment business development supply chain efficiency employee capabilities value brand some influence: transactional environment industry dynamics platform (campaign, price competitiveness, mechanics (gratis ongkir, voucher, testimoni, top purchase) time of purchasing (pay day, tanggal kembar), vendors and suppliers intimacy less influence: contextual environment covid-19 pandemics government policy on marketplace economic shift environmental issue. each of the driving forces will be ranked based on the level of uncertainty and impact. the highest rated are the most influential that are defined as critical uncertainty. table 4. rank of impact and uncertainties of driving forces no. forces degree of impact degree of uncertainty 1. business development mid low 2. supply chain mid mid 3. employee capabilities mid low 4. value low low 7. brand low low 8. cost efficiency low low 9. industry dynamics high high 10. platform and mechanics mid low 11. time of purchasing mid low international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 262 12. vendors and suppliers intimacy mid mid 13. covid-19 pandemics high high 14. govt policy on marketplace low low 15. economic shift mid low 16 environmental issue mid mid level of uncertainties: 0 1 : low; 2 4 : mid; > 4 : high based on the rank, the critical uncertainties are the industry dynamics and covid-19 pandemics. scenario and narrative creation each critical uncertainty will become the axis of the scenario planning matrix, with the polar at the most extreme conditions. these two axes are creating 2x2 matrix with four quadrant to be analyzed, to create a clear contrast environment that represents difference to a decision makers, as shown below: figure 7. scenario planning components source. garvin and levesque (2006) after the matrix has been created, the next step is describing the proper narratives to give a visual representation about each scenario that encourages imagination to visualize the condition. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 263 table 5. narratives for scenario planning name of scenario narratives take the cake kompas, 16th of october 2024 (covid-19 pandemics the who officially announced that the covid-19 pandemic has ended. recovered and the indonesian government decided to revoke all the restrictions passionate industry related to covid-19. however, due to prolonged and continual dynamics) pandemic habits, the citizens of indonesia are reportedly will still maintain and continue their habits and buying activities through online platforms. avant garde kompas, 16th of october 2024 (covid-19 pandemics the who officially announced that the covid-19 pandemic has ended. recovered and declined the indonesian government decided to revoke all the restrictions industry dynamics) related to covid-19. the citizens of indonesia are reportedly eager to go back to pre-covid habits and swiftly bring the economy back to a pleasant state. tip toe kompas, 16th of october 2024 (covid-19 pandemics the who latest announcement about covid-19 pandemics is still in a chaotic and passionate condition to watch out for. the infection rate increased by 50% and industry dynamics) the government would continue the ppkm once again. the government urges people to limit activities outside the home, and begin to adapt to coexist with the covid-19 virus. prolonged ppkm in indonesia increases the online buying behavior of people. mayday mayday kompas, 16th of october 2024 (covid-19 pandemics the who latest announcement about covid-19 pandemics is still in a chaotic and declined condition to watch out for. the infection rate increased by 100% and industry dynamics) the government would continue the ppkm once again. people are suffering enough and poverty rates keep spiking up. however, due to a decrease in income, they were only spending their money to buy the essentials. many of the smes on non-essential business are suffering from this. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 264 options consideration after creating narratives, the key focal issues are being implemented in each four scenarios to be explored in the implications of each alternative future. table 6. options consideration for each scenario scenario implication options scenario a take the cake (covid-19 pandemics recovered and passionate industry dynamics) ● pandemic is over. ● economic recovery in a new way of purchasing habits through online transactions. ● expenditure per capita is recovering, so does the purchasing power. ● adaptation of the new normal (hybrid system of school and work from home so to accomplish the better atmosphere, there is still a high demand for home and living. ● increasing number of competitors selling online. ● high demand for products through online transactions. ● create more marketing and promotion strategy. ● improving the digital platforms utilization. ● use reliable suppliers to ensure the supply chain. ● ensure processes of making products are suitably agile to fulfill demand. begin to research and develop new products to anticipate declined industries. scenario b avant garde (covid-19 pandemics recovered and declined industry dynamics) ● pandemic is over. ● economic recovery in the offline sector. ● activities are back to normal, no restriction, so that people are going out more often. ● compete with the established offline store ● home decor trends will be less popular. ● more effort to gain a stable performance for home and living products. other industries related to outdoor activities and travel are growing. ● applying a new b2b business model to generate more revenue sources. applying new product innovation that solved the needs of the market which tend to be more actively outside, which relates to the strength of fluffy fellas, which is its brand reputation in home and living. scenario c tip toe (covid-19 pandemics chaotic and passionate industry dynamics) ● pandemic is still around. ● low infectious and fatality rate would lead to moderate restriction in some areas. ● people are already adapting to recover their economy. ● purchasing online is significantly increasing. ● people are being productive at home, so home and living industries are promising. ● adjust operational activities by priority (cost efficiency) ● launch a new home and living product related to health and wellness. creating campaigns to stay at home, and keeping the hygiene of the home by changing bed linen regularly. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 265 scenario implication options business owners (online and offline) are adapting their products to a necessity including home and living. scenario d pandemic is getting chaotic. focusing on b2b for hospital procurement. mayday mayday (covid-19 pandemics chaotic and declined industry dynamics) ● high infectious and fatality rate would lead to another prolonged restriction. ● decreasing productivity rate. ● decreasing purchasing power. ● health is the main priority of people, impacted by decreasing revenue. people are panic buying regarding healthcare equipment. ● all industries which are not related to healthcare are declining. declining expenditure per capita. ● launch a new product not only related to health and wellness, but also the part of healthcare. creating campaigns about how to reduce the risk of unhygienic houses and how the product can help. early warning signals after all the strategies in each scenario are formulated, which scenario to implement should be considered by identifying early warning signals that could direct to a possible future direction and which scenario is possibly to be applied than the others. table 7. early warning signals for each scenario indicators measurement signals scenario a: take the cake (covid-19 pandemics recovered and passionate industry dynamics) covid 19 pandemic situation number of daily active cases decreasing / no active cases of covid-19 regulation government support hybrid new normal (wfh / sfh mixed with wfo / sfo) but people are more convenient with wfh / sfh. economic shift business owner the workers are fully paid. purchasing power the purchasing power of people and expenditure per capita are increasing. business landscape home & living business owner the increasing number of online home & living business owners are international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 266 indicators measurement signals registered. number of transaction there is an increasing / stable number of transactions in home & living online business. purchasing power people are allocating their budget to be more effective and efficient for necessary spending. business landscape home & living business owner a significantly increasing number of online home & living business owners are registered. number of transaction a significantly increasing / number of transactions in home & living online business. fluffy fellas business activity sales data increasing sales and visitors scenario d: mayday mayday (covid-19 pandemics chaotic and passionate industry dynamics) covid-19 pandemic situation number of daily active cases significant increasing active cases of covid-19. full occupancy of hospital bed. regulation government support restriction of mobility is everywhere. people are doing their activity at home. economic shift business owner work termination is everywhere. purchasing power people are not interested in buying anything except healthcare and medicine. business landscape home & living business owner no increasing number of online home & living business owners are registered. number of transaction declining number of transactions in home & living online business. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 267 indicators measurement signals another industries traveling (hotel, accommodation) and outdoor activities like sports and movies are suffering. fluffy fellas business activity sales data decreasing sales and visitors conclusion after a little consideration and analysis, it can be concluded that the plausible scenario planning of fluffy fellas studio is determined by covid-19 pandemics and industry dynamics as the critical uncertainties. the scenarios created are: take the cake, avant garde, tip toe, and mayday mayday. in take the cake scenario (covid-19 pandemics recovered and passionate industry dynamics), the strategies will be focused on the marketing and promotion strategy through digital platform, and ensuring supply chain to fulfill the demands. in the avant garde scenario (covid-19 pandemics recovered and declined industry dynamics), the strategies will be focused on new technology for existing markets, through applying a new b2b business model to generate another revenue sources such as supplying hotel and apartment equipment, offering innovation that solved the needs of the market which tend to be more actively outside, which relates to the strength of fluffy fellas, which is its brand reputation in home and living, such as rented aesthetic apartment / studio for photoshoot and gallery. in the tip toe scenario (covid19 pandemics chaotic and passionate industry dynamics), the strategies will be focused on adjust the supply chain by priority (cost efficiency), creating innovation of home and living product related to health and wellness such as essential oil, and amenities, also creating campaign to stay at home, and remind the customer to keep the hygiene of their houses by changing bed linen regularly. in the mayday mayday scenario (covid-19 pandemics chaotic and declined industry dynamics), the strategy will be focused on b2b hospital bed linen procurement, launching a healthcare product such as disinfectant spray, and creating campaigns about how to keep the house hygiene and how the product can help. to start preparing for all scenarios, there are a few things that fluffy fellas must prepare in general. those are: improving supply chain. according to heizer and render (2000) in ellitan, lena (2018), as an sme, fluffy fellas had to be agile in terms of strategy since it will impact the supply chain decision. fluffy fellas need to elaborate differentiation, low cost, and response strategy to improve the supply chain. since fluffy fellas also come within the differentiation strategy, in supplier objectives, fluffy fellas should do a market research to develop far behind to prepare the materials. it also required quick response to change requirements and requests for stock out for the response strategy. since each scenario requires agile product development, the main criteria in choosing vendors will be according to the response strategy, that prioritizes capacity, speed, and flexibility, as does in process. in terms of stock characteristics, fluffy fellas should minimize inventory to avoid dead stock, with the consequences of developing a responsive system to ensure supply. in terms of designing products, fluffy fellas need to invest more to reduce production lead time, if possible, also reduce the lead time development. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 268 research and development by using the strategy diamond framework and type of innovation matrix, fluffy fellas need to develop products and services with a consideration of customers in every scenario based on their answers to the questionnaire as a benchmark. brand awareness preparation fluffy fellas need to keep in mind to have brand awareness is a long time investment. to have the product fit with a good price in the marketplace is not enough to grow the business in the long term. fluffy fellas need to embrace a brand strategy that is more horizontal and inclusive. the customer journey should be noticed regularly to make sure the seamless path among the story line, product knowledge until decision making (five a’s). according to industry archetypes, fluffy fella's business landscape is classified into the funnel pattern, in which purchases are planned and customers are highly involved in the overall experience and doesn’t skip any stage of the customer journey. they can advocate if they have experienced the product by themselves. so the strategy that should be embraced is a commitment and affinity levels of the customers. fluffy fellas are considered with a high bar median and narrow bar range. the customers are recommended the brand even though there is not yet a brand that dominates the market. the signal is there are a few niche brands and large players in a fragmented market. so the key success factors are channel management, which is optimizing omnichannel presence and driving customers to purchase. the following gantt chart is the proposed time frame of fluffy fellas scenario planning table 8. gantt chart of fluffy fellas scenario planning activity y1 y2 general preparation q1 q2 q3 q4 q1 q2 q3 q4 supply chain r&d social media chosen scenario execution take the cake avant garde tip toe mayday mayday limitation this research is limited to fluffy fellas studio case only, with an internal and external condition that has been experienced a year backward, the proposed business strategy may not be valid for another home international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 253-269 proposed strategies for home & living online business to improve business performance (case study: fluffy fellas studio) ayu oktoira diyanti, ayudo anggoro 269 and living business but in general, the literature and strategy still can become a benchmark. this research is having limitations based on variables, sampling method, characteristics, time and it is limited to 57 respondents of questionnaire and 5 expert interviews. most of the respondents are living in jabodetabek. other locations could have different responses to the questionnaire. the home and living business owner is already on a growth stage. other home and living online businesses can be experiencing the different traction on pandemics, and having different driving forces. further research for further research, the broader respondent will be more accurate to determine the driving forces. the various stages of home and living business will have a broader view of the business landscape. to further analyze the performance of the studied object, the purchase action ratio (par) and brand advocacy ratio (bar) should be counted. references babbie, earl r. the practice of social research. available from: vitalsource bookshelf, (15th edition). cengage learning us, 2020. cole ehmke, j.f. (n.d.). industry analysis: the five forces. us: purdue university https://dkupp.semarangkab.go.id/2021/01/07/klasifikasi-umkm-menurut-uu-nomor-20tahun-2008/ ellitan, lena (2018). the role of supply chain management in creating sme’s competitive advantage. international journal of trend in scientific research and development. garvin, d.a., & levesque, l. c. (2006). a note on scenario planning. harvard business school. ivy, j (2008). a new higher education marketing mix: the 7p of mba marketing. international journal of education management. https://www.thejakartapost.com/life/2020/05/13/how-the-pandemic-is-affecting-the-homeand-livin g-business.html kotler, p & keller, k.l. (2016). marketing management 15th edition. edinburgh gate: pearson education, inc. kotler, philip., kartajaya, hermawan., & setiawan, iwan. (2017). marketing 4.0: moving from traditional to digital. john wiley & sons. lindgren, m., & bandhold, h. (2003). scenario planning: the link between future and strategy. london: palgrave macmillan. mckinsey & company covid-19 indonesia consumer pulse survey (2020) https://www.merdeka.com/uang/menko-airlangga-umkm-bangkit-dan-bertumbuh-dorongpemulihanekonomi-nasional.html https://www.marketeers.com/laju-industri-home-and-living-di-era-pandemi/ https://mix.co.id/marcomm/news-trend/ketika-umkm-ikut-mencicipi-kenaikan-transaksi-dikategorihome-living/ https://www.mordorintelligence.com/industry-reports/indonesia-home-furniture-market osterwalder, a., pigneur, y., smith, a., bernanda, g. & papadakos, p. (2014). value proposition design. new jersey: john wiley & sons, inc. rothaermel, frank. 2020. ise ebook online access for strategic management. mcgraw-hill higher education (international), [vitalsource bookshelf]. sensor tower, 2021. e-commerce app report 2021. top trends in mobile shopping. adjust sugiyono. 2013. metode penelitian kuantitatif, kualitatif, dan r&d. penerbit alfabeta bandung. microsoft word 915-article text-4400-1-15-20220610 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 145-160 corresponding author syarafinam9@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.915 research synergy foundation proposed knowledge management for business development at relife property management sabila syarafina1, dedy sushandoyo2 1 bandung institute of technology, indonesia 2 bandung institute of technology, indonesia abstract the pandemic has affected various business sectors, including the property management industry. restrictions on movement and gatherings of people have caused some difficulties, especially in the events, travel and tourism industries. relife property management is one of the companies impacted a lot by the pandemic because their business is related to these industries. in this uncertain world of business, the only sure source of lasting competitive advantage is knowledge. therefore, activities of managing knowledge in this company are analyzed. with knowledge management (km), businesses will not only survive the pandemic, but develop. the purpose of this study is to identify practices that have been carried out by companies in managing their knowledge, identify km programs that are suitable in the digital era and propose plans for implementing km system and programs for the company’s business development. the research methodology was conducted using qualitative data collection which includes primary data collected from observations and interviews, and secondary data from documents and reports. the interviews conducted are semi-structured interviews. the results of this study indicate that the company has already been practicing activities related to managing their knowledge, but they have not implemented a well-structured km system, and their activities are not based on km theory. therefore, km system and programs are designed and proposed based on theories such as the seci and ppt models for the company’s business development. the proposed business solution consists of a diagram with a goal orientation, the formulation of a km model, a proposed km conversion mechanism, and a km roadmap. the implementation plan for the company is also proposed in this study. keywords: knowledge management, business development, digital age, seci model, property management industry this is an open access article under the cc-by-nc license. introduction knowledge management is the process of capturing, storing, sharing, and effectively managing the knowledge and experience of employees to increase the knowledge of the entire workforce (girard, 2015). by leveraging the company’s most valuable assets, employees' expertise and knowledge, you can maximize efficiency and empower employees to enhance their decision-making abilities. the reduction in activities including mobility and gatherings of people due to the lockdown is clearly very influential on this various business sectors, especially property management industry because property is a product that needs visitors and a place to hold events. this industry is very related to hospitality industry, food and beverage industry, especially travel and tour industry, and also event industry. after two years of living in the midst of a pandemic, many adjustments and adaptations have been made to sustain business performance in this sector. according to head of real estate management services at colliers indonesia, various uncertainties that have arisen regarding the property business due to the pandemic are influenced by various factors. these various impacts are mainly due to the vuca factor which greatly affects the operational aspects of the property business being run. for example, the financial condition of tenants are going through unstable dynamics condition, the property owners are feeling the impact on their financial performance, and the trends international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 146 are shifting in needs due to changing market developments. the various trends that the pandemic has brought include social contracts, society and customers, government and regulation, technology and innovation, energy and environment, and work habits. office activities have also undergone many changes and are currently run with a hybrid work system, which is a combination of working in an office and working from anywhere, including from home (lath et al, 2020). this provides benefits for workers such as work-life balance, employee engagement, so employees who want to focus on completing tasks can choose wfo. relife property is one of the companies in property industry which are struggling during the pandemic crisis. relife property has subsidiaries which are in the property development which is relife realty, and in the property management which is relife property management. as a company that manages the use of several public and semi-public buildings such as wedding venues, meeting venues, resorts, and sports centers, the focus of relife property management is very closely related to the event industry, and also the tour and travel industry. therefore, this company is currently facing several business problems. the main problem overall is the decline in sales of the property management business due to the restrictions, regulations, and shrinking economy due to the pandemic. this company’s business activities have high dependence on government regulations. besides, the other issues are the shifting behavior of people from offline to online, and the struggles of competing in digital marketing. relife lags behind their competitors in showing digital or online presence. the difficulties they experience is due to the scattered explicit data of the company which makes it hard to process for the shifting behavior and digital marketing needs. another business issue in this company also includes the unpredictable workers’ turnover due to the pandemic which is also caused by unmanaged and unintegrated knowledge management of the employees. the turnover of the workers sometimes caused difficulties in the business process activities because some of the employees are gone with their knowledge in their head, which is not maintained in the company. the cause of this issue is the unmanaged tacit knowledge of the workers. all of the business issues of the company mentioned above are mainly caused by to the covid-19 pandemic and the poorly managed knowledge management system in the company. these issues are found from the interviews with the employees, and the observation during the author’s time while working there. in the company’s early years, they didn’t have any knowledge management practices because the employees back then weren’t as many as now. as the time goes by, the company started applying some practices in managing their knowledge such as sharing together, which later created new programs such as trainings and routine meetings. based on the background and the business issues of the company, the research objectives of this study include three points which are to identify existing practices in the company in managing its knowledge, to identify compatible knowledge management programs in the digital era to improve the company's business development, and to propose a knowledge management system implementation plan for the company to improve the company’s business development. the company lacks a good system of knowledge management in both tacit and explicit knowledge which leads to the problems in various business aspects of the company including product and service, human, especially in sales and marketing. the proposed knowledge management programs and system for relife property management will be expected to improve the development of those business aspects which will later lead to the overall business development of the company. the importance of this study towards education and science is to give learners the opportunity to gain a better knowledge about knowledge management for business development and give preferences in adapting the knowledge management system in company for business development. the importance of this study towards corporate is to help in applying knowledge management for business development by giving real life example of application in a company and to reduce risk of failure by giving analysis of a real life business example. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 147 literature review the theoretical framework of this research includes porter’s five forces, resource audit, swot, knowledge management for improving business development, people, process, technology, and the seci model. porter's five forces theory is used for analyzing the external factors, and resource audit theory is used for analyzing the internal factors. afterwards, swot analysis is used for analyzing both the external and internal factors of the business situation of the company which is continued with tows matrix analysis. in tows, some strategies with topics related to knowledge management and the pandemic situation including the digitization, which are the main roots of the business issues of the company, are proposed in points for the business development at the company. subsequently, people, process, technology and the seci model theories are used for analyzing the knowledge management of the company for the company’s business development. porter's five forces porter's five forces is a framework for understanding the competitive forces at work in an industry, and that drive the way economic value is shared among industry players (porter, 1979). porter’s five forces framework is the most influential contribution to thinking about competitive strategy as it can help companies assess industry attractiveness, how trends will affect industry competition, which industries a company should compete in, and how companies can position themselves for success. the five forces include the threat of entry, the power of suppliers, the power of buyers, the threat of substitutes, and the rivalry among existing competitors. figure 1. porter’s five forces source: hbr the five forces for property management industry, the threat of entrants is low because it’s not easy to enter this industry by building the property projects that needs large land, high cost, and specific knowledge and skill. the bargaining power of suppliers are normal. the bargaining power of buyers are high, since they can choose other companies which provide similar products and services. the threat of substitute products is normal because there are other companies providing similar products and services with similar functions, but not the exact same because relife’s products are quite unique and they already have quite good branding. the substitute products to resort are hotels and villas, which are the same as the substitute products for wedding venues. the intensity of competitive rivalry in the industry is high because there are relatively many competitors in the industry. right now, relife is only a little behind the competitors in their digital presence. table 1. porter’s five forces analysis porter’s five forces level description the threat of entrants low the barrier to entry to this industry is high since it’s not quite easy to build buildings which need large land and high cost, and start property management. bargaining power of suppliers norma l the bargaining power of suppliers which in this case are constructors are normal. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 148 bargaining power of buyers high the buyers have quite high bargaining power since they can choose other companies which provide similar products and services. threat of substitute products norma l the threat of substitute products is normal because there are other companies providing similar products and services with similar functions, but not the exact same because relife’s products are quite unique and they already have quite good branding. the substitute products to resort are hotels and villas, which are the same as the substitute products for wedding venues. rivalry among existing competitors high the intensity of competitive rivalry in the industry is high because there are relatively many competitors in the industry. right now, relife is only a little behind the competitors in their digital presence. resource audit analysis to analyze the key areas of a company's internal factors in order to identify the resources that will enable business change, resource audit technique is used for the analysis (cadle, 2014). the five areas of resource to examine are financial, physical, human, reputation, and know-how. figure 2. resource audit source: business analysis techniques, 2014 in financial area, relife property management manages to survive and keep the financial health in good state during the pandemic. in physical area, the company has various physical resources in the form of lands and buildings including their business projects which are wedding venues, meeting venues, resort, and sport center. in human area, the company has advantages over competitors because the people who work there have a high culture of solidarity and kinship among employees. in reputation, the company has a good reputation in the market. in addition, the company has more than 10 years of experience in the property industry, and has received various awards such as green building awards such as the 2010 green property award, the indocement awards for several years, and also the swarna karya ftui. in know how area, the company has already applied some existing practices in managing the information held within the company and the way it is used to support the company’s work. yet, the practices are not in a well managed and structured system, and the practices are not created based on the knowledge management theories. swot and tows swot analysis is a strategic planning and strategic management technique used to identify strengths, weaknesses, opportunities, and threats related to business competition or project planning. based on the hbr tools swot analysis, the maximum results from a swot analysis can be carried out by considering certain business objectives. analysis can be used to determine international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 149 whether a company should pursue a new product or project. this can help to decide whether to take advantage of a new business opportunity, restructure the team, or implement a new technology. some individuals even use analytics to assess and plan their careers. when conducting a swot analysis, it is important to consider both internal and external factors to clarify the world in which a business operates. the four swot categories include strengths, weaknesses, opportunities, and threats. a swot analysis begins with the company's internal strengths and weaknesses. afterwards, tows analysis is generated by combining the internal factors and external factors. the strengths as internal factors are combined with opportunities as external factors and create s/o strategies, the weaknesses as internal factors are combined with the opportunities as external factors and create w/o strategies, and so on. table 2. swot analysis strengths weaknesses ● s1: over 10 years experience in property business industry ● s2: has achieved awards such as green property award in 2010, indocement awards for several years, and swarna karya ftui ● s3: has a high culture of solidarity and kinship among employees ● w1: lack of well-managed knowledge management system ● w2: lack of knowledge in digital marketing opportunities threats ● o1: the rise of digital marketing due to the shifting behavior in people from offline to online ● o2: new and big opportunities in creating viral marketing ● t1: the competition in digital marketing nowadays is stiff ● t2: the unpredictable pandemic situation which affects the business activities ● t3: the turnover might be unpredictable due to the pandemic situation, which is affected to the knowledge sharing management system the tows analysis include s/o strategies, w/o strategies, s/t strategies, and w/t strategies. the s/o strategies consist of building the better brand’s digital presence with well management of social media, creating viral contents using existing property projects, and creating contents about the daily life at the office and projects. the w/o strategies are creating courses about digital marketing for the staffs, and creating good digital knowledge management system especially in explicit knowledge. the s/t strategies include learning to shift from offline to online, and transforming old and traditional strategies to new and modern way. lastly, the w/t strategy is creating good knowledge management system especially in tacit knowledge. table 3. tows analysis strengths weaknesses opportunitie s s/o strategies: ● s1-o1: build the better brand’s digital presence with well management of social media ● s1-o2: create viral contents using w/o strategies: ● w2-o1-o2: create courses about digital marketing for the staffs ● w1-o2: create good digital knowledge management system especially in explicit knowledge international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 150 existing property projects ● s3-o1-o2: create contents about the daily life at the office and projects threat s/t strategies: ● s1-t1-t2: learn to shift from offline to online ● s1-t1-t3: transforming old and traditional strategies to new and modern way w/t strategies: ● s3-t3: create good knowledge management system especially in tacit knowledge knowledge management for improving business development in an economy where the only certainty is uncertainty, the one sure source of lasting competitive advantage is knowledge (nonaka, 1991). as markets shift, technology proliferates, competitors multiply, and products become obsolete almost overnight, successful companies are those that continually create new knowledge, disseminate it throughout the organization, and rapidly incorporate it into new technologies and products of the company. these activities define "knowledge-creating" companies whose sole business is continuous innovation. despite the talk of "intelligence" and "intellectual capital," few managers understand the true nature of a knowledgecreating company—let alone how to run it. the reason: they misunderstand what knowledge is and what companies must do to exploit it. knowledge management is used for improving the company’s business development in order to gain business competitiveness so that they can compete among competitors. business development entails tasks and processes to develop and implement growth opportunities within and between organizations (therin, 2007). business development is the creation of long-term value for an organization from customers, markets, and relationships (pollack, 2012). business development is defined as the tasks and processes concerning the analytical preparation of potential growth opportunities, and the support and monitoring of the implementation of growth opportunities, but does not include decisions on strategy and implementation of growth opportunities (price, 2014). in the simplest terms, business development can be summarized as the ideas, initiatives, and activities that help make a business better. business development can include many objectives, such as sales growth, business expansion, the formation of strategic partnerships, and increased profitability. successful business development impacts every department within a company, including sales, marketing, manufacturing, human resources, accounting, finance, product development, and vendor management. business developers should be aware of new market opportunities, possibilities for expansion, competitor developments, and the current sources of the company's revenue (seth, 2022). people process technology there are three components in knowledge management, which are people, process, and technology. these three components are equally important to each other and overlap in knowledge management. people, process, and technology must be included to produce an effective knowledge management system (tjakraatmadja & kristinawati, 2017). people are the determinants of the knowledge management process. a company or organization should consist of people from different backgrounds, and different levels of knowledge and skills, which results in a unique culture that the company has. therefore, these people, who need a different set of knowledge, should be included in the knowledge management system in order to achieve its goals and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 151 objectives. in knowledge management perspective, process is a set of activities or programs that reduces complexity and increases the effectiveness of knowledge transfer. process in knowledge management needs to be formed on the basis of the seci model. technology plays an important role in facilitating the process of knowledge transfer. the use of technology in a knowledge management system is to store, seek, and distribute knowledge. according to edwards in an international journal of knowledge and system sciences, a knowledge management system will not be effective to operate without the right information technology. the seci model the most influential and widely referenced theory to represent the knowledge conversion study of is nonaka's theory of knowledge creation created in 1995 which is the framework of the seci model (hislop et al, 2018). the seci model is a two-dimensional matrix that describes four possible scenarios for interacting or changing explicit and tacit knowledge. the seci model involves four knowledge conversion processes that do not end in one loop. figure 3. seci model framework source: a dynamic theory of organizational knowledge creation the spiral begins with the socialization mode, in which tacit knowledge is exchanged among individuals through shared by experiences in everyday social interactions. tacit knowledge is converted, through the externalization mode, into new explicit knowledge in the form of concepts, images, and written documents. here, individuals use dialog, metaphors, and team confrontations as effective methods to make tacit knowledge codifiable. for this mode to be successful, knowledge is required to be imparted through a process of reflection-on-action, inserting the distance between subject and object (gherardi, 2000). creative use of computerized communication networks and large-scale databases can facilitate this mode of knowledge conversion. finally, the seci spiral concludes with the internalization mode, where explicit knowledge is absorbed by individuals, enriching their tacit knowledge base: formal knowledge is connected to personal experiences to be subsequently transferred and used in practical situations, becoming the base for employees’ renewed routines. overall, these training activities allow people to integrate new knowledge in their own mental models and enrich their professional knowledge, paving the way to new generations of tacit knowledge. the results of the analysis show that there are some existing program practices in the company in managing their knowledge which are not based on the seci model, though it can be analyzed from the seci model theory. the company’s existing practices in the socialization process in the seci model are overall good, as we can see in the relationship between the employees with each other, as well as the relationship between the employees with other parties such as customers, business partners including vendors and suppliers, and also the government. the company’s existing practices in the externalization process in the seci model, are considered not bad, though there are some changes and fixes that can be made to improve the practices. the weakness of the practices in externalization is the tacit knowledge of the employees is not really well managed and stored as international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 152 explicit data, so there is some knowledge that is missing and can’t be learned by other employees. the company’s existing practices in managing their knowledge in the combination process in the seci model, are considered not bad, as we can see that the company already uses some platforms to manage their explicit knowledge such as excel, office cloud, mokashop, and vhp in some of the projects, even though they don’t have a system that integrates all of the systems in one platform yet. the company’s existing practices in managing their knowledge in the internalization process in the seci model, are considered good, though they could use some improvements. lastly, it can be summarized about the company’s knowledge management that based on the interview, there are a lot of existing practices in the company in managing their knowledge, but the practices are not really well structured, and can be developed again. the existing practices in the company are not based on the theory of the seci model. even though overall, the company already manages their knowledge pretty well. according to the analysis based on the observation and interviews, the knowledge management practices can be developed and managed into a more structured knowledge management system. research method this research is conducted using a qualitative method. qualitative research is conducted for problems that need exploration and a complex detailed understanding. besides, it’s also used to empower individual and collective voices. the collection method consists of primary data collection and secondary data collection. the primary data collection is collected through observation and interviews. the observation is based on the experience of the writer of this research while working in the company. qualitative interviews have been categorized in a variety of ways, with many contemporary texts loosely differentiating qualitative interviews as unstructured, semi-structured and structured (bernard h, 2006). the interview in this research is conducted using semi-structured interviews with the workers in the company. whereas the unstructured interview is conducted in conjunction with the collection of observational data, semi-structured interviews are often the sole data source for a qualitative research project and are usually scheduled in advance at a designated time and location outside of everyday events. they are generally organized around a set of predetermined open-ended questions, with other questions emerging from the dialogue between interviewer and interviewee. semi-structured in-depth interviews are the most widely used interviewing format for qualitative research and can occur either with an individual or in groups. semi-structured interview questions are fully decided, whereas others might not be fixed. the researcher has leeway in asking follow up questions. this is the ideal compromise, it gives a structure to the interview, but also gives flexibility. to analyze the company’s current business situation and the company’s existing practices in managing their knowledge based on the seci model, the interviews are based on these questions. table 4. interview questions topic topic questions topic business situation ● the impact of covid-19 to the property management business ● the competition with other similar companies in the same business industry knowledge management topics to know existing practices: socialization tacit to tacit ● the employee relationships with one another, including the way of sharing ● the relationships between employees and other parties externalization tacit to explicit ● how to convert employee’s knowledge into readable form ● how to convert customers’ testimonials into data international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 153 combination explicit to explicit ● how to storage all data related to the company ● the media and platform used to college the data internalization explicit to tacit ● how to adsorb data into employee’s knowledge ● the media or program used for employee to learn findings and discussion based on the business process obtained from the interview and observation, and also the external and internal analysis of the company using porter’s five forces, resource audit, swot, and tows analysis, the goal oriented diagram is created to examine the actions that can be taken to improve the company’s business development. the diagram consists of four business goals with a series of actions in order to reach the company’s major goal which is business development. the goals include marketing development, human development, sales development, and product and service development. figure 4. goal oriented diagram source: processed data, 2022 based on the figure 1, in marketing development, the company needs to create unique and interesting content that is usually also emotional in order to go viral. the company can also offer virtual events or video content tours such as traveling on the beach, and knitting with lombok craftsmen, or even virtual reality technology that feels more realistic if the technology resource is advanced enough. in sales development, the company must maintain the activity of collecting testimonials from each customer of each project the company must keep in touch with customers by providing after-sales service. the purpose is getting the customers to keep coming back for the company's products and services and make them refer to the company's products and services to their friends and family. the company also needs to increase brainstorming activities among employees for product and service development. in times of pandemic, because meetings are often restricted, companies must take full advantage of technology for brainstorming such as video conferencing, and miro. the company needs to always be updated, adapt quickly and quickly learn. to stand out in the competition, the company needs to create value in their products and services in order to have a more value proposition to stand out among competitors. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 154 based on the following table 1, the formulation of the knowledge management model is created. in each business goal, the actions that are needed to be taken are described in detail with the critical knowledge needed and the km objectives, including the knowledge creation methodology created using ppt theory which consists of people, process, and technology. for example, to reach marketing development, the development of the company’s website is needed with critical knowledge about website in information and technology. the objective of this action is to make both the internal and external parties of the company including the employees and customers able to know about the company’s information about products, services, and other projects in a better and easier way. the people needed in this process is the collaboration of the it team and the marketing team. the technology for this action contains website builder, and the company’s website itself. table 5. formulation of knowledge management model business goals action critical knowled ge km objectives knowledge creation methodology people process technology marketin g development develop the company’ s website it website knowledg e to make the employees and customers able to know about the company’s informatio n better it team, marketing team website developm ent website builder, website do social media marketing creativity, content creation and social media knowledg e to build a better brand’s presence in the digital world marketing team social media activities social media platforms create content marketing to be insightful and informativ e in order to build followers marketing team, outsourcin g such as photograp hers, videograp hers content creation website, social media platforms, photography, videography, copywriting create viral marketing creativity, content creation, to catch attention marketing team, content content creation and social media platforms, photography, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 155 business goals action critical knowled ge km objectives knowledge creation methodology people process technology marketin g development social media, and connectio n with creators and stand out in the digital world creators, outsourcin g such as photograp hers, videograp hers collaborat ion videography create influencer marketing connectio n with the content creators to grow the brand awareness and gain trust via third party marketing team, influencer and content creators collaborat ion with creators social media platforms hold travel campaign s connectio n with the governme nt and tourrelated vendors to grab attention from audience, build connection s, promote the industries, and grow brand awareness marketing team, governme nt, tourrelated vendors collaborat ion with governme nt and vendors, travel activities photography, videography, social media platforms for publication hold seasonal event campaign s connectio n with the governme nt and event vendors marketing team, governme nt, eventrelated vendors collaborat ion with governme nt and vendors, event activities hold virtual tours and events content creation, virtual reality, connectio n with other vendors to promote tour and event industries and grow brand awareness it team, marketing team, vendors travel activities, content creation and virtual tour creation videography, virtual reality sales development collect testimoni als connectio n with the customers to learn from customers’ testimonia ls to grow better marketing and sales team, customers interactio n with customers during/aft er services social media platforms, messengers, and email international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 156 business goals action critical knowled ge km objectives knowledge creation methodology people process technology provide after-sales services connectio n with customers and social media knowledg e to maintain the customers to get repetitions and referrals social media updates, contacts for updates and promos human development conduct knowledg e cafe social skill, and km knowledg e to improve the employees’ knowledge all employees , led by hr team sharing between the employee s video conference, calls, messengers conduct routine journal journaling , consistenc y, and bookkeepi ng to maintain the tacit knowledge of the employees inputting journals, bookkeepi ng documents, photography, videography create learning center bookkeep ing, it knowledg e to facilitate the employees learn it team, hr team bookkeep explicit data and tacit knowledg e, create accessible learning system documents, photography, videography, km platform implemen t team rotation adaptabili ty skill and social skill to improve the employees’ knowledge and skills all employees , led by hr team schedule and implemen t team rotation for each job desk video conference, calls, messengers, email create integrated km system it knowledg e to maintain both tacit and explicit it team, hr team bookkeep explicit company’ s data and employee cloud, km platform, documents, photography, videography international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 157 business goals action critical knowled ge km objectives knowledge creation methodology people process technology knowledge of the company and the employees s’ tacit knowledg e, create platform product and service development improve brainstor ming activity social skills to generate more ideas and make better decisions all employees discussio ns and brainstor ming between employee s video conference, calls, messengers conduct better market research research and creativity skills to create better products and services for the market business developme nt team discussio ns, browsings , surveys search engines, digital forms or pollings, social media create more values to have value propositio ns to have better image and stand out among competitor s discussio ns, browsings , research, and brainstor ming search engines, social media, digital forms or pollings conduct cocreation design social and research skills to create better products and services which the customers want and need business developme nt team and marketing team discussio ns, research, brainstor ming and product testing digital forms or pollings, social media or other platforms, messengers proposed knowledge conversion mechanism the processes in the knowledge creation methodology in the formulation of knowledge international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 158 management model are divided into four parts to the seci model of knowledge conversion mechanism. the parts include socialization, externalization, combination, and internalization. therefore, the actions in the formulation of knowledge management model as proposed program practices implementation of seci for the company are listed and added with the company’s existing practices in managing their knowledge which are not yet based on the seci theory in the following table. based on the table 2, socialization in seci is the process of transferring people's tacit knowledge to other people's tacit knowledge. transfer of tacit knowledge from employees to other employees includes discussions, brainstorming, meetings, training, team rotation, and also a knowledge cafe. externalization at seci is the process of converting people's tacit knowledge into explicit data in a readable form. externalization processes include training modules, excel, office cloud, social media platforms, testimonials, and routine journaling. combination in seci is the process of compiling some explicit data into a compilation or set of explicit data. explicit company data is stored in a combination process. the processes as tools in this combination are excel, office cloud, social media platforms, company’s website development, learning center, and a system proposed which is the integrated knowledge management system platform. including excel, office cloud, social media platform, company website, and integrated km platform. internalization in seci is the process of converting explicit knowledge in a readable form into people's tacit knowledge. activities to convert explicit knowledge into employee tacit knowledge include training and learning centers. digital marketing activities which include virtual tours, social media marketing, viral marketing, influencer marketing are included in this process. training plays a role not only in the socialization process, but also in the internalization process because in training, some knowledge in a form that can be read is learned by employees. table 6. proposed knowledge conversion mechanism socialization tacit-tacit externalization tacit-explicit 1. discussions and brainstorming 2. routine meetings 3. training 4. travel campaigns 5. seasonal event campaigns 6. after-sales services 7. knowledge cafe 8. team rotation 9. training modules 10. excel 11. office cloud 12. social media platforms 13. testimonials 14. routine journaling internalization explicit-tacit combination explicit-explicit 1. training 2. virtual tours 3. social media marketing 4. viral marketing 5. influencer marketing 6. content marketing 7. learning center 8. co-creation design 9. market research 10. creating values 11. excel 12. office cloud 13. social media platforms 14. company’s website development 15. integrated km system platform 16. learning center international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 159 figure 5. proposed knowledge management road map source: processed data, 2022 based on figure 2, the people involved in the knowledge management process come from internal and external parties of the company. external parties include the government, vendors such as event vendors and tour vendors, creators such as influencers, videographers and photographers, as well as customers and target customers. key points in process activities are shown in roadmaps such as knowledge cafes, learning centers, journaling, digital marketing, campaigns, after-sales service, co-creation design, and market research. the technologies needed to implement knowledge management practices include integrated km platforms, cloud, websites, social media platforms, content, virtual reality, video conferencing, messengers, and email. conclusion it can be concluded that the company already applied practices in managing their knowledge pretty well, but their practices are not well managed, and not based on the knowledge management theories such as the seci model. based on the research, the existing practices in the company in managing their knowledge include discussions and brainstorming, routine meetings, training, travel campaigns, training modules, excel, office cloud, social media platforms, and testimonials. the activities that are needed to be taken to reach the human development goal include various programs and a proposed system. the programs include knowledge cafe, routine journaling, learning center, and team rotation. limitation & further research the company currently already applied some practices in managing their knowledge, but the practices are not well managed and structured, and not based on knowledge management theories including the seci model framework. based on the research, the existing practices in the company in managing their knowledge include discussions and brainstorming, routine international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 145-160 proposed knowledge management for business development at relife property management sabila syarafina, dedy sushandoyo 160 meetings, training, travel campaigns, training modules, excel, office cloud, social media platforms, and testimonials. in order for the company to improve their business development, this research proposed various programs and a system. the main goal is the company’s business development which also leads to business competitiveness. this research proposed a set of various digital activities for the company, which includes website development, social media marketing, content marketing, influencer marketing, viral marketing, and also virtual tours and events. the second business goal is sales development. to reach the third business goal, human development, the programs include knowledge cafe, routine journaling, learning center, and team rotation. the proposed system is an integrated knowledge management system which integrates all the tacit and explicit knowledge of the company in one platform. references bakker, m., leenders, r. t. a., gabbay, s. m., kratzer, j., & van engelen, j. m. 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(2017). strategi implementasi knowledge management. penerbit itb, bandung. microsoft word 920-data analysis-4398-1-15-20220610.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 242-252 corresponding author puttyerwina08@gmail.com doi: https://doi.org/10.31098/ijmesh.v5i1.920 research synergy foundation the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina1 1institut teknologi bandung, indonesia abstract xyz clinic is an aesthetic beauty clinic located in south jakarta, established more than 10 years until now. a lot of companies use their human resources as internal forces to face this business which is a lot of new challenges, competition, ambiguity, and uncertainty. a lot of companies now realize the importance of having an employee who has the skill, ability, and high motivation in work. the research objective is to solve the problem in xyz clinic, which has had a high turnover rate in the last four years, from 2018-to 2021. the impact of turnover is losing valuable employees, decreased performance, and extra costs for recruitment. because of that, the purpose of this research is to analyze employee experience, employee engagement, and turnover intention at xyz clinic. the research used the explanatory sequential mix method, which in the first phase is a quantitative analysis or survey with 20 employees, and the second phase is a qualitative analysis is an interview with 5 informants. the result is employee experience and employee engagement is influenced to reduce turnover intention. an implementation plan that the company can do is to develop their technology, resources, people or training, rewards, and management to increase their employee experience, employee engagement, and turnover intention. keywords: employee experience; employee engagement; turnover intention; beauty business industry; human research, employee retention, mix method, value employee; valuable employee this is an open access article under the cc-by-nc license. introduction the current business environment is characterized by several difficult challenges: first, difficulties occur because the environment is constantly changing and is characterized by increased volatility, uncertainty, complexity, and ambiguity, known as vuca (ulrich et al., 2017, ch. 1). second, there are four generations simultaneously in the workplace: baby boomers, generation x, generation y, and generation z; where each generation has different needs, expectations, and motivational drivers in the workplace. third, a continuous shift to a service economy and knowledge of increasing talented, competent, and skilled employees is essential (plaskoff, 2017, p. 136). fourth, industry 4.0 makes human resources and technology an important factor to be improved (whysall et al., 2019, pp. 118121). at this time, there is a very high increase in the growth trend of the beauty business in indonesia. based on data from the ministry of industry of the trade, in the republic of indonesia, on january 27, 2020, there were 797 large cosmetic industries and small and medium industries (ikm). this shows that the trend of the beauty industry in indonesia is growing at around 15%, which is superior to malaysia or singapore, which only grew by 10%. in the study, initial interviews were conducted with the operations manager of the xyz clinic, who is responsible for operations, sops, and human resources. the manager revealed that from 2018to 2021 total of 11 employees had left the company, which impacted the company's productivity and also additional costs for recruitment and training. according to turner p (2020), explaining international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 243 that there is an influence and relationship between the experience and appearance of employees; if the experience that employees have is good, they will work with full motivation, be more enthusiastic, and feel an important part of the company. these factors can reduce the intention of employees to leave the company. the purpose of this study is to provide solutions to the problems faced by xyz clinic, and also based on the explanation above; researchers used three variables, namely employee experience and employee engagement as independent variables, turnover intention as a fixed variable in this study. the reason for the aesthetic clinic is because this is my family business. also, the growth of this business industry increasing rapidly until now. scope of problem the problem that will be discussed in this research is how to improve human resource management if it is associated with employee experience, employee engagement, and turnover intention in the analytical study of xyz clinic management. if the company has high employee experience, they will be motivated and happy at work, engagement with the company is also increased, and there is no reason for the employee to leave. literature review employee experience at this time, organizations are increasingly aware of the importance of employee experience experienced and felt by employees, which can help companies to attract, engage, and develop their best performance (páscoa, telha, & santos, 2019). based on the deloitte global human capital trends report (2017), organizations have expanded their focus from employee engagement and cultural diversity to developing an integrated organizational culture to enhance the employee experience. the definition of employee experience itself is what is owned and felt by a worker with company management for the duration of work, starting from the recruitment period, tenure, and career development, until the worker resigns from his job (turner p, 2011). according to morgan (2017), employee experience is the extent to which the job makes an employee feel valuable until there is a shift from "needs" to "wants", so it is not only about salary but also about opportunities to grow and develop, as well as lifestyle fit with the environment in which they work in. the experience level of employees at xyz clinic, whose instruments are adapted from mckinsey (2020), shows that the evaluation of the average level of employee experience is 80%, which means the overall value is "normal" or quite good because the value of 80% is close to good criteria above 81%. the organizational experience dimension is the dimension that has the highest average score of 82%, while the lowest value is 78% on the social experience dimension. this means that in the employee experience variable, the survey results can show which dimensions are the lowest and highest and the overall value. overall, 'normal' doesn't mean bad, but also doesn't mean good. to improve employee experience, xyz clinic should maintain the dimensions or factors that exist in its work and organizational experience and focus on improving the lowest dimension, namely social experience. efforts that can be made to improve the social experience at the xyz clinic company are to create an open and intense communication culture; as mentioned above, you can give compliments more often so that your subordinates feel valued and make them feel that their contribution is recognized by the company, then create a gathering program that strengthens relationships between teams. working and creating a social climate or providing social experiences that make employees more comfortable will make them more comfortable working at xyz clinic; international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 244 this is to a statement from mckinsey's research (2020). employees who have worked at xyz clinic for a long time feel it is important for the survival and success of the company. they also feel well-received by always applying to continue learning and being helped to adapt. according to informants, xyz clinic already has an sop; each work is carried out by an expert or their respective job desk. what has to be done is clear, especially if there is a new tool or treatment; all employees are taught and trained first to be able to use the tool. informants who have worked at xyz clinic for a long time feel that their work is more interesting to them. even senior doctors and nurses feel proud of their work, arguing that they can help many people. according to some informants, they feel that they are very short of resources, especially manpower. in this regard, many factors have made xyz clinic unable to add workers, such as finance and trust. though the impact of this makes some employees have an increased workload. in addition to the workforce, one of the informants also said that the work tools used were still lacking. this can be the main thing that xyz clinic can improve in the future. by integrating and preparing work tools, resources, and knowledge, companies can become more successful and productive (partner for public service, 2008). xyz clinics also need to pay attention to the technology or tools used because the role of technology is not only to automate work but also to improve the employee experience of its employees (itam & ghosh, 2020). all informants thought that the technology used by xyz clinic was inadequate or kept up with the times, or left behind when compared to competitors. xyz clinic must make efforts so that this weakness can be resolved properly. the results show that employee experience and employee engagement influenced turnover intention. therefore, the correlation between employee experience has a positive effect on employee engagement, which means if xyz clinic employees have positive work experiences, they will feel more attached to the company. this statement is in line with research conducted by turner (2020) that when employees are satisfied and their needs are met by the company, they will feel more bound and make their work meaningful and important because the more positive experiences will make employees more enthusiastic at work. based on the results of the survey, it describes the respondents, namely all xyz clinic employees, totaling 20 people, provided answers/agreements to several items in the survey. the most agreed results or the percentage above 82% are flexibility (83%) and organizational goals that are in line with employees (84%). this answer is reinforced by employee statements from interviews with 5 informants. the flexibility factor of xyz clinic in the workplace focuses on open and collaborative communication between employees, and management can convey complaints, inspiration, their needs, or input to the company directly without going through intermediaries. the lowest results from the survey are people and organization, team work trust, and recourses, with a percentage of 76%. the researcher wants to know more about the three lowest. values to the informant and can determine from the lowest value which dimension should be done first for immediate improvement. the qualitative results show that the indicators of teamwork trust results are not significant with the survey results from the interview results stated that in xyz clinic, they feel they have colleagues who trust and care about each other and even help each other. they also do not mind to share with what they have; the relationship between employees, management, and leadership is fine. informants also told that the culture in the organization is thick with kinship, although the age difference does not vary. but there are significant results with the survey, namely 'resources'; this indicator is considered less intimidating from the workforce and the tools used. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 245 employee engagement employee engagement generally refers to the level of commitment and involvement of employees with the organization and its values (anitha, 2014). meanwhile, wellings (2010) research said employee engagement is a condition in the internal organization that is related to the emotions of employees and their workplace. the instrument was adapted from shrm (2017) with a total of 21 items. the results of the overall analysis state that the level of "employee involvement" is 78%, with a normal interpretation. normal means it is not a bad thing or urgency but has not reached a good criterion idea because it has not exceeded the value above 81%. the highest value which should be maintained and even further enhanced is the 'conditions for engagement', i.e., creating a relationship with all those involved with the company, furthermore also making the work of its employees feel meaningful, allowing employees to use their skills and abilities. while the lowest dimension is 'engagement behaviors', if xyz clinic wants to increase employee engagement with its employees, the most important thing to improve is the engagement behaviors dimension because its value is the lowest among other dimensions. this is supported by shrm (2017), which states that employees who have good 'engagement behavior' tend to feel involved with the organization, employees become more enthusiastic at work and do not mind when facing difficult or challenging situations; this is used as an opportunity to shine and show their talents. what xyz clinics should do to improve their engagement behavior are: a. helping employees' self-development, offering courses or training that make them feel more developed and a lot of knowledge that can be taken when working at xyz clinic; b. provide advice or input if they are in a crisis, but also give autonomy to their freedom to resolve the problem; c. provide an opportunity to express opinions and create a more pleasant or less boring work environment all of these efforts are carried out to make employees more integrated with xyz clinic. in the future, employees will also behave positively toward the advancement or achievement of company goals. employees who feel involved will feel that they are an important part of the company's goals and have the view that helping others is part of their job. looking for this behavior in employees' daily work routines can be a real-time check of employee engagement (okolo et al.,2018). xyz clinic has a rewards program that is given at the end of the year as a form of bonus or family gathering that is held together both at home and abroad, but rewards are given personally to individuals who excel in the company, even though according to one informant stated that it made him no target to work or there was no challenge or competition to compete with other employees at xyz clinic. whereas according to plaskoff, j.(2017) that the competition that exists within the organization can make employees motivated to show their work and their role in the company, and the company can also see how enthusiastic employees are at work. (rewards are not satisfied) so far, all employees are satisfied with the salary given by xyz clinic. the basic salary is higher than other clinics, but for incentives and bonuses, it is a bit less; some employees hope that there will be work achievement targets so that there are more opportunities to get bonuses because the factors of benefits and compensation that are by the employee's work can have a positive and significant effect and relationship (zulfqar et al., 2012; lazar, osoian, and ratiu, 2010). (incentives/compensation less satisfied). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 246 almost all of the informants stated that there was almost no training for their employees, according to the operations manager, due to many factors such as additional costs, time and energy, the busyness of the employees, and also the people who trained them, this was also acknowledged by senior doctors that because of their busyness they became difficult for just a briefing or training. pharmacists and nurses also agree with this, but junior doctors are satisfied because they feel they are always taught by senior doctors and are included in webinars from outside the company. training or increasing the knowledge of employees who are updated can affect job satisfaction (stumpf, 2010). they are more able to solve problems confidently and quickly. (training=very dissatisfied) senior doctors and doctors feel that the company provides support and helps its employees when there are problems; for example, if there are complaints from patients due to employee mistakes, superiors and management will help explain and find solutions to solving these problems. almost all employees agree that the xyz clinic has a team that can adapt quickly if a problem occurs; this is due to the demands of the organization that requires employees to quickly adapt/solve a problem or challenge. in assessing employee engagement, according to schaufeli & bakker (2010), one of the factors is 'absorption' in which engaged employees tend to appear more fully concentrated and engrossed in their work so that employees feel that time passes so quickly that it is even difficult to stop doing his job. the results of the interview showed that the majority of employees felt that they were busy working, so time was running so fast, but there was still 1 informant who felt they were not too busy, so the conclusion from this result was satisfactory. intrinsic motivation is more about employee behavior that exceeds the task assigned to him, such as voluntary behavior, proactive behavior, or personal initiative. the results of the informants tend to be from this voluntary behavior. the factor that causes this is because there is already a job desk from the company with their respective roles that cannot be done by just anyone, and also the workload factor which is quite a lot done by several employees so that their intention to become volunteers is still low. the results of the hypothesis between employee engagement and turnover intention from survey data show that ho is accepted, which means there is no significant relationship between the two. there are other factors outside of the variables in this study. the results of the survey describe the respondents, namely all xyz clinic employees, totaling 20 people, providing answers/agreements to several items in the survey. the most agreed results or percentages of the employee engagement variables (84%) are employee relations with co-workers, meaningful work (84%) and job satisfaction (84%), and communication system (84%). the results of the highest scores are in line with the answers from the interview results due to the small number of employees, the work environment is small, and the communication flow between employees and superiors is short, so what you want to convey is easier and faster to convey. most of the informants stated that they were satisfied and proud of the work they had done because they felt they had helped many people. in comparison, the lowest score indicators from the survey are incentives and rewards, autonomy, training, the adaptation of employees to problems that come or are unexpected, emotional connections, and intrinsic motivation. then the results from the interviews showed that there were significant results supporting the survey results, such as the perceived lack of incentives and rewards, training, and even other additions, such as technology and intrinsic motivation such as employee initiatives to voluntarily do work outside their responsibilities. this is because there are already many responsibilities of the employee. what xyz clinic has to strive for is to maintain high values, which means that they have international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 247 been implemented well so far in creating a good work environment and making employees feel connected to the company. then it can be seen from the diagram above that the lowest satisfaction can be said to be urgent and must be repaired immediately, such as technology and training. because according to research (susomrith & coetzer, 2019), providing opportunities for employees to develop and learn can increase their engagement with the company. almost all employees think that there is almost no skill development and evaluation, such as training at xyz clinic. and the technology used can affect employees in completing their work or even get them in trouble because of technological factors as an obstacle to their productivity at work (bersin, 2015; aon hewitt, 2017; simmons, 2018). turnover intention from previous research, taking the meaning of the notion of turnover intention or employee turnover is an important phenomenon in organizational life; this phenomenon is important because employees are assets or capital that is managed to achieve organizational goals. employee turnover can be a positive thing, but most of the changes have an adverse effect on the organization and can have an impact on costs as well as in terms of lost time and opportunities to take advantage of opportunities. previous research has shown that if the organization can meet the needs of its employees, then the intention of employees to leave the company can be reduced, and their positive emotions for work and the organization can increase (akgunduz and cin, 2015). organizational support also affects employees to be more positive and can reduce turnover rates (dawley et al., 2010). based on the definitions from previous research, it can be concluded that turnover intention is the desire to leave a company, which comes from within the individual voluntarily. the results of the turnover intention indicator at the xyz clinic, where the instrument was adapted from saks (2006). the results of the overall evaluation of the overall average score are 55%. the interpretation of turnover results is different from other variables; if poor, it means that the company's condition is not good, but the turnover intention is the opposite, so it can be concluded that from the perspective of xyz clinic employees, the desire to move or leave the company is small. xyz clinic employees are more amenable to working longer hours for the company and are less likely to leave the company. the conclusion from the results of the informants about the advantages and disadvantages of xyz clinic and what makes them motivated and want to keep working at the clinic is the first because of the salary; almost all feel that the salary is higher even though bonus incentives and compensation are rarely given. then the family culture that helps each other, there is no seniority and all employees treat other employees even though they are new, they are still the same the company's flexibility makes employees comfortable, and the relationship and short communication flow system makes it easier for employees to submit complaints or other ideas. many employees feel proud and satisfied with their current job. the weaknesses are limited resources, either the number of employees or the equipment used; then the work schedule is 6 days a week to come to work whereas other clinics only have 5 days. due to the limited number of employees, which makes busy hours frequent, there are a lot of patients, but nurses and doctors are busy treating patients, so the patients wait a long time, and nurses, beauticians, and doctors are very tired at work. of 5 informants, only 1 person expressed his desire to work elsewhere if it is his home to work is closer than co-workers who are the same age as him, and operation hours are from monday to friday only. the results of the hypothesis state that there is no significant effect between international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 248 employee experience and employee engagement on turnover intention. this means that there are many other factors outside of this research variable that affects turnover at xyz clinic. however, the results of the average survey value of the statements given, the results show that more employees agree that they have no intention or thought to leave the company, and this is supported by the results of interviews, which show that 80% of 5 informants chose not to leave the company and to stay and want to work longer at xyz clinic. only 1 person out of 5 informants, or 20%, thought of leaving if there was an opportunity to work in a place closer to their home and also have friends their age. all informants validated that salary, having good communication and relationships, company flexibility, reward factors, incentives, and things that support them at work can influence them to have a good work experience and their attachment to the company. these factors are part of the employee experience and engagement indicators, which means that there are several parts of the indicators of the two variables that affect the employee's intention to leave the company. therefore, things that are still not of good value or have not been implemented in the company can be used as improvements to be better and more productive so that sales and profits can increase. research method the research used sequential explanatory method, which uses quantitative data in the first step and qualitative data in the second method to explore more information regarding the case, so the results will be much more valid, complete, and comprehensive (sugiyono 2014: 486). in this study, quantitative data is used to see how big the influence and value of employee experience, employee engagement, and turnover intention is, while qualitative data is used to find out more about the root cause of the problem or expand information related to factors that can be done or avoided to improve employees experience and employee engagement to be more productive and avoid employee intentions to leave the company. conceptual thinking in aesthetic business industry have several challenges; first is vuca, second is many generations have different needs, expectation, and goals, so the company should compete with them, third is to continue shifting with the value of employees to develop their skill and ability to have competitive advantages, the last is industry 4.0 which this industry needs skill and technology. from the explanation above, the analysis of human resources by giving attention to employee experience and employee engagement is important. analysis t-test results show employee experience has an influence on turnover intention because sigthe value is less than 0,5 and employee engagement does not have an influence on turnover intention because the sig-value is more than 0,5. the solution is xyz clinic should improve their technology, resource, people, and training, rewards for personal recognition, and management because management is essential for financial analysis also brainstorming with management and employee. findings and discussion the problems faced by xyz clinic were revealed from the results of interviews with the director of operations of xyz clinics. the manager stated that in the last 4 years, from 2018 to 2021, international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 249 there was at least 1 employee who left each year, and the total number of employees who left was 11 people, with the most in 2020. the number of employees who left by role and reasons in the last 4 years. there are 8 shaded functional employees and 3 dysfunctional employees. the large number of functional employees who leave resulted in disruption of productivity, adding a lot of costs, time, and effort. moreover, many employees voluntarily resign rather than be expelled from the company. because of this, the company must immediately try to find a solution so that the intention of the employees to move is reduced. based on these problems, this research was conducted as the basis for research in the final project where the aim is "analyze problems and provide solutions and what factors can improve employee experience and employee engagement so that employee intentions to leave can be reduced or even avoided". these two concepts are stated to be able to reduce the turnover rate in previous studies. according to an interview with the operations manager, who is also one of the board of directors at xyz clinic, he is responsible for operations and human resources. the manager stated that one of the main problems faced today is the high turnover of employees, the majority of whom have voluntarily left the company over the past four years. if a functional employee leaves, this has an impact on the disruption of the clinic's operational productivity; for example, if suddenly 1 doctor wants to resign while the clinic only has two doctors, this causes operational limitations that cause the clinic to temporarily stop operating until the company has recruited a new doctor as a substitute. based on the results of the interview above and the high turnover rate, the researcher focuses on the factors that can be done to reduce the turnover rate at xyz clinic and, based on previous research, states that there is a positive influence between employee experience and employee engagement, both of which can have an effect on reducing employee engagement turnover intention rate (turner p, 2020). based on the research question, the finding is to make employees stay and feel comfortable at work; it's not only based on salary but the importance of having a good environment, the opportunities for growth, recognition, and rewards from the company. conclusion based on the results of employee analysis at xyz clinic, there are 9 dimensions that can be improved to improve employee experience and employee engagement and prevent employees from having the intention to leave the company. from the 9 dimensions, several strategies can be drawn that can be done to continuously improve employee experience, and employee engagement, the strategies that researchers propose to do are: a. technology xyz clinic can consult a financial consultant on how to make a special budget planning for technological innovation and employee investment. having the right technology and checking regularly will help employees complete their work faster and more productively. this is supported by research conducted. b. conduct transparency regarding company targets and provide incentives if targets are achieved a) this strategy is based on 2 factors, namely the factor regarding the lack of recognition from the leadership and the factor regarding the lack of incentives and rewards. these two factors are also supported by the results of the interview analysis which show dissatisfaction with the award. b) target-based reward strategies can increase employee morale to achieve these targets. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 242-252 the analysis of employee experience, employee engagement, and turnover intention at xyz aesthetic clinic putty erwina 250 according to gallup (2013:21), awarding can increase the sense of belonging of each employee. c) this award can be given once a year or twice a year depending on the company's target and given to personal. d) of course, awarding requires additional costs, so doing target transparency to employees can make sense and consult a financial consultant as suggested in point 1 c. give more recognition and support to employees. a) like the first strategy, this strategy is based on 2 factors, namely the factor regarding the lack of support from the leadership and the factor regarding the lack of incentives and rewards. these two factors are also supported by the results of the interview analysis, which show dissatisfaction with the award. b) this can be done by providing recognition in the form of “best employee” in each period used. the period can be monthly, quarterly, semester, or yearly. c) this strategy can also ignite the spirit of competition in each individual employee. according to plaskoff, j.(2017), the competition that exists within the organization can make employees motivated to show their work and role in the company, and the company can also see how enthusiastic employees are at work. d. conduct periodic workload analysis a) this strategy is based on 5 factors such as factors regarding lack of resources at work, lack of initiative at work, lack of adaptable colleagues, feeling too busy, and many tasks outside of their responsibilities. these five factors are also supported by the results of interview analysis which show dissatisfaction with resources, autonomy, and volunteerism. b) these five factors lead to a common thread in the form of absent roles in certain tasks, which results in employees feeling a lack of resources, feeling too busy, feeling too many tasks outside of their responsibilities, which may also result in a feeling of laziness to take the initiative and feel like a partner. it doesn't work enough. c) this strategy can be carried out by describing the workload of each individual employee, along with the working hours or other required resources. this can show whether the employee's workload is appropriate or excessive. d) if the workload is already excessive, it is better to immediately budget for a new role before it results in losing employees. e) this strategy can be carried out twice a year, carried out openly by each individual employee with a supervisor 1 level above him. limitations & further research 1. the scope of this research refers to human resources management with three variables: employee experience, employee engagement, and turnover intention. 2. collecting data obtained through a questionnaire with the object of research is a full time who works at xyz clinic. international journal of management, entrepreneurship, social science and humanities 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(2019). the new talent management challenges of industry 4.0. journal of management development, 38(2), 118–129. https://doi.org/10.1108/jmd-06 2018-0181 microsoft word 914-article text-4401-1-15-20220611 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 161-181 corresponding author sastipretita@gmail.com; moh.toha@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.914 research synergy foundation marketing mix strategy formulation of ready meal business using hierarchical clustering (case study of kokikit) sasti pretita1, mohamad toha2 1, 2 institut teknologi bandung, indonesia abstract kokikit is a food and beverage startup company providing non-frozen ready meal, such as instant rice and instant side dish which is ready to serve within minutes. although the market growth of ready meal in indonesia is positive, the revenue of kokikit keeps decreasing. marketing is one of the ways to dominate the market share, yet kokikit has not fully utilised its potential to market the products, which impacted the sales due to its ineffectiveness. the research aims to determine the new segment, target customers and positioning (stp) for kokikit based on cluster generated from the consumer analysis, and to propose marketing strategies based on new marketing mix according to the cluster’s preferences. the data collection used qualitative method through oneon-one interview with 5 potential consumers to determine attributes, and quantitative method through questionnaire attended by 149 potential consumers within jabodetabek area, which further analysed using hierarchical clustering. the conclusion of the hierarchical clustering is using importance-performance analysis as a comparison between the importance of attributes and its performance in the company. the new target consumers are the ones that prefer hygiene, good taste, variety of menu; price discounts; distribution place using gofood, grabfood, supermarkets, or minimarkets; and promotions through youtube, endorsement and social ads. therefore, the proposed marketing strategies are maintenance of taste and hygiene, add more variety of menu, conduct more price discounts, opening gofood and grabfood, partnering with supermarket and minimarket, conduct regular promotions focusing on youtube with endorsement and social ads to attract more customers. keywords: ready meal; segmentation; targeting; positioning; marketing mix; hierarchical clustering this is an open access article under the cc-by-nc license. introduction kokikit is a food and beverage startup company in indonesia established in 2021, providing nonfrozen ready meal, such as instant rice and instant side dish which is ready to serve within minutes, only by letting the product in boiling water, or heating it in the microwave. there are seven menu offered to customers, which are nasi bebek betutu ala bulan sutena, nasi minang daging rendang ala iwa k, nasi daun jeruk lidah cabe ijo ala tantri box, nasi pandan ayam suir pedas ala fenita arie, nasi biryani kambing ungkep ala arie untung, nasi kuning empal suir pedas ala thalita latief, nasi keraton daging balado ala asri welas, nasi liwet rendang paru ala indra bekti, and nasi kecombrang cakalang woku ala komeng, with its single side dishes products offered as instant side dish. the price of the products vary between rp 23.000 – rp 90.000 in indonesian rupiah. kokikit prioritizes food safety through strict hygiene and sanitation protocols that meet international hazard analysis & critical control point (haccp) standards and supervised by the national agency of drug and food control (bpom). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 162 the consumption of ready meals was found to be higher if the person responsible for food preparation had a paid job according to a study by verlegh & candel (1999). time pressure was found to have a strong and positive connection with ready-meal consumption, as stated in the previous research by puteri, damayanti, jameelah & giovani, (2022) that pre-cooked meals become even more popular since the covid-19 pandemic caused by some people found that preparing meals at home is a burden due to their busy work schedules, especially those with low cooking skills. young people' lives are generally hectic, and they are more accustomed to fast meals and ready-to eat food (wu, 2007). older adults may be more accustomed to preparing their own meals and may be unfamiliar with ready-to-eat meals and other convenience foods (van der horst, brunner, and siegrist, 2010). this was validated in a study of 65-year-old seniors who do not think highly of ready meals and do not see the need to consume them (saba et al., 2008). therefore, kokikit target customers aged 21-45 years old in jakarta, bogor, depok, tangerang and bekasi (jabodetabek) that prefers practical, fast and easy way to serve the food also those with smartphones, and familiar with social media, and online marketplaces. a research by chattipmongkol & jangphanish (2016) revealed that consumer’s buying decision of frozen ready meal is highly influenced by the marketing mix factors, primarily product factor. however, more specific research by syukur, bungkil & jongsureyapart (2020) indicated that product and place factors affect customer’s purchasing decision of packaged halal food in thailand, while price and promotion are less influential. still, marketing mix factors are considered important in influencing customers’ purchase decision which affecting the sales. although prior research stated that sales of ready meal products keeps growing in many developing countries, including in indonesia (regmi & gehlhar, 2005), kokikit performance keeps decreasing in revenues. activations and programs are conducted without proper planning and profiling of the target consumers, therefore, most of it impacted in low sales. the business issue mentioned above is focusing on the marketing scope in which the research will discuss (1) the suitable target segment for kokikit, and (2) the new marketing mix strategies according to the preferences of the new target segment. by conducting the research using hierarchical clustering analysis, it will benefit the marketers to formulate marketing strategies according to customer behaviors rather than merely demographic characteristics. furthermore, the importance-performance analysis conducted in this research may serve as an example of a tool to evaluate the company’s current performance with the important attributes to ensure customer’s satisfaction. it is quite difficult to compare this to previous research, yet the market is expected to grow more in the future as it matures. at this point, the findings of this study are intended to be the basic data for a future market that is more diverse, while also providing a strategic marketing direction for dealing with the existing market. literature review ready meal ready meals is ready-to-eat products that still requires some cooking or re-heating before serving (verlegh & candel, 1999). it should be separated from ready-to-eat take away foods since take away foods do not require any cooking or heating (geerooms et al., 2007; verlegh & candel, 1999). kim international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 163 & kim (2013) elaborated the classification of ready meal according to previous study by costa et al. (2001) as follows: (1) ready-to-eat: foods that does not require any cooking process and can be served immediately. (2) ready to heat: foods that require pre-heating process before serving. (3) ready to end cook: foods that require additional cooking process in before serving. (4) ready to cook: foods that require minimal preparation for pre-cooking process and completed with additional ingredients. in indonesia before the pandemic covid-19 hit globally, ready meal products are considered practical and easy to distribute, therefore become the alternative solution to food supply of disaster management (fanny, 2021). marketing mix (4ps) one of the major marketing concepts is marketing mix, a collection of marketing techniques that a company uses to generate tactics based on the desired response in its target market market (kotler & armstrong, 2012). everything a company can do to affect demand for its product is included in the marketing mix, which consists of four elements, known as 4p; product, price, place, and promotion. by assessing the four elements, the marketing strategy will be integrated and consistent in delivering values to customers. the promotion mix breaks down into integrated marketing communication consists of advertising, sales promotion, direct marketing, public relations, and personal selling (kotler & armstrong, 2012). to market a product, one or more imc tools are utilized simultaneously. if a firm is advertising a product, for example, it must guarantee that the advertisement is complemented with a news article about the product. previous study by sainiyom (2007) proved that marketing mix highly affects consumers purchase decision of frozen ready meals in thailand. result of the research indicates that consumers prioritizes hygiene as product factor, clear label pricing as price factor, convenience as place factor and ads placement across various media platform as promotion factor (sainiyom, 2007). the influence of each marketing mix factors towards frozen ready meal is explained further by chattipmongkol & jangphanish (2016), that the pre-purchase decision was impacted by reasonable quantity pricing, numerous distribution channels, and the overall aspect of promotion, such as relevant advertising and publicity in various media. the overall product factor becomes the primary consideration for customers in purchasing the product., including the reputation of the brand, to distinct itself from alternatives. the customers’ awareness regarding the needs of ready meal increased through promotions, as well as the total price factor. finally, the post-purchase judgment was impacted by reasonable costs for good quality. another study regarding marketing mix implementation of ready meal business, particularly frozen nuggets, is conducted by marsuki et al. (2019). the marketing mix strategy formulation is based on the current company’s competitive advantages, potential customer preferences and competitor performance. result of the study is that the product mix is developed based on the five level international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 164 framework; pricing based on the cost, benefit and competitors’ price; place mix, as distribution strategy, is formulated by using indirect distribution method to offline retailers; and promotion is suggested to primarily use online media services (website, online ads, and social media), as well as below-the-line advertising (marsuki, syah, indradewa & pusaka, 2019) hierarchical clustering analysis for segmentation, targeting and positioning and other marketing applications this research used analytical hierarchy process (ahp) method to measure the preferences with mathematical structure, primarily used decision hierarchy and pair-wise comparison analysis. as elaborated by goodwin & wright (2004), the decision hierarchy consists of description of the decision's overall objective appears at the top of the tree. at the next level, these traits may be broken down even more, as indicated. this approach of breaking down variables can be repeated as needed until all of the important criteria for making a decision have been defined. finally, under each of the lowest-level attributes, the possible alternatives are added to the hierarchy. wind & saaty (1980) revealed that the framework is useful for three significant marketing applications: (1) to determine the target market/product/distribution, (2) to develop and assess new product concepts, and (3) to formulate a marketing mix. previous study by kim & kim (2013) succesfully segmented customers according to purchasing behaviors towards ready meal, called as home replacement meal (hmr), that resulting in two different clusters. the two clusters generated show different demographic characteristics and reveal four important attributes of purchasing ready meal: food quality, design, convenience and accessibility (kim & kim, 2013). by using clustering analysis, marketers can precisely deliver values that are suitable for the targeted customers. methodology the research is examined the customer’s preferences towards ready meal products. first, quantitative methodology was conducted through exploratory interview with five potential customers around jabodetabek, indonesia to obtain variables as preferences of each marketing mix elements. second, quantitative method through close-ended questionnaire to compare importance between variables that are arranged using hierarchical clustering analysis. the requirements for the quantitative respondents are those who located in jabodetabek and consume ready meal products at least once. since the population is determined as infinite, probability sampling method is used with normal distribution formula to obtain the amount of minimum respondents. it is assumed that the population proportion is 0.5, with confidence level of 95% (z score = 1.96), and a margin of error of 10%, resulting in 96 respondents as minimum requirements for the survey. the data was analyzed using analytical hierarchy process (ahp) to examine each individual’s importance rating by comparing between variables obtained from the variables. the decision hierarchy is developed which consists of description of the decision's overall objective appears at the top of the tree, and the sub variables in the bottom. next step is to formulate the questionnaires with the previous elaborated variables, and the result is presented in importance scale ratio international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 165 between 1 to 5 in the survey, and scale ratio between 1/3 to 3 as the real weight criteria. the price willing to pay assessment is an exception, since it was presented as an open-ended short answer in the questionnaire. each criterion ratio represents the weight of importance between compared two variables, known as to analyze the data using pair-wise comparison (goodwin & wright, 2004). below is the scale ratio between criterion: table 1. scale ratio for pair-wise comparison importance weight remarks 1/3 values for inverse 1/2 values for inverse 1 equal 2 strong importance 3 very strong importance pair-wise comparison matrix is required assess how well the alternatives perform on the multiple variations and to establish their relative relevance. the result then is processed using hierarchical clustering with k-means cluster to find hierarchical relationship between attributes. the weight of importance rating then is compared to performance rating of kokikit to determine the overall weight of each cluster. because the respondents for this research are potential customers, the performance rating is based on previous company’s internal customers assessment. from the method, sales opportunity of each clusters is obtained by calculating the result the percentage of targeted serviceable obtainable market (som) which kokikit has determined by 5% to be achieved in 10 years. the sales opportunity is to determine new segment that has most potential for kokikit, and become a basis for formulating proposed marketing mix strategies. figure 1. importance-performance grid chart (martilla, 1977) a. concentrate here b. keep up the good work b. low priority d. possible overkill fair performance excellent performance extremely important slightly important international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 166 finally, the conclusion consists of determining the new segmentation, targeting and positioning for kokikit based on the clustering analysis result, and importance-performance analysis to formulate the suitable marketing mix strategies. the chosen strategy is the attributes that indicate as “concentrate here” to be added and improved, while the attributes that indicate as “keep up the good work” will be included as a strategy that needs to be maintained. moreover, previous research and study regarding marketing strategies will be used to support the marketing mix strategy formulation. findings and discussion qualitative methodology is conducted through interview to respondents based on kokikit’s initial target segment. the interview aimed to obtain variables which will be used for questionnaires. the variables found from the interview are arranged hierarchically to be analyzed using ahp. there are six major criteria with its variables and sub variables that represents the marketing mix elements. customer’s buying criteria and customer food type preferences refer to product-price mix, customer place preferences and customer place criteria, customer media promotion type and customer promotion media type preferences. below is the depiction of hierarchical variables: figure 2. hierarchical variables international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 167 the questionnaire was successfully filled out by 149 respondents across demographic characteristics in jabodetabek. each respondent compares between two variables giving ratio based on personal judgment. in this matrix, known as pairwise comparison, the criteria in the row and the criteria in the column are being compared, with an example of pairwise comparison calculation of customer’s buying criteria from one respondent as follows: table 2. example of pairwise matrix from a respondent good taste affordable price serving method variety of menu packaging hygiene good taste 1 3 0,3 3 3 0,3 affordable price 0,3 1 0,5 0,5 1,0 0,3 serving method 3 2 1,0 2,0 1,0 0,3 variety of menu 0,3 2 0,5 1,0 1,0 0,3 packaging 0,3 1 1,0 1,0 1,0 0,5 hygiene 3 3 3,0 3,0 2,0 1,0 total 8 12 6,3 10,5 9 2,8 the normalized score of each column value is then calculated by dividing it by the column total. there is check column to ensure that each sum of column is one, except the sum of the total columns; it should be the amount of variables being compared in one matrix. below is an example of normalized weight calculation of customer’s buying criteria from one respondent as follows: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 168 table 3. example of normalization matrix from a respondent good taste affordable price serving method variety of menu packaging hygiene total weight average weight good taste 0,13 0,25 0,05 0,29 0,33 0,12 1,16 0,19 affordable price 0,04 0,08 0,08 0,05 0,11 0,12 0,48 0,08 serving method 0,38 0,17 0,16 0,19 0,11 0,12 1,12 0,19 variety of menu 0,04 0,17 0,08 0,10 0,11 0,12 0,61 0,10 packaging 0,04 0,08 0,16 0,10 0,11 0,18 0,67 0,11 hygiene 0,38 0,25 0,47 0,29 0,22 0,35 1,96 0,33 check 1,000 1,000 1,000 1,000 1,000 1,000 6,000 1,000 the average weight shows how the data is sorted based on the level of importance of the preferences of each consumer. for example, according to the matrix above, the data shows that this respondent perceives hygiene (0,33) is the most important criteria when buying ready meal products. good taste and serving method is equal based on the same average weight for both attributes. packaging (0,11) is more important than variety of menu (0,10) and affordable price (0,08). for the sub criteria, the measurement process is similar to the parent attribute. the difference is that each of sub criteria attribute’s average weight is multiply by the average weight of the parent attribute. to ensure that the analysis is correct, the total sum of final average weight should be equal with the parent attribute’ weight. finally, the weight should remain one when the sum of sub criteria’s final average weight add to the other criteria’s weight. after processing the survey data with ahp method individually, the collective average weight data set is processed using hierarchical cluster represented in dendogram below: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 169 figure 3. hierarchical clusters of result survey in dendogram from the dendogram, it can be seen that the intersection line crosses four clusters to create possible clustering. the k-means clustering is then used to organize comparable attributes into groups by comparing the attributes and divides them into clusters based on their similarity. the table below shows the numbers of each clusters after analyzing the data using the k-means clustering: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 170 table 4. number of cases in each cluster the analysis of k-means clustering that generates four clusters, each cluster shares different degree of variable importance level. it can be seen that cluster 2 and 4 have greater numbers than the cluster 1 and 3, in which that there are quite wide distance between clusters. the percentage of opportunity is generated based on respondents of each clusters; cluster 1 generates 3 respondents (2,01%), cluster 2 generates 72 respondents (48,33%), cluster 3 generates 5 respondents (3,36%) and cluster 4 generates 69 respondents (46,31%). the performance rating is obtained from kokikit’s internal customer survey data to review the company’s current marketing mix elements. if the rating is given zero, it means that the company has not yet made actions regarding the attributes. the results of k-means clustering the result of the analysis is depicted in the table as follows: description amount % cluster 1 3 2,01% 2 72 48,33% 3 5 3,36% 4 69 46,31% valid 149 missing 5 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 171 table 5. clustering analysis international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 172 to obtain success opportunity is by multiplying average weight with opportunity. the next step is to determine the sales opportunity by multiplying by the amount of potential market from som, and the result is multiplied by the success opportunity. from the table, cluster 4 generates rp 3.720.544.585, the highest sales which depicts the highest potential among others. the second highest sales opportunity is cluster 2 by rp rp 1.488.273.920, followed by cluster 3 by rp rp 571.818.370 and cluster 1 by rp 474.023.647 respectively. conclusion a. new segmenting, targeting & positioning (stp) the basis for formulating new stp is refers to the analysis of hierarchical clustering. instead of segmenting the consumers demographically, this research proposed new segmentation based on the cluster of customer’s preferences, which are the four clusters generated from the results. the new target segment is cluster 4 highlighted in the table 6. cluster 4 obtained 69 respondents, with average weight of 9,63 and sales opportunity by rp 3.720.544.585, being the cluster that generates the highest sales opportunity among other clusters. table 6. summary of cluster segmentation cluster number of respondents % of respondents total importanceperformance average weight max sales opportunity (by 10 years) cluster 1 3 2,01% 9,71 rp 474.023.647 cluster 2 72 48,33% 9,56 rp 1.488.273.920 cluster 3 5 3,36% 9,45 rp 571.818.370 cluster 4 69 46,31% 9,63 rp 3.720.544.585 the new positioning refers to the importance rating of cluster 4. attributes that are considered important for consumers become the new value proposition of kokikit that includes in the positioning. in this case, the new positioning for kokikit is, “kokikit offers delicious and hygienic ready meal products in affordable price, with a range of menu variants, available to purchase in various online platforms and offline retail.” b. importance-performance analysis the basis of formulating new strategies is importance-performance analysis of cluster 4. the analysis shows each attribute indicator for improvement, maintenance or simply being the least concern for the company to create strategies. below is the table of importance-performance analysis result: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 173 table 7. product-price mix importance-performance analysis result of cluster 4 no product-price mix: customer buying criteria attributes importance performance remarks 1 good taste 0,2 3,78 keep up the good work 2 affordable price 0,14 3,61 concentrate here 3 serving method: practical 0,05 3,91 possible overkill 4 serving method: fast 0,03 3,15 low priority 5 serving method: easy 0,04 3,36 low priority 6 variety of menu 0,14 3,82 keep up the good work 7 packaging: attractive design 0,03 3,82 possible overkill 8 packaging: functional features 0,05 3,65 low priority 9 packaging: durability 0,06 3,78 possible overkill 10 hygiene 0,25 4,20 keep up the good work average weight 0,10 3,71 n/a product mix: food types preferences no attributes importance performance remarks 1 instant carbo: rice 0,07 2,10 possible overkill 2 instant carbo: noodles 0,08 0,00 low priority 3 instant carbo: porridge 0,05 0,00 low priority 4 instant side dish: beef 0,13 2,81 keep up the good work 5 instant side dish: chicken 0,11 0,92 possible overkill 6 instant side dish: fish 0,09 0,46 low priority 7 vegetables 0,23 0,00 concentrate here 8 instant soup 0,24 0,00 concentrate here average weight 0,125 0,79 n/a according to the results of product-price mix of cluster 4 shown in the table above, the attributes that have achieved customers value based on the performance of the company is good taste, variety of menu, hygiene, instant side dish: beef—indicated as keep up the good work. there are attributes that kokikit has performed well, yet the consumers do not perceived as important. the possible overkill attributes are serving method: practical, packaging: attractive design, packaging: durability, instant carbohydrates: rice, and instant side dish: chicken. improvements are required for attributes that are indicated as concentrate here, which are affordable price, vegetables, and instant soup. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 174 table 8. place mix and promotion mix importance-performance analysis result of cluster 4 place mix: distribution place preferences no attributes importance performance remarks 1 online marketplace: tokopedia 0,13 2,20 possible overkill 2 online marketplace: shopee 0,12 1,62 possible overkill 3 online marketplace: bukalapak 0,06 0,10 low priority 4 delivery app: gofood 0,19 0,10 concentrate here 5 delivery app: grabfood 0,18 0,10 concentrate here 6 offline retail: supermarket 0,17 0,00 concentrate here 7 offline retail:minimarket 0,15 0,00 concentrate here average weight 0,14 0,59 n/a place mix: distribution place mix criteria no attributes importance performance remarks 1 comfortability 0,28 3,53 keep up the good work 2 familiarity 0,26 0,67 concentrate here 3 user friendly interface 0,23 0,42 low priority 4 product availability 0,24 3,65 possible overkill average weight 0,25 2,07 n/a promotions mix: media promotion platform preferences no attributes importance performance remarks 1 instagram 0,31 3,36 keep up the good work 2 youtube 0,21 0,42 concentrate here 3 twitter 0,15 0,42 low priority 4 tiktok 0,18 2,52 possible overkill 5 public billboard 0,14 0,00 low priority average weight 0,20 1,34 n/a promotions mix: digital content media preferences no attributes importance performance remarks 1 official brand profile: feed 0,12 1,05 possible overkill 2 official brand profile: story 0,12 0,42 low priority 3 official brand profile: reels 0,13 1,05 possible overkill 4 social media ads 0,28 0,42 concentrate here 5 endorsement 0,35 1,26 keep up the good work average weight 0,20 0,84 n/a international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 175 for the place mix and promotion mix results, attributes that are indicated as keep up the good work, are comfortability, instagram and endorsements. possible overkill are online marketplace: tokopedia, online marketplace: shopee, product availability, tiktok, official brand profile: feed and reels. attributes that is considered important but low in performance are delivery app: gofood and grabfood, offline retail store: supermarket and minimarket, familiarity, youtube, and social ads. the rest of attributes are indicated as low priority, as it describes low in attributes performance of kokikit, and the consumers perceived it as low attributes importance. in conclusion, improvements should be conducted for affordable price, vegetables, and instant soup, delivery app: gofood and grabfood, offline retail store: supermarket and minimarket, familiarity, youtube, and social ads. attributes that are assessed as keep up the good work should be maintained to satisfy the consumers. c. proposed marketing mix strategy product mix strategy the product mix recommendation refers to the attributes customer’s buying criteria and food type preferences. attributes that include in the proposed solution of product mix are hygiene, good taste, and variety of menu. the first attribute, hygiene, is indicated as good in performance and high in importance, in which kokikit must maintain its product hygiene. the operational process should be conducted in the highest level of safety, and regulated standards by related institutions. good taste attribute also needs to be maintained by kokikit. making the products from fresh and quality ingredients is one of the effort to maintain products’ taste. kokikit should also ensure that the product matches with customers’ taste preferences by conducting customer survey regarding the product as reviews, especially after launching new product variants. the product that is considered excellent to customers’ tastebuds should be maintained, and the ones that is considered poor should be replaced or dismissed. another attribute that is considered as high in importance and high in performance is variety of menu, which means kokikit has already offered quite a range of product variants for customers. since it is considered as high in importance, kokikit should keep improving in the amount of products by adding more variety of menu. the variety of menu refers to the customer’s food type preferences. kokikit can start developing menu that includes vegetables, or developing instant soup products, such as indonesian meatball soup (bakso), seblak, or traditional beef soup. when it comes to developing new variants, kokikit should make beef a priority as a protein. beef is the most preferable instant side dish category by the customers, therefore by incorporating such category in the new variants, it would increase the value proposition of the product. however, too many variants will increase the customers’ awareness and eventually pick the product that optimize their decisions the most (amanah & harahap, 2018). therefore, further customer research is required to develop preferable variants within the category, and the variant that does not perform well should be replaced, or discontinued. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 176 price mix strategy apparently, the cluster is quite sensitive to price. from the previous table, the price willing to pay for cluster 4 is rp 68.760. amanah & harahap (2018) mentioned that selling products online increases price sensitivity among customers that expensive price will reduce their interests to buy. therefore, kokikit should conduct promos relating to price reduction through seasonal discounts, or sale primarily focusing on the products that exceed customers’ price willing to pay. the promo can also help to boost sales temporarily, and create bigger hype of the products. it should be kept in mind that when new products are developed as new variants, the pricing strategy should be within the price willing to pay range in order to capture the target market. place mix strategy kokikit distributes their products mostly through online platforms, yet the target market prioritizes delivery app and offline retail more than online marketplaces. comparing to the kokikit’s performance which is considered as low performance, the place strategy should revolves around the chosen attributes. according to research by rosenblum & kilcourse (2013), a company that allows customers to engage through multiple distribution channels are more successful in achieving profits than those who do not. kokikit should sell the ready meal products in delivery app, namely gofood and grabfood. the company can partner with both parties to be the official tenant partner in the app to gain customer’s trust better, and initiate various promotions strategy in the app for awareness and sales. hastianingsih & sari (2020) revealed that people have been using delivery apps, yet the frequency of use increases when the covid-19 pandemic occurred, and mostly gain public interests in urban area. time efficiency, lengthy distances, and reluctance to go out is the reason people use delivery apps as perceived as satisfying the lifestyles of its users (nurbayti, 2019; hastianingsih & sari, 2020). by using the delivery service app, customers do not have to wait for days to get the products, therefore enhance the influence of purchasing the products. offline retail stores’ degree of importance is high, while kokikit has not yet sold the products in such distribution place. this proves the previous research that customers still prefer to purchase the products through offline retail due to their needs to touch the products (rathee & rajain, 2019). a study by sayyida, hartini, gunawan & husin (2021) found that the consumer behaviour shift to the information seeking behavior, known as webrooming, in which they will search for information regarding the products online before purchasing it in offline stores. regardless of the pandemic and social isolation, people still prefer to go to offline store and experience the physical product directly. additional research for customers preferences towards specific offline retail brands should be conducted before making decisions on which store kokikit will sell the product according to customer’s comfortability and familiarity towards distribution place. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 177 promotion mix strategy advertising the weight average of social ads since kokikit focuses on online media, the advertising should be conducted in main three social media platforms chosen by the cluster of respondents, in which instagram, youtube and tiktok based in importance ratio. the ads content is created as hardselling content directly to customers. ahmed (2020) in his study showed that design elements are important for social media ads to convince the audience’s buying decision, which are the image, color and effects. good design elements persuades the audience better to buy the products, convince them about products or service quality (ahmed, 2020). therefore, kokikit must highly pay attention to its ads design. for the content, mao (2015) explains that consumers are more likely to click on display ads on social media the ads content its relatable, informational and entertaining at the same time. the ready meal products is currently partnering with nine influencers, so that video collaboration of the influencers enjoying the products can be appealing to customers. therefore, the content is a combination of variables; endorsement and social media ads. by combining the two factors, it can boost the ads. sales promotions the proposed solution about sales promotions refers to the price mix strategy, one of it is discount promo. the discount and its amount are appealing for potential customers who want to purchase items or services (alford & biswas, 2002; corbett & de groote, 2000; ma et al., 2016) by increasing the perceived value of a product (grewal, krishnan, baker, & borin, 1998; lattin & bucklin, 1989; gordon-hecker et al., 2019). consumers' decisions to consume a product are impacted by discounts, which are motivated by discount levels (eisenbeiss et al., 2015). the first suggestion is to give discount during public holidays, or double dates such as 9.9 sale on september 9th, and so forth which usually occurs in marketplaces. this is to encourage new leads trying the products for the first time before eventually becoming loyal customers. payday sale is also famous among buyers with the perspective that people receive their monthly income during the certain period which encourages more spending. however, since this is a food and beverage business significantly ready meal products, the promo events could take place in the middle of the month since people tend to purchase something more affordable as they are more sensitive to price during the period, such as cashback as ovo or gopay cash in marketplaces. cashback is money that is given back in a specific amount, both in cash and in the form of virtual money, and generally includes limits (pinem, efrizal & saputra, 2020). cashback includes as a marketing approach that is still effective in motivating purchase decision (ballestar et al., 2016). another promotions program is that buyers who purchase the products for the first time are given a discount voucher code for the next purchase. in this proposed strategy, the voucher must be redeemed within 30 days since it is claimed directly through kokikit’s customer service. this is to encourage purchase retention, or even become a loyal customer after trying the products couple international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 161-181 marketing mix strategy formulation for ready meal business using hierarchical clustering (case study: kokikit) sasti pretita, mohamad toha 178 times. a study from stejskal & matatkova (2012) stated that vouchers are a powerful and engaging approach for raising customer awareness. other than price reductions strategy, sales promotions can be as multibuy promotions, such as bogo, or buy one get one. bogo is more preferred by the customers who must buy certain quantity of products compared to percentage deals (gordon-hecker et al., 2019). for example, if a customer buy one instant rice product, they will get one instant side dish product, or also eligible for one way to another. this is one of the ways to attract customers who buy more than one product, and at the same time to control the inventory stock pile. digital marketing for kokikit, according to the survey result, the tactic should focus predominantly on youtube. the content could be how to make the ready meal products, creative recipes sharing in a practical way, or reviews from key opinion leaders (kol) known as endorsement. there is a positive correlation between social advocacy and interactivity which shapes the information credibility through youtube, especially when the influencers are found to be open and easy-going (xiao, wang, & chanolmsted, 2018). there is a positive correlation between social advocacy and interactivity which shapes the information credibility through youtube, especially when the influencers are found to be open and easy-going (xiao, wang, & chan-olmsted, 2018). by combining the two attributes, the promotion material could strengthen its communication value to the customers. to promote the youtube videos better, instagram can be utilised by sharing the youtube link to the audience. endorsements attribute should be maintained since it is considered as good in performance, and yet high in importance. kokikit should alternatively put endorsements from influencers, mainly food vloggers and reviewers, at least once a month. therefore, the performance of each endorsement can be measured and evaluated easier. prior research has demonstrated that celebrity endorsers have a beneficial impact on customer perceptions about brands and purchase decision (amos, holmes, & strutton, 2008; silvera & austad, 2004). since kokikit primarily sell the products in online marketplace, the customers are not able to have social experience in purchasing the product, thus increase the risk. therefore, endorsers are needed to gain trust from customers through its advertising activities, supported by a study from zhu et al. 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(2020). celebrity endorsement and impulsive buying intentions in social commerce the case of instagram in indonesia. journal of electronic commerce in organizations, 18(1), 1-17. https://doi.org/10.4018/jeco.2020010101 microsoft word 935-article text-4393-1-15-20220610.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 34-46 corresponding author najmi_shaumi@sbm-itb.ac.id; jann.hidajat@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.935 research synergy foundation between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz1, jann hidajat tjakraatmadja2 1, 2, school of business and management, institut teknologi bandung, indonesia abstract research to improve entrepreneurship education in higher educational institutions (heis) has gained much attention over the past years. prior studies have thoroughly investigated the challenges of entrepreneurship education based on the providers' and educators’ perspectives. however, the experiences of the students who receive and undergo the process have not received equal attention, especially when investigating the "for" entrepreneurship approach where the goal is to develop entrepreneur graduates. thus, a phenomenological study was conducted to understand the challenges that the students perceive in studying entrepreneurship whilst creating their businesses as the expected outcome of the "for" entrepreneurship approach. the data gathered from six participants from an undergraduate entrepreneurship program revealed that their struggles were related to personal knowledge management practices. this finding extends the literature on entrepreneurship education and presents avenues for further inquiry on personal knowledge management for entrepreneurship education. keywords: entrepreneurship education; higher educational institutions; personal knowledge management; students; phenomenology this is an open access article under the cc-by-nc license. introduction entrepreneurship education in higher educational institutions (heis) has become a prevalent topic due to the rising acknowledgment of the beneficial impacts of nurturing entrepreneurship (lindner, 2018; nabi et al., 2017). despite the benefits, findings on the effectiveness of entrepreneurship education have been inconsistent (martínez-gregorio et al., 2021; nowiński et al., 2019; rauch et al., 2018). as a result, attention, demands, and effort paid to explore and address the challenges to deliver an effective and successful entrepreneurship education have been significant over the past years (bell & bell, 2020; blenker et al., 2008; lin & xu, 2017). numerous empirical studies have tried to evaluate the issues that affect the quality of entrepreneurship education in terms of the pedagogical aspect and institutional approach (i.e., resources and teaching staff) that focuses on the provider’s side (e.g., de almeida souza et al., 2020; hameed & irfan, 2019; hoppe, 2016; mandel & noyes, 2016; wiklund et al., 2019; wu et al., 2019). these aspects received much attention, especially concerning the entrepreneurship education "for" entrepreneurship approach, which is found to be the most effective in creating entrepreneur graduates. it is due to the method's nature that it adopts a practice-based process that integrates classroom learning and real-life business practices with multiple parties (bell, 2015; bell & bell, 2020; boldureanu et al., 2020; fiore et al., 2019; hyams-ssekasi & caldwell, 2018; welsh et al., 2016). therefore, inquiries on the subject in relation to its supporting elements are increasing (hannon, 2005; hyams-ssekasi & caldwell, 2018; welsh et al., 2016). however, one aspect that has often been overlooked is the experience of the students, who are the main participants, actors, and audience of entrepreneurship education (naia et al., 2014). although international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 35 there are studies that take into account the students’ experiences in learning, they have not been able to capture the details since they still approached the learning aspect as a predictor and moderated variable to explain a relationship and draw the overall effect of entrepreneurship education (ahmed et al., 2020; hahn et al., 2017). meanwhile, the process is actually essential, if not the core, for entrepreneurship education (sirelkhatim & gangi, 2015; welsh et al., 2016), which would support a better explanation for the outcome of entrepreneurship education. as pittaway and thorpe (2012) suggest, the outcome of a course is subject to each student's experiences, indicating the importance of individual observation. they play an important role in determining the effectiveness of entrepreneurship education since students are the recipient who is expected to apply what they have learned. therefore, examining the students’ thoughts, especially their challenges, is equally critical to provide input that would help improve entrepreneurship education and tailor the curriculum to meet the students’ needs and conditions. although acknowledgment of the students' roles in improving entrepreneurship education is growing (byun et al., 2018; hahn et al., 2017; vanevenhoven, 2013; vanevenhoven & liguori, 2013), insights on entrepreneurship students’ outlook are mainly from the western side of the globe (linton & klinton, 2019; mason & arshed, 2013; wu et al., 2019; xu et al., 2021). cases representing entrepreneurship students in emerging countries are still scarce. meanwhile, context and culture are two aspects that could affect the quality of education (savard & mizoguchi, 2019). hence, this study attempts to answer the demand to better understand the students’ side and fill the gap of a comprehensive exploration of entrepreneurship education students’ experiences in emerging countries such as indonesia. in particular, the present study aims to obtain an in-depth understanding of the challenges the students face in receiving and undergoing entrepreneurship education at higher educational institutions (heis) that adopt the 'for' entrepreneurship approach. by providing evidence of the entrepreneurship education students’ essence, especially in terms of the challenges, this research contributes to the entrepreneurship education literature in heis. the lived experiences' findings will help evaluate and enhance entrepreneurship education programs provided at heis that follow the ‘for’ entrepreneurship curriculum design strategy. literature review entrepreneurship education one of the most common understandings of what entrepreneurship education entails is based on its categorization, which is according to the learning outcomes (hannon, 2005; hytti & o’gorman, 2004). based on this aspect, entrepreneurship education is divided into entrepreneurship education 'about', 'through', and ‘for’ entrepreneurship (hannon, 2005; lindner, 2018). the first category, teaching about entrepreneurship, falls into an academic study where the mode of delivery or learning experience is through the elaboration of entrepreneurial concepts directly in an entrepreneurship education program (hannon, 2005). the learning outcome of this approach is to enhance students’ understanding of the theoretical foundations of entrepreneurship (hytti & o’gorman, 2004). on the other hand, the teaching ‘for’ entrepreneurship's objective is to encourage entrepreneurship, which requires learning by doing (pittaway & cope, 2007). the outcome of this category is creating new ventures (hytti & o’gorman, 2004). as a result, the curriculum of entrepreneurship education following this approach is often in reference to the stages of new venture creation (mandel & noyes, 2016; sirelkhatim & gangi, 2015). frameworks for new venture creation are numerous, but generally, it follows three main stages: pre-creation, initiation, and growth (diakanastasi et al., 2018). considering the method and curriculum corresponding to that of incubators, scholars have argued that the teaching 'for' entrepreneurship method is the most efficient to generate entrepreneurial graduates since the entrepreneur's orientation is mostly action-based (ramsgaard, 2018). business schools are even encouraged to change their way of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 36 educating the students to prepare them “for” entrepreneurship, not teach them “about” (kirby, 2004). meanwhile, the last method through entrepreneurship is often found as a course in a wide variety of study programs outside of business and management (lindner, 2018). understanding this differentiation is essential for heis offering entrepreneurship education since specific approaches and delivering entrepreneurship hold great significance to the success of entrepreneurship education (piperopoulos & dimov, 2015). once heis and the facilitators have distinguished and identified the purpose of the program and adjusted the delivery method, investigating other aspects of the program to achieve it could be done (kickul et al., 2018) since the teaching method needs to be modified according to it (mwasalwiba, 2010). reflecting on the vision of exclusive entrepreneurship programs provided at higher educational institutions that aim to have graduates who have or can run their own business, this study approaches entrepreneurship education based on teaching 'for' entrepreneurship. therefore, this study adopts the definition of entrepreneurship education as the process of teaching and fostering entrepreneurial competencies for students to become successful entrepreneurs (fayolle & gailly, 2015; gautam & singh, 2015). however, heis offering entrepreneurship education has not been well aware of this differentiation (haara et al., 2016). this has resulted in a mix of teaching methods, even for the same courses offered in the same university (nabi et al., 2017; piperopoulos & dimov, 2015). consequently, the extant literature on entrepreneurship education has, in large part, been concerned with evaluating and determining the effectiveness of entrepreneurship education (henry, 2015; naia et al., 2014; vanevenhoven & liguori, 2013). many studies have tried to evaluate the teaching methods in delivering a learning-by-doing approach toward entrepreneurship education and its impact on self-employment (blenker et al., 2008; guerrero et al., 2020; mandel & noyes, 2016; wu et al., 2019). however, the findings have shown inconsistent results (martínez-gregorio et al., 2021). despite this discovery, only a few have recognized the need to investigate the reason or the challenges as to why entrepreneurship education might not be accomplishing what is expected effectively. fretschner and lampe (2019) were one of the very few who tried to find an explanation of the impact of entrepreneurship education and found that the typical measures used to evaluate entrepreneurship programs are generally ineffective. one of the reasons for this might be that most studies also mainly look at the end goal without the scrutiny of the process. this explains the lack of studies that examine the students' learning process in comparison to the outcome investigation. meanwhile, the “for” entrepreneurship method is a process-based approach centered on the students. mason and arshed (2013) are one of the very few who are aware of the importance of the students’ perspective in entrepreneurship education as they analyzed the students' reflection on their learning process. however, their study only included first-year students, which is not yet sufficient to provide a picture of the whole entrepreneurship education program. thus, calling for research to a more extensive inquiry involving all years of entrepreneurship students to provide a more comprehensive account. moreover, another intriguing matter is that research on entrepreneurship education seems to have left the aspect of knowledge management untouched even though the teaching and learning process can be highly related to it and can even benefit from it (bandera et al., 2016). especially considering the nature of entrepreneurship education, which is iterative and flexible (neck et al., 2014; neck & corbett, 2018), knowledge management and personal knowledge management become even more relevant to support the broader level of entrepreneurship education and the individual level. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 37 personal knowledge management although studies on knowledge management are extensive, the discussion on personal knowledge management (pkm) is still growing. there has not been an overarching framework that describes pkm comprehensively, starting from its emergence in the extant literature. in terms of its background, völkel and abecker (2008) were one of the first scholars who investigated and put forward the idea that the term pkm was first introduced by polanyi (1958). however, pauleen (2009) advanced that pkm emerged from drucker's (1968) concept of the knowledge worker. nevertheless, to date, the history and the subject of pkm itself have not reached an agreement. as a result, previous studies have kept evolving the theory over time. beginning with frand and hixon (1999), they assert that pkm grew as a response to the phenomenon where people are surrounded by data, which becomes the main source of people's problems. pkm is argued to be essential to adapt to this situation so that individuals can differentiate and make use of the relevant knowledge for them out of the abundance of options out there (frand & hixon, 1999). one limitation of their study is that pkm is mainly concerned with individualistic activities. departing from this, avery et al. (2001) further developed their framework of pkm by adding activities involving others, such as collaborating with others. while the two previous studies mainly focused on the activities in pkm, tsui (2002) presented a new view that incorporates technology or pkm tools in the process. this study began the pkm divide, which turned pkm into two different streams: activity-based and technology-based (cheong & tsui, 2011). out of the previous studies conducted, the most comprehensive model yet on pkm was proposed by cheong and tsui (2011). in their model, pkm consists of four main aspects, namely personal information management, personal knowledge internalization, personal wisdom creation, and interpersonal knowledge transferring (cheong & tsui, 2011). each of these elements contains different knowledge management processes. the key knowledge management process in personal information management is locating knowledge. in contrast, knowledge creation happens in the personal knowledge internalization, which is then applied in the personal wisdom creation phase. the last phase involves transferring or sharing knowledge (cheong & tsui, 2011), outlined in interpersonal knowledge transferring. research method this study aims to provide a comprehensive portrayal of the experience, particularly the challenges of being a student in a particular study program: entrepreneurship program. thus, a qualitative design is chosen, specifically phenomenology, since this method can reveal and comprehend what lies behind any phenomenon from the common experiences of those who undergo the phenomenon (van manen, 2017). the participants of this study were six students who are currently undergraduate students in an entrepreneurship program at a business school in indonesia. each of the students is in different years: from years 1, 2, and 3. they were chosen using purposive sampling considering the context of the entrepreneurship program's curriculum, which is divided into three years that reflect the new venture creation and growth stages. therefore, it is required and expected that the informants of the present study are in different stages of their new venture creation process to provide a raw and holistic experience of each stage. as for the number of interviewees, it was drawn heuristically, meaning that the total number was determined when there was no new information learned or the data had reached the saturation point. moreover, the number is considered to be representative as phenomenological studies tend to involve five to ten participants (creswell, 1998; polit & beck, 2010). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 38 data collection and analysis to collect the data, participants were interviewed through an online semi-structured interview via zoom meeting due to the current pandemic situation. each of the interviews lasted about 40-60 minutes and was recorded to ensure the accuracy of the transcription. the participants were asked open-ended questions about how they perceived their lived experiences in their current study program. the interview recordings were transcribed and analysed in five steps following moustakas's (1994) framework. the first step, bracketing, involved rereading the transcripts while playing the interview recordings repeatedly to refresh the researchers' memory and become familiar with the participants' statements and body of language to have a judgment-free understanding. the next step was horizonalization, where the statements relevant to the phenomenon, referred to as the horizons, were noted down separately. the horizons were then reviewed and ensured that they did not overlap. the statements were selected following the requirements of being a necessary and sufficient part of the experience for better understanding and those which can be separated and labeled (moustakas, 1994). the units of meaning were also selected based on their significance in terms of how much it was mentioned. the statements that met these requirements are then referred to as the invariant constituents. these constituents were then gathered, and the general themes were determined from the individual experience. the following step was to carry out a textual description of each participant. this stage was done to display their own perceptions related to their studying challenges in an entrepreneurship study program. a composite textural description is then presented, which groups all of the individual descriptions into one that describes the whole phenomenon. to ensure the reliability of the findings, we also referred to several theories during the data interpretation as a means for triangulation. findings and discussion the overall findings from the analysis revealed that even though the participants of this study varied according to their personalities and backgrounds, they faced several common challenges during their study in the entrepreneurship program. the challenges were not only external or technical issues but also due to the students' struggle to execute several skills, and it eventually affected their progress. these challenges are categorized into three main themes, listed in table 2, drawn based on the participants' meaning units that emerged from their statements. the identified themes—finding resources, applying knowledge, and communication, are generally related to the literature on personal knowledge management (pkm). table 1. identified challenges faced by entrepreneurship students according to their framework, pkm consists of four essentials: personal information management, personal knowledge internalization, personal wisdom creation, and interpersonal knowledge transferring (cheong & tsui, 2011). however, the themes identified in the study only correlate with three out of four pkm elements proposed by cheong and tsui (2011), excluding the personal knowledge internalization aspect. a more detailed elaboration on this matter is presented in the following. common challenges of entrepreneurship students finding resources applying knowledge communication international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 39 finding resources one of the first struggles the participants shared falls into finding resources. this theme is in line with the first aspect of pkm from cheong and tsui’s (2011) framework, namely personal knowledge management, whereas the resources, in this case, are mostly knowledge-related and persist in each of the venture creation stages or curriculum year. starting from the first stage, i.e., pre-creation, the participants reflect that the challenges are primarily in the ideation phase. this stage involves finding opportunities and creating business ideas from them, which is the primary process of personal information management or the foundation of pkm (cheong & tsui, 2011). even though competent lecturers and successful business people mentored them, they argued that they still find it difficult to start. the participants felt that their struggles were due to a lack of prior knowledge of entrepreneurship in general and related to information about ongoing businesses or the ideas proposed. this issue affected how they recognized opportunities that would lead to business ideas because prior knowledge is considered a central element and mediator for new business ideas (grégoire et al., 2010; mary george et al., 2016; pittaway & thorpe, 2012). therefore, this proposition explains why the participants who argue that they do not have relevant background or knowledge find it difficult to find resources to help them propose new business ideas. as for the second stage of their venture creation, the initiation stage, the findings indicate that the participants struggle the most in the production stage. however, it does not mean that there are no challenges in the other aspects; but they simply consider the production stage the most significant. one of the causes is the lack of data about the vendors. yet, this lack of data does not always mean that the data does not exist, but the participants agree that they are at fault, meaning that they are the ones who do not have the data. searching for the relevant data was challenging as it was timeconsuming for them because the data were frequently unorganized. meanwhile, in the growth stage, which is the last stage of the venturing journey, one of the resources they struggle to find is knowledge related to creating new value from their business products. in their last year of education and last stage of business development, the participants are demanded to innovate constantly. to execute this process, creativity is also relevant (mcdonald et al., 2018; tantawy et al., 2021), and the students are very well conscious of this. creativity has long been believed to be the heart of entrepreneurship and has also proven to be its antecedent (tantawy et al., 2021), which can lead to the proposition of new ideas or the creation of novelty, which has often been considered synonymous with business innovations (karimi et al., 2016; yar et al., 2008). based on the exploration above, searching for the relevant knowledge, including theoretical or practical knowledge and information related to stakeholders, that would help them advance their business, is pertinent to all the participants in every year and stage of business. this finding is consistent with previous studies that found locating information is the challenge noted by educators of entrepreneurship education (fiore et al., 2019; karimi et al., 2016). furthermore, this major theme is relevant to the pkm element of personal information management, in which the main km practice is capturing or locating knowledge (cheong & tsui, 2011). applying knowledge another aspect that describes the participants’ challenge is the ability to apply knowledge. each participant indicated this category of struggle in their narrative through the meaning units of practice, application, execution, and initiation. this study found that applying the knowledge is one of the most notable challenges that affected their experience. compared to the learning process in the classroom, they find the practice a real problem. they assert that even though they have been equipped with the best practices in the classroom, which are relevant, they do not know how to apply them when needed. although neither of the participants explicitly mentioned the case of international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 40 knowledge application, their statements implied that they found difficulty in applying the lesson learned. one of the reasons, as one participant argues, is due to idiosyncrasy. another factor, as suggested from the analysis, that influences their challenge to come up with a business idea or strategy from the given resources was induced partly by their creativity to exploit the knowledge and experiences gained from the classroom. thus, a need to enhance the students’ creativity is necessary. this phenomenon is confirmed by previous studies upholding that creativity mediates opportunity and business idea strategies (bhatti et al., 2021; frolova et al., 2021; heinonen et al., 2011; mary george et al., 2016; nabi et al., 2017). moreover, the findings support the importance of the ability to leverage resources, including knowledge, in order to be able to make the most of business opportunities (fuentes et al., 2010). however, their experience also indicates that the curriculum structure also plays a part. the students argue that one factor inhibiting them from applying knowledge effectively is due to the misalignment between what they receive with what they need at the moment. this highlights the fact that the courses might be misplaced in the curriculum, which does not follow the new venture creation timeline. this finding is consistent with byun et al.'s (2018) claim that one of the causes of ineffective entrepreneurship education is a lack of synchronization in the curriculum. moreover, it also corroborates previous studies’ suggestions that entrepreneurship education should focus on the coherence of subjects and objectives (klofsten et al., 2019; nambisan et al., 2019; wu & wu, 2017). thus, this stipulates further research on entrepreneurship education's curriculum design, especially related to the 'for' entrepreneurship approach since this study finds that most students' struggles happen during business practice in the classroom. the above is an elaboration of the participants’ challenges in terms of applying knowledge based on their own experiences. the ability to use the knowledge attained, which is part of the personal wisdom creation practice in pkm, is one of the vital skills to build and grow a business successfully (anderson & hardwick, 2017; bandera et al., 2016; cheong & tsui, 2011), which, unfortunately, has been overlooked as previous studies have focused more on providing ways for students to acquire knowledge (amalia & von korflesch, 2021; boldureanu et al., 2020). not being able to apply the knowledge when needed effectively makes the practical learning journey in entrepreneurship education challenging. however, there are also cases knowledge application could not be made because the resources were not present at the time needed. communication the last common theme experienced by the participants is related to communication. this theme was associated with the following meaning units: miscommunication, conversation, discussion, contribution, approachable, share, and present. based on the findings, there are two kinds of struggles experienced by the participants in the communication category linked to idea-sharing activities that fall under the interpersonal knowledge transferring element of pkm. the first challenge in communication occurs in conveying ideas formally, mainly in verbal forms that happen in the context of classroom learning. one of the most common moments shared by the participants is their struggle to present in front of the class and in front of lecturers, mentors, or even investors. the analysis further points out that the challenge in presenting is partly due to the students' doubts about their abilities. the word “nervous” and “cannot” have been uttered multiple times by the participants to describe their condition, implying that they are not yet comfortable presenting their ideas to other people in a formal context. these findings further support hahn, minola, bosio, and cassia's (2020) study that found entrepreneurship students tend to be more assertive to activities that may reinforce their skills and knowledge rather than those that help develop their skills from the beginning, which in this study’s case is classroom presentation. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 41 meanwhile, in informal communication, challenges also persist due to one’s ability to deliver a certain knowledge clearly. discussion with peers, lecturers, and stakeholders is an activity that is recurrent for the students, and when the ideas are unclear or the discussion is misinterpreted, it affects the overall process. the findings indicate that when knowledge sharing is done ineffectively, it takes up plenty of time to go over a talking point. furthermore, it shows that one’s inability to convey a matter to their peers or team often leads to both internal and external conflicts, suggesting that sharing knowledge is a critical challenge. the participants also felt that sometimes the struggle is not only because of the lack of ability to communicate with others but also a lack of willingness. even if one does intend to share their knowledge, their intention is at times doubted. hence, it can be inferred that the challenges in terms of communication are highly related to teamwork and competition in the classroom. this also demonstrates one of the experiential learning challenges, which the students might have misunderstood. since the teaching 'for' entrepreneurship approach integrates the new venture creation journey and classroom expectations (piperopoulos & dimov, 2015), there are instances where the students may struggle to position themselves as a business team member vs. a participant in the class. the competition to achieve better individual scores has occasionally hindered the knowledge-sharing process required within a team and overall performance. this phenomenon supports linton and klinton's (2019) findings that students perform better when they do not put their orientation towards it. hence, the struggles of sharing ideas appear both from inability and reluctance, which leads to more conflict. conflicts are generally something that the participants, especially in the early years, try to avoid, which hinders knowledge sharing. although the participants are aware of the importance and benefits that communicating or sharing knowledge with others bears on performance, sometimes they prefer not to engage in such activities since conflict is inevitable. these experiences are supported by findings that suggest sharing knowledge comfortably, team openness, and establishing a rapport are significant prerequisites (bissola et al., 2017; solomon et al., 2019; xu et al., 2021). since this experience mainly occurs in first-year students, it indicates that teamwork or team closeness matters to facilitate knowledge sharing to improve their education and business performance (centobelli et al., 2017; høvig et al., 2017; solomon et al., 2019). in contrast, not engaging in knowledge-sharing activities has been found to jeopardize one's creativity and, eventually, the overall performance (bogilović et al., 2017; černe et al., 2014). thus, it can be concluded one of the essence of the participants' challenges is due to communication issues. the students feel that this aspect is considered their challenge since they are still trying to master that skill. regardless of how brilliant the idea is, if one does not and cannot convey and reach the audience’s understanding, it would eventually threaten the student's classroom and business performance. conclusion the present study has explored and described the phenomenon of the students' challenges in studying and creating new ventures. the challenges turn out to be largely associated with personal knowledge management (pkm) practices. although some difficulties occurred inside the classroom, challenges prevailed outside of the classroom more; when they were required to execute the knowledge and skills attained from the classroom to their real-life entrepreneurial tasks. being able to search, implement, and communicate are basic competencies compulsory for nascent entrepreneurs to make their ventures work out well. they are all part of pkm practices, which the students find challenging to gain mastery over. as demonstrated by this study's findings, the ineptitude of these skills eventually affects the participants' performance, which ultimately impacts international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 34-46 between studying and new venturing: personal knowledge management challenges through the lens of entrepreneurship undergraduate students najmi shaumi mumtaz, jann hidajat tjakraatmadja 42 their learning progress and grade. thus, our findings suggest that pkm is an essential skill required for nascent entrepreneurs to navigate from classroom activities to their entrepreneurial activities. this paper contributes to the literature on entrepreneurship education by presenting the challenges faced by the students for insights to improve the teaching and learning process of entrepreneurship education. it also extends the literature by covering a linkage between entrepreneurship education and personal knowledge management, which is under-researched. additionally, this study provides practical implications for the study program to refine the curriculum of entrepreneurship education. the findings support the importance of embedding personal knowledge management in the teaching and learning process since it is a skill that is pertinent in every year or new venture stage. moreover, more attention should be put into providing the appropriate guidance for students outside the classroom by experienced mentors according to each case. limitations & further research this study is not without limitations. even though phenomenology does not aim for the generalization of findings, the small sample of this study could limit the breadth of the data. future studies could take in a larger sample of participants from other entrepreneurship education programs in other universities to illustrate a more comprehensive understanding of the phenomenon. references avery, s., brooks, r., brown, j., dorsey, p., & o’conner., m. 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(2008). creativity in entrepreneurship education. journal of small business and enterprise development, 15(2), 304–320. https://doi.org/10.1108/14626000810871691 microsoft word 925-article text-4388-1-15-20220609.edited rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 47-62 corresponding author wiraman@rahamas.co doi: https://doi.org/10.31098/ijmesh.v5i1.925 research synergy foundation improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja1 1 widya mandala catholic university surabaya, indonesia abstract the relationship between knowledge management and competitive advantage has not reached a conclusive result based on previous studies. therefore, this study aims to establish a theoretical foundation for the relationship between knowledge management and competitive advantage while taking into account the mediating role of strategy execution. we utilize resource-based theory and knowledge management as our basis to explore this relationship. this paper is mainly based on prior literature and findings; thus, it is conceptual research. through the literature review process, we construct propositions and reasoning for every relationship discussed in this study. the model and propositions we provide serve as a theoretical research model for future studies interested in exploring this model in various contexts, both empirically and theoretically. by providing this model, we proposed a novel theoretical perspective exploring knowledge management theory and the theoretical foundation of strategy execution. keywords: resource-based theory; knowledge management; competitive advantage; strategy execution; strategy implementation; strategy management this is an open access article under the cc-by-nc license. introduction these days, companies are facing intense competition. the uncertain and ever-changing nature of the market condition makes companies constantly face various challenges, such as reducing production costs, improving customer service, and global expansion (lee et al., 2016). all these challenges require companies to be superior over their competitors to ensure their survival and sustainability in their industry. a company's capability to gain an overall superior position to its competitors is a competitive advantage. competitive advantage is essential for companies due to several reasons. first, competitive advantage allows companies to gain superior profitability (christensen, 2010). furthermore, competitive advantage significantly impacts long-term business success and sustainability (venza, 2015). if the company does not have a competitive advantage, it will be in danger of not surviving in the existing competition (brill, 2011). hence, creating and maintaining a competitive advantage is crucial for the success and existence of a company (anwar et al., 2018). resource-based theory (rbt) states that company resources are strategic when they have several characteristics. strategic company resources provide value and enable the company to take advantage of opportunities (valuable), not owned by other competitors (rare), cannot be imitated (initiable), and cannot be replaced by other resources (non-substitutable) (nothnagel, 2008). a competitive advantage can be obtained when the company can execute the right strategy based on the available resources to protect the company from the existing competition and create an entry barrier to maintain its advantage (barney, 1991). therefore, resources and their utilisation are the main factors determining whether a company can gain and maintain a competitive advantage. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 48 in the era of information and technology today, intangible assets play an essential role as critical sources of competitive advantage (lee et al., 2016). knowledge is an intangible asset that becomes a strategic resource that can improve the competitive performance of an organization if it can be managed appropriately (mahdi et al., 2019). numerous studies have demonstrated the critical role of knowledge as a source of competitive advantage at the organizational level (arsawan et al., 2020; quartey, 2019). since knowledge can be seen as one of the company's resources, the competitive advantage also lies in how a company develops and disseminates strategic value (grant, 1991). this way of developing and disseminating knowledge is known as knowledge management. knowledge management is a process when organizational knowledge can be generated in forms that can provide added value and are available to all organization members to produce high-quality products or services (husain & ermine, 2021). this process consists of various management practices to create, identify, store, distribute, replicate, and apply knowledge (grant, 2018). knowledge management focuses on managing knowledge as a resource and managing business processes that utilize this resource (jelenic, 2011). even though knowledge management has a theoretical relationship with a competitive advantage, previous empirical studies on this relationship have not reached conclusive results. some studies have found that knowledge management positively impacts competitive advantage (e.g., jyoti et al., 2015; kamya et al., 2010; lee et al., 2016; mahdi et al., 2019; mao et al., 2016). on the other hand, other studies indicate that knowledge management has a negligible effect on competitive advantage (alaneme, 2017; aydin & dube, 2018). if we analyse these findings in detail, we find that not all dimensions of knowledge management significantly affect competitive advantage (alaneme, 2017). the research provides no consistent results in some instances (aydin & dube, 2018). the disparity between these studies results in a research or empirical gap related to the relationship between knowledge management and competitive advantage. by reviewing previous research findings, it is necessary to mediate the discrepancy in the relationship between knowledge management and competitive advantage. mediation is carried out to show the true relationship when there is uncertainty between the independent and dependent variables (hair et al., 2017). mediation also aims to explain why the independent variable has or has no influence on the dependent variable (keele, 2015). the purpose of this study is to examine the relationship between knowledge management and competitive advantage with the mediating effect of strategy execution. strategy execution can theoretically mediate the relationship between knowledge management and competitive advantage for a number of reasons. first, effective knowledge management can support the coordination of critical resources (human, physical, intellectual, and financial resources) needed for strategy execution and position the company to gain and maintain a competitive advantage (velez, 2018). second, knowledge management is critical to a company’s success since it fosters a shared understanding of where the organization's knowledge resources are located, how to use that information to produce value, and how to integrate current operations for successful strategy execution (wang et al., 2016). knowledge management helps the company manage and use its knowledge to become the basis for decision making, action plans, and creating helpful guidelines for the strategy execution process. in addition, resource-based theory indicates that strategy execution influences competitive advantage. if a company can execute strategies that other companies do not execute and imitate, it can gain and maintain its competitive advantage (barney, 1991). in this case, strategy execution can international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 49 be viewed as a capability and a source of competitive advantage (barney & mackey, 2005). thus, good strategy execution may provide both strategic and tangible benefits for the company. a research model that studies the relationship between knowledge management and competitive advantage mediated by strategy execution has never been proposed before. many studies on the relationship between knowledge management and competitive advantage use other mediators such as product innovation (wahyono, 2019) and technological innovation (lee et al., 2016). even though strategy execution has interactions with knowledge management and competitive advantage theoretically (barney & mackey, 2005; velez, 2018), there are no empirical or theoretical studies examining these interactions. previous studies have focused more on the antecedents and impact of strategy execution on other variables, such as organizational culture (murunga & karugu, 2019), strategy engagement (chuah et al., 2016), leadership (barrick et al., 2015), strategy innovativeness, strategic strength, strategic clarity (huber, 2011), and marketing capabilities (morgan et al., 2012). moreover, the results of knowledge management (innovation, productivity, and competitive advantage) are still little studied in the knowledge management literature (pellegrini et al., 2020). additionally, there is still little research that incorporates knowledge management in the study of strategy execution, even though it is still in the form of a conceptual model (e.g., okfalisa et al., 2009). therefore, this study provides a novel research model for the relationship between knowledge management and competitive advantage that incorporates the effect of strategy execution. research on strategy execution is also critical and exciting for practitioners and scholars. strategy execution is seen as the most challenging stage in strategic management due to discipline, commitment, and personal sacrifice, which are required in strategy execution (rofiaty, 2019). despite these facts, academic research studies more on strategy formulation, even though strategy formulation and execution are interrelated. the majority of research on strategy execution was conducted by consultants and practitioners (de oliveira et al., 2019). nowadays, the focus of the strategic management field today has shifted from strategy formulation to its implementation (obeidat et al., 2017). this shift helps us expand our knowledge related to strategy execution. this proposed research model provides a novel theoretical perspective by considering the effect of rarely-studied strategy execution in examining the relationship between knowledge management and competitive advantage by demonstrating the importance of this research model for developing knowledge management theory in particular and resource-based theory in general. the goal of this study is to perform a literature review of existing theories (resource-based theory and knowledge management) and a review of prior research findings relevant to this research model. it is hoped that this model can provide a strong and valid basis for future empirical testing in different demographic, industrial, and other settings. literature review resource-based theory research on strategy explains factors that give a company a sustainable competitive advantage over its competitors (feldman, 2020). the resource-based theory (rbt), or what is frequently referred to as the resource-based view, is a theory that aims to explain the source of a company's competitive advantage (rbv). this theory was first proposed in the mid-1980s by wernerfelt (1984) and barney (1986). rbt emphasises the importance of a company's internal resources and capabilities to achieve sustainable competitive advantage and superior performance (nothnagel, 2008). international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 50 rbt makes a number of assumptions about the sources of competitive advantage. as is the case with the majority of strategic management theories, rbt assumes bounded rationality, that is, rational decisions that account for decision makers' cognitive limitations (simon, 1990) and the assumption that firms seek to maximise profits. two additional assumptions distinguish rbt from other theories: resource heterogeneity and resource immobility. first, rbt assumes that the resources owned by companies in an industry are heterogeneous. second, rbt assumes that these resources are imperfectly mobile between firms. therefore, the diversity (heterogeneity) of resources can last for a long time (barney, 1991). when a business successfully executes a value creation strategy that other competitors do not, generates more economic value than other businesses in the same industry, and other businesses are unable to replicate the benefits of this strategy, the business gains a sustainable competitive advantage (barney, 1991; barney & clark, 2007). therefore, the rbt strategy involves two main issues: (1) exploiting existing resources and capabilities to maximise the company's advantages and (2) building resources and capabilities for the future (robert morris grant, 2005). a resource can contribute to a sustainable competitive advantage or provide strategic value if valuable, rare, inimitable, and non-substitutable (barney, 1991). a resource is valuable when it can generate significant benefits for the customer or increase an organization’s efficiency and effectiveness. a resource is rare as long as it is available in limited quantities. a resource is inimitable when it cannot be imitated perfectly or competitors cannot imitate the same strategy. moreover, a resource is non-substitutable when there is no opportunity to replace it with other alternative resources with the same potential. knowledge management knowledge management is the process of managing the knowledge possessed by the organization to support the achievement of organizational goals (becerra-fernandez & sabherwal, 2015; dalkir, 2011; husain & ermine, 2021). this process consists of various management practices to create, identify, store, distribute, replicate, and apply knowledge (r. grant, 2018). knowledge management focuses on managing knowledge as a resource and managing business processes that utilize this resource (jelenic, 2011). there are two main objectives of knowledge management. first, it leverages what the organization already knows to maximise the utilisation of its knowledge assets. second, it connects knowledge producers, holders, and users to facilitate knowledge flow throughout the organization (jennex, 2015). knowledge management helps organizations by providing a collaborative knowledgesharing platform to promote learning and increase performance within the organization. by managing knowledge and developing managerial competencies, the execution of organizational processes can be done in a better way (hebibi et al., 2019). knowledge management can be seen as an extension of rbt because it specifically identifies organizational knowledge as the most important strategic resource for an organization (curado, 2006; guerras-martín et al., 2014). with this framework, we can see that for knowledge management, knowledge is a source of sustainable competitive advantage (jelenic, 2011). the company's competitiveness depends on the ability to combine internal knowledge generated from company resources, both in the form of physical or human resources, and the ability to obtain knowledge from the external environment (wahyono, 2019). in a rapidly changing world, a knowledge that can encourage innovation is an essential source of sustainable competitive international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 51 advantage (nikolaou, 2019; nonaka, ikujiro; toyama, ryoko; nagata, 2000). hence, knowledge management helps companies utilize their knowledge resources to gain a competitive advantage. bolisani and bratianu (2018) argue that there are five fundamental processes in knowledge management. the first process is knowledge creation. in this process, knowledge is generated due to the learning process caused by the organization's interaction with the environment, both social and natural. the second process is knowledge acquisition. this process relates to organizational activities to increase the level of organizational knowledge. the third process is knowledge sharing. knowledge sharing focuses on the distribution of knowledge that contributes to the increase in the average level of knowledge of the team or organization. the fourth process is knowledge transformation. in this process, knowledge is converted from tacit knowledge to explicit knowledge or vice versa. the last process is knowledge application. this process involves utilizing organizational knowledge to solve business problems and make decisions. this process is vital because it applies organizational knowledge to products or services produced by the organization. essentially, applying the knowledge is the core of knowledge management. many previous studies have analysed the importance of the knowledge management process in the strategy formulation process, both theoretically (e.g., sveiby, 2001) and empirically (e.g., aktürk & kurt, 2016). even though some studies have explained the significance of knowledge management in realising corporate strategy in the strategy execution process (e.g., hebibi, raimi and milićićević, 2019; spender and grant, 1996; velez, 2018; wang et al., 2016), there are still no studies that have studied the effect of knowledge management on strategy execution in detail, both theoretically and empirically. on the other hand, although knowledge management theoretically has a relationship with a competitive advantage, the current research results have not provided conclusive results. several studies have found that knowledge management affects competitive advantage significantly (e.g., jyoti et al., 2015; kamya et al., 2010; lee et al., 2016; mahdi et al., 2019; mao et al., 2016). many studies, on the other hand, have discovered that knowledge management does not affect competitive advantage (alaneme, 2017; aydin & dube, 2018). other studies also found that all dimensions of knowledge management significantly affect competitive advantage (alaneme, 2017). in another study, research results did not provide consistent results in some instances (aydin & dube, 2018). this issue results in a theoretical and empirical research gap explaining the relationship between knowledge management and competitive advantage. strategy execution strategy execution is the effort of a company's management to pursue the achievement of strategic goals or objectives and monitor the progress of this process (barrick et al., 2015; de oliveira et al., 2019; hrebiniak, 2013). although many researchers differentiate between the definitions of strategy implementation and strategy execution (favaro, 2015), the definitions of strategy execution and implementation will be equal in this study. in the oxford english dictionary, the word "implementation" means "to complete, perform, or carry something into effect," while the word "execution" means "to follow out, or carry something into effect." based on these definitions, we can argue that implementation and execution have nearly identical meanings (andersen & lie, 2013). in much literature, strategy implementation and execution are also used interchangeably international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 52 (e.g., bhimavarapu et al., 2019; chrisman et al., 2016; chua et al., 2012; chuah et al., 2016; radomska & kozyra, 2020). strategy execution plays an essential role in the continuity of a company. strategy execution relates directly or indirectly to all management aspects (okumus, 2003). strategy execution also includes the entire design of the organization. how a company is organized determines its capacity to execute its strategy (grant, 2016). with the increasing market competition, the challenge faced by organizations is how to design strategies to enable them to compete and execute strategies quickly and effectively (chen, 2005). executing an organization's strategic plans is as important, or even more important, than the strategy itself (slater et al., 2010). no strategy can succeed without effective strategy execution (rofiaty, 2019). failure to execute the strategy can lead to failed exploitation of available opportunities (obeidat et al., 2017). therefore, understanding all factors that can affect strategy execution is vital for a company. from the rbt perspective, strategy execution can be viewed as a source of competitive advantage. when a company can execute strategies that its competitors do not execute, it can have a competitive advantage. when other companies cannot imitate this strategy, they can maintain their competitive advantage (barney, 1991). companies capable of seizing existing opportunities and managing their resources and capabilities can execute their strategies. when this strategy is unique and well-executed, it can help the company generate competitive advantage (barney & mackey, 2005). to acquire a competitive advantage, a company must possess strategy execution skills suited to the specific strategies being implemented. if other companies share the same skill, it is no longer considered a source of competitive advantage. unlike the traditional strategy execution perspective, this view assumes that strategy execution can be understood without considering strategy content. in this sense, resource-based theory can be understood as an alternative to the traditional strategy execution perspective (barney & zajac, 1994). strategy execution is a complex concept and remains a challenge for most companies. therefore, strategy execution may consist of integrated and interdependent components. tawse and tabesh (2021) suggested that components of strategy execution include: (1) management actions that affect the execution process, both structural and interpersonal actions; (2) necessary conditions to achieve effective strategy execution (competency, commitment, coordination), and (3) the underlying dynamic managerial capabilities for generating the optimal set of conditions through the use of the most appropriate managerial actions. hence, we can conclude that strategy execution needs proper capabilities, actions, and conditions to allow companies to get the most out of their strategies and achieve organizational goals. competitive advantage a competitive advantage can be seen as a company's capability to have an overall superior position over its competitors (ardyan et al., 2017; barney, 1991; chen, 2018). a company is said to have an advantage when it is in a better position than its competitors. competitive advantage is best understood not as a financial result or as a critical company attribute but as an intermediate performance result that shows differences in the extent to which different competitors create value (maritan & peteraf, 2018). intense competition in the market requires companies to continuously innovate to meet the needs and expectations of consumers and society in general. thus, companies need to obtain new sources international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 53 of competitive advantage to survive (chopra et al., 2021). from the rbt perspective, the source of the company's competitive advantage is the company's resources, capabilities, knowledge, brand, and value (cho et al., 2021), which enables the company to carry out its activities at a certain level of efficiency and effectiveness (maritan & peteraf, 2018). previous studies to the best of our knowledge, there are only two studies that specifically examine the relationship between knowledge management. rofiaty (2019) found that in the context of islamic boarding schools, knowledge management significantly influences strategy execution. paisittanand et al. (2007) also found that knowledge management significantly influences the effectiveness of strategy execution. on the other hand, there are many empirical studies that delve into the relationship between knowledge management and competitive advantage (e.g., jyoti et al., 2015; kamya et al., 2010; mahdi et al., 2019; wahyono, 2019). surprisingly, there is no study that examines the relationship between strategy execution and competitive advantage, although this relationship has been theoretically established by barney & mackey (2005) and one of the earliest studies in resource-based theory (e.g., barney, 1991). based on these findings, we try to propose a model that integrates knowledge management, strategy execution, and competitive advantage. research method this research design is conceptual research that intends to provide a theoretical basis for examining the relationship between knowledge management, strategy execution, and competitive advantage. the relationship between these three variables has not previously been investigated, particularly with respect to strategy execution. we use literature review as the method of research to construct the theoretical relationship among these variables. then, we propose a theoretical research model and propositions/hypotheses that can be tested by future studies in various industrial and demographic situations based on the results of the literature review and previous studies related to knowledge management, strategy execution, and competitive advantage. findings and discussion based on previous studies and literature reviews, this study proposes a research model that shows that knowledge management significantly impacts competitive advantage and strategy execution. furthermore, strategy execution is a mediating variable of the relationship between knowledge management and competitive advantage. relationship between knowledge management and competitive advantage practically, in an information and knowledge-based economy, today's business competition is becoming more knowledge-based, and the source of competitive advantage shifts from physical assets to the intellectual capabilities of a company and other intangible assets (carrasco-hernández & jiménez-jiménez, 2016; lee et al., 2016). this condition makes knowledge a strategic resource that can increase organizational competitiveness if managed appropriately (mahdi et al., 2019). this situation occurs due to the nature of knowledge that cannot be seen and is difficult to imitate to become a valuable company asset (kamya et al., 2010). hence, companies must identify, create, disseminate, utilize, and manage their knowledge properly to outperform their competitors and survive in the competition. within the rbt perspective, we can see how knowledge and knowledge management can be a source of competitive advantage. organizational knowledge is mainly tacit, meaning that organizational knowledge exists in the mind of organizational members and is obtained from international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 54 experience (bolisani & bratianu, 2018). moreover, this knowledge is generated from unique social and historical contexts. because of these characteristics, organizational knowledge is difficult to imitate and easily obtained by competitors. this condition makes organizational knowledge a source of competitive advantage. this reasoning is the premise of the knowledge-based view (barney, 1991; nag & gioia, 2012). knowledge management can theoretically be seen as an extension of rbt since knowledge management sees knowledge as the most important strategic resource for an organization (curado, 2006; guerras-martín et al., 2014; nonaka, ikujiro; toyama, ryoko; nagata, 2000). organizational knowledge is an essential resource for competitive advantage due to its role in providing new opportunities that can be explored further and helping organizations overcome various existing problems, both internal and external (mahdi et al., 2019). this condition helps the company compete with competitors who have different knowledge and the ability to manage knowledge. an effective knowledge management process also positively impacts the quality and development of the resulting products or services (mao et al., 2016). when viewed with a competitive advantage, knowledge management helps organizations utilize their organizational knowledge to create value and high-quality products or services (husain & ermine, 2021). knowledge management is focused on managing knowledge as a resource and managing business processes that utilize these resources (jelenic, 2011). the company's competitiveness depends on the company's ability to combine internal knowledge generated from company resources, both in the form of physical or human resources, and the ability to obtain knowledge from the external environment (wahyono, 2019). hence, knowledge management helps company utilize their knowledge resources to gain a competitive advantage. several empirical studies support this argument. lee et al. (2016) found that well-applied knowledge management practices can strengthen their competitive advantage in smes. jyoti et al. (2015) also found that in the indian telecommunications sector, knowledge management helps the company create and strengthen its overall competitive position. similar findings were also obtained by kamya et al. (2010) on industries in developing countries. therefore, this study proposes a proposition: p1. knowledge management has a significant impact on competitive advantage. relationship between knowledge management and strategy execution most organizations succeed in carrying out strategic planning but fail in their execution due to the complexity and uncertainty faced in decision-making (okfalisa et al., 2009). one of the decisive variables in the strategy execution process is knowledge management, which enables companies to translate their strategic goals into the required outcomes (srivastava, 2013). in the process, highquality knowledge management promotes productive dialogue in learning and organizational improvement in strategy execution (bhimavarapu et al., 2019). in addition, the value of knowledge managed through knowledge management can increase if it focuses on the company's strategic priorities (smith, 2001). therefore, knowledge management helps organizations maximize the value and benefits of knowledge for the organization in achieving its goals. knowledge management is vital for the company's success in executing its strategy because knowledge management creates a shared understanding of where the organization's knowledge resources are located, how to utilize this knowledge in the value creation process, and how to integrate existing activities for successful strategy execution (wang et al., 2016). the application of knowledge management helps the company improve its organizational processes and enlarge its international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 55 competitive capabilities (oliva et al., 2019). this condition allows the company to achieve its goals. a case study from akuku et al. (2021) on an agricultural research organization in east africa supports this. they found that knowledge management activities allow companies to enhance access to their research knowledge and, in return, helps the organization achieve success in their strategy execution process. knowledge management is considered to contribute positively to organizational effectiveness in general by enabling individuals to leverage existing knowledge and discover new information effectively (paisittanand et al., 2007). knowledge management can also be used as a tool to outline internal and external changes, help organizations to create intelligent decisions, and facilitate any option for strategic orientation and execution (srivastava & sushil, 2015). the strategy execution process can be measured and monitored properly by designing a suitable knowledge management system and metrics (okfalisa et al., 2009). therefore, knowledge management can help the organization in optimizing the strategy execution process to give better outcomes for the organization. knowledge management may also support strategy execution in the long term. knowledge management helps the company organize and distribute knowledge related to successes, failures, practices, and policies applied to previous strategy executions (bell et al., 2010). with this knowledge, organizations can utilize it to form the basis for organizational development and sustainable strategy execution. in addition, the organization can also encourage learning and evaluation for organization members, especially for those who have been and will be part of the company's strategy execution. therefore, knowledge management can encourage strategy execution by managing and distributing the knowledge that the organization has gained from strategy execution which has already been carried out. these arguments are empirically supported by rofiaty (2019), who found that knowledge management positively impacts strategy execution in boarding schools. therefore, this study proposes a proposition: p2. knowledge management has a significant influence on strategy execution. relationship between strategy execution and competitive advantage in resource-based theory, when a company can execute its strategies properly, it can help the company generate a competitive advantage. when other companies cannot imitate this strategy, they can maintain their competitive advantage (barney, 1991; barney & mackey, 2005). furthermore, for a company to achieve a competitive advantage, the ability to execute strategy must be tailored to each strategy being executed only by that company. if those skills are also owned by other companies, it is no longer unique and cannot provide a source of competitive advantage for any company (barney & zajac, 1994). therefore, a company needs to formulate and execute strategies that take advantage of the company's unique strengths to gain a competitive advantage (grant, 2016). today’s dynamic business landscape brings many changes and challenges to companies. these changes might be driven by internal (e.g., organizational structure, routines, resources, or competencies) or external factors (e.g., changes in customer needs, rapid technological changes, globalization, market changes, and complexity) (ferreira & coelho, 2020; teece, 2007). these conditions result in uncertainty with various levels and a shorter time for companies to capture available opportunities. companies are forced to continuously adapt to these changes and challenges by adding new skills, technologies, and competencies to their pool of resources. because international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 56 of these challenges, strategy execution has become a relevant and crucial source of value creation (bigler, 2001). if the companies can effectively execute their strategies, it will become a source of competitive advantage (srivastava, 2014). furthermore, by achieving greater levels of competence, commitment, and coordination in its strategy execution process, a company will increase its competitive edge over its rivals (tawse & tabesh, 2021). strategy execution helps companies effectively exploit existing opportunities and give what their customers need. therefore, it is important for companies to execute their strategies quickly and effectively with the increasing competition if they want to survive (chen, 2005). good strategy execution can also increase customer satisfaction and contribution to the company and create synergies in allocating financial and human resources within the company. with this ability, the company can identify, attract, and retain valuable customers (ho et al., 2014). this statement is in line with rbt, which states that companies need to exploit existing resources and capabilities to maximize their advantages (grant, 2005). in addition, active development, good asset management (including knowledge management), and good strategy execution significantly impact the company's long-term success (teece, 2014). therefore, this study proposes a proposition: p3. strategy execution has a significant influence on competitive advantage. mediating effect of strategy execution on the relationship between knowledge management and competitive advantage effectively carried out knowledge management can support the coordination of critical resources needed for strategy execution and place the company to gain and maintain a competitive advantage (velez, 2018). knowledge management also creates a shared understanding regarding utilizing organizational knowledge in the value creation process and integrating existing activities to successful strategy execution (wang et al., 2016). furthermore, a company will gain a competitive advantage and higher profits for its shareholders if it can execute its strategy better than its competitors with its knowledge and capabilities (hrebiniak, 2013). when a company has knowledge management capabilities, it can develop and execute strategies that meet organizational goals. strategy execution is a factor that affects firm performance through competitive advantage obtained from internal resource management, including knowledge as a strategic resource (kruasoma & saenchaiyathon, 2015; mahdi et al., 2019; soebandrija et al., 2015). this becomes important, especially when a business faces uncertain economic situations or when there is market expansion. if companies have good knowledge management, they can easily utilize their relevant knowledge in the company’s strategic planning and execution. strategy execution process with solid and relevant information obtained from companies knowledge base will increase the effectiveness of strategy execution and give a superior position over their competitors. maximizing existing resources and capabilities is crucial for maximising the company's advantages (robert morris grant, 2005). strategy execution can be seen as a capability and hence, a source of competitive advantage (barney & mackey, 2005). the proper strategy execution creates a wellsynchronised allocation of resources (ho et al., 2014) and can benefit the company. in conclusion, knowledge management helps companies coordinate and communicate unique strategies and executions to all of their members, allowing them to have a competitive edge over their competitors. therefore, this study proposes a proposition: international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 47-62 improving knowledge management for better competitive advantage through strategy execution: a theoretical model proposal wirawan tedja 57 p4. strategy execution mediates the relationship between knowledge management and competitive advantage. conclusion based on the four propositions proposed in the previous section, this study proposes that strategy execution is a mediating variable in the relationship between knowledge management and competitive advantage. the existing propositions can be described by a research model shown in figure 1. figure 1 results based on the proposed research model, this study views knowledge management as a critical component of a company's efforts to maintain a competitive edge in an increasingly hostile business climate. additionally, knowledge management is critical to the decision-making and strategy processes of businesses. if the company's developed plan is correctly implemented, the strategy will yield positive results for the business, including a competitive edge. while some earlier research has examined the association between factors in part, no other study has examined the relationship between these three variables concurrently. thus, this research can serve as a foundation for future work that will empirically and conceptually test the propositions. even though this study has provided hypotheses to test the relationship between knowledge management, strategy execution, and competitive advantage, it is still limited to the theoretical model. future research can utilize the theoretical research model proposed in this study to empirically test the hypotheses in various contexts (industry, demographic characteristics, countries, etc.). therefore, it will provide empirical supports for the development of a theoretical framework that attempt to understand the interactions among variables. other variables (e.g., firm performance, leadership, strategy planning/formation, etc.) can be included in the model to provide deeper insights related to knowledge management and strategy management in general. references aktürk, b. k., & kurt, m. 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(1984). a resource-based view of the firm. strategic management journal, 5(2), 171– 180. https://doi.org/10.1002/smj.4250050207 microsoft word 911_fransisca cahyono (181-200) available online at: https://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 2 (2022): 181-200 corresponding author fransisca cahyono, fransisca_cahyono@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i2.911 research synergy foundation digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono1, jann hidajat tjakraatmadja2 1,2 school of business and management, institut teknologi bandung, indonesia abstract pt snack sehat is a manufacturing company that produces healthy snacks and beverages in indonesia. its it division has a software department that manages all creation and maintenance of information system projects. although the software department planned and monitored project development thoroughly during their work, 42% of projects were late in 2020. those late projects' costs led to financial loss and kept rising through 2020-2021. digitalization is how technologies affect several aspects of life, like social interactions, business operations, and how people work. digitalization improved and sped up knowledge-sharing processes within the organization. since knowledge sharing is done more frequently, the absorptive capacity will also be improved. this brings up the question of how to design a km program with digital tools that will help pt snack sehat to increase its efficiency in project development and operation support. the primary data for this research was gathered from km assessment using apo km framework and focus group discussion with top and middle-level managers from pt snack sehat. to develop a km program, the research will use six steps km processes, which consist of km project, km assessment, km planning, kdevelopment, km implementation, and km evaluation. the development steps will include defining the objectives of the km program, answering questions related to the knowledge management components (people, process, and technology), determining the knowledge management strategy based on km objectives, and setting the action plan to get ten commitments from top-level management. the results show several processes and methods that need to be added to the current km: km orientation & training, shadowing, sharing knowledge checklist, lesson learned document, document validation, and document organization. the complete knowledge management process will also be mapped in a knowledge stock and flow diagram using seci matrix. keywords: project development, operational management, six steps km processes, seci matrix, digitalization, absorptive capacity, efficiency this is an open access article under the cc-by-nc license. introduction project management plays a big part in software development. excelling in project management practices becomes one of four success factors in it project management, along with managing strategy and stakeholders, mastering technology and content, and having a capable team (bloch, blumberg, & laartz, 2012). poor project management will lead to missed deadlines, cost overruns, poor project quality, project rework, uncontrolled expansion of the project, company reputation loss, unsatisfied stakeholders, and failure to meet the objectives of the project (project management institute, 2017). so, in project management, each project will be planned and international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 182 │ issn 2580-0981 (online) calculated first to identify the purpose of the project, the time used to develop the project, and the spent budget needed. pt snack sehat is one of the manufacturing companies that produce healthy snacks and beverages in indonesia. in its it division, they have a software department that manages all creation and maintenance of information system projects, such as erp system, internal application, websites, reports, and business intelligence. the whole software development process involved two teams, which are the project development team itself and the operation team. the process itself consists of eight phases, which are pre-requirement, requirement, analysis & design, development, testing & revision, live, babysitting, and support. during their work, although the software department has planned and monitored project development thoroughly, the data show that in 2020, there are 22 of 52 projects (42.3%) were late. this condition only improved slightly in 2021, when 39.4% (41 from 104) projects were late. those late projects' costs led to financial losses, which kept rising in 2020-2021. in 2021, the top three project development issues were development issues (54%), implementation issues (22%), and planning issues (12%). development issue happens during project development. it includes miscommunication that happens because things discussed and decided were not adequately documented and information loss due to changes in team dynamics (such as resignation, resource transfer, or change of priority). planning issues happen during pre-requirement, requirement, and analyze & design phases. this issue happens due to a lack of readiness for digitalization. each division develops applications based on its needs without considering the overall business flow. a similar application was often built twice due to miscommunication across the different divisions. strategic apps are often built without proper basic skills and rebuilt to fit the proper business process and development standards. another issue related to planning is project estimation. in some projects, development takes longer time because the realization is often more complicated than the planned estimation. because of that, the project scope often changed during development, and costs increased due to replanning. the last issue, the implementation issue, occurs because the project status was not exposed promptly to every stakeholder, so they did not know about the last update of the project. therefore, stakeholders were not prepared to use the finished application. for example, they had not finished cleaning up master data when the application went live. so, the project was prolonged, waiting for them to complete their data. in 2021, the number of late projects caused by this issue increased to 22%. this rise indicates that miscommunications still happen between the project development team and the stakeholders. unlike the project development team, the operation support team handles technical support for other departments. they get requests in the form of tickets from the user and help them solve their issues. in contrast with the project development team, which has consistent resources, operation support has non-permanent resources. people there keep changing based on resource availability and needs. because of that, they often have a knowledge-sharing session to transfer tacit knowledge of handling requests from one handler to his successor. however, this sharing of knowledge is not effective. the successor often asked back to the predecessor or even the previous project management team to solve issues. therefore, they need to improve their knowledge-sharing and storing processes. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 183 issn 2580-0981 (online) from the data shown in previous paragraphs, lateness and inefficiency in project development will be the primary business issue in this research. for the operation support team, the focus will be more on efficiency, about how the operation support team reduces the lead time of their ticket response and resolution time. knowledge management itself can give several benefits to the company. a literature survey by (anand & singh, 2011) listed 28 benefits of km in organizations. some of the most researched benefits are how knowledge management encouraged the best decision-making, improved productivity/efficiency, helped the organization increase sales/profits, improved responsiveness, increased speed of innovation, and helped employees in sharing best practices. research by (davenport, de long, & beers, 1998) shows that eight specific factors lead to successful knowledge projects, which are a link to economic performance or industry value, technical and organizational infrastructure, standard and flexible knowledge structure, knowledge-friendly structure, clear purpose, and language, change in motivational practices, multiple channels for knowledge transfer, and senior management support. adopting technologies with digitalization will support several of those factors, especially in the knowledge transfer process. using video calls instead of face-to-face meetings, for example, will broaden the knowledge-sharing channels and increase the speed and efficiency of knowledge-sharing from one person to another. in the digital era, however, the role of km is not focused only on the documentation of past and current knowledge but is divided into two parts, which are operational km as a stabilizer and strategic km as a catalyst (north, maier, & haas, 2018). stabilizer aims for the availability of knowledge at the right time to support employees on an operational basis. contradictory catalyst means that km takes the role of an innovator, which keeps questioning the old learning system and establishes behavior and practices. km also aimed to help organizations develop their dynamic capabilities to organizations to reconfigure, realign, and integrate their core competencies. however, digitalization in knowledge management projects depends on which role they should play during the process. technology helps the continuation and expansion of knowledge management projects but is considered immature in the area of cognitive behavior (mohamed, stankosky, & murray, 2006). it still needs some support from socio-cultural inputs. software, hardware, and other technologies must be in sync with company practices and environments. therefore, the selection of knowledge management tools should be evaluated and matched within the context of the entire company. the objectives of this research for the project development team are divided into three parts. the first objective is to retain the knowledge when projects are handed over from one project manager to another using digitalization so that the knowledge for those projects will stay inside the company with a minimum information gap. the second objective is to enrich existing knowledge by learning from old projects, avoiding past mistakes, and applying best practices in the software development process. last, the company can use knowledge management to innovate itself, so that project managers can see the business and information flow existing across all divisions and propose new business processes or integration based on that knowledge. another objective of this research is intended for an operation support team. there are two primary goals. the first is to know and gather tacit knowledge from operational agents as project documentation in one place so that the following agents can access them easily. the second international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 184 │ issn 2580-0981 (online) objective is to retain knowledge from previous agents and people related to projects. therefore, it can be used to solve recurring issues and investigate how to solve new ones. literature review knowledge management definition knowledge management (km) has several definitions. concluding from (barth, 2000), (bergeron, 2003), (milton, 2009), and (koenig, 2018), the common similarity in knowledge management is managing data and information to give value and competitive advantages to the organization. it involves how information is collected, shared, then used to increase individual and organizational capabilities. before planning a km program, it will be great to know about types of knowledge first. in his research, tjakraatmadja (2021) stated that there are two types of human knowledge, which are tacit and explicit knowledge. tacit knowledge is knowledge in concept mode that uses theories and experiences as its media. explicit knowledge is knowledge in the form of skill and cognitive elements, which are expressed in the form of systems, rules, and working procedures. both tacit and explicit knowledge can be created and converted depending on their usage in real life. nonaka, toyama, & konn (2000) pictured the process of knowledge creation based on the conversion of tacit and explicit knowledge in a spiral model, widely known as the seci matrix, as in figure 1 below. seci stands for socialization, externalisation, combination, and internalization. through socialization, a person can share his tacit knowledge with another. in an organization, spending time together with employees, sharing sessions from seniors to their juniors, and company engagement are examples of socialization. externalisation is where tacit knowledge is changed into explicit, making it a basis of new knowledge. the combination is the process of gathering existing explicit knowledge from inside or outside the organization to form a new one that will be more complex and systematic. it also includes the process of breaking down explicit knowledge into smaller ones. internalization is often known as ‘learning by doing’, which happens when people read an organization’s explicit knowledge and form new tacit knowledge for themselves. (source: nonaka, toyama, & konno, 2000) figure 1. seci model international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 185 issn 2580-0981 (online) digitalization’s impact on knowledge management digitalization is one of the popular terms nowadays when technology improves more and more each day. research by (parviainen, tihinen, kääriäinen, & teppola, 2017) defined digitalization or digital transformation as changes in ways of working, roles, and business offerings caused by the adoption of digital technologies in an organization or the operating environment of the organization. different from parviainen, bloomberg (2018) said that digitalization did not have a single clear definition. he used several definitions and concluded that digitalization is how technologies affect several aspects of life, like social interactions, business operations, and people’s work. it supports process efficiency and improves data transparency which will benefit the company. three different perspectives that identify the impact and goals of digitalization in an organization are internal efficiencies, external opportunities, and disruptive change (parviainen, tihinen, kääriäinen, & teppola, 2017). table 1 lists several examples of digitalization in knowledge management and its impacts on several companies and industries. in this research, digitalization will focus more on internal efficiencies and aims for improvement in the project development process. by changing manual processes, digitalization is hoped to bring improvement in business process efficiency, quality, consistency, and accuracy. with digital and analog integration, organizations can also get faster real-time data and forecast their growth in the bigger picture. research from (liao, fei, & chen, 2007) concludes that knowledge sharing has a positive effect on absorptive capacity. the term absorptive capacity itself is the ability to recognize the value of new information, assimilate it, and apply it to commercial ends (cohen & levinthal, 1990). frequent knowledge sharing between employees will benefit the organization's innovation capability. aligning this research with digitalization, digitalization improved the knowledgesharing processes within the organization. for example, posting information on enterprise social networks will reach a wider audience at a faster speed rather than spreading it to others one by one by phone. since knowledge sharing is done more frequently due to digitalization, the absorptive capacity also improved and hopefully will lead to the company’s growth. table 1. knowledge management digitalization example in several companies company name industry goals digital tools used in km impacts southwest airlines (bloomfire, 2022) travel and leisure  internal efficiency  customer insights portal  operation efficiency kiron project at nucleode srl (dal mas, piccolo, edvinsson, skrap, & d'auria, 2020) healthcare  internal efficiency  external opportunities  mixed/augmented reality and cloud computing as a repository and sharing portal  resources efficiency  better planning  more accurate surgery costar at 7 uk engineering companies (sung, ritchie, lim, liu, & kosmadoudi, 2012) engineering  internal efficiency  automatic knowledge capture using the vr platform (costar)  improve lead time in capturing knowledge  improve knowledge value by changing the format from written to video clips international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 186 │ issn 2580-0981 (online) company name industry goals digital tools used in km impacts us government response to haiti earthquake (yates & paquette, 2011) emergency management  internal efficiency  disruptive changes  knowledge transfer, translation, and transformation (3t) using social media  collaborative tools for knowledge sharing  increased knowledge reuse  leadtime reduction in transferring knowledge  find old documents and information faster taylor woodrow (coakes, bradburn, & blake, 2005) housing and development  internal efficiency  global knowledge repository by adding extranets  helpdesk and information center  increased efficiency  global availability  cost reduction  leadtime reduction  productivity improvement development of knowcom for european dies and molds smes (bayer, enparantza, maier, obermair, & schmiedinger, 2005) dies and molds smes  internal efficiency  disruptive changes  decentralized knowledge management system for industry targeted results:  cost reduction  reduce individual knowledge gap  tackle the old centralized knowledge management system however, (liao, fei, & chen, 2007) also said that knowledge shared by employees could not be taken as is, as it might be just an opinion or thought with no solid base. therefore, it should be monitored and reprocessed to make use of that knowledge for the organization. apo km assessment tools asian productivity organization (apo) is an intergovernmental organization created in 1961 to increase productivity in asia-pacific through mutual cooperation. as on their website, their mission is to contribute to the sustainable socioeconomic development of asia and the pacific by enhancing productivity (asian productivity organization, 2021). their goals include sustained productivity growth, a robust innovation ecosystem, inclusive engagement, and shared prosperity across countries in their region. in 2021, apo had 21 countries as its member, which are bangladesh, malaysia, cambodia, mongolia, the republic of china, nepal, fiji, pakistan, hong kong, philippines, india, singapore, indonesia, sri lanka, the islamic republic of iran, thailand, japan, turkey, republic of korea, vietnam, and lao pdr. apo km assessment tools is a set of questions developed by apo to help organizations assess their readiness for knowledge management by knowing its strength and weakness. it consists of 42 questions, divided into seven categories based on the apo km framework (young, 2020), which are km leadership, process, people, technology, knowledge process, learning and innovation, and km outcomes. the first category is km leadership, which evaluates the organization’s leadership capacity while responding to the challenges of a knowledge-based economy. km leadership is assessed in terms of km policies and strategies in place in the organization. leadership capacity is also assessed in terms of the organization’s efforts to initiate, guide, and sustain km practices in the organization. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 187 issn 2580-0981 (online) the second, third, and fourth categories are process, people, and technology. questions in the process category aimed to assess the use of knowledge in managing, implementing and improving the organization's key work processes. they also assess the extent to which the organization continually evaluates and improves its work processes to achieve better performance. continuing process category, the people category aims to assess the organization’s ability to create and sustain an organizational knowledge-driven and learning culture. the organization’s efforts to encourage knowledge sharing and collaboration among its employees are evaluated, including the development of employees as knowledge workers. after that, the fourth category, technology, review the organization’s ability to develop and deliver knowledge-based solutions such as collaborative tools and content management systems used in the process by the people. it assesses the reliability and accessibility of existing knowledge management tools the company uses. the fifth category is knowledge processes. questions in this category evaluate the organization's ability to identify, create, store, share, and apply knowledge systematically. the assessment focused on how the company minimizes work duplication by including the sharing of best practices and lessons learned in the working process. the sixth category focused on learning and innovation. it determines the organization’s ability to encourage, support, and strengthen learning and innovation via systematic knowledge processes. this category also assesses management’s efforts to embed values of learning and innovation and provide incentives for the sharing-knowledge process. the last category, km outcomes, measures the organization’s ability to enhance value to customers and citizens through new and improved products and services. it evaluates the organization’s ability to increase productivity, quality, profitability, and sustainable growth through the effective use of resources and as a result of learning and innovation. (source: young, 2020) figure 2. km maturity and readiness level each section in apo km assessment tools consists of six questions that can be rated from 1 (doing very poorly or nothing at all), 2 (doing poorly), 3 (doing adequately), 4 (doing well), and 5 (doing very well). multiplied them all, the possible maximum score is 210 points, with a maximum of 30 points for each category. the scores were then mapped into five level of maturity levels, as in figure 2, which shows the use of km in the company. if the score is in the range of 42-83, then the company’s maturity level is in level 1, reaction level. it means that the organization has not international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 188 │ issn 2580-0981 (online) implemented km yet. it does not seem aware of km and its importance in enhancing productivity and competitiveness. a score of 84-125 means that the company is in level 2, initiation level. at this level, the organization already knows what km is and begins to recognize the need to manage knowledge in the company. it is also possible that the company may already initiate a pilot km project. level 3, expansion level, is where km is already fully implemented and deployed. at this level, the km implementation and use are already stable, and the company begins to look for new ways to expand and improve its km. the fourth level, refinement, is in the range of 147-188. at this level, the implementation of km is continually evaluated for continuous improvement. the last stage is level 5, maturity, where the company reaches 189-210 in the score. as the last stage, km in the company is considered mature because it is already fully mainstreamed within the organization. by knowing its readiness level, the company can develop a strategy to close the gap and seek opportunities to improve itself. research method the flow diagram in figure 3 illustrates the research methodology for this research. it starts with defining business issues. then, the next step is to gather the primary and secondary data needed. primary data is obtained from three steps. at first, km readiness at pt snack sehat will be assessed using apo km assessment tools. after the result is collected, the second step, focus group discussion (fgd), will be held separately between the project development and operation team. the manager of the sw department and the leaders of the team will participate in the fgd. the purpose of this fgd is to convey the current situation of knowledge management to the leaders of the team and discuss the gap in the score. during fgd, the last step, root cause analysis, is also being done to summarize the root cause to find the main issue causing inefficiency in the current project development and operation support process. the result of the root cause analysis will then be used as the basis of analysis to define the knowledge management process that fits with pt snack sehat. internal documents such as procedures, reports, and documentation from pt snack sehat are the first source of secondary data for this research. another source comes from literature reviews from journals and books focused on knowledge management, digitalization, project development, operational support, and project efficiency. these secondary data will be used to provide supporting theories in the analysis and formulation of knowledge management solutions. after gathering data, the next step of the research is business issue analysis to find the solution. it starts with a knowledge management development process based on the six steps of km processes (tjakraatmadja, 2021). the steps are km project, km assessment, km planning, kdevelopment, km implementation, and km evaluation. the first step, km project, is done to determine the scope of this research, which is the km program in the project development and operation support team in pt snack sehat. in this step, first, knowledge management components (people, process, and technology) have been determined by gathering secondary data from internal documents, such as the list of employees in the project development and operational support team, project development and operational support procedures, and list of used tools during project management and operational support process. after determining the scope of the research, the second and third steps, which are km assessment and km planning, are done alongside each other by assessing km readiness using apo international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 189 issn 2580-0981 (online) km assessment tools to all people in project development and operation management team and doing a focus group discussion to determine the root cause of inefficient project development and operation support process based on assessment results. in this part, literature reviews from books and journals related to knowledge management benefits, project management, digitalization, and software development efficiency are being used to define steps of the assessment process and help participants of the discussion to know more about the topic and do the brainstorming effectively. figure 3. research methodology after concluding the root causes, the km development process will be continued to the fourth step, k-development. the analysis includes combining primary and secondary data from the literature review and internal documents and designing processes that fit the existing condition of business issue business solution and km implementation plan conclusion and recommendation primary data km readiness (apo km assessment tools) knowledge creation process (focus group discussion) root cause analysis (fishbone diagram) business issue analysis km process km project km assessment km planning km implementation km evaluation k-development secondary data internal document literature review international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 190 │ issn 2580-0981 (online) pt snack sehat or need to be initiated to increase the efficiency of project development and operational support process. besides the document analysis, the development also includes internal discussion to define the objectives of the km program, answer questions related to the knowledge management components (people, process, and technology), determine the knowledge management strategy based on km objectives, and set the action plan to get ten commitments from top-level management (garfield, 2016). the outputs of k-development are several recommendations to improve the current knowledge management system of pt snack sehat by adding several processes and methods using digitalization. in this research, however, the fifth and sixth steps, km implementation and km evaluation, will not be included. the implementation and evaluation plan will be discussed and used internally. findings and discussion the apo km assessment tools (young, 2020) is conducted among all people in the software department, which consists of 18 people from project development and operation support team with various roles, as in table 2 and table 3. for project management, everyone in the project development team will answer the apo questions. these people consist of twelve people in total, including the manager of the software department, 4 (four) business function leads, and 7 (seven) business analysts and project managers. for operational management, the apo questions will be spread to everyone in the operation support team, a total of 5 (five) people, which consists of the manager of the sw department, the operation lead, and 3 (three) operation team members. table 2. people from the project development team project development team hierarchical role initial working time in pt snack sehat number of people software department manager – top-level manager mrs. i 14 years and became manager for eight years 1 business function lead (bfl) – middle-level manager mrs. e 12 years 4 mr. g four years, became bfl for two years mr. h four years, became bfl for two years mrs. j two years and four months became bfl for two years business analyst / project manager mr. a two years and seven months 8 mr. ak two years mr. b two years and eight months mrs. m two years and eight months mr. n two years and seven months mrs. r three years and three months mrs. s two years and eight months mr. v two years international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 191 issn 2580-0981 (online) table 3. people from the operation support team operation support team hierarchical role initial working time in pt snack sehat number of people software department manager – toplevel manager mrs. i 14 years and became manager for eight years 1 operation lead – middle-level manager mrs. d nine years 1 operation team (agent) mrs. k 17 years 3 mr. r three years and nine months mr. w three years and eight months the respondents will be given all 42 questions as listed in 0. they will give a rate from 1-5 for each question. then, the results will be grouped based on their hierarchical levels, which are implementers (consisting of business analysts, project managers, and operational agents), middlelevel managers (consisting of business function and operational lead), and top-level managers (software department manager). the score and gaps among all roles in each category will then be discussed in a focus group discussion (fgd) with the manager and lead only as the decision-makers. in that fgd, the root cause analysis will also be conducted. table 4 summarizes the result from the assessment of the project development team, which shows that all the total scores from each role have already reached the refinement level. at this level, km is already implemented during project development and should be evaluated and improved continuously. the next step should focus more on aligning km with processes used in the organization. therefore, the solution of km in pt snack sehat will not be building the km program from the start but focused more on improving and using effective km processes during the project development process. in the project development team, the lowest three average scores started from the smallest are km leadership, km outcomes, and people. in table 4, although people and km outcomes have the lowest score, the gap between each role is not so far between the top and middle-level managers (bfl and manager). however, from the implementer's perspective, the scores are higher than the others. as discussed in fgd, the reason for this gap is the unaligned expectations from managers to implementers. implementers felt that they already provide complete documents to be used. on the other hand, managers could not make full use of the information in the document provided by implementers. table 4. apo km assessment tools result for project development team category average ba/pm average bfl manager avg all 1 km leadership 23.43 19.00 16.00 19.48 2 process 23.71 24.00 23.00 23.57 3 people 23.00 21.50 21.00 21.83 4 technology 27.86 23.75 26.00 25.87 5 knowledge processes 23.86 22.00 23.00 22.95 6 learning and innovation 23.86 22.75 24.00 23.54 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 192 │ issn 2580-0981 (online) category average ba/pm average bfl manager avg all 7 km outcomes 23.00 21.00 20.00 21.33 total scores 168.71 154.00 153.00 158.57 refinement refinement refinement refinement for the operation support team, table 5 summarizes the result of the apo km assessment. as in table 5, the knowledge processes category has the lowest average score, with 19.56 out of 30. since the gap is relatively small in each role, all operation and support teams agreed that this category is one of their weaknesses. however, the total score is quite different from each level. agents’ and managers' scores showed that km is already reaching the refinement level. on the other hand, the operational lead gives a total score of 144.00, which puts the maturity level as expansion, where km has just been implemented in the department. this gap happens because the operational lead, as a middle-level manager, does most of the km planning and development all by herself so that km is seen as good enough at both the agent and manager levels. table 5. apo km assessment tools result for the operation support team category average agent avg operation lead manager avg all 1 km leadership 23.67 22.00 20.00 21.89 2 process 25.67 21.00 24.00 23.56 3 people 22.33 20.00 23.00 21.78 4 technology 24.67 25.00 27.00 25.56 5 knowledge processes 20.67 19.00 19.00 19.56 6 learning and innovation 22.33 20.00 25.00 22.44 7 km outcomes 23.33 17.00 24.00 21.44 total scores 162.67 144.00 162.00 156.22 refinement expansion refinement refinement as seen in table 5, the highest gap in the operation support team is on km outcomes, with 6.33 points from agents to operation lead and 7 points from operational lead to manager. operational lead put a lower score in km outcomes because although km is done better and better each year, there is still no appropriate measurement to rate how km benefits daily operational work. for the process, the main obstacle is to change people's behavior and encourage them to do the km process as a habit. another problem is aligning the agent's assignment from one application to another. it is hard to track the changes and match agents with the applications they handle. from the km readiness assessment result, the focus group discussion was held to find the root cause of the main business issue, and why project development was late and done inefficiently. based on km assessment above and the focus group discussion, three main root causes for this research are determined. they are low priority in doing km, no validation or assigned people or team to validate captured knowledge and monitor the role and responsibility in km, and no aligned km goal and expectation. the result shows that pt snack sehat already has collected knowledge in one place, but difficult to maintain and update the content of knowledge if changed. these root causes are similar to other companies that have already implemented the km systems and reached international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 193 issn 2580-0981 (online) refinement level. for example, the second root cause, no validation to validate and monitor roles and responsibilities, is similar to the problem in the research from a company named jurnal.id (pramudita & ghazali, 2019), when they faced no proper standard for documentation and archiving. the third root cause, no aligned km goals or expectations, is also similar to one of their issue about unclear kpi measurement and its evaluation in jurnal.id’s current km system. in similar research with pt xyz by (baskara, kurniawati, & athari, 2021), the km in the company itself has already reached the refinement level. although employees there have gathered knowledge in the form of documentation, there are still some issues regarding how to increase employees’ responsibility in km to maintain their tacit knowledge from resigned employees. the knowledge management program for pt snack sehat is designed based on the six steps of km processes (tjakraatmadja, 2021), which include km project, km assessment, km planning, k-development, km implementation, and km evaluation. the development steps will include defining the objectives of the km program, answering questions related to the knowledge management components (people, process, and technology), determining the knowledge management strategy based on km objectives, and setting the action plan to get ten commitments from top-level management (garfield, 2016). based on km assessment, the average score of pt snack sehat has reached the refinement level. it means that the company already has proper knowledge management. the company should focus on evaluating and improving its km program. to enhance the current knowledge management system in pt snack sehat, there are several additional processes as recommendations to be added, which are km orientation training, shadowing, sharing knowledge checklist, lesson learned document, document validation, and document organization. as in the assessment result, the lowest scores for project development team are in km leadership, km outcomes, and people categories. for operation support team, the lowest scores are in knowledge process, km outcomes, and people categories. table 6 shows these additional processes and their relations to improve the lowest score categories in both teams. table 6. additional processes added to improve lowest score categories additional process added will improve project development team operation support team 1 km orientation training km leadership, people people, knowledge process 2 shadowing km leadership, people people, knowledge process 3 sharing knowledge people, km outcomes knowledge process, km outcomes 4 lesson learned document people people, knowledge process 5 document validation people, km outcomes people, km outcomes 6 document organization people, km outcomes people, knowledge process, km outcomes as the result of this research, figure 4 illustrates the complete km stock and flow diagram for pt snack sehat. it consists of the project development and operation support process, people involved, and tools used in the current km process, divided into seci matrix. additional km processes for pt snack sehat are highlighted in blue. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 194 │ issn 2580-0981 (online) figure 4. km stock and flow for project and operation management in pt snack sehat during this research, the apo km assessment tool is used in three hierarchical roles, which are implementers (business analyst/project manager/operation agents), middle-level managers (business function lead and operation lead), and top-level managers (software department manager). in each of those roles, the maturity levels are already reached the refinement level. however, the standard quality of the refinement level is different for each level. an example of this problem is in questions 25 and 27 in category 5.0: knowledge processes. question 25 asked if the organization has systematic processes for identifying, creating, storing, sharing, and applying knowledge. clearly, the organization has already had those km processes. however, the refinement level answered by the implementer and top-level manager has different qualities and standards for each process. question 27 asked if knowledge accrued from completed tasks or projects is documented and shared. again, from the implementer’s perspective, documented and shared means creating detailed documents and saving them in a shared folder. in top-level management, documented means that the documentation should be ready to use as a project report. however, the top-level manager still gives a refinement score because the middle-level manager mostly did international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 195 issn 2580-0981 (online) the alignment. so, although the apo km assessment tool is dependable at the macro level, it is not practical to be used at the micro level because it cannot align each maturity level standard for different hierarchical roles. another finding from this research is how knowledge management is related strongly to the business process of the organization. km standardization should be followed by business process standardization. in this research, instead of adding the km process only, the current project development process should be aligned with the km process implementation. every milestone in each project development phase should reach the same level of standardization and quality for every hierarchical role, starting from the implementer, middle-level manager, and top-level manager. therefore, it is also recommended to audit and recheck the current project development phase before implementing the km process, whether it needs to be restructured or not. conclusion and recommendation in this research, the main business issues are lateness and inefficiency during project development. for the operation support team, efficiency is also an issue, especially about how they keep their knowledge and use it to reduce the lead time of their ticket response and resolution time. therefore, this research is conducted to implement digitalization in project development dan operational support to increase their efficiency during their work. during this research, km readiness assessment and focus group discussion is conducted to find the root causes of the late and inefficient project development process in pt snack sehat. the findings are low priority in doing km in both implementer and managers, no one validate captured knowledge and monitor the role and responsibility in the team, and no aligned km goal and expectation. based on km assessment, the average score of pt snack sehat has reached the refinement level. this means the company already has proper knowledge management. the company should focus on evaluating and improving its km program. by using the six steps of km processes (tjakraatmadja, 2021), the company can review the km practices in its business process and put several km tools and processes in addition to the current km system. in pt snack sehat, to enhance the current knowledge management system, there are several additional processes as recommendations to be added, which are: 1. km orientation training 2. shadowing 3. sharing knowledge checklist 4. lesson learned document 5. document validation 6. document organization for pt snack sehat, the recommendation is to review the current business processes in project development and operational support. the current processes, roles, and responsibilities should be aligned along with km process implementation. therefore, it is also recommended to audit and recheck the current project development phase before implementing the km process, whether it needs to be restructured or not. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 196 │ issn 2580-0981 (online) limitations & further research this research is done in the it division of pt snack sehat. so, the research and result also may not be suitable and applicable to project management in other companies due to different environments and conditions. from all three km components, this research focused more on improvement and efficiency in the process and people side, especially about validation and aligning km goals and expectations to all project development teams. although additional processes are added, some policies still need to be defined to make sure this process aligned will play all roles in the project development process. there are also many things to be explored further from the people component, such as choosing people as the validator, converting the km process to become a habit during daily work, or motivating employees by giving rewards. for the technology component, one of the issues in the company is a limitation of access for different roles. therefore, further research about enabling km access for everyone without breaking the company's rules needs to be analyzed. in addition, choosing technology components that will match the company's sociocultural environment also need to be evaluated further. during this research, the apo km assessment tool is used in three hierarchical roles, which are implementer (business analyst/project manager/operation agents), middle-level manager (business function lead and operation lead), and top-level manager (software department manager). in each of those roles, the maturity levels have already reached the refinement level. however, the standard quality of the refinement level is different for each level. an example of this problem is in questions 25 and 27 in category 5.0: knowledge processes. question 25 asked if the organization has systematic processes for identifying, creating, storing, sharing, and applying knowledge. clearly, the company has already had those km processes. however, the refinement level answered by the implementer and top-level manager has different qualities and standards for each process. question 27 asked if knowledge accrued from completed tasks or projects is documented and shared. again, from the implementer's perspective, documented and shared means creating detailed documents and saving them in a shared folder. in top-level management, documented means that the documentation should be ready to use as a project report. however, the top-level manager still gives refinement scores because the middle-level manager mostly did the alignment. so, although the apo km assessment tool is dependable at a macro level, it is not practical to be used at a micro level because it cannot align each maturity level standard for different hierarchical roles. for further research, 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(2012). the automated generation of engineering knowledge using a digital engineering tool: an industrial evaluation case study. international journal of innovation and technology management, 9 no.6. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 198 │ issn 2580-0981 (online) tjakraatmadja, j. h. (2021). km readiness assessment [powerpoint slides]. school of business and management, institut teknologi bandung. tjakraatmadja, j. h. (2021, march). knowledge driven enterprise 3.0 [powerpoint slides]. school of business and management, institut teknologi bandung. yates, d., & paquette, s. (2011). emergency knowledge management and social media technologies: a case study of the 2010 haitian earthquake. international journal of information management, 31(1), 6-13. young, r. (2020). knowledge management: tools and techniques manual. tokyo, japan: asian productivity organization. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja │ 199 issn 2580-0981 (online) appendix a. questions in apo km assessment tools cat 1.0: km leadership 1. the organization has a shared knowledge vision and strategy strongly linked to the organization's vision, mission, and goals. 2. organizational arrangements have been undertaken to formalize km initiatives (i.e., central coordinating unit for knowledge/information management, chief knowledge/information officer, ict team, quality improvement teams/ communities of practice, knowledge networks). 3. financial resources are allocated for km initiatives. 4. the organization has a policy for safeguarding knowledge (i.e., copyrights, patents, km, and knowledge security policy). 5. managers role-model the values of knowledge sharing and collaborative working. they spend more time disseminating information to their staff and facilitating the horizontal flow of information between their staff and with staff of other departments/divisions/units. 6. management promotes, recognizes, and rewards performance improvement, organizational and employee learning, sharing of knowledge, and, knowledge creation and innovation. cat 2.0: process 7. the organization determines its core competencies (strategically important capabilities that provide a competitive advantage) and aligns it to their mission and strategic goals. 8. the organization designs its work systems and key processes to create value to customers and achieve performance excellence. 9. new technology, knowledge shared in the organization, flexibility, efficiency, and effectiveness are factored into the design of processes. 10. the organization has an organized system for managing crisis situations or unforeseen events that ensures uninterrupted operations, prevention, and recovery. 11. the organization implements and manages its key work processes to ensure that customer requirements are met and business results are sustained. 12. the organization continually evaluates and improves its work processes to achieve better performance, to reduce variations, to improve products and services, and to be updated with the latest in business trends, developments, and directions. cat 3.0: people 13. the organization's education, training, and career development program build employee knowledge, skills, and capabilities, support achievement of overall objectives, and contribute to high performance. 14. the organization has a systematic induction process for new staff that includes familiarity with km and its benefits, the km system, and tools. 15. the organization has formal mentoring, coaching, and tutoring processes. 16. the organization has a database of staff competencies. 17. knowledge sharing and collaboration are actively encouraged and rewarded/corrected. 18. employees are organized into small teams/groups (i.e., quality circles, work improvement teams, crossfunctional teams, communities of practice) to respond to workplace problems/concerns. cat 4.0: technology 19. management has established an it infrastructure (i.e., internet, intranet, and website) and has developed capabilities to facilitate effective km. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (2), 181200 digitalization in knowledge management systems for project and operational management in software development to increase efficiency fransisca cahyono, jann hidajat tjakraatmadja 200 │ issn 2580-0981 (online) 20. the it infrastructure is aligned with the organization's km strategy. 21. everyone has access to a computer. 22. everyone has access to the internet/intranet and an email address. 23. information delivered in the website/intranet is updated on a regular basis. 24. intranet (or similar network) is used as a major source of organization-wide communication to support knowledge transfer or information sharing. cat 5.0: knowledge processes 25. the organization has systematic processes for identifying, creating, storing, sharing, and applying knowledge. 26. the organization maintains a knowledge inventory that identifies and locates knowledge assets or resources throughout the organization. 27. knowledge accrued from completed tasks or projects are documented and shared. 28. critical knowledge from employees leaving the organization is retained. 29. the organization shares best practices and lessons learned across the organization so that there is no constant re-inventing of the wheel and work duplications. 30. benchmarking activities are conducted inside and outside the organization, the results of which are used to improve organizational performance and create new knowledge. cat 6.0: learning and innovation 31. the organization articulates and continually reinforces the values of learning and innovation. 32. the organization regards risk taking or committing mistakes as learning opportunities, so long as they are not performed repeatedly. 33. cross-functional teams are organized to tackle problems/concerns that cut across the different units in the organization. 34. people feel empowered and that their ideas and contributions are generally valued by the organization. 35. management is willing to try new tools and methods. 36. individuals are given incentives to work together and share information. cat 7.0: km outcomes 37. the organization has a history (and maintains measures) of successfully implementing km and other change initiatives. 38. measures are in place for assessing the impact of knowledge contributions and initiatives. 39. the organization has achieved higher productivity through reduced cycle time, bigger cost savings, enhanced effectiveness, more efficient use of resources (including knowledge), improved decision-making, and increased speed of innovation. 40. the organization has increased its profitability as a result of productivity, quality, and customer satisfaction improvements. 41. the organization has improved the quality of its products and/or services as a result of applying knowledge to improve business processes or customer relationships. 42. the organization has sustained growth as a result of higher productivity, increased profitability, and better quality product and services. microsoft word 913-article text-4419-1-15-20220612 rev available online at: http://journals.researchsynergypress.com/index.php/ijmesh international journal of management, entrepreneurship, social science and humanities (ijmesh) issn 2580-0981 (online) volume 5 number 1 (2022): 96-115 corresponding author muhammad_abbas@sbm-itb.ac.id doi: https://doi.org/10.31098/ijmesh.v5i1.913 research synergy foundation proposed business strategy for sangun laundry muhammad satria akbar abbas1, mohamad toha2 1 institut teknologi bandung, indonesia 2 institut teknologi bandung, indonesia abstract with underutilized operational capacity. sangun laundry competed in the underserved laundry service market of delatinos residential area, south tangerang. this study aimed to analyze the business environment and formulate a new business strategy that enables sangun laundry to transcend in the laundry service market with current capacity. the external environment was studied using pestel framework and porter’s five forces from relevant literature. qualitative interview of five customers resulted to eight buying criteria, which were compared pairwise by 105 respondents. the responses were analyzed quantitatively and classified using ahp, hierarchical clustering, and k-means algorithm. competitors were examined using insights from qualitative interview with the owner, who also provided data for internal analysis with value chain analysis, business model canvas, vrio analysis, and performance analysis. the two environments were harmonized in swot analysis as the basis of strategy formulation, which utilized generic strategy, diamond strategy, and a new business model. the result showed sangun laundry’s operational excellence and its need for improving communication. although sangun laundry excelled in costefficiency and quality, underutilized operational capacity and lack of branding hindered progress. rising purchasing power and jakarta suburbanization hinted higher future demand, but threats came from tight rivalry and laundry appliance innovations. sangun laundry should apply differentiation strategy where pick-up delivery and helpful communication become the value propositions, and serve the customer segment dominated by workers aged 36-55. a customer service staff, who would operate a crm software, was a required vehicle for improving communication, which would boost brand perception and customer’s sharing intention. keywords: laundry service; customer segment; diamond strategy; customer service this is an open access article under the cc-by-nc license. introduction sangun laundry is a laundry service provider (lsp) founded in january 2020 by abdul haris (pak haris) and located in delatinos residential area, south tangerang. catering to the people’s basic needs for clean clothes, demand for laundry service persists even during a crisis and hence becomes a financially sustainable business (justitia et al., 2021). however, surviving through a crisis requires entrepeneurial knowledge and strategic agility of small-to-medium enterprise owners to bear innovations (irawan, 2020). sangun laundry proved this by thriving during the covid-19 pandemic due its drastic changes in its operational and promotional measures. as of january 2022, sangun laundry served about 40 different customers in delatinos residential area. with two washing machines and two employees at the ironing station, the operation was able to wash and iron up to 120 kg of combined laundry per day. since august 2021, the trend of monthly orders stayed at an average of 38 kg of laundry per day. the total addressable market of delatinos residential area was still large with approximately 1800 total families with only three other nearby competing lsps. however, sangun laundry has not yet maximized its operational capacity to serve such potential market pool. the current customer base has not grown due to lack of customer acquisition efforts. despite having strong customers’ trust, sangun laundry acquired only few new customers, especially from recommendation. it has not brushed up on its service sufficiently to induce customers’ recommendation as competing current customers’ orders was international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 97 highly prioritized. sangun laundry would like to discover how to thrive in the competition and expand its market share in the laundry service market in delatinos residential area. one study examined the business strategy of shoe laundry business by using swot matrix and quantitative strategic planning matrix (qspm)(wicaksono, baga and novianti, 2021). another one also studied the business strategy of laundry service business using swot while utilizing business model canvas in the strategy formulation (sutrisno, 2017). no study has comprehensively analyzed the business environment, especially the customer, prior to formulating a business strategy. this study would like to the business environment of sangun laundry that includes the internal and external environment was analyzed using relevant frameworks that will also include the customers. then, a new business-level stategy, which covered about how sangun laundry competes in the delatinos residential area, was formulated. therefore, the following questions were raised and explored: 1. how is the internal and external environment of laundry service business? 2. what are the new business strategy and the suitable business model for sangun laundry to thrive in the laundry service business of delatinos residential area? literature review the external environment of sangun laundry comprises factors that influence the potential to achieve sustained competitive advantage and consist of the general environment, industry, and strategic group (rothaermel, 2021). these factors will be analyzed using pestel (politicaleconomic-sociocultural-technological-ecological-legal) analysis, porter’s five forces, and competitor analysis. government bodies can impact an entire industry at once by applying both political pressure and legal sanctions, resulting from a political will. macroeconomic factors, changes and variation in societal factors, adoption of new technology, ecological issues may have some implications for firms’ strategies. porter’s five forces highlights profit potential of the industry and a broad view of the competition landscape (porter, 2008). the model acknowledges that existing competition, buyers, suppliers, substitutes, and new entrants define the firm performance. the profit potential is the function of the five forces shaping the competition: the bargaining power of suppliers, the bargaining power of buyers, the threat of substitutes, the threat of new entrants, and rivalry. the internal environment of sangun laundry is analyzed using value chain analysis while the competitive advantage of the lsp will be explored using resource-based view analysis and valuablerare-inimitable-organized (vrio) analysis, before discussing their current business model. the value chain displays the total value, that is the amount the buyer pays for what the firm creates through value activities (porter, 1985). each activity employs purchased inputs, human resources, and technology to perform while also consuming and creating information. there are two types of value activities: primary activities and support activities. the former involves the physical creation of products while the latter helps provide the necessary resources. the difference between the cost of activities and the customers’ paid value results in the margin for the firm. while the value chain displays the values that a firm provides to its customer, a business model canvas demonstrates the firms’ way to create, deliver and capture value (osterwalder et al., 2010). it encompasses four areas of business: customer, offer, infrastructure, and financial viability. they are further divided into nine building blocks, comprising key partners, key activities, key resources, value proposition, customer relationships, channel, customer segment, cost structure, and revenue stream. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 98 the resource-based view model identifies that the core competencies of a firm and resources involved in value activities contribute to the firm’s sustained competitive advantages (barney, 1991). the model makes two assumptions. firstly, resource heterogeneity assumes that resources across different firms are bundled and different from each other. secondly, resource immobility describes that resources do not move easily among firms. if a resource or capability exhibits valuability, rarity, inimitability, and organization (vrio), then it enables the firm to sustain a competitive advantage. a valuable resource or capability increases the firm’s value creation or the customers’ perceived value of its product or service. if only one or few firms possess a particular resource, the resource can be considered rare. path dependence, social complexity, or causal ambiguity indicates inimitability. finally, an effective organization and coordination system enable a firm to capture the value and bear a sustainable competitive advantage. the external and internal analysis combines into situational analysis which enables to determinea firm’s superior capabilities and resources and identify external opportunities that are not yet capitalized on due to inadequate resources (wheelen and hunger, 2012). the situational analysis uses the swot framework, which stands for strength, weaknesses, opportunities, and threats. the situational analysis then becomes the basis of strategy formulation. sangun laundry has to decide first on the generic strategy whose types have their different requirement and advantages (porter, 1980). cost leadership strategy requires heavy capital investment in upscaling measures and product design to drive costs down. firms pursuing this strategy provide an entry barrier in the form of cost advantages and economies of scale, while dampening the impact of input cost raise. differentiation strategy requires extensive research and development, high-quality materials, and intensive customer care. exclusivity and uniqueness provide make customers loyal and willing to pay high prices while reducing the number of comparable alternatives and creating high barrier to entry. differentiating firms enjoy from having financial flexibility to handle the power of suppliers. focused firms are required to better fulfill the needs of the particular strategic target or provide a more efficient alternative than those that target broadly. next, the business-level strategy of sangun laundry is formulated using the diamond strategy, which breaks down a strategy of a firm into five elements: arena, differentiator, vehicles, staging, and economic logic (hambrick and fredrickson, 2001). arena defines where a firm will be active. differentiation describes how the firm will win the market segment it targets. firm leaders decide on what will be deployed to get customers and gain revenues. then, a vehicle becomes the means to achieving the differentiation. the sequence and speed of the strategic initiatives are explained in the staging. finally, how the strategy will generate profits for the firm is centralized around economic logic. research method this research followed the research flow chart shown in figure 1. the problem faced by sangun laundry was stated in the introduction. then, research questions and objectives helped direct the end goal of the research. primary data in this study included interviews with pak haris as the owner of sangun laundry, customer interviews and surveys, and undisclosed financial recordings of sangun laundry. secondary data came from relevant pieces of literature and marketing content of sangun laundry, especially for pestel analysis. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 99 internal analys is value chain analysis busi ness model canvas vrio framework performance analys is external analysis pes tel analys is porter’s five forces cluster analys is competitor analys is swot analys is endstart bu siness issue problem statement research question & objective data col lection primary data secondary data strategy formulation generic business stra tegy diamond strategy new business model canvas figure 1. research flow diagram qualitative interviews were conducted to gather essential information for internal and external analysis. as the owner of sangun laundry, pak haris was inquired about the laundry service’s daily operation and the current situation of the laundry service business, which were analyzed using value chain analysis, business model canvas, vrio framework, porter’s five forces, performance analysis, and competitor analysis. five customers of sangun laundry were interviewed qualitatively about their buying criteria. variables gathered from the customer qualitative interview were further surveyed in a questionnaire for quantitative data collection. the number of respondents for quantitative survey was calculated using simplified sample size formula (yamane, 1967). it was estimated that the total available market or the population size is 1800. a 90% confidence level and p = .1 were assumed in the equation because it is sufficient to be used in both survey data and usability benchmarks for many industry contexts (sauro and lewis, 2016). a minimum of 95 respondents was needed for quantitative data collection. the survey was answered by 105 respondents who were customers or potential customers located in delatinos residential area and surrounding areas in bsd, south tangerang from 1 april 2022 to 14 april 2022. their responses were then analyzed using cluster analysis to map out the potential cluster of customer pool that can be targeted by sangun laundry. involving multiple criteria with some intangible ones, the customer buying decisions were examined using analytic hierarchy process (ahp) (saaty, 2008). in this study, the goal of ahp was to determine the customer’s weight of decision criteria to purchase a laundry service. the weight of buying decision of each respondent were further classified using cluster analysis, which involves a two-step process. first, the number of clusters was determined using agglomerative hierarchical clustering technique in an agglomerative manner with ward’s method in which each respondent data point is considered a cluster which then merges with another similar one forming pair of clusters successively until a hierarchy is formed, based on the smallest increase in the within cluster sum of squares (govender and sivakumar, 2020). the result of this technique was the dendrogram where cutting the hierarchy of clusters at a certain level result in the desired number of cluster. then, this number became the input of k-means clustering algorithm, that was the k number of randomly assigned initial clustering centers (niu et al., 2021).the distance between each respondent data point and the initial clustering centers was calculated and the data point is assigned to the nearest center. for each object assigned, the clustering centers were recalculated using the existing data points in the clusters. the process reiterated until there was no change in cluster centers. the two cluster analyses resulted to the number of customer cluster and the average weight of buying decision of every cluster, becoming the basis for choosing the targeted customer segment. findings from the internal and external analysis were combined in swot analysis. strengths and weaknesses of sangun laundry were extracted from the internal analysis while opportunities and threats were scrutinized from the external analysis. business-level strategy was formulated using international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 100 generic strategy and diamond strategy. new value proposition and targeted cluster of customer helped form a new business model canvas for sangun laundry. findings and discussion business situation the pestel framework of sangun laundry is shown in figure 2. the indonesian government launched a program to boost the national economy after the covid-19 pandemic by allocating idr 455.62 trillion to help small-to-medium enterprises (smes) (kementerian keuangan republik indonesia, 2022). the program includes credit restructuring, an inclusive funding ratio, and an interest subsidy for people’s enterprise credit (kur). as the pandemic proceeds, the indonesian central bank projected economic growth of 3.2-4.0% in 2021 and 4.7-5.5% in 2022 with gradually recovering consumption and investment amidst well-maintained government spending and exports (bank indonesia, 2022). the covid-19 pandemic had also significantly shifted the behaviors and attitudes of indonesian people due to the adoption of new habits that prevent the spread of infection (kahar et al., 2020). other sociocultural factors factors that require attention is jakarta’s metropolitan suburbanization, which is indicated by residential development in the surrounding area of the city, population redistribution from the urban center to peripheral areas, and decentralization of economic activities (firman and fahmi, 2017). the development of laundry appliances technology favors household consumers as antibacterial features and drying features enable them to wash disinfect their clothes at home (ayu, 2021; nurcahyadi, 2021). one ecological factor is the grey wastewater discharge, which is produced from bathtubs, showers, and washing machines in households and can create extensive eutrophication when discharged into the river water if untreated (wijaya and soedjono, 2018). the other factor include the monsoonal climate of south tangerang, indicated by the peak rainy seasons from december to february (aldrian, 2001). from legal perspective, the formation of a new firm is regulated through regulation of ministry of industry and trade no. 289/mpp/kep/10/2001 regarding standard of granting business license, consisting of firm location license (situ) and business activity license (siup) (dewi, 2021). the government also protects laundry consumers’ rights through law no. 8/1999 regarding consumer protection where customer may receive compensation from quality mishaps (damayanti, megasari and aini, 2020). sangun laundry strategic group industry (laundry service) political government financial support for smes economic post-pandemic purchasing power sociocultural suburbanization health-protocol conscious behavior technological laundry appliance innovations ecological wastewater discharge weather legal business license consumers’ right protection law figure 2. pestel analysis of sangun laundry international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 101 the porter’s five competitive forces of sangun laundry is shown in figure 3. main supplies of lsps are detergent and lpg. in the case of detergent, the suppliers have low bargaining power as detergent for bulk laundry since lsps are price-sensitive and can change to other detergent brands if the price changes even slightly. on the other hand, lpg price is regulated by state-owned enterprise resulting in the high bargaining power of lpg suppliers. despite serving local customers who order in small sizes and tend to be loyal even when there is a price increase, sangun laundry may face challenge from high price elasticity due to low switching cost and cheaper alternative to wash at home, resulting in medium bargaining power of buyers (barkah, 2018). single-piece laundry service requires professional handling of fabric and stains. however, the innovation of laundry appliances allows consumers to wash and disinfect their clothes at home (nurcahyadi, 2021; widyartanti, 2021). this makes the threat of substitute medium. from pak haris’ account, the capital expenditure required to build a small laundry booth, complete with a washing machine, ironing equipment, and dryer machine, is around rp 14 million. the capital expenditure required is relatively cheap and the capability of human resources needed to operate a simple bulk laundry service is not rare, making the threat of new entry high. with a large number of surrounding lsps of the same size and a low barrier of entry, sangun laundry is competing in a monopolistic market (keat, young and erfle, 2013). rivalry among laundry service providers: high (many similar sized competitors) bargaining power of suppliers: detergent: low (price sensitivity) lpg: high (state-owned enterprise) threat of new laundry businesses: high (low capital needed) threat of substitute cleaning services: medium (no special handling of fabrics at home, but technology enables bulk wash at home) bargaining power of laundry customers: medium (many buyers but low switching cost) figure 3. competitive forces of sangun laundry although competing in a monopolistic market structure, sangun laundry has three important lsp competitors: urban laundry, cutrika laundry, and laundry berwarna. competitor analysis will comprise the service offering, prices, promotions, and place of sangun laundry and its direct competitor, as shown in table 1. table 1. competitive analysis of sangun laundry parameter sangun laundry urban laundry cutrika laundry laundry berwarna value proposition professional and hygienic, contactless and free pick-up delivery quick, clean, hygienic service using branded detergents, one-day service using branded detergents and filtered water, oneday service with free pick-up delivery international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 102 parameter sangun laundry urban laundry cutrika laundry laundry berwarna service bulk laundry service, singlepiece laundry service, carpet cleaning bulk laundry service bulk laundry service bulk laundry service and stroller cleaning price of complete bulk laundry service idr 8,000/kg idr 50,000/5kg idr 7,000/kg idr 10,000/kg place pick-up delivery only laundry booth laundry booth laundry booth and pick-up delivery promotion whatsapp whatsapp and instagram whatsapp whatsapp and instagram the qualitative interview of customers resulted in eight buying criteria that can be classified into four main criteria of quality of laundry, timeliness, price affordablity, and the service of staff. quality of laundry has four subcriteria which include quality consistency (clean, odorless, and intact), longlasting fragrance, smooth foldings, and tidy packaging, and tough stain removal. service of the staff consists of pick-up and delivery, and communication about laundry conditions. buying a laundry service basic quality consistency long-lasting fragrance of clean laundry smooth foldings and tidy packaging tough stains removal quality service on-time service pick-up and delivery communication about laundry condition price affordability figure 4. customer buying decision structure the weight of buying decision of each respondent are further analyzed using cluster analysis to classify the respondents into clusters. the hierarchical clustering of the 105 respondents’ average weights results in a dendrogram shown in figure 5. the dendrogram is cut by the orange dashed line at rescaled distance cluster combine of 12 since slight a shift of the line to the right or the left will not change the number of the desired cluster center. therefore, the number of cluster centers that are going to be the input of the k-means cluster is three. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 103 figure 5. dendrogram of 105 survey respondents next, the k-means clustering algorithm is applied to the average weights of the respondents of the survey with the goal number of clusters of three. the average weights of each cluster are shown in table 2. the 105 respondents are divided into cluster 1 with 33 respondents, cluster 2 with 15 respondents, and cluster 3 with 57 respondents. cluster 1 has the highest average weight on communication about laundry conditions whereas cluster 2 and cluster 3 prioritize affordable price and pick-up delivery the most, respectively. table 2. final cluster centers of k-means clustering algorithm criteria average weight cluster 1 (33 respondents) cluster 2 (15 respondents) cluster 3 (57 respondents) quality consistency 0.101 0.061 0.101 long-lasting fragrance 0.054 0.036 0.061 smooth foldings 0.057 0.047 0.067 tough stain removal 0.112 0.068 0.108 pick-up delivery 0.189 0.182 0.276 communication about laundry condition 0.330 0.229 0.198 on-time service 0.089 0.121 0.108 affordable price 0.068 0.257 0.082 the value chain of sangun laundry has most of the value activities in the operation, as shown in figure 6. being a service firm, operation plays a vital role (porter, 1985:40). the laundry operation of sangun laundry is conducted at the operation center in pak haris’ house. logistics involve transporting clean and dirty laundry of customers where free delivery is applied. the firm infrastructure of sangun laundry is managed by pak haris. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 104 firm infrastructure: manual financial recording and smes permit human resource: technology: procurement: inbound logistics  storage of chemicals and plastic sheets  picking up of dirty laundry  picking up cle an carpets from 3rd party carpet laundry  customer database operation  sorting  spot-cleaning  machine-wash  drying  ironing and packing  order information outbound logistics  clean laundry delivery  delivery of dirty carpets to 3rd party carpet laundry sales and marketing  promotional leaflets and broadcast message on whatsapp  content marketing on instagram servicing  rework or rewash value added margin support activities primary activities on-the-job training hiring chemicals, plastic sheets, gas, electricity washer, dryer, ironing board hiring hiring fuelfuel figure 5. value chain of sangun laundry as shown in figure 6, the current business model of sangun laundry focused on fulfilling delatinos residents’ needs of daily clean clothes. they know sangun laundry’s business from broadcast messages in the whatsapp group chat for residents and are further attracted by recommendations from friends or neighbors. the official whatsapp account of sangun laundry will then be approached by the customer to order a direct, contactless pick-up of dirty laundry to prevent from contracting covid-19 during the pandemic. they perform their operation with health protocol where the disinfecting setting of the machines and antiseptic laundry detergent is used. the hygienic operation is showcased in the content of their promotional messages. sangun laundry relies on bulk laundry services as its major revenue stream. single-piece service, especially bedcover, and commission from third-party carpet laundry contribute to the remainder of total revenue. the cost structure of sangun laundry consists of staff wages, commission, and laundry supplies. despite having a relatively low margin, sangun laundry favors from the high volume of orders to harvest profit. key partner  detergent manufacturer  laundry minimarket  fuel distributor  plastics shop  third party carpet laundry key activities pick-up and delivery washing drying ironing and packing key resources  laundry chemicals  plastic sheets  fuel  laundry staff  operating vehicles value proposition  professional and hygienic laundry cleaning  contactless pick-up and delivery customer relationships  whatsapp residents and community group chat  word of mouth channels  whatsapp chat  direct pick-up and delivery customer segment housing complex families with working spouses and/or no washing machine in delatinos residential area cost structure  staff wages  staff commission per kg bulk laundry  laundry chemicals, packaging, and utility cost revenue streams  bulk laundry service  single-piece laundry service  carpet laundry service commission figure 6. business model canvas of sangun laundry international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 105 resource-based view analysis discovers how resource and capabilities of sangun laundry contribute to the sustainable competitive advantage of the lsp, as shown in table 3. most of sangun laundry’s resources and capabilities can be considered valuable because they support the customers’ buying criteria and show superiority from the three notable competitors. sangun laundry possesses five sustainable competitive advantages which include centralized operating station, antiseptic and concentrated laundry detergent, honest and well-trained staff, largequantity pick-up and delivery, and quality reputation. although most of the operational resources and capability of sangun laundry are valuable and rare, their causal ambiguity is not strong enough for competitors to be unable to imitate or their accessibility is easy for other lsps to eliminate the rarity. table 3. vrio analysis of sangun laundry’s resource and capabilities resources/capability v r i o implications operating equipments x weakness, in terms of capacity utilization centralized operating station √ √ √ √ sustainable competitive advantage booth and its location x weakness, in terms of brand presence meticulous sorting √ √ temporary competitive advantage antiseptic, concentrated detergent √ √ √ √ sustainable competitive advantage single-piece laundry detergent √ √ temporary competitive advantage effective washing and disinfecting √ √ temporary competitive advantage 120-kg per day washing and ironing √ competitive parity ironing, folding, and packing compensation √ √ temporary competitive advantage grade a perfume √ √ temporary competitive advantage honest, well-trained staff √ √ √ √ sustainable competitive advantage whatsapp account x weakness digital branding x weakness financial administration x weakness, still manual one-shift policy √ √ temporary competitive advantage operational vehicles √ √ temporary competitive advantage large quantity pickup/delivery √ √ √ √ sustainable competitive advantage quality reputation √ √ √ √ sustainable competitive advantage third party carpet laundry √ √ temporary competitive advantage the performance of sangun laundry in fulfilling the listed customer preferences is assessed by pak haris as the business owner. the assessment is based on the maximum score of 5 by comparing it with the closest competitors. the performance score of the criteria is shown in table 4. two of the eight criteria, pick-up delivery, and on-time service, have superior performance with 4.80, attributed to the ability of sangun laundry to deliver large quantities of laundry with the operational vehicles. on the other hand, tough stain removal only scores 3.00, highlighting one weakness of sangun laundry. table 4. performance score of sangun laundry criteria performance score (out of 5) quality consistency 4.25 long-lasting fragrance 3.60 smooth foldings 3.50 international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 106 criteria performance score (out of 5) tough stain removal 3.00 pick-up delivery 4.80 communication about laundry condition 3.40 on-time service 4.80 affordable price 4.00 swot analysis of sangun laundry is shown in table 5. the strengths of sangun laundry come from its operating excellence. the operating vehicles with large space enable efficient delivery. centralized operating station saves fixed costs as sangun laundry does not need to rent a booth. concentrated laundry detergent shrinks the cost per kg of bulk laundry service. honest, welltrained staff are able to effectively conduct all laundry processes with consistent output and communicate with customers frankly about laundry conditions, resulting in a good quality reputation. however, underutilized operation capacity signifies inefficiency in capitalizing fixed costs. lack of both physical and digital branding limits customer acquisition. most of the external factors determine the laundry service demand. rising purchasing power, rainy seasons, and increasing population of jakarta’s satellite cities raise future demand, while tight rivalry lowers it. laundry appliance technology advancement favor laundering at home and may reduce the demand for bulk laundry services. potential disputes due to environmental problem and quality misconduct may lead to business suspension. the pandemic acts as both an opportunity and a threat as it raises the awareness of cleanliness and demand of laundry service but at the same time decreases the revenue of lsps that do not abide to health protocol. table 5. swot analysis of sangun laundry strength  large-quantity pick-up delivery  centralized operating station  antiseptic, concentrated laundry detergent  honest, well-trained staff  quality reputation weakness  underutilized operation capacity  lack of physical brand presence  lack of digital branding  manual financial recordings  tough stain removal opportunity  rising purchasing power of household consumers  higher laundry service demand during peak rainy season  higher awareness towards cleanliness  increasing population in areas surrounding jakarta threat  tight rivalry among lsps with low barrier of entry  potential legal dispute from quality mishaps  higher demand of contactless, healthconscious service  laundry appliances technology favoring household consumers  potential business suspension due to wastewater incompliance business strategy to map out which generic strategy sangun laundry should apply, the swot-generic strategy matrix is used, as shown in table 6. the internal and external factors that support the requirement of the generic strategy will be assigned a score of 1 while those that hinder will have a score of -1. the generic strategy with the highest score is chosen. according to the analysis, sangun laundry needs to apply differentiation strategy to outperform its competitors in the laundry service international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 107 industry, which confirms that they are in a monopolistic market, in which there are many competitors and nonprice competition is crucial (keat, young and erfle, 2013). table 6. swot-generic strategy matrix of sangun laundry internal and external factors cost leadership differentiation cost focus differentiation focus strength s1 large quantity, pick-up delivery 1 s2 boothless, centralized operating station 1 1 1 s3 antiseptic, concentrated laundry detergent 1 1 s4 honest, well-trained staff 1 1 1 1 s5 quality reputation 1 1 weakness w1 underutilized operation capacity -1 -1 -1 w2 lack of physical brand presence -1 -1 w3 lack of digital branding -1 -1 w4 manual financial recordings -1 -1 w5 tough stain removal -1 -1 opportunity o1 low bargaining power of buyer with low threat of substitutes 1 1 o2 rising purchasing power of household customers 1 o3 higher laundry service demand during peak rainy season 1 1 1 1 o4 higher awareness towards cleanliness 1 1 o5 increasing population in areas surrounding jakarta 1 1 1 1 threat t1 tight rivalry among lsps with low barrier of entry -1 -1 t2 potential legal dispute from quality mishaps -1 -1 t3 higher demand of contactless, health-conscious service -1 -1 t4 laundry appliances technology favoring household consumers -1 -1 t5 potential business suspension due to wastewater incompliance -1 -1 -1 -1 total -1 4 -2 2 the relevant elements of the arena for sangun laundry include the market segment, service offered, geographical areas, core technologies, and value-creation stages. sangun laundry competes in delatinos residential area where about 1800 families reside and serves consumers within a radius of three kilometers from the location. the core technology focuses on fulfilling the need for a hygienic laundry service via disinfecting mode of washing machines. the market segment is selected among the clusters from the cluster analysis. the average weights of each cluster are multiplied by the performance score gathered in performance analysis resulting in a weighted score. the sum of the weighted score for each cluster is then calculated, as shown in table 7. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 108 table 7. weighted score of three clusters of sangun laundry prioritizing pick-up delivery, cluster 3 has the highest total weighted score among the three clusters with a score of 4.052. cluster 2 trails slightly behind cluster 3 with 4.018 while cluster 1 is far behind with 3.888. cluster 3 is dominated by workers in the age range of 36-45 years old and 46-55 years old. although having a household income of mostly above idr 20 million, cluster 3 spends mostly in the range of idr 50k-200k on laundry service. having a tight work schedule, members of cluster 3 wash their clothes daily as they require a practical supply of clean clothes. they also clean their carpets and bed covers at most once a month. due to the nature of this cluster, sangun laundry has to provide bulk laundry services for their daily clothes and other single-piece or carpet laundry service for other fabrics. all machine-washable fabrics such as clothes and bedcovers can be laundered by the operating equipment of sangun laundry while carpets are outsourced to third-party carpet laundry service. fulfilling the needs of the selected customer segments concerns both expectations of important and judgments of attributes, which are evaluated with importance-performance analysis (martilla and james, 1977). in this study, customers were surveyed on their judgement on laundry service buying criteria importance, which were analyzed with ahp, and sangun laundry’s performance score, with a score out of 5 as tabulated in table 7. the result of the analysis is a two-dimensional grid with four quadrants referring to the next action in which the central point of the quadrants is the mean of importance (0.125) and the mean performance score (3.92). table 7. weighted score of three clusters of sangun laundry becoming the main differentiator of sangun laundry and positioned as “keep up the good work”, pick-up delivery is highly prioritized by the customers and sangun laundry satisfy them well, as shown in figure 7. another criterion that can potentially become an additional differentiator of sangun laundry is communication about laundry conditions which is classified as “concentrate criteria number criteria avg. score cluster 3 avg. weight intepretation 1 quality consistency 4.25 0.101 possible overkill 2 long-lasting fragrance 3.60 0.061 low priority 3 smooth foldings 3.50 0.067 low priority 4 tough stain removal 3.00 0.108 low priority 5 pick-up delivery 4.80 0.276 keep up the good work 6 communication about laundry condition 3.40 0.198 concentrate here 7 on-time service 4.80 0.108 possible overkill 8 affordable price 4.00 0.082 possible overkill international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 109 here”. the members of cluster 3 consider this factor as important but sangun laundry has been communicating the laundry condition below their expectations. criteria that are classified into “possible overkill” might become additional features in communication content when sangun laundry promote in whatsapp group chat or official account. table 7. weighted score of three clusters of sangun laundry according to importance-performance analysis above, one element of sangun laundry’s service that has to be enhanced is communication with customers. in addition to reliability and punctuality, behavior, communication ability, and caring attitude have significant positive effects on customers’ perceived value, resulting in customer satisfaction (uzir et al., 2021). when encountering customer complaints, the customer service of sangun laundry should show empathy, give assurance, and create an effective solution. when customers ask for laundry service conditions, sangun laundry should convey accurate information in a friendly and gentle manner. dissemination of information plays a significant role in customers’ spending and sharing intention via word-of-mouth or recommendation (lu and miller, 2019; itani et al., 2020). consistent customer interaction can accumulate into trust, which has a positive effect on customer satisfaction as a sign of security. thus, the vehicle suitable for sangun laundry is the internal development of the human resource for customer service, combined with customer relationship manager (crm) software, as shown in table 3.5. table 8. vehicle component of sangun laundry vehicle requirement task internal development hire customer service personnel background: customer service, preferably in laundry service skills: communication, complainhandling, team work personality: friendly, informative, and helpful  receive order  inform laundry service progress  help with customer complaints  coordinate with operation and delivery staff regarding progress alliance – omnichannel chat with customer relationship manager (crm) software qontak customer service customer database business intelligence  communicate responsively with chat bot  handle complaints with ticketing system  record customers’ database  make sales/financial dashboard international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 110 the proposed vehicle is financially substantiated by breakeven analysis or cost-volume-profit analysis, which demonstrates the level of operations needed to cover the total operating cost (gitman and zutter, 2015). the new customer service (cs) officer will have a monthly wage of idr 1.3 million or the same as the operational staff, with an additional idr 1,000/kg commission. the total variable operating cost which includes the material, energy, and commission cost is idr 6,000/kg bulk laundry. the omnichannel chat with the crm application of qontak costs idr 750,000 per month (starter package). in addition, publishing physical brochure and rewarding referrals in the form of cash back will cost idr 250,000 and idr 200,000 every month, respectively. the total monthly fixed cost is idr 5,600,000. the cost-volume-profit analysis of the bulk laundry service of sangun laundry in figure 8, shows that the breakeven point with the proposed vehicle is 2,800 kg/month when relying only on bulk laundry service, furthermore, at their maximum capacity of 120 kg/day or 3600 kg/month, the net profit is only 7.5% of the sales revenue. with the high breakeven point and tight net profit, sangun laundry must be able to cross-sell single-piece laundry service to customers, to speed up the breakeven period and elevate the net profit. figure 8. cost-volume-profit of sangun laundry sangun laundry aims to being present in multiple residential areas in serpong subdistrict via a series of acquisitions. however, for the proposed differentiators, they require strong brand perception, empowered by improving the quality of customer service. therefore, a three-stage plan is constructed, as shown in figure 9. firstly, sangun laundry should invest some of its profit margins to improve its communication and brand presence. after having a better reputation for customer service, sangun laundry can acquire customers in adjacent residential areas, fulfilling their utilization of capacity. this starts with publishing physical and digital brochures to residents of adjacent residential areas. finally, sangun laundry can further extend its reach to other residential areas in serpong subdistrict and implement a referral program that rewards the customer with merchandise or cashbacks, while developing its brand. detailed initiatives during each stage is described in table 9. international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 111 c u st o m er r ea ch brand power currently stage 1 stage 2 stage 3 delatinos residential area multiple residential area in serpong target figure 9. strategic staging of sangun laundry table 9. staging initiatives of sangun laundry the chosen customer segment of sangun laundry prioritizes pick-up delivery and communication while putting the price at a lower level of importance. price can be raised to make the degree of operating leverage closer to 1.00, as shown in table 10. appropriate operating leverage is needed lower the risk for sangun laundry (gitman and zutter, 2015). to further shrink the risk, sangun laundry should cross-sell their single-piece laundry service and carpet cleaning service to the customers. therefore, sangun laundry shall choose a premium price due to unmatched customer intimacy and operational excellence as the economic logic. increasing the price to just below the other two competitors of sangun laundry can still be justified by the enhanced perceived benefits for the customers through improved customer service, as shown in figure 10. table 10. leverage analysis of price increase current case case a case b bulk laundry sales (kg) 3000 3000 3000 bulk laundry price (idr/kg) 8000 8500 9000 sales revenue (idr) 24,000,000 25,500,000 27,000,000 less: variable operating costs (idr) 18,000,000 18,000,000 18,000,000 less: fixed operating costs (idr) 5,600,000 5,600,000 5,600,000 operating income (idr) 400,000 1,900,000 3,400,000 degree of operating leverage 15.00 3.95 2.65 stage initiatives stage 1: improve communication with customer and brand presence  hire a customer service staff  simulate crm practice  set kpi for customer service stage 2: make selected acquisitions in adjacent residential areas  partner with crm software  train cs staff to operate crm  publish physical and digital brochure to residents of adjacent residential areas stage 3: make acquisitions in additional residential areas with favorable business condition  enable referral program  publish physical and digital brochure to residents of targeted residential areas group chats international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 112 value disadvantage value advantage p er ce iv ed p ri ce perceived benefits sangun laundrycutrika laundry berwarna laundry urban laundry figure 10. value map of sangun laundry and competitors the diamond strategy of sangun laundry is summarized in figure 11. cluster 3 that is dominated by workers will be the targeted customer segment. the main differentiations of sangun laundry are pick-up delivery and communication with customers. to boost the latter, sangun laundry should hire a new customer service staff and create partnership with crm software. the sequuence of actions will be focused on building brand perception before expanding the market reach. premium price with regards to unmatched customer service quality will be pursued. staging differentiation vehicles arena economic logic arenas  selected cluster 3  service offered  delatinos area  core technologies  value-creation stages differentiator  pick-up delivery  communication with customers vehicle  internal development  alliance staging  three-stages sequence  focus on brand first, then expand market reach economic logic  premium price due to unmatched customer service figure 11. diamond strategy of sangun laundry with the implementation of the new business strategy, the business model canvas of sangun laundry has shifted, as shown in figure 12. the arena component of the diamond strategy highlights the need for sangun laundry to focus on the customer segment dominated by workers aged 36-55. their needs for a practical supply of clean clothes and a monthly routine of laundering carpets and bedcovers can be satisfied by the value proposition of sangun laundry with professional and hygienic treatment and contactless pick-up delivery. in addition to those, sangun laundry shall include helpful, honest, and responsive communication process with customer to international journal of management, entrepreneurship, social science and humanities (ijmesh), vol. 5 (1), 96-115 proposed business strategy for sangun laundry muhammad satria akbar abbas, mohamad toha 113 improve customers’ trust. the new value proposition will be executed via sangun laundry’s whatsapp official account with the help of crm software qontak. key partner  detergent manufacturer  laundry minimarket  fuel distributor  plastics shop  third party carpet laundry  omnichannel chat with crm software qontak key activities pick-up and delivery washing drying ironing and packing communication with customer key resources  laundry chemicals  plastic sheets  fuel  laundry staff  operating vehicles value proposition  professional and hygienic laundry cleaning  contactless pickup and delivery  helpful, honest, and responsive communication process with customer customer relationships  whatsapp group chat  word of mouth  whatsapp official account channels  whatsapp chat  direct pick-up and delivery customer segment residents of age 3655 in delatinos residential area whose occupation is worker cost structure  staff wages  staff commission per kg bulk laundry  laundry chemicals, packaging, and utility cost revenue streams  bulk laundry service  single-piece laundry service  carpet laundry service commission figure 12. new business model canvas of sangun laundry conclusion based on the data collection, situational analysis and strategy formulation, this study concludes as follow: 1. sangun laundry is superior in cost-efficiency and quality reputation because of its honest staff, operating station, operating vehicles, and laundry chemicals, nonetheless, underutilized operational capacity, lack of branding, and manual financial recording are still inferior. low bargaining power of buyers, rising purchasing power, and raised health awareness means higher future demand, though threats from tight rivalry, health protocol ignorance, laundry appliance innovations, environmental disobedience, and quality mishaps exist. 2. sangun laundry should apply differentiation strategy, in which pick-up delivery and helpful, honest, and responsive communication process with customers become the value propositions, and target the customer segment dominated by workers aged 36-55. hiring a customer service staff, who would adopt a partner crm software, is a required vehicle. communicating with customers will become a new key activity that strengthens brand perception and customer’s sharing intention. limitation & further research this study only surveyed respondents in the surrounding areas of delatinos residential area for a short period. survey may be conducted in other residential areas in south tangerang to ease sangun laundry discovering the needs of customer in a broader area. it would also be interesting to report the changes in customer buying criteria across a longer period of time. this enables the formulation of an time-adaptive strategy. references aldrian, e. 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