Abstract. Inclusive leadership has emerged as a critical leadership paradigm for fostering organizational effectiveness, employee engagement, and participatory governance in culturally diverse public institutions. Despite its increasing relevance, empirical evidence on inclusive leadership within autonomous regional governments remains limited, particularly in the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM), where governance is shaped by cultural diversity, decentralized administration, and unique institutional contexts. This study examined the inclusive leadership practices of BARMM administrators in Tawi-Tawi Province and developed an evidence-based Leadership Development Framework to strengthen inclusive governance and organizational effectiveness. A quantitative descriptive-correlational research design was employed involving 90 employees selected through stratified random sampling from eleven BARMM ministries in Tawi-Tawi Province. Data were collected using a validated structured questionnaire adapted from established inclusive leadership scales. Descriptive statistics, independent samples t-test, one-way analysis of variance (ANOVA), and multiple linear regression were utilized to analyze the data. The findings revealed that BARMM administrators demonstrated high to very high levels of inclusive leadership across all dimensions. Collaborative decision-making, accountability and transparency, and respect for diversity received the highest ratings, reflecting a culture of participation, ethical governance, and inclusivity. Moreover, availability and accessibility and fairness and equity emerged as the strongest predictors of overall inclusive leadership effectiveness. No significant differences were found in participants' perceptions when grouped according to age, sex, educational attainment, and length of service. The study extends Inclusive Leadership Theory by providing empirical evidence from the BARMM context and proposes the BARMM Inclusive Leadership Development Framework (BILDF) as a practical model for strengthening leadership competencies and promoting inclusive, accountable, and participatory public governance. Keywords: BARMM, inclusive leadership; leadership development; organizational effectiveness; participatory governance
Pradipta Agung Wahyu Pratama, Hujjatullah Fazlurrahman, Fresha Kharisma, Muhammad Fajar
This study analyzes the influence of Digital Leadership, Digital Literacy, and Digital Competency on Innovative W This study examines the influence of Digital Leadership, Digital Literacy, and Digital Competency on Innovative Work Behavior (IWB) among Web3 remote workers in Surabaya City. The research is grounded in the transformation of remote work within the Web3 ecosystem, which presents innovation challenges due to limited spontaneous social interaction. This study addresses both a contextual gap, focusing on the underexplored population of Web3 workers, and a methodological gap by integrating three key digital factors into a single analytical framework. A quantitative approach was employed using purposive sampling, involving 70 Web3 remote workers in Surabaya. Data were analyzed using multiple linear regression with SPSS software. The results show that Digital Leadership (β = 0.330), Digital Literacy (β = 0.322), and Digital Competency (β = 0.301) have a positive and significant effect on Innovative Work Behavior (p < 0.05). Simultaneously, the variables significantly influence IWB (F = 45.646), with a coefficient of determination (R²) of 0.675, indicating that 67.5% of the variation in IWB is explained by the model. These findings confirm that the integration of digital leadership, strong digital literacy, and well-developed digital competency plays a critical role in enhancing innovative work behavior in Web3 remote work environments. The study contributes to the development of Upper Echelons Theory in the context of decentralized digital work and provides practical insights for organizations in designing effective digital talent strategies.
This study aims to analyze the influence of performance-based reward systems and decision decentralization on innovation in human resource management. In an era of increasingly dynamic global competition, organizations are required not only to carry out HRM functions efficiently but also to adopt innovative approaches to address challenges posed by the work environment, technology, and employee expectations. A performance-based reward system, which directly links rewards to individual or team performance, can motivate employees to engage in innovative behavior, while decision decentralization allows for faster decision-making and greater responsiveness to local needs. This study used a quantitative approach with a survey method to collect data from structural and functional officials in six Makassar City government agencies that implement a performance-based reward system and decision decentralization. The results indicate that both variables have a positive effect on HRM innovation, both separately and simultaneously. These findings provide theoretical and practical insights into the importance of integrating a fair and transparent reward system with a more autonomous decision-making structure in encouraging innovation in human resource management. Policies that encourage these two elements can strengthen competitive advantage and organizational performance.
This study investigates the mediating role of organizational commitment in the relationship between budget participation, leadership style, motivation, job satisfaction, and managerial performance in the regional government apparatus (OPDs) of Merauke, South Papua. As one of Indonesia's newly autonomous provinces, South Papua faces significant administrative challenges, especially in implementing decentralization policies and managing special autonomy funds effectively. This research employs a quantitative explanatory design with data collected from 386OPD employees through structured questionnaires and analyzed using Structural Equation Modeling (SEM) with SmartPLS 4.0. The findings reveal that budget participation, motivation, job satisfaction, and organizational commitment have significant direct effects on managerial performance. In contrast, leadership style does not directly influence performance. Motivation, while negatively affecting performance directly, contributes positively to organizational commitment, which subsequently enhances performance. Organizational commitment also plays a significant mediating role in the relationship between budget participation, motivation, and job satisfaction with managerial performance. However, it does not significantly mediate the effect of leadership style on performance.This study is grounded in Organizational Behavior Theory, Path-Goal Theory, Expectancy Theory, and Contingency Theory, offering a robust theoretical lens to understand how internal organizational dynamics affect public sector performance. The results underscore the importance of participatory leadership, strategic human resource management, and job satisfaction in fostering emotional attachment and performance-enhancing behaviors among civil servants.Theoretically, the research enriches public administration literature; practically, it informs policymakers and administrators seeking to optimize human capital in underdeveloped regions with unique cultural and political contexts.
The implementation of regional autonomy as an embodiment of the concept of decentralization is intended so that regional governments can further increase their efficiency and effectiveness in administering government, carrying out development, and providing services to the community more optimally by the characteristics of their region. A communication gap between superiors and subordinates occurs, triggering the emergence of negative Human Resource (HR) perceptions regarding the communication mechanisms between superiors and subordinates in the organization. This research used an explanatory research method, namely explaining the relationship between performance quality variables and communication quality. The sample selection used was stratified random sampling. The sample used was 100 Regional Financial and Asset Management Service (RFAMS) officers. The data analysis method in this research used SPSS (Statistical Package for Social Science). The research results show that performance and communication quality greatly influence commitment. Therefore, management should be able to design a sophisticated information system so that the performance and the communication of existing HR can be appropriately monitored.
In the current Metaverse 4.0 digital technology era, many companies have utilized Metaverse technology and non-fungible tokens (NFT) to maintain performance sustainability (PS) through Digital Metaverse Technology to a higher level.This requires Green Human Resources Management (GHRM) Practices as well as involving green environmental (GE).This study examines Digital marketing as mediated Green Human Resources Management and Green Environmental its influence on Sustainability Performance.The research was conducted at an oil and gas company in Indonesia which has used metaverse technology in its scope of work with a sample of 53 employees involved in metaverse technology.The research method uses SEM PLS by measuring the significance of GHRM on SP mediated by TDM and the effect of GHRM on GE and GE on SP.The results of his research stated that GHRM was not directly related to SP, therefore it required TDM as mediation, GHRM had an effect on GE, and GE had an effect on SP.
Web 3.0 atau dikenal juga dengan Web3 atau Web 3 merupakan salah satu terobosan dalam dunia internet. Kehadiran Web 3.0 tidak hanya dapat menafsirkan secara akurat apa yang diketikkan ke dalam mesin pencarian, tetapi juga benar-benar memahami semua yang dikirimkan, baik melalui teks, audio, atau media lainnya. Trilema blockchain yaitu terdesentralisasi, dapat diskalakan, dan aman adalah masalah yang dipelajari dengan baik oleh para peneliti dan pelaku pasar. Mekanisme konsensus Satoshi Plus pada blockchain CORE yang memanfaatkan hashrate penambangan Bitcoin dan Ethereum Virtual Machine (EVM). Solusi untuk trilema tersebut adalah konsensus Satoshi Plus yang menggabungkan Proof of Work (PoW) dan Delegated Proof of Stake (DPoS) untuk memanfaatkan kekuatan masing-masing sekaligus memperbaiki kekurangannya masing-masing.
Reza Saleh, Reza Saleh, Mohammad Syamsul Maarif, Lukman M. Baga, Herien Puspitawati
This quantitative study analyzes the transformational and transactional leadership styles in turbulent conditions on the performance of Tax Service Offices (TSOs) in Indonesia, involving 774 respondents. The analysis was conducted using Structural Equation Modeling (SEM), with the dyadic relationship of the Leader-Member Exchange (LMX) theory between Leaders and Followers (L-F). The results show that most TSO leaders are male, have a master’s degree aged > 50 years and have held the position for more than two terms, while the characteristics of the employees are more diverse in terms of their sex, education, and age. The model shows adaptive and responsive behavior as a performance mediation of competency, transformational leadership, and transactional leadership. Conversely, turbulence and transactional leadership directly influence performance. A dyadic leader-follower relationship exists in the context of leadership style during turbulence conditions in public organizations. This study analyzes the transformational and transactional leadership styles in turbulent conditions on the performance of Tax Service Offices (TSOs) in Indonesia. The analysis used structural equation modeling (SEM). Primary data were collected by distributing structured questionnaires, both online and face-to-face, to 744 respondents consisting of 64 TSO leaders and 710 followers in the form of TSO employees and tax-payers. The model shows adaptive and responsive behavior as a performance mediation of competency, transformational leadership, and transactional leadership. Conversely, turbulence and transactional leadership directly influence performance, encouraging the formation of new structural positions, TSOs, or autonomous bodies, the decentralization of HR authority, and developing soft-skill capacity building programs and performance appraisal basis (leadership, adaptive, innovative, and responsive behavior) for TSO leaders. There is a dyadic leader-follower relationship in the context of leadership style during turbulence conditions in public organizations. Keywords: leadership style, leader-follower dyad, transformational leadership, transactional leadership. DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.60.64
This paper explains the differences in the implementation of financing governance policies at universities that have an impact on the quality of management. The research was conducted on two leading Islamic universities in Indonesia, UIN Syarif Hidayatullah Jakarta and UIN Maulana Malik Ibrahim Malang. This article is based on the hypothesis that the combination of higher education self-financing with stricter restrictions on the state budget has caused higher education institutions to conduct workload studies on internal resources. The management of public service bodies that prioritize the principles of efficiency and productivity is part of a combination hypothesis that requires universities to implement business practices to improve services for the provision of educational services. Through an empirical approach, it was found that there was an increase in compliance with the policies of financing laws and regulations but there were distortions in the policy of centralization and decentralization of financing that had an impact on resource performance.Keywords: Public Service Agency; Financing Management; Islamic State University AbstrakTulisan ini menjelaskan perbedaan implementasi kebijakan tata kelola pembiayaan pada universitas berdampak kepada mutu manajemen. Penelitian dilakukan kepada dua perguruan tinggi Islam terkemuka, UIN Syarif Hidayatullah Jakarta dan UIN Maulana Malik Ibrahim Malang. Artikel ini didasarkan pada hipotesis kombinasi dari pembiayaan mandiri pendidikan tinggi dengan batasan lebih ketat pada anggaran negara telah menyebabkan institusi pendidikan tinggi untuk melakukan studi beban kerja pada sumber daya internal. Pengelolaan badan layanan umum yang mengutamakan prinsip efisiensi dan produktivitas merupakan bagian dari hipotesis kombinasi yang menuntut perguruan tinggi untuk menerapkan praktik-praktik bisnis untuk meningkatkan layanan penyediaan jasa pendidikan. Melalui pendekatan empiris ditemukan peningkatan kepatuhan terhadap kebijakan peraturan perundang-undangan pembiayaan namun terjadi distorsi dalam kebijakan sentralisasi dan desentralisasi pembiayaan yang berdampak kepada kinerja sumber daya.Kata kunci: Badan Layanan Umum; Manajemen Pembiayaan; Universitas Islam Negeri