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Orientation: This study aims to analyse the entrepreneurship-driven reasons and characteristics of employee management of the young generation, by analysing the role of psychological contract on employee commitment and organisational citizenship behaviour in the light of the characteristics of the millennial generation as the owners of small and medium-sized enterprises.Research purpose: The main objective of this study was to empirically analyse the effect of the psychological contract and organisational support on the organisational commitment and organisational citizenship behaviour of the employees of small-scale enterprises run by young entrepreneurs, especially in the cohort generation.Motivation for the study: This study attempts to analyse the characteristics of the millennial generation as the owners of small and medium-sized enterprises (SMEs) in running the business by examining their managerial characteristics in managing workplace relationship that aims to achieve the stakeholder expectations and improve both commitment and organisational citizenship behaviour of employees.Research design, approach and method: Data were collected in the SMEs owned by young entrepreneurs in a city in Indonesia involving 150 respondents. The research model was tested using Structural Equation Modelling with analysis of moment structure (AMOS).Main findings: The results showed that the employee citizenship behaviour is influenced by the organisational commitment. The commitment of employees was formed by the ability of business owners to understand the needs and expectations of employees regarding opportunities of self-development, pleasant working environment, the benefit as the workload and the work challenge.Practical and managerial implications: This study implies the need for academic institutions and policy makers to get involved in addressing the rising phenomenon of entrepreneurship among the young generation.Contribution and added-value: This study mainly considered the characteristics of young entrepreneurs as the main factor in explaining the success of employee management relationship of SMEs.

Research in the field of banking business management during a pandemic requires the cooperation of organizations with the changing business environment. Resources that are able to be managed effectively and efficiently at the Central Kalimantan Regional Bank in Indonesia are thus managed in an effort to support the organization. The key to the bank’s performance as an innovative organization lies in the core business values that are strengthened by organizational resources, so that the focus of value innovation becomes the activities that improve business performance as a mediating factor between external and internal factors. Research was conducted on 250 senior employees with quantitative analysis using the Structural Equation Modelling-Partial Least Square (SEM-PLS) statistical tool. It was found that external factors originating from market orientation and social capital significantly improved business performance. The success of the mediation process as a novelty research conceptual research has significant positive results as a core business innovation to improve the business performance of Central Kalimantan regional banks. The research objective is to improve banking performance by collaborating between consumer needs, value innovation and social capital as a trigger for excellent change in Bank Kal-Teng. The value of this research is as a reference for innovating capability value as the main business strategy using information from external factors, so as to improve the bank’s business performance as needed.

Purpose This paper aims to present a conceptual model of transformative interaction capability (TIC) to fill the research gap between the quality of work–life (QWL) and teamwork performance (TP). Statistical testing in the study used four variables, namely, QWL, TIC, team resilience (TR) and TP. Design/methodology/approach A conceptual model was developed and empirically tested through a survey. The 240 respondents in this study were made of supervisors, managers, directors and strategic staffs who were a part of new product development teams in service business companies. Note that there were banking, printing, publishing, training, financial institutions, outsourcing, projects and event organizing companies involved in this research. These companies were based in the Special Region of Yogyakarta and Province of Central Java Indonesia. Findings The research adapted the time interaction performance (TIP) theory, a theory of groups. It revealed that TIC was inserted in the research model. It was to mediate the influence of QWL on TP. Furthermore, the Sobel test results showed that TIC was a mediator of QWL and TP and was pertinent in improving TP. Research limitations/implications The three limitations of this study are as follows: first, the survey was conducted only in the service business industry in the Special Region of Yogyakarta and Province of Central Java, Indonesia; second, as this study focuses on TIC as the main mediator, it does not consider variables from other theories such as dominant logic service theory and social exchange theory; third, this research survey only captures the perception of the team. Practical implications From a practical perspective, the relationship between QWL, TIC and TP provides clues about how companies can pursue QWL to encourage TIC, which, in turn, affect TR and improve TP. Originality/value Using a theory of the TIP approach and theory of groups, the study proposing the concept of TIC can potentially improve TP.

Orientation: This study aims to analyse the entrepreneurship-driven reasons and characteristics of employee management of the young generation, by analysing the role of psychological contract on employee commitment and organisational citizenship behaviour in the light of the characteristics of the millennial generation as the owners of small and medium-sized enterprises.Research purpose: The main objective of this study was to empirically analyse the effect of the psychological contract and organisational support on the organisational commitment and organisational citizenship behaviour of the employees of small-scale enterprises run by young entrepreneurs, especially in the cohort generation.Motivation for the study: This study attempts to analyse the characteristics of the millennial generation as the owners of small and medium-sized enterprises (SMEs) in running the business by examining their managerial characteristics in managing workplace relationship that aims to achieve the stakeholder expectations and improve both commitment and organisational citizenship behaviour of employees.Research design, approach and method: Data were collected in the SMEs owned by young entrepreneurs in a city in Indonesia involving 150 respondents. The research model was tested using Structural Equation Modelling with analysis of moment structure (AMOS).Main findings: The results showed that the employee citizenship behaviour is influenced by the organisational commitment. The commitment of employees was formed by the ability of business owners to understand the needs and expectations of employees regarding opportunities of self-development, pleasant working environment, the benefit as the workload and the work challenge.Practical and managerial implications: This study implies the need for academic institutions and policy makers to get involved in addressing the rising phenomenon of entrepreneurship among the young generation.Contribution and added-value: This study mainly considered the characteristics of young entrepreneurs as the main factor in explaining the success of employee management relationship of SMEs.

Green event remains an issue under debate in the effort to support sustainable tourism today, because the result of the previous research has not found a standard model for the implementation of the green event concept. This research describes the views of the village tourism managers on the green event model developed by the Bali State Polytechnic. Green events are developed on the basis of two aspects: green and cultural aspects. Data were collected through questionnaires sent by email and by post to village tourism managers. There are a hundred tourist villages planned to be developed in Bali and all are made research samples. The collected data were analyzed by using descriptive statistics. The results of the study indicate that the understanding of green aspects includes green foods, waste management, natural materials, and ecosystem is averagedly quite good. The result of the analysis from the cultural aspect is very good, meaning that the culture practised  by the community gives a strong impetus to keep the environment sustainable so that the harmonious relationship with nature, humans, and God is maintained through the activities in Tourism Villages. Other results indicate that an understanding related to the ecosystem, the green food, and the waste management needs a special attention to further improve understanding. Green event as an alternative product in supporting the tourist village is very much expected by the managers that will further be synergized with the existing culture. The combination of both green event and existing culture is quite unique and will constantly keep the concept of sustainable tourism. These findings give a contribution to the theory of green tourism or sustainable tourism which is built upon the event and based on the blend of modern and traditional concepts. Keywords: green event,  sustainable tourism,  tourism village, culture

This article aims at proofing empirically the influence of social interaction in knowledge sharing by focusing on key persons and the way the knowledge-sharing is spread in order to produce some outcome for the organization through individuals within it. The object of this study is employees of Post Offices in Central Java who frequently share information with their co-workers in accomplishing their jobs. The data is acquired from questionnaires distributed to managers and supervisor level of Post office. Based on purposive sampling method, 210 samples are obtained. The results indicate that the five hypotheseses built in this research are supported and only one hypothesis is not supported. The result shows that employees with specific, complicated, and challenging objective will be more willing to share their knowledge to other employees, particularly when facing new job and target. Furthermore, the result of the study explains that sharing idea of improvement will encourage more dynamic teamwork and help each other in solving any problems.

The purpose of this study is to analyze the effect of the concept of optimal distinctive open innovation as mediating variable in relationship between Person-Job Fit and Person-Organization Fit and work innovation behavior and lecturer performance. The method used in this study are through Structural Equation Modeling (SEM) analysis with the object of the study conducted on 193 lecturers determined by purposive random sampling technique at private universities in Central Java. The findings showed significant effects of person-organization fit on the optimal distinctive open innovation and on innovative work behavior. Moreover, person-job fit is of significant on optimal distinctive open innovation, and on innovative work behavior. In testing the effect of mediating variables, optimal distinctive open innovation is of significant on innovative work behavior which in turn affecting the significant influence of innovative work behavior on lecturer performance. The findings emphasize that the success-oriented way of thinking requires the expertise of employees to always create creative, superior and unique ideas. Private universities must always pay attention to the principles of industrial management and professionalism in human resource management, in order to survive and develop. Superior skills will produce superior performance, and superior skills are distinctive competence that supports the company to achieve positional advantage.