This article develops a conceptual framework of Sustainable Human Resource Management (Sustainable HRM) by integrating three critical dimensions: Green HRM practices, ethical and responsible leadership, and digital resilience in HR systems. Positioned within the United Nations Sustainable Development Goals (SDGs), the study addresses the lack of theoretical integration across the fragmented literature. The framework highlights employee well-being as the central mediating construct linking HRM practices to sustainability outcomes, connecting micro-level engagement, meso-level HR systems and leadership ethics, and macro-level policy and ESG alignment. This explicitly demonstrates the multi-level (micro–meso–macro) nature of the framework. The proposed model advances theory by extending HRM beyond organizational boundaries, offering Sustainable HRM as a boundary-spanning and original perspective that links people management to global sustainability agendas. Using a five-stage conceptual development process including literature synthesis, construct definition, integrative framework building, formulation of conceptual propositions, and the design of a future research agenda—this study explicitly acknowledges its conceptual nature to set appropriate reader expectations and ensures methodological transparency in framework development. The study further contributes (1) to theory by clarifying how Green HRM, ethical leadership, and digital resilience interact through employee well-being to advance sustainability; (2) to practice by providing HR leaders with pathways to embed sustainability into core processes; and (3) to policy by informing regulators on HRM’s role in achieving SDGs. Ultimately, the framework positions HRM as a strategic enabler of sustainable development.

One of the main obstacles to producing natural rubber-modified asphalt is the difficulty of mixing Technical Specification Natural Rubber (TSNR) or its compounds with asphalt, leading to long mixing times and high costs. This study aims to evaluate the use of 60/70 penetration asphalt as a plasticizer to accelerate the mixing process and improve the rheological properties of modified asphalt using Technical Specification Natural Rubber (TSNR). The production process for technical specification natural rubber-modified asphalt involves two stages: the production of the technical specification natural rubber compound (CTSNR) and the production of CTSNR-based modified asphalt (CTSNRMA). The CTSNR production process begins with mastication of technical specification natural rubber (TSNR), followed by the addition of activators (zinc oxide, stearic acid), accelerators (Mercaptobenzothiazole sulfenamide (MBTS)), antioxidants (2,2,4-Trimethyl-1,2-dihydroquinoline (TMQ)), and 60/70 penetration asphalt as a plasticizer (at concentrations of 30%, 40%, and 50%). After homogeneous mixing for 30–60 min, the CTSNR is diluted 5–10 mm for the next mixing stage with hot asphalt at 160–170 °C. The best results of this study showed that CTSNR-modified asphalt with 4% rubber content and 50% plasticizer (CTSNRM-450) successfully reduced the mixing time to 16 min, making it more efficient than the traditional method, which takes up to 180 min. The addition of asphalt plasticizer decreased penetration to 35.6 dmm and increased the softening point to 55.4 °C. The CTSNRMA-440 formula, with 4% rubber content and 40% plasticizer, produced the best results in terms of storage stability, meeting the ASTM D5892 standard with a softening-point difference of 0.95 °C, which is well below the threshold of 2.2 °C. The CTSNRMA-440 sample achieved a Performance Grade (PG) of 76, suitable for hot-climate conditions, with a significant reduction in mixing time, greater stability, and increased resistance to high temperatures.

Person-job fit and its relationship with technical training (Bimtek) and productivity or work performance have been widely discussed in private and public organizations but scarcely in the legislative organization. Compared to what companies have generally practiced, the mismatch between jobs and legislators' educational backgrounds and experiences is quite common. In addition, the nature of the job is often temporary and prone to rotation between commissions within legislative bodies. This study aimed to examine the impact of Bimtek on the person-job fit and productivity of legislators in Indonesia and how the experience could moderate the relationship. The research design used a quantitative method by employing a correlational approach. Of the 110 population, eighty-one Indonesian legislators were valid to be used as the respondent. Bimtek was used as the independent, person-job fit as the mediator, perceived legislation productivity was employed as the dependent, and the moderator was the experience. All hypotheses were tested using independent t-test, mediation, and moderation techniques employing Hayes PROCESS models 1, 4, and 8. The major findings showed that repeated Bimtek improved person-job fit and productivity. Legislators' experience moderated the effect of person-job fit on perceived legislation productivity. This study concludes that attempting an appropriate person-job fit and optimal legislative productivity requires sufficient technical training for legislators to perform their legislative functions. In this case, when the person-job fit increases, the new legislators have higher perceived productivity than their seniors.

Although economic incentives are widely used to promote participation in waste bank programs, this study questions whether they may potentially undermine intrinsic motives, such as social, environmental, and educational values. An analysis survey data from 303 Indonesian citizens reveal that economic and non-economic motives—especially social and educational—coexist. In this case, collective efficacy was found to moderate the relationship by transforming the negative effects of non-economic motives on waste bank participation into positive outcomes. However, the impact on economic motives was found to be insignificant. The results of this study imply that fostering collective efficacy may improve non-economic motives and lead to more sustainable community engagement in waste management.

Usaha kuliner bergerak (UKB) merupakan salah satu bentuk usaha ekonomi mikro yang ditekuni oleh banyak orang. UKB membutuhkan sumber energi listrik untuk keperluan pencahayaan tempat usahanya dan aktifitas memasak. Artikel ini memaparkan suatu metode penyediaan tenaga listrik yang lebih efisien dan efektif untuk UKB, yaitu menggunakan sistem sumber tenaga listrik berbasis baterai (STLB). Suatu Sistem STLB terdiri dari unit baterai-terkemas, unit inverter daya dan suatu saklar pemindah, yang terangkai dan terkemas menjadi suatu kemasan yang kompak, serta suatu unit alat pengisi muatan baterai. Jenis baterai yang digunakan adalah lithium-ferro-phosphate (LFP) yang memiliki keunggulan-keunggulan yaitu mempunyai kerapatan energi yang tinggi, ringan, dan mempunyai usia pakai yang panjang. Kami telah bekerja sama dengan UKB “Mie Yamin A. K.” sebagai mitra pengabdian masyarakat untuk menerapkan teknologi sistem STLB. Metode pelaksanaan pengabdian masyarakat mencakup perancangan dan pembuatan unit STLB, pengujian-pengujian fungsional, pemasangan unit STLB pada tempat usaha mitra, dan evaluasi penggunaan sistem STLB oleh mitra. Kami telah mengevaluasi pihak mitra untuk mengetahui dampak penggunaan teknologi sistem STLB terhadap bisnisnya. Hasil evaluasi memperlihatkan bahwa pihak mitra telah menggunakan sistem STLB untuk operasional bisnis hariannya dan tidak ditemukan permasalahan pada kinerja sistem STLB selama masa pemakaian. Dengan menggunakan sistem STLB, pihak mitra telah memperbaiki strategi penjualan produknya sehingga memperoleh kenaikan volume penjualan sangat signifikan yaitu rata-rata di atas 50%. Pihak mitra juga telah melakukan diversifikasi produk dagangannya dengan dukungan sistem STLB. Penggunaan sistem STLB tidak membebani tagihan listrik bulanan pihak mitra. Dengan demikian UKB mudah mengakses daya listrik dengan biaya murah.

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