This research aims to examine the business ethics associated with sustainable green resource innovation in the context of social entrepreneurship. Secondary data was obtained from existing literature on sciencedirect.com from the last 10 years. A descriptive approach was used to describe the phenomenon, with a focus on business ethics and green resource innovation. This article discusses the concepts of social entrepreneurship and sustainable entrepreneurship, and the importance of technology to support green innovation. Business ethics in the context of social entrepreneurship, collaboration, responsibility, and green resource innovation are the focus of discussion in this article. Business ethics in social entrepreneurship is essential to foster sustainable green resource innovation. Green innovation is increasingly important in business due to increasing business interest in sustainability and customer awareness of environmental issues.

Background/Problem: Lecturers at public universities in East Java, Indonesia, often face toxic workplace dynamics such as negative workplace gossip and narcissistic leadership. These behaviors are associated with emotional fatigue, distrust, knowledge hiding, and behavioral cynicism. However, the potential buffering role of workplace spirituality in such environments remains underexplored.Objective/Purpose: This study investigates the influence of negative workplace gossip and narcissistic leadership on behavioral cynicism and knowledge hiding, while also examining the moderating role of workplace spirituality.Design and Methodology: A total of 257 lecturers from the faculty of economics and business at public universities in East Java participated in the study. Data were collected using structured questionnaires and analyzed using structural equation modeling (SEM).Results: Negative workplace gossip significantly affects behavioral cynicism (β = .32, p = .00) and knowledge hiding (β = .18, p = .02). Narcissistic leadership positively influences behavioral cynicism (β = .21, p = .00) and knowledge hiding (β = .26, p = .01). Workplace spirituality moderates the impact of gossip on behavioral cynicism (β = −.17, p = .03) and knowledge hiding (β = −.13, p = .04), and also moderates the effect of narcissistic leadership on both behavioral cynicism (β = −.22, p = .00) and knowledge hiding (β = −.23, p = .03).Conclusion and Implications: The findings underscore the value of structured interventions that enhance workplace spirituality through behavioral approaches such as mindfulness training, reflective practice sessions, and prosocial behavior programs to reduce cynicism, discourage knowledge hiding, and strengthen openness, trust, and collaboration. This study contributes novel insights into how workplace spirituality can buffer the negative effects of narcissistic leadership and negative workplace gossip on behavioral cynicism and knowledge hiding in higher education institutions.

This study aims to determine the effect of work discipline and self-efficacy on employees performance and leadership style directly and indirectly at the DPRD Secretariat, Bangkalan. It used a non-probability sampling technique and as many as 98 employees to be used as samples.Using the path analysis, the results showed that (1) Work discipline has a negative and significant effect on employees performance (-0.472). (2) Self-efficacy has a positive and significant effect on employees performance (0.755). (3) Work discipline has a positive and significant effect on leadership style (0.497). (4) Self efficacy has a positive and significant effect on leadership style (0.483). (5) Leadership style has a positive and significant effect on employees performance (0.661). (6) Work discipline has a positive and significant indirect effect on employees performance through the leadership style as intervening variable (0.328). (7) Self-efficacy has a positive and significant indirect effect on employees performance through the leadership style as intervening variable (0.319). It is lower than the effect of self-efficacy on employees performance directly (0.775).

The aims of this study are to determine the effect of competency and self-efficacy on the mosques administrators performance in Pakong, Pamekasan Regency, partially and simultaneously.This analyzes includes the independent variables are competence and self-efficacy variables, and the dependent variable is the mosques administrators performance. It used the Likert scale to measure the indicators of each variable. It has 870 people or employees as population, while the number of samples used in this study were 90 mosques administrators. It used the f test to determine the effect of Competence and Self Efficacy on mosques administrators performance simultaneously, while used the t test to determine the effect of Competence and Self Efficacy on mosques administrators performance partially.So the research type is quantitative research. Using the multiple linear regression analysis, the results showed that the competency has a positive effect on the mosques administrators performance partially with a positive beta value of 0.695 and a significant value is 0.000 and the tcount is 6.067 1.98761. Self-Efficacy also has a positive and significant effect on the mosques administrators performance partially with a positive beta value is 0.527, and a significant value is 0.000 and a tcount is 3.601 1.98761. Then, it is known that the independent variables (Competency and Self Efficacy) have a significant effect on the dependent variable (mosques administrators performance) simultaneously with a positive beta value is 0.619 or 61.9%, and a sign value is 0.000 0.05. Keywords: Competence, Self Efficacy, Mosques Administrators (Takmir) Performance

Perkembangan organisasi dipengaruhi oleh kinerja sumber daya manusia. Pegawai dan pemimpin sektor publik harus mengikuti protokol kesehatan untuk melindungi mereka. Untuk itu, organisasi perlu meningkatkan kinerjanya terutama di masa pandemi Covid-19. Tujuan dari penelitian ini adalah untuk mengetahui apakah Pengaturan Jam Kerja, Komitmen Organisasi dan Gaya Kepemimpinan Demokratis berpengaruh positif dan signifikan terhadap kinerja pegawai pada masa pandemi Covid-19. Jumlah keseluruhan 74 karyawan sebagai responden. Penelitian ini menggunakan variabel kinerja pegawai sebagai variabel terikat, dan variabel bebasnya adalah pengaturan jam kerja, komitmen organisasi dan gaya kepemimpinan demokratis. Data dikumpulkan dengan kuesioner. Dengan menggunakan analisis regresi linier berganda, Hasil penelitian menunjukkan bahwa 1) variabel pengaturan jam kerja berpengaruh positif dan signifikan terhadap kinerja karyawan sebesar 0,259; 2) variabel komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai sebesar 0,234; dan 3) variabel gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan sebesar 0,306. Kata Kunci: Pengaturan Jam Kerja, Komitmen Organisasi, Gaya Kepemimpinan Demokratis, Kinerja Pegawai

This study investigates the influence of employee relationship quality on customer service satisfaction at the Toko Kurnia Emas. The central issue addressed is the extent to which positive interpersonal relationships among employees enhance the quality of service experienced by customers. Accordingly, the research focuses on assessing the degree of impact that employee relationship quality exerts on customer satisfaction. Employing a quantitative approach with a descriptive correlational design, the study involved 15 employees and 15 customers selected through total and purposive sampling techniques, respectively. Data were collected via a Likert-scale questionnaire and analyzed using simple linear regression to examine the relationship between variables. The findings reveal a significant positive relationship between the quality of employee relations and customer service satisfaction. In essence, harmonious employee interactions contribute to higher levels of customer satisfaction. This study offers practical insights for managers in the retail sector, emphasizing the importance of fostering strong internal relationships to enhance overall service performance. Future research is encouraged to include a larger sample and explore additional variables, such as employee training and professional development, that may influence customer satisfaction