International Journal of Human Capital in Urban Management
Volume:8 Issue: 4, Autumn 2023

Leadership plays a crucial role in promoting organizational productivity and sustainability. There are several styles of leadership have been proposed and investigated, as well as their various impacts on different organizations. Therefore, this study aims to analyze the leadership styles in Indonesian settings and their associated outcomes through a bibliometric review. This study employs a qualitative approach. The entire data collecting and screening procedure in the Scopus database provided the foundation for the present study. A total of 84 eligible papers from 2000 to 2023 are explored, and the scientific landscapes are further visualized using the VOSviewer. The results showed evidence that network visualization consists of 5 clusters: red, green, blue, yellow, and purple cluster. The first red cluster includes business strategy, innovation, organizational commitment, and organizational culture. Employee performance, job satisfaction, work environment, and work motivation are represented by the second cluster, which is identified to be green in color. In addition, the third blue cluster covers knowledge management, transactional leadership, and transformational leadership. Creativity and employee engagement are all part of the fourth yellow cluster. Finally, democratic leadership is included in the fifth purple cluster. The findings concluded that leadership styles (i.e., transformational, transactional and democratic leadership) positively contribute to the associated outcomes (i.e., employee performance, job satisfaction, organizational commitment, employee engagement, business strategy, and organizational innovation and creativity). In addition, mainly related to associated outcomes, the transformational leadership style is a more dominant influence than transactional and democratic in Indonesian settings. By demonstrating as role models, transformational leaders establish strong emotional connections with their employees to feel a sense of belonging, leading to increased dedication to go the extra mile.

The water field futurology is mostly focused on the water shortage and resulting political-security crises. However, the emphasis of this study is on the water pollution crisis. This study utilizes water decolorization and microbial decontamination as novel and low-risk methods in water and water resources sanitization with the preservation of the municipal environment approach. Modern oxidation methods for pre-treatment or aid-treatment have well-attained their place in the water and wastewater treatment process to reduce microbial and chemical contamination of water. Applying light, plasma, ozone, and Ultraviolet light is one of the modern and eco-friendly methods for water treatment and disinfection with growing usage. In this research, various types of ozone and plasma generators, with the approach of energy consumption reduction, were manufactured for simultaneous decolorization and disinfecting of the water. All these devices consist of three main sections; frequency-increasing circuits, voltage-increasing transformers, and a reactor based on electrical discharge in gas. The simulation was performed using Orcad and PSPICE and Comsol softwares. After designing and simulation, a pilot of each of these three sections was made. Both plasma and ozone reactors, which act as light tubes with a purple color spectrum were made and optimized for water treatment in the form of tubular tubes and flat cell for volume and surface radiation. Microbial testing of 8 water samples in terms of coliform in laboratory was confirmed by the Iran Environmental Organization mpn/100ml. After computer simulation, all three basic sections of an ozone generator device with a power consumption equal to a 30-watt lightbulb were made and optimized. By 5-minute injection of the ozone generated by this device into the water containing methylene blue as the color contamination index and Escherichia coli as the microbial contamination index, 99% of microbial decontamination was achieved, along with decolorization. Various types of plasma devices for decolorization and disinfecting water were made in this research. Due to the light-like nature of the plasma treatment and since the tested water sample was volumetric, and above all, due to the turbidity of the tested water sample, 30 minute of plasma treatment had no comparable effect to the ozonation method. Therefore, generating and injecting ozone was still the most effective method for simultaneous decolorization and microbial decontamination. The discoloration of water samples by ozonation with optimized devices was noticeable in the first minute.

Innovation can help the human capital of teachers to work more creatively. The job atmosphere consists of the physical environment in which teachers work and the psychological or social-emotional climate created by the interactions and relationships between teachers, students, and school officials. The study focused on the teaching environment of public tertiary teachers and their association with innovation. The study employed a descriptive research method to examine the relationship between the teaching environment and innovation among tertiary teachers. 196 teachers and 28 superior respondents filled out the survey questionnaire. The instrument used the percentage and frequency to analyze the respondent’s profile data and verbal descriptions and weighted mean to describe the variables. It used the following scale: Never, Seldom, Sometimes, Often, and Always.The respondent profile reveals that 53.1% are females and 46.9% are males. 36.7% of respondents have five years of teaching experience, and 30.6% have a master's degree, while 22.4% have a doctorate degree. Regarding challenging work, teachers and their superiors responded "always" to opportunities to express their ideas, with a mean rating of 4.25 and 4.29, respectively. Teachers also use innovative strategies to improve student performance, with mean ratings of 4.15 and 4.35. Teachers are recognized for a job well done in terms of organizational encouragement, with mean ratings of 3.98 and 4.14, respectively. Teachers possess the professional skills required for resources, with mean ratings of 4.05 and 4.54. Their superiors appreciate extra effort in supervisory engagement, with mean ratings of 4.20 and 4.43. Peers are supportive, with mean ratings of 4.23 and 4.25. Organizational independence was rated "seldom" by superiors on the item that some teachers ingratiate themselves with school officials to the disadvantage of their co-teachers, with a mean rating of 2.43. The result in the Culture of Innovation category shows that school officials allow teachers to try new ideas or strategies, as rated "always" by teachers and their superiors. These findings may provide teacher’s human capital development program to align the faculty in their field of specialization, minimize inbreeding and raise the quality of faculty members, and encourage senior faculty to undergo leadership capability training to prepare them how to handle sensitive positions in the university, to give opportunities to be more innovative, to engage them in high-quality research.

Differences in the fundamental factors of production and technology are cited as the reason for the disparity in growth rates by primary research. Improving the quality of human capital through education, the quality of institutions such as the public policies and innovation play an important role in economic growth. Also, technological innovation creates circumstances for any region to extract more value from limited resources to support sustainable economic growth. In this study, the effect of human capital, institutional quality, and innovation are investigated on regional gross domestic product per capita in oil-exporting countries. Moreover, the effect of institutional quality has been investigated on the regional gross domestic product through government consumption expenditures. The panel data method is used to investigate the effect of human capital, institutional quality, and innovation on regional gross domestic product per capita from 2011 to 2021. The Levin-Lin-Chu test was employed to determine the reliability of the variables. The panel cointegration are used to ensure the existence of long-term relationship between the dependent variable and the independent variables. In order to select the pooling and panel method, Flemer's test was used, and Hausman's test was used to select fixed and random effects methods. Also, statistical and econometric analysis is done with Stata17.0 software. The results of the random effects method in the first and the second models indicated that the human capital index has had a positive and significant effect on gross domestic product per capita at the level of 1% and its coefficient are 0.878 and 0.905, respectively. So, human capital improvement facilitating the absorption of technology, and boosting the productivity of production factors and increases economic growth. Also, the institutional quality has had a positive and significant effect on gross domestic product per capita at the 1% level in the first model and its coefficient is 0.182. Moreover, the coefficient of interaction effects of institutional quality and government consumption expenditure in second model is 0.073 and is statistically significant at the 1% level. According to this, Institutional quality shape the economic environment of countries and improves the economic performance. The Innovation index has had a positive and significant effect on gross domestic product per capita at the level of 1% and its coefficient in the first and the second models are 0.324 and 0.331, respectively. Therefore, strengthening the innovation system expanding the supply of new products and services. The results indicate that, growth rate of gross domestic product per capita averaged at 2.12% over the sample period with standard deviation of 3.66 among the selected oil-exporting countries. Based on the results, improving the human capital through education and the acquisition of diverse skills have led to an increase in gross domestic product per capita at the level of 1%. In addition, the institutional quality limit government spending and direct financial resources towards healthy investments. According to this, institutional quality has increased regional gross domestic product through government consumption expenditures at the level of 1%. In addition, improving the system of innovation by maximizing the use of existing resources and boosting productivity has increased production.

Energy is widely acknowledged as a critical aspect of economic development, and a country's ability to sustain economic growth depends on the security of its energy supply. Malaysia's persistent energy demand and diminishing local energy supplies have recently increased energy industry operators' and policymakers' concerns about the country's energy supply security. Finding economical energy options with secure production and a minimum environmental impact has long been the key goal for developing countries. For developing countries, energy security is a challenging task to meet rising energy demands in a long-term, environmentally sustainable manner. The study aims to examine the mediating effect of climate change on energy resources to achieve cost-saving sustainability and energy security in Sabah, Malaysia. This study adopts quantitative research in which a public survey was conducted between April 28 and May 10, 2023, focusing on how Sabah's energy resources, including nuclear, fossil, and renewable fuels, relate to Sabah's cost-effective sustainability and energy security. In total, 100 questionnaires were distributed to different geographic or regional regions that are likely to differ from one another in terms of their beliefs or perceptions, educational backgrounds, income levels, and occupations. According to this study, the population of Sabah, Malaysia, will be 3.39 million in 2022. The sampling strategy used in the present research was non-probability convenience sampling. However, only 80 valid questionnaires were used as the sample size for this paper based on the Smart PLS sample size table. The response rate was 86.96%. A smaller sample was chosen in the study rather than a more thorough census due to the magnitude of the population. The findings showed that protection motivation, theory consistency theory, and behavioral reasoning theory play important roles in planned behaviour when looking at practical, long-term solutions to the problems of cost-effective sustainability, energy security, and climate change as mediating factors. The results showed five (5) hypotheses have been accepted with p-value at 0.000 to 0.031. Unfortunately, there are twelve (12) hypotheses were not supported with p-value at 0.085 to 0. 0.563 due to most of Sabah’s people had a poor understanding of and lack of acceptance of the need for energy. The study empirically confirms and conceptually proves that policy on the conceptual framework of environmental literacy and pro-environmental behaviour should be adopted and reviews the country's existing energy policy, the renewable energy policy, and the legal framework in resolving renewable energy sources that are still underutilized, environmentally responsible, and have a great deal of potential to satisfy the energy needs of both established and emerging nations.

The influence of smartphones in face-to-face interactions has presently affected the methods of human interaction in various social environments and has led to the emerging phenomenon of phubbing.  Phubbing has been the focus of researchers as the employee's perception that his/her supervisor is distracted by their smartphone while talking or being in close proximity to each other in the work environment. Therefore, it can be stated that phubbing is negatively related to subordinates' trust in their supervisor. So. the present study aimed to identify the antecedents and consequences of phubbing in Yazd municipality. The present study was applied in terms of purpose and qualitative in terms of research methodology and based on the grounded theory approach. We decided to apply this method because the core objective is to choose the individuals who are acquainted with such phenomena. Consequently, it will be easier to comprehend the topic so that the samples can provide appropriate answers accordingly. In the present study, for performing data collection, semi-structured in-depth interviews with the 5w1h technique were conducted with 12 people, including managers and employees who respond to citizens’ requests in the central building of Yazd Municipality. The researched community consists of The Experts selected were those who had relevant articles, at least three years of beneficial work experience in Yazd Municipality, and relevant knowledge of phubbing. Targeted sampling has been done based on the researcher's considerations. The present study was performed March 2023. The findings show that there are many empirical factors influencing phubbing in organizations, so that the role of employees and their functional duties are considered a very influential factor for phubbing in organizations. Employees should be able to have a detailed understanding of their needs and their behavior in the organization in interactions so that they can convey the best experience to them in order to influence their behavior. If the set of municipality facilities can perform their duties well, a positive experience can be created in the employee's mind. Therefore, human resources, physical space and functional aspect will provide a very effective role in creating a positive experience and provide a suitable mental background for employee preferences. In the present study, data analysis was performed using Maxqda software version 20 in three stages of primary, central, and selective coding, which resulted in the identification of 6 categories, 21 central concepts, and 123 final codes. Therefore, technological factors, social factors, personal/individual factors, cultural factors, and psychological factors were identified in this research. The results of the data analysis indicated that there were many experimental factors influencing phubbing in organizations so the role of employees and their functional responsibility were considered to be a highly influential factor for phubbing in the municipality. The interviewees believed that employees must quickly feel secure and comfortable after becoming a member of the organization and they must adapt themselves to the norms of the environment. Therefore, considering that fobbing has attracted the attention of many researchers, as far as the authors are aware, its antecedents and consequences have not been identified, from this point of view, the research has innovation.

The accreditation process is pivotal to ensuring high educational standards, but it often faces various challenges. The innovative study seeks not only to identify these hindrances in the accreditation process within Philippine educational institutions but also to map out the countermeasures employed. The study uniquely delves into the perceptions of diverse stakeholders - administrators, faculty, staff, and students - providing a comprehensive, multi-perspective view of the barriers to accreditation. The objective is to explore these perceptions, assess their alignment, and thereby create a more effective, stakeholder-informed strategy for accreditation processes. This novel approach is designed to optimize institutional performance and bolster educational quality, marking our study's distinctive contribution to the field.  A descriptive survey method was employed in this study. The sample comprised administrators, faculty, staff, and students from various schools. A self-constructed questionnaire that was validated and were to gather data on hindrances faced by the schools during the accreditation process, and the measures taken to address them. Descriptive statistics were used to analyze the data, and ANOVA was performed to identify any significant differences in the perceptions of the respondents.  The results revealed several categories of hindrances, with administration, faculty, instruction, laboratory, library, and physical facilities emerging as the key areas of concern. Financial aspects in administration and faculty development programs in the faculty category were the most significant hindrances. Other notable hindrances included measuring student progress in the instruction category, sufficiency of facilities in the laboratory category, organizational structure of libraries, and room lighting in the physical plant category. No significant differences were found in the perceptions of administrators, faculty, staff, and students regarding accreditation hindrances, indicating a shared understanding of these challenges.  This study examines the hindrances to accreditation and the steps educational institutions have taken to overcome them. Prioritizing these challenges is vital for continuous improvement and educational quality. Investment in competent administrators and funding is crucial for problem-solving. Creative service formulation aids in overcoming hindrances and achieving accreditation. The study provides insights into stakeholders' perceptions of accreditation challenges, helping schools enhance performance and reputation, benefiting students and the broader community.

Open governance is considered an important tool to solve complicated issues in countries, increase efficiency, and build public trust based on indicators like information transparency and public participation using Information and Communication Technologies. Therefore, considering that no research with this title has been conducted in Iran, this research was studied in the municipalities of Tehran Province, Iran, with the aim of identifying the factors that constitute open governance in Iran's public institutions. The present study is mixed-method research. In the qualitative part, interviews and theme analysis were used, while the quantitative part used a descriptive method. The study population in the qualitative section consisted of university experts and specialists who were knowledgeable about the subject of the study. Purposive sampling was used, and after conducting 20 interviews, theoretical saturation was achieved. This study was conducted in the first half of 2023. The study population in the quantitative section consisted of all senior managers of municipalities in Tehran Province, estimated to be around 440 individuals. Using the Cochran formula, 205 individuals were selected as the sample. Data was collected using both library and field methods. A 23-item questionnaire with a Likert scale was constructed, and validity and reliability were checked in all sections. SPSS-24 software was used for the descriptive part, and Smart PLS 3 software was used for analysis, including Pearson's correlation test, one-sample t-test, and structural equation modeling. The findings indicated that the dimensions of open data, open service and open process were found for the establishment of open cooperation. By performing the first-order factor analysis, the factor loadings between the indicators and dimensions of the model were in a favorable condition. On the other hand, in the second-order factor analysis, the factors open data, open service, and open process were determined at 0.964, 0.968, and 0.955, respectively, which were considered significant according to Student’s t-test. Three key factors are needed to establish open governance. The open process includes policy changes, approval of necessary regulations, modification of organizational structures and activities. Providing open service, including systems and platforms that allow greater participation of civil society and other urban actors. Open data includes publishing public data, reporting on the performance of managers and public institutions in established platforms.

Employee engagement has emerged as a critical factor for organizations seeking to enhance productivity, foster employee well-being, and gain a competitive advantage. Human resource management practices are vital to driving employee engagement. Therefore, based on the social exchange theory, the current study explores the interaction between human resource management practices and employee engagement. and evaluates the level of engagement (i.e., High, medium, low) of employees. Also, finds an association between engagement levels and the age group of employees.  The study administered the standardized questionnaire to employees (n= 187) working in information technology companies. A purposive random sampling research design was adopted for data collection. Confirmatory factor analysis was performed to ensure the validity of the adapted questionnaire, then simple linear regression was run in AMOS v24 software for finding the variance between human resource management practices and employee engagement. Further, chi-square and analysis of variance tests were also used in SPSS v22. Human Resource Management practices such as recruiting and selection, continuous training and development opportunities, competitive rewards, career advancement, and employee involvement together explained 33 percent variance based on the coefficient of determination (R2) value, where (Beta= 0.57, p

As of present, Green Human Resource Management holds a paramount standing as a crucial business strategy among noteworthy organizations and enterprises, in which Human Resource Department play a vital role. Taking an affirmative role in adopting sustainable practices within the workplace is paramount towards promoting an eco-friendly Environment. As the most prominent entities within societies, organizations possess the capacity to diminish environmental degradation through their undertakings, thereby constituting one of the avenues towards effecting environmentally conscious human resource management within organizational settings. To enact green human resources management within an enterprise, it is essential to identify and establish the key necessities for realizing such a program in the organization. Aligned with the social obligation that rests with organizational executives, they ought to proffer their aspirations, objectives and obligations towards cultivating an environmentally conscious entity. Such stewardship can ameliorate the potential constraints on future demands for ecological resources. In Iran, the field of green human resource management has received limited attention in the extant literature. Thus, the present investigation aimed to identify and rank the critical prerequisites for effectively implementing green human resources management within an organization. Green human resource management involves the utilization of human resource management principles and practices to facilitate more sustainable and eco-friendly use of organizational resources, as well as the promotion and encouragement of environmentally responsible initiatives. The aim of this study is to enhance the environmental quality through the enhancement of the ecological practices of organizations. This can be achieved by identifying and incorporating environmentally sustainable human resource management strategies in organizational operations. The study has successfully identified and prioritized determinants of effective green human resource management within organizational contexts, through utilization of the Fuzzy Network Analysis Process method. The study method is mixed exploratory. The statistical population of this study included 30 experts in the Municipality of Tehran. In this study, the targeted sampling method was used. In this study, based on the research background and expert opinions from the two categories of organizational culture and skills, the influencing factors of green personnel management based on sustainable development were identified and a total of 11 sub-criteria for the main categories were defined. The data collection tool was a questionnaire designed based on the Delphi technique and finally analyzed using the fuzzy method. The results showed that organizational culture is the main factor in creating green human resources management with an average of 4.58, followed by skills with an average of 4.49. Green human resource management refers to activities that involve the development, implementation and ongoing maintenance of a system that leads to the greening of the company's employees. In this context, regular employees should become green employees; So that they can reach the organization's environmental donation and ultimately make a significant contribution to environmental sustainability. By promoting the organizational culture and identified skills, employee participation, aligning environmental programs with the organization's environmental goals, supporting senior management and providing sufficient budgets and resources, it is possible to improve green human resource management in Tehran municipal organization.