Issue #3 (Volume 24 2026)

Type of the article: Research Article

Abstract
Understanding factors that drive employee performance in SMEs is crucial, as human resources are central to success. This study was conducted among batik-producing SMEs in East Java Province, Indonesia, a cultural heritage sector of labor-intensive, skills-based businesses that rely on employees to maintain production quality, sales service, and sustainability. Although entrepreneurial leadership and employer branding are recognized as drivers of employee outcomes, prior studies have examined them separately in large organizations, limiting understanding of their combined effects in SMEs. This study aims to examine the effects of entrepreneurial leadership and employer branding on employee performance, with employee engagement as a mediator and organizational trust as a moderator. Data were collected from 357 employees of batik-producing SMEs in East Java Province, Indonesia, between October and December 2025. Respondents were selected through purposive sampling, targeting production, sales, and administrative staff, as these groups contextually represent core operations. Data were analyzed using PLS-SEM. The results show that entrepreneurial leadership (β = 0.222, p < 0.001) and employer branding (β = 0.476, p < 0.001) positively influence employee performance. Both variables exhibit significant indirect effects through employee engagement (β = 0.074, p < 0.01; β = 0.045, p < 0.01). Organizational trust strengthens the entrepreneurial leadership–employee engagement relationship (β = 0.135, p < 0.01) but weakens the employer branding–employee engagement relationship (β = −0.165, p < 0.01). These findings clarify how entrepreneurial leadership and employer branding shape employee performance in batik SMEs under uncertain environments.

Type of the article: Research Article

Abstract
The study develops a framework for forecasting conflict-related socio-economic vulnerabilities in a cross-country sample using indicators of armed conflict risk, forced displacement, and illicit practices. The analysis uses panel data covering 135 countries over 2012–2024. The Conflict Risk Index, Refugee Load Index, and Cyber Vulnerability Index were constructed using standardized indicators and Principal Component Analysis. The Cyber Vulnerability Index is a proxy for digital exposure to cyber-related disruptions. First-difference panel regressions identified associations between conflict- and migration-related risks and socio-economic indicators. Separately, GRU neural networks were applied to forecast these indicators, while comparative quartile-based ablation and scenario-based perturbation analyses assessed the contribution and sensitivity of corruption, AML-related risk, and cyber vulnerability across country groups. Regression analysis showed that the Conflict Risk Index was statistically associated with deterioration in GDP, GDP per capita, GDP per capita growth, political stability, life expectancy, labor force dynamics, and migration balance. The Refugee Load Index was associated with positive net migration alongside weaker economic growth and lower political stability in host countries. Forecasting results were heterogeneous: adding corruption, AML-related risk, and cyber vulnerability indicators improved accuracy for several targets, but deteriorated performance for some variables and showed evidence of overfitting for GDP per capita in the conflict-risk specification. In high-conflict-risk countries, the largest forecast improvements were for life expectancy (61.02%), GDP per capita (43.96%), and net migration (10.75%); in high-refugee-load countries, they were observed for life expectancy (60.30%), political stability (38.41%), and net migration (16.20%). The framework can support early warning, resilience assessment, and crisis response.

Acknowledgment
We acknowledge with gratitude the financial support provided by the Ministry of Education and Science of Ukraine for the research project “Cybersecurity and digital transformations of the country’s wartime economy: the fight against cybercrime, corruption and the shadow sector,” state registration number 0124U000544.

Type of the article: Research Article

Abstract
Employee involvement in environment-oriented innovation is increasingly recognized as a key driver of organizational sustainability. This study explores the influence of organizational citizenship behavior toward the environment as a mediator in the relationship between psychological empowerment and green innovative work behavior, while considering perceived green organizational support as a moderator variable. This study employs a quantitative approach, utilizing data collected through a survey conducted in June 2025 among 222 employees of plantation companies in Indonesia using purposive sampling. Data analysis was performed using structural equation modeling, supplemented with simple slope analysis to test for interaction effects. The results indicate that psychological empowerment has a positive and significant influence on green innovative work behavior (β = 0.253, p < 0.001) and on organizational citizenship behavior toward the environment (β = 0.569, p < 0.001). Organizational citizenship behavior toward the environment also significantly influences green innovative work behavior (β = 0.312, p = 0.004) and was found to mediate the relationship between psychological empowerment and green innovative work behavior (β = 0.178, p = 0.009). Furthermore, perceived green organizational support was found to moderate the influence between organizational citizenship behavior toward the environment and green innovative work behavior (β = 0.096, p = 0.018), such that the effect of organizational citizenship behavior on green innovation becomes stronger when perceptions of organizational support for the environment are high. By integrating individual psychological factors, voluntary environmental behaviors, and organizational support into a single framework, the study expands the understanding of sustainable, green innovative behaviors.

Type of the article: Research Article

Abstract
Drawing on institutional and communication theories, this study tests whether regulatory adaptation and cultural training drive project success and whether communication efficiency mediates these relationships. A mixed-method design was adopted. Quantitatively, a structured questionnaire was administered to project personnel involved in Yunnan Construction and Investment Holding Group (YCIH) overseas delivery in Southeast Asia, yielding 412 valid responses. Partial least squares structural equation modeling (PLS-SEM) with bootstrapping was used to assess the measurement model, direct effects, and mediation. Qualitatively, 18 semi-structured interviews were used to triangulate the interpretation of coordination frictions and improvement levers. The interview evidence indicated that regulatory translation gaps, bilingual document control, culturally different feedback norms, and delayed closure of site issues were recurrent communication bottlenecks. Regulatory adaptation and cultural training positively affect communication efficiency (β = 0.347 and β = 0.359, p < 0.001). Communication efficiency positively affects project success (β = 0.406, p < 0.001). Regulatory adaptation and cultural training also show positive direct effects (β = 0.245 and β = 0.160, p < 0.001). Communication efficiency partially mediated the relationship between regulatory adaptation and project success, and cultural training and project success through significant indirect effects (β = 0.141 and β = 0.146, p < 0.001). The model explains 33.9% of the variance in communication efficiency and 43.6% of the variance in project success. The study integrates regulatory and cultural capability-building into a communication-based mechanism for international project success, providing actionable guidance for contractors operating across institutional and cultural boundaries.

Type of the article: Research Article

Abstract
Although Ecuador has a high rate of women’s business ownership, only a small proportion of these enterprises operate within the technology sector. This study aims to examine women’s technological entrepreneurship in Ecuador using a qualitative phenomenological approach. Semi-structured interviews were conducted with 23 female entrepreneurs between September and October 2025. The findings revealed recurring themes in participants’ experiences, including gender inequality, bureaucratic obstacles, conservative social attitudes, and limited access to professional networks. Despite these challenges, the entrepreneurs emphasize that they possess considerable resilience and innovation, adapting to emerging technologies and building strategic support networks. Participants also highlighted the importance of inclusive public policies to address these barriers and promote a more equitable and sustainable entrepreneurial ecosystem for women in the technology sector. Although the study focuses on a single country, its findings provide valuable insights into the current state of women’s technological entrepreneurship and highlight the significant role of the institutional and social environment in shaping the development of such ventures.

Acknowledgment
We would like to thank the Pontifical Catholic University of Peru, CENTRUM, our families, and colleagues for their support throughout this process.

Type of the article: Research Article

Abstract
Small and medium-sized enterprises (SMEs) are a key driver of employment and economic growth in South Africa, yet their increasing reliance on digital technologies has significantly increased exposure to cyber threats that can undermine customer trust and business sustainability. However, empirical evidence on how cybersecurity investment influences customer trust among SMEs in South Africa remains limited. This study aims to examine the relationship between cybersecurity investment and customer trust among SMEs operating in the retail, hospitality, e-commerce, professional services, and small-scale manufacturing sectors in KwaZulu-Natal, South Africa. These sectors were selected because of their high dependence on digital transactions and customer data processing. A quantitative research design was adopted using primary data collected through a structured questionnaire administered to SME owners and senior managers between 2024 and 2025. A total of 375 valid responses were analyzed using Pearson’s correlation and linear regression techniques. The results reveal a statistically significant positive relationship between cybersecurity investment and customer trust (r = 0.312, p < 0.001). Regression analysis further indicates that cybersecurity investment explains 9.7% of the variance in customer trust (R2 = 0.097, p < 0.05). SMEs that implemented secure digital payment systems, data protection measures, employee cyber-awareness training, and compliance with the Protection of Personal Information Act (POPIA) reported higher levels of customer confidence and perceived business credibility. These findings highlight that strategic investment in cybersecurity contributes to strengthening customer trust and improving the competitiveness and resilience of digitally enabled SMEs in South Africa.

Type of the article: Research Article

Abstract
Highly skilled and experienced professionals are essential to most profit-making organizations to sustain and remain competitive. This study aims to examine the central challenge of retaining skilled professionals in Malaysia, a key factor in sustaining organizational competitiveness and long-term profitability. A sample of 200 millennials was used to evaluate the potential for employee retention in relation to work-life balance, work environment, compensation, and supervisor support. Structural equation modeling was used to analyze the hypothesized relationships among the constructs. The analysis shows that compensation (β = 0.353, t = 2.869, p = 0.002, f2 = 0.153) is the strongest predictor of employee retention, followed by work environment (β = 0.283, t = 1.653, p = 0.049, f2 = 0.082) and work-life balance (β = 0.246, t = 2.253, p = 0.012, f2 = 0.097). Together, these three factors explain 66.6% of the variance (R2 = 0.666) in employee retention, which is considered substantial. In contrast, supervisor support (β = 0.080, t = 0.681, p = 0.248, f2 = 0.010) does not significantly influence employee retention. Overall, the results show that financial rewards, supportive working conditions, and work-life balance are key drivers of professional retention in Malaysia. Instead of losing highly skilled employees to competitors, it is important to retain them by offering competitive pay, a positive work environment, and a fair work-life balance.