Wika Harisa Putri

FinTech innovations are one of strategic decisions to increase the profitability of a company. This study determines the level of profitability of companies before and after the emergence of FinTech products. The authors focused on companies that have launched FinTech products and published their financial reports. The study sample consisted of 17 FinTech products from 16 companies in Indonesia. The limited number of the sample was caused by not all of them having published its financial reports, while we have checked 157 FinTech companies. An event study approach using paired sample T-test is utilized. The period used in this study is four years, covering two years before and two years after the company launched FinTech products. Data were obtained from IDX, FinTech.id, and company web-pages. The results clearly showed that there was a significant influence on return on assets (ROA), but no significant difference in return on equity (ROE). This finding gives more contribution to the FinTech industry about the company’s profitability impact of launching FinTech product.

In human resource accounting, personnel recruitment cost is an important issue. High turnover of employees triggers this charge. This research focused on the non-financial issue in employee turnovers for various professions. This study examines the effect of job enrichment, a self-development process on the working environment, to the employee’s engagement and organizational commitment, as well as the intention to quit in a different profession. The respondents of this research are 154 workers who have worked at their institution for at least two years. Using moderate regression analysis and testing two models, the first with linear regression, and the second with moderate regression analysis, this research shows that in the first model, job enrichment and employee engagement affect organizational commitment directly. However, in the second model, this study shows that employee engagement cannot moderate the effect of job enrichment on organizational commitment or the intention to quit. This research also finds that employee engagement affects negatively the intention to quit at work. The research findings strengthen the theory that a self-development process capable of generating employee engagement can assist management in controlling employee turnover rates.

The establishment of a company cannot be separated from its environmental and social factors. Sustainability reports start from those applied to current companies because there are forms of corporate accountability to stakeholders and community considerations of the company to provide social responsibility. This study finds out and empirically proves that there are differences in each Global Reporting Initiative (GRI) G4 indicator in the company’s sustainability report in each industry classification. The authors investigate the dominant indicators in each industry classification based on sustainability reports. The data are obtained from 28 GRI G4-based company sustainability reports in 2016 and 2017. The analytical method in the study is the K-means clustering analysis. The results of study indicate the differences in GRI G4 in 2016 and 2017. The researchers find out that the dominant indicator expressed in the financial industry is an economic indicator. Meanwhile, in the mining, transportation and infrastructure industries, basic and chemical industries etc. the dominant indicators to be disclosed are environmental indicators. This research provides a theoretical basis for sustainability and environmental reporting, particularly in the context of developing countries. It is expected that this study should also inform business practitioners as well as policymakers vis-à-vis sustainability reporting in practice.