Issue #2 (Volume 24 2026)

Type of the article: Research Article

Abstract
Organizational justice, a critical aspect of organizational behavior, significantly influences employees’ behavior, including job satisfaction and job performance. This study investigates the impact of organizational justice (specifically procedural, distributive, and interactional justice) on social loafing, with the moderating effect of organizational ethical culture on the relationship between organizational justice and social loafing. To achieve the study’s objectives, a quantitative research method utilizing a structured questionnaire was employed to test the proposed hypotheses. Of the 750 questionnaires distributed to employees of five-star hotels in Amman City, Jordan, 527 were returned, yielding a 70% response rate. As predicted, the results of the main hypothesis (β = 0.827, t = 26.21, p < 0.01) indicate that organizational justice has a statistically significant impact on reducing social loafing. The three dimensions of organizational justice also showed significant impact in reducing social loafing: procedural justice (β = 0.315, t = 4.371, p < 0.000), distributive justice (β = 0.321, t = 5.751, p < 0.000), and interactional justice (β = 0.268, t = 5.426, p < 0.000). Regarding the moderating effect, the hierarchical multiple regression analysis demonstrates that organizational ethical culture moderates the relationship between organizational justice and social loafing behavior. These results confirm that organizational justice is critical to enhancing employees’ self-efficacy; more specifically, procedural justice, which encompasses the processes and methods used in decision-making, conflict resolution, and resource allocation, is of paramount importance.

Type of the article: Research Article

Abstract
This study examines how perceived organizational support for the environment and green transformational leadership encourage green employee behavior, and whether environmental self-identity strengthens these two influences among employees of 4-star hotels on the island of Sulawesi (North Sulawesi, Central Sulawesi, and Gorontalo), Indonesia. To address the gap in the implementation of sustainability practices at the operational level, the survey was conducted among 379 employees (>2 years of service). The data were analyzed using PLS-SEM (SmartPLS 4) by bootstrapping. The results showed that perceived organizational support for the environment had a positive and significant effect on green employee behavior (β = 0.298; t = 6.520; p = 0.000), and green transformational leadership had a positive and significant effect on green employee behavior (β = 0.299; t = 6.585; p = 0.000). Environmental self-identity had the strongest direct influence on green employee behavior (β = 0.413; t = 9.538; p = 0.000). The moderation test confirmed that environmental self-identity strengthened the relationship between perceived organizational support for the environment and green employee behavior (β = 0.176; t = 4.147; p = 0.000) and between green transformational leadership and green employee behavior (β = 0.140; t = 4.340; p = 0.000). This suggests that the “green signal” from organizations and leaders is most effective when aligned with employees’ environmental identity. Based on social exchange and social identity theories, these findings affirm the importance of strengthening organizational support, developing green leadership, and building environmental self-identity to maintain green employee behavior across work units.

Acknowledgments
The authors gratefully acknowledge BPI (the Indonesian Education Scholarship), PPAPT (the Center for Higher Education Funding and Assessment), and LPDP (the Indonesian Endowment Fund for Education) for awarding the scholarship and supporting this research under No. 00077/BPPT/BPI.06/9/2023.

Type of the article: Research Article

Abstract
Digital transformation is central to customs modernization, yet empirical evidence on how regulatory digitization translates into employees’ job proficiency through capability-building remains limited in Peru. This study aims to test the relationships among digital customs regulations, digital transformation, professional competencies, and job proficiency in Peruvian customs agencies, including the mediating role of professional competencies, using PLS-SEM. A quantitative explanatory–predictive, cross-sectional design was applied. Data were collected via a five-point online survey of 104 employees in Peruvian customs agencies (Lima–Callao) in October–November 2025, recruited through WhatsApp-based convenience/snowball sampling. The model was estimated in ADANCO 2.4.1 with a two-stage approach for the higher-order digital transformation construct and bootstrap inference. Digital customs regulations strongly predicted digital transformation (β = 0.872, p < 0.001) and generated a sizeable total indirect effect on job proficiency (β = 0.757, p < 0.001). Digital transformation increased professional competencies (β = 0.853, p < 0.001) and had a direct effect on job proficiency (β = 0.464, p = 0.026), while professional competencies also enhanced job proficiency (β = 0.473, p = 0.023). Mediation was supported for the pathway digital transformation → competencies → job proficiency (β_ind = 0.403, p = 0.034), yielding a total digital transformation effect of β = 0.867. Explanatory power was high (R²: DT = 0.761; competencies = 0.725; job proficiency = 0.814; SRMR = 0.041). The findings indicate that regulatory-driven digitization improves work proficiency primarily when accompanied by systematic competency development, highlighting training and institutional enablers as priorities in customs reform.

Acknowledgments
A la Dirección de Investigación de la Universidad Peruana de Ciencias Aplicadas por el apoyo brindado para la realización de este trabajo de investigación a través del incentivo UPC-EXPOST-2026-1. [We would like to thank the Research Directorate of the Universidad Peruana de Ciencias Aplicadas for their support in carrying out this research through the UPC-EXPOST-2026-1 grant.]

Type of the article: Research Article

Abstract
This study examines whether participation in targeted higher education courses is associated with differences in perceived social integration among refugees. Using survey data from 255 Ukrainian refugees in Norway (93 program participants and 162 non-participants), the study applies one-way ANOVA to compare value orientations, perceived well-being, and integration barriers and facilitators across groups. The findings indicate that participants report significantly higher levels of well-being and more positive assessments of education-related integration supports compared to non-participants. Differences in civic value priorities, including freedom, human rights, and equality, are positive but not consistently statistically significant, while dignity remains uniformly high across both groups. The results suggest that participation in structured higher education courses enhances refugees’ perceptions of professional development opportunities and future prospects. The expanding access to higher education and reducing institutional barriers may enhance long-term integration outcomes beyond immediate labor market activation. Overall, the study highlights the role of higher education institutions as institutional contributors to integration and suggests that educational initiatives can complement traditional language-based integration policies.

Type of the article: Research Article

Abstract
Recent global disruptions have substantially reshaped organizational environments and labor markets, including the COVID-19 pandemic, rapid diffusion of publicly accessible artificial intelligence technologies, accelerated digitalization of organizational processes and remote work, and geopolitical instability such as Russian-Ukrainian war. This study aims to map and analyze the structure of research on human resource management (HRM) transformation in the context of global economic and technological challenges. The analysis is based on bibliometric methods applied to WoS-indexed publications from 2020 to 2025, using keyword co-occurrence analysis, thematic clustering, and network visualization techniques. The dataset includes 1,248 scientific publications and 4,317 author keywords, indicating a rapid expansion of research on HRM transformation during the analyzed period. Five major thematic clusters were identified, with the largest cluster related to digital HRM, artificial intelligence, and algorithmic management, accounting for approximately 28% of publications. Research on sustainable and green HRM is the second-largest thematic area (21%), reflecting the growing importance of environmental and ESG-related organizational strategies. Studies on employee well-being, remote work, and crisis-driven HRM adaptation account for about 18% of the literature, highlighting the long-term organizational consequences of the COVID-19 pandemic. The results also reveal emerging yet underdeveloped research directions in AI-driven HR analytics, the ethical aspects of algorithmic decision-making, and HRM responses to geopolitical and economic instability. The findings demonstrate that contemporary HRM research is increasingly shaped by digital transformation, sustainability pressures, and global systemic crises, emphasizing the need for interdisciplinary approaches to understanding HRM adaptation in rapidly changing environments.

Acknowledgment
This paper was supported by the Agency for Research and Development Support based on the contract no. APVV-VV-MVP-24-0299 entitled “New trends in human resource management in the context of global challenges of the 21st century”.