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This study aims to determine and analyze the influence of Supply Chain Management, Service Quality, Operational Innovation, and Information Technology on Operational Performance in logistics companies in Indonesia. The type of research used is quantitative with a descriptive-verification approach. The population of this study were operational employees in national logistics companies such as JNE, J&T Express, SiCepat, and Pos Indonesia, with a sample of 100 respondents selected through a purposive sampling technique. Data collection was carried out through an online questionnaire using a Likert scale of 1–5. Data analysis was carried out using multiple linear regression using SPSS. The results of the study indicate that Supply Chain Management, Service Quality, and Information Technology have a positive and significant effect on Operational Performance, while Operational Innovation has no significant effect.

This study aims to examine the effect of empowering leadership on employee agility in the Indonesian banking sector, with knowledge sharing and perceived organizational support as mediating variables. A quantitative approach was employed using survey data collected from 322 employees of commercial banks in East Java, Indonesia. Data were analyzed with structural equation modeling (SEM) to test the hypothesized with SmartPLS 4 software. The study reveals that empowering leadership exerts a significant positive influence on employee agility, both directly and indirectly. Knowledge and perceived organizational support emerged as strong predictors of agility, while also serving as key mediating mechanisms. Specifically, empowering leadership enhances employee agility by fostering knowledge sharing and strengthening perceived organizational support, highlighting their central role in translating leadership practices into agile employee behaviors. Organizations should prioritize empowering leadership practices to cultivate agility among employees. Managers can achieve this by encouraging open knowledge sharing, creating supportive work environments, and recognizing employee contributions.

This paper aims to examine the role of green responsible leadership and green human resource management on environmental performance. In this paper, it is also aimed to examine green orchestration innovation as a mediator. We employed a SmartPLS 4.0 using the SEM-PLS method. A dataset of 150 respondents from students who are active in the top 3 green campuses in East Java, Indonesia was collected using a questionnaire. Main findings of the study demonstrate that (i) green responsible leadership have a significant effect on environmental performance, (ii) green human resource management have a significant effect on environmental performance, and finally (iii) green orchestration innovation acts as a mediator between green responsible leadership and green human resource management on environmental performance. Universities must optimize their resources by orchestrating them through innovation. Furthermore, universities must establish clear regulations to support environmental protection, starting with the learning process, policies, curriculum, and daily activities that can become a model for students' lives after graduation.