Electoral contestation in recent Indonesian election periods is faced with the challenge of polarization linked to identity politics, where initially assigned identity is leveraged as tools for political competition. This is a qualitative research, using interviews, observations, and direct group discussion methods to collect data from five different regions in Indonesia. The research focused on the presence of governing regulations and how they develop in complex dynamics. The results showed that identity politics was prevalent in all regions due to mobilization through identity manipulation to gain electoral political advantage. Furthermore, electoral characteristics showed a growing tendency toward polarization, primarily in terms of religion and ethnicity, with some issues related to regionalism, gender, religious affiliations, and family history networks. It was also found that weak regulations on identity manipulation led to increasing permissiveness among political actors, the state, and voters. This made identity issues become natural electoral problems, despite weakening the developing democracy in Indonesia. In this context, future contests in Indonesia are expected to consistently intensify identity politics, with the lack of regulations, permissiveness, and social media serving as the main driving factors.

Purpose: The purpose of this paper is to review literature in the area of perceived organizational politics (POPs) and to present a model that explains the positive role of the phenomenon in the workplace. This involves understanding how POPs have evolved from playing a much-publicized destructive role to an emerging constructive one. Design/methodology/approach: An integrative review method was used to review articles on POPs published over the last 13 years (2010–2022). The primary sources of information were several databases, such as ISI Web of Science, Google Scholar, and Scopus. Specific search terms were considered to find relevant articles, leading to 7803 articles (3894 hits on Scopus, 1723 hits on Google Scholar, and 2186 hits on Web of Science). These studies were further examined for their relevance to this study, and 103 articles were identified. The application of exclusion criteria funneled them to 66 studies. The articles, employing quantitative, mixed, and qualitative approaches were coded. The themes were subsequently determined. Findings: The review notes that the POPs literature emphasis is shifting from a negative and dysfunctional approach to one where positive organizational outcomes are possible. The review concludes that POPs have functional consequences too. The phenomenon could illuminate favorable workplace outcomes if viewed as an enhancer rather than a hindrance. POPs should be viewed as a phenomenon that for all purposes is essentially neutral. It is individuals who label the otherwise neutral construct as negative (negative POPs) or positive (positive POPs). Practical implications: The paper reveals how antecedents help organizational members label politics as positive. Perceived organizational politics is largely a neutral construct until the perceiver decides to label it otherwise. A positive perception of politics is significant in predicting important employee outcomes such as motivation, employee satisfaction, and job performance. Management needs to invest in antecedents and moderators to help employees label the construct as positive rather than negative. Originality/value: The study is an original review of the positive POPs literature to identify the significant antecedents, moderators, and work outcomes, vital to organizational success.

The erudite priest Marciano Di Leo (1751–1819), a prominent personality in the historical and geographical panorama of his time, not only in his home territory, authored a vast literary and poetic production but also tried his hand at producing some maps, referring to a province of the Kingdom of Naples. At a time when the principles of geodetic cartography had become increasingly known, even locally, hand in hand with improvements in technology and accuracy of measurements, the author reflected on the historical narratives of the progress of the European (and Neapolitan) Enlightenment and translated them into an unpublished manuscript of statistical, historical, and geographical nature, accompanied by numerous maps of various scales. The rediscovery of a largely unknown—and therefore not very thorough—minor cartographic production underscores the spread, even in more marginal contexts, of the most innovative ideas and increasingly precise scientific foundations in the cartographic-mathematical representation of the territory. It also illustrates the role of a number of intellectuals in the service of the political choices of their time, in an attempt—often unrealized—to bring about a decisive change of course in public administration, in accordance with Enlightenment ideals and in the spirit of reform that spread throughout Europe thanks to the French Revolution.

Purpose: This paper articulates a model that maximizes the use of e-HRM to achieve sustainable competitive advantage. It examines the indirect effects of e-HRM use on sustainable competitive advantage, through job satisfaction, employee performance, and perceived organizational politics. Design/methodology/approach: A survey approach was used to collect data from 30 organizations. A purposive sampling technique was used to select the study sample. The SPSS PROCESS Macro for running mediation analysis was used to analyze data. Findings: The findings show the indirect effect of e-HRM on sustainable competitive advantage through job satisfaction, employee performance, and perceived organizational politics. Job satisfaction has the biggest effect on achieving strategic outcomes. For organizational excellence, e-HRM use should complement other HRM practices. Practical implications: Management should pay attention to employee outcomes during the implementation of e-HRM. This study broadens the scope of the interaction between e-HRM use and sustainable competitive advantage. This study was conducted in a developing economy and demonstrated that the effects of e-HRM use on sustainable competitive advantage are not limited to developed economies. Originality/value: This study is one of the pioneering efforts to develop a model that maximizes organizational outcomes in developing countries. In addition, this study contributes to the understanding of intervening variables necessary to enhance information technology’s potential within the HR function.