Introduction/Main objectives: This study aims to test the influence of the application of the concept of value for money on regional government financial management at the quality level of regional development, which is determined by the level of foreign and domestic investment in local governments. Background problems: State the problem or economic/business phenomena studied in this paper and specify the research question(s) in one sentence. Novelty: This study has a research model that has yet to be widely carried out in Indonesia, namely, a moderated model regression analysis of the value concept for money on the quality of regional development with investment as a moderating variable. Research methods: This study uses data on financial performance, domestic and foreign investment levels, and human development index of 34 provincial governments from 2017 to 2021. This research data comes from the website of the Directorate General of Fiscal Balance, Ministry of Finance and the Central Bureau of Statistics. The data collected in this study is then analyzed using moderated regression analysis (MRA) with the SPSS ver 23.0 application. Findings/Results: The findings in the research show that the application of value for money ( economics, efficiency, and effectiveness ) from local government financial governance can influence the quality of regional development in Indonesia’s provinces in 2017–2021. In addition, the existence of foreign and domestic investment in the provincial government also strengthens the influence of value-for-money financial governance on the quality level of regional development in the provincial government. Conclusion: Based on existing research, local government financial management applies the concept that value for money needs to be increased to create optimal public services to improve the quality of human development in the regions. Regional governments are also expected to be able to encourage the level of capital investment both domestically and abroad to support the creation of development that can strengthen the quality of regional development in the regions.

Background: In the context of organizational innovation frameworks, knowledge plays a crucial role in sparking new ideas and bolstering innovation capabilities. Insights gathered from various sources can act as a catalyst for generating fresh concepts and pushing boundaries. Moreover, the effectiveness of innovation within an organization can be influenced by factors like employee retention and strategies in human resource management, which can either enhance or hinder the correlation between knowledge accumulation and innovation outcomes. The employee innovation performance involves a series of tasks carried out by individuals who not only possess knowledge and skills but also demonstrate consistency, active involvement in decision-making, intrinsic motivation, and a flair for innovation. Objective: This study endeavors to provide valuable insights into how non-standard service relationships, psychological contracts, and knowledge sharing practices can collectively impact and drive innovation in the green manufacturing sector. Arrangement: In the investigation of employee innovation performance within the development of the green manufacturing industry, the focus will be on exploring non-standard service relationships, psychological contracts, and knowledge sharing. These three specific facets play a pivotal role in shaping the innovation landscape in organizations operating within the realm of sustainable manufacturing. The arrangement of this study will begin by examining the impact of non-standard service relationships on employee innovation performance. By dissecting unconventional service models and their correlation with innovation behaviors, we aim to uncover novel insights that can fuel sustainable innovation practices in the green manufacturing sector. Method: The study adopts a quantitative methodology to collect data, concentrating on a group of employees across eight distinct outsourcing firms. This selection results in a comprehensive sample of 299 participants. For the analysis and manipulation of the data, the research utilizes Sructural Equation Modeling (SEM) based on Partial Least Squares (PLS) software. This choice facilitates a meticulous and structured analysis of the data gathered, ensuring precision in the research findings. Results: The research findings reveal a significant and positive influence of psychological contracts on the propensity for knowledge sharing among employees. This suggests that organizations that emphasize establishing strong psychological contracts are likely to nurture a work environment conducive to the free exchange of knowledge and ideas, thus promoting a culture of collaboration and continuous improvement. Additionally, the data points to a noteworthy positive correlation between the act of knowledge sharing and the ability of an organization to offer unique, non-standard services. This underscores the role of knowledge sharing as a catalyst for innovation, indicating that organizations encouraging such exchanges are in a better position to innovate and provide services that adapt to the changing demands of customers and stakeholders. Conclusion: The research underscores the critical but nuanced role of knowledge sharing in driving employee innovation, especially when contrasted with its pronounced impact on developing non-standard services. It highlights the necessity for organizations to create environments conducive to the free exchange of ideas, fostering innovation. The findings also reveal the significant influence of innovative service offerings and strong psychological contracts on boosting employee creativity and service quality, respectively. For the green manufacturing sector, these insights stress the importance of robust psychological contracts and an innovation-centric culture. Emphasizing trust, open communi

One of the most frequently debated subjects in international forums is economic growth, which is regarded as a global priority. Consequently, researchers have turned their attention from conventional economic growth at a single average coefficient to divisible economic growth at levels of its value. Although the existing literature has discussed several determinants of economic growth, our article contributes to examining the sources of economic growth in African countries during the generations of reforms from 1990 to 2019 and in the context of economic vulnerability. The variables used in the analysis are gross domestic product, trade openness, financial development, and economic vulnerability. The study uses a quantile regression econometric model to examine these variables at different stages of reform. Quantile regression (QR) estimates for quantiles 0.05 to 0.95 showed mixed results: financial development is favorable to African economic growth at all quantile levels. However, economic vulnerability is a major impediment to economic growth at all quantile levels. In addition, it was found that a high degree of trade openness has a detrimental effect on African economic growth from quantile 0.5 of the dependent variable. Finally, another important result proves that financial development is a remedy for decision-makers against economic vulnerability.

This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.

This research explores the intricate relationship between digitalization, economic development, and non-cash payments in the ASEAN-7 countries over a ten-year period from 2011 to 2020. Focusing on factors such as commercial bank branches, broad money, and inflation, the study employs panel data regression analysis to investigate their impact on automated teller machine (ATM) usage. The findings reveal that commercial bank branches significantly influence ATM usage, emphasizing the role of accessibility, services, and technological preferences. Broad money also shows a significant impact on ATM transactions, reflecting the interplay between fund availability and non-cash transactions. However, inflation does not exhibit a direct influence on ATM usage. The research underscores the importance of maintaining service quality and security in the banking sector to enhance digital financial inclusion. Future research opportunities include exploring diverse non-cash payment methods and extending studies to countries with significant global economic impacts. This research contributes valuable insights to policymakers aiming to enhance digital financial inclusion policies, ultimately fostering economic growth through the digital economy in the ASEAN-7 region.