Luxury: Landscape of Business Administration

Digital Innovation Capability and Customer Value Co-Creation on New Product Performance with Digital Transformation Maturity as a Moderating Variable in Trading Companies in Indonesia

2025-02-21T17:52:09+00:00

This study investigates how digital innovation capability and customer value co-creation influence the performance of new products, with digital transformation maturity serving as a moderating variable. The novelty of this research is the development of indicators, especially on the variable of co-creation of customer value. This quantitative research will collect data using a structured questionnaire, employing a 6-point Likert scale. The data will be analyzed using Structural Equation Modeling (SEM) to examine the relationships between variables and test the proposed hypotheses. The sample size will be a minimum of 155 respondents. The findings confirm that Digital Innovation Capability and Customer Value Co-Creation positively influence New Product Performance. However, Digital Transformation Maturity does not strengthen these relationships, suggesting that high levels of digital maturity may introduce rigidity, reduce human-led innovation, and shift focus toward efficiency rather than customer engagement. Future studies should compare different industries (manufacturing, services, technology) to explore whether digital transformation maturity has varying effects on product performance. Future research should track the long-term impact of digital innovation and customer co-creation on new product success over multiple years.

A Qualitative Study on the Role of Big Data Technology in Influencing Capital Structure, Profitability, Dividend Policy, Firm Performance, Firm Value, and Sustainability

2025-05-11T13:45:54+00:00

This study seeks to explore how organizations perceive and utilize Big Data technology in shaping financial and sustainability strategies. This study also develops a new measurement for Big Data Technology variable. This study employs a qualitative research design using a multiple case study approach to gain in-depth insights into how firms adopt and interpret Big Data technology in relation to financial and sustainability outcomes. Data will be transcribed and coded using qualitative analysis software. Big Data Technology have a great effect on Capital Structure, Profitability, Dividend Policy, Firm Performance, Firm Value, and Sustainability. Big Data is not just a technological tool, but a strategic asset that supports integrated decision-making across both financial and non-financial performance areas. Future studies could use quantitative or mixed-method approaches to test hypotheses derived from this qualitative research, such as measuring the impact of Big Data maturity on profitability or ESG scores.

Leveraging Gamified Human Resources Platforms to Enhance Learning and Development Outcomes among Banking Employees

2025-07-06T14:32:02+00:00

This study aims to examine how gamified HR platforms influence learning and development outcomes among banking employees. This study employs a qualitative research approach to gain an in-depth understanding of how gamified HR platforms influence learning and development outcomes among banking employees. A case study design will be used, focusing on one or more banking institutions that have implemented gamified HR platforms for training and development. Data will be analyzed using thematic analysis. The findings demonstrate that gamification significantly improves learning engagement, motivation, and knowledge retention. Features such as progress tracking, scenario-based simulations, and leaderboards contributed to more positive learning experiences compared to traditional e-learning. Gamified HR platforms can help modernize compliance training and skill development, making them more relevant and enjoyable. Future studies can build upon this work in conduct quantitative or mixed-methods research to measure the statistical impact of gamification on learning outcomes and job performance.

A Qualitative Study on the Meaning of Employee Engagement for Employees in Sustaining Commitment to the Organization

2025-07-06T16:03:07+00:00

This qualitative study seeks to explore the lived experiences of employees to uncover how they perceive the meaning of engagement and how this perception influences their commitment to remain within the organization. This study employed a qualitative research design using a phenomenological approach. Phenomenology is well-suited for exploring the lived experiences and personal interpretations of individuals. Thematic analysis was used to analyze the data, following Braun and Clarke’s (2006) six-step approach. The findings reveal that employee engagement is deeply rooted in emotional connection, recognition, meaningful work, and supportive leadership. Engagement is not just a state of doing, it is a state of being. It is shaped by how employees experience their roles, relationships, and the organizational environment. For HR and Management, engagement strategies should prioritize emotional connection, purpose, recognition, and leadership development. Top-down engagement initiatives must be supplemented with authentic two-way communication. Future research could consider involving employees from different industries, countries, or generational cohorts to compare engagement perceptions.