The aim of this research is to examine relationship between leader member exchange (LMX), organizational commitment, job satisfaction, and job performance with moderating mechanism of virtual work. This research was an explanatory-quantitative approach to explain the effects of LMX toward organizational commitment, job satisfaction, and job performance during pandemic specific in the context of Islamic college. This research had a total of 108 respondents that consisted of both educational staffs and lecturers from various faculties including Faculty of Business and Economics, Law, Medicine, Industrial Engineering, Psychology and Socio-Culture, Islamic Religious Science, Civil Engineering and Planning, Mathematics and Nature. This study was conducted in one of well-known private Islamic higher education in Yogyakarta. The result of this study explained that LMX had a positive significant effect on organizational commitment, job satisfaction, and job performance. However, the authors found that virtual work was only able to moderate the effect of LMX on organizational commitment and was unable to moderate the relationship of LMX, job satisfaction, and job performance. A more detailed sentences are stated in discussion and implication section of this article.

This study aims to investigate the main effects and moderating role of proactive personality on the influence of perceived organizational support and meaning of work on creativity. Data was collected from 155 professionals and knowledge workers in information technology companies with non-probability sampling using snowball technique. This study uses hierarchical regression analysis with SPSS 22 software to test hypotheses. Results revealed that perceived organizational support and meaning of work have significant positive effect on employee creativity. Moderating effect of proactive personality has successfully amplified meaning of work on creativity. An interesting and unexpected finding is that proactive personality moderate significant negative effect of perceived organizational support on creativity. That is, high level of proactivity actually weakens relationship between perceived organizational support and creativity. The finding extends creativity literature related to social exchange theory. Practical implications are also discussed in this article.

The aim of this research is to examine the effect of Transformational Leadership, Creative-Self Efficacy, Innovation Climate, and Employee Creativity. Data from this study was obtained by distributing questionnaires to 301 educators who work in Formal Educational Institutions from Kindergarten to Higher Education levels spread across several cities in Indonesia. This study uses quantitative methods, namely multiple regression analysis and Baron and Kenny’s analysis technique processed by SPSS 21 software. The results showed that Transformational Leadership and Creative Self-Efficacy have a positive and significant effect on Employee Creativity and Innovation Climate. Innovation Climate was proved to partially mediate the relationship between Transformational Leadership, Creative Self-Efficacy, and Employee Creativity. Contributions to the development of the concepts of leadership, self-efficacy, and creativity as well as practical implications are described in the discussion section of this paper.

This study investigates the mediating effect of learning commitment and interpersonal adaptation on the relationship between knowledge sharing practices and job satisfaction. This study involved 152 respondents, including teaching staff and education staff at Universitas Islam Indonesia. The sampling technique was carried out purposively based on tenure and employment status categorisation. Since the model is a regression analysis with multiple mediations, the mediating effect was examined using Hayes's PROCESS technique. The results found that sharing knowledge practices positively and significantly impacted job satisfaction. They were learning commitment and interpersonal adaptation succeeded in multiple mediating effects on the relationship between knowledge sharing practices and satisfaction. Theoretical and practical contributions are also discussed in this paper.