This study seeks to examine empirically the effect of leadership style on organizational commitment and organizational effectiveness. The data are from all departments of the undergraduate program at the State University in Central Java, Indonesia. The study comprises all divisions of the undergraduate program, which amounted to 207 people. The method for sampling is based on simple random sampling. Structural equation modeling (SEM) is applied in order to analyze the data. The results show that integrative adaptive leadership style has a positive effect on teamwork and affective commitment. Therefore, in order to improve teamwork, the organization should be assisted in completing the introduction of collaborative conflict resolution. Moreover, affective commitment positively affects organizational effectiveness. Thus, it can be said that efforts to improve the organizational effectiveness, should be supported by affective commitment. The study further revealed that integrative adaptive leadership style has a positive effect on teamwork. This means better execution of integrative adaptive leadership, higher level of coordination and vice versa. Each member has different responsibilities and duties, and it can be done or resolved in different ways. If the leader can accommodate the creativity of the faculty and staff, a solid team can be formed.

Green management behavioral is quite pertinent to enhance small and medium enterprises economic green performance. Micro, small and medium enterprises (MSMEs) need to adopt environmental paradigms in order to reach the economic green performance. The purpose of this study was to examine relationships between green management and competitive advantage strategies for increasing green economic performance MSMEs in Central Java Province. The population of this study was MSMEs in Central Java. This study was quantitative analysis. The analytical tool in this study used Structural Equation Modeling (SEM) with warp PLS program applications. The results showed that MSMEs that implement green management in their business operations can improve company performance through the ability to compete with these MSMEs. MSMEs could be implementing Green management activities by producing environmentally friendly products, campaigning for environmentally friendly movements, investing capital in environmentally friendly businesses and allocating costs for waste treatment, implementing quality standards that are environmentally friendly in the production process. The better MSMEs in implementing green management, the better MSMEs in competing in the industry, which will improve the company’s green performance such as getting financial benefits from managing environmentally friendly businesses, getting bonuses in the form of prizes from private/government institutions for implementing environmentally friendly businesses, get bonuses in the form of tax rate relief from the government, get bonuses in the form of soft loans from private/government institutions as well as increased sales of MSME products due to applying environmentally friendly businesses. Thus, the application of environmentally sound business management (green business management) needs to be developed among MSMEs players. This is because MSMEs can not only increase additional income, but MSMEs can also participate in preserving the environment.

The purpose of this study is to develop employee performance indicators based on Green HRM, quantitatively test the influence of Green HRM implementation on employee performance and answer black box that explain how the implementation of Green HRM can improve employee performance through the effect of mediation role (Organizational Identification) and moderation (Perceived Organizational Support).The sample of this research is 90 respondents from six state universities in Central Java Province with simple random sampling technique. Implementation of Green HRM is not only needed in the business world only, but also in education that has committed to implement environmental management system in its business process. The result of this study indicates that employee performance indicators based on Green HRM are formed from policies that support green behavior and green health in the office and also waste management policies. This research also supports the result that the implementation of Green HRM can increase the sense of ownership of employees in the organization that ultimately can improve its performance. However, the role of moderation was not significantly supported. This means that organizational support for successful implementation of Green HRM is not very necessary as long as employees understand the organization's identity well. Suggestions for this study are, although the organizational support is not proven to moderate the successful implementation of Green HRM on the high organizational identification perceived by employees, but organizational support is still needed to support employee performance.

The development of property and real estate companies in Indonesia is expanding. Property and real estate companies have great opportunities to further develop their companies. However, an increase in intellectual capital investment does not affect financial performance and market value. Therefore, this study aims to examine the effect of intellectual capital on financial performance and the market value of the property and real estate companies in Indonesia from 2014 to 2018. The population of this research is 56 property and real estate companies listed on the Indonesia Stock Exchange (IDX) from 2014 to 2018, then the sampling technique used is purposive sampling which results in 42 companies being studied with 210 observations. This study uses independent variables, namely Value Added Capital Employed, Value Added Human Capital, and Structural Capital Value Added as a representation of intellectual capital. The dependent variables in this study are financial performance and market value. The data analysis technique used is multiple linear regression. The results show that simultaneously intellectual capital has an effect on financial performance, but it has no significant effect on market value. Partially, only structural capital has a positive and significant effect on the company's financial performance. This study has limitations, namely, the results show that the level of influence of intellectual capital on financial performance and market value is low. Therefore, it is suggested that further research should include other variables such as corporate social responsibility and good corporate governance.

Emotional variables have been considered as a significant practice for organization. However, there is still need empirical confirmation to indicate how these emotional variables have a role in the workplace specially to interact with customer. This study aims to examine the influence of emotional intelligent on employee performance through the following mediator variables: surface acting, deep acting, work engagement and work burnout. Data collected from 121 employees of an insurance companies in Semarang City, Indonesia were empirically tested using WarpPLS 6.0. Respondents completed measures of the variables through questioner with the Likert scale. The findings revealed that emotional intelligent was mediated surface acting, deep acting, work engagement and work burnout in which it can increase employee performance.