This study investigates the implications of KOLS, Digital Transformation, and Human Resource Development for Sustainable Competitive Advantage through Innovative Behavior and Organizational Innovation in East Java Micro, Small, and Medium Enterprises (MSMEs). 382 MSMEs in East Java were surveyed, and their data were analyzed using Structural Equation Modeling (SEM). The results showed that KOLS, Digital Transformation, and Human Resource Development significantly positively affected Innovative Behavior, Organizational Innovation, and Sustainable Competitive Advantage. Moreover, Innovative Behavior and Organizational Innovation are important mediating roles in this relationship. The results highlight the importance of cultivating a culture of sharing knowledge, embracing digital transformation, and investing in employee development to increase the competitive advantage of MSMEs. This study provides practical implications for MSME management, emphasizing the need to develop strategies that promote knowledge-oriented leadership, adopt digital technologies, and enhance employee skills and competencies. Thus, MSMEs can foster a culture of innovation, which leads to a sustainable competitive advantage in the long term. This research contributes to understanding the factors driving Sustainable Competitive Advantage in East Java MSMEs. It offers valuable insights for practitioners and policymakers in driving the growth and competitiveness of the MSME sector.

This study aimed to examine the relationship between corporate social responsibility accounting (CSRA) and supply chain management (SCM). A survey of 375 employees from Jordanian businesses was used to gather primary data. For the data collection method, a questionnaire was used. SPSS version 25 was used to conduct descriptive statistical analysis. The results indicate that there is a statistically significant relationship at a significant level (α≤0.05) between the domains of corporate social responsibility accounting (CSRA) including human resource development HRD, Natural resources development NRD, improve quality product IQP, improve quality service IQS and supply chain management (SCM).

The SMEs is currently experiencing many challenges, especially performance improvements. To improve performance, companies are required to increase the effective organizational learning so that it is emphasized on improving human resource development in addition to being able to overcome market uncertainty. This study examined empirically the variables of human resource development and market uncertainty by using the moderating variable of effective organizational learning to increase corporate performance. Using data from 100 SMEs in two regencies in Central Java, and carrying out using AMOS 22, the results prove that effective organizational learning moderates human resource development and market uncertainty in their activities. These results prove that human resource development is needed to improve the effective organizational learning. This study provides the best insight into human resource development, especially in the SMEs. Some of the observed causes have been discussed in this study.

Human resources are the primary factor for development of competitiveness and innovation and reaching competitive advantage and they try to improve corporate capabilities through various characteristics such as value creation, scarcity and difficulty of imitation. This paper investigates the effect of human resource flexibility and its dimensions on human resource development and its dimensions. The survey was conducted using descriptive-correlation method that intended to describe how human resource flexibility was effective on human resource development. Questionnaire was tool of data collection. The statistical population included one hundred employees of the Electric Company in Ilam province, thus census method was used. Reliability of the questionnaire was measured via Cronbach & apos; s alpha equal to 0.96. The findings revealed that flexibility and its dimensions were effective on human resource development and dimensions of it. As a result, human resource flexibility should be considered for development of human resources and employees with the highest flexibility should be selected.

Measuring the relative efficiency of employee plays essential role on the success of any organization including universities. In this paper, we present a survey to detect and to prioritize important factors influencing on the productivity of employees who work for one of Iranian universities located in city of Tehran, Iran. The study also uses analytical network process to prioritize the factors. Based on the results of our survey, we have categorized effective productivity factors into three groups of research, educational and administration groups. In our survey, coherence and unity with no dispersion of the employee & apos; s duties, systematic job rotation and correct design communication job are among the most important factors influencing on employees’ productivity.