Drivers of Productivity in Southeast Asia: People, Wellness, and Tech

Risky Angga Pramuja; Al Fauzi Rahmat; Supiandi; Yusnaidi

doi:10.53893/grtss.v1i3.410

Authors

Risky Angga Pramuja Universitas Muhammadiyah Malang https://orcid.org/0000-0001-7737-3962
Al Fauzi Rahmat Hungarian University of Agriculture and Life Sciences https://orcid.org/0000-0002-3114-6884
Supiandi Universitas Nahdlatul Ulama Nusa Tenggara Barat https://orcid.org/0000-0003-0387-6916
Yusnaidi Universiti Malaysia Terengganu https://orcid.org/0000-0003-4008-8249

DOI:

https://doi.org/10.53893/grtss.v1i3.410

Keywords:

employee productivity, work engagement, technology acceptance, human capital, Southeast Asua

Abstract

This study investigates how human capital, well-being support, and technology acceptance influence employee productivity in
Southeast Asia. Drawing on Human Capital Theory, the Job Demands-Resources model, and the UTAUT framework, data were collected from 480 employees across five countries. Structural Equation Modeling revealed that education level, skill development, health spending, and work-life balance significantly enhance work engagement and job satisfaction, which in turn drive productivity. Technology acceptance also emerged as a key enabler, influencing both motivation and performance. Mediation analysis confirmed the psychological pathways linking resources to outcomes, while multi-group analysis identified structural differences across national contexts. These findings underscore the need for localized strategies and integrated HR interventions. The study contributes to theory by linking structural and psychological drivers within a unified model and offers practical insights for policymakers and organizational leaders aiming to optimize productivity in rapidly developing and digitally transforming economies.