Article Per Year (5 Year)
p-Index From 2021 - 2026
0.835
P-Index
This Author published in this journals
All Journal Jurnal Multidisiplin West Science Intellektika: Jurnal Ilmiah Mahasiswa Indonesian Journal of Innovation Multidisipliner Research Jurnal Pengabdian Kepada Masyarakat
Muh Nurfadel Hamzah
Universitas Negeri Makassar
Religion Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences

Published : 5 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 5 Documents
Search

 1 
Pelatihan Emotional Intelligence Mahasiswa Sebagai Upaya Penguatan SDM Unggul Di Era Modern A. Nurfiana Haz; Nidrah; Rika Kurniawati; Muh Nurfadel Hamzah; Ade Vidya Eryanti K
Jurnal Pengabdian Kepada Masyarakat Vol. 2 No. 2 (2026): July 2026
Publisher : Ponpes As-Salafiyyah Asy-Syafi'iyyah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71305/jpkm.v2i2.1645

Abstract

Perkembangan pesat transformasi digital dan dinamika sosial yang semakin kompleks menuntut mahasiswa untuk memiliki tidak hanya kecerdasan intelektual tetapi juga kecerdasan emosional yang kuat sebagai dasar pengembangan sumber daya manusia unggul. Kecerdasan emosional berperan penting dalam meningkatkan kemampuan adaptasi, keterampilan komunikasi, regulasi emosi, serta hubungan interpersonal mahasiswa di lingkungan modern. Penelitian ini bertujuan untuk meningkatkan kecerdasan emosional mahasiswa sebagai upaya memperkuat sumber daya manusia unggul di era modern. Kegiatan dilaksanakan pada tanggal 7 Mei 2025 di Fakultas Ekonomi dan Bisnis Universitas Negeri Makassar dengan melibatkan 45 mahasiswa manajemen berusia 20–22 tahun. Program menggunakan pendekatan workshop interaktif yang mengintegrasikan metode pre-test dan post-test, studi kasus, instrumen EQ-i 2.0, aktivitas role-playing, praktik mindfulness, diskusi kelompok, dan simulasi kasus. Hasil penelitian menunjukkan peningkatan signifikan kecerdasan emosional mahasiswa setelah intervensi, dengan peningkatan rata-rata sebesar 24,5%, dari 65,2 pada pre-test menjadi 81,2 pada post-test (p < 0,01). Peningkatan tertinggi terjadi pada dimensi keterampilan sosial (32%), diikuti oleh manajemen diri (31,6%). Peserta juga menunjukkan peningkatan kemampuan komunikasi, kolaborasi, kemampuan beradaptasi, serta penurunan tingkat stres akademik. Oleh karena itu, pelatihan kecerdasan emosional dapat secara efektif mendukung pengembangan mahasiswa yang adaptif, kolaboratif, dan tangguh sebagai sumber daya manusia unggul yang mampu menghadapi tantangan di era modern.
Occupational Health And Safety Among Seafarers Through The Lens Of Job Demands-Resources Theory: A Systematic Literature Review From A Human Resource Management Perspective Andi Nurfiana Haz; Muh Nurfadel Hamzah
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 2 (2026): April - Juni
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i2.812

Abstract

Seafarers sustain global maritime logistics, yet they work in isolated, mobile, and safety-critical environments where fatigue, long working hours, psychosocial stress, limited access to medical support, and exposure to physical hazards remain persistent occupational risks. This systematic literature review synthesizes recent evidence on occupational health and safety (OHS) among seafarers through the Job Demands-Resources (JD-R) Theory from a Human Resource Management (HRM) perspective. Following PRISMA 2020 principles, the review mapped peer-reviewed studies, official reports, and selected credible sources published primarily between 2020 and 2026, while retaining seminal JD-R and maritime safety studies for theoretical grounding. The synthesis indicates that seafarers' OHS problems are not merely technical or regulatory issues; they are strategic HRM challenges shaped by the interaction between job demands and job resources. High workload, fatigue, isolation, sleep disruption, emotional demands, time pressure, and environmental hazards increase burnout, psychological strain, unsafe behavior, and accident risk. Conversely, safety leadership, organizational support, safety training, welfare facilities, autonomy, social support, communication, and safety climate function as protective resources that reduce strain and enhance engagement, safety behavior, and retention intention. The review contributes by integrating maritime OHS, employee well-being, and safety performance within a JD-R framework. It offers a conceptual model for future empirical testing using SEM, PLS-SEM, or AMOS and provides practical recommendations for shipping companies, HR managers, ship leaders, regulators, and maritime training institutions.
Why Do Seafarers Consider Leaving? Perceived Organizational Support And Turnover Intention In Maritime Human Resource Management: A Systematic Literature Review Muh Nurfadel Hamzah; Muhaidir Ikram
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 2 (2026): April - Juni
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i2.816

Abstract

Turnover intention among seafarers is a strategic challenge for the global maritime industry, particularly for Indonesia, one of the major suppliers of maritime labor. Indonesian seafarers are vulnerable to turnover intention because maritime work is commonly characterized by contract-based employment, prolonged family separation, psychological isolation, occupational hazards, limited welfare support, and uncertain career pathways. Although previous studies have examined seafarers’ well-being, fatigue, job satisfaction, and retention, limited systematic evidence has integrated perceived organizational support (POS), turnover intention, and Indonesian seafarers within the perspective of Maritime Human Resource Management (MHRM). This article presents a Systematic Literature Review conducted according to PRISMA 2020 guidelines. Relevant literature was identified from Scopus, Web of Science, ScienceDirect, Emerald, SpringerLink, Taylor & Francis, Wiley Online Library, SAGE Journals, PubMed, Google Scholar, Garuda, and SINTA. Guided by Organizational Support Theory, the review synthesizes evidence across seven themes: organizational support and seafarer retention, job satisfaction, organizational commitment, work-family conflict, welfare and safety support, career development, and MHRM retention practices. The findings show that higher perceived organizational support is consistently associated with lower turnover intention through increased job satisfaction, stronger organizational commitment, psychological well-being, and trust in the organization. Turnover intention among Indonesian seafarers is therefore not merely an individual decision, but a systemic outcome shaped by organizational support, contract fairness, welfare provision, safety protection, and career opportunities. The study extends Organizational Support Theory to the maritime context and offers practical guidance for shipping companies, crewing agencies, maritime HR managers, and Indonesian regulators in strengthening seafarer retention strategies.
Social Expectation Pressure dan Turnover Intention pada Pekerja Gen Z: Peran Mediasi Upward Social Comparison Muhaidir Ikram; Muh Nurfadel Hamzah; Muh Irshan Sachrir
Intellektika : Jurnal Ilmiah Mahasiswa Vol. 4 No. 4 (2026): Juli : Intellektika : Jurnal Ilmiah Mahasiswa
Publisher : STIKes Ibnu Sina Ajibarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59841/intellektika.v4i4.4257

Abstract

This study examines the relationship between social expectation pressure and turnover intention through upward social comparison among Generation Z employees in Makassar City. A quantitative cross-sectional survey design was employed, involving 145 respondents selected through purposive sampling. Data were collected using a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that social expectation pressure is positively associated with both upward social comparison and turnover intention. Upward social comparison is also positively associated with turnover intention and partially mediates the relationship between social expectation pressure and turnover intention. Descriptive results further indicate that the most salient form of social pressure concerns expectations to achieve career success quickly, while the most prominent form of upward comparison involves comparing one's career progress with more successful peers. These findings suggest that Generation Z employees’ intention to leave an organization is associated not only with internal work conditions but also with external social pressures and comparative evaluations of others’ achievements. Organizations should therefore strengthen career-path communication, employee development, mentoring, and developmental feedback to support the retention of younger employees.
Explaining How Organizational Justice Enhances Employee Engagement: The Mediating Role of Organizational Trust Josafat Gracia Ginting; Muh Nurfadel Hamzah; Muhaidir Ikram
Jurnal Multidisiplin West Science Vol 5 No 10 (2026): Jurnal Multidisiplin West Science
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/jmws.v5i10.3893

Abstract

Correctional institution employees carry out complex and demanding responsibilities, including institutional security, public service, inmate supervision, and rehabilitation activities. Their willingness to devote attention and effort to fulfilling these various responsibilities may be influenced by their perceptions of organizational justice and their level of trust in the institution. This study aims to analyze the relationship between organizational justice and employee work engagement by positioning organizational trust as a mediating mechanism. The study was conducted among employees of the Class I Makassar Correctional Institution. A saturated sampling or census approach was employed, involving all 60 employees as respondents. The direct and indirect relationships in the research model were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4 software. The results indicate that organizational justice has a significant effect on organizational trust and employee work engagement. Organizational trust also has a positive relationship with employee work engagement. Furthermore, the indirect relationship between organizational justice and work engagement through organizational trust was found to be positive and significant. These findings indicate that organizational trust serves as an important mechanism linking employees’ perceptions of justice to their work engagement. Correctional institutions should implement fair organizational practices and foster employee trust in order to enhance work engagement.
Co-Authors A. Nurfiana Haz Ade Vidya Eryanti K Andi Nurfiana Haz Josafat Gracia Ginting Muh Irshan Sachrir Muhaidir Ikram Nidrah Rika Kurniawati