Garuda - Garba Rujukan Digital

THE INFLUENCE OF LEGAL COMPLIANCE OF HUMAN RESOURCE POLICIES AND THE IMPLEMENTATION OF CORPORATE GOVERNANCE ON EMPLOYEE PERFORMANCE: THE ROLE OF JOB SATISFACTION AND K3 LEGAL ASSURANCE AS MEDIATION VARIABLES (A Study of PT. Trio Kencana, Parigi Mouton M.Amsyahar; Alamsyah; Nur Indah; Astri Aryanti Amsyahar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 3 (2026): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study aims to analyze and prove the influence of legal compliance of human resource policies and the implementation of good corporate governance on employee performance, as well as to test the role of job satisfaction and legal guarantees of Occupational Safety and Health (K3) as mediating variables. The background of the study is based on the phenomenon of the continued inconsistency of internal policy implementation with laws and regulations, as well as the weak application of governance principles which result in performance fluctuations and the risk of legal disputes in mining companies. This study was conducted at PT. Trio Kencana, a large-scale gold mining company operating in Parigi Moutong Regency, Central Sulawesi, with a total of 500 permanent employees as respondents. The research method uses a quantitative approach with an explanatory research design. The data analysis techniques used are descriptive analysis, classical assumption tests, multiple linear regression analysis, and path analysis with the help of IBM SPSS Statistics 25 software. The results of the study prove that: (1) Legal compliance of human resource policies and the implementation of corporate governance have a positive and significant effect on job satisfaction and legal guarantees of K3; (2) Legal compliance of human resource policies and the implementation of corporate governance have a positive and significant effect on employee performance; (3) Job satisfaction and legal assurance of OHS have a positive and significant effect on employee performance; and (4) Job satisfaction and legal assurance of OHS have been proven to be able to partially and significantly mediate the effect of legal compliance of human resource policies and the implementation of corporate governance on employee performance. These findings confirm that the legal aspect is not merely a formality, but rather a strategic business instrument. This study concludes that improving employee performance and business sustainability can only be achieved if the company aligns all management policies with applicable legal provisions, implements transparent governance, and guarantees legal certainty for employee safety and welfare. The results of this study provide theoretical contributions to the development of business and management law, as well as practical recommendations for mining company management in designing policies based on legal compliance and labor protection.

THE EFFECT OF COMPETENCY AND HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS A MEDIATION VARIABLE AT PT. TRIO KENCANA, PARIGI MOUTONG REGENCY, CENTRAL SULAWESI, INDONESIA Nur Indah; Alamsyah Alamsyah; M. Amsyahar; Astri Aryanti Amsyahar
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 9 (2026): AUGUST
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21715678

This study aims to analyze and test the influence of competence and human resource development on employee performance, as well as to examine the role of job satisfaction as a mediating variable in this relationship. The background of this study is based on the importance of human resource quality as the main asset of the organization, where employee performance is a determinant of the success of achieving company goals. Problems that often arise are suboptimal employee competence, ineffective HR development programs, and suboptimal job satisfaction levels which ultimately have an impact on declining performance. This study uses a quantitative approach with a survey method. The population in this study were all employees at PT. TRIO KENCANA, with a sample of 500 people determined using the Slovin formula and taken through the Proportional Stratified Random Sampling technique. Data were collected through the distribution of questionnaires that have been tested for validity and reliability. Data analysis techniques used include descriptive analysis, classical assumption tests, multiple linear regression analysis, and path analysis to test the mediating role with the help of SPSS 25 software. The results of the study indicate that partially and simultaneously, the variables of competence and human resource development have a positive and significant influence on employee job satisfaction. Furthermore, competence, human resource development, and job satisfaction have also been shown to have a positive and significant influence on employee performance. The results of the path analysis prove that job satisfaction is able to mediate the relationship between competence and human resource development on employee performance. This means that the higher the level of competence and the better the implemented HR development program, the higher the employee job satisfaction will be, which will ultimately have an impact on improving employee performance significantly. Job satisfaction is a key factor that bridges employee capabilities and company development programs to the work results achieved. Recommendations that can be given to company management are the need to improve competency standards through tiered training, refine clear career development programs, and create a conducive work environment so that employee job satisfaction is maintained and organizational performance continues to improve.

LEADERSHIP SKILLS AND MANAGERIAL COMPETENCE IN IMPROVING ORGANIZATIONAL PERFORMANCE: THE ROLE OF COMMUNICATION, COLLABORATION, AND EFFECTIVE DECISION-MAKING IN BUSINESS STRATEGY Nur Indah; M. Amsyahar; Alamsyah Alamsyah; R.Arvin I.Miracelova
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 5 (2026): October (ON-PROGRESS)
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.22710403

This study aims to analyze, interpret, and develop a strategic model of leadership capabilities and managerial competencies demonstrated through effective communication, collaboration, and decision-making practices within the context of business strategy. The research background stems from the phenomenon that the successful implementation of business strategy is not solely determined by the quality of planning documents, but also depends heavily on the capacity of leaders and managers to mobilize human resources through persuasive communication, cross-unit collaboration, and timely, evidence-based decision-making. Many organizations possess conceptually superior business strategies, yet fail in implementation due to weaknesses in these three competencies. This study employed a mixed-methods approach with a sequential explanatory design. Data were collected through surveys of managers and organizational leaders, in-depth interviews, and analysis of business strategy documents. Analysis of the findings was conducted using scientific critical reasoning to examine relationships between variables, distinguish correlation and causality, and explore anomalies that arise in the field. The results show that effective communication capabilities serve as a foundation for building organizational trust; cross-functional collaboration enhances the quality of synergy and innovation; while data-driven and participatory decision-making determines the appropriate direction of business strategy. These three elements complement each other and form a unified leadership-managerial competency that significantly impacts the achievement of strategic objectives. Based on these findings, a Strategic Framework Model for Strengthening Leadership-Managerial Competencies was developed, along with implementation stages and obstacle mitigation.

ANALYSIS OF RESEARCH FINDINGS AND DEVELOPMENT OF STRATEGIC RECOMMENDATIONS WITH SCIENTIFIC CRITICAL REASONING IN THE FIELD OF FINANCIAL MANAGEMENT Nur Indah; Alamsyah Alamsyah; R.Arvin I.Miracelova; M. Amsyahar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 4 (2026): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.22710348

This study aims to analyze and interpret empirical findings in the realm of financial management through a scientific critical reasoning framework, in order to formulate strategic recommendations that are evidence-based, measurable, and operationally feasible. The research background is based on the common phenomenon where financial policy formulation often relies solely on statistical indicators, without in-depth verification of causal relationships, institutional contexts, and anomalies that arise in the field. This condition has the potential to produce recommendations that are biased, less applicable, and even have negative long-term implications. This study implements a multi-level analysis of findings based on scientific critical reasoning, which includes verifying data consistency, distinguishing correlation and causal relationships, exploring anomalies, and evaluating theoretical and practical implications. A structured analytical flow framework is designed as an operational guide, so that the interpretation process is not subjective, but rather follows logical stages that can be academically justified. The results show that financial performance is not solely determined by quantitative indicators, but is strongly influenced by the quality of risk-based governance implementation, human resource capacity, and the effectiveness of post-implementation monitoring mechanisms. There is a significant reciprocal relationship between financial governance and organizational performance, so a one-way approach to policy formulation will not produce optimal results. The strategic recommendations developed include strengthening risk-based governance, increasing human resource capacity, integrating financial information systems, strengthening oversight functions, and providing directions for further research. Each recommendation is accompanied by a phased implementation strategy and efforts to mitigate obstacles, ensuring its adoption in organizational environments with diverse resource constraints.

CRITICALLY EVALUATE AND SYNTHESIZE THEORIES AND CONCEPTS IN BUSINESS AND MANAGEMENT Nur Indah; Alamsyah Alamsyah; R.Arvin I.Miracelova; M. Amsyahar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 3 (2026): June
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.22710453

This research aims to deepen the ability to critically evaluate and synthesize theories and concepts in business and management—a key distinguishing feature of doctoral researchers. Theories and concepts are not taken-for-granted truths, but rather constructs of thought born within a specific context, with implicit assumptions and accompanying strengths and weaknesses. Critically evaluating means tracing their origins, examining their logical foundations, testing their suitability, and identifying their strengths and weaknesses. Synthesizing means bringing together the best insights from different theories into a more complete, deeper understanding that better explains complex business phenomena than any single theory alone. This research employs a critical review and theoretical synthesis approach. Several key theories in business and management are examined in depth, systematically evaluated, and then synthesized into a more complete and balanced framework of understanding. The analysis focuses on uncovering implicit assumptions, comparing views across theories, exploring points of convergence and conflict, and developing new insights that address the weaknesses of previous theories. The research findings demonstrate that seemingly contradictory theories often explain different aspects of the same reality. Critical evaluation reveals that the weaknesses of one theory can often be complemented by the strengths of another. The theoretical synthesis produced a richer, more balanced, and more robust understanding of dynamic business phenomena. A Critical Theory Evaluation and Synthesis Framework, along with a step-by-step guide, was developed that researchers can use to examine, assess, and synthesize various theories in the fields of business and management.

INDEPENDENT RESEARCH BASED ON LEGAL STANDARDS, ETHICS, AND PROFESSIONALISM IN THE FIELD OF HUMAN RESOURCE MANAGEMENT Nur Indah; Alamsyah Alamsyah; R.Arvin I.Miracelova; M. Amsyahar
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 2 (2026): April
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.22710307

This study aims to deeply analyze the relationship between research independence and adherence to legal, ethical, and professional standards at the doctoral level, where supervisor supervision is minimal. Independent research is central to achieving doctoral competency, requiring the ability to responsibly plan, implement, and account for all stages of research without detailed direction. However, this independence is not unlimited; each research step is bound by a legal framework, research ethics norms, and scientific professionalism principles that guarantee the protection of subject rights, data accuracy, and the dignity of scientific work. This study employed a qualitative approach with a juridical normative analysis and an in-depth reflective case study. Data were collected through a review of laws and regulations, national and institutional research ethics guidelines, academic ethics literature, and a critical review of the implementation of independent research with minimal supervision. The analysis was conducted by exploring the normative basis of researcher independence, mapping points of legal and ethical compliance at each stage of the research, and formulating self-control mechanisms that serve as a substitute for detailed external supervision. The research findings demonstrate that research independence and adherence to legal and ethical standards are not mutually exclusive, but rather mutually reinforcing: the more independent a researcher is, the greater their legal and ethical responsibilities. Minimal oversight actually demands a strong sense of legal awareness, ethical integrity, and professional commitment within the researcher. It was also found that legal and ethical violations in independent research are more likely to occur not due to malicious intent, but rather due to ignorance of applicable regulations and weak self-control systems. A Framework for Independent Research Based on Legal, Ethical, and Professional Standards, along with a detailed compliance checklist, was developed to enable researchers to conduct research independently while ensuring compliance.

Title

Found 6 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 6 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 6 Documents
Search