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CRIMINOLOGICAL ANALYSIS OF THE PHENOMENON OF JUVENILE DELINQUENCY IN THE PANGKAJENE AND ISLANDS REGENCY AREA: CAUSING FACTORS, IMPACT AND COMMUNITY BASED PREVENTION EFFORTS Astri Aryanti Amsyahar; M. Amsyahar
Journal of International Islamic Law, Human Right and Public Policy Vol. 4 No. 2 (2026): June
Publisher : PT. Radja Intercontinental Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21447378

This study aims to analyze in depth the factors that cause juvenile delinquency, identify its impacts, and formulate effective and sustainable prevention efforts by involving the active role of the community. This study uses an empirical legal research method with a criminological approach. Data collection was conducted through direct observation, interviews with sources consisting of teenagers, parents, community leaders, law enforcement officers, and school officials, as well as the study of related documents. The data obtained were analyzed descriptively qualitatively to describe and explain the problems studied. The results of the study indicate that juvenile delinquency in Pangkep Regency is caused by the interaction of various factors, both from within the teenager and from their surrounding environment. Internal factors include psychological conditions, lack of legal understanding, and the search for identity, while external factors include family conditions, social environment, the influence of technology and information, and the socio-economic conditions of the community. Juvenile delinquency that occurs varies in form, ranging from acts that violate social norms to acts that are categorized as criminal acts, with impacts felt by individuals, families, and society at large. Handling juvenile delinquency cannot be done only with a law enforcement approach, but requires a comprehensive approach and involves all elements of society. Community-based prevention efforts are an effective strategy because they can reach the root of the problem and are implemented sustainably. This research recommends strengthening the role of community institutions, enhancing collaboration between various parties, and developing programs that support the development and potential of adolescents, so they can grow and develop into good and responsible citizens.

LEGAL ANALYSIS OF LEGAL RISK MANAGEMENT IN HUMAN RESOURCE MANAGEMENT AND ITS IMPACT ON COMPANY PERFORMANCE Jumardin; M. Amsyahar; Alamsyah; Astri Aryanti Amsyahar
Journal of International Islamic Law, Human Right and Public Policy Vol. 4 No. 2 (2026): June
Publisher : PT. Radja Intercontinental Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21483890

This study aims to analyze the application of legal risk management in human resource management and examine its impact on company performance. The issues studied include the forms of legal risks that arise in human resource management practices, efforts to handle them based on applicable laws and regulations, and their impact on achieving company goals. The research method used is normative legal research with a statutory, conceptual, and analytical approach. Data collected comes from primary, secondary, and tertiary legal materials, which are then analyzed qualitatively. The results of the study indicate that legal risks in human resource management can include employment disputes, violations of workers' rights, and administrative and criminal sanctions due to non-compliance with legal provisions. The application of good legal risk management, including identification, assessment, handling, and monitoring of risks, has been proven to minimize the occurrence of legal disputes and losses. Furthermore, this has a positive impact on improving company performance, including through the creation of a conducive work climate, increased employee productivity, and maintained business image and sustainability. This study concludes that legal risk management is a strategic aspect that is inseparable from human resource management, so it needs to be strengthened through the preparation of legally compliant internal policies and increasing legal awareness of all parties in the company.

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.

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