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Dewi Yustiana
Program studi Magister Manajemen, Sekolah Tinggi Ilmu Ekonomi Artha Bodhi Iswara, Indonesia
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences

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Strategy To Increase The Competitiveness Of Indonesian Processed Food Products To Thailand Through The Role Of Human Resources Competence: Analysis Of Revealed Comparative Advantage (RCA) And Dynamic Export Competitiveness Index (ECI) Yasykur Hidayatulloh; Dewi Yustiana; Koen Irianto Uripan; Sutoyo; Sutomo
International Humanity Advance, Business & Sciences Vol 3 No 3 (2026): January
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i3.984

Abstract

This research aims to formulate a strategy to increase the competitiveness of Indonesian food and beverage products in the Thai market through the role of human resource (HR) competencies and participation in international exhibitions. The research approach used is mixed-method, which combines qualitative and quantitative analysis. Qualitative data were collected through in-depth interviews with exporters and related stakeholders, while quantitative data were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. In addition, product competitiveness is evaluated through the Revealed Comparative Advantage (RCA) approach and the Dynamic Export Competitiveness Index (ECI) dynamically for the period 2021–2024. The results of the study show that human resource competence has a significant effect on increasing export competitiveness, with a t-statistic value of 5.949 and a p-value of 0.000. The role of international exhibitions has also been proven to indirectly contribute to increasing competitiveness through improving human resource competence. RCA and ECI analysis showed positive trends in several superior products such as processed fish, sauces and spices, as well as margarine and fat mixtures. These findings reinforce the importance of human resource development strategies and the use of international exhibitions as a means of market penetration. This study recommends that governments, stakeholders, and business actors be able to strengthen export-oriented HR training programs and encourage active participation in curated international exhibitions. This research also opens up further study space regarding the integration of digitalization aspects in the promotion of Indonesia's superior products to the global market.
The Role Of Organizational Commitment As A Mediating Variable In Influencing Human Resource Management Strategies And Cross-Generational Conflicts On Employee Performance (PT. Agro Mandiri Logistics) Devi Yulianti; Dewi Yustiana; Koen Irianto Uripan; Sutoyo; Immanuel Ustradi Osijo
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1075

Abstract

This research explores the dynamics of human resources at PT. Agro Mandiri Logistik, Surabaya, by examining the role of organizational commitment as a mediator in the influence of Human Resource Management (HRDM) strategies and cross-generational conflicts on employee performance. With a quantitative approach to support urban logistics efficiency, this study involved 40 cross-generational respondents selected through purposive sampling, with data analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM). The test results prove that the MSDM strategy has a positive and significant direct impact on performance (β=0.607, p=0.000), empirically confirming the validity of the Resource-Based View (RBV) and Ability-Motivation-Opportunity (AMO) theories. In contrast, cross-generational conflicts and organizational commitments did not show a significant influence on performance, and no meaningful mediation role was found across hypothetical pathways. These findings indicate that professionalism in a high-pressure logistics environment is able to mitigate the impact of intergenerational friction without relying on emotional commitment as a key bridge. The study concludes that management should prioritize HRD technical reinforcement such as selective recruitment, adaptive training, and fair rewards as key drivers of productivity.
The Effect Of Self-Regulation And Wages On Work Motivation With Psychological Well-Being As A Mediator Variable In Indonesian Construction Interns In Saitama, Japan Dorothea Diana Feliarosa; Dewi Yustiana; Immanuel Ustradu Osijo; Sutoyo; Sutomo
Maksimal Jurnal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Vol 3 No 5 (2026): June
Publisher : Abadi Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/meta-journal.v3i5.472

Abstract

This study aims to analyze the influence of self-regulation and wages on work motivation with psychological well-being (PWB) as a mediator variable in Indonesian construction interns in Saitama, Japan. The background is based on the adaptation challenges and work pressures faced by migrant workers, while higher wages are the main attraction. This study examines whether self-regulation and financial compensation can improve work motivation, either directly or through improved psychological well-being. The research uses an explanatory quantitative approach with a survey method. Data were collected through questionnaires from 205 respondents selected by purposive sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) with Partial Least Square (PLS) through SmartPLS 4.0 software to test the direct and indirect relationships between variables. The results of the study show that all hypotheses are accepted. Self-regulation and wages have a positive and significant effect on psychological well-being (H1 & H2) as well as on direct work motivation (H3 & H4). Psychological well-being has also been shown to have a significant positive effect on work motivation (H5). Furthermore, psychological well-being acts as a partial mediator in the indirect relationship between self-regulation (H6) and wages (H7) to work motivation. This means that increased self-regulation and wages not only directly boost work motivation, but also significantly strengthen it through improved psychological well-being. In conclusion, the work motivation of Indonesian construction interns in Japan can be improved by developing self-regulation skills, establishing a decent and fair wage system, and specifically prioritizing programs that support their psychological well-being. This research contributes to the development of cross-cultural human resource management theory and practical implications for intern companies and program organizers.
Co-Authors Devi Yulianti Dorothea Diana Feliarosa Immanuel Ustradi Osijo Immanuel Ustradu Osijo Koen Irianto Uripan Sutomo Sutoyo Yasykur Hidayatulloh