Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Al-Kharaj: Journal of Islamic Economic and Business Sharia Economic and Management Business Journal (SEMBJ)
Ryan Saputra Alam
Sekolah Tinggi Ilmu Ekonomi Mulia Pratama
Religion Agriculture, Biological Sciences & Forestry Computer Science & IT Economics, Econometrics & Finance Education Other

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Employee Perceptions, Proximity Bias, and Performance Evaluation in Hybrid Work: The Quasi-Moderating Role of Work Flexibility and Virtual Interaction Ryan Saputra Alam; Nur Imam Saifuloh; Noviarti; Darmianti Razak
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 4 (2025): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i4.8626

Abstract

The development of hybrid work systems has brought about new dynamics in employee performance appraisal. This study aims to analyze the effect of employee perceptions of hybrid work (PK) and proximity bias (PB) on performance evaluation (EK), with work flexibility and virtual interaction (FI) as moderating and mediating variables. The study used three regression models, namely Model 1 (direct effect), Model 2(additional moderation), and Model 3 (interaction test), followed by a mediation test. The results showed that in Model 1,PK (0.437) and PB (0.369) had a positive and significant effect on EK. In Model 2, the addition of the FI variable produced a positive and significant effect on EK (PK = 0.110; PB = 0.290; FI = 0.440). Model 3 found that PK,PB, and FI remained positively and significantly influential (PK = 0.140; PB = 0.264; FI= 0.503), with the interaction PKFI strengthening the effect of PK on EK (0.346),while the interaction PBFI weakens the effect of PK on EK(-0.363). The mediation test shows that FI acts as a quasi-moderator and mediator in the relationship between PK and PB on EK.These findings confirm that in the context of hybrid work, work flexibility and virtual interaction not only clarify performance evaluation but can also reduce the effect of physical presence bias(proximity bias). This research has implications for human resource management strategies in designing fair and productive hybrid work policies.
The Impact of Employer Branding and Social Media on Employer of Choice on Islamic Bank in Attracting Generation Z in Indonesia Anwar Mattawappe; Ryan Saputra Alam; ⁠Salahuddin Alam; Abdul Awim
Sharia Economic and Management Business Journal (SEMBJ) Vol. 7 No. 2 (2026): Sharia Economic and Management Business
Publisher : Yayasan Darussalam Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62159/sembj.v7i2.2268

Abstract

Background: Islamic banks in Indonesia face challenges in attracting Generation Z talent despite being the largest Muslim-majority country with a growing Islamic banking industry. Generation Z has different characteristics from previous generations, and Islamic banks must compete with conventional banks and other industries for the best talent. This study examines the effect of employer branding dimensions and social media on employer of choice for Islamic banks among Generation Z in Indonesia. Method: This quantitative study surveyed 355 undergraduate Muslim students from both Islamic and general universities in East Java, Indonesia, representing Generation Z (born 1995–2010). Data were collected through online questionnaires distributed via Google Classroom. Structural Equation Modeling (SEM) with LISREL 8.80 was used to analyze the relationships between employer branding dimensions (work culture, ethics & CSR, salary, diversity), social media, person-organization fit, organizational attractiveness, and employer of choice. Results: The findings reveal that only two employer branding dimensions salary and ethics & CSR positively influence person-organization fit and organizational attractiveness. Social media significantly affects person-organization fit and organizational attractiveness but does not directly influence employer of choice. Work culture and diversity show no significant effects. Person-organization fit and organizational attractiveness positively influence employer of choice. Conclusion: Islamic banks should emphasize salary competitiveness and ethics & CSR communication while optimizing social media to build organizational attractiveness. However, social media alone is insufficient to convert attraction into application decisions. Islamic banks need comprehensive strategies beyond social media promotion to successfully attract Generation Z talent.
Co-Authors Abdul Awim Anwar Mattawappe Darmianti Razak Noviarti Saifuloh, Nur Imam ⁠Salahuddin Alam