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All Journal Jurnal Dimensi EQUILIBIRIA Measurement : Jurnal Akuntansi Jurnal Akuntansi dan Pajak International Journal of Artificial Intelligence Research Jurnal Organisasi Dan Manajemen Minda Baharu Jurnal MEBIS (Manajemen dan Bisnis) Proceeding of National Conference on Accounting & Finance BENING Indonesian Journal of Law and Economics Review Journal of Maritime Empowerment Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Locus Penelitian dan Pengabdian Jurnal Manajemen, Organisasi, Dan Bisnis Eduvest - Journal of Universal Studies Realible Accounting Journal PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING IIJSE Global Digital
Catur Fatchu Ukhriyawati
Program Studi Bisnis Digital, Fakultas Ekonomi dan Bisnis, Universitas Riau Kepulauan, Batam
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Social Sciences Other

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Analysis of the Relationship Between Organizational Culture, Training, and Employee Performance Via the Lens of Participatory Leadership, with Work Satisfaction Acting as a Moderator Herman MS; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8264

Abstract

Employee performance over the past three years has been all over the place, therefore something needs to be done about it. With employee job satisfaction serving as a moderating variable, this study seeks to further analyse the effects of participatory leadership, organisational culture, and training on employee performance. The researchers in this study drew their 100-person sample using the Slovin technique. The hypothesis test found that there was a positive and statistically significant relationship between employee performance and factors such as participative leadership, organisational culture, and job satisfaction. The impact of training on employee performance was unfavourable but not statistically significant. Employee Job Satisfaction was found to moderate the association between Organisational Culture and Employee Performance, according to the results of the moderation test.
What Role Do Career Growth and Skills Play as Additional Factors in the Connection Between Employee Engagement and Job Performance? Turki Muhammad; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8552

Abstract

At Bank Jatim Ponorogo, the objective of this study is to investigate the ways in which career advancement and increasing one's level of expertise influence employee performance. The level of employee engagement will be a variable that will be utilised to assist with the investigation. Data was collected through the use of Structural Equation Modelling (SEM) in conjunction with the Partial Least Squares (PLS) method that was administered to 74 individuals through the use of questionnaires. A significant and favourable impact on employee engagement is demonstrated by the findings, which indicate that both personal career advancement and expertise play a significant role. In addition, employees' work is immediately improved when they are given opportunities to further their careers. Nevertheless, the findings indicate that the level of expertise and employee involvement does not have a significant impact on the degree to which employees perform their duties effectively. Further, the relationship between career advancement, competency, and success at Bank Jatim Ponorogo is not mediated by employee engagement, which does not serve as a go-between. These findings provide us with further information regarding the ways in which job development and skills influence performance. Despite the fact that they demonstrate the significance of involvement, it is not possible for it to totally cure the problem in this instance.
The Mediating Role of Work Satisfaction in the Effect of Ethical Leadership on Employee Performance Dino Manarso; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8553

Abstract

Through the utilisation of job satisfaction as a moderating factor for PT "X" Employess, this research endeavours to investigate and assess the ways in which ethical leadership influences worker performance. This particular study utilised a quantitative research design as its methodology. A total of 112 respondents, which represents the entire population, were included in the sample for the study. The technique for collecting data included the distribution of questionnaires to each individual who participated in the survey. The next step was to conduct testing in order to determine the direct and indirect effects that the research elements had. The findings of the study suggest that ethical leadership does not have a substantial impact on the degree to which employees accomplish their jobs. Taking into account the level of job satisfaction experienced by employees, it was shown that ethical leadership had an effect on performance in just 26.9% of instances. There was only a 26.9% correlation between ethical leadership and employee performance, which was measured by work satisfaction. The remaining percentage of employee performance was explained by criteria that were not included in the study. The findings of the study also indicate that ethical leadership may not directly influence employee performance at PT "X" on its own. It is instead the job satisfaction that emerges as a mediating variable, which helps to mitigate the impact that ethical leadership has on personnel.
Promoting Devotion to One's Work: The Servant Leader's Importance, What Motivates Workers, and Professional Ethics Uray Ary Affandi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8657

Abstract

This research aims to determine the influence of servant leaders, work motivation, and work ethic on employee work commitment at PT. Famous Shoes Factory. This research approach is quantitative, using primary data obtained from 385 respondents. The analysis method uses multiple linear regression. The findings show that servant leaders have a significant positive effect on employee work commitment. However, the results are different in terms of work motivation and work ethic, which are unable to influence employee work commitment. However, if these three factors a role simultaneously, they can have a significant positive influence on the development of employee work commitment. This study provides new knowledge about the importance of serving leaders in leading companies. This research can rule out the role of work motivation and work ethic in creating work commitment. The implications of these research findings are significant for company leaders and academics for further research in building employee work commitment in a firm.
The Role of Human Resource Management (HRM) Strategy in Increasing Employee Work Productivity Anderi Anderi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.8990

Abstract

This study aims to analyze the role of Human Resource Management (HRM) strategies in improving employee productivity. The research method used is a quantitative method with a descriptive-verification approach. Data were collected through questionnaires distributed to randomly selected respondents and analyzed using multiple linear regression analysis techniques to examine the influence of HRM strategy variables on work productivity. HRM strategy variables include human resource planning, recruitment and selection, training and development, compensation, and performance appraisal. The results show that HRM strategies have a positive and significant effect on employee productivity. Among the dimensions studied, training and development and compensation systems have the greatest contribution to increasing productivity. These findings emphasize the importance of implementing effective and sustainable HRM strategies to support individual and organizational performance. This study provides practical implications for company management in formulating more targeted human resource management strategies oriented towards increasing productivity.
PENGARUH FINANCIAL TECHNOLOGY, MEDIA SOSIAL, AKUNTANSI DIGITAL, DAN LITERASI KEUANGAN TERHADAP PELAPORAN KEUANGAN PADA UMKM KOTA BATAM Catur Fatchu Ukhriyawati; Frans Hasibuan; Ravika Permata Hati; Intan Juniarti; Hanafi Siregar
GLOBAL DIGITAL Vol 1, No 2 (2025): Jurnal Global Digital, Desember 2025
Publisher : Program Studi Bisnis Digital, Fakultas Ekonomi dan Bisnis, Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/gd.v1i2.8744

Abstract

Penelitian ini menganalisis pengaruh financial technology, media sosial, akuntansi digital, dan literasi keuangan terhadap pelaporan keuangan UMKM di Kota Batam. UMKM memiliki tantangan dalam transparansi dan akuntabilitas keuangan, sehingga pemanfaatan teknologi dan literasi keuangan menjadi faktor penting dalam meningkatkan kualitas laporan keuangan. Penelitian ini menggunakan metode survei dengan penyebaran kuesioner kepada 100 pelaku UMKM, kemudian data dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa financial technology dan media sosial berpengaruh signifikan terhadap pelaporan keuangan, menandakan bahwa digitalisasi mampu meningkatkan efisiensi pencatatan keuangan. Akuntansi digital juga memiliki dampak positif terhadap kualitas laporan keuangan, sementara literasi keuangan berperan dalam meningkatkan pemahaman dan pengelolaan keuangan oleh UMKM. Penelitian ini memberikan rekomendasi bagi pelaku UMKM untuk lebih mengadopsi teknologi keuangan dan meningkatkan literasi keuangan guna mendukung transparansi dan akuntabilitas laporan keuangan. Hasil penelitian ini diharapkan dapat menjadi referensi bagi pemerintah dan pemangku kepentingan dalam merumuskan kebijakan yang mendukung digitalisasi UMKM, sehingga dapat meningkatkan daya saing dan pertumbuhan ekonomi sektor ini di Kota Batam.
TOXIC LEADERSHIP: CONSEQUENCES FOR EMPLOYEE WELLBEING AND TURNOVER INTENTIONS Yulniarmah; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4523

Abstract

Toxic leadership, characterized by destructive behaviors such as bullying, narcissism, and unpredictability, poses a severe threat to organizational health. This article examines its profound consequences, arguing that such leadership directly and indirectly erodes employee wellbeing and fuels turnover intentions. The analysis demonstrates that toxic leaders actively push employees out by creating a hostile environment, while simultaneously dissolving the pull of loyalty and commitment. This dual assault manifests in significant psychological distress, physical health issues, and social strain for employees. Crucially, the pathway to turnover often involves presenteeism—a costly period of disengagement. The article concludes that proactive organizational intervention, including leader accountability and robust employee support systems, is not merely beneficial but essential to mitigate these damaging effects and safeguard both human capital and operational integrity.
CREATING A CULTURE OF PSYCHOLOGICAL SAFETY: IMPLICATIONS FOR TEAM PERFORMANCE Kurniawati Ningsih; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4524

Abstract

This article examines how psychological safety—a shared belief that the team is safe for interpersonal risk-taking—serves as a critical driver of team performance in complex work environments. Through a conceptual analysis of leadership roles, we demonstrate that leaders cultivate this environment by acting as catalysts who frame work as a learning process, models who demonstrate vulnerability through their response to failure and dissent, and enforcers who establish clear norms and equitable structures. The analysis reveals that these behaviors directly enable the learning, innovation, and candid dialogue necessary for high performance by encouraging risk-taking, transforming failures into learning data, and ensuring full team participation. The article concludes that building psychological safety is not a soft skill but a strategic imperative, providing a practical framework for leaders to unlock their team's collective intelligence and build a more adaptive, resilient, and successful organization.
INCLUSIVE LEADERSHIP AND ITS ROLE IN STRENGTHENING DIVERSITY AND INCLUSION PRACTICES Dede Willis Silalahi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4529

Abstract

In an era of increasing workforce diversity, organizations struggle to translate formal Diversity and Inclusion (D&I) policies into tangible outcomes, often due to a lack of inclusive leadership. This study investigates the critical role inclusive leaders play in activating D&I initiatives and strengthening organizational culture. Using a mixed-methods approach—surveys measuring leadership behaviors and D&I outcomes, supplemented by qualitative interviews—the research was conducted within a multinational organization. Results revealed a strong positive correlation between inclusive leadership and key metrics, including psychological safety, employee belonging, and reduced turnover intent. The discussion positions the leader as a crucial catalyst, creating a trickle-down effect that embeds inclusion. We conclude that investing in inclusive leadership development is not peripheral but fundamental to closing the gap between D&I policy and practice, ultimately fostering sustainable, high-performing, and equitable workplaces.
WORK STRESS, BURNOUT, AND MENTAL HEALTH: HR STRATEGIES FOR ENHANCING EMPLOYEE WELLBEING Zikri Helmi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4531

Abstract

The contemporary workplace faces a mental health crisis, with rising burnout and stress driven by systemic organizational stressors. This research investigates the role of HR in enhancing employee wellbeing, moving beyond traditional reactive approaches. Using a mixed-methods analysis, we identified unsustainable workloads, role ambiguity, and toxic leadership as primary drivers of psychological distress. While existing interventions like EAPs provide necessary support, they remain limited by low utilization and a failure to address root causes. The study concludes that effective mental health management requires an integrated, proactive HR framework focused on primary prevention through job redesign, leadership development, and cultural change. This strategic shift from treating individuals to building resilient work systems is essential for creating sustainable, high-performing organizations where employee wellbeing is a core strategic asset.
Co-Authors Adelmi Parera ahmad arifin Aini, Shayla Hurul Albert Efendi Pohan Alisa, Inayah Risqi Amin, Saifuddin Amiruddin Amiruddin Amsakar Achmad Ana Rio Fika Anderi Anderi Andi Kushermanto Andi Marta Andika Andika Aris Mulyadi Arna Suryani, Arna Arnesih Arnesih, Arnesih Arnold AF Sihombing Asniati Ayu Pratiwi, Ayu Aznendra Aznendra Aznendra Aznendra Bella Aprilia Bin A. Ghani, Muhammad Faizal Burhaini Burhaini Cahyo Budi Santoso Celina Cicilia Margaritha Deby Andriany Dede Willis Silalahi Dewi Kartika Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Diana Widyastika Dina Amalia Mahmudah Dini Anggraini Dino Manarso Donanda, Pronica Imel Edo Saputra Edwin Agung Wibowo Ervin Nora Susanti, Ervin Nora Erwin Erwin Fanny Islami Nasution Febiola Maria Tampubolon Firdaus Firman Arifianto Fitriansyah, Dimas Frans Hasibuan Gabriella Panjaitan Gandhi Sutjahjo Giriati, Giriati Hanafi Siregar Hans Cristian Hardono, Indra Hati, Ravika Permata Herman Herman Herman MS Ignasius Wahyudi Arianto Ika Listyawati Ilham Fajri Indra Yani Indria Sri Retnaningrum Intan Juniarti Iswahyudi Jasmine Afifah Jayana Salesti Julianda, Dedi Taufik Juniarti, Intan Kartika Simanjuntak Kartika, Erawati Kencana Bayuaji Kurniawati Ningsih Larasati Iman Syalsabillah Lilik Setyowati Linna Dhah Liawati Lukmanul Hakim Lukmanul Hakim Marhamah Marpaung, Junierrisa Maya Pratiwi Megawati Listyana Putri Mira - Yona Muhammad Firmansyah Muhammad Hidayat Muharam Muharam Muharam, Muharam Nita Oktaviani Nofrizal N Oktavianti Oktavianti Paras Faturohim Pradana, Ferian Anugrah Priyata Westraperdana Putri, Megawati Listyana Rahman Hasibuan, Rahman Rahmi Yuliana Raja Wulandari Putri Ramon Zamora RAVIKA PERMATA HATI Ravika Permata Hati Riani Dewi Dewi Ridho Saputra Ridwan Afandi Rika Malia Rika Rika Rika Yusman Rimayang Anggun L. P. Ramli Risa Opiani Risti Anastasya Rizki Eka Putra Rizki Eka Putra Rizki Eka Putra Rizki Eka Putra, Rizki Eka Rona Tanjung Rosdiana Rosdiana Saiful Lizan Sakila, Vira Rifatul Sam Feri Purwanto Santia Rahmadani Sari, Wanda Novita Saryati Endah Lisyanti Sastra Tamami Shafie Zabri Siallagan, Henny Anita Siburian, Egi Lianry Simatupang, Mona Rebeca Sipnarong, Sipnarong Siswandri Sri Andika Sri Langgeng Ratnasari Sri Mulyati Sri Mulyati Sri Mulyati Sri Mulyati Sri Wulandari Sriwati Sriwati Suci Suriani Suhana Mohamed Suharsono Suharsono Supriadi Supriadi Surian, Surian Suwinto Syafruddin Syafruddin Tanjung, Rona Tawee, Seow Tibrani Tibrani Tibrani Tibrani, Tibrani Tini Listary Turki Muhammad Umul Hasanah Uray Ary Affandi Velya Tri Desi Via Lailatur rizki Viola Yuniartri Winarso, Widyo Yuci Ariska Yudi Kurniadi Yudianto, Peri Yulniarmah Zikri Helmi Zulkifli Zulkifli