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All Journal Jurnal Manajemen Teknologi Journal of Business and Management EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Dinasti International Journal of Education Management and Social Science Journal of Economics and Business UBS Jurnal Media Ekonomi International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Journal of International Conference Proceedings International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Eduvest - Journal of Universal Studies Jurnal Ekonomi, Teknologi dan Bisnis Priviet Social Sciences Journal IIJSE
Hendarman, Achmad Fajar
Institut Teknologi Bandung
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Astronomy Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mechanical Engineering Neuroscience Social Sciences Other

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Beyond compliance: A strategic foresight framework for workforce nationalization in a multinational offshore drilling subsidiary Alvino Resa Julian Kesaulya; Achmad Fajar Hendarman
Priviet Social Sciences Journal Vol. 6 No. 7 (2026): July 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i7.1937

Abstract

Resource-nationalist labor regulations are reshaping Indonesia's upstream oil and gas sector by requiring multinational offshore drilling subsidiaries to localize senior command roles without compromising safety, client confidence, or operational continuity. This study developed a strategic framework for PT. Ombak Biru Offshore (OBO) to transform workforce nationalization under SKK Migas PTK-007 Revision 5 from a compliance obligation into a source of sustainable competitive advantage. Using a qualitative explanatory single-case design, this study triangulates semi-structured key informant interviews with regulatory documents, internal company records, anonymized parent-company records, and industry benchmark reports. The analysis applies Hines and Bishop's (2015) Strategic Foresight framework, integrated with the Resource-Based View, Dynamic Capabilities, and SECI knowledge creation theory. The findings show that Rig Manager readiness requires technical-operational mastery, commercial and client management capability, leadership, and tacit knowledge transfer competence. Local talent progression is driven by the Great Crew Change, regulatory enforcement, the national 1 million Barrels of Oil Per Day (BOPD) target, and client ESG expectations but is constrained by long tacit knowledge transfer cycles, dependency on parent company trainee structures, certification cost paradoxes, and talent flight economics. This study proposes a dual-pathway localization framework supported by three enablers: Organizational Architecture, Human Capital Development, and Knowledge Transfer and Retention. It recommends establishing a Local Talent Development Committee, implementing an integrated Talent Management Information System, strengthening PTK-007 and PTK-018 engagement, introducing certification support, reforming Tingkat Komponen Dalam Negeri (TKDN) calculation to reward capability building, and developing outcome-based regulatory coordination. The framework offers a practical roadmap for building Indonesian offshore command capability by 2037 while preserving safety and continuity and creating a sustainable competitive advantage.
The Relationship Of Knowledge Management, Transformational Leadership And Innovative Work Behavior, Study Case Of A Baby Product Fmcg Company Anggi Stefani Ferdiana; Achmad Fajar Hendarman
Jurnal Ekonomi Teknologi dan Bisnis (JETBIS) Vol. 4 No. 7 (2025): Jurnal Ekonomi, Teknologi dan Bisnis
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/jetbis.v4i7.191

Abstract

The Relationship Between Remote Work and Employee Productivity in A Tech Company Prajwalita Khaira Adindatarisa; Achmad Fajar Hendarman
Eduvest - Journal of Universal Studies Vol. 5 No. 10 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i10.51288

Abstract

This study addresses the impact of remote work on employee productivity within a tech company setting specializing in software development and IT Condulting called PT. HLM. PT. HLM has adopted and implemented remote work setting for the past five years since 2020. The study will focusing on three key independent variables: Work Autonomy, Collaboration Quality, and Work Environment. The research is motivated by the growing adoption of remote work models and the need to understand factors that influence productivity in such settings. The background highlights challenges such as maintaining effective communication, managing flexible work hours, and ensuring conducive home workspaces. The subject of this study is PT. HLM, a technology company at Indonesia. As the subject of this study, PT. HLM has implemented a full Remote work setup for the last 5-6 years, aiming to maintain employee productivit. However, based on group discussion between Project Managers and Leaders in PT. HLM with researchers there are several obstacles in the beginning. Grounded in Self-Determination Theory, Media Richness Theory and Environmental Psychology. Self-Determination theory emphasizes that autonomy enhances motivation and competence, which are crucial for productivity. Media richness theory suggests that richer communication media are more effective for collaboration than lean media like text based, environmental psychology highlights the importance of structured and distraction free work environment for maintaining productivity. The study uses approach of quantitave survey data from 50 employees. The survey measures work autonomy, collaboration quality, and structured work environment and remote work productivity using likerts-scale questions.
Bridging Cultural and Linguistic Gaps with AI-Based Knowledge Management: A Solution for Language and Cultural Barriers at PT. STI Christian Susanto; Achmad Fajar Hendarman
Eduvest - Journal of Universal Studies Vol. 5 No. 9 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i9.51303

Abstract

In today’s globalized economy, multinational corporations like PT. STI face significant challenges in enabling seamless knowledge sharing across culturally and linguistically diverse teams. This study proposes an Artificial Intelligence-based Knowledge Management (KM) system to address language and cultural barriers causing operational inefficiencies such as project delays and reduced productivity at PT. STI. Using a mixed-methods approach, the research applies the Asian Productivity Organization (APO) KM Framework to evaluate the company’s KM maturity, the Analytical Hierarchy Process (AHP) to prioritize AI features, and the Technology Acceptance Model (TAM) to assess employee perceptions of the system's usefulness and ease of use. Quantitative data from APO KM and AHP surveys were complemented by qualitative insights from semi-structured interviews with key personnel. The APO KM assessment shows PT. STI at the "Expansion" KM maturity level with a score of 135.14, highlighting weaknesses in knowledge processes, technology, and outcomes. AHP analysis identifies Real-Time Translation (RT) as the top feature (44%), followed by Automated Tagging/Categorization (AT) and Contextual Q&A/Summarization (CQ). Employee interviews corroborate these findings, demonstrating strong willingness to adopt the system due to its potential to overcome cross-lingual communication barriers and improve knowledge accessibility. The proposed AI-based KM system provides PT. STI with a framework to reduce language barriers, minimize knowledge silos, and boost operational efficiency. It is expected to shorten project timelines, lower costs, and increase client satisfaction, offering valuable insights for multinational corporations facing similar challenges.
Relationship Among Digital Competence, Organizational Culture, Leadership Towards Digital Transformation Readiness, Study Case: Digital Transformation Program in PT XYZ Stamping Industries Rahadyan Pramudito Kumarasakti; Achmad Fajar Hendarman
Eduvest - Journal of Universal Studies Vol. 5 No. 12 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i12.52035

Abstract

In the current condition of a technology-based industry, the need to adapt towards a massive usage of technology is a must for a company. The usage of the technology will drive a different approach perspective on how a company will stand their ground to achieve the competitive advantage. Digital Transformation is becoming one of the most important things needed to be done by a company. The potential findings of this research were aimed to provide a new insight perspective for the Business Owner of PT Anugerah Stamping Industries about the factors that they needed to be concerned about to prepare their Employees about their Transformation Readiness. PT Anugerah Stamping Industries was facing a decreasing sales performance and an increasing operational cost due to the market competition, which led them to decide to take a Digital Transformation Program. The Research will use the quantitative methods of Multiple Linear Regression to map the Relationship between each of the independent variables towards the Dependent Variables, combined with a Qualitative approach by using an interview with the internal counterparts to discuss the findings. This paper will focus on discussing the Relationship between Digital Competence, Organisational Culture, and Leadership towards the Digital Transformation Readiness. The sample of this research is represented by the Employees, with a number of 106 employees out of 576 total population. This research shows there is a positive and significant relationship among Digital Competencies, Digital Organizational Culture, and Digital Leadership towards the Digital Transformation Readiness for the PT Anugerah Stamping Industries.
The Relationship Among Perceived Transformational Leadership, Work Motivation, and Individual Performance: A Study at PT Jakarta Railway Annisa Arnindita; Achmad Fajar Hendarman
Eduvest - Journal of Universal Studies Vol. 6 No. 2 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i2.52431

Abstract

This study investigates the relationship among transformational leadership, work motivation, and individual performance at PT Jakarta Railway, a government-owned urban transport operator undergoing organisational change. As demands for reliable and sustainable public transport services increase, leadership and employee motivation become essential drivers of performance. However, studies examining these relationships in Indonesian public transport organisations remain limited. This research aims to address the gap by analysing how employees' perceptions of transformational leadership and their work motivation influence performance across three directorates. Using a quantitative design, data were collected through structured questionnaires, generating 235 valid responses. Transformational leadership was measured using the Multifactor Leadership Questionnaire (MLQ), work motivation with the Work Extrinsic and Intrinsic Motivation Scale (WEIMS), and performance using a 23-item instrument. Statistical assumptions were met, and simple and multiple linear regression analyses were conducted using SPSS. The findings show that transformational leadership has a strong and significant positive effect on individual performance. Employees who perceive their leaders as inspiring, supportive, and clear in direction tend to show better performance. Work motivation also positively affects performance, although its influence becomes weaker when leadership is included in the model, indicating that leadership is the stronger predictor. When tested together, transformational leadership and motivation significantly predict performance, explaining 12% of the variance. Demographic factors did not substantially affect the model. Overall, the study highlights the central role of transformational leadership in enhancing employee performance at PT Jakarta Railway and provides practical implications for leadership development and performance management within public transport organisations.
SAFEGUARDING HUMAN CAPITAL: THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT, JOB STRESS, AND TURNOVER INTENTION AMONG EMPLOYEES OF GF Darmawan Budhiarto Jonathan; Achmad Fajar Hendarman
Jurnal Media Ekonomi (JURMEK) Vol 31 No 1 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i1.3303

Abstract

Purpose: This study examines the effects of Perceived Organizational Support (POS) and Job Stress (JS) on Turnover Intention (TI) among employees in Indonesia's fintech industry while addressing the limited use of organization-specific evidence in turnover intention research. Research Methodology: Guided by Social Exchange Theory and Conservation of Resources Theory, the study employed a quantitative cross-sectional design at a regulated fintech group operating in Indonesia. The research model was developed through the analysis of 30 employee exit interviews using thematic coding and subsequently validated through a census survey involving 183 employees. Data were analysed using IBM SPSS Statistics Version 25 and multiple linear regression. Results: POS significantly reduced turnover intention (β = −0.534, p < 0.001), whereas JS significantly increased turnover intention (β = 0.297, p < 0.001). Together, both predictors explained 53.2% of the variance in turnover intention (Adjusted R² = 0.527). Conclusions: Organizational support represents a stronger determinant of turnover intention than job stress in the fintech context. Limitations: The findings are based on a single organization and a cross-sectional design, limiting causal inference and generalizability. Contributions: This study contributes to turnover intention research by integrating organization-specific qualitative evidence with quantitative hypothesis testing, extending the application of Social Exchange Theory and Conservation of Resources Theory within Indonesia's fintech industry and providing evidence-based implications for employee retention.
Knowledge Sharing Behavior, Team Climate, and Organizational Learning Culture as Predictors of Innovative Work Behavior Ika Nurfitriani Listyanti; Achmad Fajar Hendarman
International Journal of Management, Entrepreneurship, Social Science and Humanities Vol. 7 No. 1 (2023): July - December Issue
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/ijmesh.v7i1.1564

Abstract

Innovative work behavior has become an important research topic in human resource management. In the current fast-paced environment, organizations have also been forced to rely more on people to innovate to stay ahead of the competition. Addressing both the theoretical and practical purposes, this study investigated the roles of knowledge sharing behavior, team climate, and organizational learning culture in predicting innovative work behavior. A self-report questionnaire was used to collect data from employees in a telecommunication company in Indonesia with a total of 155 responses. Regression analysis revealed that knowledge sharing behavior, team climate, and organizational learning culture predicted employees’ innovative work behavior, which was consistent with previous findings. These results contribute to the existing literature by providing evidence that individual, group, and organizational factors should always be considered when predicting innovative work behavior.
Co-Authors abdi Setia Arief Putra Alvino Resa Julian Kesaulya Anggi Stefani Ferdiana Annisa Arnindita Christian Susanto Darmawan Budhiarto Jonathan Ghazal Erlangga Avicena Harry Fajar Surya Hotasi Albin Sumitro Ika Nurfitriani Listyanti Najib Arangi Panjah Niken Noor Triastuti Murty Vijaya Parapat, Ursula Diantika Prajwalita Khaira Adindatarisa Primatasya, Astrid Alfina Rahadyan Pramudito Kumarasakti Sonia, Veren Sufiadi, Azzahra Nabila Taufan Trianggara Atmaja Wardani, Elisa Kusuma