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All Journal Al-Manhaj: Jurnal Hukum dan Pranata Sosial Islam Journal Economic and Strategy (JES)
Mutholib, Mutholib
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Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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Analisis Hukum Islam Terhadap Pelaksanaan Mediasi Perkara Perceraian di Pengadilan Agama Gedong Tataan dan Pengadilan Agama Pringsewu Lampung Mutholib, Mutholib; Faizal, Liky; Zaki, H. Muhammad
AL-MANHAJ: Jurnal Hukum dan Pranata Sosial Islam Vol 4 No 1 (2022)
Publisher : Fakultas Syariah INSURI Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37680/almanhaj.v4i1.1544

Abstract

Mediation in Islam is known as Islâh and hakam. When a dispute or dispute occurs, the disputing parties make peace efforts by appointing a judge. In the case of divorce, the function and efforts to reconcile are the obligations of the judge as a mediator which must be carried out based on Supreme Court Regulation no. 01 of 2016 concerning Mediation Procedures in Courts. Therefore, peace efforts are sought through mediation in the Religious Courts so that couples who want to divorce cancel their intentions and reconcile. However, the reality is that the success rate of mediation in divorce cases is still relatively low. This is evidenced by the number of cases that end in the trial process, compared to the success of the Mediation process. The purpose of this study was to analyze the implementation of divorce case mediation based on Perma No. 1 of 2016. As well as analyzing Islamic law on the implementation of mediation in divorce cases at the Gedong Tataan Religious Court and the Pringsewu Religious Court. The method used in this research is descriptive qualitative with theological, juridical normative and sociological approaches, with the object of research being the Gedong Tataan Religious Court and the Pringsewu Religious Court in Lampung. The primary data in this study were obtained from interviews with the Mediator Judge. The secondary data used is the report on the success and failure of the mediation implementation recorded in the final report and the Case Investigation Information System (SIPP). The results obtained from the research that the implementation of mediation at the Gedong Tataan and Pringsewu Religious Courts, based on PERMA No. 1 of 2016, but the implementation of mediation cannot be said to be optimal or not effective, because the success of mediating divorce cases is still relatively low. Mediation or Islah in resolving domestic conflicts actually contains benefits, namely maintaining the objectives of Islamic law (maqasid al-syariah), namely maintaining religion, soul, mind, lineage, and property. Maqashid sharia in mediation is hifd al-nasl (keeping offspring)
Green HRM Sebagai Fondasi Workplace Well-Being: Evaluasi Dimensi Organisasional, Teknologi Dan Regulasi Hutasuhut, Julianto; Mutholib, Mutholib; Rahmat, Muhammad; Waruwu, Khamo; Sihite, Frans Antoni; Dalimunthe, Ritha F.
JOURNAL ECONOMICS AND STRATEGY Vol 6 No 2 (2025): Edisi Juli 2025 - Desember 2025
Publisher : Fakultas Ekonomi Dan Bisnis Universitas Tjut Nyak Dhien

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36490/jes.v6i2.2027

Abstract

The advancement of Industry 4.0 has introduced complex challenges in occupational safety and health, calling for strategic approaches to ensure sustainable work environments. This study aims to analyze the implementation of Green Human Resource Management (Green HRM) in enhancing workplace well-being in Indonesia. Using a Systematic Literature Review (SLR) approach, this study synthesizes relevant scholarly literature published between 2015 and 2025, focusing on Green HRM, workplace well-being, and occupational health and safety (OHS) across key national industries. The findings indicate a positive correlation between Green HRM practices and improved employee well-being, encompassing physical, mental, social, and environmental aspects of the workplace. This relationship is influenced by organizational factors such as OHS systems, workload, and conflict management, and is supported by digital technology and regulatory frameworks. The study formulates an integrative Green HRM model consisting of six core dimensions: green recruitment and selection, green training and development, green performance management, green compensation and benefits, integrated OHS management systems, and enabling technologies. This model offers a holistic framework for creating transformative and sustainable workplace well-being, aligned with the AKHLAK core values and the national development vision of Golden Indonesia 2045.
Co-Authors Dalimunthe, Ritha F. Julianto Hutasuhut Liky Faizal Rahmat, Muhammad Sihite, Frans Antoni WARUWU, KHAMO Zaki, H. Muhammad