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All Journal JURNAL IQRA´ Dinasti International Journal of Management Science International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) International Journal of Management Research and Economics Indonesian Journal of Economics and Strategic Management Jurnal Pendidikan dan Kebudayaan Nusantara
Zahara Tussoleha Rony
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Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PERAN ARTIFICIAL INTELLIGENCE DALAM MANAJEMEN OPERASIONAL: PENDEKATAN INOVATIF UNTUK PENINGKATAN EFISIENSI DAN PRODUKTIVITAS Rosalina Siagian; Zahara Tussoleha Rony
IJESM Indonesian Journal of Economics and Strategic Management Vol. 2 No. 4 (2024): December
Publisher : Draf Solusi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69718/ijesm.v2i4.442

Abstract

Artificial Intelligence (AI) has become an essential tool in enhancing efficiency and productivity in operational management. This technology enables process automation, rapid data processing, and supply chain optimization. While AI can accelerate production, reduce human error, and improve product quality, its implementation requires significant investment in infrastructure and human resource training. Additionally, other challenges faced by companies include workforce resistance to automation, ethical issues in decision-making, and potential vulnerability to cyberattacks. This study aims to analyze AI’s contribution to improving efficiency, identify the challenges faced by companies, and explore its impact on the workforce. By addressing these challenges, companies can leverage AI to gain a sustainable competitive advantage.
THE ROLE OF TRANSFORMATIONAL LEADERSHIP IN EMPLOYEE PERFORMANCE: A SYSTEMATIC LITERATURE REVIEW AT XYZ UNIVERSITY Zahara Tussoleha Rony; Didi Rochyadi Mangkupradja; Pramukty, Rachmat
International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) Vol. 1 No. 4 (2023): August
Publisher : ZILLZELL MEDIA PRIMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61990/ijamesc.v1i4.42

Abstract

Transformational leadership has become an important subject of research in the field of management and organizational psychology, due to its powerful influence on individual and group performance. The method used in this study is the search for scientific articles in leading academic databases. Inclusion criteria were established to select articles relevant to this research topic, i.e. research explaining the relationship between transformational leadership and employee performance at XYZ University. After passing the selection process, articles that meet the inclusion criteria are taken as research samples. The results of this systematic literature review show that transformational leadership has a significant positive impact on employee performance at XYZ University. Several studies have found that transformational leadership is positively associated with productivity, work quality, job satisfaction, and employee organizational commitment. Previous research has shown that transformational leadership affects employee performance through several mechanisms. First, transformational leadership encourages employees to adopt a strong organizational vision, which provides clear goals and direction. Second, transformational leadership creates a work environment that supports employees' personal and professional development, which increases their motivation and commitment to the organization. Third, transformational leadership builds strong interpersonal relationships between leaders and employees, which improves trust, communication, and collaboration. In addition, this literature review also identified several contextual factors that can moderate the relationship between transformational leadership and employee performance. These factors include organizational culture, organizational structure, and individual characteristics of employees. In an organizational culture that supports innovation and participation, transformational leadership can have a stronger impact on employee performance. Similarly, flexible and empowering organizational structures can enhance the effects of transformational leadership on employee performance. In addition, individual characteristics such as motivation and personality can also influence the relationship between transformational leadership and employee performance. The findings of this study show that transformational leadership has an important role in improving employee performance. Organizations need to understand the importance of transformational leadership and apply it in their context to improve employee productivity and success. However, more research is needed to understand more deeply the mechanisms and contextual factors that influence these relationships, as well as test their effects in different organizational contexts.
Analysis of Internal Control, Good Corporate Governance and Reporting System Against Fraud Ade Onny Siagian; Adler Haymans Manurung; Tri Widyastuti; Zahara Tussoleha Rony
International Journal of Management Research and Economics Vol. 1 No. 4 (2023): November : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v1i4.1402

Abstract

The aim of this research is that fraud is still rampant in Islamic banks, both internal and external, to obtain empirical evidence regarding the influence of internal control, good corporate governance and Violation reporting system on fraud in Islamic banks registered with the Financial Services Authority (OJK) for the 2020-2022 period. This research is quantitative in nature using secondary data in the form of annual reports of sharia banking companies for 2020-2022. The samples taken using purposive sampling were 14 companies. Data analysis uses multiple linear regression analysis with SPSS version 26 software. The research results show that the good corporate governance variable has an effect on fraud. However, the internal control variable has no effect on fraud and the Violation reporting system variable has no effect on fraud. Good corporate governance, internal control, and a violation reporting system simultaneously influence fraud. The results of this research have implications for sharia banking management to further strengthen the implementation of GCG to reduce the level of fraud in sharia banking.
The Influence of Human Resources in Successfully Improving the Quality of Employee Performance (Systematic Literature Review) Sugiyono; Zahara Tussoleha Rony
Dinasti International Journal of Management Science Vol. 5 No. 3 (2024): Dinasti International Journal of Management Science (January-February 2024)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijms.v5i3.2334

Abstract

Competence is basically a dimension of abilities, skills, and attitudes required of a person to be able to meet the demands of the position in general and can be considered as a requirement for a person to carry out his work professionally. Human resources have a very important role in an organization. Without human resources or lack of quality of human resources, companies or organizations will be difficult to run and operate properly. One of the things that companies can do in managing and maintaining human resources is to pay attention to the quality of employee performance. The purpose of SLR is to analyze the Influence of Human Resources in the Success of Improving the Quality of Employee Performance. The results of this literature review study show that the company's success rate is the performance of its employees. Every employee certainly wants to be one part of the company's success, Performance is a real effort given by each individual or group in accordance with his role to the company. An employee who has high and good performance can support the achievement of goals and objectives set by the company
Urgensi Gaya Kepemimpinan Dalam Mengelola Institusi Pendidikan Tinggi Susanto, Primadi Candra; Ni Nyoman Sawitri; Hapzi Ali; Zahara Tussoleha Rony
Jurnal Pendidikan dan Kebudayaan Nusantara Vol. 1 No. 2 (2023): Jurnal Pendidikan dan Kebudayaan Nusantara (April-Juni 2023)
Publisher : Dinasti Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jpkn.v1i2.294

Abstract

Abstrak: Tujuan penelitian ini adalah melihat apakah ada pengaruh antara Kepemimpinan Melayani dengan Pengelolaan Institusi Pendidikan Tinggi, pengaruh antara Kepemimpinan Situasional dengan Pengelolaan Institusi Pendidikan Tinggi, dan pengaruh antara Kepemimpinan Transformasi dengan Pengelolaan Institusi Pendidikan Tinggi. Makalah ini menggunakan metode penelitian kuantitatif dengan responden dari objek beberapa kampus yang ada di Jakarta dengan jumlah populasi 48 responden mahasiswa aktif. Analisis data dalam mencari pengaruh antara variabel independen terhadap variabel dependen dengan menggunakan bantuan software analisis data SPSS dengan hasil intepretasi sesuai dari hasil olahan data kuisioner.
The Influence of Employee Engagement, Employee Communication, Transformational Leadership, and NLP Learning on Sustainable Human Resource Management with Mediation of Employee Performance Lisna Nurpida; Nera Marinda Machdar; Hadita; Zahara Tussoleha Rony
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 11 No. 1 (2026): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v11i1.6598

Abstract

This study aims to examine the effects of employee engagement, employee communication, attitude, transformational leadership, and Neuro-Linguistic Programming (NLP) Learning on Sustainable Human Resource Management (Sustainable HRM), with employee performance serving as a mediating variable. This research employs a quantitative approach using a survey method. The research population consists of managerial-level employees (leaders to managers) from companies in West Java who participated in training programs conducted by Job Training Institute (LPK) “X”. A total of 360 respondents were selected using purposive sampling. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that employee engagement, employee communication, transformational leadership, and NLP Learning have a positive and significant effect on employee performance, while attitude does not have a significant effect on employee performance. Furthermore, employee performance is found to have a positive and significant effect on Sustainable HRM. Mediation analysis reveals that employee performance partially mediates the relationship between employee engagement, transformational leadership, and NLP Learning and Sustainable HRM. However, employee performance does not significantly mediate the effects of employee communication and attitude on Sustainable HRM. These findings highlight that the achievement of Sustainable HRM is not solely determined by individual and organizational practices directly, but is strongly influenced by the organization’s ability to enhance employee performance as a key mediating mechanism. This study contributes theoretically by reinforcing the role of employee performance as a mediator in the Sustainable HRM framework and by introducing NLP Learning as a relevant human resource development approach in the Indonesian organizational context. Practically, the findings provide insights for organizations and job training institutions in designing performance-oriented and sustainability-driven human resource development strategies.
Reward Systems and Sustainable Human Resource Management: The Mediating Roles of Employee Commitment, Employee Culture, Situational Leadership, and Employee Performance Sugiyono; Nera Marinda Machdar; Zahara Tussoleha Rony
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 11 No. 1 (2026): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v11i1.7434

Abstract

Sustainable Human Resource Management (Sustainable HRM) has become a critical strategic concern as organizations seek to balance performance demands with long-term sustainability. While reward systems are widely recognized as essential HR mechanisms, empirical evidence explaining how they contribute to Sustainable HRM remains limited and inconclusive. This study examines the role of reward systems in fostering Sustainable HRM through the mediating mechanisms of employee commitment, employee culture, situational leadership, and employee performance. Using a quantitative explanatory design, data were collected from 360 managerial-level employees across five companies in West Java, Indonesia. Structural Equation Modeling with Partial Least Squares (PLS-SEM) was employed to test the proposed relationships and mediation effects. The results reveal that reward systems significantly strengthen employee commitment, employee culture, and situational leadership, but do not directly influence employee performance or Sustainable HRM. Among the organizational factors examined, situational leadership emerged as the only significant predictor of employee performance. Furthermore, employee performance was found to have a strong and direct effect on Sustainable HRM, while other variables showed no direct impact. Mediation analysis confirms that employee performance partially mediates the relationship between situational leadership and Sustainable HRM. These findings suggest that reward systems function as foundational enablers rather than direct drivers of sustainability-oriented HR outcomes. Sustainable HRM is achieved primarily through leadership-driven performance mechanisms rather than through reward allocation alone. This study contributes to Sustainable HRM literature by clarifying the internal pathways through which HR practices translate into sustainable outcomes, particularly within emerging economy contexts.
The Influence of Work Culture, Human Resource Management Practices, Communication, and Compensation on the Performance of Private Vocational High School Employees Nani Sudiarti; Tri Widyaastuti; I Nyoman Sawitri; Zahara Tussoleha Rony
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 11 No. 1 (2026): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v11i1.7436

Abstract

The Influence of Work Culture, Human Resource Management Practices, Communication, and Compensation on the Performance of Private Vocational High School Employees
Co-Authors Ade Onny Siagian Adler Haymans Manurung Didi Rochyadi Mangkupradja Hadita Hapzi Ali I Nyoman Sawitri Lisna Nurpida Nani Sudiarti Nera Marinda Machdar Ni Nyoman Sawitri Primadi Candra Susanto Rachmat Pramukty Rosalina Siagian Sugiyono Tri Widyaastuti Tri Widyastuti