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Nurlaila Nurlaila
Khairun University
Humanities Decision Sciences, Operations Research & Management Education Electrical & Electronics Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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Implementasi Manajemen Konflik Pekerjaan-Keluarga, Konflik Keluarga-Pekerjaan, dan Stres Kerja yang Berpengaruh terhadap Kepuasan Karyawan PT Langgang Buana Perkasa Nurlaila Nurlaila
Society Vol 8 No 2 (2020): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v8i2.236

Abstract

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.
Pengembangan Sumber Daya Manusia dalam Pengelolaan Ekonomi Kreatif di Masa Pandemi COVID-19 di Masyarakat Desa Tafure dan Sulamadaha Kota Ternate Nurlaila Nurlaila
Society Vol 10 No 1 (2022): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v10i1.324

Abstract

This study aims to provide an in-depth overview of the application of the creative economy during the COVID-19 pandemic to increase economic income. Human Management Resources in an organization are not just administrative but lead to developing the potential of human resources to be creative and innovative. A creative economy is an economic concept combining something with an element of creativity by combining ideas, ideas, and knowledge from human resources as a production factor. The condition of the COVID-19 pandemic is very unsettling for the community. Therefore it requires skills and the desire of business actors to develop a creative economy. The research uses a descriptive qualitative approach with respondents, samples from the Tafure community and the Sulamadaha community, respectively, as many as four people who have a business with key informants from the local community who have had a business for 8 and 10 years. Retrieval data in the form of observations and interviews with eight people consisting of 6 field informants and two key informants. The data collection technique uses triangulation in which researchers compare information from the field with information and data from informants, both field informants and key informants, with conditions in the local area. Research data analysis is inductive; some data and information are obtained and then developed into a hypothesis. The COVID-19 pandemic has made the economic life of a business very impactful on people’s financial income. Tafure community business actors have implemented creative economy human resource development through participation in education and training activities.
Menjembatani Etika dan Komitmen: Peran Mediasi Nilai-Nilai Kerja Islami dalam Perbankan Syariah Nurlaila Nurlaila; Sri Langgeng Ratnasari; Meirani Harsasi; Zulkifli Sultan
Society Vol 13 No 2 (2025): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v13i2.840

Abstract

 This study investigates the influence of personality, competence, and performance on organizational commitment in Islamic banks, with Islamic Work Ethics (IWE) serving as a mediating variable. Conducted in North Maluku, Indonesia, the research employs a quantitative explanatory design and utilizes structural equation modeling (SEM) with AMOS 24.0 to test the proposed relationships. Data were obtained through closed-ended questionnaires distributed to 175 employees selected via probability sampling across several Islamic banking institutions. The findings reveal that personality and performance have a significant positive effect on organizational commitment, whereas competence does not exert a direct influence. Furthermore, IWE significantly contributes to strengthening organizational commitment by embedding ethical values into workplace behavior. Personality and competence both positively affect the application of IWE, which in turn mediates their relationship with organizational commitment. These results underscore the strategic importance of fostering competence through conflict management training, enhancing the internalization of Islamic ethical principles, and promoting innovation in service delivery.
Co-Authors Meirani Harsasi Risdam Buamona Sri Langgeng Ratnasari SULTAN, ZULKIFLI