Article Per Year (5 Year)
p-Index From 2021 - 2026
4.799
P-Index
This Author published in this journals
All Journal Jurnal Ekonomi IQTISHODUNA El Dinar Jurnal Ekonomi Modernisasi Ekonomi Bisnis Li Falah: Jurnal Studi Ekonomi dan Bisnis Islam Agregat: Jurnal Ekonomi dan Bisnis Journal of Economic, Bussines and Accounting (COSTING) EKONOMIS : Journal of Economics and Business DIJB (Diponegoro International Journal of Business) Journal of Economics and Business Aseanomics Jurnal Manajemen JPEKBM (Jurnal Pendidikan Ekonomi, Kewirausahaan, Bisnis dan Manajemen) Journal of Industrial Engineering & Management Research (JIEMAR) Bima Journal : Business, Management and Accounting Journal Golden Ratio of Human Resource Management JAMBURA: JURNAL ILMIAH MANAJEMEN DAN BISNIS BISMA (Bisnis dan Manajemen) Jurnal Manajemen Stratejik dan Simulasi Bisnis Journal of Management and Digital Business Pena Dimas: Jurnal Pengabdian Masyarakat El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies Journal of Research on Community Engagement Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal)
Ikhsan Maksum
Universitas Islam Negeri Maulana Malik Ibrahim Malang
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Public Health Social Sciences Other

Published : 39 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 39 Documents
Search

 1   2   3   4 
Pengaruh Kompensasi Dan Work Family Conflict Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Moch Rizqy Mubarok; Ikhsan Maksum
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 8 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i8.8009

Abstract

This study examines the effect of compensation and work family conflict on employee performance, with job satisfaction as an intervening variable. Human resources (HR) are a strategic asset of an organization, so understanding the factors that influence employee performance is very important. By identifying these factors, companies can formulate more effective HR policies. The research approach used is quantitative. The object of the study was employees of the Public Relations division of PT Demang Jaya. Data were collected through questionnaires and analyzed using SmartPLS 4 (PLS-SEM). The results of the analysis showed that compensation had a positive and significant effect on employee performance, while work-family conflict did not have a significant effect on employee performance. In addition, job satisfaction mediated the relationship between compensation and employee performance, but did not mediate the effect of work-family conflict on employee performance. These findings emphasize the need for companies to improve competitive compensation policies in order to encourage employee performance and job satisfaction.
Organizational Commitment as a Mediation between Work Discipline and Organizational Culture on Social Service Employee Performance Candra Mustika, Rara Ayu; Maksum, Ikhsan
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.1135

Abstract

This study aims to analyze the influence of work discipline and organizational culture on employee performance with organizational commitment as a mediating variable in the Malang Regency Social Service. The research method used is quantitative with the Partial Least Squares (PLS) approach. The research sample consisted of 56 employees selected using the saturated sample technique. The study's results showed that work discipline positively and significantly affected employee performance, but organizational culture did not significantly influence employee performance. In addition, organizational commitment has been shown to mediate the relationship between work discipline and organizational culture on employee performance. These findings confirm that improved work discipline and a good organizational culture can encourage employee commitment, ultimately impacting performance. The implications of this study provide insight for public sector organizations in developing strategies to improve employee performance through strengthening work discipline, organizational culture, and organizational commitment.
Does trust matter? examining the impact of socialisation, knowledge, and religiosity on employee performance in banking sector Hasibuan, Lempang; Supriyanto, Achmad Sani; Ekowati, Vivin Maharani; Maksum, Ikhsan; Khan, Ryan Basith; Sani, Ahmad Firza Fahreza; Ahamed, Forbis
BISMA (Bisnis dan Manajemen) Vol. 18 No. 1 (2025)
Publisher : Universitas Negeri Surabaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/bisma.v18n1.p66-85

Abstract

Knowledge is a critical factor in improving performance and achieving competitive advantage. The purpose of this study is to determine the mediating role of trust in the relationship of socialisation, knowledge, and religiosity toward employee performance in banking sector. This research is quantitative with an explanatory approach. This study surveyed 200 employees of a sharia bank in Indonesia and collected 112 respondents return the questioner. The data analysed using Partial Least Squares Structural Equation Modelling (SEM-PLS). This study confirms that socialisation and knowledge do not affect employee performance directly. Religiosity affects employee performance. Trust mediates the effect of socialisation, knowledge, and religiosity on employee performance. The study provides new evidence on trust in Islamic banking sector related to socialisation, knowledge, religiosity and employee performance. Managers in Islamic banks should strengthen internal socialisation and knowledge-sharing programs that are grounded in religious values to foster greater trust among employees. By prioritising trust-building, managers can enhance employee commitment and overall performance, creating a more cohesive and value-driven organisational culture.
Kepemimpinan Islami dan Etika Kerja Islami: Pengaruhnya terhadap Kinerja Karyawan Maksum, Ikhsan
Li Falah: Journal of Islamic Economics and Business Vol. 5 No. 1 (2020): June 2020
Publisher : Institut Agama Islam Negeri Kendari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31332/lifalah.v5i1.1923

Abstract

Kesuksesan sebuah perusahaan atau organisasi ditentukan oleh kemampuan pemimpin dalam membimbing dan menginspirasi bawahan untuk bersedia berkontribusi terhadap tujuan organisasi. Tidak hanya itu, etika kerja juga menjadi pendorong kinerja organisasi. Dari banyak studi yang membahas kepemimpinan dan etika kerja, masih terdapat banyak celah jika dikaitkan dengan perbedaan konteks penelitian dan perbedaan agama. Tujuan penelitian ini adalah untuk berkontribusi pada pengembangan konsep kepemimpinan islami dengan berdasarkan konteks penelitian pada lingkup industr halal. Penelitian menguji pengaruh secara langsung kepemimpinan islami (KI) dan etika kerja islami (EKI) terhadap kinerja karyawan (KK). Objek penelitian ini adalah karyawan yang bekerja pada perusahaan yang tergolong dalam cakupan industri halal di Kota Malang. Penelitian menggunakan seting penelitian lapangan (Field Setting) dan desain studi cross-sectional. Peneliti mengambil responden penelitian sebanyak 175 karyawan dari 10 perusahaan yang tergolong perusahaan halal di Kota Malang. Teknik regresi digunakan peneliti untuk menguji hipotesis yang disusun dalam penelitian ini. Hasil penelitian mendukung hipotesis kepemimpinan islami dan etika kerja islami berpengaruh positif terhadap kinerja karyawan.
Overqualification as a Blunt Weapon on Productivity Improvement: Person-Job Fit Theory Integration Maksum, Ikhsan; Fikriah, Nur Laili; Mayasari, Agatha
Li Falah: Journal of Islamic Economics and Business Vol. 6 No. 1 (2021): June 2021
Publisher : Institut Agama Islam Negeri Kendari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31332/lifalah.v6i1.2781

Abstract

Despite the growing number of studies that underlie the influence between perceived overqualification (POQ) and counterproductive behaviour (PKP), there is still a gap in the lack of research involving the role of affective mechanisms on the effect of POQ on PKP. In this study, researchers focused on the mediating role of job boredom (KTP) in the pathway of influence of POQ on PKP. Using a sample of 106 employees and lecturers at Islamic universities in Indonesia and using the integration of the theory of person-job fit, the researchers found that KTP fully mediates the effect of POQ on PKP.
Determinasi Career Readiness, Personal Branding, dan Etika Kerja terhadap Job Search Intention Mahasiswa Generasi Digital Nadia, Masyitoh; Maksum, Ikhsan
Jurnal Manajemen Stratejik dan Simulasi Bisnis Vol. 6 No. 2 (2025): Jurnal Manajemen Stratejik dan Simulasi Bisnis
Publisher : Fakultas Ekonomi Universitas Andalas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25077/mssb.6.2.152-164.2025

Abstract

This study aims to examine the determinants of job search intention in final-year college students through the roles of career readiness, personal branding, and work ethic. Tight competition in the job market demands that college graduates possess career readiness, a professional image, and a strong work ethic to enable them to transition optimally into the workforce. This study employed a quantitative approach with a questionnaire-based survey method among final-semester Management students at Maulana Malik Ibrahim State Islamic University of Malang. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to test the simultaneous and partial effects between variables. The results showed that career readiness, personal branding, and work ethic each had a positive and significant effect on job search intention. These findings indicate that students with high career readiness, the ability to build a professional identity, and positive work values ​​tend to be more active in their job search. This study strengthens the career development literature by confirming that job search behavior is influenced not only by employability skills but also by self-concept and work values ​​in the context of digital generation students. Keywords: career readiness, personal branding, work ethics, job search intention, digital generation Abstrak Penelitian ini bertujuan untuk menguji determinasi job search intention pada mahasiswa tingkat akhir melalui peran career readiness, personal branding, dan etika kerja. Ketatnya persaingan di pasar kerja menuntut lulusan perguruan tinggi memiliki kesiapan karir, citra profesional, serta etika kerja yang baik agar mampu bertransisi ke dunia kerja secara optimal. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei berbasis kuesioner terhadap mahasiswa jurusan Manajemen Universitas Islam Negeri Maulana Malik Ibrahim Malang yang telah memasuki semester akhir. Data dianalisis menggunakan Structural Equation Modeling–Partial Least Square (SEM-PLS) untuk menguji pengaruh simultan dan parsial antar variabel. Hasil penelitian menunjukkan bahwa career readiness, personal branding, dan etika kerja masing-masing berpengaruh positif dan signifikan terhadap job search intention. Temuan ini mengindikasikan bahwa mahasiswa yang memiliki kesiapan karir tinggi, kemampuan membangun identitas profesional, serta nilai kerja positif cenderung lebih aktif dalam mencari pekerjaan. Penelitian ini memperkuat literatur pengembangan karir dengan menegaskan bahwa perilaku pencarian kerja tidak hanya dipengaruhi keterampilan employability, tetapi juga konsep diri dan nilai kerja dalam konteks mahasiswa generasi digital
Pengaruh Kompensasi Dan Work Family Conflict Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Moch Rizqy Mubarok; Ikhsan Maksum
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 8 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i8.8009

Abstract

This study examines the effect of compensation and work family conflict on employee performance, with job satisfaction as an intervening variable. Human resources (HR) are a strategic asset of an organization, so understanding the factors that influence employee performance is very important. By identifying these factors, companies can formulate more effective HR policies. The research approach used is quantitative. The object of the study was employees of the Public Relations division of PT Demang Jaya. Data were collected through questionnaires and analyzed using SmartPLS 4 (PLS-SEM). The results of the analysis showed that compensation had a positive and significant effect on employee performance, while work-family conflict did not have a significant effect on employee performance. In addition, job satisfaction mediated the relationship between compensation and employee performance, but did not mediate the effect of work-family conflict on employee performance. These findings emphasize the need for companies to improve competitive compensation policies in order to encourage employee performance and job satisfaction.
TRANSFORMATIONAL LEADERSHIP AND WORK ENGAGEMENT: A MEDIATION ANALYSIS OF PSYCHOLOGICAL EMPOWERMENT AND PSYCHOLOGICAL SAFETY Mochamad Ali Chazmi Dzulfikar; Ikhsan Maksum; Vivin Maharani Ekowati
Journal of Economic, Bussines and Accounting (COSTING) Vol. 9 No. 1 (2026): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/ge8e1144

Abstract

Era persaingan bisnis yang semakin kompleks menuntut organisasi untuk membangun sumber daya manusia yang memiliki tingkat keterlibatan kerja (work engagement) yang tinggi. Keterlibatan kerja dipengaruhi oleh berbagai faktor, salah satunya adalah gaya kepemimpinan transformasional. Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh transformational leadership terhadap work engagement, serta menguji peran psychological empowerment dan psychological safety sebagai variabel mediasi dalam hubungan tersebut. Populasi penelitian terdiri atas 63 karyawan di sebuah perusahaan yang bergerak di bidang jasa pelatihan dan layanan digital yang diambil menggunakan teknik sampel jenuh. Pengumpulan data dilakukan melalui kuesioner dan dianalisis menggunakan SmartPLS versi 3. Hasil penelitian menunjukkan bahwa transformational leadership tidak berpengaruh langsung terhadap work engagement. Namun, transformational leadership berpengaruh signifikan terhadap psychological empowerment dan psychological safety, dan kedua variabel psikologis tersebut berpengaruh signifikan terhadap work engagement. Pengujian mediasi menunjukkan bahwa baik psychological empowerment maupun psychological safety mampu memediasi secara penuh pengaruh transformational leadership terhadap work engagement. Temuan ini menegaskan bahwa keterlibatan kerja karyawan lebih dipengaruhi oleh kondisi psikologis internal yang terbentuk melalui perilaku kepemimpinan transformasional dibandingkan oleh pengaruh langsung kepemimpinan itu sendiri.
Personality and Organizational Citizenship Behavior: How Transformational Leadership Plays a Moderating Role: Study at a Tourism Services Company in Malang Zaidan Nazih; Ikhsan Maksum
Jurnal Ekonomi, Bisnis & Entrepreneurship Vol. 18 No. 2 (2024): Jurnal Ekonomi, Bisnis & Entrepreneurship (e-Journal)
Publisher : Pusat Penelitian dan Pengabdian Pada Masyarakat (P3M) STIE Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55208/d3cq7a28

Abstract

Organizational Citizenship Behavior (OCB) refers to supplementary actions performed by individuals to enhance organizational efficiency. This study investigates the correlation between personality traits and organizational citizenship behavior influenced by transformational leadership. Organizational Citizenship Behavior (OCB) is crucial in enhancing corporate success. This research employs a quantitative methodology inside an exploratory framework. The study population comprised 92 employees of the Tourism Services Company in Malang. The employed sample technique is saturation sampling. The data collection approach employs a questionnaire. The data analysis process employs SmartPLS 4.0 software, integrating external model assessment, internal model evaluation, and hypothesis testing. The study's results indicated a significant and positive connection between personality and organizational citizenship behavior, evidenced by a T-table value of 1.96 and a P-value of 0.000 below 0.05. The moderation test results demonstrate that transformational leadership adversely moderates the link between personality and OCB, indicated by a statistical value of -0.219, less than the T-table value of 1.96, and a P-value of 0.827, exceeding 0.05. This study demonstrates that organizational citizenship behavior (OCB) evolves through employee knowledge, independent of leadership direction. This study investigates the relationship between personality and organizational citizenship behavior, mediated by transformational leadership.  Organizational Citizenship Behavior (OCB) is crucial for enhancing organizational effectiveness. This research employs a quantitative approach utilizing exploratory techniques. The study's population comprised 92 employees of the Tourism Services Company in Malang. The employed methodology is extensive sampling. The employed data collection method is a questionnaire. The employed data analysis approach is SmartPLS 4.0 software, encompassing an outer model, an inner model, and hypothesis testing. The research findings indicate a considerable and significant impact of personality on Organizational Citizenship Behavior (OCB), demonstrated by a T-table value of 1.96 and a P-value of 0.000, below 0.05. The moderation test results demonstrate that transformational leadership negatively moderates the relationship between personality and organizational citizenship behavior, as indicated by a statistical value of -0.219, below the T-table threshold of 1.96, and a P-value of 0.827, which exceeds 0.05. This study demonstrates that organizational citizenship behavior (OCB) evolves through employee knowledge, irrespective of the leader's guidance. Transformational leadership does not enhance organizational citizenship behavior, as employees possess a comprehensive awareness of assisting colleagues and the organization independently of the leader's directives.
Co-Authors Achmad Sani Supriyanto Agatha Mayasari Agus Iqbal Hawabi Ahamed, Forbis Alwahidin Alwahidin Amelindha Vania Ariel Nian Gani Azizuddin, Imam Budi Hartono Candra Mustika, Rara Ayu Dian Novita Sari Erina Susanti Evi Saskia Putri Fadlil Abdani Farrossabilla, Allya Rizky Okza Feri Dwi Riyanto Fikriah, Nur Laili Haris Maulana Yusuf Hasibuan, Lempang Isnan Murdiansyah Kartika Anggraeni Sudiono Putri Khan, Ryan Basith Khumairo' ul Aini Masyhuri Masyhuri Masyhuri Masyhuri Maulydia, Elok Mayasari, Agatha Mega Noerman Ningtyas Moch Rizqy Mubarok Mochamad Ali Chazmi Dzulfikar Mochammad Ramy Sundawa Muhammad Rofi’i Nadia Grafi Fransiska Nadia, Masyitoh Naufal Dzakwana Nazla Nuraini Nima, Jazilah Lailatun Nora Ria Retnasih Nur Laili Fikriah Nur Laili Fikriah Nur Laili Fikriah Puspitasari, Diva Dwi Ryan Basith Fasih Khan Sani, Ahmad Firza Fahreza Saputra, Zaeniko Sella Paramitha Setiani Siswanto Siswanto Siswanto Siswanto Supriyadi, Aditya Prastian T. Hani Handoko Uswah Kumala Vivin Maharani Ekowati Zaeniko Saputra Zaidan Nazih