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All Journal Jurnal Dimensi EQUILIBIRIA Measurement : Jurnal Akuntansi Jurnal Akuntansi dan Pajak International Journal of Artificial Intelligence Research Minda Baharu Jurnal MEBIS (Manajemen dan Bisnis) Proceeding of National Conference on Accounting & Finance BENING Indonesian Journal of Law and Economics Review Journal of Maritime Empowerment Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Locus Penelitian dan Pengabdian Jurnal Manajemen, Organisasi, Dan Bisnis Eduvest - Journal of Universal Studies PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING IIJSE Global Digital
Catur Fatchu Ukhriyawati
Universitas Riau Kepulauan
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Social Sciences Other

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How the Department of Youth and Sports Does Job Analysis Erwin Erwin; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8075

Abstract

The method by which the Kemenpora Department of Youth and Sports conducts job analyses is the focus of this research. Due to a lack of specificity on the duties expected of the Department, the findings demonstrate that the present job analysis is inadequate. The guidelines of Permenpan RB No. 1 of 2020 are not followed, and it becomes difficult to map out responsibilities. The data is primarily gathered by an internal staff using templated approaches, which raises concerns regarding its validity and dependability. The job analyst, the person actually performing the work, and the person in charge of the job are the three key people who provide information for job analyses. There is a lack of understanding between jobholders and their managers regarding organizational strategy and job tasks. Additionally, job analysts are not very competent in their roles. Additionally, the study found that due to a lack of checks and balances, the data is not accurate or dependable. We propose a four-stage job analysis paradigm to address this issue. Planning, data collection, data treatment, and result sharing are all parts of this approach. The objective is to improve the thoroughness and accuracy of job analyses.
An in-Depth Investigation into the Impact That Awards and Recognition Have on the Performance of Staff Members Burhaini Burhaini; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8077

Abstract

This study aims to examine the relationship between employee awards and performance. This investigation made use of publicly available information in its design, technique, and approach. Internet search engines and connected periodicals were used to compile the secondary data. In order to back up the research, the necessary textbooks were reviewed. Both monetary and non-monetary incentives have an effect on workers' productivity, according to the studies that have been done. In contrast to the long-term effects of intrinsic rewards, the short-term effects of extrinsic rewards on employee behavior are widely acknowledged. Research Originality and Theory Contribution: This study adds to the body of knowledge on the topic of total incentives, which encompass monetary and non-monetary rewards, by deepening our comprehension of how these programs affect employee performance. Management Implications: This study's results will help workers and bosses understand the power of employee rewards to boost productivity. Research Limitations and Implications: The researcher in this study had no means of verifying the reliability of the data since the study relied entirely on secondary sources.
How Knowledge Sharing and Human Resource Management Affect How Well Employees Do Their Jobs Adelmi Parera; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8252

Abstract

This research explores how human resource management (HRM) and knowledge sharing affect employee performance in the Kurdistan Region. The literature review discusses the importance of HRM and Knowledge sharing for organizations and companies and their effects on employee performance. An investigation studied how HRM and knowledge sharing affect employee performance. A questionnaire was used to collect demographic data and assess the correlation between the two factors. The research methodology includes a quantitative approach with a survey of employees working in governmental and non-governmental organizations and companies. A total of 210 responses were collected through the questionnaire. We analyzed data using SPSS software to enhance HRM practices and promote knowledge sharing among employees, which resulted in improved performance. Using SPSS software, data was analyzed to improve HRM practices and encourage knowledge sharing among employees, ultimately leading to better performance.
A Spiritual Analysis of the ASN East Java Province Workplace, the Ethical Approach, and the Organization's Dedication to Addressing Deviant Behavior Amiruddin Amiruddin; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8258

Abstract

This research aims at examining and analyzing: (1) the effect of ethical climate on deviant behavior; (2) the effect of workplace spirituality on deviant behavior; (3) the effect of organizational commitment on deviant behavior; (4) the effect of ethical climate on workplace spirituality; (5) the effect of ethical climate on organizational commitment; (6) the effect of ethical climate on deviant behavior mediated by workplace spirituality; (7) the effect of ethical climate on deviant behavior mediated by organizational commitment. This research using quantitative study with SmartPLS analysis methode, and the population is 207 people of the regional unit apparatus holding the structural positions of echelon 2b, 3a, and 3b in East Java Province Government, and 67 of them are taken as the samples. The results of the study show that ethical climate does not influence deviant behavior, but workplace spirituality affects deviant behavior. Meanwhile, organizational commitment does not affect deviant behavior, but ethical climate affects organizational commitment. In addition, ethical climate influences workplace spirituality, also the organizational commitment. Furthermore, the results of the study also reveal that the ethical climate influences deviant behavior mediated by workplace spirituality, but not through organizational commitment.
What Role Do Makassar Mall Employee Engagement and Work-Life Balance Play in Determining Job Satisfaction? Saiful Lizan; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8262

Abstract

Using employee engagement as an intermediary variable, this quantitative study examines the effect of work-life balance and work environment on job satisfaction among mall employees in Makassar. The validity, reliability, and causal linkages between variables were examined in this study using the SmartPLS program version 4.0. Employee involvement acted as a mediator between work-life balance, work environment, and job satisfaction, according to the results. employment satisfaction is enhanced when there is a good work-life balance, less work pressure, employment stability, and a pleasant and supportive work environment. While a healthy work-life balance is still important, high employee engagement has a smaller but favourable impact on job satisfaction. If mall management wants their employees to be happy in their jobs, they need to make sure they have a healthy work-life balance, create a positive work atmosphere, and encourage employee engagement. Furthermore, poll results show that employees are still not very satisfied with their jobs because of issues with work-life balance, the workplace, and employee engagement. Employees and a number of internal firm elements are both responsible for the current level of job satisfaction. The role of employee engagement as a moderating variable between work-life balance, work environment, and job satisfaction is further illuminated by this study.
Analysis of the Relationship Between Organizational Culture, Training, and Employee Performance Via the Lens of Participatory Leadership, with Work Satisfaction Acting as a Moderator Herman MS; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8264

Abstract

Employee performance over the past three years has been all over the place, therefore something needs to be done about it. With employee job satisfaction serving as a moderating variable, this study seeks to further analyse the effects of participatory leadership, organisational culture, and training on employee performance. The researchers in this study drew their 100-person sample using the Slovin technique. The hypothesis test found that there was a positive and statistically significant relationship between employee performance and factors such as participative leadership, organisational culture, and job satisfaction. The impact of training on employee performance was unfavourable but not statistically significant. Employee Job Satisfaction was found to moderate the association between Organisational Culture and Employee Performance, according to the results of the moderation test.
PENGARUH FINANCIAL TECHNOLOGY, MEDIA SOSIAL, AKUNTANSI DIGITAL, DAN LITERASI KEUANGAN TERHADAP PELAPORAN KEUANGAN PADA UMKM KOTA BATAM Catur Fatchu Ukhriyawati; Frans Hasibuan; Ravika Permata Hati; Intan Juniarti; Hanafi Siregar
GLOBAL DIGITAL Vol 1, No 2 (2025): Jurnal Global Digital, Desember 2025
Publisher : Program Studi Bisnis Digital, Fakultas Ekonomi dan Bisnis, Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/gd.v1i2.8744

Abstract

Penelitian ini menganalisis pengaruh financial technology, media sosial, akuntansi digital, dan literasi keuangan terhadap pelaporan keuangan UMKM di Kota Batam. UMKM memiliki tantangan dalam transparansi dan akuntabilitas keuangan, sehingga pemanfaatan teknologi dan literasi keuangan menjadi faktor penting dalam meningkatkan kualitas laporan keuangan. Penelitian ini menggunakan metode survei dengan penyebaran kuesioner kepada 100 pelaku UMKM, kemudian data dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa financial technology dan media sosial berpengaruh signifikan terhadap pelaporan keuangan, menandakan bahwa digitalisasi mampu meningkatkan efisiensi pencatatan keuangan. Akuntansi digital juga memiliki dampak positif terhadap kualitas laporan keuangan, sementara literasi keuangan berperan dalam meningkatkan pemahaman dan pengelolaan keuangan oleh UMKM. Penelitian ini memberikan rekomendasi bagi pelaku UMKM untuk lebih mengadopsi teknologi keuangan dan meningkatkan literasi keuangan guna mendukung transparansi dan akuntabilitas laporan keuangan. Hasil penelitian ini diharapkan dapat menjadi referensi bagi pemerintah dan pemangku kepentingan dalam merumuskan kebijakan yang mendukung digitalisasi UMKM, sehingga dapat meningkatkan daya saing dan pertumbuhan ekonomi sektor ini di Kota Batam.
TOXIC LEADERSHIP: CONSEQUENCES FOR EMPLOYEE WELLBEING AND TURNOVER INTENTIONS Yulniarmah; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4523

Abstract

Toxic leadership, characterized by destructive behaviors such as bullying, narcissism, and unpredictability, poses a severe threat to organizational health. This article examines its profound consequences, arguing that such leadership directly and indirectly erodes employee wellbeing and fuels turnover intentions. The analysis demonstrates that toxic leaders actively push employees out by creating a hostile environment, while simultaneously dissolving the pull of loyalty and commitment. This dual assault manifests in significant psychological distress, physical health issues, and social strain for employees. Crucially, the pathway to turnover often involves presenteeism—a costly period of disengagement. The article concludes that proactive organizational intervention, including leader accountability and robust employee support systems, is not merely beneficial but essential to mitigate these damaging effects and safeguard both human capital and operational integrity.
CREATING A CULTURE OF PSYCHOLOGICAL SAFETY: IMPLICATIONS FOR TEAM PERFORMANCE Kurniawati Ningsih; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4524

Abstract

This article examines how psychological safety—a shared belief that the team is safe for interpersonal risk-taking—serves as a critical driver of team performance in complex work environments. Through a conceptual analysis of leadership roles, we demonstrate that leaders cultivate this environment by acting as catalysts who frame work as a learning process, models who demonstrate vulnerability through their response to failure and dissent, and enforcers who establish clear norms and equitable structures. The analysis reveals that these behaviors directly enable the learning, innovation, and candid dialogue necessary for high performance by encouraging risk-taking, transforming failures into learning data, and ensuring full team participation. The article concludes that building psychological safety is not a soft skill but a strategic imperative, providing a practical framework for leaders to unlock their team's collective intelligence and build a more adaptive, resilient, and successful organization.
INCLUSIVE LEADERSHIP AND ITS ROLE IN STRENGTHENING DIVERSITY AND INCLUSION PRACTICES Dede Willis Silalahi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4529

Abstract

In an era of increasing workforce diversity, organizations struggle to translate formal Diversity and Inclusion (D&I) policies into tangible outcomes, often due to a lack of inclusive leadership. This study investigates the critical role inclusive leaders play in activating D&I initiatives and strengthening organizational culture. Using a mixed-methods approach—surveys measuring leadership behaviors and D&I outcomes, supplemented by qualitative interviews—the research was conducted within a multinational organization. Results revealed a strong positive correlation between inclusive leadership and key metrics, including psychological safety, employee belonging, and reduced turnover intent. The discussion positions the leader as a crucial catalyst, creating a trickle-down effect that embeds inclusion. We conclude that investing in inclusive leadership development is not peripheral but fundamental to closing the gap between D&I policy and practice, ultimately fostering sustainable, high-performing, and equitable workplaces.
Co-Authors Achmad, Amsakar Adelmi Parera ahmad arifin Aini, Shayla Hurul Alisa, Inayah Risqi Amin, Saifuddin Amiruddin Amiruddin Ana Rio Fika Anastasya, Risti Andi Kushermanto Andi Marta Andika Andika Andika, Sri Arna Suryani, Arna Arnesih Arnesih, Arnesih Asniati Ayu Pratiwi, Ayu Aznendra Aznendra Aznendra Aznendra Bayuaji, Kencana Bella Aprilia Bin A. Ghani, Muhammad Faizal Burhaini Burhaini Cahyo Budi Santoso Dede Willis Silalahi Dewi Kartika Dhenny Asmarazisa Dhenny Asmarazisa Diana Widyastika Dini Anggraini, Dini Donanda, Pronica Imel Edwin Agung Wibowo Edwin Agung Wibowo, Edwin Agung Ervin Nora Susanti, Ervin Nora Erwin Erwin Fajri, Ilham Fajri Fanny Islami Nasution Firdaus Firman Arifianto Fitriansyah, Dimas Frans Hasibuan Gabriella Panjaitan Gandhi Sutjahjo Giriati, Giriati Hanafi Siregar Hans Cristian Hardono, Indra Hati, Ravika Permata Herman MS Indria Sri Retnaningrum Intan Juniarti Jasmine Afifah Julianda, Dedi Taufik Kurniawati Ningsih Larasati Iman Syalsabillah Lilik Setyowati Linna Dhah Liawati Listary, Tini Lukmanul Hakim Mahmudah, Dina Amalia Marpaung, Junierrisa Maya Pratiwi Mira - Yona Mohamed, Suhana Muhammad Firmansyah, Muhammad Muhammad Hidayat Muharam Muharam Muharam, Muharam Mulyadi, Aris Nita Oktaviani Nofrizal N Oktavianti Oktavianti Oktavianti Oktavianti Oktavianti Oktavianti Pradana, Ferian Anugrah Putri, Megawati Listyana Rahman Hasibuan, Rahman Rahmi Yuliana Raja Wulandari Putri RAVIKA PERMATA HATI Riani Dewi Dewi Ridwan Afandi Rika Malia Rika Rika Rimayang Anggun L. P. Ramli Risa Opiani Rizki Eka Putra, Rizki Eka Rosdiana Rosdiana Saiful Lizan Sam Feri Purwanto Sari, Wanda Novita Saryati Endah Lisyanti Sastra Tamami Siallagan, Henny Anita Siburian, Egi Lianry Simatupang, Mona Rebeca Sipnarong, Sipnarong Sri Langgeng Ratnasari Sri Mulyati Sri Mulyati Sri Mulyati Sri Mulyati Sri Wulandari Sriwati Sriwati Surian, Surian Suriani, Suci Syafruddin Syafruddin Tanjung, Rona Tawee, Seow Tibrani Tibrani, Tibrani Umul Hasanah Velya Tri Desi Via Lailatur rizki Winarso, Widyo Yudianto, Peri Yulniarmah Yuniartri, Viola Zikri Helmi Zulkifli Zulkifli