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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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WORK STRESS, BURNOUT, AND MENTAL HEALTH: HR STRATEGIES FOR ENHANCING EMPLOYEE WELLBEING Zikri Helmi; 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.v5i6.4531

Abstract

The contemporary workplace faces a mental health crisis, with rising burnout and stress driven by systemic organizational stressors. This research investigates the role of HR in enhancing employee wellbeing, moving beyond traditional reactive approaches. Using a mixed-methods analysis, we identified unsustainable workloads, role ambiguity, and toxic leadership as primary drivers of psychological distress. While existing interventions like EAPs provide necessary support, they remain limited by low utilization and a failure to address root causes. The study concludes that effective mental health management requires an integrated, proactive HR framework focused on primary prevention through job redesign, leadership development, and cultural change. This strategic shift from treating individuals to building resilient work systems is essential for creating sustainable, high-performing organizations where employee wellbeing is a core strategic asset.
WORK-LIFE BALANCE POLICIES AND THEIR EFFECT ON EMPLOYEE JOB SATISFACTION IN REMOTE WORK SETTINGS Hans Cristian; 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.v5i6.4533

Abstract

The rapid proliferation of remote work has fundamentally altered the work-life interface, making organizational Work-Life Balance (WLB) policies more critical than ever for employee job satisfaction. This critical review synthesizes existing literature to evaluate the efficacy of these policies in remote settings, revealing significant theoretical and methodological shortcomings. The analysis demonstrates that dominant frameworks often promote a flawed "one-size-fits-all" approach, overlooking how individual circumstances and unexamined power dynamics can cause standardized policies to inadvertently perpetuate inequality. Furthermore, reliance on cross-sectional data and simplistic measures of job satisfaction limits causal understanding. The review concludes that the mere provision of policies is insufficient; their success is contingent upon a supportive organizational culture and faithful implementation. It argues for a necessary paradigm shift from standardized benefits towards personalized, co-created work arrangements, and calls for future research to adopt longitudinal and qualitative methods to better capture the complex relationship between policy, power, and sustained employee well-being in the remote work era.
THE MEDIATING ROLE OF EMOTIONAL INTELLIGENCE ON JOB STRESS AND EMPLOYEE PERFORMANCE Gabriella Panjaitan; 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.v5i6.4543

Abstract

This critical review examines the mediating role of emotional intelligence (EI) in the well-established relationship between job stress and employee performance. While the direct negative impact of stress on performance is well-documented, this article synthesizes existing literature to argue that EI acts as a crucial psychological buffer in this dynamic. The analysis differentiates between ability and trait models of EI and elucidates the "stressor-detachment" pathway—whereby high-EI individuals appraise stressors as challenges, effectively regulate emotions, and achieve psychological detachment, thereby preserving cognitive resources and performance. The findings suggest that EI is not merely a direct predictor but a key mechanism that explains significant variance in how stress impacts workplace outcomes. The review concludes that organizations should prioritize developing EI as a strategic intervention to enhance employee resilience and maintain performance in demanding work environments
TALENT RETENTION STRATEGIES IN THE POST-PANDEMIC WORKFORCE: A MULTIGENERATIONAL STUDY Diana Widyastika; 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.v5i6.4547

Abstract

The post-pandemic era, marked by the "Great Resignation," has fundamentally altered the employee-employer contract, making talent retention a paramount challenge. This review investigates effective retention strategies for today's multigenerational workforce. Synthesizing contemporary literature, it identifies a shift from transactional benefits to a holistic employee experience centered on flexibility, well-being, and purpose. However, a critical analysis reveals that a uniform approach is ineffective; key retention drivers—such as flexibility and career development—are prioritized differently across Baby Boomers, Gen X, Millennials, and Gen Z. Furthermore, significant implementation gaps, including workplace inequities and internal mobility barriers, undermine these strategies. The study concludes that organizations must adopt segmented, agile retention frameworks that acknowledge generational preferences while strengthening universal fundamentals like fair compensation and authentic leadership. This nuanced approach is essential for building a resilient and stable workforce in the new world of work.
PSYCHOLOGICAL CONTRACT BREACH AND ITS IMPACT ON EMPLOYEE LOYALTY AND INTENTION TO STAY Indria Sri Retnaningrum; 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.v5i6.4555

Abstract

This study examines the impact of Psychological Contract Breach (PCB) on employee intention to stay, investigating the mediating role of employee loyalty. Based on social exchange theory, we hypothesized that PCB would negatively impact retention intentions both directly and indirectly through eroded loyalty. Data were collected via a cross-sectional survey from a sample of employees across various industries. The results, analyzed using structural equation modeling, confirmed that PCB is a significant negative predictor of intention to stay. Furthermore, employee loyalty fully mediated this relationship, revealing that the primary mechanism through which PCB influences turnover is by damaging the emotional bond and allegiance employees feel toward the organization. The findings highlight that the breach of implicit agreements triggers a destructive affective process. Practical implications suggest managers must actively manage psychological contracts through transparent communication and trust-building to foster loyalty and retain talent.
THE INFLUENCE OF EMPLOYER BRANDING ON ATTRACTING AND RETAINING HIGH-POTENTIAL EMPLOYEES Firman Arifianto; 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.v5i6.4556

Abstract

This study investigates the influence of employer branding on attracting and retaining high-potential employees (HiPos). In the competitive knowledge economy, organizations struggle to secure and keep top talent, with traditional tactics often failing for the high-expectation HiPo cohort. Through qualitative analysis, this research identifies the key employer branding dimensions HiPos value most, revealing a distinct preference for Development and Interest value over generic benefits. The findings demonstrate employer branding's dual role: it functions as an external "Magnet" for attraction and an internal "Glue" for retention, with the fulfillment of the psychological contract being the critical link. The study concludes that to effectively manage HiPo talent, organizations must tailor their Employer Value Proposition to these specific drivers and ensure consistent delivery on their brand promises through aligned HR systems and managerial action.
AGILE HR PRACTICES AND THEIR IMPACT ON ORGANIZATIONAL ADAPTABILITY AND INNOVATION Linna Dhah Liawati; 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.v5i6.4557

Abstract

This study investigates how Agile HR practices enhance organizational adaptability and innovation in volatile business environments. Through qualitative analysis of interviews and organizational documents, we identified four core components of Agile HR: Continuous Performance Fluidity, Iterative Talent Mobilization, Just-in-Time Learning Ecosystems, and HR as an Enabling Scaffold. Our findings demonstrate that these practices collectively create a synergistic system that drives organizational adaptability through two primary mechanisms - increased strategic responsiveness and enhanced operational resilience. The research reveals significant improvements in key adaptation metrics, including 85% faster strategic realignment and 78% more efficient talent deployment. Furthermore, the study establishes that Agile HR fosters innovation by cultivating psychological safety and empowerment through continuous feedback and autonomous work structures. This research provides organizations with empirical evidence and a practical framework for transforming HR from an administrative function into a strategic driver of agility and competitive advantage in the digital economy.
FROM ADMINISTRATIVE TO STRATEGIC: THE EVOLUTION OF THE HR FUNCTION Firdaus; 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.v5i6.4585

Abstract

This paper synthesizes existing literature to trace and analyze the evolution of the Human Resources function from its administrative origins to its contemporary role as a strategic partner. It delineates the historical stages of this transformation, highlighting the paradigm shift from viewing employees as a cost to be controlled to recognizing them as human capital to be invested in. The paper identifies technology, changing business models, and academic thought as the primary enablers of this change. It also examines the persistent barriers—such as perceptual legacies and critical skill gaps—that hinder this evolution. The conclusion underscores that for HR to be an indispensable driver of competitive advantage, it must fully embrace its strategic potential, requiring a continuous redefinition of its competencies and value proposition.
BUILDING A FUTURE-READY WORKFORCE: HR'S ROLE IN STRATEGIC TALENT PLANNING Asniati; 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.v5i6.4597

Abstract

In an era defined by technological disruption, shifting demographics, and economic volatility, building a future-ready workforce is a paramount strategic challenge. This article argues that the Human Resources function must fundamentally evolve from an administrative supporter to a strategic partner to lead this imperative. Through a qualitative multi-case study methodology, the research explores how leading organizations leverage data-driven talent planning, a skills-based approach, and a culture of continuous learning to foster organizational agility. The findings present a framework for strategic talent planning, identifying key enablers such as a strong CEO-CHRO partnership, integrated technology, and a growth mindset culture, while also acknowledging barriers like organizational silos and legacy systems. The study concludes that HR's ability to interpret human capital data and align talent strategy with long-term business goals is not merely beneficial but essential for securing sustainable competitive advantage and ensuring organizational resilience in the face of constant change.
THE HUMAN CAPITAL BLUEPRINT: ALIGNING HR STRATEGY WITH BUSINESS GOALS Larasati Iman Syalsabillah; 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.v5i6.4598

Abstract

In an era of digital disruption, organizations face the critical challenge of aligning human capital with strategic business goals. This article introduces the Human Capital Blueprint as a transformative framework for bridging this gap, moving HR from administrative support to strategic value creation. Through the case study of StyleCraft, a traditional retailer undergoing digital transformation, we demonstrate how the blueprint enables organizations to translate business objectives into actionable talent strategies. The framework incorporates skills gap analysis, a balanced build-and-buy approach to talent acquisition, immersive learning programs, and metrics that directly link human capital investments to business outcomes. Findings reveal that successful transformation requires treating human capability development as a core business strategy rather than an HR initiative. The article provides leaders with a proven model for building an agile, future-ready workforce capable of driving sustainable competitive advantage in volatile markets.
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