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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) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Locus Penelitian dan Pengabdian Jurnal Manajemen, Organisasi, Dan Bisnis Realible Accounting Journal 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 Social Sciences Other

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STRENGTHENING EMPLOYEE COMMITMENT THROUGH FLEXIBLE WORK MODELS AND SUSTAINABLE HR PRACTICES IN INDONESIA STARTUPS Iswahyudi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20158805

Abstract

This study examines the role of flexible work models and sustainable HR practices in enhancing employee commitment within Indonesian startups. As startups face increasing challenges in attracting and retaining talent, alternative HR strategies have become essential. Using a quantitative research approach, data were collected from employees across various startup sectors to analyze the relationship between flexible work arrangements, sustainable HR practices, and employee commitment. The findings indicate that flexible work models, such as remote and hybrid arrangements, positively influence work-life balance and autonomy, thereby strengthening affective commitment. Additionally, sustainable HR practices that emphasize employee well-being, fairness, and development further enhance engagement and retention. The study also finds that the combined implementation of flexibility and sustainability yields stronger outcomes than either approach alone. These results contribute to existing literature by integrating flexibility and sustainability within a single framework, particularly in the context of emerging startup ecosystems. The study provides practical implications for startup leaders in designing effective HR strategies. Overall, it highlights the importance of aligning organizational practices with employee expectations to foster long-term commitment and organizational success.
NEUROINCLUSION AT WORK: TRANSLATING NEUROSCIENCE INTO PRACTICAL HR POLICIES FOR COGNITIVE DIVERSITY Edo Saputra; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20177926

Abstract

The increasing recognition of neurodiversity in the workplace has highlighted the need for more inclusive and adaptive human resource management practices. This study explores the concept of neuroinclusion and examines how insights from neuroscience can be translated into practical HR policies that support cognitive diversity. Drawing on a qualitative and conceptual research design, the study integrates literature from neuroscience, organizational behavior, and HR management to develop a framework for neuroinclusive workplaces. The findings indicate that traditional HR systems often fail to accommodate diverse cognitive profiles, creating barriers for neurodivergent individuals. By incorporating neuroscience-informed approaches into recruitment, performance management, and workplace design, organizations can create more inclusive environments that enhance employee engagement and performance. The study also highlights the importance of governance mechanisms, such as the algorithmic auditor, in ensuring ethical and transparent use of AI in HR systems. The proposed framework emphasizes flexibility, individualized support, and continuous learning as key components of neuroinclusion. This research contributes to both theory and practice by offering actionable insights for organizations seeking to integrate cognitive diversity into their strategies. It concludes that neuroinclusion is essential for fostering innovation, equity, and long-term organizational success.
GREEN HUMAN RESOURCE MANAGEMENT: INTEGRATING SUSTAINABILITY INTO PERFORMANCE MANAGEMENT AND EMPLOYEE VALUE PROPOSITIONS Rika Yusman; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

Green Human Resource Management (GHRM) has emerged as an important organizational strategy for integrating sustainability into human resource practices and organizational management systems. This study employs a narrative literature review approach to examine the role of GHRM in integrating sustainability into performance management and employee value propositions. The findings indicate that green HR practices such as green recruitment, environmental training, sustainable reward systems, and green performance management contribute positively to organizational sustainability, employee engagement, and operational efficiency. The study also reveals that sustainability-oriented Employee Value Proposition (EVP) enhances employee attraction, satisfaction, and organizational loyalty, particularly among employees who value environmentally responsible workplaces. Furthermore, integrating environmental objectives into performance management systems encourages accountability and environmentally responsible employee behavior. However, challenges related to organizational resistance, performance measurement, and sustainability implementation remain significant. This study contributes to the literature on sustainable HRM by providing insights into the relationship between GHRM, sustainability performance, and employee outcomes in modern organizations.
STRATEGIC HUMAN RESOURCE MANAGEMENT IN THE DIGITAL ERA: ALIGNING TALENT WITH ORGANIZATIONAL GOALS Yudi Kurniadi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

The digital era has transformed the role of human resource management (HRM) from a primarily administrative function to a strategic driver of organizational success. This study examines how strategic human resource management (SHRM) practices align talent with organizational goals in digital contexts. Using a narrative review methodology, relevant literature on SHRM, digital transformation, and talent alignment was analyzed to identify key trends, challenges, and best practices. Findings indicate that the adoption of digital tools, including artificial intelligence, HR analytics, and digital learning platforms, enables organizations to optimize recruitment, performance management, and workforce planning. These tools facilitate data-driven decision-making, enhance employee engagement, and improve alignment between individual competencies and strategic objectives. However, challenges such as resistance to change, skill gaps, and fragmented HR systems remain significant barriers to effective implementation. The study highlights that organizations integrating digital technologies with SHRM frameworks achieve higher productivity, better talent utilization, and stronger competitive advantage. Implications for HR managers include investing in digital solutions, strategic workforce planning, and continuous feedback systems to enhance talent alignment. The review contributes to both theory and practice by illustrating how SHRM in digital environments can serve as a strategic enabler of organizational performance.
THE ROLE OF EMPLOYEE ENGAGEMENT IN ENHANCING ORGANIZATIONAL PERFORMANCE Siswandri; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

Employee engagement has become a critical determinant of organizational performance in today’s competitive business environment. This article explores the multidimensional nature of employee engagement, encompassing emotional, cognitive, and behavioral components, and examines the factors that influence it, such as leadership practices, organizational culture, recognition systems, and career development opportunities. Engaged employees demonstrate higher levels of productivity, innovation, and loyalty, which directly contribute to improved organizational outcomes. By analyzing both theoretical perspectives and practical strategies, this study highlights how transparent communication, participative decision-making, reward systems, and growth opportunities can enhance engagement. The article also emphasizes the importance of aligning employee goals with organizational objectives, fostering a supportive work environment, and recognizing achievements to sustain motivation. Findings suggest that organizations that prioritize employee engagement not only improve individual performance but also create resilient, high-performing teams capable of achieving long-term strategic success.
Pengaruh Profitabilitas, Leverage, Likuiditas, Dan Kebijakan Dividen Terhadap Nilai Perusahaan Pada Perusahaan Sektor Teknologi Di Bursa Efek Indonesi Aris Mulyadi; Catur Fatchu Ukhriyawati; sri mulyati
MEASUREMENT : Jurnal Program Studi Akuntansi Vol 19, No 2 (2025): MEASUREMENT : JURNAL AKUNTANSI DESEMBER 2025
Publisher : Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/mja.v19i2.8816

Abstract

Studi ini mengkaji bagaimana nilai bisnis di sektor teknologi yang terdaftar di Bursa Efek Indonesia dipengaruhi oleh profitabilitas, leverage, likuiditas, dan kebijakan dividen antara tahun 2020 dan 2023. Pesatnya ekspansi sektor teknologi Indonesia dan tantangan yang dialami bisnis dalam mempertahankan nilai mereka di mata investor, khususnya dalam menghadapi perubahan kondisi ekonomi, menjadi kekuatan pendorong di balik pilihan subjek ini. Studi ini menggunakan data sekunder dari laporan keuangan tahunan perusahaan dan mengambil pendekatan kuantitatif dengan metodologi kausal. Hasilnya menunjukkan bahwa nilai bisnis dipengaruhi secara positif dan signifikan oleh profitabilitas, dan bahwa kebijakan dividen juga memberikan kontribusi positif dan besar. Namun, tidak ada dampak yang jelas dari leverage atau likuiditas terhadap nilai perusahaan. Hasil ini menyoroti betapa pentingnya bagi perusahaan TI untuk berkonsentrasi pada taktik yang meningkatkan profitabilitas dan menegakkan kebijakan dividen yang konsisten untuk menarik investor dan meningkatkan nilai perusahaan mereka di pasar modal. Diharapkan bahwa studi ini akan membantu investor dan manajer bisnis membuat keputusan keuangan yang lebih baik
Co-Authors Adelmi Parera ahmad arifin Aini, Shayla Hurul Alisa, Inayah Risqi Amin, Saifuddin Amiruddin Amiruddin Ana Rio Fika Andi Kushermanto Andi Marta Aris Mulyadi Arna Suryani, Arna Arnesih Arnesih, Arnesih Arnold AF Sihombing Asniati Ayu Pratiwi, Ayu Aznendra Aznendra Aznendra Aznendra Bella Aprilia Bin A. Ghani, Muhammad Faizal Burhaini Burhaini Cahyo Budi Santoso Deby Andriany Dede Willis Silalahi Dewi Kartika Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Diana Widyastika Dina Amalia Mahmudah Dini Anggraini, Dini Donanda, Pronica Imel Edo Saputra Edwin Agung Wibowo Edwin Agung Wibowo, Edwin Agung Ervin Nora Susanti, Ervin Nora Erwin Erwin Fanny Islami Nasution Febiola Maria Tampubolon Firdaus Firman Arifianto Fitriansyah, Dimas Frans Hasibuan Gabriella Panjaitan Gandhi Sutjahjo Giriati, Giriati Hanafi Siregar Hans Cristian Hardono, Indra Hati, Ravika Permata Herman MS Ignasius Wahyudi Arianto Ilham Fajri Indra Yani Indria Sri Retnaningrum Intan Juniarti Iswahyudi Jasmine Afifah Julianda, Dedi Taufik Juniarti, Intan Kartika Simanjuntak Kurniawati Ningsih Larasati Iman Syalsabillah Lilik Setyowati Linna Dhah Liawati Listary, Tini Lukmanul Hakim Marhamah Marpaung, Junierrisa Maya Pratiwi Mira - Yona Mohamed, Suhana Muhammad Hidayat Muharam Muharam Muharam, Muharam Nita Oktaviani Nofrizal N Oktavianti Oktavianti Pradana, Ferian Anugrah Priyata Westraperdana Putri, Megawati Listyana Rahman Hasibuan, Rahman Rahmi Yuliana Raja Wulandari Putri RAVIKA PERMATA HATI Riani Dewi Dewi Rika Malia Rika Rika Rika Yusman Rimayang Anggun L. P. Ramli Risa Opiani Rizki Eka Putra Rizki Eka Putra, Rizki Eka Saiful Lizan Sakila, Vira Rifatul Sam Feri Purwanto Santia Rahmadani Sari, Wanda Novita Saryati Endah Lisyanti Sastra Tamami Siallagan, Henny Anita Siburian, Egi Lianry Simatupang, Mona Rebeca Sipnarong, Sipnarong Siswandri Sri Langgeng Ratnasari Sri Mulyati Sri Mulyati Sri Mulyati Sri Wulandari Sriwati Sriwati Surian, Surian Suwinto Tanjung, Rona Tawee, Seow Tibrani Tibrani, Tibrani Umul Hasanah Velya Tri Desi Via Lailatur rizki Winarso, Widyo Yudi Kurniadi Yudianto, Peri Yulniarmah Yuniartri, Viola Zikri Helmi Zulkifli Zulkifli