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Khuzaini
Universitas Islam Kalimantan Muhammad Arsyad Al Banjari Banjarmasin
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Pengaruh Work Life Balance, Komitmen Organisasi & Motivasi Intrinsik Terhadap OCB: A Literature Review Noor Laila; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Sinergi : Jurnal Ilmiah Multidisiplin Vol. 2 No. 5 (2026): Sinergi: Jurnal Ilmiah Multidisiplin
Publisher : PT. AHLAL PUBLISHER NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66914/3fsdnw94

Abstract

This study aims to examine the effect of Work Life Balance, organizational commitment, and intrinsic motivation on Organizational Citizenship Behavior (OCB) through a literature review approach. OCB is defined as discretionary behavior that is not formally required in job descriptions but plays an important role in enhancing organizational effectiveness. This study employs a qualitative method by reviewing relevant scientific articles published within the last ten years, obtained from databases such as Google Scholar and other indexed journals. The analysis technique involves identifying, classifying, and synthesizing previous findings to derive comprehensive conclusions regarding the relationships among the variables. The findings indicate that Work Life Balance, organizational commitment, and intrinsic motivation have a positive and significant effect on OCB. Work Life Balance contributes to improved psychological well-being and reduced work stress, which encourages employees to engage in voluntary and positive workplace behaviors. Organizational commitment, particularly affective commitment, is a key determinant that strengthens employees’ emotional attachment to the organization, thereby enhancing OCB. Meanwhile, intrinsic motivation acts as an internal driving force that increases work engagement, initiative, and proactive behavior among employees. In addition, the relationship between these variables and OCB is also influenced by mediating factors such as job satisfaction and work engagement. In conclusion, the improvement of OCB cannot be achieved partially but requires an integrated management approach toward Work Life Balance, organizational commitment, and intrinsic motivation.   Keywords: HRIS, Industry 4.0, Employee Performance   Abstrak       Penelitian ini bertujuan untuk mengkaji pengaruh Work Life Balance, komitmen organisasi, dan motivasi intrinsik terhadap Organizational Citizenship Behavior (OCB) melalui pendekatan literature review. OCB merupakan perilaku sukarela karyawan yang tidak tercantum dalam deskripsi pekerjaan formal, namun memiliki peran penting dalam meningkatkan efektivitas organisasi. Metode penelitian yang digunakan adalah pendekatan kualitatif dengan mengkaji berbagai artikel ilmiah yang relevan dalam kurun waktu sepuluh tahun terakhir yang diperoleh melalui basis data seperti Google Scholar dan jurnal terindeks lainnya. Teknik analisis dilakukan dengan cara mengidentifikasi, mengelompokkan, serta mensintesis temuan-temuan penelitian terkait untuk memperoleh kesimpulan yang komprehensif. Hasil kajian menunjukkan bahwa Work Life Balance, komitmen organisasi, dan motivasi intrinsik memiliki pengaruh positif dan signifikan terhadap OCB. Work Life Balance berperan dalam meningkatkan kesejahteraan psikologis dan menurunkan stres kerja, sehingga mendorong munculnya perilaku sukarela karyawan. Komitmen organisasi, khususnya komitmen afektif, terbukti menjadi determinan utama dalam meningkatkan keterikatan emosional karyawan terhadap organisasi yang berimplikasi pada peningkatan OCB. Sementara itu, motivasi intrinsik berfungsi sebagai pendorong internal yang meningkatkan keterlibatan kerja, inisiatif, dan perilaku proaktif karyawan. Selain itu, hubungan antara ketiga variabel tersebut dengan OCB juga dipengaruhi oleh variabel mediasi seperti kepuasan kerja dan work engagement. Kesimpulan penelitian ini menunjukkan bahwa peningkatan OCB tidak dapat dilakukan secara parsial, melainkan melalui pengelolaan yang terintegrasi terhadap Work Life Balance, komitmen organisasi, dan motivasi intrinsik. Kata kunci: Work Life Balance, Komitmen Organisasi, Motivasi Intrinsik, Organizational Citizenship Behavior
Efektivitas Pembayaran Non-tunai Melalui Qlola By BRI Dalam Administrasi Keuangan Instansi Pemerintah: Tinjauan Literatur Defi Efisa; Syahrial Syaddiq; Khuzaini; Zakky Zamrudi
Sinergi : Jurnal Ilmiah Multidisiplin Vol. 2 No. 5 (2026): Sinergi: Jurnal Ilmiah Multidisiplin
Publisher : PT. AHLAL PUBLISHER NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66914/rm9tan80

Abstract

Kajian ini bertujuan mendeskripsikan dan menganalisis efektivitas penerapan sistem pembayaran non-tunai melalui platform Qlola by BRI dalam mendukung pengelolaan keuangan instansi pemerintah di Indonesia. Dengan menggunakan pendekatan deskriptif-analitis berbasis studi pustaka, kajian ini menelaah berbagai regulasi pemerintah, publikasi resmi perbankan serta literatur yang relevan terkait sistem pembayaran digital dan tata kelola keuangan publik. Hasil kajian menunjukkan bahwa Qlola by BRI memberikan kontribusi nyata terhadap efisiensi transaksi keuangan pemerintah melalui aksesibilitas berbasis web yang tidak mengharuskan mobilitas fisik ke kantor bank, kemampuan monitoring saldo secara real-time. Regulasi yang kuat yang telah diatur dalam Undang-undang Perbendaharaan Negara, Peraturan Menteri Keuangan, dan kebijakan Bank Indonesia menjadi landasan legitimasi sekaligus pendorong adopsi platform ini. Kendala yang masih dihadapi meliputi keterbatasan infrastruktur di daerah terpencil, peningkatan kapasitas aparatur dan keterbatasan akses Qlola. Kajian ini merekomendasikan penguatan regulasi teknis, perluasan insfrastuktur digital dan program literasi digital bagi aparatur sipil negara. Kata Kunci: Pembayaran non-tunai, Qlola By BRI, Digitalisasi  Abstrak  This study aims to describe and analyze the effectiveness of cashless payment systems through the Qlola by BRI platform in supporting the financial management of government institutions in Indonesia. Using a descriptive-analytical approach based on library research, this study examines relevant government regulations, official banking publications, and literature related to digital payment systems and public financial governance. The findings indicate that Qlola by BRI makes a tangible contribution to the efficiency of government financial transactions through web-based accessibility that eliminates the need for physical visits to bank offices and real-time balance monitoring capabilities. A strong regulatory framework encompassing the State Treasury Law, Ministry of Finance regulations, and Bank Indonesia policies provides the legal foundation and drives platform adoption. Remaining challenges include limited digital infrastructure in remote areas, the need for improved civil servant capcity and Qlola access limitations. This study recommends strengthening technical regulation, expanding digital infrastructure, implementing digital literacy programs for civil servants. Keywords: Cashless payment, Qlola By BRI, Digitalization
The Effect Of Bkn E-Kinerja And Competence On Civil Servant Performance From The Perspective Of Information Technology In Human Resource Management (IT IN HRM) At Balai Monitor Spektrum Frekuensi Radio Kelas Ii Banjarmasin Ramadhika Trisnasari; Syahrial Shaddiq; Khuzaini; Zakky Zamrudi
Sinergi : Jurnal Ilmiah Multidisiplin Vol. 2 No. 5 (2026): Sinergi: Jurnal Ilmiah Multidisiplin
Publisher : PT. AHLAL PUBLISHER NUSANTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66914/p300z692

Abstract

The digital transformation of human resource management in the public sector has become a strategic instrument in improving organizational effectiveness, efficiency, transparency, and accountability. In Indonesia, one of the major digital innovations in public human resource management is the implementation of the E-kinerja system developed by the National Civil Service Agency (BKN). This system is designed to digitalize performance planning, reporting, and evaluation of civil servants. This study aims to examine the effect of BKN E-kinerja and employee competence on civil servant performance at Balai Monitor Spektrum Frekuensi Radio Kelas II Banjarmasin using the Information Technology in Human Resource Management (IT in HRM) framework. This study employed a quantitative approach with an explanatory research design. The population consisted of 31 civil servants, and saturated sampling was applied. Data were collected through questionnaires, interviews, and documentation, and analyzed using multiple linear regression. The results indicate that BKN E-kinerja has a positive and significant effect on employee performance, competence has a positive and significant effect on employee performance, and both variables simultaneously have a significant effect on employee performance. This study contributes theoretically to the development of IT in HRM in the public sector and provides practical implications for improving digital-based performance management systems. Keywords: E-Performance, Competence, Employee Performance, IT in HRM, Digital Human Resource Management
Work Environment, Discipline, and Stress as Determinants of Service Quality at Jangkang Community Health Center Fansha Tio Anugrah; Sulastini Sulastini; Khuzaini Khuzaini
Jurnal Multidisiplin Sahombu Vol. 6 No. 03 (2026): Jurnal Multidisiplin Sahombu, 2026
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Quality in primary health services is essential for achieving Universal Health Coverage, particularly in rural areas where community health centers face geographical, organizational, and workforce constraints. This study examines the effects of work environment, work discipline, and work stress on service quality at Jangkang Community Health Center, Kapuas Regency, Central Kalimantan. A quantitative explanatory design was applied using a census sampling technique. Questionnaire responses from 45 employees were analyzed through multiple linear regression using SPSS version 27. The results show that work environment positively and significantly affects service quality (B = 0.782; p = 0.006), work discipline positively and significantly affects service quality (B = 0.669; p = 0.026), and work stress negatively and significantly affects service quality (B = -1.205; p = 0.000). Simultaneously, the three variables significantly explain service quality (F = 15.231; p = 0.000), with an Adjusted R Square of 0.492. The findings indicate that improving service quality requires adequate work conditions, consistent discipline practices, and structured stress-management support. Strengthening organizational support and employee well-being is therefore important for sustainable primary health service delivery.
Optimalisasi Pengawasan Guru Dan Tenaga Kependidikan Melalui Pemanfaatan Website Linktree Pada Sub Bagian Tata Usaha Sekolah Menengah Kejuruan Negeri 2 Pelaihari Dinas Pendidikan Provinsi Kalimantan Selatan Yulia Rahmi; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.34

Abstract

In the digital era, the utilization of information and communication technology (ICT) in education is crucial, especially in supervising Teachers and Education Personnel (GTK). This study aims to explore the optimization of GTK supervision at SMKN 2 Pelaihari, South Kalimantan, through the use of the Linktree website. The research method employed is descriptive qualitative, with data collection through literature study, observation, and interviews. The findings indicate that the use of Linktree can enhance administrative efficiency, information accessibility, transparency, and reduce the workload of administrative staff. Furthermore, this system has the potential to improve GTK performance and educational quality. Implementation is carried out through stakeholder consultation, system development, socialization, training, and monitoring and evaluation. This study provides recommendations for further development of the Linktree system to be more integrated and effective in educational administration management.
PERAN BUDAYA ORGANISASI  DAN BEBAN KERJA DENGAN KINERJA PEGAWAI DALAM RANGKA PELAYANAN PRIMA (Di Lingkungan RSUD Hanau Provinsi Kalimantan Tengah) Sutrisno; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.40

Abstract

Kinerja pegawai dapat dipengaruhi dari beberapa variabel yaitu budaya organisasi dan beban kerja. Kedua variabel ini yang akan mempengaruhi kinerja pegawai RSU Daerah Hunau Provinsi Kalimantan Tengah merupakan salah satu organisasi kepemerintahan yang tentunya juga memiliki target capaian yang telah ditetapkan oleh pemerintah pusat. Maka dari itu, kinerja pegawai RSU Daerah Hanau juga perlu diperhatikan. Kinerja pegawai dapat dipengaruhi dari dua variabel yaitu budaya organisasi dan beban kerja. Penelitian ini bertujuan untuk mengetahui bagaimana kinerja pegawai berdasarkan pengaruh budaya organisasi dan beban kerja serta kinerja pegawai RSU Daerah Provinsi Kalimantan Tengah. Selain itu juga diteliti bagaimana pengaruh dua variabel tersebut terhadap kinerja kerja. Metode yang digunakan pada penelitian ini adalah deskriptif kuantitatif menggunakan teknik pengumpulan data kuesioner. Penelitian ini dilakukan pada pegawai tetap yang ada di RSU Daerah Provinsi Kalimantan Tengah. Populasi pada penelitian ini adalah sebanyak 77 orang dan seluruh pegawai yang digunakan sebanyak 418 responden. Instrumen uji statistik pada penelitian ini adalah SPSS versi 25. Hasil penelitian yang didapatkan adalah dimensi budaya organisasi (X1) memiliki pengaruh terhadap kinerja pegawai (Y), dimensi beban kerja (X2) memiliki pengaruh terhadap kinerja pegawai (Y), dimensi budaya organisasi dan beban kerja bersama-sama (simultan) memiliki pengaruh terhadap kinerja pegawai (Y).
GREEN HRM SEBAGAI STRATEGI KEPALA SEKOLAH UNTUK MEMBANGUN BUDAYA SEKOLAH BERKELANJUTAN PADA SD NEGERI MANTIMIN 2 KABUPATEN BALANGAN Muhammad Raili; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.46

Abstract

This research aims to analyze the Green Human Resource Management (G-HRM) strategy implemented by the Principal of SD Negeri Mantimin 2, Balangan Regency, and its contribution to building a sustainable school culture. This study employed a qualitative approach with a case study design. Data were collected through in-depth interviews with the principal, teachers, and educational staff, supported by observation and documentation. Thematic analysis was used for data analysis. The findings reveal that the principal implemented a systematic G-HRM strategy covering three pillars: green recruitment, green training (practical skills), and green performance management. A key finding was the integration of pro-environmental aspects into the teacher performance appraisal (SKP), which served as the main driver for behavior change. This G-HRM strategy significantly contributed to forming a sustainable culture. The process transformed from forced compliance (due to evaluation) into habituation, and eventually internalized into social norms (culture). G-HRM proved to be an effective managerial mechanism for translating a sustainability vision into tangible practices in an elementary school setting.
Strategi Pemasaran Digital Rumah Sakit di Era Industry 4.0 untuk Meningkatkan Pendapatan Di UPT. RSUD HANAU Kabupaten Seruyan Siti Patimah; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.54

Abstract

The acceleration of digital technology advancement and the expansion of internet reach have fundamentally reconfigured the marketing domain, including the healthcare service industry. The Industry 4.0 era, characterized by automation, large-scale data analytics, and interconnectivity, requires hospitals to implement progressive digital marketing approaches to maintain relevance and strengthen their competitive advantage. This evolution is reinforced by shifts in consumption patterns, where individuals increasingly rely on digital platforms to obtain medical information and make decisions regarding healthcare facilities. This trend is evident in the substantial escalation of hospitals’ adoption of digital technologies to communicate with healthcare service users. Digital marketing, conceptualized as the effort to achieve marketing objectives through the utilization of digital technologies and media, now plays a crucial role in this context, especially since the majority of consumers actively seek online information about treatment options and healthcare providers. Following the COVID-19 pandemic, the adoption of digital marketing strategies has become indispensable, marked by a significant acceleration in the use of digital marketing within the healthcare sector. Projections indicate growth in both in-person visits and telemedicine services, which in turn will increase hospital revenue. This phenomenon highlights the urgent need for healthcare institutions not only to adopt but also to refine their digital marketing approaches to attract new patients and foster loyalty. However, the healthcare sector faces specific challenges in implementing digital marketing, including regulatory frameworks that have yet to fully adapt and a lack of transparency and knowledge management among hospital personnel.
PENGARUH PENERAPAN ELECTRONIC HUMAN RESOURCE MANAGEMENT (e-HRM) TERHADAP KINERJA KARYAWAN DI ERA SOCIETY 5.0 Khairunnisa Rahmi; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.81

Abstract

The development of digital technology in the Society 5.0 era has changed the paradigm of human resource (HR) management in modern organizations. One form of innovation that is growing rapidly is the implementation of Electronic Human Resource Management (e-HRM), namely the use of information technology to support key HR functions such as recruitment, training, performance appraisal, and employee administration. This study uses a descriptive qualitative approach with a literature review method to explore and describe the influence of e-HRM on employee performance based on the results of previous research. The results of the study indicate that e-HRM plays a significant role in increasing the efficiency, transparency, and accuracy of HR processes and encourages improved employee performance through automation, data-based decision making, and strengthening digital communication. However, the success of e-HRM implementation is greatly influenced by organizational readiness, HR digital competence, and support for a work culture that is adaptive to technological change.
INTEGERASI HOLISTIK INDUSTRY 4.0 DAN HUMAN RESOURCE INFORMATION SYSTEM (HRIS) MENUJU STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) BERBASIS NILAI: ANALISIS KOMPARATIF DAMPAK DIGITALISASI PADA EFEKTIVITAS FUNGSI SDM STRATEGIS Muhammad Gajali; Khuzaini; Syahrial Shaddiq
Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah Vol. 1 No. 5 (2025): Ar-Rasyid: Jurnal Publikasi Penelitian Ilmiah (Bulan November 2025)
Publisher : PT. Saha Kreasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64788/ar-rasyid.v1i5.97

Abstract

The rapid escalation of the Industrial Revolution has positioned digital transformation as a strategic imperative across industries, significantly influencing the fundamental reorientation of Human Resource Management (HRM) practices. This study aims to provide a comparative analysis of how digitalization—particularly through the adoption of Industrial 4.0–based Human Resource Information Systems (HRIS)—enhances the effectiveness of Strategic Human Resource Management (SHRM) functions. Using a systematic literature review and qualitative descriptive analysis, this research synthesizes conceptual frameworks, functional impacts, and implementation challenges. The results indicate that HRIS 4.0 functions as a transformative infrastructural bridge that requires integration within a holistic framework aligned with the efficiency demands of Industry 4.0 and the human-centered principles of Society 5.0. Core SHRM functions have undergone significant metamorphosis due to advancements in AI and data analytics, contributing to operational improvements—particularly enhancing recruitment efficiency by up to 67%. Nevertheless, implementation challenges persist, including digital skill gaps and data security risks. Therefore, sustaining SHRM effectiveness in this era requires the ethical alignment of HRIS 4.0, positioning HR professionals—especially HR Business Partners (HRBPs)—as strategic catalysts who leverage AI-driven strategies while maintaining a strong focus on human capability development and value creation.
Co-Authors A.S Kartika Husain Abdul Kadir MS Abdurrahim Adhi Surya AGUS Agus Firdaus Agus Salim Aida Vitria Ainun Faridah Ana Sofia Herawati Apriya Santi Basuki . Basuki Basuki Basuki Basuki Basuki Bayu, Benediktus Budiwaty Budiwaty Budiyanto Budiyanto Burhannudin Burhannudin Bustani, Bustani Cahyaningrum, Yuniana Defi Efisa Deli Anhar Dessy Nur Ardillah Dewi Ariefahnoor Dewi Safitri Didi Susanto Dwi Sogi Sri Redjeki Dwi Wahyu Artiningsih Erfan Maulana Ervica - Jamilah Fahmanadie, Daddy Fanlia Prima Jaya Fansha Tio Anugrah Fathul Amal Firdaus Firdaus Hasnaniah Hasnaniah Herliani Herliani Herlina Lusiana Hermansyah Hernawan, Rosyanto Yudha Husnul Madihah Ilisa Fajriyati Junaidi Junaidi Junaidy, Junaidy Kamsariaty Kamsariaty Kaspul Ridani Khairunnisa Rahmi Lamsah Lina Paulina Lukman Hakim M Irpan M Rizeki Yuda Saputra M. Haris Syafitri M. Irpan M. Irpan M. Ramadhan Akbari M. Refky Ramadan Mardiana Mardiana Maskur Maskur Maskur Maskur Masniah Masniah Masniah Meitria Syahadatina Noor Mely Daniati Miftahul Arifin Mohammad Manan Mohammad Zainul Muhammad Gajali Muhammad Raili Muhammad Rizalni Muhammad Yuliansyah Muzahid Akbar Hayat Muzahid Akbar Hayat Muzahid Akbar Hayat Muzahid Akbar Hayat Muzahid Akbar Hayat Muzahid Akbar Hayat Nadira Nur Aisyah Niti Lestari Noor Laila Noorlaily Maulida Nor Ikhsan Novita Eka Prasetya Nurlaila Hasanah Nurul Auliah Periyadi Periyadi  Popo Subroto Rachmad Yuanito Rafikah Rafikah Rahmat Fadilah Rahmi Widyanti Ramadhika Trisnasari Ratna Susanti Renny Fitriati Rico Riki Welli Saputra Risyatul Azkiya Rizki Maulida, Emelia Rony Syafriansyah Rusdinor Rusdinor Rusdinor Samdani Sanusi Sanusi Sanusi Sanusi SANUSI SANUSI Siti Fatimah Siti Mardah Siti Patimah Sri Bulkia Sulastini Sulastini Sulastini Supiati Surawardi Suriagiri Sutrisno Syahrial Shaddiq Syahrial Shaddiq Syahrial Shaddiq Syahrial Shaddiq Syahrial Syaddiq Tamjidnor Thomas S Kaihatu Yeni Susanti Yoesoep Edhie Rachmad Yulia Rahmi Zainal Abidin Zakky Zamrudi Zelia . Hadist