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Sokhikhatul Mawadah

Universitas Islam Negeri Walisongo Semarang

Author-ID : 3084598

Humanities Economics, Econometrics & Finance Environmental Science Social Sciences

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Articles

KURVA PENAWARAN TENAGA KERJA DAN JAM KERJA PEREMPUAN Sokhikhatul Mawadah
Sawwa: Jurnal Studi Gender Vol 12, No 3 (2017): Oktober 2017
Publisher : Pusat Studi gender dan Anak (PSGA) Universitas Islam Negeri Walisongo Semarang

The labor supply curve is a curve that states the relationship of wages and hours of work. The higher a person's wages the fewer hours they work. The curve should not be appropriate if it is associated with women's working hours, because there are still many women who work a lot but pay little. Especially for women who work on households, how many hours work to work at home and work in the office. The purpose of this paper is to find out the relationship of wages and working hours of women, Analyzing the labor supply curve based on Central Java Provincial BPS data on women's working hours and knowing the relevance of the labor supply curve to the current (working women) society condition. From the discussion in this writing is known that many factors that affect the labor supply curve, one of which is the factor of women who take care of the household. So there is a relationship between the labor supply curve with female work hours but is less relevant. The labor supply curve does address wages and hours of work but does not deal specifically with wages, working hours and women. There should be a distinction or an exception to women. especially working hours of working women (as professions) with women who only work as housewives. let alone strengthened from the data of BPS statistics center agency which shows the number of working hours of women more than the number of man hours worked._________________________________________________________Kurva penawaran tenaga kerja adalah kurva yang menyatakan hubungan upah dan jam kerja. Semakin tinggi upah seseorang maka semakin sedikit jam kerjanya. Kurva tersebut tidak sepatutnya tepat jika dikaitkan dengan jam kerja perempuan, karena masih banyak perempuan yang jam kerjanya banyak tetapi upahnya sedikit. Apalagi untuk perempuan yang bekerja mengurusi rumah tangga, berapa banyak jumlah jam kerja untuk di bekerja di rumah dan bekerja di kantor. Tujuan penulisan ini adalah untuk mengetahui hubungan upah dan jam kerja perempuan, Menganalisa kurva penawaran tenaga kerja berdasarkan data BPS Provinsi Jateng tentang jam kerja perempuan dan Mengetahui relevansi kurva penawaran tenaga kerja dengan keadaan masyarakat (perempuan bekerja) dewasa ini. Dari pembahasan dalam penulisan ini diketahui bahwa banyak faktor yang mempengaruhi kurva penawaran tenaga kerja, salah satunya adalah faktor wanita yang mengurus rumah tangga. Jadi ada hubungan antara kurva penawaran tenaga kerja dengan jam kerja perempuan tetapi kurang relevan. Kurva penawaran tenaga kerja memang membahas tentang upah dan jam kerja tetapi tidak membahas spesifik tentang upah, jam kerja dan perempuan. Seharusnya ada pembeda/pengecualian terhadap perempuan, khususnya jam kerja perempuan yang bekerja (sebagai profesi) dengan perempuan yang hanya bekerja sebagai ibu rumah tangga. Apalagi dikuatkan dari data Badan Pusat Statistik (BPS) yang menunjukkan jumlah jam kerja wanita lebih banyak dibanding jumlah jam kerja laki-laki.

Analysis of Variables of Gender, Religiosity, Emotional Intelligence and Allowances for Women's Decisions to Become Leaders Sokhikhatul Mawadah; Leli Lismay
HUMANISMA : Journal of Gender Studies Vol 6, No 2 (2022): December 2022
Publisher : Universitas Islam Negeri Sjech M. Djamil Djambek Bukittinggi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30983/humanisme.v6i2.5924

Some people think that men are the most perfect in terms of leadership. The fact states that in a religious environment, it iswrong for a woman to become a leader. However, at UIN Walisongo Semarang the number of female leaders is quite large. Women with emotional intelligence, the softer and more sensitive feelings they have, can also be one of the determining variables. Emotional intelligence is the ability to control oneself, have endurance when facing a problem, able to control impulses, motivate oneself, able to regulate moods, ability to empathize and build relationships with others. Another variable is about benefits. The existence of allowances is a good wind as additional income for the family's economy/finances. This research uses quantitative research methods. The variables of this study are variable X including: gender, religiosity, emotional intelligence, and benefits, variable Y namely: women's decision to become leaders. The subjects of this study were 45 female respondents, the respondents came from university level administrators, faculty and institutional levels. The data analysis technique uses descriptive analysis and multiple regression analysis. The results of the study stated that there was a significant influence on the variables of gender, religiosity and emotional intelligence on women's decisions to become leaders. Meanwhile, there is no significant influence on the allowance variable on women's decisions to become leaders. In the gender variable, there is an ideological influence of gender roles on providing support to prospective female leaders in student organizations and there are ideological differences in the gender roles of female voters who choose female and male leaders. In the religiosity variable, leaders who have a transformative style who continue to motivate their employees and are supported by a high level of religiosity, the campus will develop and be able to compete well. In the emotional intelligence variable, one of the important factors that influence a woman to become a leader. Women have more empathy and can build better relationships. On the benefits variable, that benefits affect employee performance, but does not affect the decision making of a woman to become a leader.

Management of Hajj Funds in Sukuk Investment from an Islamic Economic Perspective M. Rifka Maulana; Sokhikhatul Mawadah
International Conference on Islamic Economic (ICIE) Vol 2 No 1 (2023): April
Publisher : Sekolah Tinggi Ilmu Bahasa Arab Darul Ulum Banyuanyar Pamekasan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58223/icie.v2i1.204

One of the impacts of the Covid-19 pandemic is the cancellation of Hajj departures in Indonesia in 2020, based on the Decree of the Minister of Religion (KMA) Number 494 of 2020. The delay in the departure of the Hajj even though the more pilgrims register for Hajj, the more funds will be received. Banks cannot manage that much haj funds, so they are stored in state sukuk. Hajj funds are managed in State Sharia Securities (SBSN) or State Sukuk by the Ministry of Religion through the Hajj Management Financial Management Agency (BPKH). How is the management of Hajj funds on state sukuk, is it effective or not. This research is a qualitative research with literature study. The results of this study are that the mechanism for managing Hajj funds begins with the way pilgrims register and pay. After the funds have been collected, the BPKH manages the money through each congregation's account at the bank. Fund management exists in several placements, one of which is sukuk. Placement in this sukuk is good but not optimal when viewed from the yields obtained, but when viewed from the risks faced, this sukuk investment is very effective. Research can be used as a reference source for parties who need information about the management of Hajj funds, especially for pilgrims who are waiting for the pilgrimage to depart.

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