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All Journal TAZKIYA JOURNAL OF PSYCHOLOGY Psikis : Jurnal Psikologi Islami Jurnal Pengukuran Psikologi dan Pendidikan Indonesia (JP3I) SEIKO : Journal of Management & Business Al-Kharaj: Journal of Islamic Economic and Business Edu Consilium : Jurnal Bimbingan dan Konseling Pendidikan Islam JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Gemilang: Jurnal Manajemen dan Akuntansi Profit: Jurnal Manajemen, Bisnis dan Akuntansi International Journal of Economics and Management Research Indonesian Journal Economic Review (IJER) International Journal of Economics and Management Research Journal of Management
Akhmad Baidun
UIN Syarif Hidayatullah Jakarta
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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Innovative Work Behavior of Santri: The Influence of Proactive Personality and Boarding School Climate Baidun, Akhmad; Murniasih, Farhanah; Lubis, Rusdi Hamka; Ghina, Arisya; Latifa, Rena; Irvan, Moh.
TAZKIYA Journal of Psychology Vol. 12 No. 1 (2024): TAZKIYA Journal of Psychology
Publisher : Fakultas Psikologi UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/tazkiya.v12i1.37945

Abstract

Islamic boarding schools as Islamic education institutions in Indonesia have an important role in developing students holistically. Santri in addition acquire religious knowledge but must also be able to adapt to the times. For this reason, innovation and proactive behavior are the qualities needed by santri. An adequate boarding school environment should support the innovation of students, and the school climate in the boarding school has an important role in this. Islamic boarding schools also have a uniqueness in shaping the behavior of students by emphasizing the religious and moral character of Islam. Fulfillment of a comfortable school climate in Islamic boarding schools is important to achieve this goal. This study aims to examine the effect of proactive behavior and the school climate on santri’s innovative work behavior. The sampling technique uses non-probability sampling with purposive sampling technique. Data collection used three questionnaires consisting of an innovative work behavior scale, a proactive personality scale and an organizational climate scale. Data analysis was performed using multiple regression analysis. A total of 219 santri at Boarding school Gontor participated in this research, as a pesantren known for its characteristics and potential for developing student innovation. The results indicate that there is a significant effect of proactive behavior and the school climate for santri’s innovative work behavior (sig < .05) and the proportion of variance by 14.9%. Suggestion implications, there is a need for the development of proactive behavior programs among santri and the creation of a physical and psychological environment within Boarding school that supports santri innovation.
Hr Management In Intellectual Property Implementation In Tasikmalaya City Fitriansyah Fitriansyah; Dedi Rianto Rahadi; Nurlia Nurlia; Akhmad Baidun
International Journal of Economics and Management Research Vol. 2 No. 1 (2023): April : International Journal of Economics and Management Research
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijemr.v2i1.76

Abstract

2022 will be the rise of Micro, Small and Medium Enterprises (MSMEs) in Indonesia by contributing 61% of the national GDP and absorbing 97% of the total workforce. Based on the city area, UMKM is one of the components that contributes 9.27 % of economic growth in Pangkal Pinang City. However, the application of Intellectual Property (IP) in MSME business behavior has not been handled optimally. The purpose of this study is to identify human resource management in MSME actors in building work teams that are aware of IP in business activities. This research using a qualitative-descriptive approach. Data were obtained by conducting observations and interviews with MSME business actors in Tasikmalaya City who had not registered or had registered their KI. The results of the study show that SMEs have an awareness of the importance of IP in entrepreneurship. KI is assessed by MSME actors as supporting business continuity through the maturation of the three entrepreneurial teams they have. MSMEs in Tasikmalaya City have at least a production team, operational team and marketing team. The three teams currently being developed are the marketing team, because they involve digital media capabilities. That is, the application of IP is a priority to avoid claims on the brand or type of business they own. In addition, MSME actors utilize family-based human resources. This character is in accordance with the application of the Pancasila economy.
Satisfaction Of The Islamic Finance Industry With The Performance Of Interns In Higher Education Akhmad Baidun; Akhmad Nur Zaroni; Fachrurazi, Fachrurazi; Rihfenti Ernayani
GEMILANG: Jurnal Manajemen dan Akuntansi Vol. 3 No. 2 (2023): Jurnal Manajemen dan Akuntansi
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/gemilang.v3i2.421

Abstract

This study aims to estimate the role of tertiary apprenticeship performance in influencing Islamic finance industry satisfaction. By utilizing the results of interviews with 28 Islamic finance practitioners, this study conducted a qualitative analysis. This study found that expectations and disconfirmation factors play an important role in increasing the satisfaction of the Islamic finance industry. Academically, this study implies the expansion of knowledge about industrial satisfaction engineering. Practically, this study implies the importance of link and match between industry and higher education institutions in three ways (uniformity in apprenticeship program assessments, creation of MOUs, and collaboration in curriculum development).
The Role of Work Competence and Compensation on Increasing Organizational Commitment Baidun, Akhmad; Kurnia, Adil; Nofriza, Fatma
Journal of Management Vol. 3 No. 2 (2024): July - December
Publisher : Yayasan Pendidikan Belajar Berdikari

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

Abstract

Organizational commitment is a crucial factor influencing employee retention and performance. This study aims to investigate the impact of work competence and compensation on enhancing organizational commitment within the workplace.This quantitative research employed multiple regression analysis to examine the relationships between work competence, compensation, and organizational commitment. Data were collected through structured questionnaires distributed to a sample of employees. The validity and reliability of the measurement instruments were ensured, and the data were analyzed using t-tests, ANOVA, and regression analysis.The findings reveal that work competence has a significant positive effect on organizational commitment (t = 2,569, p = 0,012). In contrast, compensation does not show a significant impact on organizational commitment (t = 1,095, p = 0,276). The regression model explains approximately 47,8% of the variance in organizational commitment, with an adjusted R Square of 46,8%, indicating that the model is reasonably effective in capturing the influence of work competence and compensation on organizational commitment. The study concludes that work competence significantly contributes to increasing organizational commitment, while compensation does not have a significant effect in this context. Organizations should prioritize enhancing employees' work competence as a strategy to foster higher levels of organizational commitment. Further research is recommended to explore additional factors influencing organizational commitment and to validate these findings in different contexts.
Problematic Internet Use: The Influence of Self-Esteem, Emotion Regulation, and Social Support in University Students Nurul Astri; Gazi Saloom; Valendra Granitha Shandika Puri; Akhmad Baidun
Edu Consilium : Jurnal Bimbingan dan Konseling Pendidikan Islam Vol. 7 No. 1 (2026): Februari
Publisher : Universitas Islam Negeri Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19105/ec.v7i1.22760

Abstract

Problematic internet use has increasingly become a concern alongside the rapid advancement of digital technology. This study aims to examine the influence of self-esteem, emotion regulation, and social support as independent variables on problematic internet use. A quantitative approach was employed involving 254 university students in the Greater Jakarta area selected through non-probability sampling. Data were collected using the Generalized Problematic Internet Use Scale 2 by Caplan (2010), Self-Liking/Self-Competence Scale by Tafarodi & Swann (2001), Emotion Regulation Questionnaire by Gross & John (2003), and Multidimensional Scale of Perceived Social Support by Zimet et al. (1988). The results show that self-esteem, emotion regulation, and social support simultaneously have a significant effect on problematic internet use, contributing 36,9%. At the dimensional level, self-liking negatively predicts problematic internet use, while self-competence and expressive suppression show significant positive effects. Cognitive reappraisal and all dimensions of social support do not show significant effects. These findings highlight the importance of internal psychological factors, such as self-esteem and emotion regulation, in explaining problematic internet use.
Employee Well-Being Dynamics and the Wise Leadership Model in the Digital Industry Umi Zunaidah; Ferdi Antonio; Rasty Yulia; Akhmad Baidun; Fransiska Husain
Indonesian Journal Economic Review (IJER) Vol. 6 No. 2 (2026): June
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i2.844

Abstract

The purpose of this study is to analyze employee well-being dynamics and the wise leadership model in the digital industry. This research approach uses a qualitative approach. The data used are secondary data. Data analysis uses causal relationship analysis. The research results show that in the fast-paced digital industry, employee well-being dynamics are no longer a supplementary program to human resources development, but rather a core business strategy. Mentally and physically healthy employees are the driving force of innovation. The wise leadership model is a bridge that connects the demands of the speed of the digital world with the natural human need for security, appreciation, and meaning. When leaders are able to use their wisdom to put humans above algorithms, digital organizations will not only survive but also thrive.
Problematic Internet Use: The Influence of Self-Esteem, Emotion Regulation, and Social Support in University Students Nurul Astri; Gazi Saloom; Valendra Granitha Shandika Puri; Akhmad Baidun
Edu Consilium : Jurnal Bimbingan dan Konseling Pendidikan Islam Vol. 7 No. 1 (2026): Februari
Publisher : Universitas Islam Negeri Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19105/ec.v7i1.22760

Abstract

Penggunaan internet bermasalah semakin meningkat seiring dengan pesatnya kemajuan teknologi digital. Penelitian ini bertujuan untuk menguji pengaruh harga diri, regulasi emosi, dan dukungan sosial sebagai variabel independen terhadap penggunaan internet bermasalah. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan 254 mahasiswa di wilayah Jabodetabek yang dipilih melalui teknik non-probability sampling. Instrumen penelitian yang digunakan meliputi Generalized Problematic Internet Use Scale 2 oleh Caplan (2010), Self-Liking/Self-Competence Scale oleh Tafarodi & Swann (2001), Emotion Regulation Questionnaireoleh Gross & John (2003), dan Multidimensional Scale of Perceived Social Support oleh Zimet et al. (1988). Hasil analisis regresi linier berganda menunjukkan bahwa harga diri, regulasi emosi, dan dukungan sosial secara bersama-sama berpengaruh signifikan terhadap penggunaan internet bermasalah dengan kontribusi sebesar 36,9%. Pada tingkat dimensi, self-liking berpengaruh negatif, sedangkan self-competence dan expressive suppression berpengaruh positif secara signifikan. Cognitive reappraisal serta seluruh dimensi dukungan sosial tidak menunjukkan pengaruh yang signifikan. Temuan ini menunjukkan pentingnya faktor psikologis internal seperti harga diri dan regulasi emosi dalam menjelaskan penggunaan internet bermasalah.
Digital Transformation In Human Resource Management: Its Impact On Employee Performance In The Industry 5.0 Era Akhmad Baidun; Warkianto Widjaja; Arfin Bagea; Dwi Zulkifar Mulyadi; Muh. Yasin
Journal of Management Vol. 5 No. 2 (2026): July-December
Publisher : Yayasan Pendidikan Belajar Berdikari

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

Abstract

The transition from Industry 4.0 toward Industry 5.0 has repositioned the human workforce from a peripheral component of automated production systems to the central, value-defining element of organisational strategy, placing renewed emphasis on human-centricity, sustainability, and resilience alongside continued technological advancement. Within this shift, human resource management has itself undergone substantial digital transformation, encompassing the adoption of artificial intelligence in recruitment and selection, data analytics in performance management, cloud-based human resource information systems, and digital learning platforms for continuous employee development. This article examines how digital transformation in human resource management affects employee performance specifically within the human-centric context that Industry 5.0 introduces, addressing the theoretical and practical tension between technology-driven efficiency and the renewed organisational commitment to employee wellbeing and human agency. Using a systematic narrative literature review method that synthesises recent academic literature on digital human resource management, Industry 5.0, and employee performance, together with current industry evidence on human resource technology adoption, this study finds that digitally transformed human resource practices, including AI-assisted talent acquisition, digital learning and development platforms, data-driven performance management, and employee self-service systems, are positively associated with employee performance through mediating mechanisms of engagement, perceived organisational support, and psychological empowerment. The review further finds that this positive relationship is contingent upon Industry 5.0-consistent implementation conditions, including human oversight of algorithmic decisions, transparent and explainable use of employee data, continued investment in reskilling and upskilling, and preservation of meaningful human interaction within otherwise automated human resource processes. Where digital human resource management is implemented in a purely efficiency-maximising manner without these human-centric safeguards, the review identifies a documented risk of diminished trust, algorithmic aversion, and disengagement that can offset or reverse the performance gains technology adoption is intended to produce. The article concludes with an integrative framework distinguishing human-centric from purely efficiency-driven digital human resource management, and offers implications for organisations seeking to realise the performance benefits of digital transformation while remaining aligned with the human-centric imperative of Industry 5.0.
Co-Authors Aisya Dewi Nashtya Akhmad Nur Zaroni Antonio, Ferdi Arfin Bagea Arisya Ghina Deden Dwi Haryadi Dedi Rianto Rahadi Desy Widiarti Dwi Zulkifar Mulyadi Fachrurazi Fatma Nofriza Fitriansyah Fitriansyah Fitriansyah Fitriansyah Fransiska Husain Gazi Saloom Ghina, Arisya Hara, Sundus Hartanto Helmi Ali Irvan, Moh. Jazran Efendi Karima, Raina Fatia Karyono Karyono Khoirun Nisya Kholilah Kholilah Kholilah Krishernawan, Indra Kurnia, Adil Laila Qadriyani MR Latifa, Rena Lubis, Rusdi Hamka M. Naffisya Kancana Gumilang Meggy Octaryani Moh. Irvan Muchtar, Desi Yustari Muh. Yasin Muhammad Ade Kurnia Harahap Muhammad Yusuf Murniasih, Farhanah Norvadewi Nurlia Nurlia Nurlia Nurlia Nurul Astri Nyhof, Melanie Puri, Valendra Granitha Shandika Rahmah, Muthia Rasty Yulia Rebecha Prananta Rena Latifa Rihfenti Ernayani Rohman, Januar Rusdi Hamka Lubis Solapari, Nuryati Syamsu Rijal Umi Zunaidah Warkianto Widjaja Yeti Yeti