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All Journal Sosiohumaniora Journal of Economic, Bussines and Accounting (COSTING) JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Alignment: Journal of Administration and Educational Management JURNAL PENDIDIKAN TAMBUSAI Journal of Humanities and Social Studies Jurnal Manajerial Jurnal Review Pendidikan dan Pengajaran (JRPP) Jurnal Sekretari Universitas Pamulang MANAJEMEN DEWANTARA JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management BASKARA: Journal of Business and Entrepreneurship Community Development Journal: Jurnal Pengabdian Masyarakat Devotion: Journal of Research and Community Service Jurnal Muhammadiyah Manajemen Bisnis (JMMB) Jurnal Ekonomi Perspektif International Journal of Science and Society (IJSOC) eCo-Fin Journal Of Human And Education (JAHE) Jurnal Penyuuhan dan Pemberdayaan Masyarakat (JPPM) Annals of Human Resource Management Research Jurnal Ekonomi Trisakti Procedia of Social Sciences and Humanities PENANOMICS: INTERNATIONAL JOURNAL OF ECONOMICS Journal of Accounting and Finance Management (JAFM) International Journal of Advanced Multidisciplinary Business and Entrepreneurial Review Jurnal Pemberdayaan Ekonomi International Journal of Business and Applied Economics (IJBAE) Jurnal Pijar : Studi Manajemen dan Bisnis Jurnal Manajemen, Akuntansi, Ekonomi Journal of Artificial Intelligence and Digital Business Cross-border Paradoks : Jurnal Ilmu Ekonomi Jurnal Ilmiah Dan Karya Mahasiswa West Science Social and Humanities Studies Jurnal Pengabdian Masyarakat dan Riset Pendidikan Zona Education Indonesia Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam RESLAJ: Religion Education Social Laa Roiba Journal Journal of Ekonomics, Finance, and Management Studies Media Riset Bisnis Ekonomi Sains dan Terapan Greenation International Journal of Tourism and Management Greenation International Journal of Economics and Accounting
Nazifah Husainah
Universitas Muhammadiyah Jakarta
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Mathematics Public Health Social Sciences Other

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IMPROVING EMPLOYEE PERFORMANCE THROUGH JPB SATISFACTION: THE EFFECT OF TRAINING AND WORK ENVIRON: IMPROVING EMPLOYEE PERFORMANCE THROUGH JPB SATISFACTION: THE EFFECT OF TRAINING AND WORK ENVIRON Rahmawan, Huda Setia; Husainah, Nazifah
PENANOMICS: International Journal of Economics Vol. 3 No. 3 (2024): December
Publisher : Yayasan Pusat Cendekiawan Intelektual Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56107/penanomics.v3i3.210

Abstract

The research aims to determine the effect of training and work environment on employee performance through job satisfaction as an intervening variable at PT. Sayusan Maritime Sailing. This research uses quantitative methods. The data used in this research is secondary data. The population in this research is the Company's employees, namely the ship's crew, totaling 133 people. The samples were selected from classifications based on age, length of work and educational status. The sample was selected using the Non Probability sampling method. Partial research results found that training has an effect on job satisfaction, training has no effect on employee performance, job satisfaction has no effect on performance, the work environment has a positive effect on job satisfaction, the work environment has no effect on performance, training and the work environment have no effect on performance through satisfaction work as an intervening variable.
Pendampingan Pengelolaan Keuangan Pada TK Aisyiyah Bustanul Athfal 83Di Tangerang Selatan Husainah, Nazifah; Yusuf, M.; Hanifah, Azimah; Haryoto, Cecep; Litdya, Litdya; Riyanti, Riyanti
Journal Of Human And Education (JAHE) Vol. 4 No. 6 (2024): Journal of Human And Education (JAHE)
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jh.v4i6.2074

Abstract

Pengelolaan keuangan yang efektif merupakan faktor kunci dalam memastikan keberlanjutan operasional lembaga pendidikan. Tanpa manajemen keuangan yang baik, lembaga pendidikan akan menghadapi kesulitan dalam menjalankan program pendidikan secara optimal. Penelitian ini bertujuan untuk meningkatkan kapasitas pengelolaan keuangan di TK Aisyiyah Bustanul Athfal 83, Tangerang Selatan, melalui program pendampingan yang meliputi pelatihan pencatatan transaksi keuangan, penyusunan laporan keuangan, dan perencanaan anggaran yang lebih efisien. Metode yang digunakan dalam pelaksanaan kegiatan ini terdiri dari survei awal, pelatihan, pendampingan langsung, serta monitoring dan evaluasi. Hasil yang diperoleh menunjukkan bahwa sekolah berhasil menyusun laporan keuangan sederhana secara mandiri, meningkatkan pemahaman staf mengenai prinsip pengelolaan keuangan, dan menerapkan sistem pencatatan yang lebih terstruktur. Selain itu, alokasi dana operasional dapat dirancang lebih efektif, mendukung pengembangan fasilitas dan kualitas pendidikan. Program ini juga menghadapi beberapa tantangan, seperti keterbatasan waktu peserta dan kendala teknis dalam penggunaan aplikasi, yang dapat diatasi dengan panduan praktis dan waktu konsultasi tambahan. Dengan demikian, pendampingan ini terbukti meningkatkan transparansi dan akuntabilitas dalam pengelolaan keuangan sekolah, yang diharapkan dapat menjadi contoh bagi lembaga pendidikan lainnya.
Pengaruh Kepemimpinan, Lingkungan Kerja Dan Disiplin Kerja Terhadap Keselamatan Dan Kesehatan Kerja Pada PT Haleyora Power Nazifah Husainah; Hasanah Hasanah; Mohamad Iswandi
Jurnal Ilmiah Dan Karya Mahasiswa Vol. 2 No. 1 (2024): FEBRUARI : JURNAL ILMIAH DAN KARYA MAHASISWA
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jikma.v2i1.1483

Abstract

This research aims to analyze the influence of leadership on occupational safety and health (K3), the influence of the work environment on occupational safety and health (K3), the influence of work discipline on occupational safety and health (K3) and the influence of leadership, environment and work discipline together. the same for occupational safety and health (K3). A quantitative approach is used as this type of research. The population in this study is the project workforce at PT Haleyora Power with 26,215 workers with a sample size of 1,207 workers. The sampling technique used proportional random sampling. The data collection method uses a questionnaire with data analysis through multiple linear analysis. Based on the research results, it was found that the influence of leadership on occupational safety and health was 0.418, the influence of the work environment on occupational safety and health was 0.432, the influence of work discipline on occupational safety and health was 0.418 and the influence of leadership, work environment and work discipline had a simultaneous coefficient on occupational safety and health of 0.910.
Pengaruh Pelatihan dan Budaya Organisasi terhadap Kinerja Karyawan Pada PT. Panca Kharisma Utama Haque, Izzul; Husainah, Nazifah
Jurnal Pendidikan Tambusai Vol. 9 No. 1 (2025)
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jptam.v9i1.26628

Abstract

Tujuan Penelitian ini adalah untuk mengetahui Pengaruh Pelatihan Dan Budaya Organisasi Terhadap Kinerja Karyawan. Penelitian ini menggunakan metode Observasi dan Kuesioner sebagai instrumennya. Adapun respondennya sebanyak 50 Karyawan Pada PT. Panca Kharisma Utama. Dan proses pengambilan sampel yaitu menggunakan Teknis non-Probability sampling dengan menggunakan pendekatan kuantitatif yang bersifat asosiatif dengan menggunakan data primer. Teknik analisis data kuantitatif yang bersifat asosiatif dengan menggunakan data primer. Teknik analisis data yaitu menggunakan SPSS Versi 20. Hasil dari penelitian ini menunjukan bahwa pelatihan berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 8,059>1,678 dan signifikan 0,000 < 0,05, budaya organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 7,929>1,678 dan signifikan 0,000<0,05. Pelatihan dan Budaya Organisasi secara bersama-sama berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai F hitung sebesar 103,547 > 3,20 dan signifikan 0,000 < 0,05.
Employee Recruitment and Development Process: Implementation of Islamic Values Husainah, Nazifah; Maswanto; Yusuf, M; Hidayah, Nur; Putra, Muhammad Dipo Alam Panai
International Journal of Business and Applied Economics Vol. 3 No. 1 (2024): January 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijbae.v3i1.8016

Abstract

This study aims to determine the implementation and suitability of employee recruitment and development applied at Islamic banks in South Tangerang with Islamic values. This research included qualitative descriptive research. Data collection techniques used by means of interviews and documentation. The results showed that the recruitment process at Bank Islam in South Tangerang used a closed method by prioritizing moral values (attitudes) and honesty of these employees. In recruitment that uses closed methods is also less in accordance with Islamic values because it tends to lead to elements of nepotism. So that the employee recruitment process is still less selective. From the employee development process at the Bank, Bank Islam in South Tangerang really realized that valuable assets in the company are employees within the company environment. Training and development applied to Bank bak Islam in South Tangerang not only prioritizes the potential and quality of employees, but Bank Bank Islam in South Tangerang also provides training and development in the form of moral and spiritual.
PENGARUH LINGKUNGAN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN DAERAH AIR MINUM TIRTA KERTA RAHARJA KABUPATEN TANGERANG Auradriana, Febbry; Husainah, Nazifah
Jurnal Review Pendidikan dan Pengajaran Vol. 8 No. 1 (2025): Volume 8 No. 1 Tahun 2025
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jrpp.v8i1.39872

Abstract

Penelitian ini bertujuan untuk mengkaji pengaruh lingkungan kerja dan motivasi kerja terhadap kinerja karyawan pada Perusahaan Daerah Air Minum (PDAM) Tirta Kerta Raharja Kabupaten Tangerang. Dalam penelitian ini, digunakan metode analisis regresi berganda untuk mengetahui hubungan antara kedua faktor tersebut dengan kinerja karyawan. Hasil analisis menunjukkan bahwa lingkungan kerja dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, dengan nilai t-hitung untuk lingkungan kerja sebesar 2,750 (p < 0,05) dan untuk motivasi kerja sebesar 5,465 (p < 0,05). Hasil uji F menunjukkan bahwa model regresi secara keseluruhan signifikan dengan nilai F-hitung 53,615 (p < 0,05).Kesimpulannya, perbaikan dalam lingkungan kerja dan peningkatan motivasi kerja dapat meningkatkan kinerja karyawan secara signifikan. Oleh karena itu, manajemen perusahaan perlu memperhatikan kedua faktor ini untuk meningkatkan produktivitas karyawan dan mencapai tujuan organisasi secara lebih efektif.
PENGARUH GAYA KEPEMIMPINAN DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI PADA DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL JAKARTA BARAT Irawati, Restu; Husainah, Nazifah
Jurnal Review Pendidikan dan Pengajaran Vol. 8 No. 1 (2025): Volume 8 No. 1 Tahun 2025
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jrpp.v8i1.41961

Abstract

Penelitian ini bertujuan untuk menguji pengaruh gaya kepemimpinan dan beban kerja terhadap kinerja pegawai pada Dinas Kependudukan dan Pencatatan Sipil Jakarta Barat. Dengan menggunakan pendekatan kuantitatif, data dikumpulkan dari sampel sebanyak 60 orang yang dipilih melalui metode probability sampling, dengan analisis dilakukan melalui regresi linier berganda dengan menggunakan SPSS Versi 20. Hasil penelitian menunjukkan bahwa gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerja pegawai, yang berarti bahwa menyelaraskan kepemimpinan dengan harapan pegawai akan meningkatkan kinerja. Sementara itu, beban kerja juga mempengaruhi kinerja tetapi bukan merupakan faktor yang dominan. Penelitian ini dibatasi untuk menguji gaya kepemimpinan dan beban kerja dalam kaitannya dengan kinerja pegawai pada organisasi yang ditentukan. Hasil penelitian ini diharapkan dapat membantu manajemen organisasi dalam membuat keputusan yang tepat tentang kepemimpinan dan beban kerja untuk meningkatkan kinerja pegawai secara efektif.
Integrating digital recruitment and employer branding into strategic HRM to foster employee retention through perceived organizational support Husainah, Nazifah; Suhartini, Suhartini; Fachrial, Peppy; Sopyan, Ahmad; Sundari, Pipit
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3271

Abstract

Purpose: This study examines how Digital Recruitment and Employer Branding influence Employee Retention through Perceived Organizational Support (POS), addressing gaps in strategic HRM research regarding the integrated role of digital hiring and employer branding. Research Methodology: A cross-sectional survey involving 200 employees from digitally mature Indonesian organizations was analyzed using PLS-SEM with 5,000 bootstrapped subsamples. The measurement model showed strong reliability and validity (? > .86; CR > .88; AVE > .54), and structural testing evaluated five direct hypotheses and mediation effects. Results: Employer Branding significantly predicts POS and retention, whereas Digital Recruitment enhances POS but shows no direct effect on retention. POS strongly predicts retention and fully mediates the Digital Recruitment–Retention relationship while partially mediating the Employer Branding–Retention link. The structural model explains 43% of POS variance and 51% of retention, supported by medium–large effect sizes and positive Q² values. Conclusions: The findings confirm POS as the key psychological mechanism through which modern HR practices translate into retention outcomes. Employer Branding drives retention both directly and indirectly, while Digital Recruitment contributes indirectly via POS. Limitations: Cross-sectional data limit causal inference, and the digital-sector sample restricts generalizability. Contribution: The study integrates digital recruitment and employer branding within one strategic HRM framework and establishes Digital Recruitment as an empirical antecedent of POS, reinforcing POS’s centrality in digital-era retention strategies.
Big Five Personality Traits and executive meta-competencies: Implications for Strategic decision making Fadli, Fauzan; Husainah, Nazifah; Maswanto, Maswanto
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3333

Abstract

Purpose: This study aims to analyze the relationship between Big Five Personality Traits and strategic decision-making effectiveness at the executive level, while exploring the role of intrinsic meta-competencies that emerge when leaders face moments of isolation and make decisions independently. Methodology/approach: Using a mixed-methods design, the study applies Braun and Clarke’s thematic analysis and Interpretative Phenomenological Analysis (IPA). Data sources include Big Five personality assessments of 50 senior executives and in-depth interviews with eight directors from various strategic industries. Results: Findings reveal that openness to experience and conscientiousness consistently correlate with reflective, structured, and visionary decision-making patterns. The study also identifies that intrinsic meta-competencies such as productive solitude, deep reflection, and resilience in isolation enhance the positive manifestation of these personality traits. Conclusion: The research provides a conceptual foundation for developing a more holistic talent development and succession planning framework, integrating personality traits and internal capacities often overlooked in leadership assessments. Limitations: The study focuses on senior executives in strategic industries, limiting generalizability to other leadership levels or sectors. Additionally, qualitative methods may introduce subjective interpretations. Contribution: This study contributes to leadership psychology and talent management by highlighting the interplay between personality, meta-competencies, and decision-making. It offers practical insights for executive coaching, leadership development programs, and organizational succession planning.
Integrating digital recruitment and employer branding into strategic HRM to foster employee retention through perceived organizational support Husainah, Nazifah; Suhartini, Suhartini; Fachrial, Peppy; Sopyan, Ahmad; Sundari, Pipit
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3271

Abstract

Purpose: This study examines how Digital Recruitment and Employer Branding influence Employee Retention through Perceived Organizational Support (POS), addressing gaps in strategic HRM research regarding the integrated role of digital hiring and employer branding. Research Methodology: A cross-sectional survey involving 200 employees from digitally mature Indonesian organizations was analyzed using PLS-SEM with 5,000 bootstrapped subsamples. The measurement model showed strong reliability and validity (? > .86; CR > .88; AVE > .54), and structural testing evaluated five direct hypotheses and mediation effects. Results: Employer Branding significantly predicts POS and retention, whereas Digital Recruitment enhances POS but shows no direct effect on retention. POS strongly predicts retention and fully mediates the Digital Recruitment–Retention relationship while partially mediating the Employer Branding–Retention link. The structural model explains 43% of POS variance and 51% of retention, supported by medium–large effect sizes and positive Q² values. Conclusions: The findings confirm POS as the key psychological mechanism through which modern HR practices translate into retention outcomes. Employer Branding drives retention both directly and indirectly, while Digital Recruitment contributes indirectly via POS. Limitations: Cross-sectional data limit causal inference, and the digital-sector sample restricts generalizability. Contribution: The study integrates digital recruitment and employer branding within one strategic HRM framework and establishes Digital Recruitment as an empirical antecedent of POS, reinforcing POS’s centrality in digital-era retention strategies.
Co-Authors A. Fauzan Fadlan Adam Adam Ahmad Fauzi Rohman Ahmad Sopyan Al Kessa, Muhammad Stefani Angger Kusumodewi April Gunawan Malau April Gunawan Malau April Gunawan Malau Arum, Weka Arum Purnomo Auradriana, Febbry Azimah Hanifah Azimah Hanifah Cecep Haryanto Cecep Haryoto Cecep Haryoto Cikita Berlian Hakim Darto Desi Satriani Dhiya Fauziah Dirham Okta Raizal, Muhammad Durrotun Nafisah, Bella Mutia Egie Khairunnisa Ramadhini Elvie Maria Eri Kristanto Fachrial, Peppy Fadli, Fauzan Faqih, Annas Al Fauzan Fadli Gofur Ahmad , Abdul Hanifah, Azimah Hapzah Shalsa Sabila Haque, Izzul Harries Madiistriyatno Harries Madiistriyatno, Harries Haryoto, Cecep Haryoto, Cecep Yoto Hasanah hasanah hasanah Hasanah Hasanah Hotman Malau, Jan Ikaputri, Mentari Irawati, Restu Iristian, Jovi Iswan Iswan Iswan Kusumawati, Yasmin Laila Fitriyani Laresen Barasa Latuconsina, Abdul Samad Lenggogeni Lenggogeni Lisna Bantulu Litdya Litdya Litdya, Litdya M Yusuf M Yusuf M. Yusuf M. Yusuf M. Yusuf Marihot Simanjuntak Marsanda, Anis Elsa Maswanto Maswanto Maswanto Maswanto Maswanto Maswanto, Maswanto Mauritz Sibarani Melita Anindia Apriandani Miftahuddin, Hafizh Mohamad Iswandi Muh. Mashuri Masyhuda Muhammad Rendi Ramdhani Muhammad Yusuf Muhtadin, Imam Muksin, Nani Nuraini Najmi Ulya Nandan Limakrisna Nandan Limakrisna Neni Handayani Nindy Sulistia Noor Arida Sofiana Nur Hidayah Nurhayati Nurhayati Peni Cahyati Peni Cahyati, Peni Puji Astuti Purnama, Kurnia Deril Purwaka Hari Prihanto Putra, Muhammad Dipo Alam Panai Qurratul Aini Rahmawan, Huda Setia Raspa Laa Riyanti Riyanti Riyanti Riyanti Rusna Hayati Salsabila Rahman Sambarani, Budi Saptaria, Lina Sasmita, Devi Sastri, Enan Trivansyah Sibarani, Mauritz Sidjabat, Sonya Siti Rosidah Sofwatun Nida, Sofwatun Sovitriana, Rilla Suharta Suhartini Suhartini Sumardi . Sunarti Sundari, Pipit Supiah Ningsih Suryaningrum, Ira Puspitadewi suryawan, ryan firdiansyah Syahputra, Danil Syahputra, Mohammad Alffi Tri Ananto Vegalyra Novantini Samodra Wardana, Wikrama Wibowo, Adityo Ari Wicaksono, Digantara Wijaya Saputra, Dendi Wijaya, Tiara Alfara Wikrama Wardana Yasir Rusadi, Achmad Yosi Pahala, Yosi