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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 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) 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 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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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.
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.
Pengaruh Gaya Kepemimpinan, Lingkungan Kerja, dan Kompetensi Karyawan terhadap Kinerja Karyawan pada PT Tambang Rantau Utama Bhakti Syahputra, Mohammad Alffi; Husainah, Nazifah
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.6037

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan, lingkungan kerja, dan kompetensi karyawan terhadap kinerja karyawan pada PT. Tambang Rantau Utama Bhakti. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei untuk memperoleh gambaran empiris mengenai hubungan antarvariabel yang diteliti. Data diperoleh melalui penyebaran kuesioner terstruktur kepada seluruh karyawan perusahaan sebagai responden penelitian dengan teknik sampling jenuh, sehingga seluruh populasi dijadikan sampel. Instrumen penelitian disusun berdasarkan indikator masing-masing variabel yang relevan dengan kondisi perusahaan dan diukur menggunakan skala Likert lima tingkat. Sebelum dilakukan analisis, data diuji kelayakannya melalui uji validitas dan reliabilitas. Data yang terkumpul kemudian dianalisis menggunakan analisis regresi linier berganda dengan bantuan perangkat lunak SPSS versi 20. Pengujian hipotesis dilakukan secara parsial melalui uji t dan secara simultan melalui uji F untuk mengetahui pengaruh masing-masing variabel independen terhadap kinerja karyawan. Hasil penelitian menunjukkan bahwa secara parsial gaya kepemimpinan dan lingkungan kerja tidak berpengaruh signifikan terhadap kinerja karyawan, sedangkan kompetensi karyawan berpengaruh signifikan terhadap kinerja karyawan. Nilai koefisien determinasi (R²) sebesar 0,471 menunjukkan bahwa gaya kepemimpinan, lingkungan kerja, dan kompetensi karyawan mampu menjelaskan variasi kinerja karyawan sebesar 47,1%, sementara sisanya dipengaruhi oleh faktor lain di luar model penelitian. Temuan ini mengindikasikan bahwa dalam konteks perusahaan pertambangan, kinerja karyawan lebih ditentukan oleh kemampuan, keterampilan, dan sikap kerja individu dibandingkan dengan faktor kepemimpinan dan kondisi lingkungan kerja. Oleh karena itu, perusahaan disarankan untuk memfokuskan upaya peningkatan kinerja melalui pengembangan kompetensi karyawan secara terencana dan berkelanjutan.
PENGARUH LINGKUNGAN KERJA, TINGKAT PENDIDIKAN, MOTIVASI DAN KOMPENSASI TERHADAP KINERJA PEGAWAI YAYASAN IBNU UMAR CIPUTAT Arum, Weka Arum Purnomo; Husainah, Nazifah
MANAJEMEN DEWANTARA Vol 9 No 2 (2025): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v9i2.20188

Abstract

The purpose of this study was to see the influence of the work environment, Education Level, Motivation and Compensation on the performance of employees of the Ibnu Umar Ciputat Foundation. This type of research is quantitative and associative research with the respondents studied being employees who teach at the Ibnu Umar Ciputat Foundation. This study is a population study with a population of 84 respondents. The test tool in this study uses the classical assumption test. The data analysis method used is multiple regression analysis. The results of this study partially indicate that 1) the work environment does not affect employee performance, 2) Education Level has an influence on employee performance, 3) Motivation has an influence on employee performance, 4) Compensation does not affect employee performance. And simultaneously the variables Work Environment, Education Level, Motivation and Compensation together have an influence on employee performance. Keywords: Work Environment, Education Level, Motivation, Compensation, Employee Performance
PENGARUH EMPLOYEE ENGAGEMENT DAN WORKLIFE BALANCE TERHADAP TURNOVER INTENTION DENGAN DIMEDIASI KEPUASAN KERJA Durrotun Nafisah, Bella Mutia; Husainah, Nazifah
Media Riset Bisnis Ekonomi Sains dan Terapan Vol 4, No 2 (2025): Media Riset Bisnis Ekonomi Sains dan Terapan
Publisher : Taksasila Edukasi Insani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71312/mrbest.v4i2.771

Abstract

The purpose of this study is to determine the effect of employee engagement and work-life balance on job satisfaction and its implications on turnover intention among Generation Z employees in South Tangerang City. This study is a quantitative, associative study using primary data. The sample consisted of 230 Generation Z employees in South Tangerang City. Data were collected by distributing 230 questionnaires directly to respondents via Google Forms. The analysis method used was Structural Equation Model – Partial Least Square (SEM-PLS). The results showed that employee engagement and work-life balance had a positive and significant effect on employee job satisfaction. Meanwhile, employee engagement, work-life balance, and job satisfaction had a negative and significant effect on employee turnover intention. Additionally, job satisfaction mediates the influence of employee engagement and work-life balance on turnover intention among Generation Z employees in South Tangerang City.Keywords : employee engagement, job satisfaction, turnover intention, work-life balance
Determinants of Organizational Commitment and Its Influence on Employee Performance at the Youth and Sports Service of South Tangerang City Ikaputri, Mentari; Husainah, Nazifah; Haryoto, Cecep Yoto
Paradoks : Jurnal Ilmu Ekonomi Vol. 9 No. 1 (2026): November - Januari
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v9i1.2050

Abstract

This study investigates the roles of Emotional Intelligence and Spiritual Intelligence in enhancing Employee Performance in the Youth and Sports Office of South Tangerang City, with Organizational Commitment serving as the mediating variable.  Emotional Intelligence and Spiritual Intelligence act as independent factors, whilst Employee Performance is the dependent variable, with Organizational Commitment serving as the intermediary that links them.  Data were collected via questionnaires administered to 165 workers and evaluated using a quantitative methodology with an associative study design.  The investigation used Structural Equation Modeling (SEM) with the Partial Least Squares (SmartPLS) method.  The results indicate that Emotional Intelligence substantially enhances Organizational Commitment, shown by a coefficient of 0.262, and Spiritual Intelligence also has a notable positive effect with a value of 0.339.  Emotional Intelligence has a good direct influence on Employee Performance (0.199), while Spiritual Intelligence also considerably adds (0.235).  Organizational Commitment significantly impacts Employee Performance, with a correlation of 0.295.  The research indicates that both Emotional Intelligence and Spiritual Intelligence significantly improve Employee Performance when mediated by Organizational Commitment, as shown by coefficient values of 0.677 and 0.720, respectively.  These findings underscore the critical importance of corporate commitment in enhancing the impact of emotional and spiritual competencies on employee performance. The author also states that emotional and spiritual intelligence can help improve performance, job satisfaction, and public service, as well as build effective and ethical teams.
Antara Sistem dan Nurani: Dekolonisasi Pengelolaan Human Capital Melalui Epistemologi Islam (Bayani, Burhani, Irfani) Fauzan Fadli; Noor Arida Sofiana; Nazifah Husainah
Jurnal Sekretari Universitas Pamulang Vol. 13 No. 1 (2026): JURNAL SEKRETARI
Publisher : Universitas Pamulang

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

Abstract

ABSTRAK Dalam praktik Human Capital Management (HCM) modern, manusia kerap diperlakukan sebagai objek sistem teknokratis dinilai atas dasar produktivitas, efisiensi, dan data kuantitatif. Paradigma ini mengaburkan dimensi spiritual dan moral dari manusia sebagai subjek bernilai. Artikel ini bertujuan untuk mengeksplorasi alternatif pengelolaan SDM yang lebih etis dan manusiawi melalui pendekatan epistemologi Islam: bayani (normatif- hukum), burhani (rasional-analitik), dan irfani (reflektif-spiritual). Penelitian dilakukan dengan pendekatan kualitatif reflektif, menggunakan desain autoetnografi dan semiotik- naratif, serta teknik analisis tematik berdasarkan metode Braun & Clarke. Data diperoleh dari refleksi naratif, ilustrasi visual, dan 81 responden praktisi HCM melalui survei terbuka. Hasilnya menunjukkan lima tema besar yang menyoroti dehumanisasi sistem, konflik etika, dan pentingnya spiritualitas dalam praktik HCM. Integrasi pendekatan bayani–burhani–irfani terbukti memberikan kerangka yang lebih utuh dalam pengambilan kebijakan SDM. Dengan demikian, epistemologi Islam berperan penting dalam proses dekolonisasi manajemen, dan dapat menjadi fondasi rekonstruksi sistem HCM berbasis nilai. Kata-kata Kunci: Dekolonisasi, human capital, Epistemologi Islam (bayani, burhani, irfani)
The Effect of Training, Motivation and Incentives on Employee Performance at PT. BFI Finance Indonesia TBK. South Tangerang City Haryoto, Cecep; Husainah, Nazifah; Nurhayati, Nurhayati; Hasanah, Hasanah
Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 1 (2023): September: JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v7i1.33907

Abstract

This study aims to examine and analyze the Effect of Training, Motivation, and Incentives on Employee Performance at PT. BFI Finance Indonesia Tbk, South Tangerang City. The independent variables used are training, motivation and incentives, while the dependent variable is employee performance. The data collection method in this study was carried out by distributing questionnaires to 63 respondents to employees of PT. BFI Finance Indonesia Tbk, South Tangerang City. The research method used is an associative quantitative method using primary data. These results indicate that training has a positive and significant effect on employee performance with a calculated t value greater than t table 2.119 > 1.670 and a significant value of 0.038 < 0.05, motivation has a positive and significant effect on employee performance with a t-count value greater than t-table 2.408 > 1.670 and a significant value of 0.019 <0.05, incentives have a positive and significant effect on employee performance with a t-count value greater than t table 2.385 > 1.670 and significant value 0.020 <0.05. Taken together training, motivation and incentives have a significant effect on employee performance with a calculated F value greater than F table 24.295 > 2.76 and a significant value of 0.00 <0.05.
DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE Nazifah Husainah; Harries Madiistriyatno
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 2 (2020): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i2.626

Abstract

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention. The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents. The research method used in this research is descriptive and explanatory survey methods. The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%. Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment. Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%. Partially, organizational commitment has the most dominant influence on employee turnover intentions. The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention. The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development. employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.
Co-Authors Adam Adam 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 Elvie Maria Fachrial, Peppy Fadlan, A. Fauzan 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 Litdya, Litdya M Yusuf M Yusuf M. Yusuf M. Yusuf M. Yusuf Marihot Simanjuntak Marsanda, Anis Elsa Maswanto Maswanto Maswanto Maswanto Maswanto Maswanto, Maswanto Masyhuda, Muh. Mashuri Mauritz Sibarani Miftahuddin, Hafizh Mohamad Iswandi Muhammad Rendi Ramdhani Muhammad Yusuf Muhtadin, Imam Muksin, Nani Nuraini Najmi Ulya Nandan Limakrisna Nandan Limakrisna Neni Handayani Nindy Sulistia Ningsih, Supiah Noor Arida Sofiana Nur Hidayah Nurhayati Nurhayati Peni Cahyati Peni Cahyati, Peni Puji Astuti Purnama, Kurnia Deril Putra, Muhammad Dipo Alam Panai Qurratul Aini Rahmawan, Huda Setia Raspa Laa Riyanti Riyanti Rusna Hayati 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 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