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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 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 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 Media Riset Bisnis Ekonomi Sains dan Terapan Greenation International Journal of Tourism and Management Greenation International Journal of Economics and Accounting Faiyadhah Review of International Economic, Taxation, and Regulations Multidisciplinary Research Studies in Social Sciences
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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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)
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.
Employee Performance and Influenced By Competency, Leadership, and Commitment Nazifah Husainah
Dinasti International Journal of Education Management And Social Science Vol. 4 No. 6 (2023): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v4i6.1998

Abstract

The objective of this study is to examine the impact of competence, leadership, and organizational commitment on performance. A total of 471 employees were selected as the sample for this research. The research design utilized was descriptive and focused on establishing causal relationships. Data analysis was carried out using SPSS version 5. The research instruments included data engineering analysis and hypothesis testing. The findings of the study indicate that the combined variables of competence, leadership, and commitment account for 81.6% of the variance in employee performance. Furthermore, it was observed that there is a significant and tangible influence of competence, leadership, and commitment on employee performance when these factors are considered simultaneously.
The Model of Performance: Building Work Discipline and Organization Culture Peni Cahyati; Nazifah Husainah; Mauritz Sibarani; April Gunawan Malau; Nandan Limakrisna
Dinasti International Journal of Education Management And Social Science Vol. 5 No. 3 (2024): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v5i3.2402

Abstract

This study explores the interrelationships between work discipline, organizational culture, and employee performance within organizations. Drawing on a comprehensive review of existing literature and empirical data collected from various industries, the research highlights how a robust organizational culture fosters work discipline, which in turn enhances overall performance. The findings indicate that organizations with a strong, supportive culture are more likely to instill a sense of discipline among employees, leading to increased productivity, decreased absenteeism, and higher employee engagement. Furthermore, the paper identifies key cultural characteristics that promote discipline and suggests practical strategies for leaders to cultivate an environment that aligns with organizational goals. Ultimately, this research underscores the critical role of organizational culture in driving performance and provides a framework for future studies to explore the nuances of these dynamics.
How to Build Employee Motivation and Performance Nazifah Husainah
Greenation International Journal of Economics and Accounting Vol. 1 No. 2 (2023): (GIJEA) Greenation International Journal of Economics and Accounting (June 2023
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v1i2.38

Abstract

The purpose of this research is to assess how leadership style, organizational commitment, and motivation impact the performance of employees in the Manufacturing Industries of West Kalimantan. The study utilizes a combination of descriptive and explanatory surveys, with a sample size consisting of 450 employees. Path analysis is the chosen statistical analysis method for this research. The results of the study demonstrate that leadership style, organizational commitment, and work motivation collectively exert a positive and substantial influence on employee performance within the Manufacturing Industries of West Kalimantan. Additionally, it is apparent that motivation plays a prominent role in shaping employee performance.
Pendidikan Islam dalam Konteks Makro dan Mikro: Implementasi Konsep dan Praktik di Pondok Pesantren Darunnajah Jakarta Selatan Nazifah Husainah; Neni Handayani; Suharta; Najmi Ulya; Raspa Laa
Reslaj: Religion Education Social Laa Roiba Journal Vol. 7 No. 9 (2025): RESLAJ: Religion Education Social Laa Roiba Journal
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/reslaj.v7i9.8675

Abstract

Islamic education plays a strategic role in shaping students’ character, spiritual depth, and social competence. At the macro level, it is integrated into national policy frameworks, the formal education system, and broader challenges posed by globalization and modernization. At the micro level, Islamic education is realized through everyday practices within educational institutions, notably in pesantren. This study explores the implementation of Islamic education in the micro context of Pondok Pesantren Darunnajah Ulujami, South Jakarta, focusing on classroom learning, social interaction, and students’ daily life activities. Employing a qualitative approach with an exploratory case study design, data were collected through in-depth interviews, participatory observation, and document analysis. The study identifies five key themes: the alignment between national and local visions, the presence of transformational leadership, active community involvement, managerial innovation, and limitations in human resource capacity. The findings also highlight major challenges such as imbalanced curricula and organizational resistance to change. Nevertheless, the pesantren adopts effective strategies including continuous professional development, contextual curriculum development, and alumni engagement to strengthen institutional resilience. The study underscores the significance of integrating macro policy with micro-level implementation to build an adaptive, sustainable, and contextually relevant model of Islamic education that addresses both national goals and local realities.
Pengaruh Motivasi Kerja, Budaya Organisasi, dan Lingkungan Kerja Terhadap Kinerja Karyawan Fakultas Ekonomi dan Bisnis UIN Syarif Hidayatullah Jakarta Salsabila Rahman; Nazifah Husainah
eCo-Fin Vol. 8 No. 1 (2026): eCo-Fin
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/ef.v8i1.3572

Abstract

Kinerja karyawan menjadi isu penting pada institusi pendidikan tinggi karena berhubungan langsung dengan mutu layanan akademik dan efektivitas organisasi. Data internal Fakultas Ekonomi dan Bisnis UIN Syarif Hidayatullah Jakarta memperlihatkan fluktuasi capaian kinerja dalam beberapa tahun terakhir, sehingga diperlukan pemahaman faktor-faktor yang berkaitan dengan kondisi tersebut. Tujuan kajian ini mengkaji keterkaitan motivasi kerja, budaya organisasi, dan lingkungan kerja dengan kinerja karyawan. Pendekatan kuantitatif asosiatif menjadi dasar analisis. Data primer bersumber dari kuesioner dan observasi terhadap 58 karyawan. Pengolahan data berbantuan SPSS versi 20 melalui uji regresi linear berganda. Evaluasi parsial memanfaatkan uji t, sedangkan evaluasi simultan memanfaatkan uji F. Hasil uji t memperlihatkan motivasi kerja dan budaya organisasi memiliki nilai signifikansi < 0,05 dengan nilai t masing-masing 4,230 dan 3,861, sedangkan lingkungan kerja memiliki nilai signifikansi 0,277. Uji F menghasilkan nilai F sebesar 86,945 dengan signifikansi 0,000. Kesimpulan menegaskan bahwa motivasi kerja dan budaya organisasi berkaitan erat dengan kinerja karyawan, sementara lingkungan kerja tidak memiliki peran yang bermakna secara parsial. Secara simultan, ketiga variabel berkontribusi dalam menjelaskan variasi kinerja karyawan.
Pengaruh Motivasi, Lingkungan Kerja, dan Disiplin Kerja terhadap Kinerja Karyawan BPSDM Kementerian Energi dan Sumber Daya Mineral Melita Anindia Apriandani; Nazifah Husainah
eCo-Fin Vol. 8 No. 1 (2026): eCo-Fin
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/ef.v8i1.3573

Abstract

Kinerja karyawan menentukan keberhasilan organisasi publik dalam menjalankan fungsi layanan dan pengembangan sumber daya manusia. BPSDM Kementerian ESDM menunjukkan fluktuasi capaian kinerja pada periode 2022–2024, terutama pada aspek hasil kerja dan konsistensi perilaku. Kondisi ini mendorong analisis faktor internal yang berkaitan dengan kinerja karyawan. Studi ini menilai peran motivasi kerja, lingkungan kerja, dan disiplin kerja dalam membentuk kinerja karyawan. Pendekatan kuantitatif asosiatif diterapkan dengan teknik sensus. Seluruh karyawan BPSDM ESDM berjumlah 60 orang dilibatkan sebagai responden. Data diperoleh melalui kuesioner terstruktur dan observasi lapangan, lalu dianalisis dengan regresi linear berganda berbantuan SPSS versi 25. Hasil uji t menunjukkan nilai 2,249 pada motivasi kerja dan 5,069 pada disiplin kerja, sedangkan lingkungan kerja memiliki nilai 0,932. Nilai uji F tercatat 0,000, yang menandakan hubungan simultan ketiga variabel dengan kinerja karyawan. Temuan ini menegaskan bahwa motivasi dan disiplin menjadi faktor utama dalam perbaikan kinerja aparatur BPSDM, sementara lingkungan kerja berperan sebagai pendukung sistem kerja.
Pengaruh Pelatihan, Kompetensi, dan Motivasi Kerja Terhadap Kinerja Karyawan PT. Pertamina Corporate University Egie Khairunnisa Ramadhini; Nazifah Husainah
eCo-Fin Vol. 8 No. 1 (2026): eCo-Fin
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/ef.v8i1.3648

Abstract

Tujuan kajian ini mengkaji keterkaitan pelatihan, kompetensi, dan motivasi kerja dengan kinerja karyawan pada Pertamina Corporate University. Pendekatan kuantitatif asosiatif diterapkan dengan analisis regresi linear berganda untuk menilai hubungan parsial dan simultan antarvariabel. Teknik sampling jenuh digunakan dengan melibatkan seluruh 56 karyawan sebagai responden, sehingga data merepresentasikan kondisi populasi secara utuh. Pengumpulan data melalui kuesioner terstruktur dengan skala Likert, kemudian dianalisis melalui uji validitas, reliabilitas, serta pengujian asumsi klasik sebelum tahap regresi. Variabel pelatihan memiliki nilai t hitung -0,013 dengan signifikansi 0,990, sedangkan motivasi kerja memiliki nilai t hitung -0,328 dengan signifikansi 0,744, sehingga keduanya tidak memiliki keterkaitan signifikan dengan kinerja karyawan. Sebaliknya, kompetensi memiliki nilai t hitung 5,042 dengan signifikansi 0,000, yang mencerminkan keterkaitan signifikan dengan kinerja karyawan. Dengan nilai F hitung 40,035 dengan signifikansi 0,000, yang menandakan bahwa pelatihan, kompetensi, dan motivasi kerja secara simultan berkaitan signifikan dengan kinerja karyawan. Kesimpulan kajian ini menegaskan bahwa kompetensi menjadi faktor utama dalam pembentukan kinerja karyawan, sementara pelatihan dan motivasi kerja berperan sebagai pendukung dalam kerangka peningkatan kinerja secara menyeluruh.
Pengaruh Kompetensi, Budaya Organisasi dan Motivasi Kerja Terhadap Kinerja Karyawan Pada PT. Panca Kharisma Utama Rusna Hayati; Nazifah Husainah; Cecep Haryanto; M. Yusuf
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 4 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i4.6819

Abstract

This research aims to know and analyze the influence of Competence, Organizational Culture and Work Motivation to Employee Performance Variable at PT Panca Kharisma Utama. The independent variables used are Competence, Organizational Culture and Work Motivation, while the dependent variables are Employee Performance. The data collection method in this research was carried out by distributing questionnaires to 60 respondents from PT. Panca Kharisma Utama. The research method used is a quantitative method that is associative in nature using primary data. and the data analysis model used is adalah IBM Statistical Product and Service Solutions (SPSS) 27. The results of this research show Competence,has a positive and significant effect on employee performance with a coefficient value of “0,134”, Organizational Culture has a positive and significant effect on Employee Performance with a coefficient value of “0,535”, Work Motivation has a positive and significant effect on Employee Performance with a coefficient value of “0,126”, and Competence, Organizational Culture and Work Motivation has a positive and significant effect on employee performance with a coefficient value of “0,885” .
Co-Authors A. Fauzan Fadlan Adam Adam Adityo Ari Wibowo Ahmad Fauzi Rohman Ahmad Sopyan Al Kessa, Muhammad Stefani Angger Kusumodewi April Gunawan Malau April Gunawan Malau April Gunawan Malau Auradriana, Febbry Azimah Hanifah Azimah Hanifah Bantulu, Lisna Bella Mutia Durrotun Nafisah Cecep Haryanto Cecep Haryoto Cecep Haryoto Cecep Yoto Haryoto Cikita Berlian Hakim Dadang Dadang Daman Sudarman Danil Syahputra Darto Dendi Wijaya Saputra Desi Satriani Dhiya Fauziah 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 Haryoto, Cecep Hasanah hasanah hasanah Hasanah Hasanah Herwina Bahar Hotman Malau, Jan Imam Muhtadin Imam Mujtaba Irawati, Restu Iristian, Jovi Iswan Iswan Iswan Iswan Kusumawati, Yasmin Laila Fitriyani Laresen Barasa Latuconsina, Abdul Samad Lenggogeni Lenggogeni Litdya Litdya Litdya, Litdya Loretna Haryatno 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 Mentari Ikaputri Miftahuddin, Hafizh Mohamad Iswandi Muh. Mashuri Masyhuda Muhamad Bima Herlambang Muhamad Riski Askha Muhamad Rohid Al Candra Muhammad Rendi Ramdhani Muhammad Yusuf Muksin, Nani Nuraini Najmi Ulya Nandan Limakrisna Nandan Limakrisna Neni Handayani Nindy Sulistia Noor Arida Sofiana Nur Hidayah Nurhayati Nurhayati Nurmalina Nurmalina 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 Saiful Bahri Saiful Bahri Salsabila Rahman Sambarani, Budi Saptaria, Lina Sasmita, Devi Sastri, Enan Trivansyah Sibarani, Mauritz Siti Rosidah Sofwatun Nida, Sofwatun Sovitriana, Rilla Suharta Suhartini Suhartini Sumardi . Sunarti Sunarti Sunarti Sundari, Pipit Supiah Ningsih Suryaningrum, Ira Puspitadewi suryawan, ryan firdiansyah Syahputra, Mohammad Alffi Tri Ananto Vegalyra Novantini Samodra Vita Nur Wardana, Wikrama Weka Arum Purnomo Wicaksono, Digantara Wijaya, Tiara Alfara Wikrama Wardana Yasir Rusadi, Achmad Yosi Pahala, Yosi Ziyan Abdurrahman Assahri