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All Journal JAM : Jurnal Aplikasi Manajemen Jurnal Informatika dan Teknik Elektro Terapan Asia-Pacific Management and Business Application Sketsa Bisnis EQIEN - JURNAL EKONOMI DAN BISNIS Santhet: (Jurnal Sejarah, Pendidikan Dan Humaniora) Jurnal Ilmiah Edunomika (JIE) Jurnal Ilmiah Manajemen Kesatuan Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Transekonomika : Akuntansi, Bisnis dan Keuangan PRIMA : Portal Riset dan Inovasi Pengabdian Masyarakat Indonesian Journal of Business Analytics (IJBA) JURNAL ECONOMINA Inkubis: Jurnal Ekonomi dan Bisnis Indonesia Auditing Research Journal The Eastasouth Management and Business Innovative: Journal Of Social Science Research Sanskara Manajemen dan Bisnis Science Contribution to Society Journal Argopuro: Jurnal Multidisiplin Ilmu Bahasa Jurnal Manajemen dan Kewirausahaan Taawun: Jurnal Pengabdian kepada Masyarakat Khazanah Sosial Proceeding of Community Service and Engagement
Fariz
Universitas Telkom
Religion Aerospace Engineering Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Mechanical Engineering Nursing Public Health Social Sciences Veterinary Other

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Unlocking the Human Capital Paradox: Innovation Culture and Organizational Competence as Dual Mediators of Institutional Performance in Indonesian Private Business Colleges Tutik Winarsih; Fariz Fariz
Sanskara Manajemen Dan Bisnis Vol. 4 No. 03 (2026): Sanskara Manajemen dan Bisnis (SMB)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/smb.v4i03.831

Abstract

Private higher education institutions in Indonesia, particularly Sekolah Tinggi Ilmu Ekonomi (STIE) in East Java, face a human capital paradox in which a high proportion of doctoral-qualified staff does not automatically improve institutional performance. Grounded in Resource Orchestration Theory and Dynamic Capability View, this study examines whether Innovation Culture mediates the relationship between Human Capital Readiness and Organizational Performance, and whether Organizational Competence mediates the relationship between Organizational Learning and Organizational Performance. Using a quantitative cross- sectional design and PLS-SEM, data were collected from 312 permanent lecturers and structural officials across 38 accredited STIEs in East Java. The findings show that Innovation Culture fully mediates the Human Capital Readiness–Organizational Performance relationship, while Organizational Competence partially mediates the Organizational Learning–Organizational Performance relationship. These results confirm the Value-Activation Model and show that strategic resources produce measurable performance only when activated through cultural and competence-based mechanisms. The study offers practical direction for STIE leaders seeking to improve institutional performance under resource constraints.
The Effect of Workload and Physical Facility Infrastructure on the Performance of Security Personnel Kemala Widya Paramita; Ratri Wahyuningtyas; Fariz
Indonesian Journal of Business Analytics Vol. 5 No. 6 (2025): December 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i6.15944

Abstract

This study analyzes the effect of workload and physical facility infrastructure on the performance of security personnel at DEF University using a quantitative approach based on the Job Demands-Resources Model. Data were collected from 176 respondents (56.2% of 313 personnel) using a 37-item questionnaire based on SWAT and CPTED, and analyzed via PLS-SEM with 5,000 bootstrap iterations. The results show that infrastructure has a dominant effect (β=0.682; p<0.001) on performance, while workload is not significant (β=-0.115; p=0.074), confirming a significant buffering effect (β=-0.214; p=0.010). These findings suggest prioritizing investments in surveillance technology and communication systems as a strategy to mitigate extreme workload, with managerial implications including a roadmap for enhancing job resources to ensure sustainable campus security performance.
Mitigating Quiet Quitting among Generation Z: Strengthening Organizational Citizenship Behavior through Perceived Organizational Support, Transformational Leadership, and Employee Engagement fariz, fariz; Latanssa, Seira
APMBA (Asia Pacific Management and Business Application) Vol. 15 No. 1 (2026)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/

Abstract

Quiet quitting has drawn growing attention as a workforce phenomenon frequently attributed to Generation Z, yet existing evidence remains mixed, and Indonesian research on its organizational antecedents is scarce. This study examined how Perceived Organizational Support (POS) and Transformational Leadership (TL) influenced Organizational Citizenship Behavior (OCB) among Generation Z employees in Jakarta, with Employee Engagement (EE) as a mediating mechanism, integrating Social Exchange Theory and Self-Determination Theory. Data were collected from 340 employees through a cross-sectional online survey using homogeneous purposive sampling and analyzed via PLS-SEM. All seven hypothesized relationships were supported. POS and TL positively predicted both EE and OCB, EE positively predicted OCB, and EE partially and complementarily mediated the POS-OCB and TL-OCB relationships. POS and TL jointly explained 51.7% of the variance in EE and, together with EE, 58.7% of the variance in OCB, with predictive relevance confirmed through PLSpredict and CVPAT. Findings indicate that engagement functions as a key psychological mechanism converting organizational support and leadership quality into voluntary citizenship behavior, offering theoretical extension to OCB literature and practical guidance for cultivating sustainable, autonomy-supportive work conditions among Indonesia’s largest emerging workforce cohort.
Learning Management System, Employee Engagement, and Employee Performance: A Mediation Analysis in Pharmaceutical Retail I Putu Cahya Swandhika Negara; Fariz Fariz
Inkubis : Jurnal Ekonomi dan Bisnis Vol. 8 No. 2 (2026): INKUBIS Jurnal Ekonomi Dan Bisnis
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/inkubis.v8i2.343

Abstract

Background: Digital transformation encourages healthcare organizations to adopt Learning Management Systems (LMS) for flexible and measurable employee development. However, prior studies report inconsistent direct and mediated effects of LMS on performance, particularly in pharmaceutical retail. Objective: This study examines the effects of LMS implementation on employee engagement and performance at ApotekKU Bali, including the mediating role of employee engagement. Methods: A quantitative design and purposive sampling with a saturated (census) approach were applied. Of 413 questionnaire respondents, 409 met the analysis criteria. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). Results: LMS implementation positively affected employee engagement (β = 0.714; p < 0.05), while employee engagement positively affected performance (β = 0.718; p < 0.05). LMS had no significant direct effect on performance (β = 0.090; p > 0.05). Employee engagement fully mediated this relationship (indirect effect = 0.512; p < 0.05; VAF = 85.1%). The model explained 51.0% of employee engagement variance and 61.6% of performance variance. Conclusion: LMS improves performance through employee engagement rather than directly. Organizations should combine technological implementation with strategies that strengthen employees’ psychological engagement in digital learning.
Kompensasi Terkait Kinerja Karyawan, Manajemen Kinerja, dan Manajemen Talenta: Mediasi Kepuasan Kerja di Industri Layanan Inspeksi dan Sertifikasi Muhammad Luthfi Fadillah; Fariz Fariz
Inkubis : Jurnal Ekonomi dan Bisnis Vol. 8 No. 2 (2026): INKUBIS Jurnal Ekonomi Dan Bisnis
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/inkubis.v8i2.359

Abstract

Latar belakang: Perusahaan layanan inspeksi dan sertifikasi sangat bergantung pada kualitas tenaga kerja mereka, karena akurasi teknis, kepatuhan terhadap standar, dan layanan yang cepat merupakan faktor penting untuk menjaga kredibilitas organisasi. Menurut data survei keterlibatan karyawan, meskipun tingkat keterlibatan karyawan meningkat, beberapa atribut manajemen SDM seperti kompensasi, manajemen kinerja, dan manajemen talenta justru menurun. Kondisi ini menunjukkan adanya kesenjangan antara kebijakan SDM dan karier karyawan,  Hal ini memengaruhi kepuasan kerja dan kinerja karyawan. Tujuan: Studi ini bertujuan menganalisis dampak kepuasan kerja, manajemen kinerja, dan manajemen talenta terhadap kinerja karyawan dengan menggunakan kepuasan kerja sebagai parameter. Metode: Studi ini menggunakan pendekatan kuantitatif, desain studi deskriptif, dan teknik sampling acak berstrata proporsional. Data dikumpulkan melalui kuesioner yang didistribusikan kepada 255 karyawan dan dianalisis menggunakan pemodelan persamaan struktural (PLS-SEM). Hasil:  Hasil menunjukkan bahwa kompensasi, manajemen kinerja, dan manajemen talenta memiliki dampak positif dan signifikan terhadap kepuasan kerja. Selain itu, ketiga variabel ini memiliki dampak positif dan signifikan terhadap kinerja karyawan. Kepuasan kerja telah terbukti bertindak sebagai mediator parsial dalam hubungan antara kompensasi, manajemen kinerja, manajemen talenta, dan kinerja karyawan. Di antara ketiga variabel ini, manajemen talenta memiliki dampak paling langsung terhadap kinerja karyawan. Hasil ini menunjukkan bahwa praktik manajemen SDM yang efektif meningkatkan kepuasan kerja dan berkontribusi pada peningkatan kinerja karyawan. Kesimpulan: Perusahaan harus mengintegrasikan sistem kompensasi, manajemen kinerja, dan pengembangan talenta untuk mendukung evaluasi peningkatan kinerja dan layanan sertifikasi.
Co-Authors Agus Ariyanto Apolonia Due Arief Nurdiannova Qurochman Aris Mindarwanto Aryo Putra Ardhitianto Athillah Irba Salsalbilah Bryllian Ramadhany Rachmania Dzikri Maulana Muhammad Endang Sumiyati Eni Nurhayati Farida Farida Fitri, Anindo Saka Galuh Sudarawerti Hadi, Muhammad Nail Hafidulloh, Hafidulloh I Putu Cahya Swandhika Negara Ira Ningrum Resmawa, Ira Ningrum Kemala Widya Paramita Kharisma, Mita Kurniawan Adi Prayitno Kurniawati, Rohmah Latanssa, Seira Mega Cahyani Mita Kharisma Mokhamad Farid Rokhman Muchammad Muzakki Muhamad Imron Muhammad Luthfi Fadillah Muhammad Nail Hadi Muhkhamad Edris Mujitabah Mujitabah Nanang Kosim Nurdiannova, Arief Putra, Robby Alamsyah Satriya Rafli Mahdavika Ramadhan Ratri Wahyuningtyas Reny Setyowaty Rina Djunita Pasaribu Sakti, Yudha Perwira Bima Setiawan, Muhammad Surya Adhi Sholihin, Achmad Siti Aisyah Sutikto Sutjipto, Riza Syamsul Arifin Thoriq Baharsyah Turnawan, Adhi Tutik Winarsih Untoro, Wido Waloyo, Waloyo