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All Journal JPM17: Jurnal Pengabdian Masyarakat RJABM (Research Journal of Accounting and Business Management) JURNAL ILMIAH M-PROGRESS Jurnal Pelayanan dan Pengabdian Masyarakat (Pamas) Jurnal GeoEkonomi BAKTI BANUA : JURNAL PENGABDIAN KEPADA MASYARAKAT Jurnal Ilmiah Raflesia Akuntansi Action Research Literate (ARL) Indo-MathEdu Intellectuals Journal Annals of Human Resource Management Research Journal of Comprehensive Science Edu Research : Jurnal Penelitian Pendidikan Journal of Artificial Intelligence and Digital Business Jurnal Global Ilmiah Jurnal Pengabdian Masyarakat dan Riset Pendidikan Horizon: Indonesian Journal of Multidisciplinary Journal of Nonformal Education JURDIASRA
Sunarto Sunarto
Universitas 17 Agustus 1945 Samarinda
Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Social Sciences Other

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Journal : indo-mathedu intellectuals journal

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Pengaruh Kompetensi Sumber Daya Manusia Terhadap Efektivitas Penyusunan Anggaran Perusahaan Devi Indah Sari; Sunarto
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.5972

Abstract

The effectiveness of a company's budgeting is significantly influenced by the competence of the human resources involved in the budget planning and management process. This study aims to analyze the influence of human resource competence on the effectiveness of a company's budgeting. The study used a quantitative approach with an associative method. The study population consisted of employees involved in the budgeting process, such as those in finance, accounting, planning, budget administration, and work unit managers. Data were collected through questionnaires and analyzed using simple linear regression. Human resource competence was measured through indicators of financial knowledge, technical skills, analytical ability, work experience, mastery of information technology, communication, and integrity, while budgeting effectiveness was measured based on planning accuracy, budget quality, and budget target achievement. The results showed that human resource competence had a positive and significant effect on the effectiveness of a company's budgeting. This finding indicates that improving employee competence can support more accurate, effective, and aligned budgeting in line with organizational goals. Therefore, developing human resource competence needs to be a primary concern for companies in efforts to improve the quality of budget management.
Pengaruh AI Anxiety Terhadap Turnover Intention Karyawan dengan Psychological Safety sebagai Variabel Intervening Sunarto Sunarto; Rika Anggraeni Hastuti; Christin Melany Sunur; Yovita Grasia; Florentina Fety; Muhammad Alif Baihaki
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.6171

Abstract

Perkembangan teknologi Kecerdasan Buatan (Artificial Intelligence/AI) yang semakin pesat telah membawa perubahan besar pada dunia kerja. Meskipun penerapan AI ditujukan untuk meningkatkan efektivitas dan produktivitas, kehadirannya juga menimbulkan dampak psikologis berupa kecemasan pada karyawan yang dikenal sebagai AI Anxiety. Kondisi ini memunculkan kekhawatiran terkait kemungkinan kehilangan pekerjaan serta ketidakmampuan dalam menyesuaikan diri dengan perubahan teknologi, yang pada akhirnya dapat meningkatkan Turnover Intention atau keinginan karyawan untuk meninggalkan organisasi. Penelitian ini bertujuan untuk menguji pengaruh AI Anxiety terhadap Turnover Intention serta menganalisis peran Psychological Safety sebagai variabel mediasi. Penelitian menggunakan pendekatan kuantitatif dengan desain kausalitas. Data diperoleh melalui penyebaran kuesioner kepada karyawan pada perusahaan yang telah mengimplementasikan teknologi AI, kemudian dianalisis menggunakan metode Structural Equation Modeling–Partial Least Squares (SEM-PLS). Hasil penelitian menunjukkan bahwa AI Anxiety berpengaruh positif dan signifikan terhadap Turnover Intention, serta berpengaruh negatif dan signifikan terhadap Psychological Safety. Selain itu, Psychological Safety terbukti memiliki pengaruh negatif dan signifikan terhadap Turnover Intention serta mampu memediasi hubungan antara kecemasan terhadap AI dan keinginan untuk berpindah kerja. Dengan demikian, penelitian ini menegaskan bahwa rasa aman secara psikologis menjadi faktor penting dalam mengurangi dampak negatif transformasi teknologi terhadap upaya mempertahankan karyawan dalam organisasi.
Peran Human AI-Collaboration dalam Meningkatkan Adaptive Performance Karyawan: Studi pada Perusahaan Digital Indonesia Sunarto Sunarto; Yobel Christian Manurung; Indardi Putra Aulyak; Sandy Kosasih; Arya Putra Ramadhan; Aditya Dwi Fernanda
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.6294

Abstract

Penelitian ini bertujuan untuk menganalisis peran kolaborasi manusia dan kecerdasan buatan (Human AI-Collaboration) dalam meningkatkan adaptive performance karyawan pada perusahaan digital di Indonesia. Di tengah pesatnya transformasi digital, kemampuan karyawan untuk beradaptasi dengan perubahan menjadi kunci keberlangsungan organisasi. Penelitian ini menggunakan pendekatan kuantitatif deskriptif dengan penyebaran kuesioner kepada 120 responden yang merupakan karyawan perusahaan digital di Indonesia. Instrumen penelitian menggunakan skala Likert 1-5 pada empat dimensi utama, yaitu: intensitas penggunaan AI dalam pekerjaan, kualitas kolaborasi manusia-AI, kemampuan adaptasi kognitif, dan peningkatan kinerja adaptif. Hasil penelitian menunjukkan nilai grand mean sebesar 4,06 yang berada pada kategori 'Setuju'. Dimensi kualitas kolaborasi manusia-AI memperoleh nilai tertinggi sebesar 4,21, sementara dimensi kemampuan adaptasi kognitif memperoleh nilai terendah sebesar 3,88. Sebanyak 84% responden menyatakan bahwa Human AI-Collaboration berkontribusi positif terhadap peningkatan adaptive performance mereka. Penelitian ini menyimpulkan bahwa integrasi AI dalam lingkungan kerja digital, disertai dukungan pelatihan dan kebijakan organisasional yang tepat, mampu secara signifikan meningkatkan adaptive performance karyawan
Generative AI Readiness dan Innovative Work Behavior: Peran Mediasi Learning Agility Karyawan Sunarto Sunarto; Mey Ratu Vilanita; Nabila Farah Davina; Misel Thomas Sarira; Tassia
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.6466

Abstract

This research is motivated by the unclear extent to which employee readiness to face Generative AI influences innovative work behavior, as well as the role of Learning Agility in strengthening this relationship. This study aims to examine the effect of Generative AI Readiness on Innovative Work Behavior with Learning Agility as a mediating variable. The study used a quantitative approach through a survey of employees from various organizational sectors that have adopted or are preparing to implement AI technology. Data were collected using a structured questionnaire and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method. The results showed that Generative AI Readiness has a positive and significant effect on Learning Agility and Innovative Work Behavior. In addition, Learning Agility also has a positive effect on Innovative Work Behavior and is proven to significantly mediate the relationship between Generative AI Readiness and Innovative Work Behavior. These findings indicate that employee readiness in facing Generative AI not only has a direct impact on innovative work behavior but also strengthens learning and adaptation abilities that drive innovation. This research provides theoretical contributions to the study of technology-based organizational behavior as well as practical implications for organizations in developing digital competencies and employee learning.
Model Pengelolaan SDM Berbasis Fiqih Muamalah pada Program Makan Bergizi Gratis di Indonesia Sunarto; Marlina, Leny; Paramitha, Ririn; suprianto, Edi; Aditama, Sandi; Pratama, Basma Arfei; Ibrahim, Dewi Samsinar
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.6513

Abstract

The Free Nutritious Meal Program (MBG) is a national policy aimed at improving the nutritional quality of the community, reducing stunting, and supporting human resource development towards Golden Indonesia 2045. However, the success of this program depends not only on the funding and distribution aspects, but also on the management of human resources (HR) involved in it. This study aims to develop a HR management model for the MBG Program based on the principles of Fiqh Muamalah. This study uses a qualitative approach with a literature study method. Data were collected through a review of regulations, scientific literature, and policy documents related to the MBG, then analyzed using content analysis techniques to identify, classify, and interpret patterns of meaning related to the principles of Fiqh Muamalah in HR management. The results of the study indicate that the principles of trustworthiness, justice (ʿadl), transparency (syafafiyah), professionalism (itqān), and benefit (maṣlaḥah) can be used as the basis for HR management in the MBG program. The resulting model encompasses five main components: competency- and integrity-based recruitment, sustainable human resource development, a fair compensation system, Sharia-compliant accountability oversight, and welfare-oriented performance evaluation. This model is expected to strengthen the effectiveness of MBG implementation while improving the quality of public governance based on Islamic values.
Strategi Pengembangan SDM pada Implementasi Program Makan Bergizi Gratis Menuju Indonesia Emas 2045 Sunarto; Huan, Charissa Viony; Saputri, Khiranie Yunanda; Saputri, Dwi Nur; Wahyuni, Nur; Sianturi , Fitri Jasmine; Rini , Maria Ollivia
Indo-MathEdu Intellectuals Journal Vol. 7 No. 3 (2026): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i3.6548

Abstract

The Free Nutritional Meals (MBG) Program faces a major challenge in the readiness of human resources (HR) implementers at various levels. This study aims to analyze HR development strategies in the implementation of the MBG Program and formulate a HR development model relevant to the program's needs and future challenges. The study used a descriptive qualitative approach through a literature review. The analyzed literature was selected based on criteria of relevance to the MBG topic, public sector HR development, nutrition policy, as well as scientific publications and official government documents published in the last ten years. The data analysis technique was carried out through content analysis with the stages of grouping themes, interpretation, and synthesis of findings. The results of the study indicate that HR development in the MBG Program needs to focus on improving technical competency, strengthening digital competency, developing collaborative leadership, establishing a work culture with integrity, and implementing results-based performance evaluation. The resulting HR development model integrates a human capital development approach with the principles of effective public governance to support the sustainability of the MBG Program.  
Spiritual Leadership dan Employee Engagement Terhadap Produktivitas SDM Syariah Marlina, Leni; Misnah; Urbac, Juliyani; Wangge, Trivonia Dona Lau; Febriyanto; Sunarto, Sunarto
Indo-MathEdu Intellectuals Journal Vol. 7 No. 4 (2026): Indo-MathEdu Intellectuals Journal (In-Press)
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v7i4.7191

Abstract

Human resource (HR) productivity in sharia-based organizations is a crucial aspect in enhancing organizational effectiveness and competitiveness. However, increased productivity is influenced not only by technical competence but also by leadership factors based on spiritual values ​​and employee engagement to the organization. This study aims to analyze the role of spiritual leadership and employee engagement in improving HR productivity in sharia-based organizations. This study used a library research method with a qualitative approach. Research data were obtained through a review of various relevant literature, such as scientific articles, books, and other academic sources that discuss spiritual leadership, employee engagement, and HR productivity from a sharia perspective. Data were analyzed using content analysis techniques through the stages of identification, grouping, interpretation, and synthesis of various literature findings. The results of the study indicate that spiritual leadership plays a role in building employee values, motivation, and commitment through leadership oriented towards meaning, ethics, and spiritual values. In addition, employee engagement is a crucial factor in driving involvement, loyalty, and increased work productivity. Thus, the integration of spiritual leadership and employee engagement can be a strategy for sharia-based organizations in developing productive and sustainable HR.
Co-Authors A. Harits Nu'man A. Harits Nu'man Aditama, Sandi Aditya Dwi Fernanda Akhmad Al Aidhi Allysa Febriana Amalia, Ima Armadin Armadin Arya Putra Ramadhan Ashadi Achmadin Butet Sinaga Camelia Verahastuti Catur Kumala Dewi Catur Kumala Dewi Catur Kumala Dewi Chanzul Rijadi Christin Melany Sunur Daniel Happy Putra Danna Solihin Devi Indah Sari Eka Yudhyani Faizal Reza Febriyanto Florentina Fety Goutty Ranti Heriyanto Heriyanto Heriyanto Heriyanto Heriyanto Herlina, Tri Dara Huan, Charissa Viony Ibrahim, Dewi Samsinar Ida Ayu Putu Sri Widnyani Ima Amaliah Imam Nazarudin Latif Indardi Putra Aulyak Ivana Nina Esterlin Barus, Ivana Nina Esterlin Jaya Mualimin Junita Yotam Kelfin Sarira Leni Marlina Lukman Priyandono M.Maulana Aprizal Marjoni Rachman Meidina Rahma Utami Mey Ratu Vilanita Misel Thomas Sarira Misnah Misnah Muhammad Alif Baihaki Muhammad Maulana Muhammad Umar Muhardi Muklisin Muklisin Nabila Farah Davina Nordiana Nordiana Nur Wahyuni Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurmiati B Paramitha, Ririn Pratama, Basma Arfei Putri Elita Sari Rika Anggraeni Hastuti Rina Mashitoh Rina Masithoh Haryadi Rina Masitoh Haryadi Rini , Maria Ollivia Ririn Paramitha Sandy Kosasih Saputri, Dwi Nur Saputri, Khiranie Yunanda Sheila Anggraini Novitaristi Sianturi , Fitri Jasmine Sinta Dwi Ayu Murbayana Sri Suwarsi Sukirma Tassia Tasya Aspiranti Titin Ruliana Umi Kulsum Umi Kulsum Umi Kulsum Urbac, Juliyani Wangge, Trivonia Dona Lau Wijoseno Lelono, Titin Ruliana, Umi Kulsum Yobel Christian Manurung Yovita Grasia Zilfana Zilfana