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All Journal EQUILIBIRIA Measurement : Jurnal Akuntansi Minda Baharu Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING
Rizki Eka Putra
Universitas Riau Kepulauan
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PREDICTIVE ANALYTICS FOR EMPLOYEE TURNOVER: A COMPARATIVE STUDY BETWEEN INDUSTRIES Intan Susilawati; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4454

Abstract

Employee turnover poses a significant challenge across industries, yet its drivers are often assumed to be universal. This study challenges that assumption through a comparative analysis of predictive analytics in the technology, healthcare, and manufacturing sectors. Utilizing human resources data and machine learning models, we identified profoundly industry-specific predictors and model performances. Results revealed distinct turnover dynamics: career-centric in technology, well-being-driven in healthcare, and structurally transactional in manufacturing. Consequently, no single predictive algorithm was universally superior. The discussion concludes that effective turnover prediction and mitigation require tailored, context-aware models aligned with the unique operational and psychological realities of each industry, rendering one-size-fits-all HR strategies obsolete and advocating for a decentralized analytical approach.
THE ROLE OF MACHINE LEARNING IN ENHANCING TALENT ACQUISITION AND WORKFORCE PLANNING Verbian Hidayat Syam; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4455

Abstract

This study investigates the transformative potential of machine learning (ML) in modern human resource management, addressing industry-wide challenges in talent acquisition, retention, and strategic planning. Through a mixed-methods approach analyzing 45,000 employee records across multiple sectors and employing algorithms including NLP and predictive modeling, the research evaluates ML's efficacy against traditional HR processes. Results demonstrate that ML-driven systems significantly enhance operational efficiency, improving screening speed by 95% and hiring accuracy by 50%, while reducing bias by 60%. Furthermore, ML enables proactive talent management through precise attrition prediction and data-driven succession planning. The discussion concludes that ML integration is pivotal for evolving HR from an administrative function to a strategic asset, fundamentally enhancing organizational agility and human capital optimization, though its success is contingent on ethical implementation and robust data governance.
THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL PRODUCTIVITY IN HYBRID WORK ENVIRONMENTS Juliandi Saputra; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4462

Abstract

The rapid global shift to hybrid work models has necessitated a re-examination of the well-established link between employee engagement and organizational productivity. This study investigated this relationship through a mixed-methods approach, combining a quantitative survey of knowledge workers with qualitative interviews. The results confirmed a strong positive correlation (r=.65) between engagement and productivity, with dedication being the strongest predictor. However, a critical paradox emerged: office-centric employees reported the highest engagement, while fully remote employees reported the highest productivity. Flexibly remote employees (1-2 office days) constituted a vulnerable "middle-child" group with the lowest scores in both. The discussion highlights that engagement drivers have shifted, requiring intentional connection, managerial trust, and equity of experience. We conclude that the hybrid model reconfigures, rather than severs, the engagement-productivity link, demanding strategic, rather than one-size-fits-all, management practices to navigate this new paradigm.
COMPETENCY-BASED PERFORMANCE MANAGEMENT SYSTEMS: EFFECTS ON EMPLOYEE CAREER DEVELOPMENT Tarini; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4463

Abstract

This study examines the critical competencies driving career advancement within modern organizations through a mixed-methods approach, combining survey data and qualitative interviews. Against the backdrop of evolving workplace demands, the research identifies four essential competency dimensions: technical skills, soft skills, leadership, and critical thinking. Results demonstrate that employees with balanced competency profiles achieve better promotion outcomes than those with specialized but asymmetrical skill sets. Furthermore, competency-based performance systems significantly enhance promotion transparency and talent development, with 75% of employees perceiving these systems as fairer and more motivating than traditional evaluations. The discussion emphasizes that integrated competency frameworks create synergistic benefits for both individual mobility and organizational sustainability. We conclude that strategically aligning competency development with talent management processes enables organizations to build agile, future-ready workforce while providing employees with clear, merit-based pathways for career growth.
INTRINSIC VS. EXTRINSIC MOTIVATION: WHICH DRIVES HIGHER PERFORMANCE IN HIGH-PRESSURE JOBS? Rian Irvandi; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4471

Abstract

This study investigates the impact of intrinsic versus extrinsic motivation on performance and well-being in high-pressure professions. Against a backdrop of high burnout rates in fields like medicine and finance, the literature reveals a complex interplay: intrinsic motivation is linked to resilience and creativity, while extrinsic rewards can undermine intrinsic drive via the overjustification effect. Using a mixed-methods approach, this research combined quantitative surveys with qualitative interviews. Results demonstrated a strong positive correlation between intrinsic motivation and both high performance ratings and low burnout. Extrinsic motivation showed a more complex, curvilinear relationship. The discussion proposes a "Motivational Hierarchy" where intrinsic factors form the essential foundation, and extrinsic rewards are most effective as supporting enablers. The conclusion urges organizations to cultivate autonomy, mastery, and purpose to foster sustainable high performance.
IMPACT OF JOB CRAFTING ON EMPLOYEE PRODUCTIVITY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR Anriyani; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4476

Abstract

This study investigates the differentiated impact of job crafting dimensions—task, relational, and cognitive—on employee productivity and organizational citizenship behavior (OCB). Analyzing data from a diverse workforce, the research employed regression analysis to test its hypotheses. The findings reveal a distinct predictive pattern: task crafting emerged as the strongest, most significant predictor of enhanced employee productivity, as employees who optimized their core tasks demonstrated greater efficiency and output. Conversely, relational crafting was the most powerful driver of OCB, fostering altruism, teamwork, and cooperative behaviors. Cognitive crafting showed a moderate influence. These results validate and refine the Job Demands-Resources model, demonstrating that employees proactively build specific resources to achieve targeted outcomes. The study provides a clear blueprint for organizations, suggesting that interventions to boost productivity should empower task restructuring, while fostering relational crafting is key to building a cooperative organizational climate.
TRANSFORMATIONAL LEADERSHIP AND ITS INFLUENCE ON EMPLOYEE INNOVATION IN TECH COMPANIES Paspa Granita; Oktavianti; Rizki Eka Putra
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i6.4481

Abstract

In the hyper-competitive technology sector, innovation is a imperative for survival, yet many companies struggle to cultivate it. This study investigates the critical role of transformational leadership as a catalyst for employee-driven innovation. Through an empirical analysis of tech professionals, the research demonstrates that transformational leadership significantly predicts innovative work behavior. The findings reveal a nuanced mechanism: the leadership components exert distinct, stage-specific influences. Intellectual Stimulation is the primary driver of idea generation, while Inspirational Motivation and Individualized Consideration fuel idea promotion and realization by fostering intrinsic motivation and psychological safety. This study provides a validated "Leadership-Innovation Nexus" model, confirming that leadership behaviors directly create the psychological environment essential for innovation. The results offer a clear blueprint for tech companies, highlighting that developing transformational leaders is not a soft skill but a strategic necessity to systematically unlock innovative potential and secure a competitive advantage.
Co-Authors Anriyani Aprilia Merisca Aznedra . Aznedra Aznedra Aznedra Aznedra Aznedra Aznedra Bosar Hasibuan Desma Yulia Intan Susilawati Ivan Golar Riady Iwan Lapi Juliandi Saputra Nurhayaty Nurhayaty Oktavianti Paspa Granita RAVIKA PERMATA HATI Rian Irvandi Sri Mulyati Tarini Verbian Hidayat Syam