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All Journal Economics and Business Journal (JUMPER) INTERNATIONAL JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (INJOSS) INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE) International Journal of Social and Education (INJOSEDU)
Ramdan Yusuf
Universitas Madako Tolitoli, Indonesia
Religion Humanities Economics, Econometrics & Finance Social Sciences

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EXPLORING THE JURIDICAL FRAMEWORK FOR ENVIRONMENTALCONSERVATION WITHIN THE CONTEXT OF INFRASTRUCTURE DEVELOPMENT AND SUSTAINABLE PROGRESS IN THE REPUBLIC OF INDONESIA Usman Tahir; Ramdan Yusuf; Gunawan Widjaja; Hadenan Towpek; Ekha Sri Sugiarti
International Journal Of Humanities, Social Sciences And Business (INJOSS) Vol. 3 No. 1 (2024): INTERNATIONAL JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (INJOSS)
Publisher : ADISAM Publisher

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

Abstract

This paper delves into the intricate juridical framework governing environmental conservation within the dynamic context of infrastructure development and the pursuit of sustainable progress in the Republic of Indonesia. As Indonesia experiences rapid economic growth and urbanization, driven by ambitious infrastructure projects, it confronts a challenging dichotomy—simultaneously fostering development and preserving its ecological riches. This study offers an extensive examination of Indonesia's legal landscape, encompassing environmental laws, regulations, policies, and practical implementation and enforcement mechanisms. It scrutinizes the critical role of Environmental Impact Assessments (EIAs) in navigating the environmental consequences of infrastructure ventures. Additionally, it explores government policies and international commitments that underscore Indonesia's dedication to sustainability. The paper highlights the intrinsic connection between environmental conservation and sustainable progress, emphasizing the importance of responsible resource management and ecological preservation in achieving long-term development objectives. By analyzing case studies, policy implications, and future research directions, this research aims to provide a comprehensive understanding of how Indonesia can harmonize its infrastructure development ambitions with the imperative of environmental protection, ultimately guiding the nation toward a more sustainable and equitable future.
The Influence of Transformational Leadership, Job Satisfaction, and Organizational Commitment on Employee Performance Setia Permana; Firman Dera; Ramdan Yusuf; Noorhani Dyani Laksmi
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1030

Abstract

This study aims to examine the influence of transformational leadership, job satisfaction, and organizational commitment on employee performance. In today's competitive organizational environment, improving employee performance is essential for achieving organizational effectiveness and sustainability. Transformational leadership is considered an important leadership approach that inspires employees to achieve higher levels of performance, while job satisfaction and organizational commitment are key psychological factors that influence employees’ attitudes and behaviors in the workplace. This study employs a quantitative research approach with an explanatory research design to analyze the relationships among the variables. Data were collected through a structured questionnaire distributed to employees using a Likert scale measurement. A total of 200 respondents participated in this study. The data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) technique. The results indicate that transformational leadership has a positive and significant influence on employee performance. Job satisfaction also shows a positive and significant effect on employee performance, indicating that satisfied employees tend to demonstrate higher productivity and effectiveness in their work. Furthermore, organizational commitment significantly contributes to employee performance by strengthening employees’ loyalty and dedication toward organizational goals. The coefficient of determination results show that transformational leadership, job satisfaction, and organizational commitment collectively explain a substantial proportion of the variance in employee performance. These findings highlight the importance of effective leadership practices and positive employee attitudes in improving organizational performance. Therefore, organizations should focus on fostering transformational leadership, enhancing job satisfaction, and strengthening organizational commitment in order to improve employee performance and achieve sustainable organizational success.
HUMAN-CENTERED HRM IN THE AGE OF AI: BALANCING AUTOMATION AND EMPLOYEE EXPERIENCE Ramdan Yusuf; Lisbet Situmorang; Silfia Nuzulus Sa'idah
INJOSEDU: International Journal of Social and Education Vol. 3 No. 4 (2026): International Journal of Social and Education (INJOSEDU)
Publisher : Adisam Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21129384

Abstract

This study aims to analyze how a human-centered HRM approach can be a strategy for balancing the benefits of AI automation with improved employee experience in the modern workplace. The study employed a literature review method, examining various scientific articles, books, proceedings, and research reports published in reputable databases on the implementation of AI in HRM. Data were analyzed through a process of identification, selection, synthesis, and interpretation of findings to gain a comprehensive understanding of the opportunities, challenges, and strategies for implementing human-centered AI. The study's results indicate that AI can optimize HRM process efficiency through the automation of administrative tasks, predictive analytics, and personalized employee development. However, the effectiveness of AI implementation depends heavily on the integration of human-centered values, such as algorithm transparency, data privacy protection, bias reduction, strengthening leadership roles, and active employee engagement in the digital transformation process. This approach enables organizations not only to improve operational performance but also to strengthen employee well-being, trust, job satisfaction, and positive employee experiences. Therefore, the success of HRM in the AI ​​era is determined not only by technological sophistication but also by the organization's ability to place humans at the center of every digital innovation.
THE FUTURE OF WORK: AI ADOPTION, EMPLOYEE PRODUCTIVITY, AND ORGANIZATIONAL EFFECTIVENESS Ramdan Yusuf; Sari Mariahma Nova Sipayung
INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS Vol. 3 No. 2 (2026): INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE)
Publisher : CV. Adiba Aisha Amira

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.21769859

Abstract

The rapid advancement of Artificial Intelligence (AI) is transforming the future of work by reshaping organizational processes, employee roles, and performance expectations across various industries. This study aims to examine the relationship between AI adoption, employee productivity, and organizational effectiveness in the contemporary workplace. Using a literature review approach, the study synthesizes findings from recent scholarly publications, industry reports, and empirical studies to identify key trends, opportunities, and challenges associated with AI implementation in organizations. The analysis indicates that AI adoption contributes significantly to improving employee productivity through process automation, data-driven decision-making, and enhanced collaboration between humans and intelligent systems. Furthermore, organizations that strategically integrate AI into their operational and managerial practices demonstrate higher levels of organizational effectiveness, including increased efficiency, innovation capacity, and competitive advantage. However, the findings also reveal several challenges, such as workforce resistance, digital competency gaps, ethical concerns, and the need for adaptive leadership and continuous learning initiatives. The study concludes that the successful realization of the future of work depends not only on technological investment but also on organizational readiness, employee empowerment, and the development of sustainable AI governance frameworks. These findings provide valuable insights for academics, practitioners, and policymakers seeking to foster productive and resilient workplaces in the AI era.
The Influence of Transformational Leadership, Employee Engagement, and Organizational Culture on Innovation Performance Kristian Hoegh Pride Lambe; Latifa Dinar Rahmani Hakim; Ramdan Yusuf; Eko Meiningsih Susilowati
Journal Management & Economics Review (JUMPER) Vol. 3 No. 7 (2026): January
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i7.860

Abstract

Innovation performance has become a critical determinant of organizational competitiveness in increasingly dynamic and uncertain environments. This study investigates the influence of transformational leadership, employee engagement, and organizational culture on innovation performance, with particular emphasis on the mediating role of employee engagement and the moderating role of organizational culture. Using a quantitative, explanatory research design, data were collected through a structured questionnaire from 268 full-time employees across medium and large organizations in innovation-driven sectors. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test the proposed hypotheses. The results indicate that transformational leadership has a significant positive effect on both employee engagement and innovation performance. Employee engagement is also found to positively influence innovation performance and partially mediates the relationship between transformational leadership and innovation performance. Additionally, organizational culture significantly moderates the relationships between transformational leadership and innovation performance, as well as between employee engagement and innovation performance, such that these relationships are stronger in innovation-supportive cultures. The findings highlight the importance of aligning leadership practices, employee engagement initiatives, and organizational culture to achieve sustainable innovation outcomes. This study contributes to the leadership and innovation literature by offering an integrated empirical framework and provides practical implications for organizations seeking to enhance innovation performance through human and cultural factors.
The Influence of Ethical Leadership and Organizational Culture on Employee Compliance Behavior Eric Hermawan; Zainudin Zainudin; Dwiatmodjo Budi Setyarto; Nurdewi Wijayanti; Ramdan Yusuf
Economics and Business Journal (ECBIS) Vol. 4 No. 6 (2026)
Publisher : PT. Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ecbis.v4i6.547

Abstract

Organizational failures rooted in non-compliance and unethical conduct across manufacturing and service sectors in Indonesia highlight the urgent need to identify key drivers of consistent employee adherence to regulations, operational standards, and organizational values. While prior studies separately examine ethical leadership’s role in shaping attitudes or organizational culture’s link with performance outcomes, limited integrated empirical research clarifies their combined direct effects on compliance behavior, particularly within small-to-medium and corporate work environments in West Jawa critical contextual gap, as cultural norms and regulatory enforcement differ substantially from Western study settings. This quantitative research employs Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.2.9, collecting cross-sectional survey data from 150 full-time employees across private and public organizations in Bandung City using a five-point Likert validated measurement scale. Results of the measurement model confirm convergent validity (AVE > 0.50), discriminant validity via Fornell-Larcker criterion, cross-loadings, and HTMT (< 0.85), alongside robust composite reliability and acceptable VIF values (< 3.5) ruling out multicollinearity. Structural model analysis demonstrates ethical leadership exerts a strong positive significant effect on employee compliance behavior (β = 0.412, p < 0.001), and organizational culture also positively and significantly drives compliance (β = 0.387, p < 0.001), jointly explaining 58.4% variance (R² = 0.584) with adequate predictive relevance (Q² = 0.401). The findings resolve fragmented prior evidence by showing cultural norms amplify leader integrity, fairness, and transparent communication rather than acting independently. Practically, results indicate leadership training programs paired with structured value-integration cultural initiatives reduce rule violations, operational risks, and misconduct costs. Limitations include cross-sectional design restricting causal inference; longitudinal and sector-specific replication is recommended. This study establishes an evidence-based framework for human resource and governance interventions strengthening workplace compliance in emerging economy organizational contexts.
Co-Authors Dwiatmodjo Budi Setyarto Ekha Sri Sugiarti Eko Meiningsih Susilowati Eric Hermawan Firman Dera Gunawan Widjaja Hadenan Towpek Kristian Hoegh Pride Lambe Latifa Dinar Rahmani Hakim Lisbet Situmorang Noorhani Dyani Laksmi Nurdewi Wijayanti Sari Mariahma Nova Sipayung Setia Permana Silfia Nuzulus Sa&#039;idah Usman Tahir Zainudin Zainudin