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All Journal (JUMPER) INTERNATIONAL JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (INJOSS) 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

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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.
Co-Authors Ekha Sri Sugiarti Firman Dera Gunawan Widjaja Hadenan Towpek Lisbet Situmorang Noorhani Dyani Laksmi Setia Permana Silfia Nuzulus Sa'idah Usman Tahir