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Journal : IJHABS

 1 
The Effect Of Halal Product Process Assistance Training (P3H) On Work Readiness Through Human Resources Competencies : (Study on Alumni Participants of P3H HCCM Training) Fitria, Ramadhan; Sutomo; Suminar, Lintang; Handayani, Sari; Nafisah, A’isy Fiklil
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.725

Abstract

The implementation of Law No. 33 of 2014 concerning Halal Product Assurance has driven an urgent need for competent halal assistants to support the national halal certification program. This study aims to analyze the effect of Halal Product Process Assistant (P3H) training on alumni's job readiness with HR competency as a mediating variable. The phenomenon in the field shows that although Indonesia has the largest Muslim population in the world, the readiness of halal assistant human resources is still not optimal, where a survey by the Ministry of Religious Affairs (2023) indicated that only 45% of halal assistants have adequate job readiness. This study uses a quantitative approach with an explanatory research design, involving 160 respondents who are alumni of the P3H Halal Center Cendekia Muslim training for the 2022-2025 period who were selected through simple random sampling from a population of 230 alumni. Data were collected using a questionnaire with a 5-point Likert scale and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS 3.3.3 software. The results of the study showed that P3H training had a significant effect on work readiness (β = 0.038; t-value = 4.330; p-value = 0.041) and HR competency (β = 0.138; t-value = 5.029; p-value = 0.009). HR competency had a significant effect on work readiness (β = 0.230; t-value = 3.355; p-value = 0.001). Furthermore, HR competency was proven to mediate the effect of P3H training on work readiness (β = 0.032; t-value = 5.900; p-value = 0.037). The research model showed an R² value of 0.019 for HR competency and 0.057 for work readiness, with a Q² value of 0.745 indicating good predictive relevance. These findings confirm that human resource competency plays a partial mediator in the relationship between P3H training and job readiness, in accordance with Kirkpatrick's Four-Level Training Evaluation Model of human resource development theory. This study provides a theoretical contribution by integrating human resource management theory and job readiness within the context of the Indonesian halal ecosystem, as well as a practical contribution in the form of recommendations for developing a more applicable P3H training curriculum to support the government's target of achieving 100% halal-certified products by 2029.
Strategy To Increase The Competitiveness Of Indonesian Processed Food Products To Thailand Through The Role Of Human Resources Competence: Analysis Of Revealed Comparative Advantage (RCA) And Dynamic Export Competitiveness Index (ECI) Hidayatulloh, Yasykur; Yustiana, Dewi; Uripan , Koen Irianto; Sutoyo; Sutomo
International Humanity Advance, Business & Sciences Vol 3 No 3 (2026): January
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i3.984

Abstract

This research aims to formulate a strategy to increase the competitiveness of Indonesian food and beverage products in the Thai market through the role of human resource (HR) competencies and participation in international exhibitions. The research approach used is mixed-method, which combines qualitative and quantitative analysis. Qualitative data were collected through in-depth interviews with exporters and related stakeholders, while quantitative data were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. In addition, product competitiveness is evaluated through the Revealed Comparative Advantage (RCA) approach and the Dynamic Export Competitiveness Index (ECI) dynamically for the period 2021–2024. The results of the study show that human resource competence has a significant effect on increasing export competitiveness, with a t-statistic value of 5.949 and a p-value of 0.000. The role of international exhibitions has also been proven to indirectly contribute to increasing competitiveness through improving human resource competence. RCA and ECI analysis showed positive trends in several superior products such as processed fish, sauces and spices, as well as margarine and fat mixtures. These findings reinforce the importance of human resource development strategies and the use of international exhibitions as a means of market penetration. This study recommends that governments, stakeholders, and business actors be able to strengthen export-oriented HR training programs and encourage active participation in curated international exhibitions. This research also opens up further study space regarding the integration of digitalization aspects in the promotion of Indonesia's superior products to the global market.
Analysis Of The Role Of Organizational Commitment As A Mediator In The Relationship Between Job Satisfaction And The Work Environment On Employee Performance Christiani, Yenni; Sutoyo; Uripan, Koen Irianto; Sutomo; Osijo, Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1064

Abstract

This study aims to analyze the influence of job satisfaction and work environment on employee performance with organizational commitment as a mediating variable at the Samodra Ilmu Cendekia Foundation. This study uses a quantitative approach with the type of explanatory research to explain the causal relationship between variables. The population in this study is all employees of the Samodra Ilmu Cendekia Foundation, totaling 256 people, with sampling techniques using the census method. Data was collected through a questionnaire compiled based on the indicators of each variable and analyzed using the Partial Least Squares Structural Equation Modeling method. The results of the study show that job satisfaction has a positive and significant effect on employee performance, as well as a positive and significant effect on organizational commitment. The work environment has also been proven to have a positive and significant effect on employee performance and organizational commitment. However, the test results show that organizational commitment has no significant effect on employee performance. In addition, organizational commitment does not play a role as a mediating variable in the relationship between job satisfaction and the work environment on employee performance. These findings indicate that the influence of job satisfaction and the work environment on employee performance is direct, without going through an intermediary mechanism in the form of organizational commitment. Theoretically, the results of this study confirm that in the context of foundation-based education organizations, employee performance is more determined by proximal and situational factors, namely job satisfaction and work environment, than by long-term work attitudes such as organizational commitment. Organizational commitment is more appropriately positioned as an outcome of a work attitude oriented towards loyalty and sustainability of human resources, rather than as a direct predictor of performance. Practically, this study implies that efforts to improve employee performance at the Samodra Ilmu Cendekia Foundation will be more effective if they are focused on increasing job satisfaction and improving the work environment directly, while still paying attention to the role of organizational commitment in maintaining employee stability and loyalty.
The Role Of Work-Life Balance In Mediating The Effect Of Work Flexibility And Self-Efficacy On The Performance Of Independent Property Agents In Tabanan Regency Bali Wijayantara, Adi Putra; Sutoyo; Uripan , Koen Irianto; Sutomo; Osijo, Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.985

Abstract

The phenomenon of independent work, especially in the field of property agents, is experiencing significant growth, but independent property agents face special challenges in managing their time and performance. Optimal performance is influenced by a high level of work flexibility and a strong sense of self-efficacy. This study aims to analyze and empirically test the role of work-life balance (WLB) as a mediator that mediates the influence of work flexibility and self-efficacy on the performance of independent property agents in Tabanan Regency, Bali. The method used is quantitative with an explanatory design. The study population includes independent property agents operating in Tabanan Regency. The sample was taken by convenience/purposive sampling technique, resulting in 80 respondents. Data was obtained through questionnaires distributed online and offline, then analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS software. The results show that work flexibility and self-efficacy have a positive and significant effect directly on the performance of independent property agents. In addition, work-life balance is a partial or full mediator in the relationship between flexible work and self-efficacy with performance. In particular, the high flexibility of work allows agents to achieve a better work-life balance, which further improves their performance. Similarly, a high level of self-efficacy is positively associated with a good work-life balance, which in turn strengthens performance. This study makes a theoretical contribution by combining the concepts of work flexibility, self-efficacy, work-life balance, and performance in the context of independent property agents. In practical terms, these findings suggest that companies or property agent management teams focus on: 1) Maintaining and expanding work autonomy (flexibility); 2) Organizing training to increase self-efficacy; and 3) Building a culture that supports work-life balance as the main strategy to optimize the performance of independent property agents in Tabanan, Bali.
The Effect Of The Psychological Work Environment On The Performance Of Employees With Work Stress As A Variable Intervening : Sales Division Employee At PT. Good Sale Tech Bapadal, Moh Rozi; Uripan, Koen Irianto; Sutomo; Soleha, Siti Nur; Zainuddin, Ahmad
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.986

Abstract

The work environment is an organizational element as a social system that has a strong influence on the formation of individual interests in the organization and affects organizational achievement.  The work environment itself consists of a physical and non-physical work environment that is inherent in employees, so that it cannot be separated from efforts for employee performance and avoiding employee work stress. The purpose of the study was to determine the influence of the psychological work environment on employee performance, with work stress as an intervening variable, in Sales Division Employees at PT. Good Sale Tech. This study uses a quantitative approach with a survey method. The results of the study showed that the work environment had a positive and significant effect on employee performance, the work environment had a positive and significant effect on employee work stress, and the work environment had a significant positive effect on employee performance and work stress. Work stress can mediate the relationship between the psychological work environment and performance, where stress arises due to a high workload and affects employee performance in a decreasing manner.
The Influence Of Leadership And Organizational Culture On Operational Efficiency Through Work Discipline at PT. Ekadharma International Tbk Efrianza; Sutoyo; Uripan , Koen Irianto; Sutomo; Osijo , Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1074

Abstract

This study aims to analyze the influence of leadership and organizational culture on operational efficiency through work discipline at PT Ekadharma International Tbk. Operational efficiency is an important factor in improving the company's competitiveness, which is influenced by leadership quality, organizational cultural values, and employee work discipline levels. This study uses a quantitative approach with a survey method. Data was collected through the distribution of questionnaires to employees of PT Ekadharma International Tbk, who were used as research respondents. The data analysis techniques used are descriptive statistical analysis and path analysis to test the direct and indirect influence between variables. The results of the study show that leadership and organizational culture have a positive and significant effect on work discipline. Furthermore, work discipline has a positive and significant effect on operational efficiency. In addition, leadership and organizational culture also indirectly affect operational efficiency through work discipline as an intervening variable. Based on the results of the study, it can be concluded that increasing the company's operational efficiency can be achieved through the implementation of effective leadership, strengthening a positive organizational culture, and improving employee work discipline. This research is expected to contribute to company management in formulating more effective human resource policies.
The Influence Of Principal Leadership Management On Teacher Self-Efficacy Through Teacher Learning Innovation At SMAN 1 Utan, Sumbawa Regency Abdullah; Osijo, Immanuel Ustradi; Yustiana, Dewi; Uripan, Koen Irianto; Sutomo
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1076

Abstract

This study aims to analyze the influence of principals' leadership management on teacher self-efficacy through teacher learning innovations at SMAN 1 Utan, Sumbawa Regency. In particular, this study aims to: (1) determine the influence of principal leadership management on teacher learning innovation; (2) determine the influence of teacher learning innovations on teacher self-efficacy; and (3) determine the influence of principal leadership management on teacher self-efficacy through teacher learning innovations. The population in this study is all teachers of SMAN 1 Utan, Sumbawa Regency, which is 45 people. Because the population is relatively small, this study uses the census method, where the entire population is used as a research sample, with the criterion of teachers who have worked for more than one year. This type of research uses a quantitative approach with data analysis using Partial Least Squares (PLS), which is processed with the help of SmartPLS 3.0 software. The results of the study showed that: (1) the principal's leadership management had a significant effect on teacher learning innovation at SMAN 1 Utan, Sumbawa Regency; (2) teacher learning innovations have a significant effect on teacher self-efficacy; and (3) Principal leadership management has a significant effect on teacher self-efficacy through teacher learning innovation. These findings show that effective principal leadership is able to create a work environment that supports innovation, increases teachers' creativity in learning, and strengthens teachers' confidence in their professional abilities. Thus, strengthening the principal's leadership management and increasing learning innovation are key factors in building confident, adaptive, and high-performing teachers.
Co-Authors Abdullah Aditya Hani Ahmad Zainuddin AMELIA SETYAWATI AMELIA SETYAWATI, AMELIA Arnida Atmaja, Muhammad Bima Bapadal, Moh Rozi Bawon Binti Mohd Mustamil , Norizah Christiani, Yenni Dimas Putri Mega Pratesa Efrianza Eko Pujiono Erna Wati Hadi, Etik Eva Mufidah Evi Chamalah Fadlillahturrahmah Fani Anjani FARIDAH Fermica Iskandar, Merrisa Fitri Kurniawati Fitria, Ramadhan Fitroturohmawati Galih Puji Mulyoto Ginting, Yanti Mayasari Hadiyan, Yayan Handayani , Sari Handriano, Rory HEDI INDRA JANUAR Herningtyas, Wieke Hery Kurniawan Hidayah, Izhamil Hidayatulloh, Yasykur Humaida, Nida Ibadil Maula, Farij Indra Januar, Hedi Iqbal Iqbal Irianto Uripan, Koen Irwansyah , Novi Iryadi, Rajif Ismiati Asfufah Jayanti Jihan Nur Millasari Laksono, Ferdyan Ery Lasiman Lili Dahliani Ludi Wishnu Wardana Luthfia Aldila Arsy Subagyo Subagyo Maesari, Siti Maharani, Yessy Wika Marta, Fajar Marzuki Masnunah, Masnunah Mat Rokim Maula, Farij Melany Muhammad Aditya Rohman Nafisah, A’isy Fiklil Novi Irwansyah Oktaviano, Vicky Osijo , Immanuel Ustradi Osijo, Immanuel Ustradi Pamuji, Wirawan Purnamasari, Cacita Rachmad Hidayat Rahma, Adelia Relawan Kuswandi Reni Setyo Wahyuningtyas Rida Fironika Kusumadewi Rohmatin, Alfi Salma, Anjani Ulya Saputra, M. Hadi Saputra, Muhammad Hadi Sari Handayani Sari, Dewa Ayu Intan Siti Humairah Z.A Soleha, Siti Nur Souisa, Novita Sri Widayati Sudarjo Suhartono Sukmawati, Jalma Giring Suminar, Lintang Sumunu, Trenggono Susantiningrum Sutiyono Sutoyo Swari, Komang Kartika Indi Syaifudin zuhri Syamsiar, Syamsiar Uripan , Koen Irianto Uripan, Koen Irianto van Etten, Eddie Vicki Dwi Purnomo Wahab, Luthfi Wardono, Gunarto Widianto, Lutfi Dani Wijayantara, Adi Putra Yustiana, Dewi Yuyun Mujidah Zahro, Salsabila Firdaus