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All Journal Dinasti International Journal of Management Science Jurnal Ekonomi Manajemen Sistem Informasi Dinasti International Journal of Digital Business Management Jurnal Manajemen Transportasi & Logistik (JMTRANSLOG) JOURNAL SCIENTIFIC OF MANDALIKA (JSM) Jurnal Abdimas ADPI Sosial Dan Humaniora East Asian Journal of Multidisciplinary Research (EAJMR) Jurnal Manajemen Bisnis Transportasi dan Logistik Formosa Journal of Multidisciplinary Research (FJMR) Annals of Human Resource Management Research International Journal of Advanced Multidisciplinary Jurnal Hasil Penelitian dan Pengembangan (JHPP) JURNAL ABDIMAS TRANSPORTASI & LOGISTIK Journal of Innovative and Creativity Siber International Journal of Digital Business Greenation International Journal of Tourism and Management
Sidjabat, Sonya
Institut Transportasi Dan Logistik Trisakti
Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Transportation Other

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Pengaruh Sertifikasi Kompetensi Dan Penghargaan Driver Terhadap Reduksi Kecelakaan Lalu Lintas di Jabodetabek Tahun 2018-2021 (Studi Kasus di PT. Dunex Express Transindo Jakarta) Johanes Kurniawan; Johar Samosir; Sonya Sidjabat; Nasirur Rahman Achmad; Mizan Nurhakim
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 4 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Maret - April 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i4.4410

Abstract

Faktor Sumber daya manusia adalah pembahasan utama   yang paling wajib diperhatikan sebagai modal Aset perusahaan  dan harus di manage dengan baik  oleh sebuah perusahaan. Faktor Sumber daya manusia dalam pelaksanaan kerjanya banyak didapatkan tidak sesuai dengan arah tujuan dan visi perusahaan. Harus disadari, sumber daya manajemen yang berkelanjutan merupakan faktor penting bagi keberhasilan sebuah perusahaan. Sehingga, banyak usaha yang dilakukan untuk meningkatkan loyalitas dan hasil kinerja karyawan melalui pemberian penghargaan kepada karyawan dan penilaian kompetensi guna menghasilkan karyawan yang profesional dan berintegritas tinggi. Penelitian ini bertujuan untuk melihat pengaruh Penghargaan dan Sertifikasi Kompetensi terhadap Reduksi Kecelakaan lalu lintas di jalan raya di PT.Dunex Express Transindo di Jakarta. Dimana Populasi yang di jadikan penelitian pada awalnya adalah 60 karyawan driver yang telah menjalani Sertifikasi Kompetensi tahun 2021dengan program Pelaksana Sertifikasi Kompetensi Kerja (PSKK) Badan Nasional Sertifikasi Profesi (BNSP). Populasi sampel  dipilih dengan menggunakan sampel jenuh, yang dikumpulkan hanya sebanyak 59 data karyawan. Kuesioner digunakan untuk pengumpulan data, dan metode analisis data menggunakan analisis jalur. Hasil penelitian menunjukkan Penghargaan dan Sertifikasi Kompetensi secara individual berpengaruh signifikan dan positif terhadap  Reduksi kecelakaan lalulintas di jalan raya karyawan di PT. Dunex Express Transindo di Jakarta.
Exploring Human Resources Development as a Determining Factor for Organizational Success: A Qualitative Approach Pahala, Yosi; Haryanto, Anung; Nurhidayati, Ninin; Subehana, Subehana; Sidjabat, Sonya
Dinasti International Journal of Management Science Vol. 6 No. 6 (2025): Dinasti International Journal of Management Science (July - August 2025)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v6i6.5317

Abstract

This research explores the strategy of human resource development in Jakarta universities in the face of digital transformation and the Independent Learning Independent Campus (MBKM) policy, as well as the role of digitalization of HR management (Digital HR) in increasing organizational effectiveness. The method used is a qualitative approach with secondary data analysis from national and international journals over the past ten years. The results show that HR competence is the main factor in organizational success in the digital era. Technology-based HR development strategies, with stakeholder support, produce adaptive, innovative, and globally competitive human resources. Organizations that are responsive to technological and social change tend to have an edge over the competition. This study has limitations, such as the use of secondary studies that are not representative of all organizations, and has not been in-depth analyzing organizational cultural factors, technological readiness, and policy support. The absence of primary data also makes the research results theoretical. Nevertheless, these findings make an important conceptual contribution and can serve as a basis for further research in developing HR management models that are relevant to the demands of the digital age and the implementation of MBKM policies.
Analysis of the Influence of Job Demand, Task Repetitiveness, and Role Ambiguity on Employee Boredom in Startup Companies Purwati, Sri; Susanto; Maulida, Sofia; Setiawan, Roy; Sidjabat, Sonya; Hamdany, Mohammad Azharie
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.3676

Abstract

This study aims to explore how job demand, task repetitiveness, and role ambiguity influence employee boredom among Generation Z employees in startups in Indonesia. Using a quantitative approach, data were collected through a survey of 150 purposively selected respondents. Respondent criteria included Generation Z employees who had worked for at least one year and held staff positions in startups operating in five major cities in Indonesia. Data collection was conducted using a questionnaire with a five-point Likert scale, and analysis was conducted through multiple linear regression. The results show that collectively, job demand, task repetitiveness, and role ambiguity have a significant influence on employee boredom. Individually, all three variables also show a positive influence, meaning that the higher the job demands, the more frequently tasks are repeated, and the more unclear the employee's role, the greater the likelihood of boredom at work. These findings contribute to the organizational behavior literature and provide practical recommendations for startup management to develop more effective human resource management strategies, such as balancing workloads, creating variety in tasks, and clarifying each employee's role to reduce the risk of boredom and increase overall team productivity.
Analysis of the Influence of Knowledge Sharing, Learning Agility, and Creative Self-Efficacy on Innovative Work Behavior in the Creative Industry Rachmawati, Dita; Susianto, Tri Endar; Pramono, Susatyo Adhi; Sidjabat, Sonya; Riyanti, Apriani; Purnomo, Hery
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.3826

Abstract

This study was conducted to examine the extent to which knowledge sharing, learning agility, and creative self-efficacy influence innovative work behavior among creative industry workers in Indonesia. Using a quantitative approach, data were collected through a survey of 120 purposively selected respondents: active workers in the creative industry, aged 20–40, with at least one year of work experience, and directly involved in the creative process. The analysis showed that the research instrument was valid, reliable, and met all classical statistical assumptions. Both simultaneously and partially, the three variables studied significantly influenced innovative work behavior. These findings not only provide theoretical contributions to the development of studies in organizational behavior and human resource management but also offer practical benefits for company management in the creative sector. The results can serve as a basis for designing more targeted employee development strategies, from building a culture of knowledge sharing, enhancing adaptive learning skills, to strengthening employees' confidence in their creative capacity. With these steps, companies will be better prepared to encourage sustainable innovation and strengthen competitiveness amidst increasingly dynamic industrial competition.
Analysis of the Influence of Content Quality, Influencer Credibility, and E-WOM on Influencer-Follower Trust on Digital Investment Platforms Purnomo, Hery; Violin, Vivid; Apramilda, Riesna; Mustafa, Fahrina; Sidjabat, Sonya; Wahyuningratna, Ratu Nadya
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4032

Abstract

This study was conducted to evaluate the extent to which content quality, influencer credibility, and electronic word of mouth (E-WOM) influence followers' trust levels in influencers on digital investment platforms. A quantitative approach was used in this study, with data collected through a survey involving 300 respondents. Respondents were selected purposively based on certain criteria: active users of digital investment platforms for at least six months, following influencers who discuss investment topics, and actively accessing investment-related content in the past three months. The analysis method used multiple linear regression analysis. The results of the analysis indicate that, partially and simultaneously, the variables of content quality, influencer credibility, and E-WOM have a significant influence on follower trust. These findings provide an important contribution to the development of theory in the field of digital marketing, particularly regarding consumer behavior in the context of digital investment. They also offer practical recommendations for industry players to design effective, honest, and user-experience-focused communication strategies.
Integrating green recruitment and digital technology: Indirect influence on employee performance through digital competencies Samodra, Vegalyra Novantini; Iristian, Jovi; Sidjabat, Sonya; Husainah, Nazifah; Saptaria, Lina
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3162

Abstract

Purpose: This study aims to analyze the direct and indirect relationships between Green Recruitment, Digital Technology, Digital Competence, and Employee Performance at PT Adhi Karya (Persero) Tbk. Specifically, it examines how Digital Competence mediates the influence of Green Recruitment and Digital Technology on employee performance in the construction sector. Methodology: A quantitative research approach was employed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). Data were collected from 194 employees through purposive sampling, and the questionnaire used a five-point Likert scale. The analysis included validity, reliability, and hypothesis testing using SmartPLS 4.0.. Results: The findings reveal that both Green Recruitment (? = 0.225, p < 0.01) and Digital Technology (? = 0.411, p < 0.001) significantly enhance Digital Competence. In turn, Green Recruitment (? = 0.203), Digital Technology (? = 0.253), and Digital Competence (? = 0.437) significantly improve Employee Performance. Moreover, Digital Competence mediates the indirect influence of Green Recruitment (? = 0.098, p < 0.01) and Digital Technology (? = 0.180, p < 0.001) on performance. Conclusions: Integrating sustainable recruitment practices and digital transformation strategies strengthens employee competencies and organizational productivity in construction companies. Limitations: The study focuses on one SOE, limiting generalizability, and does not include moderating variables such as digital leadership or organizational culture. Contribution: This study extends Green HRM and digital transformation theories by providing empirical evidence that Digital Competence serves as a critical bridge between sustainability-oriented HR policies and enhanced employee performance in the digital era.
Analysis Intuitive Leadership and Mentoring on Employee Performance (Literature Review) Kamal, Fahmi; Sidjabat, Sonya; Purwoko, Harry; Kamsariaty, Kamsariaty; Sjarifudin, Didin
East Asian Journal of Multidisciplinary Research Vol. 2 No. 12 (2023): December 2023
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v2i12.6961

Abstract

This paper aims to provide an in-depth understanding of how the combination of intuitive leadership and mentoring can be a key factor in achieving competitive advantage and sustainable growth in the modern business context. The method used is qualitative where the source of findings comes from articles related to the variables in this paper, with a time span of ten years and this proof to strengthen and provide an implementation result in a result in a scientific paper or article. Intuitive leadership and mentoring on employee performance, it can be concluded that these two elements play an important role in shaping a productive work environment that supports individual growth. Intuitive leadership, with its emphasis on instinct-based decision-making and emotional intelligence, creates responsive and adaptive leaders. This dynamic work environment allows employees to thrive, creating a culture of flexibility and innovation. Mentoring also contributes significantly to employee performance, through personalized and ongoing mentoring. With mentors in place, employees can experience increased job satisfaction, engagement and development of specialized skills.  
Co-Authors Abdullah Ade Suryobuwono Adelia Dwi Valentin Aswanti Setyawati Basuki, Carola Dewi Untari Didin Sjarifudin, Didin Erni Pratiwi Perwitasari Fadillah, Ine Fahmi Kamal, Fahmi Fauzi Jaya Sakti, Reza Hamdany, Mohammad Azharie Haniva Mulyani Haryanto, Anung Hery Purnomo Husainah, Nazifah Indra Rustiawan Indriyati Indriyati Iristian, Jovi Jaya Sakti, Reza Fauzi Johanes Kurniawan Johar Samosir Kamsariaty, Kamsariaty Krisman Damanik Lis Lesmini Maulida, Sofia Mizan Nurhakim Mustafa, Fahrina Mustika Sari Nasirur Rahman Achmad Nurhidayati, Ninin Osman Arofat, Osman PARDEDE, RUDI JOHANNES TARNAMA Patrick Ivan Prasidi, Abi Purba, Okin Purwoko, Harry Rachmawati, Dita Riesna Apramilda Riyanti, Apriani Rustiawan, Indra Safira Febriyanti Samodra, Vegalyra Novantini Saptaria, Lina Setiawan, Roy Siti Annisa Wahdiniawati, Siti Annisa Sofiati, Nunung Ayu Sri Handayani Sri Purwati, Sri Sriwanti Belani Subagio, Mochammad Subehana, Subehana Sugiarti Sugiarti Sulistya Pribadi Sundari, Pipit SUSANTO Susatyo Adhi Pramono, Susatyo Adhi Susianto, Tri Endar Tri Mulyani Setyowati Violin, Vivid Wahyuningratna, Ratu Nadya Widodo, Rintis Eko Yosi Pahala, Yosi