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All Journal Assets : Jurnal Ekonomi, Manajemen dan Akuntansi COMPETITIVENESS JOURNAL Akuntabel : Jurnal Ekonomi dan Keuangan Forum Ekonomi : Jurnal Ekonomi, Manajemen dan Akuntansi SEIKO : Journal of Management & Business GROWTH Jurnal Ilmiah Ekonomi Pembangunan Management Studies and Entrepreneurship Journal (MSEJ) Jurnal E-Bis: Ekonomi Bisnis Jurnal Pengabdian kepada Masyarakat Jurnal Ekonomi Golden Ratio of Human Resource Management Jurnal E-bussiness Institut Teknologi dan Bisnis Muhammadiyah Polewali Mandar Jurnal Pengabdian Masyarakat dan Riset Pendidikan Management Studies and Business Journal JER E-Amal: Jurnal Pengabdian Kepada Masyarakat
Muh. Ferils
Fakultas Ekonomi Dan Bisnis Universitas Muhammadiyah Mamuju
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Mathematics Public Health Social Sciences Other

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The Influence of Communication and Work Discipline on Performance Employee of Pagale District Office, Central Mamuju Regency Agustang, Agustang; Adinugroho, Iwan ?; Ferils, Muh.
SEIKO : Journal of Management & Business Vol 6, No 2.1 (2023)
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v6i2.5473

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh komunikasi dan disiplin kerja terhadap kinerja pegawai pada Kantor Kecamatan Pangale Kabupaten Mamuju Tengah Provinsi Sulawesi Barat. Melalui analisis regresi parsial, ditemukan bahwa kedua variabel tersebut berpengaruh secara signifikan terhadap kinerja pegawai. Komunikasi dan disiplin kerja menunjukkan koefisien regresi yang positif, yang mengimplikasikan bahwa komunikasi yang lebih baik dan disiplin kerja yang lebih tinggi berhubungan dengan peningkatan kinerja pegawai. Analisis koefisien determinasi menunjukkan bahwa disiplin kerja memiliki pengaruh yang lebih dominan dibandingkan dengan komunikasi, yang menunjukkan perannya yang lebih kuat dalam menjelaskan variasi kinerja karyawan. Temuan ini menggarisbawahi pentingnya menekankan komunikasi dan disiplin kerja untuk meningkatkan kinerja karyawan. Manajemen harus fokus pada program pelatihan yang disesuaikan dan memelihara budaya organisasi yang kondusif. Kata Kunci: Komunikasi, Disiplin Kerja, Kinerja Pegawai
Workplace Loneliness, Work-Family Conflict, dan Job Stress terhadap Turnover Intention pada Karyawan Perempuan di Kabupaten Mamuju Anisa, Anisa; Aqil, Muhammad; Ferils, Muh.; Dahri, Nur Wahyunianti
Jurnal E-Bis Vol 9 No 1 (2025): Vol. 9 No.1 2025
Publisher : Politeknik Piksi Ganesha Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37339/e-bis.v9i1.2448

Abstract

An employee's intention to leave their job is known as turnover intention, and it can negatively affect the company if it is not handled appropriately. This study’s objective is to determine the effect of workplace loneliness, work-family conflict, and job stress on turnover intention among female employees in Mamuju Regency. This research uses associative quantitative methods with incidental sampling techniques and involves 100 respondents as samples. The results obtained (1) Workplace loneliness has a positive and significant effect on turnover intention; (2) Work-family conflict has a positive and significant effect on turnover intention; (3) Job Stress has a positive and significant effect on turnover intention; (4) Workplace loneliness, work-family conflict, and job stress simultaneously have a significant effect on turnover intention with a contribution of 74.9 percent, which is included in the strong category; (5) Job Stress has the most dominant influence on turnover intention.
Pengaruh Sistem Reward Dan Punishment Terhadap Semangat Kerja Karyawan Pada PT. Karya Mandala Putra Mamuju Mutiah, Mutiah; Aqil, Muhammad; Ferils, Muh.
Jurnal Economic Resource Vol. 8 No. 2 (2025): September - February
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

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Abstract

Penelitian ini bertujuan untuk menganalisis Sistem Reward Dan Punishment Terhadap Semangat Kerja Karyawan. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan asosiatif. Penelitian ini menggunakan populasi terbatas, dengan penentuan sampel menggunakan teknik total sampling yang melibatkan 40 Karyawan PT. Karya Mandala Putra Mamuju. Data dikumpulkan melalui observasi, wawancara, dokumentasi, dan kuesioner. Pengujian kualitas data penelitian menggunakan uji validitas dan uji reliabilitas, dengan alat analisis regresi linear berganda. Pengujian hipotesis menggunakan uji parsial (uji statistik t), uji simultan (uji statistik F), serta analisis koefisien determinasi (R2) digunakan untuk mengukur kontribusi prediktor variabel terhadap dependen variabel. Hasil penelitian menunjukkan bahwa sistem reward berpengaruh signifikan secara parsial terhadap semangat kerja dengan nilai signifikansi 0,000 < 0,05 dan nilai thitung 3,904 > ttabel 2,026. Punishment berpengaruh signifikan secara parsial terhadap semangat kerja dengan nilai signifikansi 0,000 < 0,05 dan nilai thitung 4,653 > ttabel 2,026. Serta sistem reward dan punishment berpengaruh signifikan secara simultan terhadap semangat kerja karyawan pada pt. Karya mandala putera mamuju dengan nilai signifikansi 0,000<0,05 dan nilai Fhitung 49,874 > Ftabel 3,252. Dengan kontribusi tergolong kuat yakni sebesar 72,9%. Temuan ini menggaris bawahi bahwa sistem reward dan punishment yang efektif berperan penting dalam mendorong semangat kerja karyawan PT. Karya Mandala Putra Mamuju
Strategi Manajemen Operasional SDM dalam Meningkatkan Kinerja Karyawan: Penelitian Retno Ayu Puspita S; Muh. Ferils
Jurnal Pengabdian Masyarakat dan Riset Pendidikan Vol. 4 No. 1 (2025): Jurnal Pengabdian Masyarakat dan Riset Pendidikan Volume 4 Nomor 1 (Juli 2025 -
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jerkin.v4i1.2050

Abstract

Amid intense business competition, human resources (HR) have become a strategic asset for organizational success. Beyond technology and capital, companies must manage HR effectively to achieve their goals. Operational HR management plays a crucial role in creating efficient and sustainable work systems. This study uses a literature review method by analyzing books, academic articles, online sources, and relevant publications. The findings show that effective HR management includes competency-based recruitment, structured training, KPI-based performance management, compensation and reward systems, and coaching and mentoring. These practices form a high-performance work system that enhances employee ability, motivation, and opportunities. Clear expectations, real-time feedback, and appropriate recognition boost productivity, adaptability, and loyalty. Support from top management and active involvement of line managers ensure HR strategies align with business goals and positively impact company performance.
Pengaruh Job Demands Dan Perceived Organizational Support Terhadap Work Engagement Pada Tenaga Kesehatan Di Rumah Sakit Umum Daerah Provinsi Sulawesi Barat Erwin, Muh.; Ferils, Muh.; Burung, Rachmat; Dahri, Nur Wahyunianti; Junaeda, Junaeda
Jurnal Economic Resource Vol. 8 No. 1 (2025): March-August
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v8i1.1801

Abstract

This study aims to analyze the effect of job demands and perceived organizational support on work engagement among healthcare workers at the Regional General Hospital of West Sulawesi Province. The study employed a quantitative method with an associative approach. The population consisted of 374 healthcare workers, with a sample of 79 respondents determined using Slovin’s formula and incidental sampling. Data were collected through observation, interviews, documentation, and questionnaires. Validity and reliability tests were conducted to ensure the quality of the instruments. Data analysis was performed using multiple linear regression, with hypothesis testing conducted through partial test (t-test), simultaneous test (F-test), and the coefficient of determination (R²). The results indicate that job demands have a positive and significant partial effect on work engagement. Similarly, perceived organizational support also shows a positive and significant partial effect. Simultaneously, job demands and perceived organizational support significantly influence work engagement, contributing 42%, while the remaining 58% is explained by other factors outside the research model, which represents a limitation of this study. These findings highlight that the balance of work demands and perceived organizational support plays a crucial role in enhancing employee engagement.
IMPLEMENTASI KKN BERBASIS PARTICIPATORY ACTION RESEARCH DAN ASSET-BASED COMMUNITY DEVELOPMENT SEBAGAI WUJUD CATUR DHARMA PERGURUAN TINGGI MUHAMMADIYAH : STUDI KASUS DESA HAHANGAN, KECAMATAN ARALLE, KABUPATEN MAMASA Muh. Ferils; Suwanti, Suwanti; Arham M; Rusnawati, Rusnawati
J-ABDI: Jurnal Pengabdian kepada Masyarakat Vol. 5 No. 4: September 2025
Publisher : Bajang Institute

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

Abstract

Kuliah Kerja Nyata (KKN) merupakan bentuk implementasi Catur Dharma Perguruan Tinggi Muhammadiyah, yang mencakup pendidikan, penelitian, pengabdian kepada masyarakat, dan dakwah. Studi ini menganalisis pelaksanaan KKN Angkatan V Tahun 2025 Universitas Muhammadiyah Mamuju di Desa Hahangan, Kecamatan Aralle, Kabupaten Mamasa, dengan menekankan penerapan Participatory Action Research dan Asset-Based Community Development. Tujuan penelitian adalah mengevaluasi efektivitas perencanaan partisipatif, menilai dampak program terhadap peningkatan kapasitas masyarakat, serta mengidentifikasi faktor yang memengaruhi keberlanjutan program. Penelitian ini menggunakan pendekatan kualitatif berbasis studi kasus, dengan data diperoleh melalui observasi partisipatif, dialog dengan tokoh masyarakat, dan dokumentasi. Analisis dilakukan menggunakan metode SWOT. Hasil menunjukkan bahwa program KKN, seperti pelatihan olahan pangan lokal dan peningkatan literasi agama, mampu mengoptimalkan potensi desa dan memperkuat kapasitas masyarakat. Namun, tantangan utama berupa partisipasi masyarakat yang tidak konsisten serta keterbatasan infrastruktur masih menghambat keberhasilan optimal. Secara keseluruhan, KKN berbasis PAR dan ABCD berfungsi sebagai agen perubahan yang efektif dalam pembangunan desa. Untuk menjamin keberlanjutan, diperlukan sinergi jangka panjang antara Masyarakat, Universitas, dan Pemerintah Daerah
IMPLEMENTASI SISTEM PENJAMINAN MUTU INTERNAL DI SEKOLAH TINGGI ILMU EKONOMI MUHAMMADIYAH MAMUJU Ferils, Muhammad; Syafaruddin, Syafaruddin
COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jmbc.v9i1.4403

Abstract

SPM DIKTI is a systemic activity to improve the quality of universities in a planned and sustainable manner, while the goal is to ensure the fulfillment of higher education standards so as to develop a culture of quality in Indonesian universities. The Internal Quality Assurance System is implemented with the aim of maintaining and improving the quality of higher education in a planned and sustainable (continuous iamprovement). This research aims to find out how the implementation of the internal quality assurance system and the role of implementing resources in building quality culture in STIE Muhammadiyah Mamuju. This research was conducted at the Quality Assurance Institute using qualitative methods with data collection techniques through observation and in-depth interviews to the quality assurance implementing resources of STIE Muhammadiyah Mamuju. The results of this research show that the implementation of the internal quality assurance system in STIE Muhammadiyah Mamuju is carried out in order to build a quality culture. its implementation refers to law number 12 of 2012 on higher education, article 52 paragraph (3) then derived through permenristekdikti number 44 year 2015 on national standards of higher education and permenristekdikti number 62 of 2016 on the quality assurance system of higher education, as well as guidelines for the internal quality assurance system of the Diktilitbang Assembly pp Muhammadiyah, its stages by completing the structure of the SPMI document (quality policy, quality manual, quality standards , and a quality form) then designs the plan operationally through the SPMI (PPEPP) cycle. The result of the implementation of SPMI is the assessment of external parties (BAN PT) both accredited study programs B, but can not be said to meet the standards due to budget constraints, lack of commitment of leaders in building a culture of quality, as well as the lack of certified auditors owned by LPM. Keywords: Implementation, Policy, Manual, Quality Standard 
The Effect of Workload and Cyberloafing on Employee Performance at the Communication and Informatics Service of Central Mamuju Regency Windarti Tasni; Muh Ferils; J. Fuji Inzani SL
Jurnal Economic Resource Vol. 8 No. 2 (2025): September - February
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v8i2.1847

Abstract

The aim of this research is to determined the effect of workload and cyberloafing on employee performance at the Central Mamuju Regency Communication and Information Service. The method used in this research is quantitative research, with a total sampling technique. The research population was all employees of the Central Mamuju Regency Communication and Information Service with a sample size of 38 people. Data collection methods were carried out through surveys, interviews, documentation, and distributing questionnaires to respondents. Data processing techniques include validity testing and instrument reliability testing. Data analysis was carried out using multiple linear regression, while hypothesis testing used partial tests (t tests) and simultaneous tests (f tests). The contribution of the independent variable to the dependent variable is analyzed using the coefficient of determination (R²). The research results show that workload (X1) has a partial and significant positive effect on the performance (Y) of employees of the Central Mamuju Regency Communication and Informatics Service, Cyberloafing (X2) has a partial and significant negative effect on the performance (Y) of employees of the Central Mamuju Regency Communication and Informatics Service and workload (X1) and cyberloafing (X2) have a simultaneous and significant effect on the performance (Y) of employees of the Central Mamuju Regency Communication and Informatics Service.
The Effect of Job Satisfaction and Job Insecurity on Employee Turnover Intention Yusuf, Sulfani; Ferils, Muh.; Hajjad, Mu’fidatul Nurul
Golden Ratio of Human Resource Management Vol. 3 No. 2 (2023): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i2.678

Abstract

The objectives of this study are: 1. To determine the effect of job satisfaction and job insecurity partially on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. 2. To determine the effect of job satisfaction and job insecurity simultaneously on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. This research is a quantitative study with two independent variables and one dependent variable with the test tools to be used, namely 1) validity test, 2) reliability test, 3) multiple linear regression test, t test (partial) and f test (Simultaneous). The sample used in this study was 30 respondents. Research data processing using multiple linear regression with SPSS version 24.0 software tools to read the direction of the influence of the independent variable on the dependent variable partially t test and f test. The results showed that job satisfaction has no influence and is not partially significant on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. Job discomfort has a significant effect partially on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju. The results also show that job satisfaction and job insecurity have no influence and are not significant simultaneously on employee turnover intention at PT. Suraco Jaya Abadi Motor Mamuju.
AI Revolutionizing HR: How Artificial Intelligence is Shaping Our Work Ferils, Muh.
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 4 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/1nq6b395

Abstract

The integration of artificial intelligence (AI) in human resource management (HRM) has become an increasingly important topic in academic literature and business practice. The aim of this research is to investigate the impact of using AI in HRM as well as its implications for human resource management practices in various organizations. The research method used is a systematic literature review, which involves collecting, analyzing and synthesizing related articles from various recognized primary sources. The results of the discussion show that the integration of AI in HRM can increase operational efficiency, improve employee performance evaluations, and enrich employee experience through more responsive HR solutions. However, this research also identified a number of challenges, including the complexity of the HR phenomenon, the constraints of limited data, and related ethical and legal issues. The implication of this research is the need for adaptation and transformation in HR practices to face the ongoing digitalization era. HR professionals need to increase their understanding and skills in adopting AI technology while paying attention to ethical aspects and its impact on employees and the organization. Further research is needed to further explore the potential and limitations of AI in HRM and identify effective strategies for facing future challenges.
Co-Authors ADINUGROHO, IWAN Adinugroho, Iwan ? Adriansah Adriansah Adwin,, Adwin, Agustang, Agustang Andika Andika Anisa Anisa Arham M Burung, Rachmat Erwin, Muh. haerati haerati Hajjad, Mu’fidatul Nurul Indah Ramayani Iwan Adinugroho Iwan Adinugroho J. Fuji Inzani SL Jamaludin Kamarudin Junaeda Junaeda, Junaeda Kamarudin, Jamaludin Karmila Kusrianto, Ady Mappigau, Ernawaty MT, Irwan Muchtar Muchtar Muhammad Aqil Muhammad Luthfi Mutiah Mutiah Nur Wahyunianti Dahri Nuraulia Nursiah Nursiah Ramli S Reihart Jocks Retno Ayu Puspita S Rini Wahyuni Rusnawati Rusnawati, Rusnawati Saleh, Nursahdi Saputra, Irwandi Suharlina Suharlina Syafaruddin Syafaruddin Syafaruddin Syafaruddin Wana Syarifah Windarti Tasni Yusuf, Sulfani