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All Journal COMPETITIVENESS JOURNAL Jurnal Mirai Management SEIKO : Journal of Management & Business Jurnal E-Bis: Ekonomi Bisnis Jurnal Media Informatika Golden Ratio of Mapping Idea and Literature Format Jurnal E-bussiness Institut Teknologi dan Bisnis Muhammadiyah Polewali Mandar Jurnal Kolaborasi Sains dan Ilmu Terapan JER Celebes Journal of Community Services Jurnal Ilmu Ekonomi dan Bisnis (JUKONI) Journal of Management Branding Jurnal Ilmu Manajemen dan Akuntansi Nusantara (JIMAKUN) Journal of Global Economic Development and Policy (JOGEDPOL)
Agus Halim
Universitas Muhammadiyah Mamuju
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Automotive Engineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Library & Information Science Social Sciences Other

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Peran Lingkungan Kerja, Kepemimpinan, Dan Kompensasi Dalam Menurunkan Turnover Intention Muh.Sabri; Halim, Agus
Jurnal Ilmu Ekonomi dan Bisnis Vol. 3 No. 1 (2026): JUKONI - Februari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jukoni.v3i1.1150

Abstract

Turnover intention describes an employee's desire or intent to resign from an organization or change jobs, serving as a critical indicator of human resource stability within a company. High turnover intention can lead to increased recruitment costs, decreased productivity, and disruptions in the organization's operational continuity. Based on various empirical studies, factors such as the work environment, leadership, and compensation play a significant role in influencing employee turnover intention. A conducive work environment characterized by adequate facilities, positive relationships among colleagues, and a safe psychological climate can enhance employee engagement and reduce the intent to leave the organization, thereby creating a sense of comfort and higher job loyalty. Effective leadership, particularly transformational or supportive leadership styles, can increase motivation, commitment, and job satisfaction through clear communication, emotional support, and fair decision-making, which ultimately reduces turnover intention. Furthermore, fair and competitive compensation including salary, benefits, bonuses, and other non-financial rewards is proven to be negatively correlated with turnover intention; the more optimal the compensation system perceived by employees, the lower their intention to move elsewhere. Recent quantitative research shows that the simultaneous application of these three variables a positive work environment, supportive leadership, and appropriate compensation can significantly decrease turnover intention rates across various organizational contexts. This aligns with findings that improving the quality of these three factors results in a decline in the number of employees aspiring to leave the organization and strengthens overall employee retention.
Pengaruh Promosi, Demosi, Dan Mutasi Jabatan Terhadap Kinerja Pegawai Puskesmas Dalam Pelayanan Kesehatan Masyarakat Di Kota Mamuju Krisdayanti; Halim, Agus
Jurnal Ilmu Ekonomi dan Bisnis Vol. 3 No. 1 (2026): JUKONI - Februari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jukoni.v3i1.1154

Abstract

This study aims to analyze the influence of promotion, demotion, and job mutation on employee performance at Community Health Centers (Puskesmas) in Mamuju City. The research adopts a quantitative approach using a survey method. The population consists of all 85 Puskesmas employees; therefore, a census sampling technique was applied. Data were collected using a Likert-scale questionnaire that had previously been tested for validity and reliability. The collected data were analyzed using multiple linear regression to determine the effect of each independent variable on employee performance. The results reveal that job promotion has a positive and significant effect on employee performance. In contrast, job demotion has a negative and significant effect on performance. Meanwhile, job mutation shows a positive and significant influence on employee performance. Simultaneously, promotion, demotion, and job mutation significantly affect the performance of Puskesmas employees in Mamuju City. These findings highlight the essential role of effective career management policies in improving employee performance, which ultimately contributes to better public health service delivery. Therefore, Puskesmas management is expected to implement objective, transparent, and performance-based systems for promotion, demotion, and job mutation in order to motivate employees and optimize organizational outcomes.
Pengaruh Kesejahteraan Karyawan Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada Pdam Tirta Manakarra Kabupaten Mamuju Mayang; Halim, Agus
Jurnal Ilmu Ekonomi dan Bisnis Vol. 3 No. 1 (2026): JUKONI - Februari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jukoni.v3i1.1155

Abstract

Employee welfare is a strategic factor in improving employee performance, both directly and indirectly through job satisfaction. This study aims to analyze the effect of employee welfare on employee performance, with job satisfaction as a mediating variable at PDAM Tirta Manakarra, Mamuju Regency. This research employs a quantitative approach using a survey method. Data were collected through the distribution of questionnaires to employees of PDAM Tirta Manakarra, Mamuju Regency, and analyzed using path analysis through the Structural Equation Modeling (SEM) approach. The results indicate that employee welfare has a positive and significant effect on job satisfaction and employee performance. Furthermore, job satisfaction has a positive and significant effect on employee performance. The findings also reveal that job satisfaction mediates the relationship between employee welfare and employee performance. Therefore, improving employee welfare supported by high levels of job satisfaction can optimally enhance employee performance. This study is expected to serve as a reference for the management of PDAM Tirta Manakarra, Mamuju Regency, in formulating sustainable employee welfare and human resource management policies.
Pengaruh Lingkungan Kerja Fisik dan Psikososial terhadap Kinerja SDM dalam Organisasi Berbasis Layanan di Puskesmas Bambu, Kabupaten Mamuju Jusnaimah; Halim, Agus; Asia, Nur
Journal of Management Branding Vol. 3 No. 1 (2026): Journal Of Management Branding
Publisher : Pascasarjana Universitas Muhammadiyah Mamuju

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71326/jmb.v3i1.98

Abstract

Human resource performance in primary healthcare centers plays a critical role in ensuring the quality and effectiveness of public health services. However, employee performance is often influenced by the condition of both physical and psychosocial work environments. This study aimed to examine the effect of physical and psychosocial work environments on human resource performance at Puskesmas Bambu, Mamuju Regency. A quantitative approach with a survey design was applied, involving all employees through a census method. Data were collected using structured questionnaires with a Likert scale and analyzed using multiple linear regression after meeting classical assumption requirements. The findings reveal that both physical and psychosocial work environments have a positive and significant influence on employee performance, both simultaneously and partially. The psychosocial work environment demonstrates a more dominant contribution compared to the physical work environment. These results indicate that supportive workplace relationships, effective communication, and supervisory support significantly enhance employee motivation, responsibility, and service quality. It is concluded that improving work environment conditions, particularly psychosocial aspects, is essential for strengthening employee performance and healthcare service outcomes. Sustainable managerial strategies are recommended to foster a supportive and well-facilitated work environment.
Pengaruh Lingkungan Kerja Terhadap Turnover Intention Karyawan Di Toko Arham Elektronik Tasiu Syahra Ruslan; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1170

Abstract

This study aims to analyze the effect of the work environment on employee turnover intention at Arham Elektronik Store Tasiu. The study adopts a qualitative descriptive approach using literature review and secondary data analysis without direct field research. Data were obtained from national and international journals published within the last five years, relevant books, and reports related to human resource management, particularly work environment and turnover intention. The findings indicate that the work environment significantly influences employee turnover intention, both in physical and non-physical aspects. An unconducive work environment, lack of safety, low comfort, poor interpersonal relationships, and weak managerial support tend to increase employees' intention to leave the organization. Conversely, a supportive and comfortable work environment helps reduce turnover intention. This study concludes that effective work environment management is a key strategy for small and medium retail businesses to retain employees and maintain operational stability.  
Analisis Perilaku Cyberloafing (Browsing Medsos Jam Kerja) Pada Gen Z: Dampaknya Terhadap Kreativitas Dan Produktivitas Nur Khaila Anugra Maryam; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1172

Abstract

The development of digital technology and the high penetration of social media have given rise to various changes in work behavior, particularly among Generation Z as the digital native generation. One phenomenon commonly found in the modern workplace is cyberloafing, which is the activity of using the internet for personal purposes during work hours, such as browsing social media. This phenomenon is often perceived as negative behavior because it is considered to reduce work productivity, but on the other hand, it is also considered to have the potential to increase employee creativity. This article aims to analyze cyberloafing behavior in Generation Z and its impact on creativity and work productivity. This study uses a qualitative approach with a literature study method (indirect research) through a systematic review of books, journal articles, and relevant scientific publications. The results of the study indicate that cyberloafing has an ambivalent impact, namely the potential to reduce productivity if done excessively, but can increase creativity when done within reasonable limits as a means of cognitive relaxation. The conclusion of this study confirms that cyberloafing cannot be viewed solely as dysfunctional behavior, but rather requires adaptive management. Further research is recommended to test these conceptual findings empirically in various organizational contexts.
Evaluasi Efektivitas Kebijakan K3 Di Lingkungan Kerja Remote: Studi Komparatif Antara Pekerja Kantor Dan Pekerja Dari Rumah Riris Mega Saputri; Annisa Lulu Zafirah; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1178

Abstract

This study evaluates the effectiveness of Occupational Safety and Health (OHS) policies in the context of remote work compared to traditional office work. The drastic changes in work systems due to the COVID-19 pandemic have forced organizations to re-examine the role of OHS policies for telecommuting workers. This study uses a comparative approach, using literature review methods and synthesizing relevant secondary data. The results indicate that effective OHS policies in office work environments have not been fully adopted in the remote work context, particularly regarding work ergonomics, psychosocial health risks, and organizational support for remote workers. Furthermore, remote workers exhibit increased musculoskeletal health risks and psychosocial stress when adaptive policies are not in place. This study concludes that OHS policies specifically designed for remote work contexts are necessary and provides practical recommendations for organizations to improve OHS implementation equitably across both work environments. Further research recommendations are directed at empirically measuring OHS policies for remote workers over the long term.
Pengaruh Implementasi Pengembangan Talenta Berbasis Kompetensi Terhadap Kinerja Tenaga Kesehatan di RSUD Kabupaten Mamuju Rismayanti; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1179

Abstract

Competency-based talent development is an important way of managing human resources that can improve the performance of employees in the health sector, especially in regional hospitals. Mamuju District Hospital, which is a health referral center in West Sulawesi, must have competent, professional employees who are able to adapt to changes in the health care system. This study aims to analyze the impact of implementing competency-based talent development on the performance of healthcare workers at Mamuju District Hospital. This study uses a qualitative method with a descriptive approach. Informants involved include hospital leaders, department heads, health workers (including doctors, nurses, and other health workers), and HR management staff. Data collection techniques were conducted through in-depth interviews, observation, and document study. Data analysis was carried out through data reduction, data presentation, and conclusion drawing. The results of the study indicate that the implementation of competency- based talent development has a positive impact on improving the performance of health workers, as seen from improvements in service quality, discipline, professional abilities, and teamwork spirit. However, there are still several obstacles, such as limited funds, heavy workloads, and unequal opportunities for competency development. The conclusion of this study confirms that the development of competency-based talent development has a positive impact on improving the performance of health workers at Mamuju District General Hospital.
Analisis Permasalahan Msdm Pada Sistem Promosi, Demosi Dan Mutasi Jabatan Di Pt Bank Rakyat Indonesia (PERSERO) Tbk Cabang Mamuju Nur Annisa; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1180

Abstract

important role in helping organizations achieve their goals, especially in the banking sector which requires good performance and service. One of the key policies in HRM is the system of promotion, demotion, and job transfer.The aim is to place employees according to their abilities, work performance, and organizational needs. This study aims to analyze HRM issues related to the promotion, demotion, and job transfer system at PT Bank Rakyat Indonesia (Persero) Tbk Mamuju Branch. This research uses a qualitative method with a descriptive approach, namely through a literature study in the form of books, scientific journals, and other relevant sources. The results of the analysis show several problems, including subjective perceptions in the promotion process, a lack of transparency and clear indicators in the implementation of demotions, and job transfers that do not take into account the abilities of employees appropriately. These issues have a negative impact on employee morale and work performance. Therefore, it is necessary to implement a more objective, transparent, and competency-based HRM system to improve the smooth management of human resources in banking.
Pengaruh Komunikasi, Budaya Organisasi Dan Kemampuan Sumber Daya Manusia Terhadap Efektivitas Kerja Pegawai Kantor Kecamatan Kalumpang Kabupaten Mamuju Widya Aulia; Agus Halim
Jurnal Ilmu Manajemen dan Akuntansi Nusantara Vol. 2 No. 1 (2026): JIMAKUN - Januari
Publisher : CV. SINAR HOWUHOWU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70134/jimakun.v2i1.1186

Abstract

Employee performance plays an important role in determining the quality of public services and governance processes, especially at the sub-district level, which acts as the final part of the state administration system. At the Kalumpang Sub-district Office, Mamuju Regency, several challenges such as difficult geographical conditions, limited facilities, and differences in employee backgrounds can affect overall performance. Issues related to employee performance are not only related to the achievement of work targets, but also reflect the organization's ability to communicate internally, build a good working atmosphere, and maximize the potential of its employees. Therefore, this research is important to understand in depth the internal factors of the organization that affect employee performance.This study aims to analyze the influence of communication, organizational culture, and human resource capabilities on employee performance at the Kalumpang Subdistrict Office, both individually and collectively.The approach used is quantitative with a survey method, in which all employees are research respondents. Data is collected through questionnaires based on relevant theoretical indicators, which have been tested for validity and reliability. The analysis is carried out using multiple linear regression to identify the level of relationship and the magnitude of the influence of each independent variable on the dependent variable, thereby producing an overview. This study shows that communication has a positive and significant impact on employee work effectiveness. This indicates that clear instructions, accurate information delivery, and the intensity of communication between superiors and employees are still the main factors in determining success in carrying out tasks. In addition, organizational culture also has a major influence on work effectiveness, especially in terms of discipline, commitment to work, and teamwork, which have not been fully internalized evenly in the Kalumpang Subdistrict Office environment. Human resource capabilities have been proven to have the greatest influence on employee work effectiveness.
Co-Authors Adam Ramadhan ADINUGROHO, IWAN Ainaya Ifditiya Ramadhani Andi Indra Martini Andi Indra Martini Andrianto, Nanang Annisa Lulu Zafirah Avifa, Zumrotul Azzahra, Sari Zalni Juni Batara, Andi Fitra Cica Rosalina Desi Ratnasari Ernawati Mappigau Ezra Fajariani, Nur Fauziah Rahman Hari Yeni Hendra Herman Husnul Khatimah B Ikram, Muh Irdha Yanti Musyawarah Irma J, Jusriadi Junaeda, Junaeda Jusnaimah Krisdayanti Mardilah Mahmud Martini , Andi Indra Mayang Muh Ibnu Pangeran I.J Muh. Iksan Muh.Sabri Muhammad Aqil Muhammad Sibgatullah Mutiara Nabila * Nur Annisa Nur Asia Nur Asia, Nur Nur Fajariani Nur Khaila Anugra Maryam Nur Wahyunianti Dahri Nur Wahyunianti Dahri Nurfadhilah Salahuddin Pemi Budi Arti Putri Aisyah, Putri R, Muh. Ryan Assidiq Rachmat Barung Ramli S Ramli S, Ramli S Resky Rahmana Riris Mega Saputri Riskan, Yuniarti Rismawati, R. Rismayanti Selvi Mustafa Sudirman Sudirman Suharlina Suharlina Suwanti Syahra Ruslan Tamin Tamin Widya Aulia Wiwik Handayani