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All Journal Jurnal Ekonomi Oikonomia : Journal of Management Economics and Accounting Nomico Glosains: Jurnal Sains Global Indonesia
Yunior Pasagi
Universitas Terbuka
Economics, Econometrics & Finance

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ANALYSIS OF NON-PERFORMING FINANCING IN MEDIATING THE INFLUENCE OF INCOME DIVERSIFICATION, INFLATION, GROSS DOMESTIC PRODUCT, AND SIZE OF THE BANK ON STABILITY Muammar Taufiqi Lutfi Mustofa; Abdul Aziz Nugraha Pratama; Pandu Nur Wicaksono; Yunior Pasagi; Puspa Rini
Jurnal Ekonomi Vol. 12 No. 04 (2023): Jurnal Ekonomi, 2023
Publisher : SEAN Institute

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

Abstract

The purpose of this research is to see the effect of income diversification, inflation, gross domestic product, and bank size on stability with using Non-Performing financing as a mediating variable at the Bank General Sharia in Indonesia. The type of research is descriptive qualitative with the regression model is panel data. This research uses secondary data obtained from the financial reports of Sharia Commercial Banks for the 2012-2021 period. Data processing uses E-Views software with purposive techniques sampling. From the results of the tests carried out it shows that diversification income (DP) has a significant positive effect on stability and inflation positive and insignificant effect on stability, gross domestic product (GDP) has a positive and insignificant effect on stability and bank size significant negative effect on stability, Non-Performing financing (NPF) has a significant negative effect on stability. Non-Performing financing (NPF) is able to mediate the effect of inflation on stability. Non-Performing financing (NPF) is unable to mediate the influence of income Diversification, Gross Domestic Product, dan Size of The Bank terhadap Stability.
The Role of Financial Technology (Fintech) in Financial Inclusion and MSME Growth in Indonesia Adrian Eka Darma Serang; Ummy Kalsum; Yunior Pasagi; Eka Lestari Hafqi Putri
Oikonomia : Journal of Management Economics and Accounting Vol. 2 No. 3 (2025): Oikonomia - May
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v2i3.339

Abstract

Micro, Small, and Medium Enterprises (MSMEs) are the backbone of the Indonesian economy with significant contributions to GDP and employment. However, their access to formal financial services is still limited due to strict requirements from conventional financial institutions and high levels of business informality. Financial technology (fintech) is present as a more inclusive financing alternative through services such as peer-to-peer (P2P) lending and digital payments. Fintech offers fast processes, no collateral, and product flexibility, but its effectiveness is highly dependent on the financial and digital literacy of MSME actors. This study uses a qualitative approach with a case study method in two different regions to explore access, impact, and challenges of fintech use by MSMEs. Initial results show that although fintech expands access to financing and encourages digitalization, there is still a risk of over-indebtedness, inequality in digital infrastructure, and low understanding of contracts and financial obligations. Therefore, synergy is needed between the government, regulators, and service providers to strengthen financial literacy and create a fair and sustainable digital ecosystem. This research is expected to contribute to the development of policies that support the comprehensive digital financial transformation of MSMEs, as well as ensuring that fintech becomes an instrument of empowerment, not a source of new vulnerabilities
Digital Trust Management: Strategies for Building Organizational Trust in the Age of Artificial Intelligence Yunior Pasagi; Prastiyo Diatmono
Nomico Vol. 3 No. 5 (2026): Nomico-June
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/h8npjn06

Abstract

Digital trust is a strategic foundation for organizations adopting artificial intelligence (AI) in decision-making, public services, and stakeholder interactions. The increasing use of AI raises concerns regarding algorithm transparency, accountability, data privacy, and the risk of bias, thus eroding organizational trust in AI systems and external trust in organizations if not systematically managed. This article aims to analyze digital trust management strategies for building organizational trust in the AI era through a systematic literature review based on the PRISMA framework. Searches were conducted in Scopus, Web of Science, and Google Scholar databases with additional independent searches, resulting in 33 articles meeting the inclusion criteria out of a total of 148 identified articles. The study results indicate that organizational trust in AI is shaped by five main pillars: algorithmic transparency and explainable AI, governance and regulatory compliance, technical competence and system reliability, the human dimension and employee psychological contracts, and digital trust infrastructure such as zero trust architecture and IoT reputation. This study offers a novel Digital Trust Management (DTM) framework that integrates technology, governance, and human dimensions across sectors, differing from previous studies that tended to be partial and sectoral. These findings offer practical implications for organizations in designing sustainable AI adoption strategies that are trusted by all stakeholders..
The Role of Employee Well-Being in Mediating the Effect of AI Readiness on Employee Performance Yunior Pasagi
Oikonomia : Journal of Management Economics and Accounting Vol. 3 No. 4 (2026): Oikonomia - August
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v3i4.651

Abstract

This article examines the role of employee well-being as a mediator in the relationship between AI readiness and employee performance in the era of digital transformation. Organizational and individual readiness to adopt artificial intelligence (AI) is increasingly becoming a crucial determinant of work productivity, but its impact on employee performance is not always direct and linear. Based on the Job Demands-Resources (JD-R) and Conservation of Resources (COR) frameworks, this article synthesizes findings from various recent empirical studies (2021-2026) to develop a conceptual model that positions employee well-being as the primary link between AI readiness and performance outcomes. This study highlights a research gap in the lack of simultaneous integration of psychological and technological dimensions within a single model, particularly in the context of organizations in developing countries like Indonesia. The method used is a narrative-systematic literature review analyzing 30 Scopus-indexed and other reputable scientific articles with active DOIs. The synthesis results indicate that AI readiness has a positive effect on employee well-being when balanced with organizational support, training, and adaptive leadership, while its direct effect on performance tends to be weaker than its indirect effect through well-being. Theoretical and practical implications are formulated to drive human-centered and sustainable AI transformation strategies for organizations.
The Influence of Human Resource Management (HRM) Practices on Papuan Indigenous (OAP) Employee Performance: The Mediating Roles of Affective Commitment, Readiness to Change, and Risk Culture at Regional Development Bank Yunior Pasagi; Abdul Rahman Rahim; Dewi Hanggraeni; Abdul Wahab
Glosains: Jurnal Sains Global Indonesia Vol. 7 No. 4 (2026): Glosains: Jurnal Sains Global Indonesia
Publisher : Sekolah Tinggi Agama Islam Kuningan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59784/glosains.v7i4.901

Abstract

Background: A regional development bank in Southwest Papua is undergoing organizational transformation within a culturally distinctive context, where the development and performance of Papuan Indigenous (OAP) employees are strategically important. Objective: This study examines the direct and indirect relationships between Human Resource Management (HRM) Practices and OAP Employee Performance through Affective Commitment, Readiness to Change, and Risk Culture. Methods: A quantitative cross-sectional explanatory survey was conducted among 149 purposively selected OAP employees from several work units of a regional development bank in Southwest Papua, Indonesia. Data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS. Results: HRM Practices significantly influenced Affective Commitment (β = 0.576, p < 0.001), Readiness to Change (β = 0.608, p < 0.001), Risk Culture (β = 0.543, p < 0.001), and OAP Employee Performance (β = 0.134, p = 0.036). Affective Commitment (β = 0.218, p = 0.009) and Risk Culture (β = 0.435, p < 0.001) significantly predicted performance, while Readiness to Change was not significant (β = 0.119, p = 0.067). The model explained 63.0% of performance variance (R² = 0.630). Indirect effects were significant through Affective Commitment (β = 0.125, p = 0.012) and Risk Culture (β = 0.236, p < 0.001), but not through Readiness to Change. Conclusion: HRM Practices were associated with OAP Employee Performance directly and indirectly through Affective Commitment and Risk Culture. Readiness to Change did not serve as a significant mediator in this context.
Co-Authors Abdul Aziz Nugraha Pratama Abdul Rahman Rahim Abdul Wahab Adrian Eka Darma Serang Eka Lestari Hafqi Putri Hanggraeni, Dewi Kalsum, Ummy Muammar Taufiqi Lutfi Mustofa Pandu Nur Wicaksono Prastiyo Diatmono Puspa Rini