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All Journal Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Manajemen, Organisasi, Dan Bisnis
Catur Fatchu Ukhriyawati
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Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences Other

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PENGARUH LIKUIDITAS, LEVERAGE, DAN PROFITABILITAS TERHADAP NILAI PERUSAHAAN Yuci Ariska; Catur Fatchu Ukhriyawati
JURNAL MANAJEMEN, ORGANISASI DAN BISNIS (JMOB) Vol 1, No 1 (2021): JMOB (Maret 2021)
Publisher : Pascasarjana Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (304.252 KB) | DOI: 10.33373/jmob.v1i1.3172

Abstract

Penelitian ini dilakukan untuk mengetahui pengaruh likuiditas, leverage, dan profitabilitas terhadap nilai perusahaan perusahaan semen yang terdaftar di Bursa Efek Indonesia. Penelitian ini merupakan jenis kuantitatif karena didalamnya mengacu pada perhitungan data penelitian yang berupa angka-angka. Variabel penelitian ini meliputi variabel dependen dan independen. Sampel dalam penelitian ini adalah perusahaan Semen yang terdaftar di Bursa Efek Indonesia (BEI) periode 2009-2018. Pemilihan sampel menggunakan purposive sampling, dengan jumlah 3 (tiga) perusahaan selama periode 2009-2018. Teknik analisis data menggunakan Uji Asumsi Klasik, regresi linear berganda dan uji hipotesis. Analisis ini dilakukan dengan menggunakan SPSS 20. Berdasarkan analisis data SPSS, analisis regresi berganda terhadap variabel likuiditas adalah 1.516 dengan jumlah signifikan 0.141 variabel leverage adalah 0.210 dengan jumlah signifikan 0.835, variabel profitabilitas adalah  6.621 dengan signifikan 0.000. Hasil uji simultan didapatkan nilai 31.161  dengan tingkat kepercayaan 95%. Kesimpulan penelitian ini menunjukkan variabel likuiditas, leverage dan profitabilitas perusahaan secara parsial tidak berpengaruh signifikan terhadap nilai perusahaan, sedangkan secara simultan berpengaruh terhadap nilai perusahaan.
PENGARUH HARGA, PROMOSI, LOKASI, DAN CITRA MEREK TERHADAP KEPUTUSAN PEMBELIAN Ridho Saputra; Lukmanul Hakim; Catur Fatchu Ukhriyawati
JURNAL MANAJEMEN, ORGANISASI DAN BISNIS (JMOB) Vol 2, No 1 (2022): JMOB (Maret 2022)
Publisher : Pascasarjana Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (373.293 KB) | DOI: 10.33373/jmob.v2i1.4076

Abstract

Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh harga, promosi, lokasi, dan citra merek terhadap keputusan pembelian serta untuk menguji dan menganalisis pengaruh harga, promosi, lokasi, dan citra merek secara simultan terhadap keputusan pembelian. Jenis penelitian ini adalah penelitian korelasi dengan metode kuantitatif. Populasi penelitian ini adalah pelanggan rumah makan “Warung Bude”. Sampel penelitian sebanyak 50 orang, yang diambil dengan teknik sampling insidental. Data diperoleh dengan metode menyebarkan kuesioner kemudian dianalisis dengan menggunakan uji regresi linier berganda dan uji hipotesis dengan menggunakan SPSS versi 25. Hasil penelitian ini adalah: (1) harga berpengaruh terhadap keputusan pembelian, (2) promosi tidak berpengaruh terhadap keputusan pembelian, (3) lokasi berpengaruh terhadap keputusan pembelian, (4) citra merek berpengaruh terhadap keputusan pembelian, (5) harga, promosi, lokasi, dan citra merek secara simultan berpengaruh terhadap keputusan pembelian.
PENGARUH PENDIDIKAN, PELATIHAN, PENGALAMAN DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI Suharsono Suharsono; Catur Fatchu Ukhriyawati; Oktavianti Oktavianti
JURNAL MANAJEMEN, ORGANISASI DAN BISNIS (JMOB) Vol 2, No 3 (2022): JMOB (September 2022)
Publisher : Pascasarjana Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/jmob.v2i3.5144

Abstract

Penelitian ini dilatarbelakangi ketidaksesuaian upah yang diterima buruh dengan Kinerja pegawai yang baik dapat ditunjukkan oleh kemampuan pegawai. Tujuan penelitian ini adalah untuk menganalisis pengaruh pendidikan, pelatihan, pengalaman dan disiplin kerja terhadap kinerja pegawai. Populasi penelitian ini adalah pegawai Subdit Mitigasi dan Penanggulangan Kebakaran BP Batam yang berjumlah 119 orang. Sampel terdiri dari 92 responden, yang diambil dengan metode random sampling. Analisis data menggunakan regresi berganda dan uji hipotesis. Hasil penelitian ini dapat disimpulkan bahwa pendidikan berpengaruh signifikan terhadap kinerja pegawai, pelatihan berpengaruh signifikan terhadap kinerja pegawai, pengalaman berpengaruh tidak signifikan terhadap kinerja pegawai, disiplin kerja berpengaruh signifikan terhadap kinerjapegawai Pendidikan, pelatihan, pengalaman dan disiplin kerja secara bersama-sama berpengaruh signifikan terhadap kinerja pegawai.
PENGARUH MOTIVASI, KEPRIBADIAN, PELATIHAN DAN KARAKTERISTIK PEKERJAAN TERHADAP KETERLIBATAN PEKERJAAN PEGAWAI Herman Herman; Lukmanul Hakim; Catur Fatchu Ukhriyawati
JURNAL MANAJEMEN, ORGANISASI DAN BISNIS Vol 2, No 4 (2022): (Desember 2022)
Publisher : Pascasarjana Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/jmob.v2i4.5179

Abstract

Kurang optimalnya keterlibatan kerja saat ini masih relatif banyak ditunjukkan oleh pegawai pada organisasi pemerintahan, termasuk pada Dinas Kesehatan Pengendalian Penduduk dan Keluarga Berencana Kota Tanjungpinang. Variabel yang diteliti yaitu Motivasi, Kepribadian, Pelatihan Dan Karakteristik Pekerjaan Terhadap Keterlibatan Pekerjaan Pegawai Dinas Kesehatan Pengendalian Penduduk Dan Keluarga Berencana Kota Tanjungpinang. Metode yang dipilih yaitu penelitian kuantitatif dengan menyebarkan kuesioner. Sampel yang digunakan dalam penelitian ini menggunakan non probability sampling methode dengan teknik purposive sampling yaitu teknik penentuan sampel berdasarkan suatu ktiteria tertentu. Sampel pada penelitian ini adalah seluruh pegawai Dinas Kesehatan Pengendalian Penduduk Dan Keluarga Berencana Kota Tanjungpinang berjumlah 78 orang pegawai yang berstatus pegawai negri sipil. Hasil penelitian ini menunjukkan secara simultan motivasi, kepribadian, pelatihan dan karakteristik pekerjaan, terhadap kepuasan kerja dapat dilihat dari nilai F hitung F-tabel (24.314 2.73) dan tingkat signifikansi sebesar 0.000. Pengujian secara parsial untuk variabel motivasi berpengaruh signifikan terhadap keterlibatan kerja dapat dilihat dari nilai t hitung 3.461 t tabel 1.99300 dengan nilai probabilitas signifikansi sebesar 0.001, variabel kepribadian berpengaruh signifikan terhadap keterlibatan kerja, dapat dilihat dari nilai t hitung 2.920 t tabel 1.99300 dengan nilai probabilitas signifikansi sebesar 0.005, Variabel pelatihan berpengaruh signifikan terhadap keterlibatan kerja dapat dilihat dari nilai t hitung 6.632 t tabel 1.99300 dengan nilai probabilitas signifikansi sebesar 0.000 dan karakteristik pekerjaam berpengaruh terhadap keterlibatan pekerjaan, dapat dilihat dari nilai t hitung 2.699 t tabel 1.99300 dengan nilai probabilitas signifikansi sebesar 0.009
Penguatan Pemahaman Literasi Keuangan di Era Smart 5.0 kepada Siswa MAN Kabupaten Karimun Catur Fatchu Ukhriyawati; Sri Mulyati; Paras Faturohim; Lukmanul Hakim; Ramon Zamora; Ravika Permata Hati; Celina Cicilia Margaritha; Pohan, Albert Efendi
Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat Vol. 6 No. 1 (2025): Vol. 6 No. 1, Oktober 2025
Publisher : Universitas Dinamika

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

Abstract

The Smart 5.0 era, characterized as the pinnacle of technological transformation, necessitates continuous improvement in individuals' comprehension and literacy competency, particularly in financial literacy. Financial literacy encompasses an individual's abilities, knowledge, attitudes, and behaviors related to managing personal monetary assets. However, empirical evidence suggests that students, especially in disadvantaged areas, demonstrate a limited understanding of financial literacy. This Community Service was conducted with the objective of enhancing financial literacy comprehension among MAN students in the Karimun Regency. The activity took place in MAN Karimun Hall on August 26-27, 2024, with 220 students in attendance. The PKM method is carried out through face-to-face training activities by implementing the management functions of planning, organizing, implementing, controlling, and evaluating. The evaluation of this community service program the following outcomes: 1) The financial literacy strengthening program was implemented effectively in accordance with established plans. 2) Students demonstrated comprehension of the financial literacy material presented by the speakers. 3) Students also exhibited an understanding of the significance of developing financial literacy competencies (personal finance) from an early age in the Smart 5.0 era, enabling them to manage and plan their finances optimally in the future. This PKM still focuses on improving the understanding of financial management at the MAN student level, and further PKM needs to be carried out starting with elementary and junior high school students so that MAN students are not late in understanding financial literacy competencies.
THE QUANTIFIED EMPLOYEE: NAVIGATING THE PRIVACY-PERFORMANCE PARADOX IN PEOPLE ANALYTICS Suwinto; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20151601

Abstract

The increasing adoption of people analytics has transformed how organizations manage and evaluate employee performance, giving rise to the concept of the “quantified employee.” Advances in artificial intelligence and digital monitoring technologies enable organizations to collect and analyze extensive data on employee behavior, productivity, and engagement. While these capabilities offer significant benefits, they also create a tension between performance optimization and employee privacy, known as the privacy–performance paradox. This study examines how organizations can balance data-driven decision-making with ethical considerations related to privacy. Using a narrative literature review and conceptual framework approach, the research synthesizes insights from academic studies, HR reports, and policy documents. The findings indicate that people analytics can enhance productivity, engagement, and workforce optimization, but may also lead to surveillance anxiety, perceived intrusion, and concerns about data misuse. The study highlights the importance of mediating factors such as trust, transparency, and perceived fairness, as well as moderating influences including organizational culture, leadership, and regulatory environments. A conceptual framework is proposed to explain how these factors interact to influence employee acceptance and organizational outcomes. The study concludes that ethical governance and transparent communication are essential for achieving a sustainable balance between privacy and performance.
THE GIG ECONOMY AND THE SOCIAL CONTRACT: RETHINKING LEGAL, TRAINING, AND ENGAGEMENT STRATEGIES FOR CONTINGENT WORKERS Marhamah; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20177032

Abstract

The rapid expansion of the gig economy has significantly altered traditional employment relationships, challenging existing assumptions about the social contract between workers and organizations. As contingent work becomes more prevalent, gaps have emerged in legal protections, training opportunities, and engagement practices. This study examines how the social contract must be redefined to address these challenges, with a particular focus on legal, training, and engagement strategies for gig workers. Using a conceptual and narrative literature review approach, the research synthesizes insights from academic studies, policy reports, and industry analyses. The findings indicate that traditional labor frameworks are insufficient for managing gig work, necessitating legal reconfiguration to balance flexibility with worker protection. Additionally, training and development are increasingly decentralized, requiring shared responsibility among workers, organizations, and institutions. Engagement strategies must also evolve, leveraging digital tools, incentives, and transparent communication to build trust and inclusion. The study highlights the importance of collaboration among stakeholders to ensure fairness and sustainability in gig work systems. It concludes that redefining the social contract is essential for aligning organizational efficiency with worker well-being. The article provides a comprehensive framework for adapting workforce strategies in the evolving gig economy.
HR AS A STEWARD OF THE SOCIAL ENTERPRISE: INTEGRATING ESG METRICS INTO PERFORMANCE AND REWARD SYSTEMS Ignasius Wahyudi Arianto; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20139837

Abstract

The increasing emphasis on Environmental, Social, and Governance (ESG) principles has transformed the role of organizations from purely profit-driven entities to socially responsible enterprises. This shift toward stakeholder capitalism requires internal alignment of organizational systems, particularly human resource (HR) practices, with sustainability objectives. However, traditional performance management and reward systems remain largely focused on financial outcomes, creating a disconnect between ESG goals and employee behavior. This study examines how HR can act as a steward of the social enterprise by integrating ESG metrics into performance and reward systems. Using a conceptual and narrative literature review approach, the research synthesizes insights from ESG, HR management, and organizational behavior literature. The findings indicate that embedding ESG into organizational culture, incorporating environmental and social KPIs into performance management, and aligning rewards with long-term sustainability goals are critical for effective implementation. The study also highlights the role of moderating factors such as leadership commitment, organizational culture, and regulatory context. A conceptual framework is proposed to explain how HR practices mediate the relationship between ESG strategy and organizational outcomes. The study concludes that integrating ESG into HR systems is essential for achieving sustainable performance and long-term value creation.
INCLUSIVE LEADERSHIP AS AN HR DEVELOPMENT IMPERATIVE: A LONGITUDINAL STUDY ON ITS EFFECT ON PSYCHOLOGICAL SAFETY AND TEAM INNOVATION Kartika Simanjuntak; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20161167

Abstract

The increasing diversity of the modern workforce has intensified the need for inclusive leadership as a critical capability for organizational success. While existing research highlights the benefits of inclusive leadership, limited attention has been given to its long-term effects on team dynamics and innovation. This study examines the impact of inclusive leadership on psychological safety and team innovation using a longitudinal research design. Data were collected from teams across multiple time points to capture changes in leadership behaviors and team perceptions. The findings indicate that inclusive leadership significantly enhances psychological safety by fostering trust, openness, and reduced fear of failure. Psychological safety, in turn, mediates the relationship between leadership and team innovation, enabling increased idea generation and implementation. The results also show that the effects of inclusive leadership strengthen over time, leading to sustained innovation performance. The study contributes to the literature by providing a dynamic perspective on leadership and team outcomes. It also offers practical implications for HR development by emphasizing the importance of continuous investment in inclusive leadership. The findings suggest that organizations can enhance innovation and performance by fostering psychologically safe environments through inclusive leadership practices.
DECENTERING WESTERN HRM: AN INDIGENOUS EPISTEMOLOGY APPROACH TO HUMAN RESOURCE PRACTICES Deby Andriany; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20131970

Abstract

The dominance of Western human resource management (HRM) frameworks has long shaped organizational practices globally, often promoting standardized, efficiency-driven approaches grounded in individualism and rationality. However, increasing cultural diversity and globalization have exposed the limitations of these universal models, particularly in non-Western contexts where local values, traditions, and social structures differ significantly. This study explores how indigenous epistemologies can serve as an alternative foundation for HRM, offering more contextually relevant and culturally embedded practices. Using a conceptual and interpretive qualitative approach, the research synthesizes insights from HRM literature, ethnographic studies, and indigenous knowledge systems. The findings highlight that indigenous approaches emphasize relationality, community orientation, and holistic well-being, which can enhance employee engagement and organizational effectiveness. The study also identifies key challenges, including institutional resistance and the difficulty of integrating indigenous and modern HR practices. A conceptual framework is proposed to illustrate how culturally aligned HRM practices can improve organizational outcomes. The article contributes to the discourse on decolonizing management knowledge and advancing pluralistic approaches to HRM. It concludes that integrating indigenous epistemologies is essential for developing inclusive, adaptive, and sustainable HR practices in diverse organizational contexts.
Co-Authors Albert Efendi Pohan Arnold AF Sihombing Celina Cicilia Margaritha Deby Andriany Dhenny Asmarazisa Edo Saputra Febiola Maria Tampubolon Herman Herman Ignasius Wahyudi Arianto Indra Yani Iswahyudi Kartika Simanjuntak Lukmanul Hakim Marhamah Oktavianti Oktavianti Paras Faturohim Priyata Westraperdana Ramon Zamora Ravika Permata Hati Ridho Saputra Rizki Eka Putra Santia Rahmadani Sri Mulyati Suharsono Suharsono Suwinto Yuci Ariska