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Tibrani
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 1 
The Role of Islamic Rural Banks in the Development and Strengthening of Micro, Small and Medium Enterprises in the Agribusiness Sector in Riau Province Fahrial; Tibrani; Desvaeryand, Rega
International Journal of Law and Public Policy (IJLAPP) Vol 4 No 2: September 2022
Publisher : Lamintang Education and Training Centre, in collaboration with the International Association of Educators, Scientists, Technologists, and Engineers (IA-ESTE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36079/lamintang.ijlapp-0402.334

Abstract

The problem of Micro, Small and Medium Enterprises in the agribusiness sector in Riau Province is business capital. This research aims to analyze the role of Islamic Rural Banks in the development and strengthening of Micro, Small and Medium Enterprises in the agribusiness sector in Riau Province. The method used in this research is empirical research. The results of the research explain that the average Micro, Small and Medium Enterprises in the agribusiness sector in Riau Province have characteristics in the age group of 38 to 43 years with junior high school level education and 1 to 7 years of business experience. There are two Sharia Rural Banks in Riau Province, namely BPRS Berkah Dana Fadhlillah and BPRS Hasanah. Bank service variables and types of financing products have a significant effect on the development and strengthening of Micro, Small and Medium Enterprises in the agribusiness sector in Riau Province. The strategy adopted by BPRS Berkah Dana Fadhlillah and BPRS Hasanah is a faster financing process so that they can compete with conventional banks as well as product innovation and affordable administrative costs.
ANALISIS USAHATANI KELAPA SAWIT SWADAYA DI DESA SUNGAI SITOLANG KECAMATAN RAMBAH HILIR KABUPATEN ROKAN HULU PROPINSI RIAU Ahlul Nazar; Tibrani
DINAMIKA PERTANIAN Vol. 40 No. 1 (2024): Jurnal Dinamika Pertanian Edisi April 2024
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/dp.2024.vol40(1).18875

Abstract

This study aims to explore the characteristics of farmers and the profile of independent oil palm farming to assess the technology utilized in self-sustaining oil palm cultivation. Additionally, it examines the factors involved in palm oil production, including production costs, outputs, income, and efficiency specific to Sungai Sitolang Village. The research employs a survey method conducted from July 2020 to December 2020. Findings indicate: (1) The average age of the farmers is 45 years, with an education level averaging nine years. Farmers have approximately 11 years of farming experience, typically supporting two dependents, and each farmer tends to an average land area of 2 hectares. (2) Initial land cultivation technologies primarily consist of tractors; however, many oil palm farmers in Sungai Sitolang Village still rely on traditional manual techniques such as machetes and spraying tanks, demonstrating limited adoption of modern technology. (3) Factors affecting oil palm farming include an average application of TSP fertilizer at 203.49 kg/ha/year, KCl at 278.85 kg/ha/year, and UREA at 453.01 kg/ha/year. The average annual expenditure on fertilizers is Rp. 8,042,086, with pesticide costs averaging Rp. 401,744 per hectare per year. Labor inputs are measured at 3.10 HOK/ha for field labor and 11.47 HOK/ha for harvesting. Overall production averages 6,133 kg/ha/year. Fixed costs total Rp. 305,159, while variable costs amount to Rp. 9,900,462.96. Gross income per hectare is Rp. 10,426,100 per year, resulting in a net income of Rp. 220,478.09 per hectare annually. The efficiency value of oil palm farming is calculated at 1.02.
ANALISIS USAHA BUDIDAYA DAN PEMASARAN IKAN LELE DI DESA HANGTUAH (KAMPUNG LELE) KECAMATAN PERHENTIAN RAJA KABUPATEN KAMPAR Novri Arsadti; Tibrani
DINAMIKA PERTANIAN Vol. 40 No. 3 (2024): Jurnal Dinamika Pertanian Edisi Desember 2024
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/dp.2024.vol40(3).21364

Abstract

Agriculture, particularly the fisheries sector, plays a crucial role in Indonesia's economy. Catfish is a significant commodity that enhances the national economy and is widely appreciated by consumers. This study aims to: (1) examine the characteristics of farmer traders and the profiles of catfish farming businesses, (2) evaluate cultivation techniques, the utilization of production factors, production costs, income, and efficiency of catfish farming, and (3) investigate the use of marketing institutions and channels, as well as related costs, profit margins, farmer shares, and marketing efficiency for catfish. Conducted in Hangtuah Village (Kampung Lele), Perhentian District, Kampar Regency, this research spanned six months, from January to July 2023. Data was analyzed using descriptive qualitative and quantitative methods, utilizing both primary and secondary data sources. Findings reveal the following characteristics: farmers had an average age of 41 years,9 years of education, 7 years of farming experience, and an average of 3 dependents; collecting traders are approximately 40 years old, with 7 years of business experience, 9 years of education, and 3 family dependents; and retailers have an average age of 40 years, 6 years of business experience, 9 years of education, and 2 family dependents. The catfish farming business in tarpaulin ponds typically operates on individual land, with farmers using their own capital, starting from around IDR 10,000,000 to IDR 20,000,000. According to the research findings, farmers in Hangtuah Village implement catfish cultivation techniques were supported by theoretical frameworks, employing three types of feed: PF 1000 pellets (with an average total usage of 99 kg per production period), 781 pellets (averaging 148 kg per production period), and additional feed totaling IDR 500,000 per production period. Labor utilization among family members averaged 25.97 hours per production period, with total costs averaging around IDR 8,460,200 per production period. Additionally, the gross income for farmers engaged in catfish hatchery and rearing amounted to IDR 23,940,000 per production period, resulting in a net income of IDR 15,479,800 and a Revenue Cost Ratio (RCR) of 2.80.
STRENGTHENING HUMAN RESOURCES CAPACITY AND CAPABILITY OF EMPLOYEES IN FACING CYBERLOAFING PHENOMENON Chandra, Ade; Tibrani; Zamora, Ramon; Yona, Mira
JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL Vol. 16 No. 2 (2024): JUPIIS (JURNAL PENDIDIKAN ILMU-ILMU SOSIAL) DECEMBER
Publisher : Universitas Negeri Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24114/jupiis.v16i2.64679

Abstract

This study evaluates the direct and mediating relationships between work stress behavior and workload, with an emphasis on strengthening employee engagement to address the phenomenon of cyberloafing. The quantitative research involved a survey of 68 participants of varying ages and genders from the Batam City Transportation Agency. The relevance and impact of each indicator-variable influencing cyberloafing were tested using the structural equation model (SEM) based on partial least squares (PLS) through SmartPLS 4.1.03 software. The findings indicate that among the factors studied, two variables show a strong and significant positive correlation with cyberloafing (p-value = 0.000). Conversely, variables assessed through the median column reveal an insignificant effect with a positive but very weak correlation, ranging from 1% to 9%. These results suggest that enhancing employee capacity and capability alone is neither a primary nor a sufficient measure for the Batam City Transportation Agency to curb cyberloafing. The findings underscore that employee behavior can be influenced by complex workloads that contribute to work stress, impacting overall work performance. Thus, alternative approaches are needed to address the issue of cyberloafing, considering employee behavior on digital platforms in the modern era and its effect on job performance.
THE CULTURE CODE: HOW HR SHAPES AND SUSTAINS ORGANIZATIONAL VALUES Ria Muazizah; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18639295

Abstract

This paper investigates the strategic role of integrated Human Resources (HR) systems in translating organizational values into measurable business performance and employee experience outcomes. Employing a comparative analysis of transactional versus value-centric HR frameworks across key functions—onboarding, performance management, and overall employee experience, this study aims to quantify the impact of coherent cultural reinforcement. The results demonstrate that organizations employing ritualized, immersive onboarding achieve a 50% greater increase in productivity and foster cultural connection 18 months faster. Furthermore, performance systems that explicitly reward value-based behaviors significantly bridge the "say-do" gap, while a value-aligned HR strategy collectively boosts Employee Net Promoter Score (eNPS), reduces regrettable attrition, and lowers recruitment costs. The discussion posits that these aligned practices transform culture from an abstract concept into a reliable operating system, driving psychological safety, innovation, and productivity. The conclusion asserts that embedding a consistent culture code into every people process is not merely an HR initiative but a foundational business strategy for building a resilient and high-performing organization.
SKILLS OVER DEGREES: RETHINKING TALENT ACQUISITION IN THE MODERN ERA Muhammad Ali Siregar; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18501719

Abstract

The traditional model of talent acquisition, which privileges four-year degrees as a primary hiring proxy, is increasingly misaligned with the demands of the modern economy. This analysis argues for a fundamental paradigm shift toward skills-based hiring, where verified competencies take precedence over formal credentials. The article reviews the drivers of this change—including technological disruption, the skills gap, and the imperative for equity—and presents evidence that skills-based assessments lead to a larger, more diverse talent pool, superior job performance, and higher retention. Crucially, it identifies a significant "knowing-doing gap" in implementation, where cultural inertia and a lack of evaluative training hinder adoption. The conclusion provides a practical framework for organizations to bridge this gap, advocating for a systemic change in job design, assessment, and mindset to build more agile, innovative, and equitable workforces for the future.
THE BURNOUT EPIDEMIC: AN HR CRISIS AND WHAT TO DO ABOUT IT Dahlina Nopilawati; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18501772

Abstract

This article addresses the pervasive and costly organizational crisis of employee burnout. The background establishes burnout as a syndrome of exhaustion, cynicism, and reduced efficacy, increasingly prevalent in modern workplaces. The objective is to argue that HR must lead a systemic, strategic intervention, moving beyond individual resilience programs to address root causes. The methodology synthesizes the seminal Job Demands-Resources model and Christina Maslach’s Six Mismatches framework with contemporary research on organizational psychology and work design. The results present a diagnostic audit based on the six mismatches and a multi-tiered intervention strategy targeting organizational systems, managerial practices, and cultural norms. The discussion posits that burnout is a critical failure of work design, not a personal failing, and that sustainable performance is only possible through humane systems. The conclusion asserts that transforming the approach to burnout from a wellness issue to a strategic priority is essential for ethical leadership and long-term competitive advantage.
QUIET QUITTING AND LOUD POLICIES: RE-ENGAGING THE DISENGAGED WORKFORCE Muhammad Said; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18613182

Abstract

The post-pandemic workplace is characterized by widespread employee disengagement, manifesting as "quiet quitting”the conscious withholding of discretionary effort. Organizations often counter with generic, top-down "loud policies," which fail to address core psychological needs, deepening the engagement crisis. This study aims to analyze the disconnect between employee disengagement and organizational responses, and to propose a actionable framework for fostering genuine re-engagement. Employing a qualitative multi-method approach, the research synthesizes findings from a systematic literature review, in-depth semi-structured interviews with 35 knowledge workers across three industries, and two focused case studies of organizations undergoing cultural transformation. The analysis reveals that disengagement stems from eroded psychological contracts, burnout, and a lack of purpose. Loud policies, such as blanket RTO mandates, exacerbate these issues by signaling distrust. Effective re-engagement is predicated on psychological safety, co-created flexibility, and outcome-based management. Moving from compliance-focused mandates to human-centric leadership is essential. Sustainable engagement requires replacing loud, impersonal policies with quiet, consistent practices that rebuild trust and recognize employee agency.
Pengaruh Kepemimpinan, Pengendalian Diri dan Disiplin Organisasi terhadap Fenomena Cyberloafing Yanto, Hengki Fitri; Tibrani; Hakim, Lukmanul
Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 7 No. 2 (2026): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Februari - Maret 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v7i2.7778

Abstract

Transformasi digital dalam urusan publik telah secara signifikan mengubah dinamika kinerja pegawai pemerintah, yang menyebabkan cyberloafing akibat ketidakseimbangan dalam manajemen waktu dan perilaku online selama jam kerja. Dalam upaya mencapai efisiensi dan efektivitas digital, cyberloafing dapat mengurangi produktivitas dan kinerja staf. Studi ini meneliti dampak kepemimpinan, pengaturan diri, dan disiplin organisasi terhadap cyberloafing dan pengaruhnya terhadap kinerja karyawan. Pendekatan kuantitatif digunakan melalui survei terhadap 100 karyawan dari Dinas Pendidikan Kota Batam, yang semuanya memiliki pengalaman kerja yang relevan dan bersedia berpartisipasi dalam penelitian ini. Hubungan antarvariabel diperiksa menggunakan Partial Least Squares–Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa ketiga variabel independen tersebut memiliki dampak yang signifikan terhadap cyberloafing. Kepemimpinan memiliki pengaruh positif yang kuat (β=0,229; p=0,001), menunjukkan bahwa gaya kepemimpinan tertentu dalam organisasi dapat secara tidak langsung meningkatkan perilaku cyberloafing, terutama jika gaya tersebut mudah dikelola. Pengendalian diri memiliki pengaruh positif, namun sedang (β=0,093; p=0,004), menunjukkan bahwa kemampuan mengelola diri sendiri penting untuk mengurangi perilaku tidak produktif di dunia maya, tetapi disiplin organisasi ditemukan sebagai faktor terkuat (β=0,637; p=0,000), menunjukkan bahwa aturan yang jelas, prosedur standar, dan penegakan disiplin yang konsisten secara signifikan mengurangi perilaku tersebut. Hasil penelitian menunjukkan bahwa interaksi antara faktor struktural, psikologis, dan perilaku memengaruhi perilaku cyberloafing. Studi ini berkontribusi pada wacana teoritis tentang dilema kepemimpinan, mekanisme pengaturan diri di ranah digital, dan pentingnya kerangka kerja disiplin organisasi. Studi ini memiliki konsekuensi praktis untuk memajukan kepemimpinan adaptif, meningkatkan disiplin kerja, dan merumuskan peraturan tata kelola digital di dalam lembaga pemerintah.
Co-Authors Ade Chandra Ahlul Nazar Dahlina Nopilawati Desvaeryand, Rega Fahrial Lukmanul Hakim Lukmanul Hakim Mira Yona Muhammad Ali Siregar Muhammad Said Novri Arsadti Ramon Zamora, Ramon Ria Muazizah Yanto, Hengki Fitri