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All Journal Jurnal Manajemen Bisnis Jurnal Minds: Manajemen Ide dan Inspirasi UNEJ e-Proceeding JMM UNRAM (Jurnal Magister Manajemen Universitas Mataram) Journal Of Management Science (JMAS) Jurnal Edueco Imtiyaz : Jurnal Ilmu Keislaman Iqtishaduna : Jurnal Ilmiah Mahasiswa Hukum Ekonomi Syariah International Journal of Community Service Al-Mutsla: Jurnal Ilmu-Ilmu Keislaman dan Kemasyarakatan Jurnal Iqtisaduna Al-Buhuts (e-journal) International Journal of Applied Business and International Management Journal of International Conference Proceedings Jurnal Sosial dan Sains Innovative: Journal Of Social Science Research Maliki Islamic Economics Journal Economos : Jurnal Ekonomi dan Bisnis Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Al-Jadwa: Jurnal Studi Islam Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Assyarikah: Journal Of Islamic Economic Business At-Tadris: Journal of Islamic Education Study of Scientific and Behavioral Management (SSBM) NAAFI: JURNAL ILMIAH MAHASISWA
Alim Syariati
Universitas Islam Negeri Alauddin Makassar
Religion Agriculture, Biological Sciences & Forestry Humanities Astronomy Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Physics Public Health Social Sciences Other

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Manajemen Sumber Daya Manusia Islami Syamsul; Adi Muh Arman; Rika Dwi Ayu Parmitasari; Alim Syariati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 4 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i4.6636

Abstract

Human Resource Management is a field of management that specifically studies the relationship and role of humans in organizations and companies. Competition in the work environment is one of the main factors in the expansion of the role and importance of the human resource management function in organizations and companies. Management that the majority of people understand is management with a conventional system. But lately, with the development of the Islamic economy raises a new phenomenon, especially on the side of practitioners or human resources. The development of Islamic economic practices in Indonesia is growing day by day, it is marked by the growth and development of financing Islamic financial institutions and real sector activities that use Islamic economic principles. So, it is necessary to know whether organizations and companies that use the label of Islamic economics have also implemented management management based on Islamic values based on the Koran and Hadith.
Digital Self-Regulation, Workplace Agility, and Technostress: A Sequential Pathway to Employee Productivity in Emerging Economies Eka Suhartini; Alim Syariati
International Journal of Applied Business and International Management Vol 10, No 3 (2025): December 2025
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/ijabim.v10i3.4518

Abstract

This study aims to examine how self-regulation influences employee productivity in digitally intensive work environments by incorporating workplace agility and technostress as mediating mechanisms. Extending the Job Demands–Resources framework, this study contributes by conceptualizing self-regulation as a dual-function personal resource that enhances adaptive capacity while simultaneously increasing exposure to technostress, thereby challenging linear assumptions in digital workforce research. Using a quantitative explanatory design, data were collected from 183 employees in technology-driven settings and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that self-regulation significantly increases workplace agility and technostress, while workplace agility further enhances both technostress and productivity. Technostress also exerts a positive effect on productivity, indicating the presence of functional strain. Mediation analysis confirms complementary and sequential pathways linking self-regulation to productivity. These findings imply that organizations should cultivate self-regulation and agility while managing technostress as a productive, yet controlled, pressure.
ORGANIZATION/ INDIVIDUAL RELATIONS AND RETENTION Rahmatullah; Abdul Wahab; Alim Syariati; Hamzah Tacong
IMTIYAZ: Jurnal Ilmu Keislaman Vol. 10 No. 2 (2026): Juni
Publisher : LPPM STAI Muhammadiyah Probolinggo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46773/54avch63

Abstract

Organizational success is strongly influenced by the quality of the relationship between individuals and the organization. Harmonious relationships can enhance employee commitment, job satisfaction, loyalty, and retention. This study aims to analyze the relationship between individuals and organizations, the concept of Person-Organization Fit (P-O Fit), the exemplary leadership of the Prophet Muhammad (peace be upon him) in human resource management, and the factors affecting employee retention. The study employs a library research method by reviewing literature related to organizational behavior, human resource management, and Islamic perspectives. The findings reveal that strong relationships between individuals and organizations are formed through psychological contracts and psychological ownership, which contribute to organizational commitment and reduce employee turnover. Furthermore, the concept of Person-Organization Fit helps align individual and organizational values, improving employee performance and organizational effectiveness. From an Islamic perspective, the Prophet Muhammad’s values of shiddiq, amanah, fathanah, and tabligh provide a strong ethical foundation for effective human resource management. In addition, employee retention is influenced by organizational culture, career development opportunities, compensation, job design, and interpersonal relationships within the workplace.
Co-Authors A. Nur Asri Ainun Abbas, Djamila Abdul Wahab Abdul Wahid Haddade Adi Muh Arman Ainun, A. Nur Asri Aisyah Aisyah Aksal Ali, Andi Nurhidayati Almin Almin Amrullah Amrullah Andi Nurhidayati Annisa Juniarta Musda Aprilya, Nurul Wahida Arma, Ahmad Rijal Eka Indriyani MS Eka Suhartini Ghafur Hamran, Rachmat Hamid, Reskianti Hamzah Tacong Ita Rukmanasari Jabir M Jafar Jafar, Jabir M Jessika Gafur Lamba Kankaew, Kannapat Masnaeni, Masnaeni - Mawahib, Abul Miftha Farild Muchlis, Mustakim Muh Dian Nur Alim Mu’min Muh. Ahsan Kamil Muhammad Dwi Aprinandhi Muhammad Risal Mutmainnah, Andi Nashrullah Nashrullah Nashrullah Nur Alim Mu’min, Muh Dian Nurjannah Nurul Pratiwi Nurwahida Nurwahida, Nurwahida Putri Nurazizah Ramadhan M.Y Qarina Qarina Rahmatullah Raprayoga, Rusdi Rika Dwi Ayu Parmitasari Risma Risma, Risma Rumiyanti, Henny Rusnawati Rusnawati Rusnawati, Rusnawati S Sumarlin Samirah Samirah, Samirah Saputri, Jesika Siradjuddin Sri Sutrismi Suhartini, Eka Sumarlin Sumarlin Syamsiah, Sitti Syamsul Uswatun Hasanah Wahidah Abdullah Wijaya, Meliana Esmiralda