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Rofi Rofaida

Universitas Pendidikan Indonesia

Author-ID : 573956

Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Other

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MILITARY ORGANIZATIONAL CULTURE AND KNOWLEDGE MANAGEMENT IN A SYSTEMATIC LITERATURE REVIEW Parlindungan, Parlindungan; Rofaida, Rofi; Senen, Syamsul Hadi
Journal of Business Management Education (JBME) Vol 9, No 1 (2024)
Publisher : Business Education Program of Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/jbme.v9i1.66136

AbstractStudy this study and analyze in a way comprehensive role culture organization military and management knowledge in organization military nor police. Study this use method systematic literature review (SLR), study this serve understanding deep about how culture organization in environment military and police influence and interact with practice management knowledge. Research result show that culture organization military and police, characterized by discipline high, loyalty strong, working the same team, leadership firm, and loyal against the country, plays role crucial in effectiveness and efficiency management knowledge. This is reflected in behavior work innovative, making decisions, improvement productivity, as well subtraction error in operation military and enforcement law. However, challenges like lack of openness in share knowledge and potential restrictions creativity and innovation because strict discipline and authority are also identified. Study this offer recommendation to develop management strategies more knowledge comprehensive and effective, in line with culture organization military and police. Study this give contribution important in understand how culture organization military and police can optimized to increase management knowledge, support innovation, and facing challenge complex operations.

Systematic Literature Review: ‘Horenso’ Communication and ‘Kaizen’ Work Culture in Knowledge Management Kuswara, Galuh Boga; Rofaida, Rofi; Senen, Syamsul Hadi
Journal of Business Management Education (JBME) Vol 9, No 1 (2024)
Publisher : Business Education Program of Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/jbme.v9i1.66135

This article discusses ‘Horenso’ communication and ‘Kaizen’ work culture in knowledge management in companies and industry. These three variables are thought to be able to encourage a culture of learning and innovation, by utilizing ‘Horenso’ communication and ‘Kaizen’ work culture, so that companies can improve performance and operational efficiency from managed knowledge management. This research method uses the Systematic Literature Review method, with data sources based on the Scopus and Google Scholar databases. The results of this research found that the integration of ‘Horenso’ communication, ‘Kaizen’ work culture, and knowledge management significantly increased effectiveness and efficiency in the Company's performance. ‘Horenso’ communication ensures the efficient flow of information, ‘Kaizen’ drives continuous improvement, and knowledge management facilitates the effective use of knowledge. The combination of the three creates a work environment that values learning and innovation, and requires strong leadership and employee engagement to succeed. This helps companies become more resilient and responsive to dynamic changes.

Systematic Literature Review: Knowledge Management in Academic Leadership Mulyana, Uus; Rofaida, Rofi; Sobandi, Ade; Siddiq, Andhika Mochamad
Journal of Business Management Education (JBME) Vol 9, No 1 (2024)
Publisher : Business Education Program of Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/jbme.v9i1.66228

Leadership academics in education tall related with making Management policy source power, and development staff. Management knowledge focus on collection and dissemination information for increase learning and research. Systematic Literature Review (SLR) method with for journal Scopus indexed involves determine question research, planning search literature, collecting data from Scopus (2018-2023), evaluating and selecting relevant studies, as well analyze and synthesize data with the PRISMA model for identify gap research and create recommendation. Research result showing aspect critical in development education high, esp. in the era of digitalization and globalization. Leader role academic covers formation digital culture, promoting collaboration, and overcoming challenge ethics in management knowledge team. Effectiveness in management knowledge increase quality teaching and research, as well performance academic. Future research need focus on integration technology, adaptation in context multicultural, keeping balance mark academic with market demands, and promote continuity in education tall.

Analisis Kompetensi dan Budaya Kerja terhadap Kinerja Di Era Reformasi 4.0 Panggabean, Romli Jumpai; Ahman, Eeng; Disman, Disman; Rofaida, Rofi
Image : Jurnal Riset Manajemen Vol 11, No 1 (2023): Image : Jurnal Riset Manajemen
Publisher : Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/image.2023.007

The purpose of this research to determine the effect of competency and work culture on employee performance in the reform era 4.0 at Bank Sahabat Sampoerna Operational Division. The method in this research is quantitative descriptive through multiple linear regression analysis with the help of the SPSS version 26 program. The results show that competency partially has a positive and significant effect on employee performance, work culture partially has a positive and significant effect on employee performance, competency and work culture simultaneously have a positive and significant effect on employee performance. The implication of these findings suggests that investing in enhancing employee competencies and fostering a conducive work culture can lead to improved performance within the Bank Sahabat Sampoerna Operational Division. Moreover, the simultaneous positive effects of competency and work culture highlight the importance of addressing both factors in the reform era 4.0 to maximize employee performance effectively.

The Effect of Transformational Leadership and Job Autonomy on Employee Performance: The Mediating Role of Innovative Work Behavior Sasmitha, Jonathan Lucky Sasmitha; Sobandi, A; Suryadi, E; Rofaida, Rofi
Ilomata International Journal of Management Vol. 5 No. 4 (2024): October 2024
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v5i4.1341

This research explores the effect of transformational leadership and work autonomy on employee performance through the role of innovative work behavior as a mediator. This study uses a quantitative approach with data collection through a survey involving 45 marketers from various industries as respondents in this study. The questionnaire results were then analyzed using PLS-SEM software. The findings show that transformational leadership positively and significantly influences employee performance and this influence can be explained through the mediating effect of innovative work behavior. However, the opposite result was found between work autonomy and employee performance where work autonomy did not positively and significantly influence employee performance. Managers can enhance marketing personnel performance by implementing transformational leadership. This leadership style fosters innovative work behavior which is very useful for overcoming problems and challenges at work.

The Mediating Role of Job Satisfaction in the Relationship between Human Resource Information Systems and Employee Performance at The Project Deployment Center Division of PT Len Industri (Persero) Salsabila, Diva Elia; Askolani, Askolani; Rofaida, Rofi
The International Journal of Business Review (The Jobs Review) Vol 7, No 1 (2024): The International Journal of Business Review. June 2024
Publisher : Fakultas Pendidikan Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/tjr.v7i1.70365

Purpose – This study aimed to determine the mediating role of job satisfaction in the relationship between human resource information systems and employee performance in the Project Deployment Center Division of PT Len Industri (Persero).Design/methods/approach – This research uses a quantitative method with a descriptive approach. Data were collected through questionnaires distributed to 75 employees in the PDC division. The sampling technique used a simple random sampling technique and the data was analyzed using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique with SmartPLS software.Findings – The findings indicate that HRIS has a positive impact on job satisfaction, which in turn improves employee performance. This study shows that job satisfaction is a significant mediator in the relationship between HRIS and employee performance, suggesting that HRIS implementation can lead to better performance outcomes through improved job satisfaction.Research implications/limitations – The research implications suggest that organizations should invest in HRIS to improve job satisfaction and employee performance. However, the study is limited to a single division within a specific company, which may affect the generalizability of the findings. Future research could expand the scope to include multiple divisions or different organizations to validate the results.Originality/value – This study contributes to the existing literature by highlighting the importance of job satisfaction as a mediator in the relationship between HRIS and employee performance. It provides valuable insights for organizations seeking to enhance employee performance through technological advancements in human resource management

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v5i4.1341

Financial Literacy, Job Satisfaction, Job Performance And Organizational Performance: New Evidence Wazdi, Babay Parid; Yuliawati, Ayu Krishna; Rofaida, Rofi; Sari, Maya
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 4, No 1 (2020): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v8i1.9511

This study aims to re-examine: (1) the effect of financial literacy on job performance. (2) The effect of job satisfaction on job performance. (3) The effect of job satisfaction on organizational performance. (4) The effect of job performance on organizational performance and; (5) The effect of job satisfaction on organizational performance through job performance. We took Bank North Sumatera (Bank Sumut) as the locus study which is one of the Regional Development Banks in Indonesia. This study used Mixed Method Research for analyzing and combining quantitative and qualitative approaches with a sequential explanatory design and will be carried out in 2 stages. At the quantitative analysis stage, we used a path analysis approach which divided into 2 structural models. At this stage we used a questionnaire for collecting data with a total of 1,370 respondents. Furthermore, at the qualitative analysis stage, we carried out a verification analysis to confirm the findings obtained from the quantitative analysis. At this stage we interviewed 3 top executives of Bank Sumut, as follows the Director, Strategy and Transformation Division Leader, and Funds and Services Division Leader to answer the research problems. This study has the conclusions: (1) financial literacy has a positive and significant effect on job performance (2) job satisfaction has a positive and significant effect on organizational performance. These results indicate that these two variables are important variables for improving job/organizational performance.

The Influence of Human Capital Adaptive Capacity Strategies on Organizational Performance Achievements Mediated by Adaptive E-Procurement Systems Tatiek Ekawati Permana; Eeng Ahman; Tjutju Yuniarsih; Rofi Rofaida; Darul Wiyono
Khazanah Sosial Vol 6, No 2 (2024): Khazanah Sosial
Publisher : UIN Sunan Gunung Djati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/ks.v6i2.34547

Tourism is an important aspect of economic activity, especially in Indonesia which has superior natural resource potential. However, there is a gap between tourism potential and the quality of human resources in driving the tourism economy, resulting in low tourism competitiveness compared to other countries. This research aims to find the best formula for building a model for improving organizational performance and competitiveness in the hotel industry through a strategic human resource management approach. How much organizational performance is achieved depends on the performance of its people, regardless of the shape, size, goals and characteristics of the organization. In the context of research, some research results also still contain disagreements regarding the understanding of Human Capital Management, which is generally widely understood as performance measurement, as well as the Adaptive E-Procurement system. This research uses quantitative methods with partial least squares (PLS) analysis tools. In this case, the researchers took samples based on the total population of 19 five-star hotels and 94 4-star hotels, according to the Slovin formula, namely 88 samples. The results showed that HCACS-X2 had a significant positive effect on OPC-Y. The HCACS-X2 variable against OPC-Y has an original sample of 0.382 in a positive direction, meaning that the better the HCACS-X2, the OPC-Y will also increase by 0.382. HCACS-X2 has a significant positive effect on OPC-Y through AE-PS-X3. The HCACS-X2 variable against OPC-Y via EPSA has an original sample of 0.352 in a positive direction, meaning that the better the HCACS-X2 via AE-PS-X3, the OPC-Y will also increase by 0.352.

The Role of Big Data in Transforming HR Analytics and Talent Management Practices Umari Abdurrahim Abi Anwar; Syamsul Hadi Senen; Rofi Rofaida; Sri Suwarsi
Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 9 No 2 (2024): Jurnal Nusantara Aplikasi Manajemen Bisnis
Publisher : UNIVERSITAS NUSANTARA PGRI KEDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/nusamba.v9i2.19964

Research Objective: This study aims to reveal the use of BD in the technological development of HRA applications for TM management. Approach: This study uses quantitative and qualitative methods. The quantitative method uses a differential test on the variable of BD usage. Furthermore, using the HRA system, the qualitative method uses descriptive analysis to manage TM. Research Findings: The study's results indicate differences in HRA management before and after using BD. Through BD, HR can analyze data from work performance, feedback, supervision, and talent profiles filled out by employees. This can help HRA identify hidden skills and abilities of employees and help develop them. Employees who can develop their talents well can be valuable company assets. Originality: This study is expected to empirically test the implications of using BD in HRA to manage TM in the company. Implications for practitioners: This study can encourage companies that have not used BD to consider using it to manage their HR. Research limitations: This study does not quantitatively test the effect of HRA on company performance but only uses the best practices of the companies that are respondents.

Co-Authors Aam Rachmat Mulyana Abd. Rasyid Syamsuri Abdurokhim Abdurokhim Ade Sobandi, Ade Agi Syarif Hidayat Agus Sudono Anggraini, Afriska Yuni Asep Kurniawan Askolani Askolani, Askolani Asti Nur Aryanti Ayu Krishna Ayu Krishna Yuliwati Bahri, Khoirun Nisa Budhi Pamungkas Gautama, Budhi Christianingrum Ciptagustia, Annisa Darul Wiyono Dematria Pringgabayu Dini Hamidin Disman Disman Disman, Disman Ditta Desiani Hanifah E Suryadi Edi Suryadi, Edi Eeng Ahman Eeng Ahman, Eeng Elyusufi, Abdul Muhaimin Emi Amelia Emi Amelia Fitriatu Lam’ah Hady Siti Hadijah, Hady Siti Harlina Meidiaswati Havidotinnisa, Siti Janah Sojanah, Janah Krishna Yuliawati, Ayu KUSWARA, GALUH BOGA Lili Adi Wibowo Maya Sari Mohamad Sapari Hadian Muchtar, Muhammad Mulyana, Uus Munawaroh Munawaroh Nurfahmiyati Nurfahmiyati Nurjanah, Rian Palupi Permata Rahmi Panggabean, Romli Jumpai Parlindungan, Parlindungan Perdana, Yoga Puspo Dewi Dirgantari Rian Nurjanah Sadullayeva, Zebo Salsabila, Diva Elia Sasmitha, Jonathan Lucky Sasmitha Siddiq, Andhika Mochamad Siti Hadijah, Hady Sri Iswati Suryana Suryana Suryana Suryana Suryana Suryana Suryana Suryana Suryana Syamsul Hadi Senen, Syamsul Hadi Tatiek Ekawati Permana Tatiek Ekawati Permana Tiar Busyeri, Azzam Tjutju Kuniarsih Tjutju Yuniarsih Tjutju Yuniarsih, Tjutju udhi Pamungkas Gautama Umari Abdurrahim Abi Anwar Usep Deden Suherman Vanessa Gaffar Vernia, Dellia Mila Wazdi, Babay Parid Wenda Wahyu Christiyanto Wulung, Shandra Rama Panji Yangiboyev, Sirojjiddin Zainuddin Maliki

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