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All Journal Jurnal Manajemen Terapan dan Keuangan JUPIIS: Jurnal Pendidikan Ilmu-ilmu Sosial Jurnal Dimensi EQUILIBIRIA Ekspektra: Jurnal Bisnis & Manajemen Minda Baharu BENING Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Manajemen, Organisasi, Dan Bisnis e-Jurnal Apresiasi Ekonomi Journal of Economics and Management Scienties PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING Jurnal Manajerial dan Bisnis Tanjungpinang Jurnal Sistem Informasi dan Manajemen Tractare: Jurnal Ekonomi-Manajemen Jurnal Medika: Medika
Mira Yona
Universitas Riau Kepulauan
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Medicine & Pharmacology Nursing Public Health Social Sciences Other

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Digital Wellbeing at Scale: Global Assessment of Stress, Productivity, and Burnout in Hybrid Organizations Sumarno, Ahmad Agus; Yona, Mira; Ariyati, Yannik; Siregar, Hanafi; Ellysiana, Nur
Journal of Economics and Management Scienties Volume 8 No. 2, March 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i2.291

Abstract

This study provides a comprehensive assessment of digital wellbeing in hybrid organizations by examining how digital stress, productivity, and burnout interact across diverse workplace contexts in Batam, Medan, and Kuala Lumpur. The research employs a quantitative design using SmartPLS to evaluate both the measurement and structural models, drawing on responses from 912 employees working within digitally mediated environments. The findings reveal that digital stress is predominantly driven by communication overload, high platform switching frequency, and prolonged screen exposure, conditions that collectively elevate cognitive strain and disrupt workflow continuity. The structural model demonstrates that digital stress has a significant negative impact on productivity, while simultaneously exerting a strong positive influence on burnout. Productivity, on the other hand, contributes to lowering emotional exhaustion, indicating its moderating role within the digital wellbeing framework. Regional comparisons further show that employees in technologically mature ecosystems, such as Kuala Lumpur, experience lower digital strain and greater productivity stability compared to those in Batam and Medan, where digital infrastructures and workflow standardization are less developed. These insights highlight the critical need for organizations to implement structured digital governance practices, optimize communication flows, and establish clear boundaries for virtual interaction to protect employee wellbeing. The study contributes significant empirical evidence for the development of integrated digital wellbeing strategies that support sustainable performance in hybrid work environments and offers a foundational reference for future research on digital labor dynamics.
Strategi Peningkatan Kinerja Sumber Daya Manusia pada UMKM Melalui Implementasi Kontrol Suhu Berbasis Arduino Uno pada Oven Syabria Kurniawati; Mira Yona; Habibudin Nasution
Jurnal Medika: Medika Vol. 5 No. 1 (2026)
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/yw8q5t93

Abstract

In the era of Industry 5.0, MSMEs must adopt smarter workforce management system to boost production and efficiency in response to technological advancements. This study examines how MSMEs can leverage appropriate (automation) technologi ti implement smart workforce management principles. This foucuses on an Arduino Uno-based automatic temperature control system as the main technology deployed in one of the suitable technologies utilized in Mr. Sugeng's MSME's brownie production oven. The research employed observation, interviews and documentation as data collection methods. Implamentation results demonstrate that using an automated temperature control system could increase work efficiency by 30% as it eliminates manual oven monitoring, there by freeing operators to focus on other tasks. As a result, daily production ooutput rose from 650-800 pcs to 850-1050 pcs.  Beyond productivity gains, this thecnology also improved the operator’s digital skill, reduced thei physical workload, and facilitated data-driven decision-making. These finding illustrate that Smart Workforce idea can enable more flexible, accurate, and productive work patterns when automated technology and human talents are combined. Overall, this implementation shows that appropriate technology not only improves operational performance, but it also supports human resource development and boosts MSMEs' competitiveness amid digital transformation.
THE EFFECT OF DIGITAL LITERACY, ORGANIZATIONAL SUPPORT, AND DIGITAL READINESS ON THE PERFORMANCE OF HEALTH WORKERS AT COMMUNITY HEALTH CENTERS IN BATAM CITY Fatmawati, Dewi; Yona, Mira; Nasution, Habibuddin; Yuanti, Rika
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 3 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

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

Abstract

Digital transformation has significantly reshaped primary healthcare services, requiring healthcare professionals to enhance their digital competencies and adaptability. This study aims to analyze the effect of digital literacy, organizational support, and digital readiness on the performance of healthcare workers at community health centers in Batam City, Indonesia. A quantitative approach was employed using a sample of 285 respondents selected from a population of 962 healthcare workers through proportional random sampling. Data were collected through a structured questionnaire and analyzed using multiple linear regression with SPSS. The findings indicate that digital literacy, organizational support, and digital readiness each have a positive and significant effect on healthcare worker performance, both partially and simultaneously (F = 100.770; p < 0.001). Among the three variables, digital literacy demonstrates the most dominant influence (B = 0.357; p < 0.001), followed by organizational support (B = 0.355; p < 0.001) and digital readiness (B = 0.295; p < 0.001). These results confirm that performance improvement in primary healthcare settings requires not only individual digital competence but also supportive organizational systems and readiness for change. The study contributes empirically to digital-based human resource management in primary healthcare and emphasizes that digital transformation depends fundamentally on comprehensive human and organizational readiness.
Pengaruh Lingkungan Kerja dan Gaya Kepemimpinan melalui Kepuasan Kerja terhadap Kinerja Pegawai Dinas P2KBP3A Diana, Marta Lova; Yona, Mira; Siregar, Hanafi; Aziz, Nur
Journal of Economics and Management Scienties Volume 8 No. 2, March 2026
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i2.351

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh lingkungan kerja dan gaya kepemimpinan terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel mediasi pada Dinas Pengendalian Penduduk, Keluarga Berencana, Pemberdayaan Perempuan, dan Perlindungan Anak Kabupaten Karimun. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori. Populasi penelitian mencakup seluruh pegawai instansi tersebut yang berjumlah 40 orang, sehingga teknik pengambilan sampel yang digunakan adalah sampling jenuh. Data dikumpulkan melalui kuesioner tertutup dengan skala Likert lima poin dan dianalisis menggunakan regresi linear sederhana, regresi linear berganda, serta uji mediasi. Hasil penelitian menunjukkan bahwa lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja (β = 0,990; p < 0,001), demikian pula gaya kepemimpinan (β = 0,966; p < 0,001). Selanjutnya, lingkungan kerja (β = 0,995; p < 0,001), gaya kepemimpinan (β = 0,983; p < 0,001), dan kepuasan kerja (β = 0,994; p < 0,001) terbukti berpengaruh positif dan signifikan terhadap kinerja pegawai. Hasil analisis menunjukkan bahwa kepuasan kerja berperan sebagai variabel mediasi parsial dalam hubungan antara lingkungan kerja dan gaya kepemimpinan terhadap kinerja pegawai. Temuan ini mengindikasikan bahwa peningkatan kinerja pegawai dapat dicapai melalui perbaikan kualitas lingkungan kerja, penguatan gaya kepemimpinan, serta pengelolaan kepuasan kerja secara berkelanjutan.
THE EFFECT OF COMPETENCE, WORK ETHIC, AND TEAMWORK ON EMPLOYEE PERFORMANCE AT THE BATAM CITY POPULATION AND CIVIL REGISTRATION OFFICE Sagala, Rasyid Hidayat; Yona, Mira; Nasution, Habibuddin; Lyanfitri, Amanda
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19357026

Abstract

This research aims to examine how competence, work ethic, and teamwork influence employee performance at the Population and Civil Registration Office of Batam City. A quantitative explanatory approach was applied, involving the entire workforce of the institution as respondents through a census method (n = 80). Data were gathered using a Likert-scale questionnaire (1–5) developed from the dimensions of competence, work ethic, teamwork, and performance. Prior to analysis, the instrument underwent validity and reliability testing, where all items were confirmed valid, and Cronbach’s Alpha values ranged between 0.86 and 0.90, indicating strong internal consistency. The analytical process consisted of descriptive statistics, classical assumption tests (normality, multicollinearity, and heteroskedasticity), and multiple linear regression to evaluate both partial and simultaneous relationships among variables. Descriptive findings revealed that competence (mean = 4.05), work ethic (mean = 4.12), teamwork (mean = 4.18), and performance (mean = 4.08) were categorized as high. Regression analysis demonstrated that competence (β = 0.28; p = 0.002), work ethic (β = 0.31; p = 0.000), and teamwork (β = 0.26; p = 0.004) each exerted a positive and significant influence on performance. Collectively, the three variables had a significant joint effect, with an F-value of 32.45; p = 0.000 and an R² of 0.58, signifying that 58% of employee performance variation was explained by these factors. The results suggest that enhancing employee performance at the Population and Civil Registration Office requires an integrated strategy focused on strengthening competence, cultivating a strong work ethic, and fostering teamwork.
THE EFFECT OF TRANSFORMATIONAL LEADERSHIP STYLE AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT PT. BATAM OILFIELD SUPPLY SERVICES INDONESIA Yasin, Ahmad; Yona, Mira; Siregar, Hanafi; Adlin, Latip
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19355530

Abstract

This study aims to analyze the effect of transformational leadership style and work motivation on employee performance at PT Batam Oilfield Supply Services Indonesia. The research adopts a quantitative approach with a causal‑associative design involving a saturated sample of 100 permanent and contract employees. Data were collected using a 5‑point Likert‑scale questionnaire, whose validity was tested with item–total correlation and reliability with Cronbach’s alpha, followed by classical assumption tests and multiple linear regression analysis. The results show that transformational leadership has a positive and significant partial effect on employee performance, and work motivation also has a positive and significant partial effect; motivation demonstrates a relatively stronger standardized coefficient than leadership. Simultaneously, transformational leadership and work motivation significantly influence employee performance with an R² value of 0.590, indicating that both variables jointly explain 59.0% of performance variance, while the remaining 41.0% is affected by other factors not included in the model. These findings confirm all proposed hypotheses and underline the importance of strengthening transformational leadership practices and structured motivation systems as strategic levers for improving employee performance in high‑risk, high‑precision oilfield service operations.
INFLUENCE OF RECRUITMENT PROCESS, COMPETENCE, AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE AT PT PRIMO MICROPHONE BATAM Hutabarat, Dame Riaty; Nasution, Habibuddin; Yona, Mira; Novita, Meilani Putri
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19441994

Abstract

This study investigates the influence of the recruitment process, employee competence, and the work environment on employee performance at PT Primo Microphone Batam. The research is motivated by the critical role of human resource management in an audio equipment manufacturing company that requires high precision, productivity, and consistent product quality. A quantitative approach with a causal-associative design was employed, using the entire workforce of PT Primo Microphone Batam as the population, all of whom were included as respondents through a saturated sampling technique (n = 100). Data were collected using a structured Likert-scale questionnaire and analyzed through validity and reliability testing, classical assumption tests, and multiple linear regression. The results show that the recruitment process, competence, and work environment each have a positive and significant effect on employee performance, both partially and simultaneously. The coefficient of determination (R²) of 57.1% indicates that these three variables jointly explain 57.1% of the variance in employee performance, while the remaining 42.9% is influenced by other factors outside the model. These findings highlight the importance of implementing competency-based recruitment, strengthening competence development programs, and creating a conducive work environment as key strategies for improving employee performance and enhancing the company’s competitiveness.
Career Preferences of Late Millennials and Z in Indonesia: Job Mobility, Aspirations, and Value Priorities Sulastri, Sulastri; Yona, Mira; Siregar, Hanafi; Rangga, Hary; Akram, Nuur Faris
Journal of Economics and Management Scienties Volume 8 No. 3, June 2026 (Accepted)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i3.433

Abstract

This study examines differences in career preferences between Generasi 90-an (late Millennials, 1990–1996) and Generation Z (1997–2005) in Indonesia, focusing on job mobility, aspirations, and value priorities. Drawing on national surveys, industry reports, and recent scholarly literature (2022–2026), the findings indicate that generational orientations are shaped by distinct socio-economic experiences. Generasi 90-an tend to prefer stable and linear career paths, prioritizing financial security, organizational commitment, and structured advancement within formal sectors such as corporations, civil service, and state-owned enterprises. In contrast, Generation Z exhibits higher job mobility, with average tenure of 1–2 years, alongside greater acceptance of hybrid work and gig-based arrangements. This cohort places stronger emphasis on work-life balance, personal development, and intrinsic motivation. Although both groups value competitive compensation, Generation Z integrates well-being and alignment of personal values more explicitly into career decisions. Evidence from Surakarta also suggests variations across regions and definitions. These findings underscore the importance of adaptive talent management strategies, including flexible career pathways, hybrid work systems, and cross-generational engagement to sustain workforce effectiveness.
Work-Life Balance Among Gen Z and Millennials: HR Strategies Involving Leave Policies, Flexible Working Hours, and Welfare Benefits Milawati, Milawati; Siregar, Hanafi; Yona, Mira; Nasution, Muhammad Farhan; Khairani, Siti
Journal of Economics and Management Scienties Volume 8 No. 3, June 2026 (Accepted)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v8i3.435

Abstract

Work-life balance has become a critical priority for young employees, particularly Millennials and Generation Z. This study presents a systematic literature review examining Human Resource (HR) strategies focused on leave policies, flexible working hours, and welfare benefits to support work-life balance among young workers. Following the PRISMA guidelines, the review synthesizes recent empirical and conceptual studies published between 2019 and 2025. The findings indicate that integrated implementation of flexible leave arrangements (including mental health days), hybrid and flextime schedules, and comprehensive wellness benefits significantly reduces burnout, enhances job satisfaction, improves retention, and increases productivity. However, the effectiveness of flexible working arrangements depends on complementary supports such as adequate allowances and clear boundary-setting mechanisms. The discussion further reveals that these three HR policies create synergistic effects when implemented holistically, while isolated or poorly supported practices may inadvertently heighten work-life conflict rather than alleviate it. Moreover, the review underscores important contextual nuances in emerging economies like Indonesia, where infrastructural limitations and organizational culture significantly influence policy outcomes. This review provides actionable insights for HR practitioners in Indonesia to design more adaptive and generation-sensitive policies that align with post-pandemic work realities and the evolving expectations of the younger workforce.
THE INFLUENCE OF THE WORK ENVIRONMENT, ORGANIZATIONAL COMMITMENT, COMPENSATION, AND COMMUNICATION ON THE PERFORMANCE OF BATAM CITY GOVERNMENT EMPLOYEES Sri Idayu; Mira Yona; Denny Ammari Ramadhan; Ratu Jovita br Simbolon
Jurnal Apresiasi Ekonomi Vol 14, No 2 (2026)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v14i2.1097

Abstract

This study aims to analyze the influence of work environment, organizational commitment, compensation, and communication on employee performance at the Library and Archives Office of Batam City Government. A quantitative approach was used, employing a total sampling method involving all 40 employees as respondents. Data were collected through questionnaires and analyzed using SPSS version 26. The validity test results showed that all questionnaire items had a correlation coefficient (r-count) greater than 0.312, indicating that all items were valid. The reliability test revealed Cronbach's Alpha values above 0.7 for all variables, with the highest value for the communication variable (0.887), indicating high reliability. The results of multiple linear regression analysis showed that all four independent variables significantly affected employee performance with significance levels as follows: work environment (p=0.015), organizational commitment (p=0.000), compensation (p=0.000), and communication (p=0.000). The R Square value of 0.715 indicates that 71.5% of the variation in employee performance can be explained by the independent variables, while the remaining 28.5% is influenced by other factors outside the model. The F-test also showed a significant simultaneous influence of the four variables on performance (F = 158.648 > F table = 3.09; p = 0.000). These findings emphasize that efforts to improve employee performance must be carried out holistically through improvements in the work environment, strengthening of organizational commitment, provision of fair compensation, and implementation of effective communication within the organization. Keywords : Work Environment, Organizational Commitment, Compensation, Communication, Employee Performance
Co-Authors A Ashari Abdul Manan Ade Chandra Ade Sarmini Adlin, Latip Ahmad Yasin, Ahmad Akram, Nuur Faris Aminullah Assagaf Anersih, Anersih Anggrainy Putri Ayuningrum Ares Ares ariyati, Yannik Arna Suryani, Arna Asmadillah, Fifin Aziz, Nur Bangun, Rejeki Barus, Peromikha Cut Della Yulita Denny Ammari Ramadhan Destami, Gina Dery Dewi Fatmawati Dian Wahyu Novita Diana, Marta Lova Elaria Mirhanda Ellysiana, Nur FEBRIANTI, ANGGREANI Gusfin, Rafif Habibuddin Nasution Habibudin Nasution Haironi, Rita Hanafi Hanivah, Wydia Hutabarat, Dame Riaty Ibnu Aziz Alamsyah Ilham Fajri, Ilham Indra Nara Persada Ismail, Shafinar Jeffi Mutiara Kasmawati Kasmawati Kautsar, Brelliant Khairani, Siti Luskya Sastria Lyanfitri, Amanda Magneta Hisyam Mahirah, Khaulah Manalu, Puan Jelina Martin Pangihutan Simangunsong Maukar, Lexi Maya Marta selina Ginting Milawati Milawati Moch Aminudin Hadi Mulyadi Mulyadi Nasution, Abdul Manan Nasution, Habibuddin Nasution, Muhammad Farhan Novita, Meilani Putri Rabul Yamin Rahman Hasibuan, Rahman Rahmi Widyanti Ramon Zamora, Ramon Rangga, Hary Ratu Jovita br Simbolon Rehan Illiyansyah Rejeki Bangun Renny Waty Revo, Revo Rojuaniah Rojuaniah Roni Agustiadi Rostaria g S, Irma Sara Saepul Rahmanda Sagala, Rasyid Hidayat Santika, Syahira Dwi Sari, Hartika Sari, Wanda Novita Sastra Tamami, Sastra Simamora, Helprida Simanjuntak, Wilmar Siregar, Hanafi Sitohang, Ribka Sri Idayu Sri Langgeng Ratnasari Sriwati Sriwati Sulastri Sulastri Sumarno, Ahmad Agus Syabria Kurniawati Syahira, Nabila Syakinah, Syakinah tampubolon, rikson pandapotan tanjung, rona Tibrani Tibrani Tibrani, Tibrani Wusono, Medi Yolanda, Siti Yuanti, Rika Zulhidayat, Zulhidayat