Article Per Year (5 Year)
p-Index From 2021 - 2026
0.61
P-Index
This Author published in this journals
All Journal Society MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis
Dian Prihardini Wibawa
University of Bangka Belitung
Humanities Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
Analisis Locus of Control (LoC) terhadap Daya Saing Pelaku Usaha Mikro Kecil Menengah (UMKM) di Kota Pangkalpinang Hamsani Hamsani; Dian Prihardini Wibawa; Ayu Wulandari
Society Vol 9 No 2 (2021): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v9i2.186

Abstract

The reality shows that Micro, Small, and Medium Enterprises (MSMEs) play a very important role in economic growth. Even MSMEs are the only micro institutions that have not been shaken by the monetary crisis that began in 1988. However, as one of the mainstay sectors of society, especially the lower-middle-class economic community, the role of MSMEs has not been maximized, so they have not been able to compete fully and, even worse, many MSMEs have gone out of business or are inactive. Many factors cause the inability of SMEs to compete, among others, due to low innovation and competitiveness, so they have not been able to win competition both in the national and international spheres. The decrease in the number of MSMEs from active to inactive is because these MSMEs are less able to survive in an increasingly fierce competition arena. Only MSMEs that survive are MSMEs that have creations and innovations according to the community’s needs. The inability to create creations and innovations is suspected that most MSME actors have a personality that lacks confidence due to their low managerial ability. If MSME actors have an Internal Locus of Control and high managerial abilities, MSME actors will be more creative and innovative. This research uses a qualitative and quantitative descriptive approach descriptively and inferentially to analyze the LoC on the competitiveness of micro, small and medium enterprises (MSMEs) in Pangkalpinang City with a total sample of 50 MSMEs. The analytical tool used in this research is to use a Likert scale scoring. Multiple linear regression is performed with the competitiveness of MSMEs as the dependent variable and LoC as the independent variable. The research results stated that the Internal Locus of Control (ILoC) of MSME actors in Pangkalpinang City was higher than External Locus of Control (ELoC) and Locus of Control had a significant and positive influence on the competitiveness of MSMEs in Pangkalpinang City.
Intercultural Negotiation as a Strategic Mechanism in Balancing Global Standardization and Local Adaptation: A Case Study of Tokyo Disneyland Ardella Febri Dwi Syaharani; Bela Maulana; Yulita Diva; Dian Prihardini Wibawa
MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis Vol. 4 No. 2 (2026): Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis
Publisher : LP3M INSTITUT KH YAZID KARIMULLAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59246/muqaddimah.v4i2.1916

Abstract

The expansion of multinational corporations into culturally diverse markets requires strategic mechanisms capable of balancing global standardization with local adaptation. Intercultural negotiation has increasingly been recognized not only as a communicative process but also as an organizational strategy shaping collaborative structures and operational practices. This article examines the management of Tokyo Disneyland as a unique case of cross-cultural partnership between The Walt Disney Company and Oriental Land Company, where global brand control coexists with local operational autonomy. Using a qualitative case study approach based on secondary data from corporate reports, official documents, and academic literature, the analysis identifies patterns of negotiation embedded in role division, policy formulation, and service delivery. The findings indicate that negotiation outcomes are reflected in selective cultural adaptations, including localized services, products, and communication practices, while maintaining core brand identity. These results highlight that effective intercultural negotiation operates at both structural and operational levels, enabling long-term collaboration and high organizational performance. The article contributes to international management literature by positioning intercultural negotiation as a strategic framework integrating global consistency and local responsiveness in multinational contexts.
Studi Literatur tentang Pengelolaan Konflik Nilai dalam Budaya Organisasi Global serta Dampaknya terhadap Keharmonisan Kerja di Perusahaan Multinasional Shadina Ningrum; Trie Yunike; One Olivia Kusumawati; Dian Prihardini Wibawa
MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis Vol. 4 No. 2 (2026): Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis
Publisher : LP3M INSTITUT KH YAZID KARIMULLAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59246/muqaddimah.v4i2.1918

Abstract

Value conflict in multinational corporations has emerged as a critical issue alongside the intensification of cross-cultural interactions that are not fully matched by managerial readiness to address differences in values. Existing studies tend to examine organizational culture, conflict, and work harmony separately, resulting in a fragmented understanding and the absence of an integrated analytical framework. Employing a qualitative approach through a literature review of relevant scholarly sources, this article synthesizes the dynamics of value conflict, the role of organizational culture, and its management strategies in a global context. The findings indicate that value conflict arises not only from intercultural miscommunication and ethnocentrism but also from structural tensions between global value standardization and local value adaptation. These conflicts significantly affect work harmony by reducing trust, team cohesion, and collaborative effectiveness. Nevertheless, value conflict also holds constructive potential when managed through inclusive leadership, the development of cultural and emotional intelligence, and adaptive human resource policies. The primary contribution of this study lies in integrating micro, meso, and macro perspectives to provide a more comprehensive conceptual framework for understanding and managing value conflict in multinational organizations.
Co-Authors Ardella Febri Dwi Syaharani Ayu Wulandari Bela Maulana Hamsani Hamsani One Olivia Kusumawati Shadina Ningrum Trie Yunike Yulita Diva