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All Journal Jurnal Administrasi Bisnis Jurnal Manajemen & Keuangan JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Journal of Economic, Bussines and Accounting (COSTING) Dinamisia: Jurnal Pengabdian Kepada Masyarakat Management and Economics Journal (MEC-J) JURNAL PENELITIAN PENDIDIKAN SOSIAL HUMANIORA Mimbar Ilmu Journal on Education AMALIAH: JURNAL PENGABDIAN KEPADA MASYARAKAT JURNAL MUTIARA MANAJEMEN Syntax Idea RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL EKONOMI, KEUANGAN, INVESTASI DAN SYARIAH (EKUITAS) JURNAL PENELITIAN PENDIDIKAN SOSIAL HUMANIORA Jurnal Inovasi Penelitian Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) JPM: JURNAL PENGABDIAN MASYARAKAT Bisnis Net : Jurnal Ekonomi dan Bisnis ARBITRASE: JOURNAL OF ECONOMICS AND ACCOUNTING El-Mujtama: Jurnal Pengabdian Masyarakat Journal of Social Responsibility Projects by Higher Education Forum Jurnal Muhammadiyah Manajemen Bisnis (JMMB) International Journal of Educational Review, Law And Social Sciences (IJERLAS) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Jurnal Bisnis Mahasiswa Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) PERWIRA - Jurnal Pendidikan Kewirausahaan Indonesia Jurnal ABDIMAS Budi Darma Journal of Trends Economics and Accounting Research Journal Online Manajemen ELPEI (JOMEL) Journal of Management Analytical and Solution International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) All Fields of Science Journal Liaison Academia and Sosiety International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Jurnal Ilmu Manajemen Dan Kewirausahaan (JIMK) Journal Of Management Analytical and Solution (JoMAS) Manajemen : Jurnal Ekonomi Multidisciplinary Indonesian Center Journal J-CEKI Harmony Management: International Journal of Management Science and Business Management Dynamics: International Journal of Management and Digital Sciences
Anggia Sari Lubis, Anggia Sari
Universitas Muslim Nusantara AL-Wasliyah, Medan
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ANTECEDENTS OF WOMEN'S INNOVATION CAPABILITY IN MEDAN: THE MEDIATION ROLE OF KNOWLEDGE MANAGEMENT CAPABILITY Anggia Sari Lubis; Debbi Chyntia Ovami; Arif Qaedi Hutagalung; Fairuz Shofie Nasution; Azzahra Adelia
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 4 No. 5 (2024): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v4i5.2197

Abstract

The role of Small Micro Entreprises (SMEs) in supporting the country's economy means that SMEs are increasingly being paid attention and really important by the government. As many as 64.5 percent of the total small, micro and medium enterprises MSMEs) in Indonesia are women. The innovation capability of micro, small and medium enterprises MSMEs) is a major factor in business sustainability. However, in reality, women entrepreneur only focus on product and service creation activities without providing any innovation. Most MSMEs produce products that suit their production capabilities without paying attention to the needs and wants of consumers who of course expect innovation and something in the products produced. The purpose of this paper is to analyze the influence of factors that affect knowledge management capability (KMC) as well as analyzing the mediating factors that influence the relationship of factors such as information technology relatedness, knowledge sharing and human resource management capability on innovation capabiity. This research is a quantitative research with descriptive statistics. The analytical tool used is a structural equation model of partial least squares (PLS). This research was conducted on women entrepreneur in Medan Using a proportional random sampling technique, 200 respondents of employees were selected. The results of this study are as follows: (1) information technology relatedness, knowledge sharing and human resource management capability have a significant effect on knowledge management capabilty; (2) knowledge management capability, information technology relatedness and human resource management capability have a significant effect on innovation capability; (3) knowledge management capability have a significant effect on innovation capability; (4) information technology relatedness has a significant effect on innovation capability through knowledge management capability; (5) knowledge sharing has a significant effect on innovation capability through knowledge management capability; (6) human resource management capability has a significant effect on innovation capability through knowledge management capability.
OPTIMIZING THE ROLE OF SHARED VISION AND HUMAN CAPITAL IN THE ERA OF CHANGE Anggia Sari Lubis; Hardi Mulyono; Khalid Abdul Wahid; Mohd Nasir Ismail; Debbi Chyntia Ovami; Kartika
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024)
Publisher : CV. RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1994

Abstract

The sustainability and competitiveness of the company is supported by good human capital management. Human capital plays an important role in achieving the company's vision, mission and goals. The expression human capital was established to increase productivity and maintain competitive advantage as an important factor in expanding business and employee assets. Attention to human resources or human capital as one of the main production factors for most companies is often put second compared to other production factors such as capital, technology, and money. Many company leaders are less aware that the profits obtained by the company actually come from human capital. Human capital supported by a well-built shared vision will increase the company's ability to achieve its goals. Shared vision is a development tool to build organizational learning capabilities. This study examines the strategy for optimizing the role of shared vision and human capital in companies in an era of change. This type of research is a systematic literature review that will provide benefits in the implementation of shared vision and human capital in companies.
INCREASING ECONOMIC CAPABILITY: ECONOMIC PERFORMANCE STRATEGY IN UYGHUR Ratna Sari Dewi; Anggia Sari Lubis; Shita Tiara; Hardi Mulyono; Firmansyah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 3 No. 4 (2023): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v3i4.2245

Abstract

A comprehensive economic performance strategy to address the dual hurdles of countries such as Uyghur, encompassing structural transformations and market imperfections. Upon scrutinizing the conditions that slow development in Uyghur, we can make a series of fundamental changes with regards to the local value chain as well the overall economy. The outcome of this study is the recommendations on how to increase the economic capability as well as formulating economic performance strategy in Uyghur. The recommendations are: (1) Improving government efficiency by improving decision making, (2) Regulating an open and favorable trade environment which enhances capabilities in international markets, (3) improving productivity, (4) Improving educational systems to offer quality education, (5) Encouraging human development strategies by reducing poverty and inequality, reduces unemployment rates, fostering growth through domestic entrepreneurship, Hence, transforming economies in Uyghur must involve the improvement of local capabilities throughout international value chains, institutional reforms, innovations in human capital formation, also well as effective redistribution of resources.
Pengaruh Kemampuan Mengenali Peluang Dan Jaringan Kewirausahaan Terhadap Kinerja Usaha Pada Pedagang Pakaian Pusat Pasar Medan Muhammad Al Qodri; Sari Wulandari; Wan Dian Safina; Horia Siregar
Manajemen: Jurnal Ekonomi Vol. 7 No. 3 (2025): Manajemen : Jurnal Ekonomi
Publisher : Fakultas Ekonomi Universitas Simalungun

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/fkd96648

Abstract

Kajian ini bertujuan untuk mengkaji pengaruh Kemampuan Mengenali Peluang dan Jaringan Kewirausahaan sehubungan dengan Kinerja Usaha pada pedagang pakaian di Pusat Pasar Medan. Dalam menghadapi persaingan bisnis yang semakin kompetitif, pelaku usaha dituntut untuk mengoptimalkan faktor internal maupun eksternal agar mampu mempertahankan dan meningkatkan kinerja usahanya. Metode kajian yang dipakai ialah pendekatan kuantitatif dengan teknik analisis regresi linier berganda. Kajian melibatkan 60 pedagang aktif yang ditentukan melalui teknik purposive sampling. Capaian analisis menunjukkan bahwa Jaringan Kewirausahaan memiliki pengaruh positif dan mempunyai dampak sehubungan dengan Kinerja Usaha (p = 0,003 < 0,05), sedangkan Kemampuan Mengenali Peluang tidak memberikan pengaruh yang mempunyai dampak (p = 0,676 > 0,05). Secara simultan, kedua komponen berpengaruh secara mempunyai dampak sehubungan dengan Kinerja Usaha (p = 0,011 < 0,05). Nilai koefisien determinasi (R²) sebesar 0,145 mengindikasikan bahwa kontribusi kedua komponen sehubungan dengan pengembangan kinerja usaha masih relatif rendah, sehingga dimungkinkan adanya faktor lain yang lebih dominan memengaruhi capaian tersebut. Temuan kajian ini menegaskan bahwa penguatan jaringan kewirausahaan ialah strategi krusial bagi pelaku UMKM, khususnya dalam sektor perdagangan pakaian, guna memperluas akses informasi, meningkatkan kolaborasi, serta memperkuat daya saing usaha di tengah dinamika pasar yang terus berubah
Pengaruh Keterampilan Wirausaha Dan Keunggulan Bersaing Terhadap Keberhasilan Usaha Pada UMKM Kuliner Di Central Pasar Medan Muhammad Al Hudawi; Sari Wulandari; Wan Dian Safina; Muhammad Rahmat
Manajemen: Jurnal Ekonomi Vol. 7 No. 3 (2025): Manajemen : Jurnal Ekonomi
Publisher : Fakultas Ekonomi Universitas Simalungun

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/t7vxj107

Abstract

Kajian ini menganalisis pengaruh keterampilan wirausaha dan keunggulan bersaing sehubung dengan kebercapaianan UMKM kuliner di Central Pasar Medan, memakai metode kuantitatif dengan 60 responden. Capaian regresi linear berganda menunjukkan bahwa keterampilan wirausaha tidak berpengaruh mempunyai dampak (p = 0,139), sementara keunggulan bersaing berpengaruh mempunyai dampak sehubung dengan keberhasilan usaha (p = 0,000; korasional = 0,560). Secara simultan, kedua komponen berpengaruh mempunyai dampak dengan nilai determinasi R² sebesar 65,4%. Temuan ini menekankan pentingnya keunggulan bersaing, seperti kualitas komiditas dan responsivitas pasar, dalam meningkatkan kebercapaianan UMKM
HUMAN RESOURCE MANAGEMENT FOR SUSTAINABLE DEVELOPMENT GOALS (SDGS): A SYSTEMATIC LITERATURE REVIEW Yasadani; Zulpaini Tanjung; Ihsanul Anhar; Ahmad; Fachrurrozi; Rakesh Sitepu; Anggia Sari Lubis
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 6 (2025): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i6.4807

Abstract

The Sustainable Development Goals (SDGs) mandated by the United Nations demand a global commitment, including from the corporate sector, to achieve social, economic, and environmental targets by 2030. Human Resource Management (HRM) plays a crucial role as the main agent of change in integrating sustainability principles into organizational operations. This research aims to analyze the strategic role of HRM functions ranging from recruitment, training and development, to performance management and compensation in supporting the achievement of the SDGs, particularly SDG 4 (Quality Education), SDG 5 (Gender Equality), and SDG 8 (Decent Work and Economic Growth). The strategies discussed include the implementation of green skills training programs, equal pay policies, and performance measurement based on social impact. The research findings conclude that the transformation of HRM towards sustainability-focused practices not only enhances corporate image and employee engagement but also directly contributes to the achievement of global sustainable development goals.
CHALLENGES AND OPPORTUNITIES IN IMPLEMENTING SUSTAINABLE HRM IN DEVELOPING COUNTRIES Ashari Ariandi Nasution; Akhmad Soleh Rowandi Siregar; Zulmi Syahputra; Hairul Hanafi Purba; Rizki Adha; Malik Syahputra Purba; Rakesh Sitepu; Anggia Sari Lubis
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 6 (2025): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i6.4951

Abstract

Sustainable Human Resource Management (Sustainable HRM) has gained increasing attention as organizations seek to balance economic performance, social responsibility, and environmental sustainability. In developing countries, the implementation of Sustainable HRM presents unique challenges and opportunities due to economic constraints, institutional limitations, cultural diversity, and varying levels of technological readiness. This paper aims to examine the key challenges faced by organizations in adopting Sustainable HRM practices in developing countries, including limited resources, lack of awareness, weak regulatory frameworks, and resistance to change. At the same time, it explores emerging opportunities such as digital transformation, growing stakeholder pressure for sustainability, and the potential of human capital development to support long-term organizational and societal goals. By reviewing relevant literature and contextual factors, this study highlights the strategic role of HRM in promoting sustainable development. The findings are expected to contribute to a deeper understanding of how organizations in developing countries can leverage Sustainable HRM as a driver of competitive advantage and sustainable growth.
THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN ACHIEVING ORGANIZATIONAL SUSTAINABILITY Misrokiah Husni Batubara; Kiki Aulia Paramita; Himi Agustina Daulay; Fauziah Nur Lubis; Sri Afrida Wahyuni; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.530

Abstract

The global awareness of sustainability encompassing economic, social, and environmental aspects has fundamentally shifted corporate paradigms. Organizational sustainability is no longer seen as achievable through business strategy and technology alone but is critically dependent on how human resources are managed. This study aims to analyze the role of Sustainable Human Resource Management (Sustainable HRM) in realizing organizational sustainability. Using a descriptive analysis method, this research synthesizes and examines the theoretical foundations and practical applications of Sustainable HRM. The results indicate that Sustainable HRM, which integrates the principles of the Triple Bottom Line into HR practices, acts as a key facilitator for a sustainability culture, develops sustainable leadership, and aligns employee values with long-term organizational goals. Key practices distinguishing it from conventional HRM include Green HRM initiatives, promoting employee well-being and diversity, and fostering competency development for long-term employability. However, implementation faces challenges such as a lack of top management awareness and resistance to change. Conversely, it offers significant opportunities, including enhanced corporate reputation, increased employee engagement, and long-term resilience. The study concludes that Sustainable HRM is a strategic imperative for organizations seeking comprehensive and enduring sustainability.
THE RELATIONSHIP BETWEEN SUSTAINABLE LEADERSHIP AND SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES Nabhani; Mansur Anakampun; Sunardi Siregar; Rakesh Sitepu; Anggia Sari Lubis
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 2 (2025): 10th IHERT (2025): IHERT (2025) SECOND ISSUE: International Conference on Healt
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i2.531

Abstract

Sustainable leadership has gained increasing attention as organizations seek to balance economic performance with social and environmental responsibilities. This study examines the relationship between sustainable leadership and sustainable human resource management (HRM) practices. Drawing on the sustainability and leadership literature, this research investigates how leaders who emphasize long-term value creation, ethical behavior, and stakeholder engagement influence the adoption of sustainable HRM practices, including employee development, well-being, fairness, and environmental responsibility. Using a quantitative research design, data were collected from employees across various organizations and analyzed using statistical techniques to test the proposed relationships. The findings indicate that sustainable leadership has a significant and positive effect on sustainable HRM practices. Leaders who demonstrate sustainability-oriented values and behaviors are more likely to foster HRM practices that support employee sustainability and organizational resilience. This study contributes to the growing body of literature on sustainability by highlighting the critical role of leadership in promoting sustainable HRM practices. Practically, the results suggest that organizations should develop sustainable leadership competencies to strengthen their human resource strategies and achieve long-term sustainability goals..
Antecedents and Consequences of Shared Vision Dissemination Quality: Evidence from Public and Private Universities in Indonesia and Malaysia Sari Lubis, Anggia; Abdul Wahid, Khalid; Nasir Ismail, Mohd; Chyntia Ovami, Debbi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 6 No. 1 (2026)
Publisher : CV. RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18573015

Abstract

This study examines how organizational commitment, transformational leadership, and readiness for change influence shared vision dissemination quality and, in turn, employee performance in higher education institutions. A cross-sectional survey was administered to 200 lecturers and educational staff from public and private universities in Indonesia and Malaysia. Data were analyzed using PLS-SEM with SmartPLS 4.0. The results indicate that organizational commitment, transformational leadership, and readiness for change significantly enhance shared vision dissemination quality, which strongly predicts employee performance. Transformational leadership emerges as the strongest predictor of shared vision dissemination quality. These findings highlight the strategic role of effective vision dissemination in strengthening organizational learning and performance in universities. The study contributes by integrating insights from the Theory of Reasoned Action, Learning Organization Theory, and Cognitive Learning Theory to conceptualize shared vision dissemination quality and explain its antecedents and outcomes.
Co-Authors Abdul Wahid, Khalid Abu Bakar Bin Busmah Adinda, Uci Adrial Falahi Ahmad Ahmad Fuadi Ahmad Prayendi Dasopang Akhmad Soleh Rowandi Siregar Ali Djamhuri Ananda Anugrah Nasution Ananda Aprilia Ananda Putri Mawaddah Andri Soemitra Aprilia, Ananda Arif Qaedi Hutagalung Ashari Ariandi Nasution Ayu Wulan Dari Ayunda Mayyona Azwansyah Habibie, Azwansyah Azzahra Adelia Bagus Tarfiko Winata Bitri Agung Syah Putri Camelya Adelyani Chalifa Luthfiyya Nadhifa Cindy Claudya Vaglyn Ismon Clarissa Tarigan Daulay, Waiz Al Qorni Dea Laila Puspita Debby Cyntia Ovami Deksa Imam Suhada Dessy Rahmadani Rahmadani dewi nurmala Dwi Indah Lestari Eka Purnama Sari Harahap Emelia Rahmadany Putri Gami Fachrurrozi Fairuz Shofie Nasution Fatmawati Fatmawati Fatona Naibaho, Yuki Fauzan Zulfikar Fauziah Nur Lubis Firmansyah Firmansyah, Ananda Gusty Ginie Aulia Rawani Habra, Mhd Dani Hadian, Arief Hairul Hanafi Purba Harahap, Eka Purnama Sari Harahap, M Guffar harahap, nur'ain Hasibuan, Melisa Zuriani Hidayat, Toni Himi Agustina Daulay Idzni Hasfizetty Iga Wahyuni Ihsanul Anhar Ikhwan Abidin Ilham Ramadhan Nasution Indra Utama Indriani Adha Ira Hairani Br Damanik Irma Raudhatul Jannah Pasaribu Irranda Putra Syahna Iskandar Zulkarnaen Juliana Br Sitompul Julianto Hutasuhut Julianto, Julianto Hutasuhut Juliyanti, Nur Azizah Junita Putri Rajana Harahap Kartika Khairina Maulida Paramitha Khalid Abdul Wahid Khopifah Indah Daulay Kiki Amalia Harahap Kiki Aulia Paramita Lisdayani Lisdayani Lisdayani Lisdayani, Lisdayani Lubis, Abdul Rahman Lubis, Elya Puspita Lukman Nasution Lutvi Noviyanti M. Dani Habra M. Dani Habra M. Rasyid Sidik Mahyani Mahyani Malik Syahputra Purba Mansur Anakampun MARIA KRISTINA SITUMORANG Masnum Rambe Maulana Abdul Fattah Fattah Maya Nur Aini Maysarah, Jihan Maysaroh Hasibuan Mela Anjani Melisa Syafitri Mesrawati, Mesrawati Mhd Rasyid Siddiq Misrokiah Husni Batubara Mohd Nasir Ismail Muhammad Al Hudawi Muhammad Al Qodri Muhammad Arif Muhammad Nelson Pinem Muhammad Rahmat Muhammad Yunus Sofian Mulyono, Hardi Munawaroh . Nabhani Nabila Arsyi Lubis Nasir Ismail, Mohd Neni Sri Wahyuni Nevy Saskia Fitri Novilia, Rina Nur Hafni Maulida Nasution Nur&#039;ain Harahap Nur'ain Harahap Nurul Fadhillah Nurul Hidayah Nurul Syakirah binti Nazri Ova Novi Irama Ovami, Debbi Chyntia Prihandayani, Retno Putri Fadillah Hasibuan Putri Yunizars Rahmad Gunawan Rakesh Sitepu Ratna Sari Dewi Ratna Sari Dewi Ratna Sari Dewi Reni Dwijaya Riadil Jannah Sahri Riza Nabila Rizki Adha Rukmini Rukmini Rukmini Sabrina Dita Sandria Safina, Wan Dian Salsabilla Siagian Sari Wulandari Sari Wulandari Selfia Rachmalija Semangat Juang Lahagu Sembiring, Zamalludin Sembiring, Zamaluddin shara, yuni Shita Tiara Sinar Lia Pohan Siregar, Horia Siti Khairunisa Siti Nurhaliza Sri Afrida Wahyuni Sri Rahayu SRI RAHAYU Suginam Suhaila Husna Samosir Sunardi Siregar Surya Wardani Tarishah Hatim Faqih Toni Hidayat Toni Hidayat Tringgani, Effina Vera Maytara Wan Dian Safina Wardah Hannifa Yasadani Yenti Anita Harahap Yuni Shara Zulmi Syahputra Zulpaini Tanjung