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All Journal Equator Journal of Management and Entrepreneurship At-Tadbir : jurnal ilmiah manajemen Journal Of Management Science (JMAS) JURNAL LENTERA BISNIS International Journal of Economics, Business and Accounting Research (IJEBAR) eCo-Buss Jurnal Ilmiah Edunomika (JIE) Jurnal Ilmiah Manajemen Kesatuan Enrichment : Journal of Management RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL Community Development Journal: Jurnal Pengabdian Masyarakat Studi Ilmu Manajemen dan Organisasi Jurnal Ekonomi Jurnal Akutansi Manajemen Ekonomi Kewirausahaan (JAMEK) International Journal of Applied Finance and Business Studies JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Gemilang: Jurnal Manajemen dan Akuntansi Indonesian Research Journal on Education Innovative: Journal Of Social Science Research Madani: Multidisciplinary Scientific Journal Jurnal Aplikasi Manajemen & Kewirausahaan MASSARO Jurnal Bisnis dan Kewirausahaan El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Digital Innovation : International Journal Of Management Journal of Ekonomics, Finance, and Management Studies International Journal of Economics, Business Management and Accounting Ulil Albab Menulis: Jurnal Penelitian Nusantara JIMEK Krisnadwipayana International Journal of Management Studies
Ikram Yakin
Universitas Tanjungpura
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The Influence of Self Efficacy and Workload on Work on Employee Performance Asraf, Asraf; Erwanto, Erwanto; Malihah, Lola; Yakin, Ikram; Suryani, Ni Kadek
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 1 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i1.10560

Abstract

Abstract Self Efficacy is a factor that has a positive and significant effect on Employee Performance. In contrast to Self Efficacy, the average previous research shows a negative and significant impact on Employee Performance. This research is a quantitative research with an explanatory approach. This study used primary data collected by observation and questionnaire methods. The questionnaire was distributed to 250 Indomaret employees throughout the islands in Indonesia including Lampung province as the representative of the island of Sumatra, Banjarmasin as the representative of the island of Kalimantan, Kendari as the representative of the island of Sulawesi, Jakarta as the representative island of Java, and Bali as the representative island from the eastern side of Indonesia. The data obtained were analyzed using PLS 3.0. The results showed that Self Efficacy and Workload had a positive and significant effect on Employee Performance. Keywords : Employee Peformance, Self Eficacy, Work Laod
PENGARUH ETHICAL BEHAVIOR PENJUAL TERHADAP LOYALITAS PELANGGAN DENGAN KEPERCAYAAN SEBAGAI MODERASI Khuan, Hendri; Hariyono, Hariyono; Sari W, Irine Diana; Yakin, Ikram; Desembrianita, Eva
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 1 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i1.10781

Abstract

Loyalitas pelanggan bergantung pada banyak faktor, termasuk kepercayaan mereka, kepuasan terhadap penjual, dan perilaku etis penjual. Dengan kata lain, pelanggan sangat diberdayakan sehingga semuanya disediakan. Peneliti lebih lanjut mencatat bahwa memenuhi dan melampaui harapan pelanggan tidaklah mudah dalam industri yang kompetitif, termasuk industri pakaian olahraga. Penelitian ini bertujuan untuk mengetahui pengaruh ethical behavior penjual terhadap loyalitas pelanggan dengan kepercayaan sebagai moderasi. Analisis saat ini menggunakan pendekatan kuantitatif. Metodologi pengumpulan data yang digunakan melibatkan pengiriman kuesioner yang telah menerima sekitar 150 tanggapan responden. Dalam penelitian ini, populasi nya adalah pelanggan pakaian olahraga yang ada di Indonesia, dan metode analisisnya menggunakan software Smart PLS. Hasil penelitian menunjukan bahwa ethical behavior berpengaruh terhadap loyalitas pelanggan dan kepercayaan mampu memoderasi ethical behavior terhadap loyalitas pelanggan. Kata Kunci: Loyalitas Pelanggan, Ethical Behavior, Kepercayaan
THE EFFECT OF SOCIAL MEDIA USE ON EMPLOYEE PERFORMANCE WITH TALENT MANAGEMENT AS A MODERATING VARIABLE Kardini, Ni Luh; Utami, Eva Yuniarti; Hendratmoko, Suseno; Yakin, Ikram; Inzani SL, J Fuji
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.13554

Abstract

Abstract This research is quantitative research with an exploratory approach, namely an approach that uses a number of previous studies as the most fundamental benchmark for building arguments, novelty and research gaps in the research being carried out. The data used in this research is primary data that researchers collected by distributing online questionnaires to Astra employees spread throughout Indonesia. These data were analyzed using the smart PLS 4.0 analysis tool. The result in this research show shows that the Social Media variable has a positive relationship and a significant influence on employee performance. This is because the P-Values value is positive and is below the significance level of 0.05, namely 0.004. This result is because the better employees are at using social media, the easier it will be for employees to complete work, such as if they don't know how to do something, they can search on YouTube, Google and other platforms, and can ask someone who knows better. Apart from that, social media can make it easier to communicate without meeting in person, simplify difficult administration, and so on which can make it easier for employees to complete their work so that they can improve employee performance. Apart from that, in the second row of the table, the three path coefficients show the same results if the Talent Management variable can moderate the influence of the Social Media variable on Employee Performance because of the same thing, namely the P-Values value which is positive and is below the significance level of 0.05, namely 0.000, which is more significant. from direct testing 0.004. Thus, the first and second hypotheses in this research can be accepted and proven. Keywords: Social Media, Talent Management, Employee Performance
PENGARUH EMPLOYEE ENGAGEMENT, PUBLIC SERVICE MOTIVATION DAN AFFECTIVE COMMITMENT TERHADAP KINERJA KARYAWAN Setyawan, A. Ary; Ningsih, Yulia; Utami, Eva Yuniarti; Yakin, Ikram; Sulastri, Tuti
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.13791

Abstract

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement, public service motivation dan affective commitment terhadap kinerja pegawai. Populasi penelitian ini berjumlah 150 karyawan dengan teknik random sampling sebanyak 150 responden. Teknik pengumpulan data dilakukan dengan menyebarkan kuesioner, wawancara dan dokumenter . Metode analisis data yang digunakan adalah analisis regresi linier berganda yang diuji dengan menggunakan SPSS. Berdasarkan hasil penelitian ditemukan bahwa employee engagement, public service motivation dan affective commitment secara parsial berpengaruh positif signifikan terhadap kinerja pegawai. Kata Kunci: Affective Commitment, Employee Engagement, Public Service Motivation
Training and Human Resource Development Methods and Effectiveness Aria Elshifa; Tungga Buana Irfana; Sri Hardianty; Ikram Yakin; Muhammad Yusup
Jurnal Ilmiah Manajemen Kesatuan Vol. 12 No. 6 (2024): JIMKES Edisi November 2024
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v12i6.2992

Abstract

Human Resource (HR) training and development is a strategic aspect in improving organisational performance and competitiveness. This research aims to explore the training methods used by organisations and evaluate their effectiveness in improving employee competencies. This research uses a qualitative approach with a case study design in a multinational company in Jakarta. Data was collected through in-depth interviews, participatory observation, and document analysis from 15 employees who had attended the training programmed. The results showed that the company uses various training methods, such as simulation, technology-based training, and mentoring. The effectiveness of the training varies depending on the relevance of the material, the involvement of the instructor, and the contextualisation of the programme to the needs of the employees. The main supporting factors are the availability of resources and management commitment, while barriers include the lack of personalisation of the programmed and inflexible schedules. The study concludes that training effectiveness is influenced by the suitability of methods to individual and organisational needs. Recommendations include improved training needs analysis, adoption of interactive learning technologies, and continuous evaluation to ensure skills application on the job.
Commitment Battles Gen Z Turnover: Fueled by Development and Satisfaction to Stay Aspasya, Delvia Putri; Yakin, Ikram; Jaya, Arman; Rosnani, Titik; Hasanudin, Hasanudin
Studi Ilmu Manajemen dan Organisasi Vol 6 No 4 (2026): Januari
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/simo.v6i4.4857

Abstract

Purpose: This study aims to provide growing body organizations develop effective retention strategies for Gen Z workers by identifying key drivers of turnover intentions in Indonesia. Methodology/approach: A quantitative approach was adopted, collecting data from 246 Gen Z employees via an online Google Forms questionnaire. Purposive sampling was used to target relevant respondents. Data were analyzed using SmartPLS 4 to assess the validity, significance, and explanatory power of both measurement and structural models. Results/findings: Employee commitment emerged as the strongest predictor of reduced turnover intention. Career development and job satisfaction positively influenced commitment, while job satisfaction also directly reduced turnover. The model explained 75.8% of the variance in turnover intention, demonstrating strong reliability and predictive power. Conclusions: Retention of Gen Z employees is driven by commitment fostered through career development, job satisfaction, fair treatment, meaningful work, and work-life balance highlighting the need for supportive, inclusive, and empowering work environments. Limitations: Findings are limited by the focus on Indonesian Gen Z employees, which may affect generalizability, and the cross-sectional design, which restricts causal inferences over time. Contribution: The study bridges theory and practice by confirming the mediating role of commitment in retention, offering HR professionals actionable strategies to retain Gen Z talent in developing economies.
The Influence of Internship Experience and Soft Skills on Work Readiness Mediated By Self-Efficacy Syawitri, Wita; Yakin, Ikram; Shalahuddin, Ahmad; Mayasari, Endah
Krisnadwipayana International Journal of Management Studies Vol 4 No 2 (2024): Krisnadwipayana International Journal of Management Studies
Publisher : Program Studi Magister Manajemen Universitas Krisnadwipayana

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

Abstract

Generation Z is the young age group that dominates the number of Open Unemployment Rate (OUR) in 2024 in Indonesia. In this situation, students and graduates who are potential future employees must prepare themselves with good work readiness by the skills needed in the workplace. This research examines how in Indonesian Generation Z self-efficacy mediates internship experience and soft skills regarding work readiness. The research population is all Generation Z with status as final-year students and fresh undergraduate graduates in Indonesia. Information was gathered using an online questionnaire via Google Forms, a sampling technique, and a purposive sampling approach. The results showed that internship experience positively and significantly affects work readiness and self-efficacy. Soft skills have been proven to positively and significantly impact work readiness and self-efficacy, while self-efficacy demonstrates a positive and significant impact regarding work readiness. Self-efficacy as mediation is proven to positively and significantly affect the connection of internship experience to work readiness, along with the between soft skills and work readiness.
PUSH AND PULL FACTORS INFLUENCING INDONESIAN YOUTHS’ INTENTION TO WORK IN AUSTRALIA: THE MODERATING ROLE OF CAREER ADAPTABILITY Wongso, Hendi Hadinata; Irdhayanti, Efa; Setiawan, Harry; Daud, Ilzar; Yakin, Ikram
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 10 No 1 (2026): IJEBAR: Vol. 10, Issue 1, March 2025
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v10i1.19462

Abstract

The intention of Indonesian youth to work abroad, particularly in Australia, has continued to increase. This phenomenon is influenced by push factors in the home country, such as limited job opportunities and high unemployment rates, as well as pull factors from the destination country, including opportunities for international experience, higher wages, and better career prospects. This research aims to explain the effects of push factors and pull factors toward the intention to work abroad to Australia among Indonesian youth, with career adaptability as a moderating variable. Adopting a quantitative design supported by a survey technique, involving 150 respondents aged 18–30 years selected through purposive sampling (Hair et al., 2019). Data were collected using a Likert-scale questionnaire and subsequently examined through Partial Least Squares Structural Equation Modeling (PLS-SEM) employing SmartPLS software. The analytical procedure comprised assessment of the measurement model (including convergent validity, discriminant validity, and construct reliability) as well as evaluation of the structural model (R², Q² predictive relevance, and path coefficients). The analysis confirms a significant positive effect of push and pull factors on the intention to work abroad. However, career adaptability does not moderate these relationships, suggesting that structural conditions and external opportunities play a more dominant role than individual career adaptability.
An Analysis of The Variables Influencing Job Satisfaction Among Volunteers In Non Profit Organizations Yakin, Ikram
Equator Journal of Management and Entrepreneurship (EJME) Vol 14, No 2 (2026): Equator Journal of Management and Entrepreneurship
Publisher : Universitas Tanjungpura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26418/ejme.v14i2.104665

Abstract

Non-profit organizations are highly dependent on the sustainability of volunteer engagement, making volunteer job satisfaction a key factor in maintaining the effectiveness and sustainability of the organization. This study aims to analyze the influence of organizational culture, communication, and transformational leadership on volunteer job satisfaction in non-profit organizations. The research population includes all volunteers working in non-profit institutions, such as social foundations and non-governmental organizations in West Kalimantan, Indonesia, with an unknown population size. Sampling was conducted using purposive sampling with a total of 148 volunteers as respondents. This study used a quantitative approach with a survey method, where data were collected through a structured questionnaire and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that organizational culture and communication had a positive and significant effect on volunteer job satisfaction. Transformational leadership was also found to have a positive and significant effect, and had the most dominant influence compared to other variables. These findings confirm that transformational leadership plays a strategic role in increasing volunteer job satisfaction in non-profit organizations. The contribution of this study lies in strengthening empirical research on human resource management in the non-profit sector, particularly in the context of volunteers, as well as providing practical implications for non-profit organization managers to develop transformational leadership, a supportive organizational culture, and effective communication.
Determinants of Volunteer Satisfaction in Non-Profit Organizations: The Role of Organizational Culture, Communication, and Transformational Leadership Yakin, Ikram; Meutianingrum, Farah Juniati; Aprija, Een
At-Tadbir : jurnal ilmiah manajemen Vol 10, No 1 (2026): At-Tadbir: jurnal ilmiah manajemen
Publisher : Islamic University of Kalimantan MAB Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31602/atd.v10i1.22783

Abstract

The sustainability of Non-Profit Organization (NPO) is highly dependent on volunteer involvement, the strategic role of volunteers requires organizations to be able to implement a more strategic approach to retain volunteers while improving organizational performance. This study amidst to analyze the factors that significantly impact volunteer job satisfaction. Using quantitative methods of explanatory design through a survey approach to evaluate of organizational culture, transformational leadership on volunteer job satisfaction with communication as mediation. Population includes volunteers who work for non-profit organizations in West Kalimantan. Sample was taken with purposive sampling data was collected from 155 respondents. through the use of structured questionnaires and PLS-SEM analysis. The three variables have a partially significant positive relationship with the volunteer job satisfaction variable. Communication is able to fully mediate job satisfaction as well as being the most dominant variable compared to other variables. This shows that the success of non-profit organizations in maintaining the satisfaction and sustainability of volunteer involvement is largely determined by the effectiveness of the communication built, the large contribution of each variable in explaining variations in volunteer job satisfaction confirms that optimal volunteer management requires integration between a strong organizational culture, inspiring leadership, and open participatory communication.
Co-Authors A. Ary Setyawan Achmad Achmad Ahmad Salahuddin Ahmad Shalahuddin Ahmad Shalahuddin, Ahmad Alessandro, Radja Rayhan Anwar Azazi Aprija, Een Aria Elshifa Aripah, Aripah Arman Jaya Aspasya, Delvia Putri Asraf Asraf Asraf, Asraf Auliya Citra Bahrur Rosyid Barkah, Barkah Cuhenda, Cuhenda Daud, Ilzar Desi Ulpa Anggraini, Desi Ulpa Dody Pratama Marumpe Dwi Setyorini, Efi Endang Elshifa, Aria Endah Mayasari Erni Yuningsih Erwanto Erwanto Erwanto Estrella Estrella Eva Desembrianita Eva Yuniarti Utami Eva Yuniarti Utami Fahruna, Yulyanti Farah Juniati Meutianingrum Fatkhulloh, Amal Fauzan, Rizky Fauzia Afriyani Giriati Giriati Hariyono Hariyono Hariyono Hariyono Harry Setiawan Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Helma Malini Hendratmoko, Suseno Hendri Khuan Heriyadi, Heriyadi Inzani SL, J Fuji Irdhayanti, Efa Irine Diana Sari W Ivana, Priska Riafinola J Fuji Inzani SL Jeferson Siahaan John Sihar Manurung - Kamila, Vania Safa Kardini, Ni Luh Karsim Karsim Karsim Karsim Karsim, Karsim Khuan, Hendri Laras Kusuma Astuti Lazuardi, Muhammad Abdul Latief Liau Ie Hau Lie, Lie Lola Malihah M. Irfani Hendri Malihah, Lola Marisca, Tirza Eudia Marlina Mazayatul Mufrihah B11212091 Mbere, Virani Mikael Hendri. S Muhammad Afif Muhammad Arrazi Bagaswara Muhammad Nur Muhammad Yusup Mustika, Uray Ndaru Ni Kadek Suryani Ni Luh Kardini Nurhapizah, Siti Nurmansya, Andry Pramana Saputra Pramana Saputra Pramana Saputra Purmono, Bintoro Bagus Ramadania Ramadania Ramadania Ramadania, Ramadania Ramadhan, Rizani Rena Augia Putrie Ridhota Madini Rovanita Rama Salampessy, Maryam Sari W, Irine Diana Sari, Citra Dewi Yudia Setyawan, A. Ary Shalahuddin, Shalahuddin Sigit Ardi Saputra Sri Hardianty Sri Hartono, Sri Sugianto, Efendi Suryani, Ni Kadek Suseno Hendratmoko Syawitri, Wita Titik Rosnani Tungga Buana Irfana Tuti Sulastri Utami, Eva Yuniarti Vinno Petrus Manoppo Wardana, Rizky Hady Wenny Pebrianti Wibowo, Teguh Setiawan Wijaya, Piter Tanto Wongso, Hendi Hadinata Wulansari K, Rr. Retno Yanti Setianti Yanti, Vera Hari Yulia Ningsih Yulia Ningsih