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All Journal Return : Study of Management, Economic and Bussines Jurnal Manajemen Ekonomi dan Bisnis
Muhammad Syafri
Sekolah Tinggi Ilmu Ekonomi Graha Kirana
Economics, Econometrics & Finance

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Sustainable Human Resource Practices: Analyzing Their Impact on Organizational Resilience and Employee Retention Muhammad Syafri; Andi Rasyid
Return : Study of Management, Economic and Bussines Vol. 4 No. 1 (2025): Return: Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v4i1.320

Abstract

Human resources (HR) are a critical asset for organizations, and sustainable HR management is essential to fostering organizational resilience and retaining high-quality employees. Sustainable HR practices focus on maintaining the long-term well-being of the workforce while meeting the evolving needs of the organization. This study aims to analyze the impact of sustainable human resource management (HRM) practices on organizational resilience and employee retention, particularly in the Medan area. This study used a quantitative approach using a survey questionnaire distributed to 40 employees from various companies in Medan. The questionnaire assessed aspects of welfare policy, career development, and organizational culture. Data were analyzed using descriptive statistics and simple linear regression. The findings show that sustainable HRM practices significantly positively impact organizational resilience and employee retention. Specifically, an increase in sustainable HR policies was associated with an increase in organizational resilience by 0.45 and employee retention by 0.38. The study concludes that implementing sustainable HRM practices can strengthen organizational stability and improve employee retention in the long run. These insights provide valuable guidance for organizations in designing effective HRM policies that support resilience and retention.
HUBUNGAN ANTARA KERAGAMAN GENERASI DAN KONFLIK ANTARPRIBADI DI TEMPAT KERJA Muhammad Syafri
Jurnal Manajemen Ekonomi dan Bisnis Vol 4, No 1 (2025)
Publisher : Sekolah Tinggi Ilmu Ekonomi Graha Kirana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61715/jmeb.v4i1.117

Abstract

Abstract In today’s increasingly diverse work environments, the coexistence of multiple generations presents both opportunities and challenges. This study explores the relationship between generational diversity and interpersonal conflict within organizational settings. Drawing on social identity theory and intergroup dynamics, the research examines how differences in values, communication styles, and work expectations among generational cohorts contribute to interpersonal tensions. A quantitative approach was employed, utilizing survey data from employees across various sectors. The findings reveal a statistically significant correlation between generational diversity and the frequency of interpersonal conflicts, particularly in teams lacking intergenerational cohesion strategies. However, the presence of inclusive leadership and structured communication practices mitigates the adverse effects. These results underscore the importance of generational awareness in human resource policies and leadership development. The study contributes to the ongoing discourse on workforce diversity by highlighting the nuanced impact of age-related differences on workplace harmony. AbstrakDalam lingkungan kerja yang semakin beragam dewasa ini, keberadaan berbagai generasi secara bersamaan menghadirkan peluang sekaligus tantangan. Studi ini mengeksplorasi hubungan antara keragaman generasi dan konflik antarpribadi dalam konteks organisasi. Dengan merujuk pada teori identitas sosial dan dinamika antar kelompok, penelitian ini menelaah bagaimana perbedaan nilai, gaya komunikasi, dan harapan kerja antar kelompok generasi berkontribusi terhadap ketegangan interpersonal. Pendekatan kuantitatif digunakan dengan memanfaatkan data survei dari karyawan di berbagai sektor. Temuan menunjukkan adanya korelasi yang signifikan secara statistik antara keragaman generasi dan frekuensi konflik antarpribadi, terutama pada tim yang tidak memiliki strategi kohesi antargenerasi. Namun, kepemimpinan yang inklusif dan praktik komunikasi yang terstruktur terbukti dapat mengurangi dampak negatif tersebut. Hasil ini menekankan pentingnya kesadaran terhadap perbedaan generasi dalam kebijakan sumber daya manusia dan pengembangan kepemimpinan. Studi ini memberikan kontribusi pada diskursus tentang keragaman tenaga kerja dengan menyoroti dampak perbedaan usia terhadap keharmonisan di tempat kerja.
ANALISIS PERSEPSI BUDAYA ORGANISASI DAN HUBUNGANNYA DENGAN KEPUASAN KERJA PADA KARYAWAN PRINCIPLE DAN DISTRIBUTOR Muhammad Syafri; Rizky Saputra
Jurnal Manajemen Ekonomi dan Bisnis Vol 3, No 2 (2024)
Publisher : Sekolah Tinggi Ilmu Ekonomi Graha Kirana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61715/jmeb.v3i2.100

Abstract

This study aims to analyze the perception of organizational culture and its relationship with job satisfaction among employees working at Principle and Distributor companies. Organizational culture refers to a set of values, norms, and practices that form the foundation of behavior within an organization, while job satisfaction reflects the level of happiness and contentment an individual has with their work. This research uses a quantitative approach with a survey method involving 50 respondents from both types of companies. Data were collected through questionnaires that measured perceptions of organizational culture dimensions such as innovation, results orientation, teamwork, and stability, as well as job satisfaction from both intrinsic and extrinsic aspects. The analysis results show a significant positive relationship between perceptions of organizational culture and employee job satisfaction, with the dimension of teamwork having the greatest influence. This study indicates the importance of strengthening organizational culture to enhance job satisfaction, which in turn can drive productivity and employee loyalty. Penelitian ini bertujuan untuk menganalisis persepsi budaya organisasi dan hubungannya dengan kepuasan kerja pada karyawan yang bekerja di perusahaan Principle dan Distributor. Budaya organisasi merupakan sekumpulan nilai, norma, dan praktik yang menjadi dasar perilaku dalam organisasi, sementara kepuasan kerja mencerminkan tingkat kebahagiaan dan kepuasan individu terhadap pekerjaannya. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang melibatkan 50 responden dari kedua jenis perusahaan. Data dikumpulkan melalui kuesioner yang mengukur persepsi terhadap dimensi budaya organisasi seperti inovasi, orientasi hasil, kerja tim, dan stabilitas, serta kepuasan kerja dari aspek intrinsik dan ekstrinsik. Hasil analisis menunjukkan adanya hubungan positif yang signifikan antara persepsi budaya organisasi dan kepuasan kerja karyawan, dengan dimensi kerja tim memiliki pengaruh paling besar. Studi ini mengindikasikan pentingnya penguatan budaya organisasi untuk meningkatkan kepuasan kerja, yang pada gilirannya dapat mendorong produktivitas dan loyalitas karyawan.
Co-Authors Rasyid, Mhd Andi Rizky Saputra