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All Journal Jurnal Ilmiah Manajemen "E M O R" BJRM (Bongaya Journal of Research in Management) Management Studies and Business Journal
Ikhsan S. Abd Razak
Universitas Muhammadiyah Luwuk, Central Sulawesi, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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PENGARUH KARAKTER, KOMPETENSI DAN LITERASI DIGITAL TERHADAP KINERJA PEGAWAI PADA UNIVERSITAS MUHAMMADIYAH LUWUK Ikhsan Razak; Masdar Masud; Muhsin Wahid; Wahyudin Rahman
Jurnal Ilmiah Manajemen Emor (Ekonomi Manajemen Orientasi Riset) Vol 6, No 2 (2022): Desember
Publisher : Universitas Muhammadiyah Luwuk Banggai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32529/jim.v6i2.2399

Abstract

Tujuan penelitian ini adalah untuk mengetahui bagaimana pengaruh karakter, kompetensi dan literasi digital terhadap kinerja pegawai pada Universitas Muhammadiyah Luwuk, serta untuk menganalisis dan mengetahui faktor yang paling berpengaruh signifikan terhadap kinerja pegawai pada Universitas Muhammadiyah Luwuk.Data yang digunakan adalah data primer dan data sekunder. Populasi dalam penelitian ini adalah keseluruhan pegawai pada Universitas Muhammadiyah Luwuk. Populasi sebanyak 186 orang dengan sampel sebanyak 65 orang pegawai (Slovin). Pengumpulan yang dilakukan melalui observasi, kuesioner dan dokumentasi. Metode analisis data menggunakan metode analisis regresi linear berganda  dengan mengunakan SPSS versi 25.         Hasil penelitian menunjukan bahwa secara simultan karakter, kompetensi dan literasi digital berpengaruh positif dan signifikan terhadap kinerja pegawai, namun secara parsial karakter dan literasi digital berpengaruh tidak signifikan sementara kompetensi berpengaruh signifikan terhadap kinerja pegawai. Kesimpulannya karakter, kompetensi dan literasi digital merupakan serangkaian variabel yang dapat mempengaruhi kinerja pegawai, Artinya bahwa kinerja yang baik tidak hanya di dukung oleh literasi digital yang luas, karakter yang baik ataupun pegawai yang berkompetensi tinggi namun pegawai yang memiliki kinerja maksimal adalah pegawai yang memiliki karakter baik dan kompetensi yang didukung dengan keterbukaan wawasan digital yang sangat luas sehingga dapat mendorong produktivitas dari kinerja pegawai yang ada pada Universitas Muhammadiyah Luwuk. Kata Kunci : Karakter, Kompetensi, literasi digital dan kinerja pegawai
PENGARUH KEPEMIMPINAN CAMAT TERHADAP KINERJA PEGAWAI DIKANTOR KECAMATAN NUHON KABUPATEN BANGGAI Lamato, Riski Mahyudin; Razak, Ikhsan Abd
Jurnal Ilmiah Manajemen Emor (Ekonomi Manajemen Orientasi Riset) Vol. 7 No. 2 (2023): Desember
Publisher : Universitas Muhammadiyah Luwuk Banggai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32529/jim.v7i2.3123

Abstract

Untuk mengetahui dan menganalisis Pengaruh Kepemimpinan Camat Terhadap Kinerja Pegawai Dikantor Kecamatan Nuhon Kabupaten Banggai, Pengumpulan data menggunakan data primer yang diperoleh dari kuesioner. Penentuan sampel menggunakan metode sampel jenuh, sehingga sampel dalam penelitian ini sebanyak 45 responden dari 45 populasi. Hasil kuesioner tersebut telah diuji validitas dan realibilitasnya, juga telah diuji asumsi klasik berupa asumsi normalitas, asumsi Multikolinearitas. dan asumsi multikolinearitas, Metode analisis data menggunakan teknik analisis regresi sederhana.Hasil penelitian menunjukkan bahwa hipotesis diterima karena menunjukkan hasil uji hipotesis positif signifikan. Berarti Kepemimpinan Camat memberikan kontribusi yang nyata terhadap Kinerja Pegawai.   
Mengukur korelasi Pembagian Kerja, Lingkungan Kerja dan Kinerja Pegawai Abd Razak, Ikhsan
BJRM (Bongaya Journal For Research in Management) Vol. 7 No. 1 (2024): BJRM (Bongaya Journal of Research in Management)
Publisher : LPPM STIEM BONGAYA

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Abstract

The purpose of this study was to determine whether the division of labor and work environment partially and simultaneously have a positive and significant effect on employee performance at the Communication, Informatics, Statistics and Cryptography Service of Banggai Regency and to determine which has a dominant influence between the variables of Division of Labor and work environment on employee performance at the Communication, Informatics, Statistics and Cryptography Service of Banggai Regency. Based on the results of the study, it was obtained that partially the results of the study showed that partially the division of labor variable (X1) has a positive but insignificant effect on employee performance (Y) at the Communication, Informatics, Statistics and Cryptography Service of Banggai Regency. The results of the study showed that partially the work environment variable (X2) has a positive and significant effect on employee performance (Y) at the Communication, Informatics, Statistics and Cryptography Service of Banggai Regency. The work environment variable (X2) has a dominant and significant effect on employee performance (Y) at the National Unity and Politics Agency of Banggai Islands Regency. From the results of the ANOVA (analysis of variance) test or F test, the F-count is greater than the F-table, this means that there is a simultaneous influence between the variables of division of labor (X1) and work environment (X2) on employee performance (Y) at the Communication, Informatics, Statistics and Cryptography Service of Banggai Regency.
TRANSFORMING WORKFORCE DYNAMICS: THE ROLE OF ARTIFICIAL INTELLIGENCE IN SHAPING HR PRACTICES Razak, Ikhsan S. Abd
Management Studies and Business Journal (PRODUCTIVITY) Vol. 2 No. 1 (2025): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/6pn60094

Abstract

The integration of artificial intelligence (AI) in human resource (HR) practices has become increasingly critical in the era of Industry 4.0. However, many organizations encounter significant challenges in adopting this technology effectively. This study aims to explore the future opportunities AI offers to reshape HR strategies and workforce dynamics while identifying the challenges associated with its implementation. Utilizing a Systematic Literature Review (SLR) approach based on the PRISMA protocol, data were collected from various academic databases to analyze relevant studies on AI applications in HR. The findings reveal that AI enhances talent acquisition, personalized employee development, and optimizes workforce analytics, while also supporting more inclusive and equitable HR policies. This study provides practical insights for organizations to adopt AI ethically and strategically, emphasizing the importance of developing supportive policies to facilitate effective integration. These results contribute to advancing both academic research and practical applications in the intersection of AI and HR management.
Diversity and Inclusion Strategies in Global Organizations: A Systematic Literature Review Razak, Ikhsan S. Abd
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 7 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/2tg1e552

Abstract

Implementation of Change and Innovation (C&I) strategies in organizations often faces major challenges such as resistance to change, hidden biases, and resource limitations. These challenges can hinder the effectiveness of C&I initiatives and impact organizational outcomes. This research aims to explore the challenges associated with implementing C&I strategies and identify effective approaches to overcome these challenges. Specifically, this research aims to understand how Social Justice Theory can be applied to increase the success of C&I initiatives by mitigating resistance, bias, and resource constraints. This research uses a literature study approach and thematic analysis. Data was collected from a variety of academic and practical sources that address challenges in C&I implementation, social justice theory, and change management techniques. Analysis is carried out to identify relevant patterns and recommendations. The research results show that resistance to change can be reduced through active employee involvement and participation in the decision process. Hidden bias can be minimized with systematic bias awareness training. Resource limitations can be managed by establishing clear and measurable evaluation metrics. Social Justice Theory provides a framework for addressing these challenges by prioritizing principles of justice and inclusion. The implications of this research suggest that to increase the effectiveness of C&I strategies, organizations must integrate social justice principles in their managerial practices. An approach that involves employee engagement, bias training, and the use of clear evaluation metrics can help organizations overcome existing challenges and achieve better results in C&I initiatives. This research provides practical guidance for organizations in designing and implementing more effective C&I strategies.
Co-Authors Lamato, Riski Mahyudin Masdar Masud Muhsin Wahid Wahyudin Rahman