Article Per Year (5 Year)
p-Index From 2021 - 2026
2.669
P-Index
This Author published in this journals
All Journal JURNAL MANAJEMEN BISNIS Center of Economic Students Journal (CSEJ) The Journal of Business and Management Research Advances in Management & Financial Reporting Advances in Human Resource Management Research Advances: Jurnal Ekonomi & Bisnis
Ibrahim, Muhdi B. Hi
Unknown Affiliation
Economics, Econometrics & Finance Social Sciences

Published : 21 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 21 Documents
Search

 1   2   3 
Labor Mobility and Wage Dynamics: Understanding the Interplay of Factors in Modern Labor Economics Yadin, Yadin; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Yendra, Yendra
Advances in Human Resource Management Research Vol. 2 No. 2 (2024): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i2.186

Abstract

This qualitative research explores labor mobility and wage dynamics within contemporary labor economics. The study aims to provide a comprehensive understanding of the factors influencing labor market outcomes and inform evidence-based policymaking. The research methodology involves a systematic review of literature, employing established guidelines for transparency and rigor. Data collection entails identifying and retrieving scholarly articles, books, and reports from electronic databases, applying inclusion and exclusion criteria to ensure relevance and quality. Thematic analysis is employed to synthesize key findings, identify recurring themes, and develop a conceptual framework elucidating the relationships between labor mobility, wage dynamics, and related factors. The interpretation phase involves synthesizing and interpreting the analyzed data to develop coherent narratives and insights. The findings underscore the multifaceted nature of labor mobility and wage dynamics, highlighting the impact of economic, social, and institutional factors on individuals' access to economic opportunities and wage outcomes. Persistent barriers to mobility, including gender disparities and immigration policies, continue to limit access to economic opportunities for certain demographic groups. Additionally, technological advancements and institutional interventions play crucial roles in shaping wage dynamics and mitigating wage disparities. Interdisciplinary collaboration and evidence-based policymaking are essential for promoting inclusive and sustainable labor markets. This research contributes to advancing knowledge in the field of labor economics and informs strategies to foster economic opportunity for all individuals.
Nurturing Both Organizational and Human Resource Wellbeing for Sustainable Growth Rean, Markus Anto; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Rasyid, Abdul
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 1 (2024): January - February
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i1.187

Abstract

This study aims to explore the relationship between organizational sustainability and human resource wellbeing, emphasizing the strategic imperatives for fostering sustainable growth and success in contemporary organizations. Adopting a comprehensive literature review approach, the study examines the theoretical foundations, managerial implications, and practical strategies associated with nurturing both organizational and human resource wellbeing. The methodology involves synthesizing findings from diverse perspectives, including organizational sustainability, human resource management, and leadership studies. Results indicate that organizational sustainability serves as a cornerstone for long-term viability, encompassing financial stability, operational efficiency, stakeholder relationships, and environmental responsibility. Additionally, human resource wellbeing emerges as a critical determinant of organizational performance, innovation, and employee engagement, influenced by factors such as leadership style, organizational culture, and employee wellbeing initiatives. The study highlights the importance of integrating sustainability principles into organizational strategies, fostering supportive leadership, and investing in comprehensive employee wellbeing initiatives to create environments
Integrating Islamic Principles into Human Resource Management Practices Salsabilah, Syafira; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Lina, Ros
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 2 (2024): March - April
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i2.188

Abstract

The study explores the integration of Islamic principles into Human Resource Management (HRM) practices, aiming to understand its implications for organizational effectiveness and employee well-being. Employing a qualitative research methodology, the study utilizes semi-structured interviews, document analysis, and observations to gather data from HR practitioners, managers, and employees involved in implementing Islamic HRM practices. Thematic analysis is employed to identify key themes, patterns, and challenges related to the integration process. The findings highlight the significance of HR practitioners' awareness of Islamic principles in shaping HRM practices and the challenges posed by cultural barriers and resistance to change. Despite these challenges, integrating Islamic principles into HRM practices offers benefits such as enhanced organizational performance, employee motivation, and well-being. Strategies to address the lack of awareness among HR practitioners and promote diversity and inclusion initiatives are proposed to facilitate the integration process. The study underscores the importance of aligning HRM practices with Islamic values to create ethical, inclusive, and culturally sensitive work environments.
Integrating Physical, Mental, and Emotional Wellbeing into HR Practices Maluegha, Merliana Inna; Ibrahim, Muhdi B. Hi; Irawan, Andri; Yendra, Yendra; Lina, Ros
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 2 (2024): March - April
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i2.189

Abstract

The aim of this qualitative literature review is to investigate the integration of physical, mental, and emotional well-being into HR practices. The research design involves a systematic approach to selecting, analyzing, and synthesizing literature on the topic. Comprehensive searches of academic databases, journals, books, and other scholarly sources were conducted to identify key themes, concepts, and theories relevant to the research question. Data collection involved gathering and critically appraising various sources, including empirical studies, theoretical frameworks, and qualitative analyses. Qualitative data analysis techniques such as thematic analysis and content analysis were employed to identify recurring themes, patterns, and trends across the literature. The findings reveal several key insights into the benefits, challenges, and strategies associated with integrating well-being into HR practices. Prioritizing employee well-being offers benefits such as reduced absenteeism, enhanced productivity, and improved job satisfaction. However, challenges such as lack of organizational commitment, cultural stigma, and resistance to change hinder effective implementation. Overall, the study underscores the importance of adopting a holistic approach to well-being management and fostering collaboration both within and outside the organization.
Holistic Approaches to Employee Growth and Performance Improvement Korwa, Irma Adelina; Ibrahim, Muhdi B. Hi; Irawan, Andri; Yendra, Yendra; Lina, Ros
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 1 (2024): January - February
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i1.190

Abstract

The purpose of this study is to examine the holistic approaches to employee growth and performance improvement within organizational contexts. It explores the interconnectedness of individual, team, and organizational factors in fostering comprehensive employee development. The research design and methodology involve a qualitative literature review, systematically examining existing scholarly works to gain insights into effective strategies for enhancing employee effectiveness and capability. Findings and discussion highlight the significance of integrating diverse dimensions of employee development, including skill enhancement, psychological well-being, and organizational culture. Implications for practice underscore the importance of adopting integrated approaches that address various facets of employee growth, such as investing in ongoing learning and development initiatives, implementing supportive organizational practices, and nurturing leadership capabilities. These findings have implications for organizational leaders and practitioners seeking to enhance performance and foster employee well-being in today's dynamic work environments.
Effective Strategies for Retaining and Nurturing employees in Organizations Suriati, Suriati; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Yendra, Yendra
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 3 (2024): May - June
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i3.191

Abstract

The study aims to investigate effective strategies for enhancing employee retention and fostering a nurturing work environment in organizations. Employing a comprehensive literature review approach, this research synthesizes key findings regarding financial incentives, career development opportunities, supportive work environments, and effective leadership practices in promoting employee retention. Methodologically, the study utilizes a qualitative analysis of existing literature to identify trends, patterns, and insights related to the retention strategies employed by organizations. The findings suggest that competitive salaries, performance bonuses, comprehensive benefits packages, and career advancement pathways are instrumental in attracting and retaining top talent. Additionally, fostering a supportive work environment characterized by open communication, transparent leadership, inclusivity, and empowerment significantly contributes to employee satisfaction and retention. Effective leadership practices, such as transformational leadership and visionary communication, play a critical role in inspiring employee engagement and commitment. Implications of the study underscore the importance of organizations adopting a multifaceted approach to retention, integrating financial incentives, career development opportunities, supportive work environments, and effective leadership practices. By recognizing and addressing the diverse needs and preferences of employees, organizations can create a positive workplace culture conducive to long-term employee retention and organizational success.
Succession Excellence: Nurturing Leadership Talent for Sustainable Organizational Success Yarangga, Ros Evi; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Rasyid, Abdul
Advances: Jurnal Ekonomi & Bisnis Vol. 1 No. 6 (2023): November - December
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v1i6.192

Abstract

This study explores the critical role of succession planning and leadership development programs in fostering organizational resilience and driving sustainable performance. The research aims to investigate the interconnectedness of succession planning, leadership development, and the integration of technology within organizational contexts. A comprehensive literature review is conducted to synthesize existing knowledge and identify key insights into effective succession excellence strategies. The methodology involves a systematic analysis of peer-reviewed articles, books, and scholarly publications in the fields of leadership, talent management, and organizational behavior. Findings reveal that effective succession planning is essential for mitigating leadership risks, ensuring organizational stability, and fostering resilience amidst change. Moreover, leadership development programs play a pivotal role in equipping leaders with the competencies needed to navigate complexity, drive innovation, and foster a culture of excellence within organizations. The integration of technology and data analytics offers new opportunities for enhancing succession planning efforts, enabling organizations to identify high-potential leaders and align leadership development initiatives with strategic objectives. This study contributes to both academic scholarship and practical applications in the field of organizational leadership and talent management, providing valuable insights for scholars and practitioners alike.
The Influence of Competence, Work Motivation and Work Experience on Teacher Performance Yelipele, Samsul; Ibrahim, Muhdi B. Hi; Mustajab, Duta
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 4 (2024): July - August
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i4.375

Abstract

Purpose: This research aims to analyze, identify, and explain the effect of competence, work motivation, and work experience on teachers' performance at the State Tsanawiyah Madrasah (MTSN) Koya Barat, Jayapura City, Papua Province. Research Design and Methodology: This associative research used 36 respondents, representing 100% of the population through total sampling or saturated samples. Data were collected and analyzed using partial and simultaneous tests to assess the impact of the independent variables on teacher performance. Findings and Discussion: The study found that competence, work motivation, and work experience positively and significantly affect teachers' performance at MTSN Koya Barat. The Adjusted R² value of 0.651 indicates that these variables explain 65.1% of the variance in teacher performance. The remaining 34.9% is influenced by other factors not included in this model, such as education, training, work environment, discipline, leadership, and technology utilization. Among the variables, competence emerged as the most dominant factor, with a Standardized coefficient beta of 0.623 and a t-value of 7.984, indicating a significant level of influence compared to work motivation and work experience. Implications: The findings suggest that enhancing teacher competence through targeted training and development programs is crucial for improving teacher performance. Additionally, boosting work motivation and leveraging work experience can further optimize educational outcomes. Policymakers and educational leaders should focus on these areas to create supportive environments that foster teacher growth and effectiveness.
The Effect of Recruitment on Employee Performance Mediated by Job Placement Irianawati, Irianawati; Ibrahim, Muhdi B. Hi; Irawan, Andri
Advances: Jurnal Ekonomi & Bisnis Vol. 2 No. 6 (2024): November - December
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ajeb.v2i6.254

Abstract

Purpose: This study aims to evaluate the effect of recruitment on employee performance with job placement as a mediating variable at Tk II Marthen Indey Hospital. Research Design and Methodology: This study uses a quantitative approach with explanatory research. The sample consisted of 137 non-military and non-ASN casual employees (KHL) at Tk II Marthen Indey Hospital, selected through the Simple Random Sampling method. Data was collected using a questionnaire on a 1-10 interval scale. Data analysis was conducted using Structural Equation Modeling (SEM) with the AMOS version 24.00 program. Findings and Discussion: The results show that recruitment significantly affects employee performance, and job placement is a significant mediator in this relationship. The z value of the Sobel test of 10.598 indicates that job placement can significantly mediate the effect of recruitment on employee performance. This result supports the hypothesis that effective recruitment must be followed by proper job placement to achieve optimal employee performance. Implications: This study makes an essential contribution to understanding the mediating role of job placement in the relationship between recruitment and employee performance. The findings provide practical insights for hospital management to improve recruitment and job placement processes and offer recommendations to improve operational efficiency and the quality of healthcare services. This study also provides a foundation for further research by expanding the scope and using a mixed approach to gain a more comprehensive understanding.
Pengaruh Disiplin Kerja, Beban Kerja, Kompensasi dan Lingkungan Kerja Terhadap Kinerja Anggota Detasemen Markas Komando Lantamal Setiawan, Deddy; Noch, Muh Yamin; Irawan, Andri; Ibrahim, Muhdi B. Hi; Mustajab, Duta
Advances in Management & Financial Reporting Vol. 3 No. 3 (2025): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/amfr.v3i3.550

Abstract

Tujuan: Penelitian ini bertujuan untuk mengkaji, menganalisis pengaruh disiplin kerja, beban kerja, kompensasi, dan lingkungan kerja terhadap kinerja anggota Detasemen Markas Komando Lantamal V. Fokus utamanya adalah mengetahui pengaruh baik secara simultan maupun parsial dari variabel-variabel tersebut terhadap kinerja anggota. Metode Penelitian: Penelitian ini menggunakan pendekatan explanatory dengan metode survei, melibatkan 63 responden dari total 250 anggota yang dipilih secara acak melalui teknik probability sampling. Analisis data dilakukan menggunakan regresi linier yang mencakup uji T (parsial), uji F (simultan), dan koefisien determinasi (Adjusted R²) untuk mengukur kontribusi variabel independen terhadap variabel dependen. Hasil dan Pembahasan: Hasil penelitian menunjukkan bahwa secara simultan, variabel disiplin kerja, beban kerja, kompensasi, dan lingkungan kerja berpengaruh signifikan terhadap kinerja anggota. Namun, secara parsial hanya disiplin kerja, kompensasi, dan lingkungan kerja yang berpengaruh signifikan, sementara beban kerja tidak memberikan pengaruh yang berarti terhadap peningkatan kinerja. Lingkungan kerja menjadi faktor yang paling dominan memengaruhi kinerja, menandakan bahwa suasana kerja yang nyaman dan mendukung sangat penting dalam mendorong produktivitas anggota. Implikasi: Implikasi dari penelitian ini menegaskan pentingnya lingkungan kerja yang kondusif, disiplin yang kuat, dan kompensasi yang layak dalam meningkatkan kinerja personel. Pimpinan Detasemen Lantamal V disarankan untuk fokus pada perbaikan lingkungan kerja dan sistem kompensasi, serta menjaga budaya disiplin, sementara pengelolaan beban kerja perlu diatur agar tidak menurunkan kinerja meski pengaruhnya tidak signifikan.
Co-Authors Abdul Rasyid Akbar, Mohammad Aldrin Akbar, Muhammad Aldrin Andri Irawan Aris Susanta, Arry Pongtiku Asti Asti Bauw, Azies Deddy Setiawan Fauzi, Fahrul Ahmad Hadjo, Diana Yanmiraty Hafid Jusuf Humairah, Kuraisyah Al Irianawati, Irianawati Korwa, Irma Adelina lina, Ros Maluegha, Merliana Inna Mustajab, Duta Nehe, Pelajar Noch, Muh Yamin Opada, Fany Marice Mince Rean, Markus Anto Sada, Otto Salsabilah, Syafira Suriati, Suriati Tukuboya, Fahrizal Worumi, Athus Nicolas yadin yadin, yadin Yarangga, Ros Evi Yelipele, Samsul Yendra