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All Journal Review of Management and Entrepreneurship Golden Ratio of Human Resource Management Journal of Training and Community Service Adpertisi Jeinsa : Jurnal Ekonomi Ichsan Sidenreng Rappang
Akob, Muh
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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Mengenal Dasar-Dasar Kewirausahaan dan Membangun Mindset Entrepneur Akob, Muh; Tangngisalu, Jannati; Fajriah, Yana; Qiftih, Kurniah Mariatul; Mangerangi, Muhammad Nur Alamsyah; Halik, Syahrul
JOURNAL OF TRAINING AND COMMUNITY SERVICE ADPERTISI (JTCSA) Vol. 3 No. 3 (2023): Okt 2023
Publisher : ADPERTISI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62728/jtcsa.v3i3.501

Abstract

The introduction of entrepreneurship is believed to be able to change the conventional youth mindset into an entrepreneurial mindset so that the entrepreneurial mindset can grow starting from school. Therefore, there is a need for a facilitator to build an entrepreneurial mindset through training that will provide innovative thinking tendencies. Community Service Activities (PKM) aim to train the Young Generation gradually to have entrepreneurial and business competencies, Change the thought process and way of looking at the world that encourages entrepreneurial behavior for the Young Generation and Develop human resources that are able to create job opportunities for themselves and others according to the demands of Development. The implementation of this community service starts from the preparation, implementation and post-evaluation stages. The results of this PKM activity are about the application of Basic Entrepreneurship training and how to Build an Entrepreneurial Mindset to students who succeed in improving entrepreneurial skills so that they can build an entrepreneurial spirit.
Organizational Commitment and Work Environment Towards the Performance of PNS Based on Values with Cultural: The Role of OCB Muslimin, Irawan; Akob, Muh; Sumail, La Ode
Review of Management and Entrepreneurship Vol. 8 No. 2 (2024): Review of Management and Entrepreneurship
Publisher : International Business Management - Universitas Ciputra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37715/rme.v8i02.4582

Abstract

This study investigates the effect of organizational commitment and work environment on the performance of civil servants based on BerAKHLAK values at the BKD Office of South Sulawesi Province. The sampling technique used a sample of genus where all populations, as many as 127 respondents, were sampled, with data analysis using SEM-PLS. The results showed that organizational commitment has a positive and significant effect on the performance of civil servants based on values, but the work environment has no significant effect. Organizational commitment has a positive and significant effect on Organizational Citizenship Behavior (OCB), but the work environment has no significant effect. OCB has a positive and significant effect on the performance of civil servants based on values. Organizational commitment has a positive and significant effect on the performance of civil servants based on values through OCB. However, the work environment has no significant effect on the performance of civil servants based on values through OCB.
The Role of Organizational Commitment in Mediating the Effect of Knowledge Sharing and Competence on Organizational Citizenship Behavior Masrum, Muhammad; Akob, Muh; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.865

Abstract

This study aims to examine the effects of knowledge sharing, competence, and organizational commitment on Organizational Citizenship Behavior (OCB) at PT Espri Tirta Kencana. Using a quantitative approach and survey method, the study involved a total of 57 employees as the sample. Data were collected through questionnaires distributed via Google Forms, and analyzed using Partial Least Squares (PLS). The results show that knowledge sharing has a positive and significant effect on OCB, while competence has no significant effect on OCB. Organizational commitment was found to have a positive and significant effect on OCB. Furthermore, organizational commitment mediates the relationship between knowledge sharing and OCB, but does not mediate the effect of competence on OCB. These findings suggest that fostering a culture of knowledge sharing and enhancing organizational commitment can improve OCB within the company. The results also indicate that competence, although crucial for task performance, does not directly influence OCB, highlighting the importance of other factors such as organizational attachment and collaboration.
The Role of Leadership in Fostering Employee Engagement: A Literature Analysis Ramlan, Muchsin; Akob, Muh; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.864

Abstract

The primary objective of this research is to explore the critical role of leadership in fostering sustained employee engagement. By examining transformational, transactional, and servant leadership styles, this study seeks to identify the mechanisms through which these leadership approaches influence employee engagement. A qualitative literature review method was employed, involving a comprehensive analysis of peer-reviewed journal articles, books, and reputable online sources. The findings indicate that transformational leadership significantly enhances employee engagement through vision articulation, inspirational motivation, intellectual stimulation, and individualized consideration. Transactional leadership, with its emphasis on clear goals, feedback, and rewards, provides necessary structure and stability, particularly in regulated industries. Servant leadership, focusing on ethical behavior and community building, fosters trust, collaboration, and mutual respect, leading to higher engagement levels. The study also highlights key mechanisms such as emotional intelligence, effective communication, feedback, and organizational support as critical factors enabling leaders to create supportive and engaging work environments. Empirical evidence supports the positive impact of these leadership styles on employee engagement, underscoring their relevance in contemporary organizational contexts. Future research should further explore contextual factors, long-term effects, technological mediation, and diversity, equity, and inclusion (DEI) considerations to enhance the understanding of the leadership-engagement nexus. The insights gained from this study can help organizations develop targeted leadership programs that promote high levels of engagement, ultimately leading to improved organizational performance and employee satisfaction.
ANALISIS STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA: PERSPEKTIF HUMAN INVESTMENT MANAGEMENT (HIM), HUMAN RESOURCE MANAGEMENT (HRM) DAN HUMAN CAPITAL MANAGEMENT (HCM) Sumartan, Sumartan; Akob, Muh; Jumady, Edy; Alam, Syamsu; Syahruddin, Herman
Jurnal Ekonomi Ichsan Sidenreng Rappang Vol 4 No 1 (2025): Hal
Publisher : Universitas Ichsan Sidenreng Rappang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61912/jeinsa.v4i1.125

Abstract

Human resource development (HRD) has become a strategic factor in enhancing organizational competitiveness and sustainability in the era of global competition. However, partial approaches to HR management often hinder the optimal utilization of individual and organizational potential. This study aims to analyze HRD strategies from three main perspectives: Human Resource Management (HRM), Human Capital Management (HCM), and Human Investment Management (HIM). The research employs a literature review method with a descriptive qualitative approach, examining various scholarly sources related to the concepts and practices of HRD. The findings indicate that HRM focuses on operational aspects such as recruitment and training; HCM emphasizes the management of competencies as strategic assets; while HIM views human resources as long-term investments requiring sustainable development planning. The integration of these three perspectives offers a more holistic approach to designing effective HRD strategies. This study concludes that a balanced emphasis on operational efficiency, human capital optimization, and investment orientation in HR management is essential to achieving long-term organizational goals.
Co-Authors Edy Jumady Halik, Syahrul Mangerangi, Muhammad Nur Alamsyah Masrum, Muhammad Muslimin, Irawan Qiftih, Kurniah Mariatul Ramlan, Muchsin Sumail, La Ode Sumartan Sumartan Syahruddin, Herman SYAMSU ALAM Tangngisalu, Jannati Yana Fajriah