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All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Master Manajemen Switch: Jurnal Sains dan Teknologi Informasi
Ig Jarot Febri Setyo Wibowo
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Terapan Aksiologi pada Artificial Intelligence Chatbot : Study pada Respon ChatGpt Ig Jarot Febri Setyo Wibowo; Agung Winarno
Switch : Jurnal Sains dan Teknologi Informasi Vol. 3 No. 1 (2025): Januari : Switch: Jurnal Sains dan Teknologi Informasi
Publisher : Asosiasi Profesi Telekomunikasi Dan Informatika Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/switch.v3i1.325

Abstract

The rapid advancement of technology has made artificial intelligence (AI), particularly generative chatbots, an integral part of everyday life. These chatbots, powered by Natural Language Processing (NLP) and deep learning technologies, are widely used in various fields such as customer service, education, and entertainment. However, the increasing prevalence of such technologies brings forth important philosophical concerns, particularly in the realm of axiology—the branch of philosophy that deals with the nature of values, including the practical and ethical implications of knowledge and technology. This study investigates the practical benefits and ethical responsibilities associated with generative chatbots, using ChatGPT as a case study. The research examines whether ChatGPT adheres to the axiological principles of science, specifically its usefulness in enhancing human life and its ethical responsibilities. Through a qualitative content analysis, this research evaluates the responses of ChatGPT to a series of questions based on the axiological framework outlined by Sumantri. The study focuses on two main aspects of science's axiological evaluation: the practical benefits of science and technology, and the ethical responsibilities tied to their application. The findings indicate that ChatGPT is capable of providing useful insights that contribute to human understanding, improve quality of life, simplify complex tasks, and offer solutions to various problems. However, the ethical considerations of AI technology, such as fairness, transparency, and accountability, remain a crucial area of concern. This research highlights the importance of balancing technological progress with ethical responsibility, emphasizing that AI systems like ChatGPT must be developed and applied in ways that align with human values to ensure their positive impact on society.
Implementasi Kebijakan Dividen Di Koperasi Karyawan Tjiwi Kimia: Perspektif Keadilan dan Partisipasi Anggota Oktaviani Putri Dita Arumsari; Aulia Ramadhani; Rizki Amalia Utami; Ig Jarot Febri Setyo Wibowo; Eli Siswanto
Master Manajemen Vol. 3 No. 2 (2025): Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v3i2.815

Abstract

This study to describe the mechanism for implementing dividend policies at the Koperasi Karyawan Tjiwi Kimia based on Law No. 25 of 1992. The focus of the research is the fair and transparent distribution of the Sisa Hasil Usaha (SHU) based on member participation. This study uses a descriptive qualitative method to depict the dividend policy implementation mechanism at the Koperasi Karyawan Tjiwi Kimia. The research subjects are it’s management, and data is obtained through interviews and documentation. Data validity is ensured through triangulation and member checks. The results show that the Koperasi Karyawan Tjiwi Kimia applies principles of open membership, democratic management, member economic participation, community concern, profit orientation, and socio-economic welfare. The Koperasi Karyawan Tjiwi Kimia’s functions include economic empowerment of members, provision of goods and services, skill development, and security control. The research finds that SHU is divided into several parts: 60% for members, with the remainder allocated for reserves, management/employees, social purposes, and education. Factors influencing dividend policies include financial performance, decisions from the Annual General Meeting or Rapat Anggota Tahunan (RAT), and capital reserve.
ORGANIZATIONAL CULTURE AS A STRATEGIC LEVER: A SYSTEMATIC REVIEW OF ITS IMPACT ON ORGANIZATIONAL PERFORMANCE Muhammad Maulana Ibrahim; Ig Jarot Febri Setyo Wibowo; Sopiah
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 4 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

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Abstract

Organizational culture has undergone a role shift, transitioning from being perceived as a normative dimension to becoming a strategic factor that determines the success of strategy implementation and organizational performance. This study aims to conduct a systematic review of the relationship between organizational culture, strategic levers, and organizational performance by referencing literature from the past five years. The method employed is a Systematic Literature Review (SLR) following the PRISMA 2020 protocol, analyzing 40 articles from reputable Scopus-indexed journals (Q1-Q4). The synthesis results indicate that organizational culture forms a value-based foundation that influences the structure and function of strategic levers, which indirectly strengthens organizational performance achievement. This study produces a conceptual framework mapping the culture-strategy-performance linkage and identifies research gaps in methodological dimensions, micro-level contexts, and culture-strategy synergy. Theoretically, this study enriches the Resource-Based View and Strategic Fit Model approaches. Practically, the findings provide guidance for managers in designing mutually supportive cultural and strategic systems. Future research is recommended to explore longitudinal approaches, mixed methods, and cross-cultural studies.
A SYSTEMATIC REVIEW: THE INFLUENCE OF AGILITY, HUMAN RESOURCE FLEXIBILITY, AND ADAPTIVE LEADERSHIP ON EMPLOYEE RESILIENCE THROUGH PSYCHOLOGICAL CAPITAL Ig Jarot Febri Setyo Wibowo; Budi Eko Soetjipto; Ludi Wisnu Wardhana
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 5 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

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Abstract

Employee resilience has emerged as a strategic issue within the dynamics of modern organizations, which are increasingly marked by uncertainty and complex work-related pressures. This study aims to systematically synthesize recent literature on the influence of organizational agility, flexible human resource management, and adaptive leadership in fostering employee resilience, while also exploring the mediating role of psychological capital (PsyCap) as a key psychological mechanism. The method employed is a Systematic Literature Review (SLR), analyzing 32 scholarly articles from Scopus-indexed journals (Q1–Q4) published within the last five years. The findings reveal that structural agility, flexible HRM systems, and adaptive leadership collectively enhance workforce resilience through psychological empowerment and the development of individual psychological capital. PsyCap functions as a transitional mechanism that bridges organizational structures with personal adaptive capacity. Furthermore, this review identifies emerging thematic trends, such as the integration of agility–resilience–customer outcomes, and highlights theoretical gaps, particularly in multi-level and cross-sectoral approaches. The contribution of this study lies in the development of an integrative conceptual framework, combining structural, systemic, and psychological factors as the primary determinants of employee resilience, while offering strategic managerial recommendations for designing resilient and adaptive HRM systems. Another key implication is that strengthening internal organizational resilience has a significant impact on customer loyalty through improved service quality and employee resilience.
THE IMPACT OF ORGANIZATIONAL AGILITY, HUMAN RESOURCE FLEXIBILITY, AND ADAPTIVE LEADERSHIP ON EMPLOYEE RESILIENCE THROUGH THE MEDIATION OF PSYCHOLOGICAL CAPITAL (A CASE STUDY OF THE CARTON BOX DIVISION OF TJIWI KIMIA) Ig Jarot Febri Setyo Wibowo
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 4 (2026): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20046431

Abstract

This study investigates the impact of organizational agility, human resource flexibility, and adaptive leadership on employee resilience, with psychological capital serving as a mediating variable, within the Carton Box Division of PT Pabrik Kertas Tjiwi Kimia Tbk. Operating in a highly dynamic and pressure-intensive manufacturing environment, organizations are required to develop adaptive capacities that sustain both performance and employee well-being. This research employs a quantitative explanatory design, utilizing data collected from 192 respondents selected through purposive sampling. The analysis is conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine both direct and indirect relationships among variables. The findings reveal that organizational agility, HR flexibility, and adaptive leadership significantly and positively influence employee resilience. Psychological capital emerges as the most dominant predictor and plays a critical mediating role in translating organizational characteristics into individual adaptive capacity. The structural model demonstrates strong explanatory power, with R² values of 0.689 for psychological capital and 0.784 for employee resilience. These results confirm that adaptive organizational environments foster positive psychological states—comprising hope, efficacy, resilience, and optimism—which in turn enhance employees’ ability to withstand and recover from work-related pressures. This study contributes to the literature by integrating dynamic capabilities, human capital architecture, adaptive leadership, and psychological capital frameworks within a single model, particularly in the context of rigid manufacturing systems. Practically, the findings highlight the importance of human-centered organizational strategies in building sustainable workforce resilience. Organizations are encouraged to promote agility, implement flexible HR practices, and develop adaptive leadership to strengthen employees’ psychological resources and long-term performance sustainability.
Co-Authors Aulia Ramadhani Budi Eko Soetjipto Eli Siswanto Ludi Wisnu Wardhana Muhammad Maulana Ibrahim Oktaviani Putri Dita Arumsari Rizki Amalia Utami Sopiah, Sopiah