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All Journal Journal of Social Research Premium: Insurance Business Journal AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Jurnal Multidisiplin Sahombu JRIIN :Jurnal Riset Informatika dan Inovasi TEKNOBIS : Jurnal Teknologi, Bisnis dan Pendidikan Journal Arbitrase : Economy, Management and Accounting Deliberatif
Rakhman, Sitti
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Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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Exploring Discretionary HR Practices and Human Resource Service Orientation on Employee Motivation and Performance at PT RAF: A Qualitative Study Based on Regulatory Focus Theory Widyarini, Rafyanti; Rakhman, Sitti
Journal Arbitrase : Economy, Management and Accounting Vol. 3 No. 02 (2025): Journal Arbitrase : Economy, Management and Accounting, July 2025
Publisher : Paspama Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/arbitrase.v3i02.172

Abstract

This study explores how discretionary human resource (HR) practices and HR service orientation influence employee motivation and performance at PT RAF, a general insurance company in Indonesia. Employing a purely qualitative approach through non-participant observation and in-depth interviews with employees and HR representatives, the findings reveal that HR practices at PT RAF remain largely administrative, with limited attention to career development, training, and employee involvement. A low HR service orientation further weakens the effectiveness of HR policies. Consequently, most employees exhibit a prevention-focused motivational pattern, prioritizing error avoidance over achievement. These findings highlight the need for HR transformation toward a more strategic and service-oriented role to foster promotion-focused motivation and enhance overall employee performance.
Analysis of the Role of Human Resources in the Implementation of Digitalization of Group Health Insurance Business Processes at PT KLM Insurance Natalia, Franciska; Rakhman, Sitti
Journal Arbitrase : Economy, Management and Accounting Vol. 3 No. 02 (2025): Journal Arbitrase : Economy, Management and Accounting, July 2025
Publisher : Paspama Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/arbitrase.v3i02.173

Abstract

Digital transformation in the insurance sector requires not only system renewal but also the readiness of human resources (HR) as the main driver of change. This study aims to analyze the role and preparedness of HR in supporting the digitalization of group health insurance business processes at PT KLM Insurance. Using a qualitative case study approach, data were collected through in-depth interviews with staff and management across key divisions. Findings reveal that digital competencies—both technical skills and soft skills such as adaptability and collaboration—are crucial for successful digitalization. However, challenges such as generational digital gaps, insufficient contextual training, and transitional workload hinder progress. Employee perceptions also show varied attitudes toward digitalization, highlighting the need for inclusive change management strategies rooted in a digital organizational culture. In conclusion, digital transformation success depends not only on technology but also on the full readiness and engagement of HR.
Level of Work Motivation: A Descriptive Study Using the Work Motivation Scale on Employees in the Operational Unit of PT. Insurance X, Jakarta Herawan, Budi; Rakhman, Sitti
Journal Arbitrase : Economy, Management and Accounting Vol. 3 No. 02 (2025): Journal Arbitrase : Economy, Management and Accounting, July 2025
Publisher : Paspama Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/arbitrase.v3i02.174

Abstract

Work motivation is a key factor influencing employee performance within an organization. This study aims to describe the level of work motivation among operational employees at PT. Insurance X, Jakarta, in 2025. Using a quantitative descriptive method, data were collected through the Work Motivation Scale (WMS), consisting of 12 Likert-scale items (1–5). The study involved all 20 employees in the operational unit who agreed to participate. Results indicate a moderate level of work motivation, with an average score of 41.8, ranging from 38 to 46. The most influential dimension was intrinsic motivation, particularly job satisfaction and the desire for self-development. The findings suggest that employees are not yet fully driven to perform their tasks optimally. Therefore, strategic HR interventions are recommended, such as providing training opportunities, recognizing employee contributions, and reviewing bonus and promotion systems to enhance work motivation and job satisfaction.
Income Exploration and Behavioral Bias in Insurance Customers’ Decision-Making: A Qualitative Study at PT Asuransi BDIR Irawan, Bayu; Rakhman, Sitti
Journal Arbitrase : Economy, Management and Accounting Vol. 3 No. 02 (2025): Journal Arbitrase : Economy, Management and Accounting, July 2025
Publisher : Paspama Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/arbitrase.v3i02.175

Abstract

This study aims to explore the influence of income levels on behavioral bias tendencies among insurance customers in their decision-making at PT Asuransi BDIR. A qualitative approach with a case study method was employed to gain an in-depth understanding of how biases such as loss aversion, overconfidence, availability bias, and status quo bias emerge in decisions to purchase, retain, or cancel insurance policies. The informants included customers from three income categories (low, middle, and high), as well as two insurance agents and one customer service staff for source triangulation. Data collection techniques involved in-depth interviews, non-participant observation, and documentation, analyzed through thematic analysis. The findings indicate that income moderates the presence of certain behavioral biases. Low-income customers tend to exhibit defensive biases such as loss aversion and availability bias, while high-income customers are more prone to overconfidence and mental accounting. These findings highlight the need for tailored communication and education approaches based on customer behavioral characteristics. The study recommends implementing behavior-based education strategies, behavioral coaching training for agents, and psychographic segmentation to enhance communication effectiveness and policy retention.
Determinant of Organizational Innovation: Literature Review Rakhman, Sitti
AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Vol. 4 No. 1 (2024): AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmeb.v4i1.663

Abstract

Organizational innovation is an important factor for companies to achieve more competitive performance. Understanding how innovation capabilities emerge, develop, and apply can make important managerial scientific contributions. This study investigates the results of the main study on the determinants of organizational innovation capability, suggests some theoretical propositions for further studies based on the literature review. This study aims to identify the determinants of organizational innovation capability and the context in which the study is conducted. We identified and analyzed 43 articles through content analysis via Google Scholar. This study presents several results of studies on innovation capability in organizations, which are divided into determinants, internal, external aspects, and a collection of propositions to guide a research project in depth in questions that will be tested in further research. This study also makes a practical contribution, as it shows in which context each study of the identified determinants of innovation capability is applied.
APARI Education and Strengthening the Competency of Insurance Brokerage Human Resources in the Era of Change Sasongko, Angky; Rakhman, Sitti
Journal of Social Research Vol. 5 No. 2 (2026): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v5i2.3010

Abstract

The contemporary insurance industry is undergoing significant transformation, marked by increasing risk complexity, accelerated digitalization, and deeper integration of global financial markets. These developments have intensified the demand for strengthening the competencies of insurance brokerage human resources through professional education that is not only adaptive but also context-sensitive. In practice, insurance brokers are no longer expected to function merely as transactional intermediaries; instead, they are increasingly required to assume the role of strategic risk advisors equipped with analytical capability, professional integrity, and a sound understanding of modern risk dynamics. (OECD, 2019; Susskind & Susskind, 2015) Within the Indonesian context, professional education and training programs organized by the Indonesian Insurance and Reinsurance Brokers Association (APARI) play a crucial role in shaping individual competencies to meet these evolving demands. This article seeks to reflect conceptually on the role of APARI professional education in strengthening the competencies of insurance brokerage human resources amid an era of rapid industry change, encompassing digital transformation, governance requirements, risk complexity, and global competition. This study employs a systematic literature review combined with conceptual analysis of professional education curricula, competency frameworks aligned with the Indonesian National Work Competency Standards (SKKNI) and the Indonesian National Qualifications Framework (KKNI), regulatory provisions issued by the Financial Services Authority (OJK), and selected international best practices in insurance professional education. The findings suggest that graduate quality does not emerge from a single determinant; rather, it develops through a dynamic interaction between curriculum relevance, learning approaches, and their practical alignment with industry realities. Beyond technical expertise, the development of soft competencies—such as professional communication, ethics, and adaptability—appears to be critical in shaping broker professionalism in the modern era. This article concludes that APARI professional education plays a strategic role in enhancing the competitiveness and long-term sustainability of Indonesia's insurance brokerage profession.
Workplace Bullying, Job performance, Affect-Based Trust, dan Job Stress: Sebuah Studi Literatur pada Industri Perbankan Chandra, Kris Edwin; Rakhman, Sitti
Jurnal Deliberatif Vol. 3 No. 2 (2025): Volume
Publisher : Jaringan Pemberdayaan Politik Lingkungan Hidup

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Abstract

Abstract This study aims to analyze the relationship between Workplace Bullying, Affect-Based Trust, Job Stress, and job performance within the banking industry. The research background highlights the increasing work pressure, competitive culture, and hierarchical structure that characterize the banking sector conditions that often allow bullying behaviors to emerge. This study employs a literature review method, examining more than ten national and international empirical studies published within the last ten years. Data sources include academic journals, research reports, and other relevant scientific publications. The analysis identifies patterns among the variables based on documented empirical findings across various organizational settings. The results indicate that Workplace Bullying has a significantly negative impact on Employee Performance, both directly and through mediating variables. Affect-Based Trust tends to deteriorate in the presence of bullying, disrupting cooperation, communication, and interpersonal effectiveness. Job Stress emerges as the primary consequence of bullying and acts as a key mediator that amplifies its negative effect on performance. These relationships form an interconnected model that reflects a cascading effect that undermines the overall work environment in the banking sector.The study recommends strengthening bullying reporting mechanisms, fostering a culture of trust-based relationships, and implementing stress management programs to support emotional stability and sustain Employee Performance. Abstrak Penelitian ini bertujuan untuk menganalisis hubungan antara Workplace Bullying, Affect-Based Trust, Job Stress, dan job performance Industri perbankan. Latar belakang penelitian berangkat dari meningkatnya tekanan kerja, budaya kompetitif, serta struktur organisasi yang hierarkis di sektor perbankan yang seringkali memberi ruang bagi munculnya perilaku intimidatif. Studi ini menggunakan metode studi literatur dengan mengkaji lebih dari 10 penelitian nasional dan internasional dalam rentang sepuluh tahun terakhir. Sumber data berasal dari jurnal akademik, laporan penelitian, dan publikasi ilmiah yang relevan. Pendekatan analisis dilakukan dengan mengidentifikasi pola hubungan antarvariabel berdasarkan temuan empiris pada berbagai konteks organisasi. Hasil penelitian menunjukkan bahwa Workplace Bullying memiliki dampak negatif signifikan terhadap kinerja karyawan, baik secara langsung maupun melalui jalur mediasi. Affect-Based Trust terbukti menurun ketika bullying terjadi, sehingga menghambat kerja sama, komunikasi, dan efektivitas hubungan interpersonal. Selain itu, Job Stress menjadi konsekuensi utama bullying dan berperan sebagai mediator penting yang memperkuat pengaruh negatif tersebut terhadap kinerja. Kombinasi ketiga variabel ini menghasilkan model keterkaitan yang menunjukkan efek berantai yang merusak kualitas lingkungan kerja perbankan. Rekomendasi penelitian meliputi penguatan sistem pelaporan bullying, pengembangan budaya kerja berbasis kepercayaan, serta implementasi program manajemen stres untuk menjaga stabilitas emosional dan performa karyawan.
Rekonstruksi Mekanisme Rekrutmen Penyelenggara Pemilu (KPU dan Bawaslu), Menjamin Independensi dan Profesionalisme dalam Rezim Pemilu Serentak Rakhman, Sitti
Jurnal Deliberatif Vol. 3 No. 2 (2025): Volume
Publisher : Jaringan Pemberdayaan Politik Lingkungan Hidup

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Abstract

Abstrak: Artikel ini menganalisis mekanisme rekrutmen anggota Komisi Pemilihan Umum (KPU) dan Badan Pengawas Pemilihan Umum (Bawaslu) di Indonesia. Seiring dengan perubahan desain pemilu pasca-Putusan MK No. 135/2024, integritas penyelenggara menjadi kunci legitimasi hasil pemilu. Permasalahan utama yang muncul mencakup politisasi tim seleksi, dominasi kepentingan partai politik di DPR dalam fase fit and proper test, serta tantangan teknis penggunaan sistem informasi seleksi. Penelitian ini menggunakan metode normatif-empiris dengan pendekatan perundang-undangan dan studi kasus seleksi periode 2022-2027. Temuan menunjukkan adanya kebutuhan mendesak untuk mengubah mekanisme seleksi dari sistem yang sangat politis menuju sistem meritokratis yang lebih transparan dengan penguatan peran partisipasi publik sebagai "penjaga gerbang" integritas. Abstract: This article analyzes the urgency of reconstructing the recruitment mechanism for members of the General Elections Commission (KPU) and the Election Supervisory Body (Bawaslu) in Indonesia to ensure the independence and professionalism of election organizers. Following the Constitutional Court Decision No. 135/PUU-XXII/2024, which decoupled the schedules of National and Local Elections, the workload and integrity standards of organizers require fundamental adjustments. Utilizing a normative-juridical method and an analytical approach to secondary data from the Election Organizer Ethics Council (DKPP) and election monitoring organizations, this study finds that the current recruitment process remains entangled in politicization during the final stage in Parliament (DPR) and suffers from suboptimal gender affirmation policies. The research findings recommend strengthening the role of the Selection Team as a gatekeeper and redesigning the role of the DPR into a confirmatory body (rather than an elective one) to minimize political intervention. Kata Kunci: SDM, HRM, Rekrutmen, KPU, Bawaslu, Independensi, Pemilu Serentak, Pilkada.
Co-Authors Ashar Azhari, Ihsan Bambang Suseno Bayu Irawan, Bayu Budhialon, Poltak Robert Chandra, Kris Edwin Debora, Selviya Fatwah, Muhammad Imam Ferry Kurniawan Cahyadi Fresitinawati, Senintyas Herawan, Budi Husni Barkah, Muhammad I Wayan Kamika Johanes RMP, Timbo Marsillak Sautmartua Simorangkir Marzuki, Nefertiti Mohamad Wafdy Muhammad Fahri, Muhammad Muhammad Iqbal Natalia, Franciska Nina Rohmadhani Nurrahim, Eka Julianti Rakhmad Mujoko Sari, Yulia Indah Permata Sasongko, Angky Setiawan, Muhammad Raja Nararya Sutrimo Teguh, Saeful Hadi Widyarini, Rafyanti WULANDARI, VIKA