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Bridging Work and Family Life: The Role of Work Engagement in Optimizing Job Crafting at Bringkoning Health Center: mufidah, Mumilatul; Jaelani , Abdul Qodir; Mardani , Ronny Malavia
Journal of Business and Management Review Vol. 6 No. 1 (2025): (Issue-January)
Publisher : Profesional Muda Cendekia Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47153/jbmr.v6i1.1026

Research Aims: The aim of this research is to analyze the role of work engagement in mediating the relationship between job crafting and work family enrichment. The population selected in this study were employees of UPTD PUSKESMAS Bringkoning, Banyuates District, Sampang Regency. Design/methodology/approach: The sampling technique used is purposive sampling, namely taking sample members from the population by determining certain criteria. The sample from this research were employees of UPTD PUSKESMAS Bringkoning, Banyuates District, Sampang Regency, who were 36 permanent employees. The data analysis method uses partial least squares (PLS). Research Findings: The results of this research prove that there is a direct influence of job crafting , work engagement on work family enrichment and there is an indirect influence of job crafting on work family enrichment and work engagement is able to mediate the relationship between job crafting and work family enrichment for employees of UPTD PUSKESMAS Bringkoning, Banyuates District, Sampang Regency. However, the direct relationship is higher when compared to the indirect influence Theoretical Contribution/Originality: By bridging these concepts, this research explores a deeper understanding of how changes in an individual's work can have a positive impact on their family life. The integration of the concepts of job crafting and work-family enrichment, especially in the context of health services, provides new insights into the dynamics of the relationship between work and personal life. The findings of this research have significant implications for human resource management in developing policies and practices that support employee well-being and balance between work life and family life.

Loyalty Within the Dynamics of Compensation and Career Development Through the Role of Social Support for Innovative Employees at Bank Muamalat Regional East Java Nuha, Mochammad Syafi'udin; Mardani , Ronny Malavia; Basalamah, Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 1 (2025): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i1.6771

This study aims to analyze the influence of compensation and career development on employee loyalty, with social support as an intervening variable in innovative employees at Bank Muamalat Regional East Java. This study uses a quantitative approach with survey methods and simple random sampling techniques. The sample used was 100 respondents from six branch offices, and data were collected using a Likert scale questionnaire. Data analysis was carried out using the Structural Equation Modeling (SEM) approach using the AMOS program. The validity test used Confirmatory Factor Analysis (CFA), while reliability was measured through construct reliability and variance extracted values with cut-off values > 0.70 and > 0.50. The research model was declared feasible based on Goodness-of-Fit values such as CMIN/DF, GFI, TLI, RMSEA, and CFI which were within acceptable criteria. The results of the tests showed that career development had a significant positive effect on loyalty and social support, while compensation only had a significant effect on social support, but not on loyalty. Social support has no significant effect on loyalty, nor does it mediate compensation or career development relationships on loyalty. These findings confirm that in the context of Islamic banking, especially at Bank Muamalat, employee loyalty is more influenced by value approaches and spiritual aspects than mere material incentives or social climate. Therefore, human resource management strategies need to strengthen value integration, spirituality-based development, and create a more structured support system

Employee Performance in the Dynamics of Transformational Leadership and Organizational Culture Through the Role of the Work Environment at Bank Muamalat Regional East Java Mochammad Khoiruddin; Mardani , Ronny Malavia; Basalamah , Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 3 (2025): : All articles in this issue include authors from 3 countries of origin (Indone
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i3.7643

This study aims to analyze the influence of transformational leadership and organizational culture on employee performance, with the work environment as a mediating variable at Bank Muamalat Regional East Java. This study uses a quantitative approach with a survey method and simple random sampling technique. The sample consisted of 100 respondents from five main branches, and data were collected using a Likert scale questionnaire. Data analysis was conducted using Structural Equation Modeling (SEM) with the AMOS program. Validity was tested using Confirmatory Factor Analysis (CFA), while reliability was measured through construct reliability and variance extracted with cutoff values of >0.70 and >0.50. The research model was deemed valid based on Goodness-of-Fit values such as CMIN/DF, GFI, TLI, RMSEA, and CFI, which were within acceptable criteria. The results indicate that transformational leadership and organizational culture have a significant positive influence on the work environment, while the work environment does not significantly influence employee performance. The work environment mediates the relationship between transformational leadership and employee performance, but does not mediate the relationship between organizational culture and employee performance. These findings confirm that in the context of Islamic banking, particularly at Bank Muamalat, employee performance is more influenced by transformational leadership and organizational culture than by the work environment alone. Therefore, human resource management strategies need to strengthen the integration of values, promote strong culture-based leadership, and create a more conducive work environment to enhance employee performance productivity

The Impact of Digitalization and Innovation Culture on Human Resource Productivity with Work Motivation Mediation in the Islamic Banking Sector of Bank Muamalat Indonesia Regional East Java Fitri Cahyaning; Mardani , Ronny Malavia; Muhammad Ridwan Basalamah
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 3 (2025): : All articles in this issue include authors from 3 countries of origin (Indone
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i3.7682

Digital transformation and innovation culture are two strategic elements in strengthening human resource performance, particularly in the Islamic banking sector. This study aims to analyze the influence of digitalization and innovation culture on human resource productivity, with work motivation as a mediating variable. The study was conducted at Bank Muamalat Regional East Java using a quantitative approach with an explanatory design. A total of 110 respondents were randomly selected from the branch employee population. Data were analyzed using the Structural Equation Modeling (SEM) method based on AMOS. The results of the study indicate that digitization and innovation culture have a positive and significant effect on work motivation. Innovation culture has also been proven to have a direct and significant effect on human resource productivity. However, digitization and work motivation do not have a significant direct effect on productivity. Furthermore, the indirect paths from digitalization and innovation culture to productivity through work motivation are also not statistically significant. These findings indicate that the role of work motivation as a mediator in the relationship between digitalization and innovation culture on human resource productivity has not yet been strongly established in the context of Islamic banking under study.

Loyalty Within the Dynamics of Compensation and Career Development Through the Role of Social Support for Innovative Employees at Bank Muamalat Regional East Java Nuha, Mochammad Syafi'udin; Mardani , Ronny Malavia; Basalamah, Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 1 (2025): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i1.6771

This study aims to analyze the influence of compensation and career development on employee loyalty, with social support as an intervening variable in innovative employees at Bank Muamalat Regional East Java. This study uses a quantitative approach with survey methods and simple random sampling techniques. The sample used was 100 respondents from six branch offices, and data were collected using a Likert scale questionnaire. Data analysis was carried out using the Structural Equation Modeling (SEM) approach using the AMOS program. The validity test used Confirmatory Factor Analysis (CFA), while reliability was measured through construct reliability and variance extracted values with cut-off values > 0.70 and > 0.50. The research model was declared feasible based on Goodness-of-Fit values such as CMIN/DF, GFI, TLI, RMSEA, and CFI which were within acceptable criteria. The results of the tests showed that career development had a significant positive effect on loyalty and social support, while compensation only had a significant effect on social support, but not on loyalty. Social support has no significant effect on loyalty, nor does it mediate compensation or career development relationships on loyalty. These findings confirm that in the context of Islamic banking, especially at Bank Muamalat, employee loyalty is more influenced by value approaches and spiritual aspects than mere material incentives or social climate. Therefore, human resource management strategies need to strengthen value integration, spirituality-based development, and create a more structured support system

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