Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Journal Analytica Islamica Indonesian Journal of Innovation Multidisipliner Research
M. Ali Musri
Universitas Pembinaan Masyarakat Indonesia
Religion Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Pengaruh Pengembangan Karir Terhadap Retensi Pegawai Dengan Manajemen Sumber Daya Manusia Sebagai Variabel Medias Pada Balai Prasarana Permukiman Wilayah Sumatera Utara Hermin Trisna Daeli; M. Ali Musri; Muhamad Razali
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 2 (2026): April - Juni
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i2.1048

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir terhadap retensi pegawai dengan manajemen sumber daya manusia sebagai variabel mediasi pada Balai Prasarana Permukiman Wilayah Sumatera Utara. Retensi pegawai merupakan salah satu faktor penting dalam menjaga keberlangsungan organisasi karena berkaitan dengan kemampuan organisasi dalam mempertahankan pegawai yang kompeten dan berkinerja tinggi. Pengembangan karir yang terencana dan didukung oleh praktik manajemen sumber daya manusia yang efektif diyakini mampu meningkatkan loyalitas dan komitmen pegawai terhadap organisasi. Penelitian ini menggunakan pendekatan kuantitatif deskriptif digunakan dengan mengumpulkan data dari 45 pegawai menggunakan kuesioner. Uji hipotesis menggunakan uji t (secara parsial) uji analisis jalur, dan uji Sobel untuk mediasi. Berdasarkan hasil penelitian Uji Koefisien Determinasi dan Uji Hipotesis menunjukkan bahwa: 1) Pengembangan karir berpengaruh positif dan signifikan terhadap retensi pegawai, t hitung 16,812 dan nilai r square 86,8%. 2) pengembangan karir melalui manajemen sumber daya manusia berpengaruh positif dan signifikan terhadap retensi pegawai, pengaruh tidak langsung sebesar 0,931, z hitung 0,7140 dan nilai r square 81,0% dan 87,0%. Temuan ini menegaskan pentingnya strategi manajemen sumber daya manusia yang efektif serta pengembangan karir yang terstruktur dalam meningkatkan retensi pegawai. Kesimpulan penelitian ini menunjukkan bahwa pengembangan karir merupakan faktor strategis yang mampu meningkatkan retensi pegawai, baik secara langsung maupun melalui manajemen sumber daya manusia sebagai variabel mediasi. Oleh karena itu, organisasi perlu mengoptimalkan program pengembangan karir dan memperkuat praktik manajemen sumber daya manusia guna meningkatkan loyalitas, komitmen, dan keberlangsungan kinerja pegawai.
WORK CULTURE, MOTIVATION, AND CAREER PROGRESSION IN ISLAMIC INSTITUTIONS: A STUDY ON ENHANCING EMPLOYEE PRODUCTIVITY Abdul Kadir Siregar; M. Ali Musri; Epi Supriyani Siregar
Journal Analytica Islamica Vol 14, No 2 (2025): ANALYTICA ISLAMICA
Publisher : Program Pascasarjana UIN Sumatera Utara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30829/jai.v14i2.26542

Abstract

This study investigates the influence of work culture, work motivation, and career progression on employee productivity within Islamic institutions. Grounded in the theoretical integration of Organizational Culture Theory, Self-Determination Theory, and Human Capital Theory, the research acknowledges the role of Islamic Work Ethic values-such as amanah, ikhlas, and itqan-as shaping mechanisms in professional behavior. A quantitative explanatory design was employed, involving a survey distributed to employees across selected Islamic institutions in Indonesia. Simple random sampling was used to determine respondents, and data were analyzed through multiple linear regression with validity and reliability tests performed to ensure measurement accuracy. The findings demonstrate that all three independent variables significantly and positively affect employee productivity. Work culture emerged as a key determinant, emphasizing the role of shared values, teamwork, and disciplinary practices grounded in Islamic ethos. Work motivation also showed a strong effect, indicating that employees are driven not only by extrinsic incentives but also by intrinsic and spiritual motives rooted in religious consciousness. Career progression further contributed significantly to productivity, suggesting that structured development pathways and perceived fairness in advancement enhance performance in Islamic institutional settings. Overall, the results reinforce the view that value-based organizational systems integrating ethical and spiritual dimensions can enhance workforce excellence. This research contributes theoretically by contextualizing Western organizational behavior models within an Islamic moral framework and practically by offering insights for strengthening human resource strategies in Islamic institutions.
Co-Authors Abdul Kadir Siregar Epi Supriyani Siregar Hermin Trisna Daeli Muhamad Razali