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All Journal JURNAL LENTERA BISNIS Jurnal Informatika Ekonomi Bisnis Finansha: Journal of Sharia Financial Management Jurnal Manajemen Journal of Management and Social Sciences Jurnal Informatika Ekonomi Bisnis
Kesumayani, Heni
Sekolah Tinggi Ilmu Ekonomi Ganesha
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Transportation

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STRATEGIC MANAGEMENT FOR CHARACTER EDUCATION STRENGTHENING IN NON-FORMAL EDUCATION: A CASE STUDY OF PKBM LABORA EDUKASI Kesumayani, Heni
Finansha: Journal of Sharia Financial Management Vol. 6 No. 1 (2025): Finansha: Journal of Sharia Financial Management
Publisher : UIN Sunan Gunung Djati Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/fjsfm.v6i1.45181

Abstract

While character education has received increasing policy attention in Indonesia, limited research has examined how Pusat Kegiatan Belajar Masyarakat (PKBM), or Community Learning Centers—particularly those serving marginalized populations—strategically manage character development initiatives. This study investigates PKBM Labora Edukasi in Bogor, which employs a three-phase strategic model—planning, implementation, and evaluation—through contextual and collaborative approaches. Adopting a descriptive qualitative methodology, data were collected through in-depth interviews, participant observation, and document analysis to evaluate the implementation of the Character Education Strengthening Program (CESP). The program embeds character values into daily learning routines, utilizes tutors as role models, fosters partnerships with local Islamic boarding schools and private companies, and engages learners in context-based, experiential activities. The results indicate significant improvements in learner discipline, religiosity, civic engagement, and entrepreneurial mindset. These findings underscore the critical role of multi-stakeholder collaboration and contribute to the literature on strategic educational management by offering an adaptable framework for character education in resource-constrained, non-formal settings. The study highlights the potential for hybrid governance models to bridge national policy ambitions and grassroots realities, and it advocates for increased policy recognition and replication of such models in similar socio-educational contexts.
High Performance Work Systems and Adaptive Performance: Evidence from Knowledge Intensive Organizations Kesumayani, Heni
Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 1 (March 2026)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v8i1.1349

Abstract

The increasing dynamism of knowledge-intensive organizations requires employees who are not only proficient in routine tasks but also capable of adapting to continuous change. This study examines the relationship between High Performance Work Systems (HPWS) and adaptive performance within knowledge-intensive organizational contexts. Using a quantitative research design, data were collected through a cross-sectional survey of employees working in organizations characterized by high reliance on knowledge, expertise, and cognitive skills. The study employed Structural Equation Modeling with a variance-based approach to analyze the relationships between the constructs. The measurement model was assessed to ensure reliability and validity, followed by structural model testing to evaluate the proposed relationship. The results indicate that HPWS has a positive and significant effect on adaptive performance, suggesting that integrated human resource practices contribute to employees’ ability to adjust behavior, learn new skills, and respond effectively to changing work demands. These findings highlight the strategic role of human resource systems in shaping adaptive behavior rather than merely supporting routine performance. The study offers practical implications for organizations seeking to enhance adaptability through coordinated HR practices and contributes to the strategic human resource management literature by extending the understanding of HPWS beyond traditional performance outcomes. Limitations and directions for future research are also discussed.
High Performance Work Systems and Adaptive Performance: Evidence from Knowledge Intensive Organizations Kesumayani, Heni
Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 1 (March 2026)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v8i1.1349

Abstract

The increasing dynamism of knowledge-intensive organizations requires employees who are not only proficient in routine tasks but also capable of adapting to continuous change. This study examines the relationship between High Performance Work Systems (HPWS) and adaptive performance within knowledge-intensive organizational contexts. Using a quantitative research design, data were collected through a cross-sectional survey of employees working in organizations characterized by high reliance on knowledge, expertise, and cognitive skills. The study employed Structural Equation Modeling with a variance-based approach to analyze the relationships between the constructs. The measurement model was assessed to ensure reliability and validity, followed by structural model testing to evaluate the proposed relationship. The results indicate that HPWS has a positive and significant effect on adaptive performance, suggesting that integrated human resource practices contribute to employees’ ability to adjust behavior, learn new skills, and respond effectively to changing work demands. These findings highlight the strategic role of human resource systems in shaping adaptive behavior rather than merely supporting routine performance. The study offers practical implications for organizations seeking to enhance adaptability through coordinated HR practices and contributes to the strategic human resource management literature by extending the understanding of HPWS beyond traditional performance outcomes. Limitations and directions for future research are also discussed.
TEKANAN MENTAL GEN Z DI ERA KERJA DIGITAL: STUDI TENTANG KEPUASAN KERJA, BURNOUT, DAN KINERJA Kesumayani, Heni
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2288

Abstract

This study examines the effect of mental workload and job satisfaction on Generation Z employee performance, with mental burnout as a mediating variable. A quantitative explanatory approach was applied by involving 200 Generation Z employees aged 18–28 years. Data were collected through an online questionnaire and analyzed using Partial Least Squares Structural Equation Modeling with SmartPLS. The findings reveal that mental workload positively affects mental burnout, while job satisfaction negatively affects mental burnout. Mental burnout has a negative effect on employee performance. In addition, mental workload negatively affects employee performance, whereas job satisfaction positively affects employee performance. The mediation results confirm that mental burnout partially mediates the relationship between mental workload and employee performance, as well as the relationship between job satisfaction and employee performance. These findings indicate that managing Generation Z employee performance should not rely solely on job satisfaction, compensation, or flexibility, but should also address mental pressure and psychological fatigue in digital work environments.
Remote Work Has to Be Engaging: Why Compensation and Career Development Alone Are Not Enough to Drive Performance Heni Kesumayani; Rita Rita
Journal of Management and Social Sciences Vol. 5 No. 1 (2026): Journal of Management and Social Sciences
Publisher : Sekolah Tinggi Ilmu Administrasi (STIA) Yappi Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimas.v5i1.2358

Abstract

Remote work has expanded rapidly in Indonesia and created new challenges for sustaining employee performance in digitally mediated work settings. This study examines the role of employee engagement in mediating the effects of compensation and career development on the performance of remote workers. A quantitative approach was employed using survey data from 200 Indonesian remote workers, and the relationships among variables were analyzed through Partial Least Squares Structural Equation Modeling. The results show that compensation and career development both have significant positive effects on employee engagement, while employee engagement has a strong positive effect on employee performance. The direct effect of compensation on performance is not significant, indicating that its influence operates mainly through engagement. In contrast, career development affects performance both directly and indirectly through engagement. These findings indicate that employee engagement is a key mechanism linking organizational support to remote employee performance. The study implies that organizations should not rely solely on financial rewards, but also provide clear career pathways, continuous learning opportunities, regular feedback, and meaningful recognition to strengthen engagement and improve performance in remote work environments.
Peran Motivasi dan Kepuasan Kerja dalam Optimalisasi Kinerja Sumber Daya Manusia pada PT Arat Arta Valuta Heni Kesumayani
MAMEN: Jurnal Manajemen Vol. 4 No. 4 (2025): Oktober 2025
Publisher : Yayasan Literasi Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55123/mamen.v4i4.6663

Abstract

In a competitive business landscape, human resources are a primary driver of organizational excellence. This study investigates the influence of work motivation—measured through the fulfillment of physiological needs, security, and self-actualization—on employee performance at PT Arat Arta Valuta, with job satisfaction positioned as a mediating variable. A descriptive quantitative method was employed, collecting primary data through questionnaires from 40 employees. The analysis confirms that work motivation has a significant and direct positive effect on improving performance (assessed based on work quality, timeliness, and attendance). Furthermore, the findings reveal that this influence also operates indirectly through enhanced job satisfaction, which was evaluated based on intrinsic aspects of the work, compensation, promotion opportunities, and interpersonal relationships. The implications of this research affirm that creating a holistic work environment—which integrates the fulfillment of basic needs with recognition and opportunities for self-development—is key to building superior and sustainable performance. Therefore, management is encouraged to shift from an approach focused solely on production means towards a humane and empowering human resource management strategy, where motivation and job satisfaction become central pillars.
Co-Authors RITA RITA