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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) Jurnal Ragam Pengabdian
Tibrani
Universitas Riau Kepulauan
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THE IMPACT OF INFORMATION SHARING ON SOCIAL MEDIA ON GENERATION Z'S INTENTION TO BUY GREEN GOODS Enny Lastuti; Lukmanul Hakim; Tibrani
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20131875

Abstract

The rapid growth of social media has transformed the way consumers access and share information, particularly among Generation Z, a cohort known for its strong digital engagement and environmental awareness. This study examines the impact of information sharing on social media on Generation Z’s intention to purchase green goods. Drawing on a quantitative research approach, the study analyzes key factors such as information sharing behavior, trust, environmental awareness, and social media engagement. The findings indicate that both the frequency and quality of shared content significantly influence green purchase intention, with peer-to-peer interactions playing a critical role. Environmental awareness and trust are identified as key mediating factors that strengthen the relationship between information sharing and behavioral intention. Additionally, social media engagement, including interactions with influencers and online communities, enhances the effectiveness of sustainability messages. The study also highlights both direct and indirect pathways through which social media influences purchasing behavior. These insights suggest that social media is a powerful tool for promoting sustainable consumption among Generation Z. The study contributes to the literature on digital marketing and sustainability by providing an integrated framework of social media influence. It concludes that strategic use of social media can effectively drive green purchasing behavior.
COMPETING IN PLATFORM ECOSYSTEMS: A STRATEGIC FRAMEWORK FOR COMPLEMENTOR FIRMS' MARKETING AND INNOVATION CHOICES Darma Rahmat Suraja; Lukmanul Hakim; Tibrani
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.22163879

Abstract

The expansion of digital platform ecosystems has transformed business competition by creating interconnected environments where platform leaders and complementor firms collaboratively generate value. Complementor firms play a significant role in enhancing ecosystem attractiveness through innovation, customer engagement, and service diversification. However, increasing competition and dependence on platform governance create strategic challenges for complementors in balancing innovation and marketing strategies. This study aims to examine the strategic choices of complementor firms and propose a framework explaining how marketing and innovation capabilities influence competitiveness within platform ecosystems. Using a qualitative approach, the study explores strategic patterns adopted by complementors, including innovation-oriented, marketing-oriented, and hybrid strategies. The findings indicate that marketing strategies improve customer engagement and ecosystem visibility, while innovation strategies strengthen competitive differentiation and product sustainability. The study further highlights the influence of platform governance on complementor adaptability and performance. This research contributes to platform ecosystem literature by providing a strategic framework for complementor competitiveness in dynamic digital markets.
THE CULTURE CODE: HOW HR SHAPES AND SUSTAINS ORGANIZATIONAL VALUES Ria Muazizah; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18639295

Abstract

This paper investigates the strategic role of integrated Human Resources (HR) systems in translating organizational values into measurable business performance and employee experience outcomes. Employing a comparative analysis of transactional versus value-centric HR frameworks across key functions—onboarding, performance management, and overall employee experience, this study aims to quantify the impact of coherent cultural reinforcement. The results demonstrate that organizations employing ritualized, immersive onboarding achieve a 50% greater increase in productivity and foster cultural connection 18 months faster. Furthermore, performance systems that explicitly reward value-based behaviors significantly bridge the "say-do" gap, while a value-aligned HR strategy collectively boosts Employee Net Promoter Score (eNPS), reduces regrettable attrition, and lowers recruitment costs. The discussion posits that these aligned practices transform culture from an abstract concept into a reliable operating system, driving psychological safety, innovation, and productivity. The conclusion asserts that embedding a consistent culture code into every people process is not merely an HR initiative but a foundational business strategy for building a resilient and high-performing organization.
SKILLS OVER DEGREES: RETHINKING TALENT ACQUISITION IN THE MODERN ERA Muhammad Ali Siregar; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18501719

Abstract

The traditional model of talent acquisition, which privileges four-year degrees as a primary hiring proxy, is increasingly misaligned with the demands of the modern economy. This analysis argues for a fundamental paradigm shift toward skills-based hiring, where verified competencies take precedence over formal credentials. The article reviews the drivers of this change—including technological disruption, the skills gap, and the imperative for equity—and presents evidence that skills-based assessments lead to a larger, more diverse talent pool, superior job performance, and higher retention. Crucially, it identifies a significant "knowing-doing gap" in implementation, where cultural inertia and a lack of evaluative training hinder adoption. The conclusion provides a practical framework for organizations to bridge this gap, advocating for a systemic change in job design, assessment, and mindset to build more agile, innovative, and equitable workforces for the future.
THE BURNOUT EPIDEMIC: AN HR CRISIS AND WHAT TO DO ABOUT IT Dahlina Nopilawati; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18501772

Abstract

This article addresses the pervasive and costly organizational crisis of employee burnout. The background establishes burnout as a syndrome of exhaustion, cynicism, and reduced efficacy, increasingly prevalent in modern workplaces. The objective is to argue that HR must lead a systemic, strategic intervention, moving beyond individual resilience programs to address root causes. The methodology synthesizes the seminal Job Demands-Resources model and Christina Maslach’s Six Mismatches framework with contemporary research on organizational psychology and work design. The results present a diagnostic audit based on the six mismatches and a multi-tiered intervention strategy targeting organizational systems, managerial practices, and cultural norms. The discussion posits that burnout is a critical failure of work design, not a personal failing, and that sustainable performance is only possible through humane systems. The conclusion asserts that transforming the approach to burnout from a wellness issue to a strategic priority is essential for ethical leadership and long-term competitive advantage.
QUIET QUITTING AND LOUD POLICIES: RE-ENGAGING THE DISENGAGED WORKFORCE Muhammad Said; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18613182

Abstract

The post-pandemic workplace is characterized by widespread employee disengagement, manifesting as "quiet quitting”the conscious withholding of discretionary effort. Organizations often counter with generic, top-down "loud policies," which fail to address core psychological needs, deepening the engagement crisis. This study aims to analyze the disconnect between employee disengagement and organizational responses, and to propose a actionable framework for fostering genuine re-engagement. Employing a qualitative multi-method approach, the research synthesizes findings from a systematic literature review, in-depth semi-structured interviews with 35 knowledge workers across three industries, and two focused case studies of organizations undergoing cultural transformation. The analysis reveals that disengagement stems from eroded psychological contracts, burnout, and a lack of purpose. Loud policies, such as blanket RTO mandates, exacerbate these issues by signaling distrust. Effective re-engagement is predicated on psychological safety, co-created flexibility, and outcome-based management. Moving from compliance-focused mandates to human-centric leadership is essential. Sustainable engagement requires replacing loud, impersonal policies with quiet, consistent practices that rebuild trust and recognize employee agency.
Pengaruh Job Placement, Beban Kerja, Motivasi, Disiplin dan Organization Culture Terhadap Emplloyee Porformance PT Excelitas Batam Linda Rosiyanti; Tibrani; Sastra Tamami
Jurnal Ragam Pengabdian Vol. 3 No. 2 (2026): Mei-Agustus, Sustainable Development Goals (SDGs): Multidisciplinary Perspectiv
Publisher : Lembaga Teewan Journal Solutions

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62710/5zjqhz38

Abstract

This study aims to determine and analyze the influence of job placement, workload, motivation, discipline, and organizational culture on employee performance at PT Excelitas Batam. This study used quantitative methods, and the population was 55 permanent employees at PT Excelitas Batam. The sample used in this study was 55 respondents, using a non-probability sampling technique, namely total sampling. Data were collected through a questionnaire with a Likert scale. Data analysis techniques used included validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, hypothesis testing, and coefficient of determination (R2) analysis. The results showed that job placement, workload, motivation, discipline, and organizational culture simultaneously had a significant effect on employee performance at PT. Excelitas Batam. Partially, each independent variable (job placement, workload, motivation, discipline, and organizational culture) also has a positive and significant effect on employee performance.
Co-Authors Arios Zeus Sandry Dahlina Nopilawati Darma Rahmat Suraja Dian Nofrianti Edy Sunarno Enny Lastuti Ismarini Linda Rosiyanti Lukmanul Hakim Ma’rifah Muhammad Ali Siregar Muhammad Said Natasya Nurkhalita Raja Risnanda Putra Ria Muazizah Samapto Sastra Tamami Shinta Widyastati Subekti