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All Journal JURNAL AKUNTANSI KEUANGAN DAN MANAJEMEN Jurnal Fokus Manajemen Bisnis Annals of Human Resource Management Research
Yuddy Giovanna Priscilla
Universitas Internasional Batam, Batam, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Mathematics Social Sciences

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A Sharia-Based Strategic Human Resource Management Model for the National Amil Zakat Agency (BAZNAS) Moch Aminudin Hadi; Cahyo Budi Santoso; Netty Syafitri; Robby Kurniawan; Yuddy Giovanna Priscilla
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3462

Abstract

Purpose: This study aims to formulate a comprehensive Sharia-based Strategic Human Resource Management (SHRM) model for the National Amil Zakat Agency (BAZNAS). The model integrates spiritual, moral, and professional values to enhance the organization’s effectiveness and accountability in managing zakat institutions. Research Methodology: A qualitative research approach with an interpretive phenomenological design was employed. Data were collected through in-depth interviews, participatory observations, and document analysis involving eight purposively selected key informants. Data validation was ensured through triangulation and member checking. Results: The findings show that SHRM at BAZNAS is shaped by three key dimensions: foundational (zakat fiqh), external (regulation, digitalization, and global factors), and internal (leadership and organizational culture). Twelve core values integrate spiritual, moral, and professional aspects, whereas HRM functions focus on planning, retention, and development within a Sharia framework. Conclusions: A distinctive Sharia-compliant SHRM model is crucial for strengthening professionalism, accountability, and public trust, thereby enabling zakat institutions to enhance their socioeconomic roles. Limitations: This study is limited by its qualitative design, small sample size, and Indonesian context, which may affect its generalizability. Contributions: This study offers a novel integration of Sharia principles into strategic HRM for non-profit institutions, contributing theoretically to Islamic HRM literature and practically to HR policy and strategic planning in zakat organizations.
The Impact of Psychology, Leadership Style, and Sustainable Human Resources on Organizational Performance Yuddy Giovanna Priscilla; Rafif Shagufta; Dhita Hafizha Asri
Jurnal Akuntansi, Keuangan, dan Manajemen Vol 7 No 3 (2026): Juni
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jakman.v7i3.6081

Abstract

Purpose: This study aims to analyze the influence of transformational leadership, employee psychological well-being, and sustainable HR practices on organizational performance, as well as to examine the mediating role of sustainable HR practices in this relationship. Research Methodology: The study used an explanatory quantitative approach with a survey method involving 224 permanent employees at a manufacturing company in Batam City. Data were collected through Google Forms and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS application. Results: The results indicate that transformational leadership, psychological well-being, and sustainable HR practices have a positive and significant effect on organizational performance. Sustainable HR practices also mediate the relationship between transformational leadership and organizational performance, as well as between psychological well-being and organizational performance. Conclusions: The findings indicate that transformational leadership, employee psychological well-being, and sustainable HR practices significantly influence organizational performance, with sustainable HR practices also acting as a mediating variable that strengthens the relationship between leadership and psychological factors toward organizational outcomes, resulting in a comprehensive model explaining their simultaneous effects. Limitations: This study is limited to one manufacturing company in Batam City and uses a cross-sectional design, so it does not capture changes in variables longitudinally. Contributions: Theoretically, this study enriches the literature on sustainable HR practices as a mediating mechanism that links transformational leadership and psychological well-being to organizational performance. Practically, the results of this study provide recommendations for management in designing sustainable work systems to improve organizational competitiveness.
Do knowledge management and innovative work behavior enhance organizational performance? The role of employee competence Yuddy Giovanna Priscilla; Fellia Rivanti
Jurnal Fokus Manajemen Bisnis Vol. 16 No. 1 (2026)
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/fokus.v16i1.14849

Abstract

This study examines the impact of knowledge management and innovative work behavior on employees' competencies and organizational performance in Indonesia's electronic manufacturing sector. This research is driven by the ongoing disparity between labor market requirements and the qualifications of the available workforce, especially in Batam City, Indonesia, where inadequate competency levels hinder the workforce's capacity to fulfill industry demands. This research is unusual in its emphasis on electronic manufacturing firms in Batam City, Indonesia, an environment that has received less scholarly scrutiny, particularly regarding human resource practices and their relationship to organizational performance. To ensure representativeness, the study employed a probability sample method, specifically non-probability purposive sampling, to recruit 210 respondents from diverse departments. Data analysis in this study was conducted using SmartPLS, with data collected via a survey. The results show that knowledge management and innovative work behavior significantly improve employee competency, while innovative work behavior also positively affects organizational performance. However, knowledge management and employee competency do not significantly influence organizational performance. Additionally, employee competency does not mediate the relationships between the variables. In conclusion, innovative work behavior plays a key role in enhancing organizational performance, whereas knowledge management mainly contributes to improving employee competency rather than directly impacting performance. The study emphasizes the need to fortify human resource management strategies and advocates establishing a triple helix innovation program that fosters collaboration among government, corporations, and universities to improve employee competencies, attract investment, and bolster Indonesia's economic growth.
The Impact of Psychology, Leadership Style, and Sustainable Human Resources on Organizational Performance Yuddy Giovanna Priscilla; Rafif Shagufta; Dhita Hafizha Asri
Jurnal Akuntansi, Keuangan, dan Manajemen Vol 7 No 3 (2026): Juni
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jakman.v7i3.6081

Abstract

Purpose: This study aims to analyze the influence of transformational leadership, employee psychological well-being, and sustainable HR practices on organizational performance, as well as to examine the mediating role of sustainable HR practices in this relationship. Research Methodology: The study used an explanatory quantitative approach with a survey method involving 224 permanent employees at a manufacturing company in Batam City. Data were collected through Google Forms and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS application. Results: The results indicate that transformational leadership, psychological well-being, and sustainable HR practices have a positive and significant effect on organizational performance. Sustainable HR practices also mediate the relationship between transformational leadership and organizational performance, as well as between psychological well-being and organizational performance. Conclusions: The findings indicate that transformational leadership, employee psychological well-being, and sustainable HR practices significantly influence organizational performance, with sustainable HR practices also acting as a mediating variable that strengthens the relationship between leadership and psychological factors toward organizational outcomes, resulting in a comprehensive model explaining their simultaneous effects. Limitations: This study is limited to one manufacturing company in Batam City and uses a cross-sectional design, so it does not capture changes in variables longitudinally. Contributions: Theoretically, this study enriches the literature on sustainable HR practices as a mediating mechanism that links transformational leadership and psychological well-being to organizational performance. Practically, the results of this study provide recommendations for management in designing sustainable work systems to improve organizational competitiveness.
Co-Authors Cahyo Budi Santoso Dhita Hafizha Asri Fellia Rivanti Moch Aminudin Hadi Netty Syafitri Rafif Shagufta Robby Kurniawan