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This Author published in this journals
All Journal Journal of Studies in Academic, Humanities, Research, and Innovation International Journal of Education Management and Religion Khazanah Journal: Economics, Muamalah dan Entrepreneurship
Andi Rahmawati
Sekolah Tinggi Ilmu Ekonomi Tri Dharma Nusantara
Religion Humanities Chemistry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Library & Information Science Mathematics Social Sciences Other

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Resilient And Sustainable HR Systems: The Work-From-Anywhere (WFA)–Organizational Citizenship Behavior (OCB) Nexus In Indonesia’s Public Sector Andi Rahmawati; Muhammad Rijal Alim Rahmat
Journal of Studies in Academic, Humanities, Research, and Innovation Vol. 3 No. 1 (2026): Vol 3 No 1 June 2026
Publisher : Ponpes As-Salafiyyah Asy-Syafi'iyyah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71305/sahri.v3i1.1374

Abstract

The adoption of Work-From-Anywhere (WFA) arrangements in Indonesia’s public sector has generated important questions regarding their implications for Organizational Citizenship Behavior (OCB), which remains essential for public service effectiveness. This qualitative single-case study examines the relationship between WFA and OCB within a provincial development planning agency in South Sulawesi. Using the Framework Method, data were triangulated from role-segmented semi-structured interviews, non-participant observations of hybrid and online coordination meetings, and analysis of internal organizational documents. The findings indicate that WFA does not inherently diminish OCB. Instead, citizenship behaviors—particularly helping, courtesy, and conscientiousness—were sustained and, in some organizational units, strengthened when supported by three interrelated enablers: transparent visibility mechanisms, structured communication cadence, and fair allocation of WFA eligibility. Increased autonomy under WFA was frequently associated with enhanced self-discipline and discretionary effort, while trust-based leadership and perceptions of procedural justice reinforced employees’ willingness to contribute beyond formal role requirements. Conversely, unclear eligibility criteria, weak coordination routines, excessive administrative procedures, and uneven digital infrastructure were associated with reduced OCB signals and coordination challenges. The study concludes that the impact of WFA on OCB in the public sector is contingent upon organizational design and leadership practices rather than the flexibility policy itself. These findings offer practical guidance for human resource policy design in public administration and contribute to broader discussions on resilient and sustainable public-sector workforce systems.
Industrial Relations Dynamics and Outsourced Labor: An Archival Case Study of Minimum Wage Policies and Local Labor Absorption at PT Semen Tonasa Andi Rahmawati
International Journal of Education Management and Religion Vol. 3 No. 2 (2026): July 2026
Publisher : Pondok pesantren As-salafiyah As-Safi'iyyah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71305/ijemr.v3i2.2064

Abstract

This study investigates the structural dynamics of industrial relations and outsourced labor within the state-owned enterprise (SOE) ecosystem in Indonesia, focusing on PT Semen Tonasa in Pangkajene and Islands Regency (Pangkep), South Sulawesi. Using an archival case study design, this research triangulates five years (2021-2025) of corporate sustainability disclosures (GRI Standards and OJK POJK 51/2017 reports from PT Semen Indonesia Group/SIG), regional regulatory decrees, and archival media investigations from 2019 to 2026. The findings reveal persistent institutional dissonance between corporate Environmental, Social, and Governance (ESG) narratives and on-the-ground industrial realities. Four tensions are identified: an entrenched labor dualism separating well-compensated permanent employees (182-188% of the Provincial Minimum Wage) from a precarious outsourced workforce of 1,000-1,500 personnel without transition pathways; recurring District Minimum Wage (UMK) compliance disputes marked by allowance cannibalization; a mismatch between corporate claims of over 85-90% local labor absorption and Ring-1 community grievances over employment quality; and a GRI 2-8 reporting boundary that confines "non-employee worker" disclosures to the parent entity, structurally excluding Tonasa's outsourced workforce from consolidated ESG headcounts even as parent-level figures declined from 3,575 (2021) to roughly 114-150 (2023-2024). Applying Dual Labor Market Theory and Labor Process Theory, this article shows how competitive market pressures drive risk-shifting and labor precaritization down the subcontracting hierarchy, while sustainability accounting conventions keep that precarity statistically invisible. The study proposes affirmative local labor governance models and statutory joint-liability frameworks to bridge corporate accountability and sustainable industrial relations.
Pengaruh Reward dan Punishment Terhadap Kinerja Karyawan Pada PT. Midi Utama Indonesia,Tbk Branch Makassar Departement Area Operation Andi Rahmawati; Indra Wahyu
Khazanah Journal: Economics, Muamalah & Entrepreneurship Vol. 1 No. 1 (2023)
Publisher : LPPM STIE Tri Dharma Nusantara - Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53654/kh.v1i1.439

Abstract

Tujuan penelitian ini adalah untuk mengetahui Pengaruh Reward dan Punishment terhadap Kinerja Karyawan Pada PT. Midi Utama Indonesia Tbk. Branch Makassar Departement Area Operation. Jenis data yang digunakan dalam penelitian ini adalah data kualitatif dan kuantitatif. Sumber data yang digunakan yaitu data primer dan data sekunder. Metode analisis yang digunakan adalah analisis deskriptif dan analisis statistik melalui uji regresi linier berganda diperoleh nilai Y = 16.239 + 0.461X1 + 0.206X2, kemudian nilai koefisien korelasi (r) 0.663 atau 66.3% dan koefisien determinasi (r2) sebesar 0.439 atau 43.9%. Selanjutnya perhitungan uji t didapatkan hasil untuk variabel Reward yaitu T hitung 6.330 > T tabel 1.661 dan variabel Punishment diperoleh nilai yaitu T hitung 3.707 > T tabel 1.661. Hasil uji f diperoleh T hitung 36.769 > T tabel 3.09. Hasil penelitian menunjukkan bahwa Reward dan Punishment baik secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. Midi Utama Indonesia Tbk. Branch Makassar Departement Area Operation
Co-Authors Indra Wahyu Muhammad Rijal Alim Rahmat