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Al-Kharaj: Journal of Islamic Economic and Business
Published by Institut Agama Islam Negeri Palopo
ISSN : 2686262X     EISSN : 26859300     DOI : 10.24256/kharaj.v4i2
Core Subject : Economy,
Economics, Econometrics & Finance
Al-Kharaj, Journal of Islamic Economic and Business is peer-reviewed journal published by program studi ekonomi syariah , Institut Agama Islam Negeri (IAIN) Palopo. Al-Kharaj focus on the research of Islamic Economic and Business. The aims of this journal is to explore and develop economic related to Islamic and Business. This Journal welcomes contributions from researchers in related diciplines.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 1,474 Documents
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The Influence of Accessibility, Scenery, Scentscape, and Soundscape on Revisit Intention : Perspective of Theory of Planned Behavior Fegaretha Gamandari; Yadi Ernawadi
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12432

Abstract

This study aims to analyze the influence of accessibility, scenery, scentscape, and soundscape on revisit intention mediated by attitude toward behavior, subjective norms, and perceived behavioral control of Kembang Soka Waterfall tourists. This research is based on the theory of planned behavior in formulating research hypotheses and conceptual models. The research approach carried out was quantitative with a survey method involving tourists from Kembang Soka Waterfall as respondents. The data analysis technique used the partial least squares-structural equation modeling method with the help of the SmartPLS 3.0 device. The findings of the study show that attitude toward behavior is able to mediate the influence of accessibility, scenery, scentscape, and soundscape on revisit intention. The results of this study are expected to be an input for the management of Kembang Soka Waterfall in prioritizing management strategies from the aspects of landscape, smell, sound atmosphere, and ease of access to destinations in order to form a positive attitude of tourists so as to encourage the formation of revisit intentions. In connection with the subjective norm found to have no effect on revisit intention indicating that this study is not supported by empirical data, the next study is expected to evaluate methodological aspects, especially through semantic testing of the research instrument in order to be able to represent the measured construct more accurately.
The Influence of Human Resource Development, Employee Transfer, and Work Environment on Employee Performance at the Makassar District Court Uswatun Khasanah; Akhmad; M. Yusuf Alfian Rendra Anggoro KR; Muhammad Ikram Idrus
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12434

Abstract

This study aims to analyze the influence of human resource development, employee transfer, and work environment on employee performance at the Makassar District Court. This study employed a quantitative approach using a survey method involving 60 respondents who were employees of the Makassar District Court. The data were analyzed using multiple linear regression with the assistance of the Statistical Package for the Social Sciences (SPSS). The results showed that human resource development had a positive and significant effect on employee performance, with a regression coefficient of 0.334 and a significance level of 0.010 < 0.05. Meanwhile, employee transfer had a positive but insignificant effect on employee performance, with a regression coefficient of 0.209 and a significance level of 0.123 > 0.05. The work environment also had a positive but insignificant effect on employee performance, with a regression coefficient of 0.147 and a significance level of 0.087 > 0.05. Simultaneously, human resource development, employee transfer, and work environment had a significant effect on employee performance, as indicated by an F-value of 34.789 with a significance level of < 0.001. The R Square value of 0.651 indicates that human resource development, employee transfer, and work environment explain 65.1% of the variation in employee performance, while the remaining 34.9% is explained by other factors outside the research model. These findings indicate that human resource development is the factor that has been proven to have a significant partial effect on improving employee performance, whereas employee transfer and work environment, despite having positive effects, have not demonstrated statistically significant effects.
Merchant Perceptions of Qris Use Among Msmes in Medan: an Islamic Economics Perspective M. Yasir Salim Pardede; Tuti Anggraini; Rahmi Syahriza
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12436

Abstract

Purpose: This study examines how MDR perceptions, ease of use, and trust shape MSME merchants' decisions to use QRIS from an Islamic economics perspective. Methods: A qualitative field study among SIMDAKOP-assisted MSMEs in Medan involved ten merchants and two supporting informants. Interview, observation, and documentary data were thematically analyzed and verified. Results: MDR was accepted after merchants understood it as a service fee. QRIS simplified payments and records, while trust arose from regulation, traceability, settlement, and provider support. Technical and literacy constraints did not eliminate continuation intentions. Implications: MDR may constitute ujrah when the service, tariff, responsibility, and deduction are transparent and no surcharge is transferred to consumers. Sustainable adoption requires fee literacy, reliable infrastructure, consumer protection, and informed consent.
The Effect of Performance Expectancy and Effort Expectancy on Purchase Intention in Wuling Electric Cars in the City of Bandung Aldi Setiawan; Abdul Ahmad Hafidh Nurmansyah
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12437

Abstract

This study examines the effects of performance expectancy and effort expectancy on purchase intention toward Wuling electric cars in Bandung City. Methods: A quantitative explanatory survey used purposive sampling among 134 Bandung residents aged at least 17 years who were familiar with Wuling electric cars. Twelve indicators were measured on a five-point Likert scale and analyzed using multiple linear regression in SPSS. Results: Performance expectancy positively affected purchase intention (B = .448; β = .550; t(131) = 9.694; p < .001), as did effort expectancy (B = .391; β = .541; t(131) = 9.537; p < .001). Jointly, both predictors were significant, F(2, 131) = 89.886, p < .001, and explained 57.8% of purchase intention variance. Implications: Wuling should emphasize measurable performance benefits and reduce perceived complexity through demonstrations, charging guidance, and accessible after-sales support. The study extends UTAUT to brand-specific electric vehicle purchase intention in an Indonesian urban market.
The Influence of Non-Physical Work Environment and Work Motivation on the Turnover Intention of Production Employees of the Printing Department of PT. XYZ Muhammad Daffa Algyfary; Khaerul Rizal Abdurahman
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12453

Abstract

Turnover intention is one of the problems that companies need to pay attention to because employees' desire to leave the organization can interfere with the sustainability and effectiveness of operational activities. This study aims to analyze the influence of non-physical work environment and work motivation on the turnover intention of production employees in the printing department of PT. XYZ, either partially or simultaneously. The research uses a quantitative approach with quantitative descriptive and quantitative associative methods. The research population consisted of printing production employees with a minimum working period of two years. Data collection was carried out through interviews, observations, questionnaires, and literature studies. Data were analyzed using multiple linear regression with the help of SPSS. The results of the study show that the non-physical work environment has a negative effect on turnover intention. Work motivation also has a negative effect on turnover intention. Simultaneously, the non-physical work environment and work motivation affect turnover intention. The value of the determination coefficient of 0.533 indicates that the two independent variables are able to explain 53.3% of the variation in turnover intention. These findings confirm that the non-physical work environment and work motivation are determinants that negatively and simultaneously affect turnover intention, so strengthening these two aspects is a strategic key in suppressing employees' tendency to leave the organization.
The The Influence of Soft Skill And Work Readiness on Career Anxiety With Social Support as a Moderating Variable Among Fresh Graduate in West Nusa Tenggara Nurul Faradila; Mukmin Suryatni; Ni Wayan Adelia Mutiara Asri
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12462

Abstract

This study aims to examine the effect of soft skill and work readiness on career anxiety among fresh graduates in West Nusa Tenggara Province, and to test the moderating role of social support on those two relationships. A quantitative causal-associative design was applied through a survey method, with data collected using a five-point Likert-scale questionnaire distributed online to 100 fresh graduates in West Nusa Tenggara who were determined through purposive sampling based on the criteria of having graduated within the last two years, being domiciled in West Nusa Tenggara, and not yet employed, with the number of respondents referring to the ten-times rule for the largest number of structural paths directed toward a construct. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4, covering the evaluation of the outer model (convergent validity, discriminant validity, and construct reliability) and the inner model (R-Square, F-Square, path coefficients, and moderation testing through bootstrapping with 5,000 subsamples). The results show that soft skill and work readiness each have a negative and significant effect on career anxiety, and that social support is proven to significantly moderate and strengthen both negative relationships, with the structural model explaining 46.5% of the variance in career anxiety (R² = 0.465), while the effect size of each exogenous variable falls into the small category (f² between 0.041 and 0.082). These findings imply that universities, families, and career development institutions need to jointly strengthen fresh graduates' soft skill and work readiness while also expanding access to social support, since the two internal resources are proven to be more effective in reducing career anxiety when reinforced by a supportive social environment. Future research is recommended to extend the model with additional variables, adopt a mixed-method or longitudinal design, and broaden the sampling coverage beyond West Nusa Tenggara Province.
Road Infrastructure Improvement Strategies to Support Community Economic Growth in North Labuhanbatu Regency Raju Adha; Maryam Batubara; M. Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.12467

Abstract

This study formulates a priority strategy for improving road infrastructure to support community economic growth in North Labuhanbatu Regency, North Sumatra. A descriptive qualitative field design was employed between July and August 2026. Primary data were obtained through field observations, guided in-depth interviews, documentation, and structured strategic-factor assessments involving key stakeholders from the Regional Development Planning Agency, the Public Works and Spatial Planning Office, subdistrict or village government, road users, and business actors. Secondary evidence was drawn from official statistics, planning documents, and relevant literature. The data were triangulated and analyzed through Internal and External Factor Evaluation, SWOT mapping, geometric-mean aggregation of expert judgments, and the Quantitative Strategic Planning Matrix. The findings reveal a sharp spatial disparity: central corridors enjoy relatively stable paved access, whereas the coastal and plantation-production corridors face severe deterioration, soft-soil constraints, tidal flooding, overloaded freight vehicles, and high last-mile transport costs. The strategic position lies in Quadrant I at (X, Y) = (+0.34, +0.39), indicating an aggressive-progressive posture. QSPM identifies accelerated coastal rigid-pavement construction financed through central-government transfers, particularly the Regional Road Presidential Instruction and earmarked physical transfers, as the leading priority with a Total Attractiveness Score of 6.12. Its effectiveness depends on complementary axle-load enforcement, corporate social responsibility consortia for maintenance, and spatially enabled complaint and monitoring systems. The study contributes an implementable, place-sensitive policy sequence that connects road investment with lower logistics costs, improved market access, and more inclusive rural income growth.
Human Resource Quality Development with an Islamic Human Resource Development Approach: A Study on the General Section of the Luwu Regency Regional Secretariat Hasmawati Siabu; Fasiha; Ishak
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.9389

Abstract

This study examines the development of civil servant (STATE CIVIL SERVANTS (SCS) ) quality in the General Section of the Regional Secretariat of Luwu Regency using the Islamic Human Resource Development (IHRD) approach. The research aims to evaluate STATE CIVIL SERVANTS (SCS) performance and assess the implementation of Islamic-based human resource development in local government institutions. A qualitative case study method was employed, with data collected through observation, documentation, and in-depth interviews analyzed using Computer Assisted Textual Markup and Analysis (CATMA). The findings indicate that STATE CIVIL SERVANTS (SCS) performance based on Law No. 20 of 2023 achieved relatively high scores (2–3) across indicators of service orientation, loyalty, competence, collaboration, harmony, adaptability, and accountability, reflecting productive performance. From the IHRD perspective, Tarbiyah and Ta’lim were well implemented, indicating a strong educational spirit and continuous learning among STATE CIVIL SERVANTS (SCS) . However, the application of Ta’dib requires improvement, particularly in strengthening commitment to organizational values. These results suggest that integrating Islamic human resource development principles can enhance value-based governance and inform future public sector policy development
Workload And Work Environment Its Influence On Employee Performance Through Work Stress Galih Purnama; Eko Prasojo; Leo Dadyo Pamungkas
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.11642

Abstract

Employee performance has become a key determinant of organizational success, particularly in the highly competitive food and beverage industry where service quality depends heavily on human resources. Workload, work environment, and work stress are among the major factors that influence employees' ability to perform effectively. The purpose of this research is to examine the relationship between workload, work environment, and employee performance at two Yogyakarta restaurants, Takom 1922 Cafe & Resto, and Nunggu Kowe Coffee & Resto, with the mediating variable being work stress. The research was quantitative in nature and relied on a survey design. Saturated sampling was used to estimate the sample size of 62 respondents from the population that includes all current employees in the two study items. A literature review, an observational component, and a Likert scale questionnaire were used to gather data. The statistical analysis was conducted using SPSS and included multiple linear regression, coefficient of determination, t-test, and Sobel test. Employee performance was unaffected by workload, according to the data. Workers' productivity was positively and significantly impacted by their workplace. Stress at work was positively and significantly impacted by workload. Work stress was significantly and negatively impacted by the work environment. Neither the workload nor the work environment had any bearing on employee performance, and neither did job stress.
Work Motivation And Work Environment And Their Influence On Employee Performance Through Job Satisfaction Muhammad Fathan Abbasstya abbas; Uju Suji'ah
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 3 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i3.11762

Abstract

This study aims to analyze the influence of work motivation and work environment on employee performance through job satisfaction among employees of Kobessah Kopi in the Special Region of Yogyakarta. The study used a quantitative approach with a survey method. The population and sample consisted of 60 employees determined using a saturated sampling technique. Primary data were collected through questionnaires using a Likert scale and analyzed using the Partial Sample method. Least Squares Structural Equation Modeling using SmartPLS 4.0. The results of the study indicate that work motivation has a positive and significant effect on job satisfaction, while the work environment has a negative and significant effect on job satisfaction. Work motivation has a positive but insignificant effect on employee performance, while the work environment has a positive and significant effect on employee performance. Job satisfaction has a negative but insignificant effect on employee performance. The results of the indirect effect test indicate that job satisfaction is unable to mediate the effect of work motivation or work environment on employee performance. The research findings confirm that improving the work environment provides a stronger direct contribution to improving employee performance, while increasing work motivation needs to be supported by other factors, such as competence, discipline, division of tasks, supervision, and clear work standards.

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