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Mochammad Tanzil Multazam
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Indonesian Journal of Law and Economics Review
Published by Universitas Muhammadiyah Sidoarjo
ISSN : -     EISSN : 25989928     DOI : https://doi.org/10.21070/ijler
Core Subject : Economy, Social,
Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice
Indonesian Journal of Law and Economics Review (IJLER) is published by Universitas Muhammadiyah Sidoarjo four times a year. This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.This journal aims is to provide a place for academics and practitioners to publish original research and review articles. The articles basically contains any topics concerning Law and Economics. IJLER is available in online version. Language used in this journal is Indonesia or English.
Arjuna Subject : Ilmu Sosial - Hukum
Articles 61 Documents
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Search results for , issue "Vol. 20 No. 4 (2025): November" : 61 Documents clear
The Employer’s Legal Obligations Toward Workers’ Rights Arising from Termination of Employment (A Comparative Study between Indonesia and Germany): Kewajiban Hukum Pengusaha Terhadap Hak Pekerja Akibat Pemutusan Hubungan Kerja (Studi Komparatif Indonesia dan Jerman) Sitorus, Lena Mariana Br; Lie, Gunardi
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1399

Abstract

General Background: Termination of employment remains a critical issue in labor law due to its social, economic, and legal consequences for workers. Specific Background: In Indonesia, despite comprehensive regulation under the Manpower Law and Job Creation Law, unilateral termination continues to occur, often without due process or fulfillment of workers’ entitlements, as illustrated in the case of PT X. Knowledge Gap: However, comparative studies examining the adequacy of Indonesian protections in relation to countries with stronger welfare-oriented systems, such as Germany, remain limited. Aims: This study aims to analyze the legal obligations of employers regarding workers’ rights arising from unilateral termination and to compare regulatory frameworks between Indonesia and Germany. Results: Findings show that Indonesia provides normative protection but faces weak enforcement, inconsistent application of compensation rules, and limited procedural safeguards, whereas Germany—through the Kündigungsschutzgesetz—implements stricter termination requirements, mandatory works-council consultation, and comprehensive social security support. Novelty: This study offers a detailed doctrinal and case-based comparison highlighting structural gaps in Indonesian law using a welfare-state benchmark. Implications: Strengthening enforcement mechanisms, enhancing oversight, and integrating social security-based protections could significantly improve Indonesia’s system for safeguarding workers against unjust termination. Highlights: Highlights the gap between normative regulation and practical enforcement in Indonesia. Emphasizes Germany’s stronger procedural and welfare-based safeguards for workers. Identifies the need for Indonesia to strengthen legal implementation and social protection mechanisms. Keywords: Termination of Employment, Legal Protection, Workers’ Rights, Labor Law
Legal Protection of Semar Pouch (Nepenthes): Efforts to Increase Enviromental Conservation: Perlindungan Hukum terhadap Tumbuhan Kantong Semar (Nepenthes) : Upaya Meningkatkan Konservasi Lingkungan Hidup Budiani, Revalio Putra; Rosnawati, Emy
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1413

Abstract

General background: Indonesia holds rich biodiversity including carnivorous Nepenthes species that face threats from overexploitation and habitat loss. Specific background: Illegal collection and trade of Nepenthes have reduced wild populations and triggered legal responses at national and international levels. Knowledge gap: Existing literature emphasizes botanical and distributional studies but lacks focused legal analysis of protection mechanisms and enforcement outcomes. Aims: This study analyzes Indonesia’s legal framework and enforcement actions concerning Nepenthes to assess the adequacy of preventive and repressive protections. Results: Normative analysis of statutes, ministerial regulations, and documented enforcement cases reveals clear legal prohibitions and prescribed sanctions, yet enforcement variability and awareness gaps persist. Novelty: The paper synthesizes statutory provisions with recent case evidence to highlight implementation gaps in legal protection for Nepenthes. Implications: Findings suggest targeted policy improvements—strengthened monitoring, community engagement, and clearer species-specific guidance—to enhance conservation and legal compliance. Highlights: Statutory protections and ministerial listing for 59 Nepenthes species. Documented enforcement case linking illegal trade to cross-border buyers. Gap between legal provisions and practical enforcement outcomes. Keywords: Nepenthes, Legal Protection, Conservation Law, Illegal Trade, Indonesia
Competence Motivation Reward and Employee Performance with Work Enthusiasm: Kompetensi, Motivasi, Insentif, dan Kinerja Karyawan dengan Semangat Bekerja Arbyanto, Fauzi Zulmi; Sumartik
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1446

Abstract

General Background: Human resource quality remains a central concern for organizations seeking sustainable performance. Specific Background: PT JMTO Ruas Krian–Gresik faces performance challenges reflected in employee attendance and work enthusiasm. Knowledge Gap: Previous studies have discussed competence, motivation, and reward, yet limited empirical evidence integrates work enthusiasm as an intervening variable in this organizational context. Aims: This study aims to analyze the relationships between competence, motivation, reward, and employee performance with work enthusiasm as an intervening variable. Results: Using a quantitative correlational design with questionnaire data from 86 employees and SPSS-based analysis, the findings show that competence, motivation, and reward are positively associated with employee performance, both partially and simultaneously. Work enthusiasm mediates the relationship between these variables and performance. Novelty: The study presents an integrated model positioning work enthusiasm as an intervening variable within a single organizational setting. Implications: The findings provide empirical insights for human resource management practices related to competence development, motivational strategies, and reward systems in improving employee performance. Keywords: Competence; Motivation; Reward; Employee Performance; Work Enthusiasm Key Findings Highlights: Competence demonstrates a strong statistical association with employee output indicators Reward shows the highest standardized coefficient among examined predictors Work enthusiasm functions as a mediating mechanism within the proposed model
Work Motivation, Discipline, and Competency Patterns in Employee Performance: Motivasi Kerja, Disiplin, dan Pola Kompetensi dalam Kinerja Karyawan Setiawan, Rizky Hari; Andriani, Dewi
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1447

Abstract

General Background: Employee performance is a central concern for organizations seeking sustainable productivity and operational efficiency. Specific Background: Work motivation, work discipline, and work competency are frequently identified as key internal factors shaping employee performance, yet their combined patterns remain context-dependent. Knowledge Gap: Previous studies report mixed findings regarding the relative contribution of these variables, particularly within small and medium-sized enterprises. Aims: This study aims to examine the relationships between work motivation, work discipline, work competency, and employee performance at UD Alfa Furnitur. Results: Using a quantitative approach with data from 100 employees analyzed through SEM-PLS, the findings indicate that work motivation, work discipline, and work competency each demonstrate positive and statistically significant relationships with employee performance. Among these variables, work motivation shows the strongest association. Novelty: This study provides empirical evidence from a furniture manufacturing context by integrating three internal employee factors within a single structural model. Implications: The findings suggest that organizations should prioritize motivational strategies alongside disciplinary consistency and competency development to support sustainable employee performance. Keywords: Work Motivation, Work Discipline, Work Competency, Employee Performance, SEM-PLS Key Findings Highlights: Motivation-related indicators show the strongest statistical association with performance outcomes. Consistent disciplinary practices align with higher employee work results. Employee competencies support performance through knowledge and skill alignment.
Human Resource Development Competence Motivation and Employee Performance: Pengembangan Sumber Daya Manusia, Kompetensi, Motivasi, dan Kinerja Karyawan Aulia , Tia; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1448

Abstract

General Background Human resources are a strategic element in organizational sustainability and performance achievement. Specific Background PT. BPR Arta Seruni faces challenges related to employee performance amid limited human resource development, varying competency levels, and insufficient motivation. Knowledge Gap Previous studies show inconsistent findings regarding the role of human resource development, competency, and motivation in explaining employee performance. Aims This study aims to examine the partial and simultaneous relationships between human resource development, human resource competency, and motivation with employee performance. Results Using quantitative explanatory research with total sampling of 60 employees and multiple linear regression analysis, the findings show that human resource development, competency, and motivation are each statistically significant, both individually and simultaneously, in relation to employee performance. Novelty This study provides empirical evidence from a regional banking institution by integrating three key human resource variables within one analytical model. Implications The findings offer practical insights for organizational management in designing structured human resource development, competency alignment, and motivational strategies to support employee performance. Keywords: Human Resource Development, Human Resource Competency, Motivation, Employee Performance, Banking Organization Key Findings Highlights: Training and development practices are statistically associated with employee work outcomes. Skill and knowledge alignment corresponds with measurable performance levels. Work motivation demonstrates a consistent statistical relationship with task achievement.
Behavioral Aspects in Accounting Information System Implementation: Aspek Perilaku dalam Implementasi Sistem Informasi Akuntansi Salsabila, Rona Shafa; Biduri, Sarwendah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1449

Abstract

General Background Accounting information systems play a central role in supporting organizational financial reporting and decision-making. Specific Background The successful implementation of such systems is not solely determined by technical capability but also by employee behavioral aspects, particularly in companies utilizing integrated systems such as SAP. Knowledge Gap Previous studies report inconsistent findings regarding the role of behavioral aspects in accounting information system practices, and qualitative interpretative evidence remains limited. Aims This study aims to analyze behavioral aspects in the implementation of the accounting information system at PT Sinar Baja Electric and to describe system quality from a behavioral perspective. Results Using primary data collected through interviews and observations and analyzed through qualitative interpretative methods, the study finds that SAP-based accounting information systems are generally implemented well and assist financial management, although operational constraints persist due to limited user competence and delayed data checking. Employee attitudes, perceptions, and emotional control are categorized as good and supportive of system usage. Novelty This study offers interpretative insights based on direct informant perspectives within a manufacturing company context. Implications The findings highlight the importance of strengthening behavioral aspects and continuous training to support reliable and efficient accounting information system practices. Keywords: Behavioral Aspects, Accounting Information Systems, SAP Implementation, Qualitative Interpretative Study, Financial Reporting Key Findings Highlights: Employee attitudes, perceptions, and emotional control support accounting system usage. SAP-based systems assist financial processing but face operational constraints. Behavioral awareness contributes to structured and reliable financial reporting.
Customer Loyalty Patterns in Traditional Retail Pricing and Service Quality: Polanya Loyalitas Pelanggan dalam Penetapan Harga dan Kualitas Layanan di Ritel Tradisional Alfiansyah , Yusril Nur; Febriansah, Rizky Eka; Hariasih , Misti
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1450

Abstract

General Background Customer loyalty is a strategic factor for business sustainability, particularly in retail sectors facing intense competition. Specific Background Traditional retail businesses such as UD. Haji Nur rely heavily on pricing strategies and service quality to retain customers in local markets. Knowledge Gap Previous studies show inconsistent findings regarding the mediating role of customer satisfaction in the relationship between price, service quality, and customer loyalty. Aims This study examines customer loyalty in relation to price and service quality, with customer satisfaction as an intervening variable at UD. Haji Nur. Results Using a quantitative approach and SEM-PLS analysis on data from 100 respondents, the findings indicate that price and service quality are positively associated with customer loyalty and customer satisfaction, while customer satisfaction also demonstrates a significant association with loyalty and mediates both relationships. Novelty This research provides empirical evidence from a long-established traditional retail agent context, highlighting customer satisfaction as a central mechanism. Implications The findings offer practical insights for traditional retailers in managing pricing and service strategies to sustain customer loyalty and support long-term business continuity. Keywords: Price, Service Quality, Customer Satisfaction, Customer Loyalty, Traditional Retail Key Findings Highlights Pricing and service dimensions are consistently associated with repeat purchasing behavior. Satisfaction functions as a central mediating mechanism in customer retention. Traditional retail agents demonstrate loyalty dynamics similar to modern retail contexts.
Intellectual Capital and Firm Value Evidence from Indonesian Companies: Kapital Intelektual dan Nilai Perusahaan: Bukti dari Perusahaan-Perusahaan Indonesia Noviyanti , Vivi; Rahmawati , Imelda Dian
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1451

Abstract

General Background Firm value represents a key indicator of corporate performance and market perception. Specific Background Intellectual capital has increasingly been recognized as an intangible resource that contributes to value creation in modern firms. Knowledge Gap Empirical findings regarding the relationship between intellectual capital and firm value remain inconsistent across sectors and periods. Aims This study aims to examine the relationship between intellectual capital and firm value based on empirical evidence from Indonesian companies. Results Using quantitative analysis, the findings indicate that intellectual capital demonstrates a significant association with firm value. Novelty This research provides updated empirical evidence on intellectual capital measurement within the Indonesian corporate context. Implications The results offer insights for companies and stakeholders in managing intellectual capital as part of strategic value creation. Keywords: Intellectual Capital, Firm Value, Financial Performance, Corporate Performance, Indonesia Key Findings Highlights: Intangible resources are empirically associated with market-based company valuation. Intellectual capital indicators show measurable links with corporate outcomes. Evidence supports the relevance of non-physical assets in value creation analysis.
Employee Self Development and Work Performance in Organizational Context: Perkembangan Diri Karyawan dan Kinerja Kerja dalam Konteks Organisasi Aminin, Bima Rohmatan; Andriani, Dewi; Firdaus, Vera; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1452

Abstract

General Background Employee performance remains a central concern in organizational management. Specific Background Self-development is increasingly recognized as a key factor in shaping employee work outcomes. Knowledge Gap Empirical studies examining self-development and employee performance still show varied findings across organizational settings. Aims This study aims to examine the relationship between self-development and employee performance within the selected organizational context. Results Quantitative analysis indicates that self-development demonstrates a significant association with employee performance. Novelty This study provides contextual evidence of self-development within a specific organizational setting. Implications The findings offer practical insights for organizations in supporting employee development as part of performance management strategies. Keywords: Self-Development, Employee Performance, Work Motivation, Organizational Commitment, Human Resource Management Key Findings Highlights: Employee self-development shows measurable association with work outcomes. Motivation and commitment align with performance patterns observed in the organization. Development-oriented practices support sustainable employee performance.
Knowledge Sharing Organizational Justice And Commitment In Employee Performance: Pembagian Pengetahuan, Keadilan Organisasi, dan Komitmen dalam Kinerja Karyawan Mahardika, Ody; Abadiyah, Rifdah
Indonesian Journal of Law and Economics Review Vol. 20 No. 4 (2025): November
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v20i4.1453

Abstract

General Background Human resource management emphasizes employee performance as a key organizational outcome. Specific Background Within this context, knowledge sharing and organizational justice are frequently associated with performance through organizational commitment. Knowledge Gap Previous studies report inconsistent findings regarding the mediating role of organizational commitment. Aims This study examines the relationships between knowledge sharing, organizational justice, employee performance, and organizational commitment at PT. Panggung Electric Citrabuana. Results Using quantitative analysis with SEM-PLS on data from 80 employees, the findings indicate that knowledge sharing is associated with employee performance, organizational justice is associated with organizational commitment, and organizational commitment is associated with employee performance, while organizational justice shows no direct association with employee performance and knowledge sharing shows no association with organizational commitment. Novelty The study clarifies the selective mediating role of organizational commitment within the examined relationships in a manufacturing context. Implications These findings provide empirical insights for organizational management in structuring internal knowledge practices and fairness perceptions to support employee performance. Keywords: Knowledge Sharing, Organizational Justice, Organizational Commitment, Employee Performance, Human Resource Management Key Findings Highlights: Knowledge exchange within the organization aligns with employee output outcomes Fairness perceptions strengthen internal attachment to the organization Internal attachment functions as a pathway linking fairness and work results

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