Journal La Bisecoman
Journal La Bisecoman ISSN 2721-124X (Online) and 2721-0987 (Print) includes all the areas of research activities in all fields under Business, Economics, and Management such as Financial Management, Accounting, Administrative System, Brand Innovation and Brand Management, Management, Business Economics, Business Administration, Energy Management, Environmental Management, Public Sector Management, Facilities Planning and Management, Marketing Management, Finance, Foodservice Management, Global Manufacturing and Management, Human Resource Management, Industrial Engineering, Information Technology Management, Knowledge Management, Management Information System, Management Psychology, Management of Enterprises, Management Practices, Management Strategy, Management Theory, Manufacturing Systems Engineering, Marketing, Operations Research, Organizational Behaviour, Port Management, Production Management, Project and Quality, Research Methods, Logistics and Supply Chain Management, Risk Management and Insurance, Scientific Management, Security and Risk Management, Hospitality Management, Sport Management, Strategic Management, Strategic Management, Technology and Knowledge Management.
Articles
296 Documents
<![CDATA[Strengthening Institutional Capacity of the North Kalimantan Provincial Department of Manpower and Transmigration in Performing Employment Sector Functions ]]>
<![CDATA[Ernaldiwan, Fauzi]]>;
<![CDATA[Haning, Muh. Thahir]]>;
<![CDATA[Ibrahim, Muh. Akmal]]>;
<![CDATA[Nara, Nurdin]]>;
<![CDATA[Iskandar, Didik]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 6 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i6.2464
<![CDATA[Organizational capacity development is a crucial element in improving the effectiveness of public services, especially for strategic institutions such as the Manpower and Transmigration Office (Disnakertrans). This research aims to deeply analyze the capacity development of the North Kalimantan Province Manpower and Transmigration Office in carrying out its duties and functions in the employment sector. Using a descriptive qualitative approach, this study adopted Potter and Brough's (2004) Systemic Capacity Building model which includes nine elements of capacity. Data were collected through in-depth interviews with key informants, observation, and documentation, then analyzed using an interactive model. The results showed that the Kaltara Disnakertrans has good capacity at the structural, system and role levels, characterized by the existence of collaborative forums and a clear division of tasks. However, significant challenges are still found in the foundational elements, namely performance capacity (limited human resources, budget, and equipment) and facility capacity (the absence of a provincial Vocational Training Center), which has implications for workload capacity. This study concludes that capacity development in the Disnakertrans of Kaltara has not been operationally optimized due to an unsound resource foundation, thus requiring a holistic approach that strengthens internal and external capacity simultaneously.]]>
<![CDATA[Does ESG Risk Rating Matter for Firm Value in Indonesia? Testing the Interaction Effect of Firm Size: JEL Classification: G30, G32, G34 ]]>
<![CDATA[Natalia, Evy]]>;
<![CDATA[Santoso, Hadi]]>;
<![CDATA[Hartono`, Hartono]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2299
<![CDATA[This study aims to analyze the impact of ESG Risk Rating, profitability, and growth opportunity on firm value. Given the ongoing debates surrounding ESG research in Indonesia, a more in-depth examination is required. The researcher has developed three econometric models to test six hypotheses related to this issue. This research is distinct from previous studies as it proposes an integrated model incorporating firm size as a moderating variable. The estimation model was tested using moderated regression analysis (MRA), with data comprising 240 observations over the period 2019-2024. The analysis results indicate that ESG Risk Rating in Indonesia does not have a significant impact on firm value. However, profitability and growth opportunity exhibit a significant positive effect on firm value. Further, the interaction model analysis reveals that firm size moderates the relationship between growth opportunity and firm value. These findings suggest that, at present, ESG Risk Rating information in Indonesia is not considered relevant by investors in assessing corporate performance.]]>
<![CDATA[Investigation of Islamic Social Reporting, Public Ownership, Size and Firm Value: Testing the Mediation Effect of Financial Performance: JEL Classification: G32, G34, M14, Q56, Z12 ]]>
<![CDATA[Rosmiati, Rosmiati]]>;
<![CDATA[Hartono, Hartono]]>;
<![CDATA[Santoso, Hadi]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2300
<![CDATA[This study aims to analyze the influence of Islamic Social Reporting (ISR), public ownership, and firm size on firm value, with financial performance as a mediating variable, focusing on companies listed in the Jakarta Islamic Index (JII) on the Indonesia Stock Exchange (IDX). ISR serves as a crucial indicator for measuring corporate compliance with Sharia principles, encompassing social and environmental aspects. Research combining ISR with public ownership and firm size mediated by financial performance remains relatively rare in Indonesia. The study observes companies included in the JII, utilizing annual financial report data from 2019 to 2023. Path analysis is used to examine the relationships between variables through 10 research hypotheses. The analysis results indicate that ISR and public ownership (KPP) do not influence firm value (Tobin’s Q, TBQ). Meanwhile, firm size (SIZ) negatively affects financial performance (KJK) and TBQ. In the second model test, KJK appears to positively affect TBQ, while ISR shows a negative effect on TBQ. Furthermore, the Sobel test results reveal that KJK can only mediates the effect of SIZ on TBQ. Mediation effects of KJK on TBQ are not observed for ISR and KPP. These findings confirm that ISR directly affects TBQ. The negative impact of ISR needs further investigation, as it is inconsistent with theoretical concepts.]]>
<![CDATA[The Influence of Competency, Discipline, and Workload on Employee Performance through Job Satisfaction: A Case Study : JEL Classification: M53, J24, D23, M12, J28 ]]>
<![CDATA[Suyuthi, Nurmadhani Fitri]]>;
<![CDATA[Fitriani, Mustaani]]>;
<![CDATA[Yusri, Yusri]]>;
<![CDATA[Samayo, M. Rio]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2433
<![CDATA[This study examines the interference of competency, discipline and workload on the performance in a regulated professional services organization namely the Public Appraisal Services Office (KJPP) Satria Setiawan dan Rekan located in Indonesia. With the current performance expectations in service settings being more complex than ever before, it is important to spell out the dynamics behind the forces of productivity. Based on that, quantitative method, structural equation modelling using Smart PLS 4.0 and the study sample containing 75 certified appraisers registered in the Indonesian Ministry of Finance were employed. Findings show how competency, discipline and workload are having significant effects towards job satisfaction and significantly to the extent that the employee performance is affected positively. More importantly, competency plays a full mediatorship role through job satisfaction, which is not manifested in the case of discipline and workload. These data indicate that technical skills and structure of tasks are not enough to determine the outcome of a performance, rather there is another central psychological process job satisfaction that mediates or diminishes the effect of the foregoing processes. Therefore, on the managerial level, the strategy of human capital will have to go beyond the functional training and adherence protocols to invoking embodied experience and emotional commitment in the employees. Job satisfaction should be viewed as an organizational strategic priority by the organizations trying to ensuring sustainable performance through use of job satisfaction in competency development, work load design and cultural reinforcement.]]>
<![CDATA[The Effect of Participatory Leadership Style and Organizational Culture on Employee Performance : JEL Classification: M12, M14, D23, L32 ]]>
<![CDATA[Nadia, Nadia]]>;
<![CDATA[Kusdarianto, Indra]]>;
<![CDATA[Wahida, Altri]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2434
<![CDATA[In the current research, the authors conduct research aimed at determining the determinants of performance among the employees in government institutions; however, they argue that employee performance cannot be attributed to factors/determinants like managerial initiative alone but the collective influence of the leadership behaviour and the institutional culture combined. The empirical study, with quantitative research design and a sample of 50 employees taken as a random sample of Perumda Tirta Mangkaluku, Palopo City, uses multiple regressions in statistically examining the correlation between participative leadership, organisational culture and performance. This result shows that there is a positive relationship between participative leadership and performance but a point must be made that this effect is significantly weaker compared to that of organisational culture. In particular, participative leadership contributes only 27.9 percent of the variance in performance yet organisational culture contributes 59.6 percent. The findings give the impression that performance is not only dependent on the managerial efforts but is inherent in the organisation itself in terms of normative architecture. Culture, unlike appearing as a peripheral variable, is utilized as a constitutive power that influences behaviour among employees. The research, therefore, highlights the importance of programming not only to leadership training or institutional process reform, but to the development of meaning systems, symbolic integration and cultural conformity that would make high performance accessible and sustainable.]]>
<![CDATA[The Influence of Human Resource Development on the Professionalism and Integrity of Police Members: JEL Classification: M12, M53, J24, J45. K42 ]]>
<![CDATA[Muin, Sri Adrianti]]>;
<![CDATA[Halik, Johan]]>;
<![CDATA[Malik, Abd]]>;
<![CDATA[Bahi, Musriaddin]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2390
<![CDATA[This paper examines the impact of human resource development (HRD) strategies on the professionalism and integrity of the police officers in Police Station Takalar, South Sulawesi in Indonesia. It also analyses four HRD dimensions based on the quantitative explanatory approach using training and education, ethical guidance, career management, and recruitment systems. Proportional stratified random sampling of 125 respondents using structured questionnaires was used to collect the data to ascertain the impact of each of the HRD components. The results indicate that training and education are the most influential ones, then ethical guidance and career management are moderate ones and recruitment is lower but not negligible. These findings point to the vitality of continuing professional growth and training centered on ethics in reinforcing both competence and moral uprightness in police officers. Another area of research that is covered is the absence of empirical research on how integrated HRD policies influence institutions that are in charge of national security. This study is unique in the sense that in contrast to earlier researches where the primary methods used were qualitative or normative, this study presents quantitative evidence that can be used to make more effective and responsible HRD policies. Implications include that the police institution reforms must focus on systemic capacity building as a strategic investment to increase credibility and community trust of the law enforcers.]]>
<![CDATA[The Effect of Work Environment, Work Motivation, and Compensation on Employee Performance: JEL Classification: J24, J33, M12, M54 ]]>
<![CDATA[Kristianto, Fajar]]>;
<![CDATA[Nisa, Aribia Razzina Ainun]]>;
<![CDATA[Junaedi, Seftyan Pamungkas]]>;
<![CDATA[Narensa, Verena Pruedira]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2422
<![CDATA[This study aims to examine the influence of work environment, work motivation, and compensation on employee performance through a literature review approach. The study uses a literature review method by analyzing journals published in the last ten years. The population consists of previous relevant studies, with samples from national and international journals discussing the related variables. The research design is descriptive with content analysis techniques to identify patterns of relationships among variables. The results show that work environment, work motivation, and compensation generally have a positive and significant effect on employee performance, both partially and simultaneously. The novelty lies in the systematic mapping of findings from various studies to provide a comprehensive picture of the relationships among these variables. Companies are advised to improve the quality of the physical and non-physical work environment, enhance fair compensation systems, and manage motivation factors effectively.]]>
<![CDATA[Analysis of Healthcare Services Based on Local Wisdom and Holistic Care in Relation to Patient Loyalty: JEL Classification: I10, I12, I18, L84, M31 ]]>
<![CDATA[Cahyaningrum, Rina Asih Budi]]>;
<![CDATA[Isa, Muzakar]]>;
<![CDATA[Soekiswati, Siti]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2430
<![CDATA[Health services that focus solely on medical aspects often fail to address patients’ comprehensive needs. Integrating local wisdom and holistic care offers a strategic approach to enhance service quality. Local wisdom reflects community cultural values, while holistic care addresses physical, psychological, social, and spiritual dimensions. Together, they can strengthen hospital image, increase satisfaction, and build loyalty. PKU Muhammadiyah Karanganyar Hospital, grounded in religious and cultural values, is well-positioned to apply this model. This study analyzes the influence of services based on local wisdom and holistic care on patient loyalty, with hospital image and satisfaction as mediators. A quantitative cross-sectional design was used, involving 205 patients surveyed with closed-ended questionnaires. Data were analyzed using SEM-PLS with SmartPLS software. Findings show that services rooted in local wisdom positively influence hospital image, though modestly. Holistic care has a stronger impact on both image and satisfaction. Mediation analysis indicates that hospital image and satisfaction significantly link service provision to loyalty. Hospital image has a moderate effect on loyalty, while satisfaction plays a more direct role. The results suggest that cultivating a strong image and delivering comprehensive care are essential to fostering loyalty. Holistic care emerges as the dominant factor shaping positive perceptions and satisfaction. The study concludes that integrating cultural values with holistic care effectively strengthens patient relationships. Such a strategy should be a cornerstone of hospital service improvement.]]>
<![CDATA[Human Resource Management Strategy in Adapting to Work System Changes at Perum BULOG ]]>
<![CDATA[P, Maysius]]>;
<![CDATA[Suyuthi, Nurmadhani Fitri]]>;
<![CDATA[Ipmawan, Ipmawan]]>;
<![CDATA[Astriya, Delly]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 6 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i6.2435
<![CDATA[The given research examines the extent to which the system of human resource management (HRM) enables the adaptation of employees to systemic changes in work in the state enterprise Perum BULOG, Bone Branch Office which is faced with reforms in its functioning organization. Following quantitative research design and census sampling pool consisting of 21 employees, the paper assesses the effect of four HRM strategies, which include training and development, communication, performance management and employee involvement. The data transacted using a structured questionnaire and analyzed using multiple linear regression. The findings suggest that training and development, the communication and employee involvement have a statistically significant impact on adaption of the employees, but the performance management does not. This evidence indicates that employee adaptation cannot occur through the simple effect of organizational change but a developed reaction developed through critical HR facilitating tactics. This paper thus notes that the contribution of the employees to the change processes, continuity of capacity-building opportunities, and free and two-way communication would ensure alignment and engagement. In addition to this, it shows that performance systems limited to evaluation and not involving developmental feedback is unable to help adaptation. Since 60 percent of the variance in adaptation was attributed to the chosen HRM strategies, the research confirms the focus of HR in the transformation of the public sector.]]>
<![CDATA[Analysis of the Role of Transformational Leadership in Improving Employee Work Motivation and Performance and its Impact on Hospital Business Sustainability: JEL Classification: M12, M54, I11, I18, L25 ]]>
<![CDATA[Yurita, Irma]]>;
<![CDATA[Soekiswati, Siti]]>;
<![CDATA[Ichsan, Burhannudin]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2442
<![CDATA[This study aims to analyze the influence of transformational leadership on work motivation, employee performance, and business sustainability at Pala Raya Hospital (RSIA Pala Raya) in Tegal Regency, and to examine the mediating role of work motivation and employee performance in this relationship. The background of this study is based on the decline in patient visits and hospital revenue, which raises the need for a sustainability strategy based on internal organizational strengthening. The research method used is a quantitative explanatory approach with a total sampling technique of 200 employee respondents, and data analysis was conducted using SEM-PLS through SmartPLS 4.0. The results show that transformational leadership has a significant and positive effect on work motivation and employee performance, and has an impact on the sustainability of the hospital's business. Work motivation has a stronger influence than performance on sustainability. The mediation test shows that work motivation is a significant mediator in the relationship between transformational leadership and business sustainability, while employee performance is not. The study also identified various obstacles in the implementation of transformational leadership, such as lack of training, bureaucratic culture, and a reward system that does not support innovation. These findings emphasize the importance of the role of inspirational and participatory leadership in building motivation and supporting hospital sustainability.]]>
