Journal La Sociale
Journal La Sociale ISSN 2721-0847 (online) and ISSN 2721-0960 (Print) Includes all the areas of research activities in all fields of Social Sciences such as Humanities, Law, Anthropology, History, Administration, Geography, Archeology, Communication, Criminology, Education, Government, policies, Linguistics, International Relations, Political Science, Geography, History, Law, Peace Studies, Psychology, Health, Economy, Trade, Arts, History, Literature, Religion, Marriage, Family Life, Philosophy, Sociology, Public Administration, Demography, Library Science, Journalism, Environmental Studies, Development Studies, International Relation Studies, Information Science, Media Studies, Market Research, Languages, Geospatial Information Science, Visual Arts, Drawing, Painting, Multicultural, Gender, Minority Studies, Women studies, Social Work, and Social Welfare.
Articles
500 Documents
<![CDATA[The Influence of Project Managers’ Hard and Soft Competencies on the Success of Fiber Optic Projects in Indonesia with Moderation of Project Managers’ Work Experience ]]>
<![CDATA[Nurfauziah, Aulia Afifah Ulfah]]>;
<![CDATA[Rarasati, Ayomi Dita]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.2964
<![CDATA[Fiber optic network development is a strategic priority for expanding equitable internet access and supporting socio economic growth. Despite its importance, fiber optic projects often face implementation challenges that create stakeholder conflicts and expose projects to risks that may hinder success. Because fiber optic communication systems are widely used from local to international levels, their implementation demands not only technological readiness but also capable human resources. In this context, project managers are central to project outcomes, and selecting the right manager becomes essential, although the competencies required may differ across organizations and projects. Based on the literature, project managers’ hard competencies, soft competencies, and work experience are considered important factors related to project success. Work experience is also often viewed as a factor that can strengthen employee competencies. Accordingly, this study examines the effects of project managers’ hard and soft competencies on the success of fiber optic projects in Indonesia and tests whether work experience moderates these relationships.This study uses a quantitative survey approach and analyzes the data with Partial Least Squares. The findings show that work experience does not significantly affect the success of fiber optic projects in Indonesia and does not moderate the influence of either hard or soft competencies on project success. In contrast, hard competencies have a positive and significant effect on project success, while soft competencies show a positive but not significant effect. These results indicate that technical competence remains the most decisive factor in the success of fiber optic projects.]]>
<![CDATA[Sharia Cooperative Promotion Strategies and their Role in Increasing Membership Growth ]]>
<![CDATA[Nugroho, Anton Priyo]]>;
<![CDATA[Wahdi, Nirsetyo]]>;
<![CDATA[Sudewa, Jaka]]>;
<![CDATA[Ratnawati]]>;
<![CDATA[Sattar]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.3018
<![CDATA[Sharia cooperatives play a strategic role in promoting inclusive economic development by providing financial services aligned with Islamic principles. In recent years, increasing competition among financial institutions has compelled Sharia cooperatives to adopt more adaptive and persuasive promotional strategies to attract new members. This study aims to qualitatively explore the promotional dynamics of Sharia cooperatives and examine how various promotional instruments contribute to membership growth. Unlike conventional studies that rely primarily on qualitative surveys, this research employs an qualitative analytical approach to capture complex patterns, interactions, and non-linear relationships among promotional variables based on empirical field data. The study focuses on key promotional, including social media promotion, community-based marketing, trust-building communication, and perceived Sharia compliance. Data were collected through in-depth interviews, focus group discussions, and institutional documentation from selected Sharia cooperatives. The findings are expected to provide contextual insights into the integration of Islamic values with data-driven promotional strategies. This research contributes to the development of innovative promotion models for Sharia cooperatives by highlighting the potential of artificial intelligence in strengthening strategic decision-making. Practically, the results are anticipated to offer policy-relevant insights for cooperative managers and regulators seeking to enhance the sustainability and competitiveness of Sharia-based financial institutions.]]>
<![CDATA[Historical Analysis of Changes in the Social Structure of Sago Farmers in the Traditional Community ]]>
<![CDATA[Limola, Fajar Sidiq]]>;
<![CDATA[Tanjung, Ida Liana]]>;
<![CDATA[Hayati, Rafika]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.2850
<![CDATA[This research examines the transformation of the social structure of sago farmers among the To Limola Indigenous community in Sassa Village, Baebunta Subdistrict, North Luwu Regency. Sago functions not only as a primary food source but also as a crucial element of the local social and cultural system. However, modernization, agrarian policies, and market penetration have significantly altered production patterns and social relations. Employing a social history approach, this study traces the dynamics of collective labor in the masambe tradition, social stratification based on land ownership and noble genealogical symbols (balailo), and the transformations brought by industrial technology and the younger generation’s economic orientation. The findings indicate that sago ownership has long been closely tied to social status and symbolic capital, while technological and market developments have produced new forms of stratification rooted in capital ownership. Nevertheless, collective values endure through sumambe rama (mutual cooperation) practices that sustain internal solidarity. This study highlights that shifts in the To Limola social structure are driven not merely by economic factors but by the complex interplay between customary systems, agrarian politics, and modernization.]]>
<![CDATA[Integration of Artificial Intelligence in Educational Administration and Human Resources: Conceptual Analysis and Implementation Opportunities in Educational Institutions ]]>
<![CDATA[Inayah, Dewi]]>;
<![CDATA[Ali, Moh.]]>;
<![CDATA[Cahyani, Dewi]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.2898
<![CDATA[The development of digital technology has opened up new opportunities in education management. Artificial Intelligence (AI) is emerging as an innovation that enables significant administrative and human resource (HR) management transformations in educational institutions. Through a literature review method, this article discusses how AI can support educational administrative functions ranging from administrative services, data management, to decision-making while strengthening human resource management, including recruitment, training, and performance. The results show that AI integration enables operational efficiency, transparency, and accuracy, as well as the potential to improve the quality of management and performance of human resources. However, there are serious challenges such as infrastructure readiness, digital literacy, as well as ethical and data privacy aspects. For this reason, a digital roadmap, AI literacy training, and internal policies that support smart and ethical implementation in educational institutions are needed.]]>
<![CDATA[Redefining the Concept of Sabilillah to Strengthen Arguments for Gender-Just Zakat Distribution for Vulnerable Minority Groups (Women and Children Victims of Violence) ]]>
<![CDATA[Choironi, Ulfa]]>;
<![CDATA[Fajriyah, Iklilah Muzayyanah Dini]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.2913
<![CDATA[Studies on zakat distribution from a gender justice perspective have grown significantly. Zakat should not be understood only as a relationship between muzakki and mustahik in general, but also as a means of showing support for vulnerable groups, especially women and children who are victims of violence. In this sense, zakat can function as an instrument for promoting justice in the social order. This study uses a literature-based approach to examine patterns in previous research. The findings show that zakat distribution in Indonesia has not yet been optimally directed toward women and children who experience violence. Even so, the literature reveals important opportunities for developing a more inclusive and gender-responsive model of zakat management. A number of previous studies have shown concern for marginalized groups and opened space for a broader interpretation of zakat distribution. The study also finds that one of the main weaknesses of zakat institutions in Indonesia is the limited application of inclusive and gender-responsive approaches in addressing complex social realities. Therefore, a more critical and gender-fair perspective is needed, especially in reinterpreting the eight categories of zakat recipients in a more inclusive way. Such an approach is important for creating a more equitable welfare system for society. Further empirical research is needed to strengthen these findings, expand collaboration, and ensure that zakat distribution can have a real impact on vulnerable minority groups, particularly women and children who are victims of violence.]]>
<![CDATA[Employee Retention Strategies: A Mediation Analysis of Job Satisfaction ]]>
<![CDATA[Aristiani, Rindy]]>;
<![CDATA[Nasution, Yasmine]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.2926
<![CDATA[This study examines the organizational determinants of employee job satisfaction and their effect on intention to stay within G Group, a diversified property and lifestyle business experiencing persistent turnover. A quantitative method was applied using Partial Least Squares Structural Equation Modelling (PLS-SEM). Survey data were collected from 244 employees with a minimum of three months’ tenure, ensuring relevance beyond probationary stages. Job satisfaction was positioned as a mediating variable. Organizational culture, compensation, and career development have a significant effect on job satisfaction, whereas work–life balance shows no significant influence on either job satisfaction or intention to stay. Job satisfaction strongly predicts intention to stay and mediates the effects of culture, compensation, and career development. The weaker influence of career development and work–life balance appears to be related to demographic characteristics and variations in respondents’ work experiences. The findings support Herzberg’s distinction between motivators and hygiene factors, while Social Exchange Theory clarifies how supportive culture and fair compensation generate reciprocal commitment, also align with Talent Management Theory that development practices influence retention mainly through their impact on satisfaction. Findings suggest that proactive strategies, such as strengthening supportive organizational culture, ensuring fair and transparent compensation, and building structured career development, are more effective in reducing turnover and improving employee intention to stay than reactive approaches like counteroffers or short-term retention responses. This study offers empirical insight into how retention mechanisms function across different business sectors within one organization, highlighting variations in employee perceptions shaped by distinct operational contexts.]]>
<![CDATA[Implementation Of Human Resource Management in Supporting the Development of Artists’ Creativity ]]>
<![CDATA[Abduh, Muhammad]]>;
<![CDATA[Rusydi, Muhammad]]>;
<![CDATA[AC, Ahmad]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 2 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i2.3033
<![CDATA[This paper seeks to examine how human resource management can be implemented to facilitate the process of nurturing the creativity of artists in the context of Al Hasyimi Calligraphy Art Studio in Palu City, Central Sulawesi. A qualitative descriptive method was used in the study to get to know the managerial practices and creative development in the natural environment of the studio. Participant observation, in depth interviews, and documentation were used to collect data that included the studio leader, trainers and active members. The interactive model of data reduction, data display, and conclusion drawing was used to analyze the data. The results reveal that the practices of human resource management applied in Al Hasyimi Calligraphy Art Studio are characterized by adaptive planning, open-based recruitment that is based on interest and commitment, life-long training and mentoring, and moral and religious-based supervision. They are not structured in a very formal system but they are effective in providing an environment that is conducive to artistic learning and development of creativity. The research also established that commitment to leadership, an enabling organizational environment and the intrinsic motivation of the members are critical aspects that reinforce creativity. Simultaneously, the lack of financial resources, poorly equipped facilities, and a lack of a well-established career development system are serious problems. The research concludes that creativity can be supported effectively through human resource management in a community based artistic institution provided that it is based on commitment, mentorship and shared values.]]>
<![CDATA[Analysis of Sustainable Ecotourism Development: Case Study ]]>
<![CDATA[Darmawan, I Kadek Ari]]>;
<![CDATA[Widnyana, I Ketut]]>;
<![CDATA[Maba, Wayan]]>;
<![CDATA[Vipriyanti, Nyoman Utari]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 3 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i3.3213
<![CDATA[Sustainable ecotourism development is an important strategy in regional development that integrates economic, social, and environmental aspects. Teba Majalangu, located in Kesiman Kertalangu Village, East Denpasar District, which means “a place to learn about nature,” has great potential to be developed as a sustainable ecotourism destination. This study aims to analyze the development of ecotourism in Teba Majalangu by identifying its potential, challenges, and appropriate development strategies. The research method employs both qualitative and quantitative approaches using SWOT analysis (Strengths, Weaknesses, Opportunities, Threats). Data were obtained through field observations, interviews with village officials, tourism managers, and local communities, as well as documentation studies. The results show that Teba Majalangu possesses strengths such as unique natural landscapes, local cultural values, and community support, but still faces weaknesses such as limited infrastructure, lack of promotion, and low human resource capacity. Development opportunities are supported by the growing awareness of ecotourism among tourists, government support, and potential collaboration with various stakeholders, while threats include competition from other tourist destinations, environmental degradation, and climate change. Recommended strategies include optimizing natural and cultural potential, improving infrastructure and human resource capacity, strengthening promotion, and innovating sustainable tourism products. Through a holistic approach involving communities, government, and related stakeholders, the development of Teba Majalangu ecotourism is expected to improve local welfare while preserving the environment and culture.]]>
<![CDATA[Social Media Visual Marketing Strategy for MSMEs Based on Manager Skills Analysis ]]>
<![CDATA[Salsabila, Puteri]]>;
<![CDATA[Ciptandi, Faja]]>;
<![CDATA[Utami, Lira Anindita]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 3 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i3.3020
<![CDATA[Despite the advantages offered by digital platforms, fashion MSMEs in the southern part of Bengkulu are still struggling with the adoption of social media for visual marketing, creating a new demand for their businesses.The use of social media for visual marketing is still a challenge for fashion MSMEs in South Bengkulu, even though digital platforms offer a great opportunity for expanding market reach and improving customer engagement. The issue is not the availability of social media platforms, but rather limited visual, technical and strategic skills of the managers of MSME in creating and managing good digital content. The purpose of this study is to find the visual marketing competence level of the managers of fashion MSMEs and to create an effective stage by stage approach that is appropriate to their current competence and business environment. The data collection was carried out using a qualitative approach with the social media observation method, in-depth interviews with MSME managers and consumers in Pasar Manna District, amounting to 74 MSME and 8 consumers, and literature study. The results indicated that majority of MSME managers are at Level 1, which involves basic use of social media, less quality of product photos, lack of information about the business and its products, infrequent posting, poor quality of captions, and inadequate customer interaction. Consumer interviews suggest that clear product pictures, full information, and a responsive communication have a significant impact on the level of consumer trust and purchase interest, whereas manager interviews highlight issues such as limited knowledge, time, cost and mentoring availability.]]>
<![CDATA[The Impact of Supportive Leadership, Gender Equity Policies, and Workplace Diversity on Women’s Career Growth ]]>
<![CDATA[Marina, Ida Ayu Putu Anandita]]>;
<![CDATA[Santoso, R Tri Priyono Budi]]>;
<![CDATA[Komalasari, Yeyen]]>;
<![CDATA[Nainggolan, Gilbert]]>
<![CDATA[ Journal La Sociale Vol. 7 No. 3 (2026): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
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DOI: 10.37899/journal-la-sociale.v7i3.3146
<![CDATA[This study aims to examine the impact of supportive leadership, gender equity policies, and workplace diversity on women’s career growth at Hotel Tugu Bali. The research employed a quantitative approach using a survey method, with data collected from female employees through structured questionnaires. The data were analyzed using multiple linear regression analysis supported by validity tests, reliability tests, and hypothesis testing. The results show that supportive leadership has a significant positive effect on women’s career growth, indicating that leadership practices that provide support, attention, and development opportunities encourage women to grow in their careers. Gender equity policies also have a significant positive effect, suggesting that fair promotion opportunities and equal access to training contribute to women’s career advancement. In addition, workplace diversity significantly influences women’s career growth, demonstrating that an inclusive work environment enables women to feel accepted and more confident in developing their potential. Simultaneously, supportive leadership, gender equity policies, and workplace diversity have a significant combined effect on women’s career growth, indicating that career development for women is shaped by the interaction of leadership support, equitable organizational policies, and a diverse work environment. These findings highlight the importance of creating supportive leadership practices, implementing fair gender equity policies, and fostering workplace diversity to enhance women’s career growth within the hospitality industry.]]>
