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Jl. Raya Ciruas Petir, Komplek Puri Citra Blok B2 No. 34 Kelurahan Pipitan Kecamatan Walantaka Kota Serang - Banten 42183
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INDONESIA
Indonesian Journal of Economy, Business, Entrepreneuship and Finance (IJEBEF)
Published by Education and Social Center Publisher
ISSN : 27766179     EISSN : 27766187     DOI : https://doi.org/10.53067/ijebef
Core Subject : Economy,
Economics, Econometrics & Finance
Indonesian Journal of Economy, Business, Entrepreneuship and Finance (IJEBEF) is a peer-refereed open-access National journal which has been established for the dissemination of state-of-the-art knowledge in the field of Economy. Starting from 2021, IJEBEF would be published Three times in a year. All submitted manuscripts will be initially reviewed by editors and are then evaluated by a minimum of Two Reviewers through the double-blind review process. This is to ensure the quality of the published manuscripts in the journal.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 221 Documents
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PENGARUH IKLIM ORGANISASI, KEDISPLINAN DAN LINGKUNGAN KERJA TERHADAP KINERJA MELALUI EFIKASI DIRI PT ISS CABANG SOUTH QUARTER JAKARTA SELATAN Ali, Muhammad Nur; Christianto, Reinardus Dwi Prio
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.309

Abstract

Muhammad Nur Ali: The Influence of Organizational Climate, Discipline and Work Environment on Performance Through Self-Efficacy of PT ISS South Quarter Branch, South Jakarta. The purpose of this research is to determine the influence of organizational climate, discipline and work environment on performance through self-efficacy of PT ISS Indonesia South Quarter Branch, South Jakarta. The method in this research is survey research with a quantitative approach, assessment based on numbers using statistical calculations, using Saturated Sampling/census techniques. This research used a sample of 114 employees. Data was processed using the SEM, Smart PLS, 3.0 method.The research results show that the Organizational Climate variable (X1) directly has no effect on Self-Efficacy (Z), Discipline (X2) directly has a significant positive effect on Self-Efficacy (Z), Work Environment (X3) directly has no effect on Self-Efficacy ( Z), Organizational Climate (X1) and, Discipline (X2) do not directly have a significant positive effect on Performance (Y), Work Environment (X3) directly has a positive and significant effect on Performance (Y), and Self-Efficacy (Z) directly does not directly have a significant effect on Performance (Y) at PT ISS South Quarter Branch, South Jakarta.
PENINGKATAN KINERJA MELALUI DISIPLIN DAN LINGKUNGAN KERJA FISIK (STUDI EMPIRIK PADA KARYAWAN PENYEDIA JASA LAINNYA PERORANGAN RSPON PROF DR MAHAR MARDJONO JAKARTA Febriana, Novita; Sunarto, Ading
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.310

Abstract

This study aims to examine the effect of work discipline and physical work environment on the performance of PJLP (Individual Other Service Providers) employees at RS PON Prof. Dr. dr. Mahar Mardjono Jakarta. This research used a quantitative method with an associative approach. The sample consisted of 83 respondents selected using a saturated sampling technique. Data were collected through questionnaires and direct field observations. The data analysis techniques included validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, coefficient of determination, and hypothesis testing (t-test and F-test) using IBM SPSS version 27. The results of the study show that the regression equation obtained was Y = 5.167 + 0.856X₁ + 0.066X₂. Work discipline has a positive and significant effect on employee performance with a significance value of 0.000 < 0.05, while the physical work environment partially does not have a significant effect with a significance value of 0.538 > 0.05. However, simultaneously, work discipline and physical work environment have a significant effect on employee performance with a significance value of 0.000 < 0.05. The coefficient of determination (R² = 0.561) indicates that 56.1% of the variation in employee performance can be explained by work discipline and physical work environment, while the remaining variation is influenced by other factors outside this study.
MANAJEMEN PENGEMBANGAN SDM BERBASIS PEMBELAJARAN KONTEKSTUAL TERHADAP PENINGKATAN KOMPETENSI DAN KOMITMEN ORGANISASI Paeno, Paeno; Kamsidik, Kamsidik
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.311

Abstract

This study aims to analyze the effect of human resource (HR) development management based on contextual learning on the improvement of employee competencies and organizational commitment. The research employs a quantitative approach using a survey method, involving 150 respondents consisting of employees and managers in educational and business sector organizations. Data were collected through structured questionnaires and analyzed using multiple linear regression to examine the relationships between variables. The results indicate that the implementation of contextual learning in HR development significantly enhances employee competencies, which in turn contributes to the improvement of organizational commitment. These findings underscore the importance of HR development strategies that emphasize real-world learning experiences, task relevance, and practical application in daily work. The study provides practical implications for HR managers in designing effective development programs to improve human resource quality and strengthen organizational commitment.
ANALISIS IMPLEMENTASI GOOD GOVERNANCE DALAM PENGELOLAAN KEUANGAN DESA TIRTAYASA Afiah, Efi Tajuroh; Nurizki, Aris Trismayadi; Kusumawati, Nugrahini; Fatari , Fatari
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.312

Abstract

This study examined the implementation of good governance principles in the financial management of Tirtayasa Village, focusing on transparency, accountability, and community participation. The problem addressed in this research was the gap between normative governance regulations and their practical application at the village level, particularly in managing public financial resources. A descriptive qualitative approach with a case study method was employed. Data were collected through in-depth interviews, observation, and document analysis involving village officials, members of the Village Consultative Body, and community representatives. The findings showed that transparency had been implemented through formal information disclosure mechanisms, but public understanding of financial information remained limited. Accountability procedures were conducted in accordance with administrative requirements; however, they tended to emphasize compliance rather than performance and social accountability. Community participation occurred mainly during formal planning forums, yet involvement in monitoring and evaluation processes was minimal and dominated by local elites. The study concluded that the implementation of good governance in Tirtayasa Village had progressed at a procedural level but had not fully achieved substantive governance outcomes. Strengthening institutional capacity, improving financial literacy, and enhancing participatory accountability mechanisms were identified as essential steps to improve village financial governance and support sustainable local development.
EKSPLORASI KESIAPAN UMKM KOTA SERANG DALAM MENERAPKAN STANDAR AKUNTANSI KEUANGAN ENTITAS MIKRO, KECIL, DAN MENENGAH (SAK EMKM) Komarudin, Mochamad Fahru; Pebrianti, Pebrianti; Afriani, Raden Irna
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.313

Abstract

This study aims to explore the readiness of MSMEs in Serang City in implementing the Financial Accounting Standards for Micro, Small, and Medium Entities (SAK EMKM). The study employed a descriptive qualitative approach using interviews, observations, and documentation as data collection techniques. Data analysis was conducted using NVivo software to identify the main research themes. The results showed that the readiness of MSMEs in Serang City is still at a developing stage. Most business owners understand the importance of financial recording, but they do not yet fully understand the technical implementation of SAK EMKM. The main obstacles found include low accounting literacy, limited time, lack of administrative staff, insufficient training, and suboptimal use of digital technology. However, most MSME owners showed willingness to adopt better financial recording systems if practical and continuous assistance is provided. This study concludes that the implementation of SAK EMKM among MSMEs in Serang City requires support from local government, academics, and related institutions through training programs, mentoring, and digitalization of financial records. The findings are expected to serve as a policy basis for improving financial management quality and MSME competitiveness in the region.
DETERMINASI KETEPATAN WAKTU PELAPORAN KEUANGAN PADA PERUSAHAAN SEKTOR PERBANKAN Kartika, Rika; Sifa Ni’mah, Ratu
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.314

Abstract

Financial statements must be presented in a timely manner to remain relevant; however, delays still occur. This study examines the effect of profitability and leverage on the timeliness of financial reporting in banking companies listed on the Indonesia Stock Exchange during 2020–2024. A quantitative approach with multiple linear regression is used on 11 companies (55 observations). The results show that partially, profitability (sig 0,564 > 0,05) and leverage ((sig 0,442 > 0,05) have no significant effect (H1 and H2 rejected). However, simultaneously, they have a significant effect (sig 0,042 < 0,05; H3 accepted). The R Square value of 0.205 indicates a 20.5% contribution. In conclusion, profitability and leverage do not affect timeliness individually but have a joint effect with low explanatory power, indicating the influence of other factors such as firm size, liquidity, audit quality, and corporate governance.
PENGARUH MANAJEMEN TALENTA DAN WORK-LIFE BALANCE TERHADAP RETENSI KARYAWAN GENERASI Z DI SEKTOR JASA KOTA SERANG: PERAN MEDIASI KEPUASAN KERJA Agung Wibowo, Cokorda; Setiawan, Andriyansah
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.315

Abstract

The paradox of high unemployment alongside high turnover rates among Generation Z in the service sector requires a targeted human resource strategy. This study investigates the effect of Talent Management and Work-Life Balance (WLB) on Generation Z Employee Retention, with Job Satisfaction acting as a mediating variable. Conducted in the service sector of Serang City, the research employs a quantitative causal-associative design. Data were collected via purposive sampling from 100 Gen Z employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 4.0. The empirical results demonstrate that Talent Management and WLB significantly and positively impact Job Satisfaction. Furthermore, Talent Management and Job Satisfaction directly influence Employee Retention. However, a critical finding reveals that WLB does not directly affect Employee Retention; it requires Job Satisfaction as a full mediator. Talent management also partially mediates retention through job satisfaction. The study concludes that WLB acts as a hygiene factor, whereas talent development and job satisfaction are the primary drivers of retention. Managerial implications suggest shifting from generic retention strategies to personalized talent development and meaningful work-life integration.
PENGARUH ARTIFICIAL INTELLIGENCE ADOPTION DAN DIGITAL COMPETENCE TERHADAP KINERJA KARYAWAN MELALUI WORK ENGAGEMENT Afriliani, Fiqoh
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.317

Abstract

The rapid use of artificial intelligence in organizational activities has encouraged companies to strengthen employee digital competence and work engagement as key drivers of performance. This study aims to analyze the effect of artificial intelligence adoption and digital competence on employee performance through work engagement. The study uses a quantitative explanatory approach with a survey design. The research model positions artificial intelligence adoption and digital competence as independent variables, work engagement as an intervening variable, and employee performance as the dependent variable. Data were analyzed using Structural Equation Modeling based on Partial Least Squares with validity, reliability, coefficient of determination, predictive relevance, and hypothesis testing. The model testing results indicate that artificial intelligence adoption and digital competence have positive effects on work engagement and employee performance. Work engagement also strengthens the relationship between digital capability and employee performance. These findings imply that companies should not only invest in AI-based systems, but also provide structured digital learning, ethical AI guidelines, and engagement-oriented leadership. The study contributes to human resource management literature by integrating technology adoption, digital competence, work engagement, and employee performance in one empirical model.
PERAN TRANSFORMASI DIGITAL HRM TERHADAP PRODUKTIVITAS KARYAWAN PADA PERUSAHAAN JASA DI INDONESIA Hermawan, Enjam
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.322

Abstract

Digital transformation in human resource management has become an important strategic agenda for service companies because service quality, speed, and customer experience are highly dependent on employee productivity. This article aims to analyze the role of Digital HRM transformation in improving employee productivity in service companies in Indonesia. The study uses a qualitative literature review approach by synthesizing relevant concepts of digital HRM, electronic human resource management, human resource information systems, employee experience, and work productivity. The findings indicate that Digital HRM transformation contributes to employee productivity through several mechanisms, namely administrative efficiency, data-based HR decision making, acceleration of learning and development, digital performance management, self-service HR, and stronger employee engagement. However, the implementation of Digital HRM also requires digital readiness, leadership support, data governance, user-friendly systems, and continuous employee capability development. The study concludes that Digital HRM transformation should not be understood merely as technology adoption, but as a strategic redesign of HR processes, work culture, and employee value creation. This article provides managerial implications for service companies in Indonesia to build integrated, ethical, and productivity-oriented Digital HRM practices.
STRATEGI PENINGKATAN KINERJA KARYAWAN MELALUI DIGITAL TRAINING DAN KNOWLEDGE MANAGEMENT Syayidah Aslami, Hatim; Anwar, Rijatul
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.324

Abstract

Employee performance improvement has become a strategic agenda for organizations facing digital transformation, changing work patterns, and increasing demands for adaptive capability. Digital training enables organizations to deliver flexible, personalized, measurable, and continuous learning, while knowledge management strengthens the process of identifying, storing, sharing, and applying organizational knowledge. This article aims to examine the strategy for improving employee performance through digital training and knowledge management. The research uses a qualitative literature review method by analyzing concepts, theories, and previous studies related to digital learning, knowledge management, and employee performance. The results of the discussion show that digital training improves employee performance through skill acceleration, learning accessibility, feedback, and work-related competency development. Knowledge management contributes through knowledge sharing, documentation of best practices, organizational memory, and utilization of tacit and explicit knowledge. The integration of digital training and knowledge management creates a continuous learning ecosystem that supports individual capability, work effectiveness, innovation, and organizational productivity. The study recommends that companies develop learning needs analysis, digital learning platforms, knowledge repositories, communities of practice, mentoring systems, performance-based evaluation, and leadership support to optimize employee performance.

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