Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
MORFAI This journal will publish research articles or studies that are multidisciplinary in nature, including: education, law, health, agriculture, engineering, energy, technology, and social science. This journal is dedicated to explore and socialize many creative and innovative thought who focus in: Humanities: Art, History, Languages, Literature, Music, Philosophy, Religion, Theater, etc. Social Science: Geography, Sociology, Education, Political Science, Law, Policy, Social Review, Arts, History, Philosophy, Anthropology Management: Commerce, Economics, Finance, Accounting, Corporate Governance, Human Resources Management, Marketing Management, Quality Management Training and Development Engineering: Information Technology, Computer Application, Civil Engineering, Machanical Engineering, Chemical Engineering, Electrical Engineering, Physics Medical Science: Medicine, Health, Nursing, Clinical Research, Pharmacy, Pharmaceutical, Pharmacognosy, Pharmacology, Phytochemistry Biology: Botany, Bioscience, Microbiology, Biotechnology, Clinical Biology, Molecular Biology, Biochemistry, Agriculture, Chemistry, Environment and Ecology, Food Science, Nutrition, Plant Science, Entomology, Zoology, Fisheries Physical Education: Sports, Yoga, Physiotherapy, Physiology, Exercise, Health
Articles
1,727 Documents
<![CDATA[NAVIGATING THE NEW NORMAL: A PRACTICAL GUIDE TO POST-PANDEMIC HR POLICIES ]]>
<![CDATA[Tuti Damayanti]]>;
<![CDATA[Ramon Zamora]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18492232
<![CDATA[The COVID-19 pandemic precipitated a permanent transformation in the global workplace, shifting employee expectations toward flexibility, well-being, and purpose. This has created a critical misalignment with traditional, office-centric HR policies, leading to risks of attrition, inequity, and disengagement. This article aims to develop a practical framework for redesigning HR policies to meet the demands of the post-pandemic "new normal." Utilizing an integrative review methodology, it synthesizes contemporary academic and industry literature to formulate actionable guidance. The results and discussion are structured around five pillars: implementing structured hybrid work models, intentionally cultivating culture in a dispersed environment, embedding holistic well-being into operations, and transforming talent management for equity and agility. The conclusion argues that a proactive, integrated approach to these areas is not an administrative task but a strategic imperative. Organizations that successfully adapt their people’s practices by fostering trust, inclusivity, and resilience will secure a sustainable competitive advantage in the evolving landscape of work.]]>
<![CDATA[Eco-Innovation, Learning Orientation and Cost Precision: A Strategic Approach to Sustainable Product Design ]]>
<![CDATA[Jatiningsih, Dyah Ekaari Sekar]]>;
<![CDATA[Jenny Aufa Salsha Belia Putri]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18611814
<![CDATA[This study explores the impact of cost information precision, learning orientation, and performance-prove orientation on sustainable product design in the context of ecological innovation and cost efficiency. The method applied in this study is a laboratory experiment with a 2x2x2 factorial design, involving 117 accounting students as participants. The results of the ANOVA test show that each independent variable does not have a significant main effect. However, interestingly, the interaction between cost information precision and performance-prove orientation proved to be significant, indicating that precise cost information is more effective in encouraging sustainable product design when accompanied by motivation to prove performance. These findings confirm that sustainable product design does not only depend on technical factors, but also requires support from cognitive and motivational aspects. This study provides theoretical contributions and practical implications for eco-innovation strategies in facing competition in the industry]]>
<![CDATA[DETERMINATION OF PRIORITY FOR ROAD INFRASTRUCTURE QUANTITY DEVELOPMENT IN SUPPORTING REGIONAL DEVELOPMENT IN KENDARI CITY WITH PROCESS HIERARCHY ANALYSIS METHOD ]]>
<![CDATA[Mahrani, Waode Anggun]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
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DOI: 10.5281/zenodo.18465451
<![CDATA[The high level of activity in Kendari city is due to its status as the provincial capital with functions as the center of government, education, and economic activity, resulting in limited road space, low accessibility and traffic congestion. The government's desire to make Kendari city a service city and attractive to investors and tourists, both domestic and foreign. In order to meet the needs of the community, with limited local government resources to meet them in a short period of time, it is necessary to do optimization. This research aims to: 1) analyze criteria and weights in determining road development priorities; 2) determine road development priorities in supporting regional development; 3) measure the impact of road development projects on relevant key performance indexes. The data analysis method is descriptive quantitative and qualitative with hierarchical analysis process (AHP). The results of the study concluded 1) The weighting analysis shows in order of the highest weight criteria accessibility, benefits, road network performance, regional development and costs. 2) Hierarchical process analysis shows that the most priority alternative chosen to meet the needs of the road network is a combination of Kendari ring road and inner ring road 3) Both combinations are useful for increasing accessibility, improving the performance of the existing road network, becoming a strategic road to support the industrial sector, trade and urban growth centers in order to improve the regional economy.]]>
<![CDATA[VIRTUAL REALITY (VR) AS AN EDUCATIONAL MEDIA TO PREVENT EARLY MARRIAGE AMONG ADOLESCENTS ]]>
<![CDATA[Dessya Putri Ayu]]>;
<![CDATA[Miftahul Jannah]]>;
<![CDATA[Surya Dewi Puspita]]>;
<![CDATA[Yohan Yuanta]]>;
<![CDATA[Putri Rahayu Ratri]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 6 (2025): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.54443/morfai.v5i6.4686
<![CDATA[Early marriage remains a significant social issue affecting adolescent health, education, and well-being, particularly in Karangpring Village, Sukorambi District, Jember. This study aimed to develop and evaluate the effectiveness of Virtual Reality (VR) as an educational medium for preventing early marriage among adolescents. The research employed the ADDIE development model (Analysis, Design, Development, Implementation, Evaluation). During the analysis phase, a survey involving 30 adolescents was conducted to identify educational needs. The VR media titled “My Future in My Hands” was developed using Unity 3D and validated by three experts, yielding a 89,75% feasibility score (very feasible). Field implementation further showed a statistically significant improvement in adolescents’ knowledge scores after exposure to the VR simulation, underscoring its effectiveness as a learning tool. High user satisfaction ratings also reflected the acceptability and appeal of VR as a learning medium for digital-native youth. The findings demonstrate that VR is an effective and innovative educational tool to enhance adolescents’ awareness of early marriage risks. This approach can be integrated into community-based reproductive health education programs for youth.]]>
<![CDATA[THE HIGH-PERFORMANCE PLAYBOOK: STRATEGIES FOR MOTIVATING AND RETAINING TOP TALENT ]]>
<![CDATA[Synthia]]>;
<![CDATA[Ramon Zamora]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18599094
<![CDATA[This article addresses the critical business challenge of employee retention in the competitive modern talent market. The objective is to provide a systematic, actionable framework for organizations to motivate and retain their highest performers. The methodology synthesizes contemporary management research, organizational psychology principles, and best practices from industry case studies into a cohesive "playbook." The proposed strategies are organized into four foundational pillars: cultivating a culture of purpose and psychological safety, fueling personalized growth, optimizing performance through clarity and feedback, and implementing holistic recognition. The discussion emphasizes that retention is a strategic outcome of a holistic employee experience, moving beyond transactional perks. The conclusion posits that by architecting an ecosystem where top talent can thrive, organizations secure a sustainable competitive advantage through enhanced innovation, stability, and performance, ultimately transforming retention from an HR metric into a core leadership responsibility.]]>
<![CDATA[CONFLICT TO COLLABORATION: EFFECTIVE STRATEGIES FOR MANAGING WORKPLACE DYNAMICS ]]>
<![CDATA[Marlissa Oktaviani]]>;
<![CDATA[Ramon Zamora]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18640906
<![CDATA[This article addresses the persistent organizational challenge of workplace conflict, which, when mismanaged, leads to decreased morale, productivity loss, and talent attrition. The objective is to provide a practical framework for shifting conflict from a destructive force to a catalyst for collaboration and innovation. The methodology synthesizes contemporary research in organizational psychology, mediation principles, and leadership studies to construct a multi-tiered strategy encompassing leadership intervention, cultural systems, and individual skills. The results present a clear model for diagnosing conflict sources, a step-by-step facilitation process for leaders, and proactive systems for building a resilient team culture. The discussion emphasizes that effective management transforms conflict from an emotional drain into a strategic gain, fostering psychological safety and robust problem-solving. The conclusion asserts that mastering workplace dynamics is not an optional soft skill but a core leadership competency essential for building adaptable, high-performing teams.]]>
<![CDATA[IS YOUR HR DEPARTMENT OBSOLETE? REDEFINING PEOPLE OPERATIONS FOR THE 21ST CENTURY ]]>
<![CDATA[Tika Zulhiani]]>;
<![CDATA[Ramon Zamora]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18539663
<![CDATA[This article examines the critical imperative for organizations to transform their traditional Human Resources (HR) function into a strategic, modern People Operations model. The background establishes that in a knowledge-based economy where human capital is the primary driver of value, administrative and reactive HR practices create a strategic liability. The objective is to provide a diagnostic framework and a practical roadmap for this essential evolution. The methodology involves a synthesis of contemporary management literature, organizational case studies, and analysis of emerging best practices in talent strategy and employee experience. The results detail the four foundational pillars of a modern People function—Strategic Partnership, Employee Experience as a Product, Data-Driven Decisions, and Culture Cultivation—and a six-step transformation roadmap. The discussion argues that this shift moves HR from a cost center to a core competitive advantage. The conclusion asserts that redefining people operations is not a choice but a strategic necessity for organizational resilience and growth.]]>
<![CDATA[THE UTILIZATION OF DATA ANALYTICS TO DETERMINE THE DEVELOPMENT STRATEGY FOR THE TEACHING FACTORY OF SMK GRAFIKA KOTA TANGERANG ]]>
<![CDATA[Bambang Eko Supriyanto]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18639737
<![CDATA[This research aims to formulate a development strategy for the Teaching Factory (TeFa) at SMK Grafika Kota Tangerang, utilizing data analytics and referencing vocational education regulations. The TeFa is crucial for preparing graduates with industry-standard skills, yet its implementation faces constraints in planning, management, and data availability. The study used a descriptive quantitative approach, employing simple statistical analysis of questionnaire data collected from respondents regarding TeFa implementation. The analysis assessed the level of data utilization in the school's planning, operations, evaluation, and decision-making. Results indicate that the use of data analytics is still moderate, specifically in program evaluation, competency mapping, and determining industry-based training needs. These findings necessitate systematically increasing data utilization, particularly for industry-based curriculum development, business collaboration, and production scheduling. The research recommends data-driven strategies, including enhancing data literacy among teachers, integrating school information systems, optimizing program evaluation, and strengthening industrial partnerships. The implications provide a foundation for school policymakers to design TeFa development that is accurate, measurable, and sustainable, thereby increasing graduate competitiveness in the job market.]]>
<![CDATA[THE BURNOUT EPIDEMIC: AN HR CRISIS AND WHAT TO DO ABOUT IT ]]>
<![CDATA[Dahlina Nopilawati]]>;
<![CDATA[Tibrani]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18501772
<![CDATA[This article addresses the pervasive and costly organizational crisis of employee burnout. The background establishes burnout as a syndrome of exhaustion, cynicism, and reduced efficacy, increasingly prevalent in modern workplaces. The objective is to argue that HR must lead a systemic, strategic intervention, moving beyond individual resilience programs to address root causes. The methodology synthesizes the seminal Job Demands-Resources model and Christina Maslach’s Six Mismatches framework with contemporary research on organizational psychology and work design. The results present a diagnostic audit based on the six mismatches and a multi-tiered intervention strategy targeting organizational systems, managerial practices, and cultural norms. The discussion posits that burnout is a critical failure of work design, not a personal failing, and that sustainable performance is only possible through humane systems. The conclusion asserts that transforming the approach to burnout from a wellness issue to a strategic priority is essential for ethical leadership and long-term competitive advantage.]]>
<![CDATA[QUIET QUITTING AND LOUD POLICIES: RE-ENGAGING THE DISENGAGED WORKFORCE ]]>
<![CDATA[Muhammad Said]]>;
<![CDATA[Tibrani]]>;
<![CDATA[Lukmanul Hakim]]>
<![CDATA[ Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue ]]>
Publisher : <![CDATA[RADJA PUBLIKA ]]>
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DOI: 10.5281/zenodo.18613182
<![CDATA[The post-pandemic workplace is characterized by widespread employee disengagement, manifesting as "quiet quitting”the conscious withholding of discretionary effort. Organizations often counter with generic, top-down "loud policies," which fail to address core psychological needs, deepening the engagement crisis. This study aims to analyze the disconnect between employee disengagement and organizational responses, and to propose a actionable framework for fostering genuine re-engagement. Employing a qualitative multi-method approach, the research synthesizes findings from a systematic literature review, in-depth semi-structured interviews with 35 knowledge workers across three industries, and two focused case studies of organizations undergoing cultural transformation. The analysis reveals that disengagement stems from eroded psychological contracts, burnout, and a lack of purpose. Loud policies, such as blanket RTO mandates, exacerbate these issues by signaling distrust. Effective re-engagement is predicated on psychological safety, co-created flexibility, and outcome-based management. Moving from compliance-focused mandates to human-centric leadership is essential. Sustainable engagement requires replacing loud, impersonal policies with quiet, consistent practices that rebuild trust and recognize employee agency.]]>
