JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB)
JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB) has main objective which is to cater an intellectual platform for the international scholars. JHSSB aims to promote interdisciplinary studies in business and social science and become the leading journal in humanities, social science and business in the world. The JHSSB journal publishes research papers in the fields of management, marketing, finance, economics, banking, accounting, human resources management, international business, hotel and tourism, entrepreneurship development, business ethics, international relations, law, development studies, population studies, Social and political science, history, journalism and mass communication, corporate governance, cross-cultural studies, public administration, psychology, philosophy, sociology, women studies, religious studies, social welfare, anthropology, linguistics, Literature, Art, Anthropology, Ecology, Geography, Education, Governance, Public Administration. and so on. All manuscripts are double-blinded peer reviewed.
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325 Documents
<![CDATA[IHRM: A BLIBIOMETRIC ANALYSIS ]]>
<![CDATA[Pramita, Cindy]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.597
<![CDATA[The globalization of business has created a need for companies to develop effective international human resource management practices. IHRM is a critical area of research in the field of human resource management, as it encompasses issues related to the management of people in a global context. Given the complexity of managing human resources across national borders, it is important to understand the factors that influence IHRM practices and their impact on organizational outcomes. This research aims to investigate the interrelationships between IHRM and other related topics, such as global and domestic hiring practices. The data used consists of 100 articles indexed by Scopus for the period of 2018-2023. This research method employs bibliometric analysis using the VOSviewer software. The results of the analysis were visualized through co-authorship, co-occurrence, and co-citation, namely the most frequently identified article citations from the 10 highest citation groups. It shows that IHRM commitment is related to other issues such as cultural divergence, IHRM strategy, HRM practices convergence, expatriates, and global HR hiring. This review aims to serve as a reference for future research on IHRM strategy and other relevant variables.]]>
<![CDATA[JOB SATISFACTION: A BIBLIOMETRIC ANALYSIS ]]>
<![CDATA[Prilatama, Aris]]>;
<![CDATA[Churiyah, Madziatul]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.605
<![CDATA[This study aims to conduct a bibliometric analysis of co-authorship, co-occurrence, and citation related to job satisfaction. The method used in this study involves selecting the keyword "job satisfaction" from ScienceDirect.com, resulting in a total of 30,839 filter records within the range of 2000-2023. After verification, 83 articles that met the criteria were obtained using VosViewer Journal application. The results revealed 70 clusters with the strongest link strength and total link, as well as keywords that are directly related to job satisfaction such as well-being, diversity, COVID-19, autonomy, stress, job fatigue, polynomial regression, and performance. The implications of this study are that it provides valuable insights into the factors and issues that affect job satisfaction, and these findings can be used to inform policies and practices that promote job satisfaction among employees.]]>
<![CDATA[THE INFLUENCE OF TRAINING AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT PT. BANK SUMUT SYARIAH SUB-BRANCH KARYA MEDAN ]]>
<![CDATA[Amelia S., Risky]]>;
<![CDATA[Safrin, Feby Aulia]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.617
<![CDATA[This study aims to analyze the effects of training and work motivation on employee performance at PT Bank SUMUT Syariah Sub-Branch Karya Medan. The research method used is quantitative research with an associative approach. The population of this study consisted of 35 employees from PT Bank SUMUT Syariah Sub-Branch Karya Medan. Sampling was conducted using a saturated sample model. Data collection involved the use of primary data obtained through questionnaire distribution, as well as secondary data obtained through literature review. The results of the research indicate that the training variable has an insignificant effect, while motivation has a significant effect on employee performance. Both training and work motivation variables collectively influence employee performance, as evidenced by a strong relationship with an R value of 0.88 or 88%. The Adjusted R Square value reveals that the training and work motivation variables explain 63.1% of the performance variable, while the remaining percentage is influenced by other unexplained variables.]]>
<![CDATA[THE INFLUENCE OF ORGANIZATIONAL COMMITMENT, ORGANIZATIONAL CULTURE AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE: A LITERATURE STUDY ]]>
<![CDATA[Syarifin, Muhammad Hanif]]>;
<![CDATA[Atmaja, Hanung Eka]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
Publisher : <![CDATA[Transpublika Publisher ]]>
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DOI: 10.55047/jhssb.v2i3.631
<![CDATA[Performance as a company benchmark to increase its profitability. This study aims to determine the effect of organizational commitment, organizational culture and job satisfaction on employee performance. This research uses a literature study method with a qualitative approach. The research used secondary data, which totaled 20 journals with a period of 2018-2023. The results of the research show that a measure of employee commitment to the organization and vice versa will create a good organizational atmosphere. Organizational commitment can be viewed from a behavioral perspective, where commitment is characterized by consistent patterns of behavior. The higher an employee's level of organizational commitment to the organization, the more likely they are to demonstrate improved performance. Organizational culture plays a significant role in coordinating job-related matters and minimizing the occurrence of errors within the organization. For employees, a supportive organizational culture can contribute to the achievement of their individual goals, as it serves as an internal mechanism for aligning the company's operations with the employees. Consequently, a positive organizational culture fosters adaptation and enhances employee performance. Job satisfaction also holds considerable influence over various aspects of work, particularly in relation to improving job performance. An increase in job satisfaction tends to be accompanied by improved performance. These three variables namely, organizational commitment, organizational culture, and job satisfaction have been empirically proven to exert a significant impact on employee performance.]]>
<![CDATA[OPTIMAL PORTFOLIO FORMATION ANALYSIS USING THE SINGLE INDEX MODEL DURING THE COVID-19 PANDEMIC: A Study on The LQ 45 Index on the Indonesian Stock Exchange (IDX) ]]>
<![CDATA[Rafiana A. S., Andi Besse]]>;
<![CDATA[Maulana, M. Ikhwan]]>;
<![CDATA[Anwar]]>;
<![CDATA[Burhanuddin]]>;
<![CDATA[Nurman]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.625
<![CDATA[This study aims to determine the optimal portfolio formation using the single index model method on LQ 45 Index stocks for the period from March 2020 to December 2021. The population in this study consists of all company shares included in the LQ 45 Index during the specified period, totaling 45 stocks. A sample of 36 companies was selected using a nonprobability sampling technique with a purposive sampling method. Data collection was carried out using documentation techniques, primarily focusing on collecting closing stock price data. The data analysis process involved collecting the closing stock price data and utilizing the single index model method to identify an optimal portfolio. The results of this study indicate that 18 company shares were included in the optimal portfolio. These companies are ADRO (7.46%), AKRA (14.51%), ANTM (7.97%), ASII (4.42%), BBNI (3.3%), BBTN (1.8%), BMRI (4.55%), CPIN (1.45%), ERAA (11.14%), EXCL (3.19%), INCO (8.55%), INKP (3.98%), ITMG (5.08%), JPFA (4.86%), JSMR (3.37%), KLBF (8.3%), TKIM (1.85%), and TOWR (4.23%). The expected return for the portfolio is 4.38% per month, with a portfolio risk borne by investors of 0.29% per month. The study suggests that constructing a portfolio with the identified stocks can yield favorable returns. However, it is crucial to regularly reassess and adjust portfolios due to changing market conditions and individual risk preferences. The implications highlight the benefits of using the single index model for portfolio formation. By considering the relationship between individual stocks and the LQ 45 Index, investors can make informed decisions to maximize returns while managing risk. These specific stocks can serve as a starting point for further research in portfolio management.]]>
<![CDATA[THE EFFECT OF SOLVABILITY ON ASSET MANAGEMENT ON THE OBLIGATION OF SALATIGA CITY GOVERNMENT: (Empirical Study on Salatiga City Government for the 2021-2022 Period) ]]>
<![CDATA[Saputri, Septia Ragil]]>;
<![CDATA[Sari, Kamala Aprelia]]>;
<![CDATA[Bharata, Risma Wira]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.640
<![CDATA[The financial statements of local governments include assets that represent their economic wealth, which are presented in the balance sheet. However, the balance sheet of Salatiga City's local government financial statements shows an increase in inventory, long-term investments, fixed assets, and other assets. This study aims to examine the financial condition of the Salatiga City area and assess the Salatiga City Government's ability to fulfill its debts or obligations using the solvency ratio. The research method employed in this study is quantitative with a descriptive approach, involving the analysis of numerical data through calculations. The results indicate that the financial condition of the Salatiga City Regional Government demonstrates optimization in the management of current assets, as evidenced by a decrease in the solvency ratio. However, the Salatiga City Regional Government should implement strategies and improve the management of current assets and cash to enhance its ability to meet short-term and long-term financial obligations. The decline in asset value in 2021 in the Salatiga City Regional Government can be attributed to a decrease in current assets and cash.]]>
<![CDATA[THE INFLUENCE OF WORK ENVIRONMENT AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT UPT OFFICE. SAMSAT BULUKUMBA ]]>
<![CDATA[Adelia, Haera]]>;
<![CDATA[Nurman]]>;
<![CDATA[Idris, Abdi Akbar]]>;
<![CDATA[Musa, Chalid Imran]]>;
<![CDATA[Haeruddin, M. Ikhwan Maulana]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.648
<![CDATA[This study aimed to examine the impact of work environment and work motivation on employee performance at the UPT office, Samsat Bulukumba. The sample population comprised 28 employees from the UPT office, and a saturated sampling method was employed for this quantitative research. Primary and secondary data were collected using a questionnaire distribution technique. The data were analyzed using SPSS 21. The findings indicated a positive relationship between the work environment (X1) and employee performance (Y), with a coefficient value of 0.396 (>2.059) and a significant value of 0.005 (<0.05). However, the work motivation (X2) exhibited a negative effect on employee performance (Y), with a coefficient value of -0.070 (<2.059) and a non-significant value of 0.559 (>0.05). The coefficient of determination revealed that the variables of work environment and work motivation accounted for 29.9% of the influence on employee performance, while the remaining percentage was attributed to other variables beyond the scope of this study.]]>
<![CDATA[IMPLEMENTATION OF VILLAGE AUTONOMY POLICY BASED ON LAW NUMBER 6 OF 2014 ]]>
<![CDATA[Putri, Anhesa Rinta Deidrayanti]]>;
<![CDATA[Saputri, Septia Ragil]]>;
<![CDATA[Manurung, Herlina]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.650
<![CDATA[Indonesia is a highly diverse country in terms of culture, language, ethnicity, and customs, presenting a challenge in managing the diverse local interests in each region. To address this, the Indonesian government enacted Village Law No. 6 of 2014, granting villages the authority to manage natural resources, human resources, and infrastructure development within their areas. However, the implementation of village autonomy under this law still faces various challenges and obstacles. Insufficient capacity and human resources in villages, coupled with a lack of knowledge and technology, hinder effective decision-making that caters to the needs of the village community. This study aims to analyze the implementation of village autonomy policy based on Law No. 6 of 2014 in Indonesia. Using a qualitative approach with a legal perspective (Statue approach), the researchers examine the relevant laws and regulations pertaining to the legal issues at hand. The study concludes that the pre-Law No. 6 of 2014 implementation of village autonomy was limited and did not fully empower the villages.]]>
<![CDATA[THE INFLUENCE OF COMMUNICATION PATTERNS, ORGANIZATIONAL CULTURE AND REWARDS ON IMPROVING EMPLOYEE PERFORMANCE AT PT BAKRIE SUMATRA PLANTATION KISARAN ]]>
<![CDATA[Alfina, Shinta Rizki]]>;
<![CDATA[Mardhiyah, Ainun]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.638
<![CDATA[The success of a company relies heavily on employee performance, making it crucial to consider employee performance when aiming to improve overall company performance. Communication patterns and organizational culture play vital roles in this regard, as effective communication within the company and a positive organizational culture can enhance employee performance. This study investigates the impact of communication patterns, organizational culture, and rewards on improving employee performance at PT. Bakrie Sumatra Plantation Kisaran. The study employs a quantitative research approach with an associative focus. The sample consists of 40 respondents selected through saturated sampling. Primary data was collected using questionnaires distributed directly to the respondents, employing a Likert scale. The data analysis involves instrument validity and reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing using SPSS. The findings indicate a strong relationship between communication patterns, organizational culture, rewards, and employee performance, as evidenced by a coefficient of determination (R2) of 0.668. Furthermore, the variables of communication patterns, organizational culture, and rewards explain and affect employee performance (Y) by 0.399, as indicated by the coefficient of determination (Adjusted R Squared). This study reveals that communication patterns (X1), organizational culture (X2), and rewards (X3) significantly influence employee performance (Y) at PT. Bakrie Sumatra Plantation Kisaran, while 60.1% of the variance in employee performance is attributed to other unexplored factors.]]>
<![CDATA[THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL CLIMATE ON EMPLOYEE'S ORGANIZATIONAL COMMITMENT IN THE REGIONAL PERSONNEL AND HUMAN RESOURCES DEVELOPMENT AGENCY (BKPSDMD) MAKASSAR CITY ]]>
<![CDATA[Rahmayani, Feby]]>;
<![CDATA[Ramli, Anwar]]>;
<![CDATA[Dipoatmodjo, Tenri Sayu Puspitaningsih]]>;
<![CDATA[Hasbiah, Sitti]]>;
<![CDATA[Kurniawan, Agung Widhi]]>
<![CDATA[ JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 2 No. 3 (2023): MAY ]]>
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DOI: 10.55047/jhssb.v2i3.646
<![CDATA[Organizational culture and organizational climate play crucial roles in shaping employee commitment. Organizational culture encompasses shared values and beliefs, while organizational climate pertains to the prevailing attitudes and feelings in the workplace. Positive culture and climate foster employee engagement, satisfaction, and commitment, while negative ones can lead to decreased commitment and increased turnover. This study aims to examines the influence of organizational culture and climate on employee commitment at BKPSDMD Makassar City. The research includes 121 employees from the Regional Employment and Human Resources Development Agency. Data were collected through questionnaires and analyzed using multiple linear regression analysis. The results indicate that organizational culture has a negative effect on employee commitment, reflected in a coefficient value of -0.272 and a t-statistic of 2.032 (t-statistic > t-table, p < 0.05). Conversely, organizational climate significantly and positively impacts employee commitment, with a coefficient value of 0.586 and a t-statistic of 6.217 (t-statistic > t-table, p < 0.05). Simultaneously, both variables collectively influence organizational commitment, as shown by an F-statistic of 91.416 (F-statistic > F-table, p < 0.05). These findings contribute to the existing literature on organizational behavior and offer practical implications for enhancing employee commitment in similar contexts.]]>
