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INDONESIA
International Journal Administration, Business & Organization
Published by Asosiasi Ahli Administrasi Indonesia
ISSN : 27215652     EISSN : 27215652     DOI : https://doi.org/10.61242/ijabo.xx.xxx
Core Subject : Economy, Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Social Sciences
International Journal Administration Business and Organization (IJABO) is an international peer-reviewed scientific journal with open access, publishing high quality conceptual and measure development articles in the areas of management, business administration, and related disciplines. IJABO publishing interesting articles in a highly readable format in English or Indonesian (bilingual). First published in 2020 for an online version and receive original research articles and any review papers. The aims of IJABO are disseminate research results and to improve the productivity of scientific publications for worldwide audience . IJABO is published four monthly (3 issues per year) with the scope and focus of the research areas that covers a wide variety of topics in management (but not limited to): Business Administration, Organization and Behavior, Marketing, Retail, Small Business, Entrepreneurship, Human Resources, Management Finance, Public Administration, Education Administration, Public Policy, and Organization.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Strategi dan Menejemen
Articles 263 Documents
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Enhancing Decision-Making Effectiveness through Artificial Intelligence in the Digital Office Al Fajri, Shakira; Ailsa Videlia Rio Putri
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.649

Abstract

The phenomenon of digital transformation is pivotal in redefining the operational dynamics of organizations, particularly in management and decision-making. This research examines the role of Artificial Intelligence (AI) as a strategic innovation that significantly enhances operational efficiency, precision, and analytical capabilities in digital office environments. Employing a descriptive qualitative methodology grounded in comprehensive library research, data were meticulously gathered from scholarly literature and institutional reports on the integration of AI into digital management practices. The findings reveal that AI significantly augments decision-making capabilities through heightened accuracy, efficiency, and objectivity, bolstered by Decision Support Systems, machine learning algorithms, and predictive analytics frameworks. These advanced technologies facilitate managerial identification of patterns, anticipation of trends, and the formulation of expedited, evidence-based decisions. Nonetheless, the successful implementation of these technologies requires skilled human resources, robust data governance frameworks, and an organizational culture that fosters digital innovation. Furthermore, challenges such as algorithmic bias, ethical dilemmas, and data security vulnerabilities persist as critical factors requiring careful consideration. In summary, AI is indispensable for fortifying decision-making processes and enhancing organizational competitiveness.
Redefining Professional Competence in the Era of Artificial Intelligence: The Strategic Importance of Soft Skills and Emotional Intelligence Ramadhan, Akbar Fadhl; Ferdinand , Evan
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.652

Abstract

The rapid advancement of Artificial Intelligence (AI) and digital technologies has transformed the landscape of professional competence in the modern workforce. This study explores how the integration of AI influences the redefinition of professional skills, emphasizing the growing importance of soft skills and emotional intelligence alongside technical expertise. Through a comprehensive literature review, this research examines recent developments from 2020 to 2025 to identify patterns in how digital transformation reshapes individual and organizational performance. The findings reveal that while automation and data-driven systems enhance operational efficiency, they also create new demands for adaptability, empathy, and collaborative communication. Technical proficiency alone is no longer sufficient to ensure professional success; workers must possess hybrid competencies that combine digital literacy with emotional and social awareness. Emotional intelligence, in particular, strengthens employees’ capacity to manage stress, maintain ethical decision-making, and foster innovation within teams. Furthermore, the study highlights the strategic role of educational institutions in integrating soft skills and emotional development into curricula to prepare graduates for global competition. The implications suggest that balanced professional development merging technological capability with emotional intelligence is key to thriving in the rapidly evolving digital economy.
Artificial Intelligence Driven Smart Office: Enhancing Employee Efficiency and Productivity in the Age of Machine Autonomy Fazril Muhamad Mursyidhan; Yathaqi Witsqa, Rakha
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.653

Abstract

Digital transformation is accelerating the adoption of smart offices powered by Artificial Intelligence (AI) and the Internet of Things (IoT) to enhance operational efficiency and employee productivity. This study examines the level of AI adoption, patterns of use, and employee perceptions regarding comfort and the perceived importance of AI in supporting workplace performance. A descriptive approach was applied through a literature review and a 5 point Likert based questionnaire. Primary data were collected from 28 respondents using convenience sampling and analyzed descriptively with Microsoft Excel. The findings show that 46.4% of respondents work in offices without AI, 32.1% in offices that already implement AI, and 21.4% in offices with potential adoption. AI usage is mostly occasional (46.4%), while 21.4% report never using it. The mean scores for comfort working alongside AI and the perceived importance of AI are both 3.75 (on a 1-5 scale), indicating a generally positive attitude despite limited adoption. The study concludes that AI driven smart offices have the potential to improve efficiency and productivity, but further advancements in digital literacy, employee training, and infrastructure readiness are needed. Practical recommendations and avenues for future research are provided to encourage broader and more responsible adoption.
Determinants of Verification Performance: The Role of Structure and Resilience in Indonesia's Oil & Gas Domestic Content Compliance Supriyatno; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.655

Abstract

The purpose of this study is to formulate strategies for enhancing employee performance at Oil and Gas Industry in Indonesia regarding the fulfillment of Domestic Content Requirements (Tingkat Komponen Dalam Negeri or TKDN) through the optimization of the TKDN verification process. Achieving performance targets in TKDN verification is a critical objective for Oil and Gas Industry as part of its compliance with applicable regulations. This study examines the influence of Organizational Structure and Adversity Quotient on Employee Performance, with Work Motivation serving as an intervening variable. A quantitative approach was employed using a survey of 80 respondents, with data analyzed using Descriptive Statistics and Structural Equation Modeling (SEM). The results demonstrate that both Organizational Structure and Adversity Quotient have a significant direct positive effect on Employee Performance, and both significantly influence Work Motivation. However, Work Motivation does not have a significant effect on Employee Performance, indicating that the mediating role of Work Motivation is not supported. These findings suggest that strengthening TKDN verification performance is more effectively achieved by optimizing organizational mechanisms through the implementation of effective work procedures and supervision/coordination as well as by enhancing individual resilience during the verification process. Such measures are essential to ensuring that this Oil and Gas Industry meets its TKDN achievement targets and remains compliant with prevailing regulations.
The Role of Organizational Structure, Efficacy and Trust as Antecendents of Employee Performance Selly Marlina; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.674

Abstract

This study aims to analyze the influence of organizational structure and self-efficacy on employee performance with trust as an intervening variable in the Cianjur Regency Manpower and Transmigration Office. The phenomenon of fluctuating and suboptimal performance achievement encourages the importance of a comprehensive understanding of the interaction of structural, psychological, and relational factors in public organizations. The study used a quantitative approach with a total sampling of all active employees. Data were collected through a Likert scale questionnaire and analyzed using path analysis and Sobel test to test the effects of mediation. The results of the study show that organizational structure has a direct effect on performance but not on trust. Self-efficacy has a significant effect on confidence but does not have a direct effect on performance. Trust has proven to be the most dominant predictor and mediates the relationship between self-efficacy and performance. These findings confirm that optimizing employee performance requires an integrative approach that balances structural system improvement with strengthening trust-based social capital to improve the quality of public services.
Enhancing Employee Performance through Strengthened Knowledge Management, Training, and Work Engagement: Evidence from the Financial and Development Supervisory Agency : Ade Nasir; Nancy Yusnita; Herdiyana
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.676

Abstract

This study explores the role of knowledge management and training in improving employee performance by considering work engagement as an intervening mechanism within a public sector supervisory institution. The research adopts a quantitative approach and involves civil servants working at a regional financial and development supervisory agency in Indonesia. Data were obtained through standardized and reliable measurement instruments, and the relationships among variables were analyzed using a causal modeling technique. The findings indicate that both knowledge management and training play an important role in strengthening work engagement and enhancing employee performance. These results suggest that employee performance is shaped not only by the development of knowledge and skills but also by the level of psychological involvement and enthusiasm employees bring to their work. From a practical perspective, the study highlights the importance for public sector organizations to develop integrated knowledge management practices and deliver effective training programs while simultaneously fostering employee engagement. The originality of this study lies in confirming the mediating role of work engagement, demonstrating the complementary influence of knowledge management and training, and providing empirical evidence.
Enhancing Employee Performance through Organizational Culture Strengthening, Transformational Leadership, and Job Satisfaction: An Empirical Study at PT Lotus Boga Lima Bagus Nurkholis; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.677

Abstract

This study aims to examine the integrated effect of organizational culture and transformational leadership on employee performance through the mediating role of job satisfaction in a labor-intensive service context. Unlike previous studies that tend to analyze these variables separately, this research develops a comprehensive structural model that simultaneously tests direct and indirect relationships within a single framework. Using a quantitative approach and Structural Equation Modeling (SEM), data were collected from 145 non-permanent employees at PT Lotus Boga Lima, Indonesia. The findings reveal that organizational culture and transformational leadership significantly influence both job satisfaction and employee performance. Job satisfaction emerges as the strongest predictor of performance and acts as a partial mediator in both relationships. The novelty of this study lies in integrating organizational culture, transformational leadership, and job satisfaction into a unified model, validating mediation mechanisms in a labor-intensive service sector, and providing empirical evidence from non-permanent employees in an emerging economy context. These findings extend existing organizational behavior literature by highlighting dual pathways direct and indirect through which organizational factors influence performance.
Analysis of the Influence of the Work Environment and Workload on Job Stress in Employees at Pantai Amal Community Health Center Anugrah, Muhammad Adryan; Yaniawati, R. Poppy; Veranita, Mira
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.679

Abstract

Limited human resources and infrastructure at Pantai Amal Community Health Center in Tarakan trigger occupational stress and task complexity during routine services, health programs, performance evaluations, and accreditation processes. This study aims to analyze the influence of work environment and workload on occupational stress among employees at Pantai Amal Community Health Center in Tarakan City. This study adopted a mixed-methods approach via a cross-sectional design, involving 30 purposively sampled employees from Pantai Amal Puskesmas. Quantitative analysis evaluated work environment and workload effects on job stress, while qualitative insights deepened comprehension of these factors' real-world impacts. Findings confirm both factors significantly influence job stress, consistent with Gibson's theory that stress emerges when demands exceed physical or psychological capacities. Practically, these results guide Puskesmas Pantai Amal management in developing effective workload policies, improving work environments, and fostering supportive conditions to reduce employee stress and enhance well-being.
Evaluation of the Tax-Free Parking Policy Improving Quality of Public Services in Jember Regency Miftakhul Laily, Yaen; Erasandi, Senato; Maulana, Fajri; Nanda Al Hakim Akbar, Muhamad
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.686

Abstract

This study aims to evaluate the free parking policy implemented in Jember Regency and its impact on the quality of public services and the local economy. This policy was launched to reduce the burden on the community in paying parking fees and to increase population mobility. Using a qualitative approach, this study analyses data through field observations and documentation studies. The results of the study show that this policy has succeeded in reducing the financial burden on the community and improving accessibility to public facilities. However, there are challenges related to the decline in regional revenue from the parking sector, which needs to be offset by other alternative sources of revenue, such as regional taxes. This study suggests the need for periodic evaluations to ensure the sustainability of this policy and its positive impact on the local economy and public infrastructure. A comprehensive evaluation will be crucial to assess the effectiveness of this policy in the long term.
Compensation, Intrinsic Motivation, and Performance: The Mediating Role of Work Discipline among Vocational High School Administrative Staff Sari, Hani Chotfia; Herdiyana; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.694

Abstract

This research investigates how compensation and intrinsic work motivation influence the performance of educational support staff in private vocational high schools, while also testing whether work discipline serves as a mediating mechanism. The study stems from the critical role of human resource management in sustaining the effectiveness of educational services, particularly through the contributions of non-teaching staff. Using a quantitative survey design with total sampling, questionnaires were distributed to all 160 staff members, and 115 usable responses were obtained. Data were processed using descriptive statistics and Structural Equation Modeling (SEM). The findings show that compensation does not significantly predict work discipline, whereas intrinsic motivation positively and significantly predicts work discipline. In addition, compensation and intrinsic motivation each have a positive and significant effect on staff performance. Conversely, work discipline does not significantly affect performance. Mediation analysis further confirms that work discipline does not transmit the effects of compensation or intrinsic motivation to performance. Overall, the results imply that performance enhancement efforts should prioritize an equitable compensation system and the strengthening of intrinsic motivation, as work discipline is not supported as the mediating pathway in this context.

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