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International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT)
Published by Universitas Efarina
ISSN : -     EISSN : 29861985     DOI : https://doi.org/10.54443/ihert
Core Subject : Economy, Health, Science, Education,
Computer Science & IT Economics, Econometrics & Finance Education Health Professions
International Conference on Health Science, Green Economics, Educational Review and Technology is an annual routine conference held by Efarina University as a forum for scientists around the world to make scientific contributions in the fields of Health Science, Green Economics, Educational Review and Technology. Papers submitted by participants are presented in open access through this website to be read and downloaded for free as a reference to enrich scientific studies. Published papers are also indexed by international and national institutions.
Arjuna Subject : Umum - Umum
Articles 340 Documents
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THE INFLUENCE OF SHARIA ECONOMIC SHADOW AND INFORMATION INEQUALITY ON PROFIT-SHARING MSME FINANCING DECISIONS Yesi Safitri; Dhea Alpina Giawa; Wahdinil Jannah; Siti Mukti Intan
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 5 No. 1: IHERT (2023) FIRST ISSUE: International Conference on Health Science, Green Economics,
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v5i1.479

Abstract

This study aims to analyze the influence of the Islamic shadow economy and information asymmetry on the profit-sharing financing decisions of micro and small enterprises (MSMEs). The method used is multiple regression analysis based on data collected from respondents involved in MSME financing. The results show that simultaneously, the variables of the Islamic shadow economy and information asymmetry have a significant influence on MSME financing decisions, with a significance value of 0.002. However, partially, only information asymmetry has a significant effect, while the Islamic shadow economy does not show a significant influence. The coefficient of determination (R²) of 14.9% indicates that other factors outside the model also affect MSME financing decisions. This research provides insight into the importance of accurate information management in MSME financing and highlights that the Islamic shadow economy does not have a direct significant influence in this context.
THE INTEGRATION OF SHARIAH PRINCIPLES AND GREEN FINANCE IN ACHIEVING SUSTAINABLE DEVELOPMENT GOALS: A CRITICAL REVIEW Irine Ika Wardhani; Zakia Ulfa Siregar; Muhammad Kahlil Hanafiah; Mhd Imam Prayudi
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 5 No. 1: IHERT (2023) FIRST ISSUE: International Conference on Health Science, Green Economics,
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v5i1.480

Abstract

This critical literature review examines the integration of Shariah principles and green finance in advancing the Sustainable Development Goals (SDGs). Islamic banking, grounded in Maqashid al‑Shariah—which emphasizes preservation of wealth, justice, social welfare, and environmental stewardship—provides an ethical foundation for sustainable financial practices. Drawing from qualitative analysis of academic literature, regulatory frameworks (including OJK, DSN‑MUI, AAOIFI), institutional reports, and SDG documents, the study highlights strong theoretical synergy between Islamic finance and sustainability goals—evident in instruments like green sukuk and ESG-compliant investments, yet tempered by persistent challenges such as the lack of standardized Shariah-compliant green instruments, regulatory barriers, low stakeholder literacy, and institutional constraints. Notable case examples, including Malaysia’s SRI Sukuk Framework and Indonesia’s green sukuk initiatives, demonstrate viable paths forward. To address critical gaps, the paper proposes a readiness index based on four dimensions—product availability, institutional commitment, policy compliance, and community outreach—and recommends policy incentives, Shariah-fatwas, academic-industry collaboration, and enhanced public education to better position Islamic finance at the forefront of global sustainability efforts.
THE ROLE OF GOLD AND SILVER IN THE ISLAMIC MONETARY SYSTEM Asty Amanda; Elvira Mey Roza; Tongku Harapan Martua; Mahmud Yunus
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 5 No. 1: IHERT (2023) FIRST ISSUE: International Conference on Health Science, Green Economics,
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v5i1.481

Abstract

The Islamic monetary system possesses distinct characteristics that differentiate it from conventional systems, particularly in its reliance on real commodities as a medium of exchange and store of value. Gold (dinar) and silver (dirham) have historically served as the primary instruments in the Islamic monetary framework, from the time of Prophet Muhammad (PBUH) through the era of the Rightly Guided Caliphs. This article explores the strategic role of gold and silver in maintaining economic stability, preventing inflation, and fostering a just financial system. Unlike fiat currencies, whose value is often influenced by debt and artificial monetary policies, gold and silver derive their worth from intrinsic value. This study employs a qualitative approach through literature review of classical and contemporary sources. The findings indicate that using gold and silver as currency offers resilience against global economic fluctuations, minimizes value volatility, and enhances trust in transactions. Reintroducing the dinar-dirham system is viewed as a potential solution to current monetary crises and global financial inequality, although several technical and structural challenges must be addressed before practical implementation can be realized.
IMPLEMENTATION OF DIGITAL DATA-BASED ACCOUNTING ON THE EFFICIENCY AND EFFECTIVENESS OF ACCOUNTING PROCESSES ACCOUNTING PROCESSES: AN EXPLORATORY STUDY OF POTENTIALS AND CHALLENGES IN MODERN ACCOUNTING PRACTICES Muammar Kaddafi
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.482

Abstract

This study compares the efficiency and effectiveness of accounting processes between manual and digital data-based accounting systems, highlighting the potential, challenges, and strategies for implementing digital systems in organizations. The results indicate that digital data-based accounting can improve efficiency by accelerating transaction recording, data processing, and presenting more accurate financial reports. Furthermore, work effectiveness is also enhanced by the availability of real-time information that supports rapid and accurate managerial decision-making. Implementing digital systems offers significant potential for improving the quality of accounting processes, such as transparency, cross-departmental data integration, and increased organizational accountability. However, implementing these systems also faces several challenges, including limited human resources, high technology investment costs, and data security risks. To optimize the implementation of digital data-based accounting, organizations need to implement a well-planned strategy, including increasing human resource capacity through training, strengthening technological infrastructure, and implementing sustainable data security policies. Therefore, digital data-based accounting can be an efficient and effective solution that supports organizational sustainability in the era of digital transformation.
OPTIMIZING PERFORMANCE THROUGH EMPLOYEE PLANNING Yessi Indra; Sri Rahayu; Kiki Farida Ferine
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.483

Abstract

This study aims to analyze the effect of Organizational Climate and Work Ethics on Employee Performance with Employee Planning as a mediating variable. The research was conducted in an institution involving 86 respondents. The study applied a quantitative approach using Partial Least Square–Structural Equation Modeling (PLS-SEM). The results indicate that Work Ethics has a positive and significant effect on Employee Performance and also significantly influences Employee Planning. Organizational Climate does not have a direct effect on Employee Performance, but it has a significant positive effect on Employee Planning. Furthermore, Employee Planning significantly affects Employee Performance. As a mediator, Employee Planning significantly mediates the relationship between Work Ethics and Employee Performance, but it does not mediate the effect of Organizational Climate on Employee Performance. These findings emphasize the importance of improving employee planning to enhance performance through work ethics.
DETERMINANTS OF WORK EFFECTIVENESS THROUGH EDUCATIONAL IMPROVEMENT Yasmir Lukman; Kiki Farida Ferine
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.484

Abstract

This study aims to analyze the effect of the number of employees and competence on work effectiveness with education as a moderating variable among employees of the Trade and Customer Management Division as well as the Finance, Communication, and General Division at PT PLN (Persero) North Sumatra Distribution Main Unit. The research problem arises from the importance of work effectiveness in supporting the company's operational sustainability, particularly in the electricity distribution sector, which requires efficiency, service quality, and employee performance accuracy. This research employs a quantitative approach using a survey method. The population consists of all employees in the observed divisions, with a total sample of 94 respondents determined through a saturated sampling technique. The research instrument was a questionnaire using a Likert scale. Data were analyzed using Partial Least Square (SmartPLS 3.0). The results indicate that: (1) the number of employees has a positive and significant effect on work effectiveness; (2) competence has a positive and significant effect on work effectiveness; (3) education does not moderate the relationship between the number of employees and work effectiveness; and (4) education does not moderate the relationship between competence and work effectiveness. The R-Square value of 0.693 shows that the variation in work effectiveness can be explained by the number of employees and competence by 69.3%, while the remaining percentage is influenced by other factors outside this research model. These findings highlight the importance of maintaining a proportional number of employees and enhancing employee competence to improve work effectiveness. However, education as a moderating variable was not proven to have a significant role in this study.
IMPROVING WORK EFFECTIVENESS THROUGH COMPETENCE Wiwin Sapta Prabudi; Kiki Farida Ferine; Sri Rahayu
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.485

Abstract

This study aims to analyze the influence of career management, organizational commitment, and competence on work effectiveness, as well as examining the moderating role of competence. A quantitative approach was applied using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. Data were collected through questionnaires distributed to 86 employee respondents. The results indicate that career management, organizational commitment, and competence have a positive and significant effect on work effectiveness. However, competence does not significantly moderate the relationship between career management or organizational commitment and work effectiveness. These findings highlight the importance of strengthening career management and enhancing organizational commitment to improve employee work effectiveness.
PERFORMANCE IMPROVEMENT MODERATED BY ORGANIZATIONAL CULTURE Rini Andriani; Kiki Farida Ferine
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.486

Abstract

This study aims to analyze the influence of organizational culture, communication, and managerial support on employee performance, with communication and organizational culture serving as moderating variables. The research was conducted at the Treasury Division of PLN Head Office, involving a population of 270 employees, all of whom were selected as samples using a census technique. A quantitative approach was employed, and data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) method via SmartPLS software. The results showed that organizational culture, communication, and managerial support have a positive and significant effect on employee performance. However, the moderating effects of communication and organizational culture on the relationship between the independent variables and performance were found to be insignificant. These findings highlight the importance of a strong organizational culture, effective communication, and solid managerial support in improving employee performance, particularly in complex organizational environments such as PLN. This research contributes theoretically to the field of human resource management and provides practical suggestions for organizational management in the electricity sector.
FACTORS THAT INFLUENCE PERFORMANCE Pelix Van Bosco Purba; Kiki Farida Ferine
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.487

Abstract

This study aims to analyze the influence of training, competence, and work effectiveness on employee performance, with moderation variables strengthening the relationship among these variables. The research was conducted at PT PLN (Persero) North Sumatra Distribution Management Implementation Unit (UP2D). The population consisted of 47 employees, and due to the relatively small population size, the saturated sampling technique was used, where the entire population was taken as the sample. The data analysis method applied a quantitative approach using the SmartPLS software. The results indicate that training has a negative and insignificant effect on employee performance, while competence and work effectiveness have a positive and significant effect. Additionally, the first moderating effect shows a negative and significant influence, whereas the second moderating effect has a positive but insignificant influence on performance. These findings suggest that in order to improve employee performance, the company should focus on enhancing employee competence and work effectiveness, while also evaluating training programs and moderating factors that affect the relationships among the variables studied.
JOB SATISFACTION IN PERFORMANCE IMPROVEMENT Indra Sintanta Sembiring; Kiki Farida Ferine; Sri Rahayu
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.488

Abstract

This study aims to examine the influence of training and team collaboration on job performance with job satisfaction as a mediating variable among employees at PT. PLN (Persero) UP3 North Medan. The research problem is based on the importance of human resources with high job performance to support organizational goals. However, in practice, there are inconsistencies between the implementation of training and team collaboration with the levels of job satisfaction and employee performance. The population of this study consisted of all employees at PT. PLN (Persero) UP3 Medan Utara, totaling 144 individuals. Since the population was less than 200, a census sampling technique (saturated sampling) was used, in which the entire population was included as the sample. The data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the help of SmartPLS software. The results show that: (1) training has a positive and significant effect on job performance but does not significantly affect job satisfaction; (2) team collaboration has a positive and significant effect on both job satisfaction and job performance; (3) job satisfaction has a positive and significant effect on job performance; (4) job satisfaction significantly mediates the effect of team collaboration on job performance but does not significantly mediate the relationship between training and job performance. The study concludes that team collaboration is a crucial factor in enhancing both job satisfaction and performance, while the effectiveness of training should be re-evaluated to optimize its impact on employee satisfaction.

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