IJHABS
International Journal of Humanity Advance, Business & Sciences (IJHABS) is published fourth a year in July, Oktober, january, and April. International Journal of Humanity Advance, Business & Sciences publish papers in the field of management science that give a contribution to the development of management science, and management practices, we accept mainly research-based articles related to management science. The scopes of the topics include Financial Management, Marketing Management, Human Resource Management, Organizational Behavior, Corporate Governance, Strategic Management, Operations Management, Change Management, Management Information Systems, Management Education, Management of Sharia, Tourism Management, Entrepreneurship, Sociology, Political Science, History, Law in Society and related disciplines.
Articles
17 Documents
Search results for
, issue
"Vol 3 No 2 (2025): October"
:
17 Documents
clear
<![CDATA[The Effect Of Halal Product Process Assistance Training (P3H) On Work Readiness Through Human Resources Competencies : (Study on Alumni Participants of P3H HCCM Training) ]]>
<![CDATA[Fitria, Ramadhan]]>;
<![CDATA[Sutomo]]>;
<![CDATA[Suminar, Lintang]]>;
<![CDATA[Handayani, Sari]]>;
<![CDATA[Nafisah, A’isy Fiklil]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.725
<![CDATA[The implementation of Law No. 33 of 2014 concerning Halal Product Assurance has driven an urgent need for competent halal assistants to support the national halal certification program. This study aims to analyze the effect of Halal Product Process Assistant (P3H) training on alumni's job readiness with HR competency as a mediating variable. The phenomenon in the field shows that although Indonesia has the largest Muslim population in the world, the readiness of halal assistant human resources is still not optimal, where a survey by the Ministry of Religious Affairs (2023) indicated that only 45% of halal assistants have adequate job readiness. This study uses a quantitative approach with an explanatory research design, involving 160 respondents who are alumni of the P3H Halal Center Cendekia Muslim training for the 2022-2025 period who were selected through simple random sampling from a population of 230 alumni. Data were collected using a questionnaire with a 5-point Likert scale and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS 3.3.3 software. The results of the study showed that P3H training had a significant effect on work readiness (β = 0.038; t-value = 4.330; p-value = 0.041) and HR competency (β = 0.138; t-value = 5.029; p-value = 0.009). HR competency had a significant effect on work readiness (β = 0.230; t-value = 3.355; p-value = 0.001). Furthermore, HR competency was proven to mediate the effect of P3H training on work readiness (β = 0.032; t-value = 5.900; p-value = 0.037). The research model showed an R² value of 0.019 for HR competency and 0.057 for work readiness, with a Q² value of 0.745 indicating good predictive relevance. These findings confirm that human resource competency plays a partial mediator in the relationship between P3H training and job readiness, in accordance with Kirkpatrick's Four-Level Training Evaluation Model of human resource development theory. This study provides a theoretical contribution by integrating human resource management theory and job readiness within the context of the Indonesian halal ecosystem, as well as a practical contribution in the form of recommendations for developing a more applicable P3H training curriculum to support the government's target of achieving 100% halal-certified products by 2029.]]>
<![CDATA[Analysis Of Teacher Self-Efficacy And Competence On Teacher Performance Through Organizational Support For Elementary School Teachers ]]>
<![CDATA[Ina, Kristina Tamo]]>;
<![CDATA[Yustiana, Dewi]]>;
<![CDATA[Nafisah, A’isy Fiklil]]>;
<![CDATA[Endriatmoko, Yosa]]>;
<![CDATA[Suminar, Lintang]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.726
<![CDATA[This study aims to analyze the influence of self-efficacy and teacher competence on teacher performance with organizational support as an intervening variable in Elementary School teachers in Loura District, Southwest Sumba Regency, East Nusa Tenggara Province. The background of this study is based on the importance of improving the quality of educational human resources, where self-confidence, professional competence, and school organizational support play an important role in determining the success of teacher performance. The research method used is a quantitative approach with an explanatory research design. The research sample consisted of 45 elementary school teachers determined by proportional random sampling technique. Data collection was carried out through questionnaires that had been tested for validity and reliability. Data analysis used Structural Equation Modeling (SEM) with the help of SmartPLS software. The results of the study indicate that: (1) self-efficacy has a positive and significant effect on teacher performance; (2) teacher competence has a positive and significant effect on teacher performance; (3) self-efficacy has a positive and significant effect on organizational support; (4) teacher competence has a positive and significant effect on organizational support; (5) organizational support has a positive and significant effect on teacher performance; and (6) organizational support has been shown to mediate the influence of teacher self-efficacy and competence on teacher performance. The conclusion of this study is that improving the performance of elementary school teachers in Loura District is not only determined by teacher self-efficacy and competence, but is also greatly influenced by the role of school organizational support. Thus, schools and educational policy makers are expected to pay more attention to teacher empowerment through strengthening self-efficacy, increasing competence, and providing ongoing organizational support.]]>
<![CDATA[Analysis Of The E-Plantation System On Employee Performance Through Job Satisfaction at PT. Source Of Palm Mahardika ]]>
<![CDATA[Afendi]]>;
<![CDATA[Uripan, Koen Irianto]]>;
<![CDATA[Sumunu, Trenggono]]>;
<![CDATA[Soleha, Siti Nur]]>;
<![CDATA[Zainuddin, Ahmad]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.727
<![CDATA[This study aims to analyze the influence of the e-Plantation system on employee performance through job satisfaction at PT. Source of Palm Mahardika. In particular, this study examines three main aspects: (1) the effect of the e-Plantation system on job satisfaction, (2) the effect of job satisfaction on employee performance, and (3) the effect of the e-Plantation system on employee performance through job satisfaction. The population in this study is all employees of PT. Sumber Mahardika Sawit, which totals 45 people, with a working period of more than one year. Due to the limited population number, this study used a census method, in which the entire population was sampled. The data was analyzed using the Partial Least Squares (PLS) approach with the help of Smart PLS 3.0 software. The results of the study show that the e-Plantation system has a significant influence on employee job satisfaction, which in turn has a positive impact on employee performance. In addition, job satisfaction has been proven to be a mediating variable that strengthens the relationship between the e-Plantation system and employee performance. Thus, the optimal implementation of the e-Plantation system can increase job satisfaction, which will further contribute to improving overall employee performance.]]>
<![CDATA[The Effect Of Job Satisfaction And Work Life Balance On Employee Performance Through Work Loyalty At PT. Ottomitra Multiartha (WOM) Sidoarjo Branch ]]>
<![CDATA[Prastiyono, Suryo]]>;
<![CDATA[Sutoyo]]>;
<![CDATA[Zainuddin, Ahmad]]>;
<![CDATA[Suminar, Lintang]]>;
<![CDATA[Soleha, Siti Nur]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.733
<![CDATA[This study aims to prove and analyze the influence of Job Satisfaction and Work Life Balance on Employee Performance at PT. Wahana Ottomitra Multiartha (WOM) Sidoarjo Branch, both directly and through Work Loyalty as an intervening variable. The research population was all employees of the sales marketing division, as many as 112 people, who were used as a sample using the saturated sample technique. The analysis method used is Partial Least Squares (PLS) to test the seven hypotheses proposed. The results of the study show that Job Satisfaction and Work Life Balance have a positive and significant effect on Employee Performance. In addition, Job Satisfaction and Work Life Balance also have a positive effect on Job Loyalty. Work Loyalty itself has been proven to have a positive and significant influence on Employee Performance. Job Loyalty also plays a role as a mediating variable that strengthens the influence of Job Satisfaction and Work Life Balance on Employee Performance.]]>
<![CDATA[The Influence Of Transformational Leadership On Teacher Performance Through The Motivation Of Elementary School Teachers In Alok District, Sikka Regency, East Nusa Tenggara ]]>
<![CDATA[Afloubun, Hubertina]]>;
<![CDATA[Kuncono, Setio]]>;
<![CDATA[Nafisah, A'isy Fiklil]]>;
<![CDATA[Sumunu, Trenggono]]>;
<![CDATA[Handayani, Sari]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.737
<![CDATA[This study aims to analyze the influence of transformational leadership on work motivation and teacher performance, as well as examine the role of motivation as a mediating variable in elementary school teachers in Alok District, Sikka Regency, East Nusa Tenggara. The background of this research departs from the importance of the role of the principal as a leader who is able to create a positive work climate, raise enthusiasm, and inspire teachers to work with high motivation so that their performance increases. The research population includes all elementary school teachers in Alok District as many as 225 people, with a sample of 144 respondents selected using purposive sampling techniques based on the criteria of a minimum working period of three years. Data was collected through questionnaire deployment and analyzed using the Partial Least Square (PLS) approach with the help of SmartPLS 4.0 software. The results of the study show that transformational leadership has a positive and significant effect on teachers' work motivation. In addition, work motivation has been proven to have a positive and significant effect on teacher performance. Other findings show that work motivation plays a role as a mediating variable between transformational leadership and teacher performance. This confirms that school principals with a transformational leadership style can increase work motivation which has a direct impact on improving teacher performance in elementary schools.]]>
<![CDATA[Makkunrai Values and Women’s Professional Identity: A Phenomenological Study of Ethical Leadership and Human Resource Management in South Sulawesi ]]>
<![CDATA[Dipoatmodjo, Tenri Sayu Puspitaningsih]]>;
<![CDATA[Arif, Hery Maulana]]>;
<![CDATA[Latif, Abdul Halid]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.695
<![CDATA[This qualitative study explores the embodiment of Makkunrai values among professional women in South Sulawesi and their influence on Human Resource Management (HRM) practices. Drawing upon indigenous wisdom from Bugis-Makassar culture, Makkunrai encapsulates virtues such as integrity, empathy, humility, and spiritual consciousness—values that subtly shape leadership behavior, workplace ethics, and interpersonal relationships. Using an interpretative phenomenological approach, this research involved in-depth interviews with ten professional women across various organizational contexts. The findings reveal that Makkunrai values not only reinforce ethical leadership and emotional intelligence but also serve as a moral compass guiding decision-making and conflict resolution within the workplace. Furthermore, the study highlights how these local values can harmonize with global HRM principles, creating a culturally grounded framework for sustainable human capital development. The integration of indigenous ethics with modern management systems provides both theoretical insights and practical implications for promoting inclusive, value-driven HRM in Indonesia’s evolving professional landscape.]]>
<![CDATA[The Influence Of Work Discipline And Work Performance On Employee Performance Through Organizational Culture As An Intervening Variable In The Work Unit Of The Pamekasan Regency Transportation Office ]]>
<![CDATA[Isguna, Teguh]]>;
<![CDATA[Sutoyo]]>;
<![CDATA[Suminar, Lintang]]>;
<![CDATA[Nafisah, A'isy Fiklik]]>;
<![CDATA[Endriatmoko, Yosa]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.738
<![CDATA[Human resources or employees are the key to determining the success of an organization, so that every employee is not only required to have knowledge, skills, and abilities, but also must have experience, motivation, self-discipline, and high work spirit. So that if employee performance is good, the organization's performance will increase, leading to the achievement of desired goals and objectives. The success of an organization is judged by the success of the organization in achieving goals and objectives as well as the achievement of vision and mission. The first reason is because both the direct and indirect influence of Employee Performance shows a significant influence. Both indirect coefficients of influence have a value smaller than the direct path coefficient (0.233<0.767). This states that the higher the work discipline and work achievement, the more employee performance increases with the increase in organizational culture.]]>
<![CDATA[The Influence Of Transformational Leadership On Employee Performance With Work Motivation As An Intervening Variable At PT PLN Nusantara Power Bukit Asam ]]>
<![CDATA[Sandi, Ramona]]>;
<![CDATA[Sutoyo]]>;
<![CDATA[Zainuddin, Ahmad]]>;
<![CDATA[Suminar, Lintang]]>;
<![CDATA[Soleha, Siti Nur]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.739
<![CDATA[This study analyzes the influence of transformational leadership style on employee performance and examines the role of work motivation as a mediating variable. A quantitative approach was used with path analysis based on Structural Equation Modeling–Partial Least Square (SEM-PLS). The research sample consisted of 94 employees of PT PLN Nusantara Power Bukit Asam who were selected through purposive sampling techniques. The results showed that transformational leadership style had a significant effect on employee performance (β = 0.656; T = 6,884; P = 0.000) and work motivation (β = 0.543; T = 5.429; P = 0.000). However, work motivation had no significant effect on performance (β = 0.198; T = 1,759; P = 0.079) and did not mediate the relationship between transformational leadership style and performance significantly (Z = 1.587; P = 0.112). These findings confirm that the direct influence of transformational leadership styles on employee performance is stronger than the indirect influence through work motivation.]]>
<![CDATA[The Influence Of Authentic Leadership On Employee Performance Through Employee Involvement At PT Karas Industri Nusa Tenggara Timur ]]>
<![CDATA[Amaral, Carmelita Maria]]>;
<![CDATA[Sutoyo]]>;
<![CDATA[Endriatmoko, Yosa]]>;
<![CDATA[Zainuddin, Ahmad]]>;
<![CDATA[Soleha, Siti Nur]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.740
<![CDATA[This study aims to examine the influence of authentic leadership on employee performance with employee involvement as a mediating variable at PT Karas Industri, East Nusa Tenggara. Authentic leadership, characterized by transparency, high morality, and healthy relationships between leaders and subordinates, is expected to have a significant impact on improving employee performance. The research method used was quantitative with a survey approach, involving a number of employees of PT Karas Industri as respondents. Data were collected through questionnaires measured using the Likert scale and analyzed with regression analysis techniques to test the relationship between independent variables (authentic leadership) and dependent variables (employee performance), as well as employee engagement as a mediating variable. The results show that authentic leadership has a positive and significant effect on employee performance, and employee engagement mediates this influence substantially. These findings indicate that authentic leaders can improve employee engagement and performance, so it is important for companies to develop this leadership style in order to achieve optimal organizational performance.]]>
<![CDATA[Recruitment Strategies in Makassar Traditional Culinary MSMEs: A Case Study in Losari Area ]]>
<![CDATA[Burhanuddin, Burhanuddin]]>
<![CDATA[ International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October ]]>
Publisher : <![CDATA[PT Maju Malaqbi Makkarana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.59971/ijhabs.v3i2.742
<![CDATA[This qualitative study explores recruitment practices employed by traditional culinary micro, small, and medium enterprises (MSMEs) in the Losari area of Makassar. Using a case study approach, this research examines how business owners select employees based on local values, trust networks, and informal recruitment channels. The study investigates the role of kinship ties, social capital, and cultural considerations in the hiring process. Data will be collected through in-depth interviews with MSME owners and participant observation. The findings aim to provide insights into indigenous recruitment practices that differ from formal Western HRM models, contributing to understanding context-specific human resource management in emerging markets.]]>
