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IJHABS
Published by Malaqbi Publisher
ISSN : 29885450     EISSN : -     DOI : 10.59971/ijhabs
Core Subject : Economy, Science, Social,
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Library & Information Science
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.
Arjuna Subject : Umum - Umum
Articles 7 Documents
 1 
Search results for , issue "Vol 3 No 4 (2026): April" : 7 Documents clear
The Role Of Work-Life Balance In Mediating The Effect Of Work Flexibility And Self-Efficacy On The Performance Of Independent Property Agents In Tabanan Regency Bali Wijayantara, Adi Putra; Sutoyo; Uripan , Koen Irianto; Sutomo; Osijo, Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.985

Abstract

The phenomenon of independent work, especially in the field of property agents, is experiencing significant growth, but independent property agents face special challenges in managing their time and performance. Optimal performance is influenced by a high level of work flexibility and a strong sense of self-efficacy. This study aims to analyze and empirically test the role of work-life balance (WLB) as a mediator that mediates the influence of work flexibility and self-efficacy on the performance of independent property agents in Tabanan Regency, Bali. The method used is quantitative with an explanatory design. The study population includes independent property agents operating in Tabanan Regency. The sample was taken by convenience/purposive sampling technique, resulting in 80 respondents. Data was obtained through questionnaires distributed online and offline, then analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS software. The results show that work flexibility and self-efficacy have a positive and significant effect directly on the performance of independent property agents. In addition, work-life balance is a partial or full mediator in the relationship between flexible work and self-efficacy with performance. In particular, the high flexibility of work allows agents to achieve a better work-life balance, which further improves their performance. Similarly, a high level of self-efficacy is positively associated with a good work-life balance, which in turn strengthens performance. This study makes a theoretical contribution by combining the concepts of work flexibility, self-efficacy, work-life balance, and performance in the context of independent property agents. In practical terms, these findings suggest that companies or property agent management teams focus on: 1) Maintaining and expanding work autonomy (flexibility); 2) Organizing training to increase self-efficacy; and 3) Building a culture that supports work-life balance as the main strategy to optimize the performance of independent property agents in Tabanan, Bali.
The Effect Of The Psychological Work Environment On The Performance Of Employees With Work Stress As A Variable Intervening : Sales Division Employee At PT. Good Sale Tech Bapadal, Moh Rozi; Uripan, Koen Irianto; Sutomo; Soleha, Siti Nur; Zainuddin, Ahmad
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.986

Abstract

The work environment is an organizational element as a social system that has a strong influence on the formation of individual interests in the organization and affects organizational achievement.  The work environment itself consists of a physical and non-physical work environment that is inherent in employees, so that it cannot be separated from efforts for employee performance and avoiding employee work stress. The purpose of the study was to determine the influence of the psychological work environment on employee performance, with work stress as an intervening variable, in Sales Division Employees at PT. Good Sale Tech. This study uses a quantitative approach with a survey method. The results of the study showed that the work environment had a positive and significant effect on employee performance, the work environment had a positive and significant effect on employee work stress, and the work environment had a significant positive effect on employee performance and work stress. Work stress can mediate the relationship between the psychological work environment and performance, where stress arises due to a high workload and affects employee performance in a decreasing manner.
Professional Engagement and Digital Competence in Teacher Performance; with the Moderating Variable of Supportive Work Environment: Case Study of MGMP Teachers in East Java Mufidah, Eva; Pahlevi, Triesninda; Nugraha, Jaka
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1038

Abstract

Context and Relevance. Teacher performance is a key determinant of a teacher’s success in implementing to learning process in schools. Not all teachers can adapt to technological changes, including digital transformation. Although the school environment provides adequate support facilities, obstacles remain to the use of these learning technologies. This is no exception for MGMP teachers in East Java, who still face these obstacles. Objective. This research aims to improve teacher education programs by developing effective learning models to prepare future teachers professionally, including the application of the Digital Competence Framework for Educators. Hypothesis. To determine direct effect of professional engagement and digital competence on teachers performance. Furthermore, this study focuses whether a supportive work environment can strengthen the effect of professional engagement and digital competence on teacher performance. Methods and Materials. This research employs an explanatory research approach with purposive sampling, involving 100 MGMP teachers across East Java, and analyzes the data using Structural Equation Modeling (SEM). Results. This study indicates a professional engagement and digital competence have positive and significant effect on teachers performance. Meanwhile, a supportive work environment can strengthen the effect of professional engagement on teachers performance. However, a supportive work environment cannot enhance the effect of digital competence on teachers performance. Conclusions. In this study, the results indicated an increase in professional engagement and digital competence among MGMP teachers. These results become a focus for improving teacher professional development programs. Therefore, both educational institutions and local governments need to support the creation of a supportive work environment through managerial support. Digital infrastructure and teacher collaboration will affect the sustainability of academic progress in the modern era.
Analysis Of The Role Of Organizational Commitment As A Mediator In The Relationship Between Job Satisfaction And The Work Environment On Employee Performance Christiani, Yenni; Sutoyo; Uripan, Koen Irianto; Sutomo; Osijo, Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1064

Abstract

This study aims to analyze the influence of job satisfaction and work environment on employee performance with organizational commitment as a mediating variable at the Samodra Ilmu Cendekia Foundation. This study uses a quantitative approach with the type of explanatory research to explain the causal relationship between variables. The population in this study is all employees of the Samodra Ilmu Cendekia Foundation, totaling 256 people, with sampling techniques using the census method. Data was collected through a questionnaire compiled based on the indicators of each variable and analyzed using the Partial Least Squares Structural Equation Modeling method. The results of the study show that job satisfaction has a positive and significant effect on employee performance, as well as a positive and significant effect on organizational commitment. The work environment has also been proven to have a positive and significant effect on employee performance and organizational commitment. However, the test results show that organizational commitment has no significant effect on employee performance. In addition, organizational commitment does not play a role as a mediating variable in the relationship between job satisfaction and the work environment on employee performance. These findings indicate that the influence of job satisfaction and the work environment on employee performance is direct, without going through an intermediary mechanism in the form of organizational commitment. Theoretically, the results of this study confirm that in the context of foundation-based education organizations, employee performance is more determined by proximal and situational factors, namely job satisfaction and work environment, than by long-term work attitudes such as organizational commitment. Organizational commitment is more appropriately positioned as an outcome of a work attitude oriented towards loyalty and sustainability of human resources, rather than as a direct predictor of performance. Practically, this study implies that efforts to improve employee performance at the Samodra Ilmu Cendekia Foundation will be more effective if they are focused on increasing job satisfaction and improving the work environment directly, while still paying attention to the role of organizational commitment in maintaining employee stability and loyalty.
The Influence Of Leadership And Organizational Culture On Operational Efficiency Through Work Discipline at PT. Ekadharma International Tbk Efrianza; Sutoyo; Uripan , Koen Irianto; Sutomo; Osijo , Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1074

Abstract

This study aims to analyze the influence of leadership and organizational culture on operational efficiency through work discipline at PT Ekadharma International Tbk. Operational efficiency is an important factor in improving the company's competitiveness, which is influenced by leadership quality, organizational cultural values, and employee work discipline levels. This study uses a quantitative approach with a survey method. Data was collected through the distribution of questionnaires to employees of PT Ekadharma International Tbk, who were used as research respondents. The data analysis techniques used are descriptive statistical analysis and path analysis to test the direct and indirect influence between variables. The results of the study show that leadership and organizational culture have a positive and significant effect on work discipline. Furthermore, work discipline has a positive and significant effect on operational efficiency. In addition, leadership and organizational culture also indirectly affect operational efficiency through work discipline as an intervening variable. Based on the results of the study, it can be concluded that increasing the company's operational efficiency can be achieved through the implementation of effective leadership, strengthening a positive organizational culture, and improving employee work discipline. This research is expected to contribute to company management in formulating more effective human resource policies.
The Role Of Organizational Commitment As A Mediating Variable In Influencing Human Resource Management Strategies And Cross-Generational Conflicts On Employee Performance (PT. Agro Mandiri Logistics) Yulianti, Devi; Yustiana , Dewi; Uripan, Koen Irianto; Sutoyo; Osijo, Immanuel Ustradi
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1075

Abstract

This research explores the dynamics of human resources at PT. Agro Mandiri Logistik, Surabaya, by examining the role of organizational commitment as a mediator in the influence of Human Resource Management (HRDM) strategies and cross-generational conflicts on employee performance. With a quantitative approach to support urban logistics efficiency, this study involved 40 cross-generational respondents selected through purposive sampling, with data analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM). The test results prove that the MSDM strategy has a positive and significant direct impact on performance (β=0.607, p=0.000), empirically confirming the validity of the Resource-Based View (RBV) and Ability-Motivation-Opportunity (AMO) theories. In contrast, cross-generational conflicts and organizational commitments did not show a significant influence on performance, and no meaningful mediation role was found across hypothetical pathways. These findings indicate that professionalism in a high-pressure logistics environment is able to mitigate the impact of intergenerational friction without relying on emotional commitment as a key bridge. The study concludes that management should prioritize HRD technical reinforcement such as selective recruitment, adaptive training, and fair rewards as key drivers of productivity.
The Influence Of Principal Leadership Management On Teacher Self-Efficacy Through Teacher Learning Innovation At SMAN 1 Utan, Sumbawa Regency Abdullah; Osijo, Immanuel Ustradi; Yustiana, Dewi; Uripan, Koen Irianto; Sutomo
International Humanity Advance, Business & Sciences Vol 3 No 4 (2026): April
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i4.1076

Abstract

This study aims to analyze the influence of principals' leadership management on teacher self-efficacy through teacher learning innovations at SMAN 1 Utan, Sumbawa Regency. In particular, this study aims to: (1) determine the influence of principal leadership management on teacher learning innovation; (2) determine the influence of teacher learning innovations on teacher self-efficacy; and (3) determine the influence of principal leadership management on teacher self-efficacy through teacher learning innovations. The population in this study is all teachers of SMAN 1 Utan, Sumbawa Regency, which is 45 people. Because the population is relatively small, this study uses the census method, where the entire population is used as a research sample, with the criterion of teachers who have worked for more than one year. This type of research uses a quantitative approach with data analysis using Partial Least Squares (PLS), which is processed with the help of SmartPLS 3.0 software. The results of the study showed that: (1) the principal's leadership management had a significant effect on teacher learning innovation at SMAN 1 Utan, Sumbawa Regency; (2) teacher learning innovations have a significant effect on teacher self-efficacy; and (3) Principal leadership management has a significant effect on teacher self-efficacy through teacher learning innovation. These findings show that effective principal leadership is able to create a work environment that supports innovation, increases teachers' creativity in learning, and strengthens teachers' confidence in their professional abilities. Thus, strengthening the principal's leadership management and increasing learning innovation are key factors in building confident, adaptive, and high-performing teachers.

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