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INDONESIA
International Journal of Social, Economic, and Business
Published by CV. Lavish Opulent Education
ISSN : -     EISSN : 30639832     DOI : -
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
International Journal of Social, Economic, and Business published since 2024 is an open access International refereed research publishing journal with a focused aim on promoting and publishing original high quality research dealing with theoretical and scientific aspects in all disciplines of Social, Economic, Accounting, and Business.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 77 Documents
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HRM Practices Across Different Cultures: an Evidence-Based Study in Germany and Ghana Sugiono, Adinda Ayu Putri; Huanggino, Sherissa Callista; Rahmah, Rina Alfiyah; Nadra, Ely Farhana Nadya; Alhafi, Ainu Farhan; Syarif Hidayatullah
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/sk2fc991

Abstract

This research is a descriptive qualitative study that aims to describe cross-cultural human resource management (HRM) practices in Germany and Ghana. This research method uses literature studies from various sources such as journals and books related to cross-cultural HRM practices. The results of the discussion show that HRM practices in Germany involve the experience of transporting workers in a spatial labor context based on technological change, while in Ghana, the focus is on the consequences of permanent layoffs from the civil service. The implication of this research is the need for attention to the impact of poor work experience on one's employment, as well as the importance of re-employment programs for laid-off workers. In addition, the research also highlights the importance of a competency-based training discipline perspective in the acquisition of occupational skills, particularly in the field of OSH in Germany. These implications emphasize the need for cross-sectoral cooperation in addressing OHS challenges.
Human Resource Management (HRM) Practices Across Different Cultures: An Evidence-Based Study In United States And China Yusuf, Dendy Maulana; Wahyudiono, Grace Tofer Claudius Close One Prinsen; Maulana, Zanuar Fikri
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/5yj7j705

Abstract

In this study, explain about the differences in Human Resource Management (HRM) practices between the United States and China. The focus is on recruitment selection, development, development, occupational safety and health, industrial relations and occupational assessment. The methodology used is a literature study with a descriptive - qualitative approach. This research utilizes a variety of written sources, including journal articles, websites, and related documents, to describe cross-cultural HR practices in both countries. Data processing involves the selection of information and comparison between practices in both countries. This research provides a more indepth and broad analysis of human resource management (HRM) practices in the United States and China, with emphasis on six key aspects: recruitment, selection, development, occupational safety and health, industrial relations, and job assessment. The study reveals how different cultural values and business systems in these two countries affect the implementation and effectiveness of HRM practices.
Comparative Analysis Of Human Resource Management Practices In Indonesia And The Uk: A Review Of Interculturalism In Context Of Global Organizations Fava, Mochamad Freski Dino; Tratuhany , Bayu Rizqi Putra Mahendra; Ferriyadi , Firmansyah Nurzam; Agustin , Reza Dinda; Jalapuspa , Nessa Aulia
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/rnhr2c61

Abstract

This research aims to compare human resource management (HRM) practices in Indonesia and the UK in the context of interculturalism in global organizations. The research method used is a literature study with a descriptive-qualitative approach, which describes cross-cultural HRM practices in both countries. Data was collected through literature study from various sources such as journal articles, conferences, websites and related documents. The results of a comparative analysis of HRM practices show significant differences in recruitment, occupational safety and health, selection, performance appraisal, training, and compensation systems between the two countries. The implication of this research is to provide in-depth insight into the dynamics of interculturalism in the context of global organizations in HR management, as well as providing a basis for developing a more effective approach in managing cross-cultural workforces in the current global context. In addition, this research also highlights the importance of leadership support, changes in employee mindsets, rewards, training, flexibility, and implementation of intrapreneurship in the context of HRM practices in both countries.
HRM PRACTICES ACROSS DIFFERENT CULTURES: AN EVIDENCE-BASED STUDY IN NETHERLANDS AND SOUTH AFRICA Nusantara , Nuansa Cinta Akhwat; Damayanti , Yeni Rosa; Purdamasela , Miranda; Putri, Ella Rosediana; Malik , Muhammad Iqbal; Ramdhani , Mochammad Firmansyah
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/wtc8d036

Abstract

Human resource management (HRM) is a crucial aspect of the overall operations of a company or organization. HRM practices have a direct impact on the competitive advantage of a company and ensure the efficient use of human resources to achieve organizational goals. This research uses a literature study method based on previous research. The purpose of this study is to identify cross-cultural HRM practices between the Netherlands and South Africa. In the Netherlands, recruitment involves marketing through social media, while in South Africa, recruitment effectiveness is associated with knowledge and strategies to fill critical vacancies. Employee selection in the Netherlands tends to use psychological testing methods, while in South Africa, personality tests such as MBTI are more commonly used. Training and development in both countries involve efforts to improve employee skills, with an emphasis on life skills and adaptation to technological developments. The compensation system in the Netherlands focuses on non-monetary incentives, while in South Africa, compensation involves company policies that include knowledge utilization and strategic recruitment. Performance assessment in the Netherlands and South Africa is done through standards that include indicators of quality, accessibility, and cost of healthcare. This research provides deep insights into the differences in HRM practices across two different cultural contexts, enabling companies to understand hidden success factors and respond to future challenges with a more institutionalized approach.
Liquidity, Debt Policy and Enterprise Risk Management (ERM) On Firm Value: Dividend Policy as A Moderating Variable in Indonesian Consumer Cyclical Companies Limangu, Angeline; Kautsar, Achmad
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/gta5gn88

Abstract

This study aims to examine the effect of liquidity, debt policy, and enterprise risk management (ERM) on firm value with dividend policy as a moderating variable in consumer cyclical sector companies listed on the Indonesia Stock Exchange for the period 2018-2022. The technique used in this sampling is purposive sampling and 25 companies were obtained as samples in this study. The data were analyzed using multiple linear regression and moderated regression analysis (MRA) using modprobe and calculated with SPSS Version 27 software. Research results showed that liquidity proxied by current ratio and debt policy proxied by debt-to-equity ratio have a significant and positive effect on firm value. While enterprise risk management (ERM) has no significant effect on firm value and dividend policy proxied by dividend payout ratio is unable to moderate the effect of liquidity (current ratio) and debt policy (debt to equity ratio) on firm value. Therefore, consumer cyclical sector company needs to carry out effective liquidity management in running its business so that operational activities can generate profits as expected and manage company debt with the right amount to avoid risks that can reduce company value. 
HRM PRACTICES ACROSS DIFFERENT CULTURES: AN EVIDENCE-BASED STUDY IN CANADA AND JAPAN Ardianata , I Made Dewa; Suncoko, Diva; Fadli , Muhammad Faris; Aulia , Raihan Naufal; Salsabilla , Sandra Hanum; Jannah , Raudotul
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/drbtft40

Abstract

This paper specifically aims to conduct a comprehensive and in-depth analysis of human resource management (HRM) practices in Canada and Japan, with a view to exploring the extent to which culture, social values, history and societal context influence HRM policies and implementation in both countries. This study has used method with a descriptive-qualitative approach was strictly applied to collect empirical data from various relevant secondary references. The data collected covered key aspects of HRM, such as recruitment, selection, training, compensation, Occupational Health and Safety (OHS), and termination of employment. Data analysis was conducted comparatively, focusing on identifying differences, similarities, and common patterns of HRM practices. The results show that HRM in Canada is significantly influenced by social aspirations for inclusiveness, diversity, and equal opportunity, which are reflected in its multidimensional and accommodating employee recruitment, selection, and training systems. On the other hand, HRM in Japan is deeply rooted in a culture of collectivism, group harmony, and organizational loyalty, which is reflected in training programs, compensation schemes, and layoff policies that emphasize collaboration and the sustainability of long-term employment relationships. A deep understanding of the influence of cultural and historical context on the formation of a country's HRM system. This understanding becomes the basis for the development of HRM models and policies that are adaptive and resilient in the face of globalization dynamics, applicable to the context of societies with similar characteristics in other countries.
Tiktok Business Analysis and Media Marketing Strategy: SWOT and PESTLE Approach Hamas, Hilzam Saiga; Fransiska , Cantika Dwi; Apriliani , Umi Tasyania; Hayati, Buana Madu; Kautsar, Achmad
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/vyf3cb23

Abstract

TikTok, or known as Douyin in China, is a social media platform that provides short videos and has gained widespread popularity throughout the world, especially among the younger generation. The impact needs to be discussed further by explaining the SWOT and PESTLE analysis to analyze TikTok's internal and external weaknesses and strengths. By combining SWOT and PESTLE analysis, a project or organization can have a better understanding of the situation and environmental conditions in which they operate, so they can develop strategies that are more effective and successful in achieving their goals. This research method is descriptive qualitative by observing and analyzing secondary data. PESTEL analysis provides insight into how external factors, such as shifts in government policies related to social media and evolving cultural trends, may affect TikTok’s operations and expansion across different markets.
HRM Practices Across Different Cultures: An Evidence-Cased Study In France And Venezuela Jannah, Binta Zahratul; Safar, Qolbiah; Koesnanto, Shafna Maylafesya; Ramadhan, Zaidan Falah; Aziz, Muhammad Abdul; Lima, Peter Louis Calvin; Aisyah, Sarah
International Journal of Social, Economic, and Business Vol. 1 No. 1 (2024): September 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/he2gyp47

Abstract

This research aims to compare human resource management (HRM) and industrial relations practices in France and Venezuela, with a focus on cultural differences, business contexts, and political, economic, and social factors. This research uses literature studies with a descriptive-qualitative type of research to analyze HR management practices and industrial relations in both countries. The sub-chapters analyzed include recruitment, selection, development, compensation, performance appraisal, and industrial relations. Human resource management practices in France tend to be less strategic, with compensation policies that change frequently and performance appraisals that do not meet expectations. On the other hand, Venezuela faces challenges in recruiting and retaining talented employees due to an unstable political, social and economic environment. Differences in industrial relations practices in the two countries reflect the unique challenges and national contexts of each country. The implication of this research is the need to focus on human resource strategies that are appropriate to the economic and regulatory conditions of each country. Differences in human resource management and industrial relations practices in France and Venezuela indicate the need to adapt human resource management and industrial relations strategies to local conditions.
Analysis of the Success of Implementing the Village Financial System on Village Governance: Empirical Study in Tulungagung Regency, East Java, Indonesia Putri, Sindi Yulika; Bhilawa, Loggar
International Journal of Social, Economic, and Business Vol. 1 No. 2 (2024): December 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/tdf49g46

Abstract

This research aims to find empirical evidence regarding the successful implementation of the Village Financial System (SISKEUDES) and its influence on village governance in Tulungagung Regency. This study employs a quantitative approach and evaluates a model based on the DeLone & McLean IS Success Model as well as the theory of trust and legitimacy. This success model includes variables such as information quality (IQ), system quality (SQ), service quality (SEQ), trust in technology (TIT), user satisfaction (US), operational effectiveness (OE), and village governance (VG). Data collection was carried out using a cluster sampling technique, obtaining 82 sample villages that use SISKEUDES. The analysis technique used in this research is SEM-PLS using SmartPLS. The research results show that IQ, SQ, and TIT have a positive effect on US, while SEQ has no effect on US. TIT and US have a positive effect on OE, while IQ, SQ. and SEQ have no effect on OE. OE is proven to have a positive effect on VG. The results of this research show that the implementation of SISKEUDES in Tulungagung Regency has been successful, and the implementation of SISKEUDES can improve village governance, especially accountability, transparency, and participation.
Leverage, Profitability and Firm Size on Dividend Policy: Liquidity as a Moderating Variable in Indonesian Healthcare Sector Companies Luthfiyyah Nur Rasyidah; Achmad Kautsar
International Journal of Social, Economic, and Business Vol. 1 No. 2 (2024): December 2024
Publisher : Lavish Opulent Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.1512/mg24rh42

Abstract

This research aims to determine the effect of leverage, profitability, and firm size on dividend policy with liquidity as a moderating variable in healthcare sector companies listed on the Indonesia Stock Exchange (BEI) in 2018-2022. This type of research is quantitative research with secondary data sources. The sample in this research was 10 companies from the healthcare sector listed on the Indonesia Stock Exchange (BEI) in 2018-2022. The analysis technique used in this research is Moderated Regression Analysis (MRA) using SPSS 25. The results of this research show that leverage and profitability do not have a significant effect on dividend policy. Firm size has a significant positive effect on dividend policy. Liquidity can weaken the influence of leverage on dividend policy. Liquidity is unable to moderate the influence of profitability on dividend policy. Therefore, the factor that healthcare sector companies need to pay attention to before determining their dividend policy is company size. Large companies need to manage their assets well so that their financial performance will improve. It means that the company is able to obtain large amounts of cash from their assets so that free cash flow increases and they are able to distribute dividends. Furthermore, the company must be able to manage the use of debt and its current assets optimally so that the company's finances will keep stable than they can fulfill its obligations well, including distributing the dividends.

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