cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Amarsani
Contact Email
4marsani@gmail.com
Phone
+6285399929080
Journal Mail Official
4marsani@gmail.com
Editorial Address
G1 No 07 Perumahan Citra Bontomarannu Kec. Bontomarannu, Kabupaten Gowa, Sulawesi Selatan 92161
Location
Kab. gowa,
Sulawesi selatan
INDONESIA
Vifada Management and Digital Business
Published by Yayasan Vifada Cendikia Indonesia
ISSN : -     EISSN : 30638690     DOI : https://doi.org/10.70184/nfvc5540
Core Subject : Economy, Science, Social,
Economics, Econometrics & Finance Environmental Science Library & Information Science
Vifada Management and Digital Business with ISSN Online : 3063-8690 Published by :Yayasan Vifada Cendikia Indonesia , It provides an academic platform for professionals and researchers to contribute innovative work in the field and contains articles based on conceptual studies and research results in the field of management and business, including organizational behavior, leadership, human resources management, innovation, it, operations and supply chain management, marketing management, strategic management, entrepreneurship, green business, banking management, healthcare and hospital management, business management, strategic management, digital accounting, and digital business. All manuscripts submitted to the journal recommended being written in good English or Bahasa. Authors for whom English is not their native language are encouraged to have their paper checked before submission for grammar and clarity. The work should not have been published or submitted for publication elsewhere. The official language of the manuscript to published in the Vifada Management and Digital Business in English and Bahasa
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis dan Menejemen Intetrnasional
Articles 30 Documents
 1   2   3 
Human Resource Competencies, Information Technology Utilization, and MSME Performance: Evidence from an Emerging Regional Economy Trisno Wibowo. K; Muliyana Saidi; Rabia H Maudjik; Irmansyah Tija
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/nbxbgc81

Abstract

This study aims to examine the effects of human resource competency and information technology utilisation on the performance of Usaha Mikro, Kecil, dan Menengah (MSME) in Banggai Regency. A quantitative approach employing an explanatory research design was adopted. The study population comprised MSME owners and managers in Banggai Regency, and a purposive sample of 100 respondents was selected. Data were collected through a structured questionnaire on a five-point Likert scale and analysed using multiple linear regression in IBM SPSS Statistics. The analytical procedures included descriptive statistics, validity and reliability testing, classical assumption testing, multiple linear regression, t-test, F-test, and coefficient of determination (R²) analysis. The findings indicate that human resource competency has a positive and statistically significant effect on MSME performance, with a calculated t-value of 4.982 and a significance level of 0.000. Information technology utilisation also has a positive and statistically significant effect on MSME performance, with a calculated t-value of 5.617 and a significance level of 0.000. Furthermore, the simultaneous test indicates that both variables jointly have a significant effect on MSME performance, as indicated by an F-value of 58.742 and a significance level of 0.000. The coefficient of determination (R²) of 0.549 indicates that human resource competency and information technology utilisation jointly explain 54.9% of the variance in MSME performance. In comparison, the remaining 45.1% is attributable to other factors beyond the scope of the research model. These findings suggest that strengthening the competencies of MSME owners and managers, supported by the effective utilisation of information technology, plays a crucial role in enhancing the performance and competitiveness of Usaha Mikro, Kecil, dan Menengah (MSME) in Banggai Regency.
Influence Of Leadership Style And Organizational Culture On Employee Performance Through Work Productivity AtThe Education Office Of South Sulawesi Province Lili Hartono; Matalatta Matalatta; Hasanuddin Hasanuddin
Vifada Management and Digital Business Vol. 2 No. 2 (2025): July - December
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/9wrtkc13

Abstract

This study aims to analyze the influence of leadership style and organizational culture on employee performance through work productivity at the South Sulawesi Provincial Education Office. This research was conducted at the South Sulawesi Provincial Education Office for approximately two months, from February to April 2026. The approach used in this study was a quantitative approach with scientific methods. The study population was the head of the office, the head of the division, and all employees of the South Sulawesi Provincial Education Office, with a sample of 135 people determined using a saturated sampling technique. Data collection was conducted through a questionnaire containing questions with a Likert scale to represent respondents' opinions. Descriptive analysis was used to provide an overview of the research variables derived from respondents' answers. Validity and reliability were tested. The data were analyzed using path analysis with the help of SPSS Statistics 22 software. The results showed that leadership style had a positive and significant effect on employee work productivity. Organizational culture also had a positive and significant effect on work productivity. Furthermore, leadership style and organizational culture were shown to have a positive and significant effect on employee performance. Work productivity had a positive and significant effect on employee performance. The results of the indirect effect test indicated that work productivity mediated the relationship between leadership style and employee performance, as well as the relationship between organizational culture and employee performance. Therefore, improving the quality of leadership style and strengthening organizational culture can increase work productivity, which ultimately impacts employee performance. This study implies that organizational leaders need to implement an effective leadership style and build a strong organizational culture to encourage optimal employee productivity and performance.
Internal Control Systems and Local Government Financial Performance: The Mediating Effects of Accountability and Transparency Roni Roni; Mattalatta Mattalatta; Andi Hidayat
Vifada Management and Digital Business Vol. 2 No. 2 (2025): July - December
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/79fnh507

Abstract

The purpose of this study is to analyze the effect of internal control systems on accountability, transparency, and local government financial performance in Mamuju Regency, West Sulawesi Province. In addition, this study aims to examine the effect of accountability and transparency on local government financial performance, as well as to analyze the indirect effect of internal control systems on financial performance through accountability and transparency. This study employs a quantitative approach, with data collected through a questionnaire. The sample consists of 107 civil servants (ASN) in Mamuju Regency, West Sulawesi Province, who are directly involved in regional financial management, including those working in the Regional Financial and Asset Management Agency (BPKAD), Inspectorate, and other local government agencies (OPD). Statistical analysis was conducted using SPSS software with path analysis, and the Sobel test was applied to examine mediation effects. The results of the study indicate that: (1) internal control systems have a positive and significant effect on accountability in Mamuju Regency, West Sulawesi Province; (2) internal control systems have a positive and significant effect on transparency; (3) internal control systems have a positive and significant effect on local government financial performance; (4) accountability has a positive and significant effect on local government financial performance; (5) transparency has a positive and significant effect on local government financial performance; (6) internal control systems have a positive and significant indirect effect on financial performance through accountability; and (7) internal control systems have a positive and significant indirect effect on financial performance through transparency.
The Effect of emotional intelligence and work culture on performance through employee commitment Faradiba Pababari; Nur Naninsih; Muhajir Muhajir
Vifada Management and Digital Business Vol. 2 No. 2 (2025): July - December
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/yehfjj30

Abstract

This study employs a quantitative approach, as the data collected consists of numerical data or other information that can be analysed using statistical techniques. The study was conducted at a local government office, namely the Regional Secretariat of West Sulawesi Province, with a sample of 107 employees. The primary method used in this study was the distribution of questionnaires. The data analysis techniques employed in this study were Path Analysis and the Sobel Test. The results of the study indicate that: 1) Emotional intelligence has a positive and significant effect on employee commitment at the Regional Secretariat of West Sulawesi Province. 2) Work culture has a positive and significant effect on employee commitment at the Regional Secretariat of West Sulawesi Province. 3) Emotional intelligence has a positive and significant effect on employee performance at the Regional Secretariat of West Sulawesi Province. 4) Work culture has a positive and significant effect on employee performance at the Regional Secretariat of West Sulawesi Province. 5) Job commitment has a positive and significant effect on employee performance at the Regional Secretariat of West Sulawesi Province. 6) Emotional intelligence has a positive and significant effect on performance via employees’ work commitment at the Regional Secretariat of West Sulawesi Province. 7) Work culture has a positive and significant effect on performance via employees’ work commitment at the Regional Secretariat of West Sulawesi Province.
The Influence Of The Work Environment On Employee Performance Through Work DisciplineAnd Job Satisfaction In The Education Mustaqin Musma; Gunawan Gunawan; Bahtiar Bahtiar
Vifada Management and Digital Business Vol. 2 No. 2 (2025): July - December
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/dsen4d52

Abstract

This study aimed to analyze and describe the influence of the work environment on work discipline, job satisfaction, and employee performance. It also examined the influence of work discipline and job satisfaction on employee performance, as well as the influence of the work environment on employee performance through work discipline and job satisfaction at the South Sulawesi Provincial Education Office. This research was conducted at the South Sulawesi Provincial Education Office for approximately two months, from December to February 2026. The approach used in this study was quantitative, with 125 respondents, all employees. A questionnaire containing questions with a Likert scale was used to represent respondents' opinions, and descriptive analysis was used to provide an overview of the research variables derived from respondents' answers.   The results showed that the work environment directly had a positive and significant influence on work discipline and job satisfaction. The work environment had a positive and significant influence on employee performance. Work discipline has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. Furthermore, the work environment has a positive and significant effect when mediated by work discipline and also when mediated by job satisfaction
How Human Relations Drive Employee Performance: The Mediating Role of Employee Well-being in Indonesia's Consumer Finance Industry Dian Indriani; Mattalatta Mattalatta; Gunawan Gunawan; Hasmin Hasmin; Kurniawaty Kurniawaty; Ansar Ansar
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/fsmha014

Abstract

Purpose: This study examines the effect of human relations on employee performance and investigates the mediating role of employee well-being in Indonesia's consumer finance industry. Research Method: A quantitative explanatory research design was employed using survey data collected from 220 permanent employees of consumer finance companies in Makassar, Indonesia, selected through purposive sampling. The proposed hypotheses were tested using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS 4.0. Results and Discussion: The findings reveal that human relations positively and significantly influence both employee well-being and employee performance. Employee well-being also exerts a positive effect on employee performance and partially mediates the relationship between human relations and employee performance. These results suggest that effective interpersonal relationships characterized by communication, trust, teamwork, and social support enhance employee well-being, which subsequently improves individual performance. Implications: The findings provide practical guidance for managers in consumer finance companies to strengthen interpersonal relationships and employee well-being as strategic human resource initiatives to improve organizational performance. Future studies are encouraged to examine additional organizational and psychological factors across broader industrial settings. Originality: This study extends the integration of Social Exchange Theory, Job Demands–Resources Theory, and Conservation of Resources Theory by demonstrating the mediating role of employee well-being in explaining how human relations enhance employee performance within Indonesia's consumer finance industry.
Pengaruh Trust, Satisfaction, dan Commitment terhadap Supply Chain Performance melalui Logistics Integration dan Digital E-Logistics pada UMKM Ekspor Gianyar Mohammad Syaiful Hadi; Melia Eka Lestiani
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/yawnpr98

Abstract

Tujuan: Penelitian ini bertujuan menguji pengaruh trust, satisfaction, dan commitment terhadap logistics integration, pengaruh logistics integration dan digital e-logistics terhadap supply chain performance, serta peran mediasi logistics integration dan digital e-logistics dalam model penelitian. Metode Penelitian: Penelitian kuantitatif cross-sectional ini melibatkan 120 UMKM eksportir pengguna layanan Pos Ekspor pada Kantorpos Gianyar yang dipilih melalui purposive sampling. Data dikumpulkan melalui kuesioner skala Likert lima poin dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan SmartPLS 4.0. Hasil dan Pembahasan: Trust dan satisfaction terbukti berpengaruh positif signifikan terhadap logistics integration, sedangkan commitment tidak signifikan. Logistics integration merupakan penentu terkuat supply chain performance dan memediasi pengaruh trust serta satisfaction, tetapi tidak memediasi commitment. Digital e-logistics berpengaruh signifikan terhadap supply chain performance dan memediasi pengaruh logistics integration terhadapnya. Implikasi: Manajemen Kantorpos Gianyar disarankan memprioritaskan penguatan trust dan satisfaction serta mempercepat adopsi digital e-logistics UMKM sebagai strategi peningkatan kinerja rantai pasok ekspor. Orisinalitas: Penelitian ini menggabungkan tiga variabel relasional sebagai anteseden paralel logistics integration dan menguji digital e-logistics sebagai mediator lanjutan (sequential mediator) pada konteks BUMN logistik dan UMKM eksportir di Indonesia yang belum banyak diteliti.
Work Motivation, Organizational Support, and Employee Performance: The Mediating Role of Job Satisfaction Aninda Nadya Bilqis; Khaeruman Khaeruman; Tata Rustandi
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/tzy31h04

Abstract

This study aims to analyze the influence of work motivation and organizational support on employee performance through job satisfaction as a mediating variable at the Department of Agriculture and Food Security of Pandeglang Regency. Both factors are considered essential in improving job satisfaction and employee performance. This study employed a quantitative approach using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. Data were collected through questionnaires and analyzed using SmartPLS software. The research variables consisted of work motivation, organizational support, job satisfaction, and employee performance. The results indicate that work motivation has a positive and significant effect on employee performance (T-statistics = 4.406; P-values = 0.000) and job satisfaction (T-statistics = 7.485; P-values = 0.000). Organizational support also has a positive and significant effect on employee performance (T-statistics = 5.745; P-values = 0.000) and job satisfaction (T-statistics = 11.373; P-values = 0.000). Job satisfaction has a positive and significant effect on employee performance (T-statistics = 2.515; P-values = 0.012). Moreover, job satisfaction significantly mediates the effect of work motivation on employee performance (T-statistics = 2.356; P-values = 0.019) and the effect of organizational support on employee performance (T-statistics = 2.447; P-values = 0.015). All research hypotheses were supported. Organizational support emerged as the most dominant factor in enhancing job satisfaction, while employee performance was influenced both directly and indirectly through job satisfaction. These findings highlight the importance of strengthening work motivation and organizational support to optimize job satisfaction and employee performance
The Role of Organizational Citizenship Behavior in Mediating Organizational Support and Employee Engagement on Organizational Performance Sukma Pratama; Ahmad Mukhlis; Angrian Permana
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/4jx7rk03

Abstract

Purpose: This study examines the pathways linking organizational support and Employee Engagement to organizational performance. Research Method: The study employed a quantitative design, with data collected during a single observation period. All 87 employees included in the research population were involved through a saturated sampling technique. Results and Discussion: The model estimation results demonstrate that organizational support and Employee Engagement both exert positive and significant effects on organizational performance. These two factors also encourage the development of Organizational Citizenship Behavior. In the subsequent pathway, such voluntary behavior was shown to contribute to strengthening organizational achievement. Implications: These findings indicate that improving the performance of regional government agencies cannot rely solely on formal regulations and divisions of responsibility, but also requires supportive work experiences, employees’ psychological engagement, and a willingness to make additional contributions to the organization. Originality: This research integrates organizational support, Employee Engagement, and OCB in one research model directed at the performance of local government organizations 
Job Rotation, Teamwork and Employee Performance: The Mediating Role of Work Motivation Ilham Ilham; Uli Wildan Nuryanto; Andi Hasryningsih Asfar
Vifada Management and Digital Business Vol. 3 No. 1 (2026)
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/gqmc6w02

Abstract

Purpose: This study aims to analyze the influence of job rotation and teamwork on employee performance through work motivation as a mediating variable at PT. Pelabuhan Cilegon Mandiri. Research Method: The study employed a quantitative approach with a survey method involving 170 employees selected using proportionate stratified random sampling. Results and Discussion: The results of the study showed that job rotation had a positive and significant effect on employee performance (β=0.436; p<0.001) and work motivation (β=0.324; p<0.001). Teamwork also had a positive and significant effect on employee performance (β=0.315; p<0.001) and work motivation (β=0.609; p<0.001). Furthermore, work motivation had a positive and significant effect on employee performance (β=0.230; p<0.001). Work motivation was proven to significantly mediate the effect of job rotation on employee performance and the effect of teamwork on employee performance. All research hypotheses were accepted. Implications: companies need to optimize competency-based job rotation programs, strengthen inter-team collaboration, and create a work environment that fosters motivation as a sustainable strategy for improving employee performance. Originality: testing the relationship model between job rotation and teamwork on employee performance through work motivation as a mediating variable in the context of the port sector

Page 3 of 3 | Total Record : 30

 1   2   3 

Filter by Year

2024 2026


Reset
Filter By Issues
All Issue Vol. 3 No. 1 (2026) Vol. 2 No. 2 (2025): July - December Vol. 2 No. 1 (2025): January - June Vol. 1 No. 2 (2024): July - December Vol. 1 No. 1 (2024): Januari - June