Jurnal Minds: Manajemen Ide dan Inspirasi
Jurnal Minds: Manajemen Ide dan Inspirasi is a scientific and open-access journal (CC-BY clearance), published by the Management Department of the Faculty of Islamic Economics and Business, Universitas Islam Negeri Alauddin Makassar, Indonesia. It is a bi-annual publication, i.e., by June and December. It has been accredited in the Indonesian Official Journal Indexation SINTA 2 by the Ministry of Research, Technology, and Higher Education under the Directorate Generale of Research Enhancement and Development No. 200/M/KPT/2020 and is valid up to December 2024. Jurnal Minds: Manajemen Ide dan Inspirasi welcomes high-quality articles in English form discussing the myriad of management science and business-case application (with robust analysis only), e.g., human resource, marketing, finance, operational research, entrepreneurship, business ethics, strategy, and so forth. This journal advances the conversations in developing and underdeveloped regions with the potential intersections of religion, cultural uniqueness, and demographic interplay. How the ideas and inspiration are being generated in these specific circumstances are also part of this journal's interest. All articles are subject to double-blind peer reviews should the article pass the initial editorial screening. This publication also accepts quantitative and qualitative articles with rigorous methodology and analysis. We expect the submission to this journal to enhance knowledge by supplying the academic/practical world with fresh insight and substantial contributions to management science. Kindly read the previous articles in the archive section to see if your articles are eligible for publication and in the announcement section to see our call-for-papers invitation. You can download our template to adjust your article according to our guidelines. You can then create your author accounts on the registration menu and follow the submission procedures. We charge specific article processing charges (APC) for the accepted articles to support our activities. You can check our authors’ fees for specific information.
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<![CDATA[Creating a High-Performance Workplace: The Contribution of Work Discipline and Physical Environment ]]>
<![CDATA[Nadzir , Muhammad Ihsan]]>;
<![CDATA[Poerwita Sary, Fetty]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.57435
<![CDATA[Firms competing in dynamic environments must strategically align human resource practices to sustain performance. This study advances theory by integrating physical workplace conditions and behavioral discipline within a unified structural model, clarifying their relative predictive strength on employee performance in service organizations. Using a quantitative, descriptive–causal design, data were collected from 222 employees through a saturated sampling approach and analyzed with PLS-SEM. The results reveal that both physical work environment and work discipline significantly enhance performance, with discipline exerting the stronger effect. These findings refine human resource management literature by demonstrating that behavioral regulation mechanisms may outweigh contextual physical factors in shaping performance outcomes. Practically, organizations should prioritize disciplined work systems while maintaining supportive physical conditions to optimize employee productivity and organizational effectiveness.]]>
<![CDATA[Training and Physical Work Environment as Determinants of Healthcare Worker Performance ]]>
<![CDATA[Sastro Putra , Nurul Ichza]]>;
<![CDATA[Santoso, Teguh Iman]]>;
<![CDATA[Krisnawati , Didin]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.57946
<![CDATA[This study examines the effects of training and the physical work environment on healthcare worker performance in a hospital context. It advances human resource and performance theory by clarifying the differential explanatory power of capability development and environmental conditions, while introducing gender-based heterogeneity into the performance model. Using a quantitative causal design, data from 153 healthcare workers were analyzed through SEM-PLS. Overall performance was rated high, as were training and physical work environment conditions. Structural results indicate that both variables contribute to performance, yet gender-based analysis reveals that training does not significantly predict performance across groups, whereas the physical work environment exerts a substantially stronger effect on male employees than on female employees. These findings underscore the strategic importance of designing evidence-based, gender-sensitive HR policies to optimize healthcare workforce performance.]]>
<![CDATA[Does Bank Health Reach the Market? Evidence from Profitability-Driven Valuation in FX Banks ]]>
<![CDATA[Surayya, Surayya]]>;
<![CDATA[Bidin, Cici Rianti K]]>;
<![CDATA[Anisah, Anisah]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.60143
<![CDATA[This study examines how bank soundness translates into profitability and market valuation in foreign exchange national private commercial banks in Indonesia. Its core contribution lies in reframing risk-based bank assessment as a transmission mechanism, showing how liquidity discipline and cost efficiency shape firm value primarily through profitability rather than through isolated governance or capital indicators. Using panel data from eight banks over 2018–2023 and moderated regression analysis, the findings show that liquidity management, governance quality, and operating efficiency significantly influence return on assets, while credit risk and margin structure do not exert direct effects. Profitability, in turn, significantly enhances firm value and selectively strengthens the impact of liquidity on valuation. These results imply that market confidence rewards banks that convert balance-sheet discipline into sustained profitability, underscoring the strategic importance of efficient intermediation for investors and bank managers alike.]]>
<![CDATA[Human Capital Strategy and Organizational Performance: an AMO-Based Case Study of a Regional Development Bank ]]>
<![CDATA[Rajab, Ridwan]]>;
<![CDATA[Rizki, Muhammad]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.61544
<![CDATA[Performance disparities in Regionally Owned Enterprises persist despite substantial investment in human capital development, raising questions about how workforce strategies translate into measurable organizational outcomes. This study advances an integrated AMO-based human resource development model, positioning ability, motivation, and opportunity as structurally aligned drivers of performance in regional banking. Using a descriptive qualitative design, data were obtained from interviews and institutional documents to examine how development architecture shapes operational effectiveness at Bank Sulselbar, Indonesia. Findings indicate that competency-based training strengthens ability, structured performance targets reinforce motivation, and formalized career management institutionalizes opportunity through aligned succession pathways. These interdependent mechanisms produce systemic workforce readiness rather than isolated skill enhancement. For banking executives, the evidence affirms that sustained performance improvement requires designing human resource systems as integrated strategic infrastructure, where training, appraisal, and career mobility operate as a coherent capability-building ecosystem embedded in governance.]]>
<![CDATA[Islamic Work Ethic and SME Performance: Evidence from Indonesia and Malaysia ]]>
<![CDATA[Asfiah, Nurul]]>;
<![CDATA[Febriani, Rizki]]>;
<![CDATA[Arifiani, Ratya Shafira]]>;
<![CDATA[Anuar, Aimi]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.59627
<![CDATA[This study examines the effect of Islamic Work Ethic (IWE) on SME business performance in Indonesia and Malaysia through Innovative Work Behavior (IWB) and Islamic Social Entrepreneurship (ISE). The study advances the literature by demonstrating that Islamic ethical values influence firm performance through behavioral and entrepreneurial mechanisms rather than direct moral orientation alone. Using a quantitative explanatory design, data were collected from more than 300 SME owners in 2024 and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that IWE significantly enhances innovative work behavior and Islamic social entrepreneurship, both of which positively influence business performance, with innovative work behavior partially mediating the relationship. These findings indicate that embedding Islamic ethical principles in entrepreneurial practices strengthens innovation capacity and value creation, offering strategic guidance for SMEs seeking sustainable performance in Muslim-majority economies.]]>
<![CDATA[Spirituality in the Theory of Planned Behavior: Explaining Civil Servant Compliance ]]>
<![CDATA[Arfiansyah, Moehammad Reza]]>;
<![CDATA[Ushuluddin, Achmad]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.57828
<![CDATA[This study examines how spirituality influences work behavior among civil servants in the Regional Offices of Indonesia’s Ministry of Religious Affairs by applying the Theory of Planned Behavior (TPB). The study’s novel contribution lies in extending TPB by conceptualizing spirituality as a moral–evaluative belief that shapes compliance intention within a value-based bureaucratic context. Using a quantitative survey design, data were collected from civil servants across several organizational units. Work behavior is assessed through the Ministry’s Five Core Work Values: integrity, professionalism, innovation, responsibility, and exemplary conduct. The findings reveal that spirituality does not directly influence work behavior; its effect operates entirely through compliance intention as a mediating mechanism. These results demonstrate that spiritually grounded beliefs function as an antecedent of intentional compliance rather than immediate behavioral action. Strengthening employees’ spiritual meaning-making therefore becomes a strategic pathway for public institutions to reinforce ethical commitment and sustain value-consistent performance among civil servants.]]>
<![CDATA[Brand Trust Saturation and Image-Driven Loyalty: Evidence from Consumer Satisfaction Pathways ]]>
<![CDATA[Dirwan, Dirwan]]>;
<![CDATA[Latief, Fitriani]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.61608
<![CDATA[This study aims to examine the effects of brand image and brand trust on customer loyalty, with customer satisfaction as a mediating mechanism among soft drink consumers. The study contributes by uncovering a saturation effect in brand trust, where trust functions as a baseline condition with limited incremental impact on loyalty, while brand image drives loyalty through both direct and satisfaction-mediated pathways. Using a quantitative design, data from 197 consumers were analyzed using PLS-SEM to test direct and indirect relationships. The findings show that brand image significantly influences customer satisfaction and loyalty, with satisfaction partially mediating this relationship. In contrast, brand trust positively affects satisfaction but does not significantly influence loyalty, either directly or indirectly. These results highlight asymmetric roles of brand constructs, suggesting that strengthening brand image remains critical for loyalty formation, while trust serves as a foundational but non-differentiating factor in mature markets.]]>
<![CDATA[The Effect of Abusive Supervision on Turnover Intention with Employee Engagement as Mediation ]]>
<![CDATA[Firdaus, Anita]]>;
<![CDATA[Tjahjono, Heru Kurnianto]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.55984
<![CDATA[Supportive leadership enhances organizational performance, whereas abusive supervision undermines employee engagement and increases turnover intention. This study advances leadership and human resource research by applying Conservation of Resources (COR) Theory to clarify how employee engagement operates as both a psychological resource and a mediating mechanism under abusive supervisory conditions. Using a quantitative approach, data were collected from 195 nursing staff at Stella Maris Hospital Makassar through purposive sampling and analyzed using Structural Equation Modeling (SEM) with AMOS 24. The results show that abusive supervision significantly elevates turnover intention while reducing employee engagement. Employee engagement directly lowers turnover intention and partially mediates the relationship between abusive supervision and employees’ intention to leave. These findings extend COR Theory by empirically demonstrating the resource-depleting role of destructive leadership in healthcare settings. Practically, the study highlights the importance of minimizing abusive supervisory behaviors and strengthening supportive leadership to preserve engagement and reduce nurse turnover.]]>
<![CDATA[Population Ecology and Lecturer Performance: The Roles of Culture, LMX, Commitment, and OCB ]]>
<![CDATA[Wibowo, Hermansyah Andi]]>;
<![CDATA[Fatah, Abdul]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.56086
<![CDATA[This study examines the relationships among perceived organizational culture, leader–member exchange (LMX), organizational commitment, organizational citizenship behavior (OCB), and lecturers’ performance in Indonesian higher education. It contributes to population ecology theory by reframing inertia as an individual-level perceptual and relational mechanism under regulatory pressure rather than a firm-level survival outcome. Drawing on the population ecology perspective, the study treats organizational stability and adaptation as contextual forces shaped by coercive regulations that structure routines and norms. Using cross-sectional data and covariance-based structural equation modeling (CB-SEM; N = 240), the findings show that perceived organizational culture positively influences LMX, organizational commitment, and OCB, which in turn enhance lecturer performance. The results demonstrate how individual adaptive behaviors reflect the inertia–adaptation balance within regulated academic systems. Practically, the study informs university leaders on leveraging culture and leader–member relations to sustain lecturer performance amid regulatory constraints.]]>
<![CDATA[Understanding Generation X’s Adoption of Digital Payment Systems: An Integrated Utaut–ToE Perspective ]]>
<![CDATA[Yunus, Muhammad Haekal]]>;
<![CDATA[Nurjannah, Nurjannah]]>;
<![CDATA[Zainuddin, Ahmad Fuad]]>;
<![CDATA[Erwina, Erwina]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 12 No 2 (2025): December ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v12i2.56396
<![CDATA[This study examines Generation X’s intention to adopt digital payment systems by integrating the Unified Theory of Acceptance and Use of Technology (UTAUT) with the Technology–Organization–Environment (ToE) framework. It contributes to the fintech adoption literature by explicitly disentangling individual-level behavioral drivers from organizational and environmental constraints, thereby clarifying why adoption among Generation X remains uneven despite widespread technological diffusion. Using survey data from 200 Generation X respondents and analyzing the model with PLS-SEM, we find that UTAUT constructs, including performance expectancy, effort expectancy, social influence, facilitating conditions, and trust, significantly predict adoption intention. In contrast, ToE-related factors exhibit weaker explanatory power, suggesting limited salience of organizational and environmental conditions for this cohort. These findings imply that policies and managerial strategies aimed at accelerating fintech adoption among Generation X should prioritize behavioral alignment and digital confidence rather than structural or institutional interventions.]]>
