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.
Articles
269 Documents
<![CDATA[Strategic Drivers of Academic Employee Performance in Higher Education ]]>
<![CDATA[Masman, Ronnie Resdianto]]>;
<![CDATA[Maupa, Haris]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62126
<![CDATA[This study aims to examine how knowledge management and organizational commitment shape employee performance in higher education, while positioning organizational innovation as a contested mechanism within Resource-Based and Knowledge-Based frameworks. It advances a novel contribution by demonstrating that the strategic value of intangible assets does not necessarily operate through innovation, thereby challenging dominant linear assumptions in organizational theory. Using data from 200 respondents in higher education institutions in West Jakarta, the findings reveal that knowledge management and organizational commitment exert strong direct effects on both innovation and employee performance, while innovation fails to mediate these relationships. This asymmetry indicates that performance is more structurally driven by knowledge integration and organizational attachment than by formal innovation processes, particularly within bureaucratic academic systems. The implication is clear: university leaders must prioritize strengthening knowledge systems and organizational commitment as primary drivers of sustainable performance.]]>
<![CDATA[Entrepreneurial Self-Efficacy and Transaction Frequency: An Extension of the Expectation-Confirmation Model in MSMEs ]]>
<![CDATA[Basbeth, Firdaus]]>;
<![CDATA[Nardo, Rio]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62309
<![CDATA[This study examines how entrepreneurial self-efficacy (ESE) shapes MSMEs’ continuance intention to use QRIS within the Expectation Confirmation Model under increasing digital payment adoption. It advances ECM by demonstrating a boundary condition where transaction frequency fails as a moderator, repositioning satisfaction as the dominant post-adoption mechanism over behavioral intensity. Using survey data from 150 MSMEs in Indonesia and SmartPLS4 analysis, the results show that ESE enhances perceived usefulness, which significantly drives continuance intention through satisfaction, while transaction frequency is insignificant. These findings support habit formation and technology embeddedness perspectives, indicating that repeated use loses explanatory power once usage stabilizes. Continuance decisions are therefore primarily affect-driven rather than behavior-driven. The study implies that policymakers and fintech providers should prioritize system reliability and user satisfaction rather than merely increasing transaction frequency to sustain QRIS adoption.]]>
<![CDATA[Dual Pathways to Performance in Manufacturing Companies: Rethinking Competency, Culture, and Job Satisfaction ]]>
<![CDATA[Asmini, Asmini]]>;
<![CDATA[Adawiah, Andi]]>;
<![CDATA[yusuf, Andi Muhammad]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62676
<![CDATA[This study aims to examine the effects of competency and organizational culture on employee performance, with job satisfaction as a mediating mechanism. It advances a novel claim that competency operates through dual pathways, directly enhancing performance while indirectly shaping outcomes via job satisfaction, whereas organizational culture follows a predominantly direct route. Using a quantitative associative design, data were collected from 250 employees from manufacturing companies and analyzed with PLS-SEM to assess relationships among latent constructs. The results show that competency significantly improves job satisfaction and performance, while organizational culture does not affect job satisfaction but directly enhances performance. Mediation analysis confirms that job satisfaction partially mediates the competency–performance relationship but not the organizational culture–performance link. These findings imply that organizations should prioritize competency development as a leverage point for both satisfaction and performance, while positioning culture as a direct performance driver.]]>
<![CDATA[Medical Personnel’s Perceptions of the Implementation of Artificial Intelligence at Hospital Context ]]>
<![CDATA[Nadila, Devita]]>;
<![CDATA[Arianto, Radityo Fajar]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62682
<![CDATA[This study examines how medical personnel perceptions influence the acceptance of artificial intelligence in hospital services in the Cilegon area. It advances technology adoption literature by demonstrating that AI acceptance in healthcare is driven less by cognitive evaluation and more by capability-building mechanisms, particularly training and digital literacy, which mediate perception–behavior relationships. Using a PLS-SEM approach with survey data from 159 health workers, the findings show that training and digital literacy exert the strongest influence on AI acceptance, while cognitive, affective, and conative perceptions do not directly translate into adoption. Instead, affective and conative dimensions operate indirectly through capability development pathways. These results underscore the centrality of experiential and participatory learning in shaping technology readiness among healthcare professionals. The study implies that hospital digital transformation strategies should prioritize structured training and digital literacy enhancement to ensure effective and sustainable AI integration. ]]>
<![CDATA[Hospital Digitalization Effects on Patient Outcomes Mediated by Usability Pathways ]]>
<![CDATA[Rusli, Laurencya Stephanie]]>;
<![CDATA[Prasetianto, Aditia]]>;
<![CDATA[Lina, Lina]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62683
<![CDATA[This study examines how administrative and patient service digitization influence patient satisfaction and loyalty in hospital settings. It advances digital health literature by demonstrating that hospital digitalization effects on patient outcomes are mediated by usability pathways rather than direct technological deployment, while also revealing the contingent role of digital literacy across service domains. Using a PLS-SEM approach with a sample of 196 patients, the findings indicate that digitalization does not directly enhance satisfaction or loyalty but operates through perceived ease of use, whereas perceived usefulness remains non-influential. Digital literacy strengthens the impact of administrative digitization on satisfaction but weakens the effect of patient service digitization. Satisfaction emerges as the primary driver of patient loyalty. These findings imply that hospital digital transformation strategies should prioritize usability optimization and tailor digital services to patient capability levels.]]>
<![CDATA[From Leadership to Innovation: The Mediating Role of Job Satisfaction in a Semi-Military Organization ]]>
<![CDATA[Basir, Abdul]]>;
<![CDATA[Elliyana, Ela]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.63129
<![CDATA[This study examines how transformational leadership and organisational culture influence innovative work behaviour in semi-military defence organisations, with job satisfaction as a mediating variable. Drawing on transformational leadership theory, Denison’s cultural model, and affective-motivational perspectives, the study explores psychological mechanisms that shape innovation in highly hierarchical settings. A quantitative survey of 288 employees from a state-owned defence manufacturer in Indonesia was analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results show that both transformational leadership and organisational culture significantly enhance job satisfaction. Organisational culture also directly increases innovative work behaviour, whereas transformational leadership does not exert a direct effect. Instead, its influence on innovation is fully mediated by job satisfaction. Job satisfaction itself emerges as a strong predictor of innovative behaviour. These findings suggest that in rigid and hierarchical environments, innovation is more likely to arise from cultural support and positive employee experiences than from leadership behaviours alone.]]>
<![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 Influence of Supply Chain Digitalization on Halal Supply Chain Implementation in the Halal Industry ]]>
<![CDATA[Dwita, Febrisi]]>;
<![CDATA[Novialumi, Anita]]>;
<![CDATA[Sumardiono]]>;
<![CDATA[Elliyana, Ela]]>;
<![CDATA[Santoso, Budi]]>;
<![CDATA[Zefanya Purba, Hezkiel]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.61688
<![CDATA[This study examines how digital innovation in supply chains enhances halal supply chain effectiveness in Indonesia, with implementation success as a mediating mechanism. It contributes theoretically by advancing a socio-technical model that positions digitalization as an enabling condition contingent on organizational and regulatory alignment rather than a direct driver. Using PLS-SEM on survey data from 170 halal-certified food and beverage producers, the findings show that digital technologies significantly improve supply chain success but do not directly translate into implementation. Instead, effective halal practices fully mediate this relationship. The results highlight that technological adoption requires institutional support and managerial commitment. Practically, the study informs policymakers and industry actors to design integrated digital–halal strategies. However, its cross-sectional design and regional focus limit generalizability, suggesting future longitudinal and multi-context studies to capture dynamic transformation patterns.]]>
<![CDATA[Workplace Gender Dynamics and Mental Health: Does Family Harmony Mediate? ]]>
<![CDATA[Fauziah, Dewi Rahmi]]>;
<![CDATA[Muslim, M.]]>;
<![CDATA[Anjani, Ega]]>;
<![CDATA[Yunita, Irma]]>
<![CDATA[ Jurnal Minds: Manajemen Ide dan Inspirasi Vol 13 No 1 (2026): June ]]>
Publisher : <![CDATA[Management Department, Universitas Islam Negeri Alauddin Makassar, Indonesia ]]>
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DOI: 10.24252/minds.v13i1.62223
<![CDATA[This study aims to examine the effects of workplace gender dynamics and character education on the mental health of married working women, and to assess the mediating role of family harmony. This study advances HRM literature by repositioning family harmony as a boundary condition in work–family interface models, rather than a universal mediating mechanism. Using a quantitative design, data from 180 families in Banten Province, Indonesia, were analyzed with PLS-SEM. The findings reveal that character education does not significantly influence mental health, while workplace gender conditions exert a direct effect, with inequality increasing psychological strain. External factors, including income and number of children, remain more dominant predictors. Although both predictors influence family harmony, it does not mediate the relationship with mental health. These results imply that organizations and policymakers must prioritize gender-equitable work environments and integrated work–family policies to enhance women’s mental well-being.]]>
