EBIS: Journal of Economy and Business with e-ISSN number: 2809-0713 | p-ISSN number: 2088-6152 is a journal published by Faculty of Economics, Sunan Giri University of Surabaya. EBIS aim to provide a platform for researchers to share studies on topics such as business marketing, finance, human resources, economy management and monetary economics. We contribute to academic discussions and help shape business practices and economic policies. This journal discusses and contains scientific articles from research which will discuss the world of economics. This journal is published regularly twice a year every January and July. The articles may be written in Indonesian or English. Authors need to register with the journal prior to submission.
Pengalaman Karyawan Terhadap Sistem Kerja Fleksibel dalam Dimensi Kesejahteraan dan Produktivitas
Flexible work arrangements have become permanent features of modern organizations, yet employee experiences vary significantly. Through systematic literature review and thematic synthesis, this study explores employee experiences of flexible work across work life balance, productivity, and psychological well being dimensions. Positive experiences include reduced commute time, scheduling flexibility, improved individual focus, and decreased social anxiety. Negative experiences include blurred work life boundaries, collaboration difficulties, social isolation, digital fatigue, and surveillance anxiety. Nine organizational factors shape these experiences: trust culture, managerial communication quality, technology infrastructure and IT support, policy clarity and procedural justice, distributive and procedural fairness, peer and supervisor social support, job task flexibility fit, clear performance expectations with structured feedback, and organizational support for psychological well being including right to disconnect policies. These factors interact systemically; weakness in one cannot be fully compensated by strength in another. Organizations implementing flexible work without addressing these factors risk negative employee outcomes including burnout and turnover. The framework provides evidence based guidance for HR practitioners designing sustainable flexible work policies.
Copyright (c) 2021 Jurnal Ekonomi dan Bisnis
Membangun Pengalaman Karyawan yang Positif Strategi Terintegrasi untuk Organisasi Modern
Employee experience has emerged as a strategic priority for modern organizations competing for talent. Unlike traditional job satisfaction, employee experience encompasses the entire employee journey from recruitment to exit. Through systematic literature review and thematic synthesis, this study identifies eight interconnected dimensions of employee experience: supportive organizational culture, physical work environment, user friendly technology, well designed employee journey, meaningful work, work life balance and well being support, timely personalized recognition, and continuous learning opportunities. Effective employee experience management requires nine integrated strategies: employee journey mapping, design thinking application, cross source data integration, centralized digital platform development, frontline manager training and empowerment, real time feedback mechanisms, experience personalization, community and social connection building, and continuous evaluation with iteration. These strategies form an ecosystem where each component reinforces others. Organizations successfully implementing these strategies report higher retention, productivity, and employee advocacy. The framework bridges user experience design and human resource management literatures, offering evidence based guidance for practitioners. Employee experience is not a program but a fundamental shift in how organizations view their relationship with employees.
Goal Cascading dan Strategic Alignment dalam Manajemen Kinerja
The process of aligning individual goals with team and company objectives begins with a hierarchy of goals through goal cascading. Role clarity, as a mediator, consists of goal clarity and process clarity. Employee engagement is a consequence of strategic alignment, in which employees find their work meaningful. The balanced scorecard and strategy map provide a visual framework for translating strategy into operational goals. Goal clarity and process clarity reduce team conflict and enhance psychological well-being. Dashboard technology facilitates cascading but must support dialogue. Cultural differences in uncertainty avoidance influence preferences regarding the level of detail in process clarity. The relationship between strategic alignment, goal clarity, and employee engagement is a mutually reinforcing cycle. For adaptive work in a VUCA environment, goal cascading focuses on learning goals rather than performance goals.
Pengaruh Lingkungan Kerja dan Motivasi Kerja Terhadap Kepuasan Kerja
Employees are the company's capital to run its operations. Not only high sales, having good employees and having high abilities will help the company to achieve company goals. The importance of employees for companies requires management to always satisfy employees while working. Factors that can increase job satisfaction will always be the attention of management such as the work environment and work motivation. This study aims to determine and analyze the role of work environment and work motivation on job satisfaction. This research was conducted at one of the companies in Sidoarjo. This study used 92 respondents as a sample. The analytical technique used was multiple linear regression. The results showed that the work environment had a significant effect on building job satisfaction. Work motivation has also been shown to have a significant effect on the formation of job satisfaction. Both variables have a significant effect on increasing job satisfaction.
Religiusitas dalam Program Pelatihan dan Pengembangan Sdm: Peningkatan Kompetensi dan Soft Skills Berbasis Nilai Spiritual
Religiosity based training offers a distinctive approach for developing employee soft skills through internalization of universal spiritual values. Values including trustworthiness, sincerity, patience, humility, and justice directly translate into productive work behaviors such as honesty, responsibility, stress resilience, learning openness, and fairness. Trustworthiness reduces supervision needs because employees work responsibly without external monitoring. Sincerity protects motivation when efforts receive no recognition because rewards come from internal satisfaction. Patience enables constructive conflict resolution and prevents hasty decisions harming long term interests. Humility facilitates receptiveness to feedback and continuous learning essential for adaptation. Justice ensures equitable treatment of colleagues regardless of position or background. Effective training methods include case studies, role playing, guided reflection, mentoring, and community of practice rather than conventional lectures. Facilitator credibility through consistent role modeling determines program success more than material quality. Evaluation requires qualitative approaches including behavior observation and peer assessment since written tests cannot measure value internalization. Post training reinforcement through support groups and periodic refresher sessions maintains behavioral changes. Integration with recruitment, performance appraisal, and compensation systems sustains long term impact. Organizations successfully implementing spiritual value training gain competitive advantage through technically competent employees with integrity.
Copyright (c) 2025 Jurnal Ekonomi dan Bisnis
Kompetensi Digital Marketing dan Peran Literasi Digital pada Wirausaha Muda
Digital literacy forms the essential foundation for young entrepreneurs to master digital marketing competencies in the rapidly evolving online marketplace. Four interconnected dimensions technical literacy, information literacy, communication literacy, and security literacy collectively determine entrepreneurial success in digital promotion. Technical literacy enables operation of algorithms, analytics tools, and advertising platforms. Information literacy allows entrepreneurs to distinguish credible sources from misinformation and identify sustainable trends from temporary fads. Communication literacy transforms plain messages into persuasive content across text, image, and video formats on various social media platforms. Security literacy protects customer data and transaction integrity, preserving trust as the most valuable online asset. Data analytics capability bridges technical and information literacy by enabling evidence based decisions about content strategies, audience targeting, and campaign optimization. Algorithm adaptation skills differentiate entrepreneurs who survive platform changes from those who lose organic reach permanently. Self directed learning through documentation, webinars, and communities compensates for formal education gaps in this fast moving field. Ethical digital practices and social responsibility build long term customer loyalty beyond short term engagement metrics. Urban rural digital literacy gaps require targeted training programs considering infrastructure limitations and local market characteristics. Artificial intelligence tools present new opportunities for content creation and predictive analytics, demanding updated literacy frameworks for entrepreneurial success.
Peran Pemimpin Transformasional dalam Pengembangan Kompetensi Karyawan
Transformational leadership drives employee development through four interconnected behavioral dimensions. Intellectual stimulation encourages questioning assumptions and exploring innovative solutions beyond standard procedures. Individualized consideration tailors development approaches to each employee's unique strengths, weaknesses, and career aspirations. Idealized influence builds trust through consistent role modeling where leaders practice stated values even at personal cost. Inspirational motivation articulates compelling future visions connecting individual roles to organizational transformation. Transformational leaders assign challenging tasks slightly above current skill levels forcing new capability development without formal training costs. Mentoring relationships transfer tacit knowledge about organizational culture, networks, and unwritten rules unavailable through classroom learning. Psychologically safe climates where mistakes trigger learning not punishment enable risk taking essential for development. Learning supporting systems including knowledge repositories and best practice sharing forums institutionalize continuous improvement. Leadership development programs must teach communication skills, emotional intelligence, and change management capabilities not assuming transformational behaviors as innate traits. Succession planning requires identifying and developing future transformational leaders rather than feeling threatened by talented subordinates. Behavioral consistency over time determines whether transformational leadership produces sustained development outcomes rather than sporadic improvements. Organizations integrating transformational leadership systematically with human resource development achieve sustainable competitive advantage through continuous employee capability enhancement.
Kesenjangan Gender dalam Work Life Balance: Analisis Beban Ganda dan Peran Domestik
Gender differences in work life balance stem from unequal domestic labor division where women perform two to three times more unpaid household work than men even when working full time. This double burden creates more intensive role conflict for women who constantly switch between professional and domestic responsibilities. Social constructions of work life balance within cultural and organizational norms often fail to recognize this pre existing inequality. The COVID 19 pandemic widened gender gaps as school closures placed childcare and homeschooling responsibilities overwhelmingly on women while men working from home reported increased productivity from reduced commuting. Masculinity norms prevent men from taking larger roles in childcare despite younger generations expressing more egalitarian attitudes. Mandatory father quotas in parental leave policies have proven effective in increasing male participation and reducing stigma. Workplace flexibility without addressing domestic inequality can worsen women's conditions by making them always available for household tasks. Partner support constitutes the strongest factor determining women's ability to achieve satisfying work life balance. Generational differences show positive trends with younger men more willing to share domestic work, but policy changes and organizational practices must catch up to these attitude shifts. Sustainable work life balance requires redistributing domestic work and redesigning organizational policies to recognize gendered experiences.
Strategi Green Pricing pada Produk Mewah Berkelanjutan: Elastisitas Harga dan Komunikasi Nilai Premium
This literature study comprehensively analyzes green pricing strategies in the luxury goods industry, focusing on price elasticity and premium value communication strategies. Price elasticity of sustainable luxury products is influenced by the Veblen effect where price increases can boost demand as a status signal, though sustainability attributes add new complexity. Willingness to pay premium is determined by perceived value encompassing functional, emotional, and social dimensions, with environmentally conscious consumers valuing sustainability attributes more highly. Consumer segmentation is a key factor as not all consumers respond to green attributes uniformly. Premium value communication strategies require integrating sustainability messages into existing luxury narratives, emphasizing how sustainability reinforces core values such as craftsmanship, heritage, and quality. Interaction quality, consistent social responsibility implementation, cross-organizational collaboration, technology-based transparency, and green human resource management are important factors in building credible communication. Consistency between communication and actual practice builds reputation as an invaluable intangible asset in the luxury segment. The study provides theoretical contributions to luxury marketing and sustainable marketing literature, and practical guidance for brand managers in designing effective green pricing strategies, for regulators in formulating transparency policies, and for educators in integrating these findings into marketing curricula.
Peran Recognition Program dan Leadership Style Terhadap Loyalitas Karyawan pada Industri Manufaktur di Surabaya
This study aims to examine the influence of recognition programs and leadership style on employee loyalty among manufacturing company employees in Surabaya. A quantitative approach with an explanatory survey design was employed. The sample consisted of 126 employees, selected using total sampling from the entire population of manufacturing company employees in Surabaya. Data were collected through a five-point Likert scale questionnaire adapted from Robbins and Judge (2019), Bass and Riggio (2006), and Allen and Meyer (1990). Data analysis was conducted using multiple linear regression with the assistance of SPSS version 27. The findings reveal that recognition programs have a positive and significant effect on employee loyalty, leadership style has a positive and significant effect on employee loyalty, and both independent variables simultaneously exert a significant influence on employee loyalty. The study confirms that recognition programs are the most dominant factor in enhancing employee loyalty within manufacturing companies in Surabaya.
Pengaruh Kebijakan Moneter Terhadap Investasi Swasta
Central bank interest rate policies influence private investment through various transmission channels, including the cost of capital, the balance sheet effect, business expectations, exchange rates, and policy uncertainty. The theoretical relationship between interest rates and investment is negative, but its strength varies depending on financial structure and access to financing. The difference between nominal and real interest rates determines the investment response to changes in monetary policy. The heterogeneity of responses across sectors and firm sizes complicates the formulation of an optimal single interest rate policy. Unstable policies create uncertainty that undermines the investment climate through the option to wait. The credibility of the central bank’s commitment to price stability is a valuable asset for long-term investment. Central bank independence is necessary to build the credibility of monetary policy that effectively promotes private investment.
Copyright (c) 2020 Jurnal Ekonomi dan Bisnis
Faktor Determinan dan Strategi Pengembangan Dinamika Kerja Tim Digital
Digital organizations increasingly rely on teams whose members rarely meet physically. This literature study examines factors affecting cohesion and coordination in digital teams and designs interventions to optimize team dynamics. Through systematic review with thematic synthesis, seven influencing factors are identified: communication (frequency, quality, synchronicity), trust (consistency, vulnerability), diversity (cultural, linguistic, temporal), technology (fit with task, ease of use), leadership (competence, fairness, psychological safety), task interdependence (degree, frequency), and explicit norms (response time, escalation procedures). These factors do not operate in isolation; weaknesses in one can be partially compensated by strengths in another up to a limit. Nine corresponding interventions are proposed: channel mapping and asynchronous communication training, trust building through early wins and transparency, diversity management via cross cultural training and role rotation, participatory technology selection and training, digital leadership development programs, task interdependence redesign through dependency mapping, norm setting workshops with regular review, continuous evaluation using surveys and objective metrics, and well being support to prevent burnout. These interventions form a systemic package requiring diagnosis before implementation. Organizations successfully optimizing digital team dynamics achieve faster innovation and higher retention.
Corporate Social Responsibility Sebagai Instrumen Pemasaran: Pembentukan Citra Merek dan Kepercayaan Konsumen
Corporate Social Responsibility has evolved from peripheral philanthropy to central marketing strategy as consumers increasingly demand ethical and sustainable business practices. CSR influences brand image through cognitive and affective pathways, building consumer trust through consistent demonstration of stated values across all operations. Program authenticity depends on logical connection between CSR activities and core business competencies, avoiding accusations of greenwashing. Cause related marketing requires transparent disclosure of donation mechanisms and independent third party verification to prevent consumer skepticism. Environmental CSR addressing climate change gains particular importance as younger generations witness direct impacts of ecological degradation. Consumer participation in CSR programs through project selection, donations, or volunteer activities transforms transactional relationships into affective and moral bonds. Generations Z and Millennials demand total transparency in CSR reporting, including quantitative metrics, data collection methods, and verification processes. Third party certifications such as Fairtrade, B Corp, and FSC provide credible signals that reduce information asymmetry between companies and skeptical consumers. Brand CSR integration where social and environmental values become inseparable from brand identity represents the most advanced but most sustainable approach. Strategic CSR builds long term brand equity through customer loyalty, positive word of mouth, and resilience against negative incidents.
Keseimbangan Kerja Hidup pada Lingkungan Kerja Multikultural
Work life balance perceptions vary significantly across organizational cultures shaped by national cultural dimensions. Power distance influences whether employees accept after hours contact from supervisors. Individualism versus collectivism determines priority given to career achievement versus family time. Masculinity versus femininity affects societal acceptance of parental leave and flexible work arrangements. Uncertainty avoidance influences preference for structured schedules versus remote work flexibility. Work family conflict manifests differently across cultures due to gender role expectations and extended family support availability. Generational differences add complexity as millennials challenge traditional assumptions about work dedication and loyalty. Effective parental leave policies require local adaptation since cultural pressure prevents leave uptake in masculine cultures. Remote work acceptance depends on power distance and trust levels between managers and subordinates. Inclusive leadership that understands cultural differences enables successful work life balance policy implementation. Presenteeism cultures valuing physical presence over productivity require shift toward outcome based performance measurement. Organizations successfully managing cultural diversity in work life balance enjoy better talent retention and productivity. Policy design must involve employee participation from various cultural groups to ensure relevance and acceptance.
Perbandingan Pola Konsumsi Antara Rumah Tangga Pedesaan dan Perkotaan
This study examines differences in consumption patterns between rural and urban households through a qualitative library research approach. Rural households allocate larger expenditure shares to food and housing, source food from own production, and face income seasonality and limited market access. Urban households allocate larger shares to transportation, communication, and recreation with complete market dependence and formal credit access. Expenditure elasticities for durable goods are higher in rural areas, while elasticities for recreation and luxury goods exceed one in urban areas. Rural urban consumption differences narrow over time through urbanization and technology diffusion but persist due to structural factors. Implications for poverty measurement require spatially differentiated poverty lines and region specific program designs.
Copyright (c) 2017 Jurnal Ekonomi dan Bisnis
Peran Norma Kelompok untuk Membentuk Perilaku Individu
Group norms influence individual behavior through informational and normative influences. Informational influence is dominant in ambiguous situations where individuals rely on others as sources of information. Normative influence encourages individuals to conform in order to meet group expectations and avoid social sanctions. The strength of normative influence is determined by group size, norm clarity, cohesion, status, and task type. Internalized norms, which become part of an individual’s identity, will be followed even without supervision. Groupthink occurs when consensus pressure suppresses dissent, leading to poor decisions. Group norms can foster positive behavior through a combination of descriptive and injunctive norms. Leaders shape norms through articulation, modeling, and a consistent reward system. Norm change requires discomfort with the status quo and long-term consistency.
Keselarasan Nilai Budaya dan Perilaku Kerja dalam Organisasi
Organizational cultural values are reflected in work behavior through the gradual internalization of artifacts into underlying assumptions. The internalization process occurs through selection, socialization, recognition, and leadership by example. Alignment between personal and organizational values enhances job satisfaction, commitment, and employee retention. Integrity is evident in the honesty of reporting mistakes and the refusal of bribes. Collaboration is evident in sharing information and assisting colleagues. Innovative behavior is evident in the courage to propose new ideas and viewing failure as a learning opportunity. Leader consistency is a critical factor in maintaining alignment between values and behavior. Cultural change requires a sense of urgency, strong leadership, and changes to the reward system. Global organizations need to balance universal values with local adaptation.
Sensitivitas Investasi Usaha Mikro Terhadap Perubahan Suku Bunga Kredit
Credit interest rates influence investment interest among microenterprises through the cost of capital and risk perception. Microenterprises operate on thin profit margins, making them highly sensitive to changes in interest rates. An increase in interest rates can render profitable investments unfeasible in their eyes. Debt aversion exacerbates the negative impact of high interest rates. Microfinance institutions face a trade-off between operational sustainability and interest rate affordability. Financial education and business mentoring can boost investment interest even when interest rates are relatively high. Interest rate subsidies must be carefully designed to avoid creating dependency and market distortions. An integrated approach combining financing, training, and mentoring yields better results. Long-term sustainability requires enhancing the ability of microenterprises to generate income through improvements in the business climate.
Modal Psikologis Sebagai Sumber Daya Personal dalam Mengatasi Tekanan Tugas
Psychological capital consists of self-efficacy, hope, optimism, and resilience, which serve as personal resources when facing task pressure. The development of psychological capital through structured training interventions has been shown to improve performance and work engagement. This study employs a qualitative approach using a literature review method. Data were obtained from various textbooks, scientific journals, and academic publications relevant to the topics of psychological capital and task pressure. Data analysis was conducted using qualitative content analysis through a process of categorization, interpretation, and conceptual synthesis to identify patterns of relationships among variables. The results of the study indicate that self-efficacy helps individuals maintain confidence in their ability to complete challenging tasks, hope enables individuals to find alternative solutions when facing obstacles, optimism fosters positive attributions regarding failure, while resilience helps individuals bounce back from work-related stress and difficulties.
Green Marketing Otentik dan Greenwashing: Respons Konsumen Terhadap Klaim Lingkungan
This literature study examines the dichotomy between authentic green marketing strategies and manipulative greenwashing practices, as well as consumer response patterns toward environmental claims. Authentic green marketing is characterized by sustainability integration across the entire value chain, radical transparency in communication, specific and verifiable claims, credible third-party certifications, consistency between messaging and operational practices, and long-term orientation reflected in continuous improvement targets. Greenwashing manifests in various forms ranging from the use of green visual associations without explicit claims, vague terminology difficult to define, highlighting of irrelevant attributes, to false certification assertions. Consumer responses span from skepticism as a defense mechanism against potential deception to trust gradually built through positive experience accumulation. The attitude-behavior gap represents a central phenomenon explained by structural barriers including price premiums and limited availability, psychological factors such as cognitive dissonance, and information confusion arising from competing claims complexity. The digital era has fundamentally transformed these dynamics by granting consumers unprecedented amplification power, making transparency and consistency strategic imperatives for long-term success in green marketing.
Transparansi Harga Obat dan Promosi Produk Kesehatan dalam Praktik Bisnis Farmasi
The pharmaceutical industry faces persistent ethical challenges regarding drug price transparency and health product promotion. This study examines the regulatory framework governing pharmaceutical business ethics in Indonesia, focusing on compliance gaps between legal provisions and actual practices. A qualitative document analysis method was employed, reviewing regulations including Minister of Health Regulation No. 98/2015 on Maximum Retail Price disclosure and Government Regulat ion No. 28/2024 on health product advertising. The analysis identifies three major compliance gaps. First, healthcare facilities frequently sell drugs above regulated prices through hidden administrative fees. Second, promotional content on digital platforms bypasses pre approval requirements using influencer marketing tactics. Third, sponsorship of physician conferences remains a channel for undue influence despite anti gratification laws. Weak sanction mechanisms and inadequate interagency coordination enable continued violations. Patient reporting systems are inaccessible and provide no compensation for overcharged consumers. The findings suggest that regulatory existence alone is insufficient without political commitment to enforcement. Recommended improvements include artificial intelligence based advertising monitoring, mandatory disclosure of industry physician financial relationships, and severe administrative penalties for repeat violators. These measures would protect patient rights and restore public trust in pharmaceutical services.
Pendapatan dan Nilai Budaya dalam Pembentukan Pola Konsumsi Keluarga
Household consumption patterns are not solely determined by income constraints but also shaped by cultural values that filter preferences and spending priorities. This study aims to construct a theoretical framework explaining how income and cultural values jointly influence family consumption behavior. The analysis identifies twelve mediating mechanisms including intergenerational value conflict, trust in financial institutions, remittance pressure, peer influence, religiosity, gender ideology, ecological awareness, debt tolerance, and post materialism. Results show that income elasticity for status goods is lower in collectivist societies, while mastery values strengthen the link between income and positional consumption. Religious households allocate larger proportions for spiritual expenditures even at low income levels. Digital transformation and climate awareness create new value orientations that alter traditional income consumption relationships. The study concludes that cultural values operate as filters that direct additional income toward specific consumption categories rather than simply increasing overall expenditure. Policy interventions aimed at poverty alleviation must incorporate local value mapping to avoid misdirected assistance. Future longitudinal research should track value shifts and corresponding consumption changes in the same households over time.
Pengaruh Cultural Values dan Work Motivation Terhadap Organizational Citizenship Behavior pada Perusahaan Manufaktur di Surabaya
This study aims to examine the influence of cultural values and work motivation on organizational citizenship behavior among employees of manufacturing companies in Surabaya. A quantitative approach with an explanatory survey design was employed. The research is grounded in Blau’s (1964) Social Exchange Theory, reinforced by Organ’s (1988) concept of Organizational Citizenship Behavior. A sample of 100 employees was selected using purposive sampling, with the criterion of a minimum tenure of one year. Data analysis was conducted using multiple linear regression with the assistance of SPSS version 27. The findings indicate that cultural values have a positive and significant effect on organizational citizenship behavior, work motivation has a positive and significant effect on organizational citizenship behavior, and both independent variables simultaneously exert a significant influence on organizational citizenship behavior. The study confirms that work motivation is the most dominant factor in enhancing organizational citizenship behavior among employees in manufacturing companies in Surabaya.
Total Quality Management dalam Membangun Kualitas dan Kemampuan Keberlanjutan Perusahaan
This study constructs a theoretical argument demonstrating Total Quality Management as a foundation for building quality and sustainable business competence simultaneously. The findings reveal that TQM principles including customer focus, leadership, employee involvement, process approach, continuous improvement, factual decision making, and supplier partnership inherently support resource efficiency and waste reduction. The synergy between TQM and sustainability originates from a shared philosophical root of eliminating all forms of waste. Organizations that internalize TQM as a comprehensive management system discover that quality targets and environmental targets are not contradictory but mutually reinforcing. This integration capability becomes a source of sustainable competitive advantage difficult for competitors to imitate. The study concludes that TQM deserves recognition as a strategic foundation for organizations committed to long term business viability without sacrificing high quality standards.
Kontribusi Pemasaran Sosial Terhadap Kelestarian Lingkungan Bagi Bisnis Berkelanjutan
This study examines how social marketing contributes to environmental sustainability leading to sustainable business formation. Social marketing changes individual environmental behaviors by identifying and overcoming specific barriers to action. Changed behaviors create market demand for sustainable products and services. This demand signals companies to invest in cleaner technologies and business models. Behavior change as the central goal distinguishing social marketing from information campaigns. Cross sector collaboration between government, business, and non profits enables scaling of successful interventions. Effective communication avoids fear based messages that cause paralysis and instead emphasizes efficacy through concrete solutions. Sustainable financing requires diversified and transparent funding sources protecting program independence.
Pengelolaan Sumber Daya Manusia Berbasis Kompetensi Strategik
Strategic competency-based human resource management integrates HR functions with business strategy to build competitive advantage. Unique, rare, and hard-to-imitate core competencies form the foundation for designing the entire employee development system. Selective recruitment, extensive training, results-based performance management, and variable compensation are HR practices that are positively correlated with organizational performance. The role of the HR department is shifting from an administrative function to that of a strategic partner on par with other business functions. An organizational culture that supports learning and collaboration is a prerequisite for successful implementation. Measuring effectiveness requires metrics that link HR practices to business outcomes such as profitability and market share. The sustainability of this approach requires periodic competency audits and continuous revision of the competency model.
Copyright (c) 2016 Jurnal Ekonomi dan Bisnis
Sistem Informasi Keuangan Sebagai Pendorong Pengembangan Organisasi dari Akurasi Pelaporan Hingga Transparansi
This research examines how financial information systems contribute to organizational development and identifies effective implementation practices to support organizational development. Synthesis of literature from accounting information systems and management information systems reveals that financial information systems contribute through improved reporting speed and accuracy, enhanced analytical and planning capabilities, automation of routine tasks freeing human resources for value-added work, strengthened internal controls reducing fraud risk, and increased transparency and accountability throughout the organization. Effective implementation practices include stakeholder-inclusive needs analysis, careful data migration planning, adequate user training, phased implementation rather than big bang, clear success metrics establishment, and implementation teams combining internal staff and external consultants with visible senior management sponsorship. Organizations following these practices are more likely to realize the promised benefits of financial information systems and avoid common implementation failures.
Makna Penghargaan dalam Sistem Kompensasi dan Tunjangan Karyawan
Compensation and benefits are perceived as rewards when they fulfill distributive, procedural, and interactional justice. Base pay acknowledges an employee’s presence, bonuses reward exceptional performance, and health benefits demonstrate care for the family. Flexible working hours convey a message of trust and respect for autonomy. Public recognition fulfills the need for social acknowledgment, while career development opportunities signal a long-term investment. Procedural justice is often more important than distributive justice in determining positive meaning. Interactional justice determines whether compensation is perceived as a source of pride or a humiliating insult. Individual differences demand flexibility in the design of compensation systems. Transparent communication builds trust that compensation is a sincere tool for recognition. Employees are the sole judges of the meaning of compensation, regardless of the amount the organization provides.
Tipologi Dukungan Rekan Kerja dan Pengaruhnya Terhadap Kesejahteraan Karyawan
Social support among coworkers in the workplace takes four forms: emotional, instrumental, informational, and evaluative. Emotional support provides empathy and care that reduce psychological stress by fostering a sense of security. Instrumental support, in the form of practical assistance, reduces physical workloads and prevents extreme fatigue. Informational support provides advice and guidance that aid in effective problem-solving. Evaluative support offers constructive feedback that enhances competence and self-confidence. The effectiveness of each form depends on its fit with the characteristics of the stressors faced by the recipient. The buffer effect theory explains protection from stress, while the main effect theory explains direct benefits to well-being. Individual differences, relationship quality, and situational factors moderate the effectiveness of support. Organizations can enhance social support through team-based job design and interpersonal skills training.
Strategi Pengembangan Kompetensi Inti untuk Keunggulan Bersaing
Strategy-based core competency development requires identifying competencies that meet the criteria of market access, customer value, and difficulty to imitate. The four dimensions, employee knowledge, technical systems, management systems, and values and norms must be developed simultaneously. Integration with strategic planning through strategic intent ensures that investments align with long-term business direction. Top management plays a role in allocating resources and preventing deviations from competency priorities. The transfer of tacit knowledge requires direct interaction through job rotations and joint projects. Dynamic capabilities for sensing, seizing, and transforming complement core competencies in a dynamic environment. Success is measured using metrics of competitive position and innovation speed. Multinational companies need to balance centralization with local adaptation.