Publication Search

This study aims to analyze the implementation of the Balanced Scorecard (BSC) as a tool for measuring organizational performance at PT YANAHA. The Balanced Scorecard is a performance measurement method that integrates financial and non-financial aspects through four perspectives: financial, customer, internal business processes, and learning and growth. This research uses a descriptive qualitative approach through interviews, observations, and documentation studies. The results show that the implementation of BSC provides a comprehensive overview of company performance and assists in strategic decision-making.

The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential

This paper provides a comprehensive examination of the concept and implementation of skill management as a cohesive set of competencies encompassing technical, interpersonal, conceptual, and strategic skills within organizational and entrepreneurial contexts. The background highlights the critical role of skill management in addressing the challenges posed by a highly competitive and rapidly evolving business environment, where mastery of these competencies determines both individual and organizational effectiveness in planning, organizing, leading, and controlling resources to achieve collective objectives. Grounded in a literature review of seminal works by Robbins & Coulter, Katz, Drucker, Mintzberg, Armstrong, and Barney & Hesterly, this study adopts a structured approach that covers definitions, classification of skill types, their roles in organizations, development strategies, implementation challenges, and applications in entrepreneurship. The findings indicate that: (1) technical, human, and conceptual skills are complementary across different managerial levels; (2) skill development requires a blend of formal education, field practice, mentorship, and technology utilization; (3) primary challenges include technological adaptation, complexity of decision-making, and limitations in training resources; and (4) in entrepreneurial ventures, effective skill management is fundamental to planning, finance, human resources, innovation, and communication. In conclusion, skill management should not be viewed as a static competency but as a strategic asset that must be continuously enhanced through lifelong learning, enabling both individuals and organizations to sustain growth and resilience in the era of globalization and digital transformation.

The COVID-19 pandemic has exposed fundamental vulnerabilities in global supply chain systems, such as over-reliance on single suppliers and a lack of operational visibility. This has highlighted the urgent need for a new approach to risk management—one that leverages smart technologies. Artificial Intelligence (AI) has emerged as a promising solution, thanks to its capabilities in predictive analytics and adaptive, data-driven decision-making in real time. This study aims to develop an AI-based predictive system framework to enhance the resilience of global supply chains in the face of post-pandemic disruptions. Using the Design Science Research (DSR) methodology, the research designs and evaluates a system that integrates algorithms such as LSTM, Random Forest, Natural Language Processing (NLP), and Reinforcement Learning. It also applies a federated learning approach to ensure data privacy among supply chain partners. The study analyzes over 12,000 data entries from diverse sources, including IoT devices, weather data, demand trends, and social media. The system's effectiveness is evaluated through a combination of quantitative methods (PLS-SEM analysis on 103 respondents) and qualitative methods (interviews with 12 industry executives). The findings show that AI-driven predictive analytics significantly improve supply chain resilience (β = 0.67; p < 0.001), with demand forecasting accuracy increasing by up to 40% and delivery times reduced by 30%. Conceptually, the study contributes by designing a resilient model that integrates real-time visibility, adaptability, and cross-organizational collaborative learning. Unlike traditional approaches focused solely on automation, this framework offers a more holistic solution, addressing key gaps in the literature. The implication is clear: AI is becoming a strategic asset in building sustainable, resilient supply chains amid ongoing global uncertainty.

Human resource development through Learning and Development (L&D) is a major challenge in improving employee performance in the service sector that is highly dependent on service quality. However, the mechanism of L&D's influence on HR performance involving employee engagement as a mediating variable is still not comprehensively understood. This study aims to analyze the influence of L&D on HR performance with employee engagement as a mediator in service companies in Jakarta. The method used is a quantitative survey with data collection through questionnaires to 120 employees, and data analysis using AMOS-based Structural Equation Modeling (SEM). The results of the study indicate that L&D has a direct positive effect on HR performance and indirectly through increasing employee engagement, which acts as a significant mediator. This finding strengthens the theory of social learning and employee engagement and emphasizes the importance of integrating psychological aspects in employee development. The practical implication is that service sector management needs to design L&D programs that not only improve technical competence but also motivate employee engagement to maximize organizational performance. This study provides a relevant empirical contribution to the development of HR management theory and practice in the service sector.

The Surabaya Mengajar Batch 7 Program aims to study the profile of SD Negeri Manukan Kulon VI, the vision and mission implemented, the organizational structure and work procedures of the school, the culture and values ​​adopted, the activities of general and special teachers, the student learning process, and formal ceremonial activities. The Surabaya Mengajar Batch 7 Program will run from February to June 2025. The purpose of this program is to provide teaching experience, broaden horizons, training and development of skills, independence, responsibility, and the ability to develop professionalism in the field of teaching or education. The program will also provide opportunities for students to apply their own discoveries. At SD Negeri Manukan Kulon VI, the Surabaya Mengajar Batch 7 Program runs from September 10 to June 2, 2024. To start the Surabaya Mengajar Program work program, observations were carried out both physically and non-physically to see how the school looks as a whole, including facilities, infrastructure, teaching materials, and other learning equipment. Based on the results of the observations, a schedule was made for the preparation and implementation of the Surabaya Mengajar Program. With the Surabaya Mengajar Program at SD Negeri Manukan Kulon VI, students can improve their teaching skills, implement activity programs that aim to optimize the potential in schools, provide opportunities for students to learn and recognize problems in schools related to the learning process and school administration, and exchange knowledge, skills, and attitude values ​​that have been learned in real life at school.

The curriculum and learning of Islamic Religious Education (PAI) at the Senior High School (SMA) level face significant challenges in line with the dynamics of modern society, especially in strategic areas such as Batam City, which is multicultural and industry-oriented. Curriculum innovation is an urgent necessity to ensure that PAI learning can meet the demands of the times and strengthen students' character. This study aims to identify and develop a relevant and applicable model of curriculum and PAI learning innovation in SMA Batam City. The research method used is qualitative with a library research approach. Data were obtained through a literature review of academic books, scientific journals, and official documents relevant to the theme of curriculum and PAI learning innovation. The analysis was conducted descriptively and analytically on various existing curriculum models and innovation processes. The results of the study show that several innovation models can be adapted in the development of PAI curriculum and learning in high schools, including the R-D-D model (Research, Development, and Diffusion), the Organizational Development model, and the Configuration model. These three models provide a systematic approach to the educational innovation process, from design and implementation to diffusion and routinization within the school environment. In addition, the proposed innovation process follows the dynamic initiation and implementation stages based on the theories of Rogers and Zaltman. In conclusion, the development of curriculum and PAI learning innovation models in SMA Batam City needs to consider the local socio-cultural conditions, teacher readiness, and institutional support. The appropriate implementation of these models is believed to improve the quality of religious education to be more contextual, adaptive, and impactful on the formation of students’ character.

This study investigates the role of adaptive leadership in addressing the complex challenges posed by rapid technological advancements, particularly in the era of Society 5.0. The integration of artificial intelligence (AI) into organizational systems introduces not only opportunities for efficiency and innovation but also ethical and leadership dilemmas. Using a literature review methodology, this paper examines how adaptive leadership can support organizations in navigating digital transformation while maintaining ethical integrity and organizational effectiveness. The findings indicate that adaptive leadership—characterized by responsiveness, inclusivity, and value-driven decision-making—is essential for sustaining organizational resilience. Furthermore, the study emphasizes the need for leaders to foster a learning-oriented culture, manage ethical concerns in AI deployment, and apply flexible leadership styles that empower employees. This paper contributes to the growing discourse on ethical digital leadership and offers insights for organizational sustainability in the context of technological disruption.    

Today, higher education is one of the pillars of development and economic growth for every country in the world. The absence of innovation in higher education is one of the primary problems that Iraqi universities confront and still unable to overcome. This situation could be attributed to the dearth of strategic innovation programs and a lack of creativity in lecturing. Therefore, this study proposes a framework that fits innovation practices and employee creativity into the organizational performance of Misan University in Iraq. Quantitative methods were used to test the hypotheses and validate the fitness of the conceptual framework with the empirical data. Simple random sampling technique was used in the survey procedure. The study sample includes 500 lecturers, whereas 422 valid questionnaires have been included in the data analysis. The results show that innovation practices and creativity have a significant effect on the organizational performance of Misan University. These findings provide evidence that achieving superior performance in higher education no longer depends on the deployment of tangible assets like financial resources or the number of academic staff and faculty, but also on intangible assets such as creative lecturing and adopting innovation practices in the learning process. Thus, this study recommends that higher education institutions in Iraq focus on recruiting creative lecturers who can improve students' learning ability by promoting new ways of learning scientific materials in parallel with an innovation strategy in all organizational functions and processes.

This research discusses the impact of using 3D animation, especially using the Plotagon Studio application, on material on organizational movement towards independence at Cendana DDI Samarinda Middle School, which has several objectives: 1) To find out the procedures for implementing learning with 3D animation using the Plotagon Studio application. 2) to find out how teachers and students respond to learning using 3D animation, especially with the Plotagon Studio application at SMP Cendana DDI Samarinda. The type of research used is qualitative descriptive research which includes data collection, data reduction, data presentation, and drawing conclusions. The results of this research reveal that when using the Plotagon Studio application there are several procedures that need to be carried out. Apart from that, there were responses obtained from teachers and students regarding the use of 3D animation videos and the use of the Plotagon Studio application at SMP Cendana DDI Samarinda.

Human decision-making often occurs under conditions of uncertainty, where understanding probabilities is essential for making informed choices. This study investigates how people perceive and apply probabilistic information in various decision-making contexts. A combination of quantitative and qualitative methods was used to analyze the decision patterns of 200 individuals from diverse backgrounds through scenarios involving uncertainty. The results show that most participants prefer relying on intuition or personal experience rather than using statistical reasoning. Several cognitive biases, such as ignoring probability, overestimating confidence, and relying on readily available information, were commonly observed. However, participants with a stronger grasp of probability concepts demonstrated more logical and beneficial decision-making, particularly in financial and organizational settings. The study highlights a clear link between probability literacy and decision quality. Improving public understanding of probabilistic thinking could enhance decision outcomes, especially in situations involving risk. Educational efforts to integrate probability awareness into learning environments are recommended to support better decision-making both individually and collectively.

Reason: The organization's ability to adopt new, innovative behaviors is being restricted by the new, competitive environment that progress and gradual change have created. In light of overall execution factors, SMEs must implement the following digital transformations. SMEs have certain characteristics that set them apart from large corporations. Moreover, having a prototype that is authorized to recognize, impact, and expand its computerized capabilities will help SMEs grow towards more sophisticated development. Idea/procedure/approach: A top to bottom audit of the current writing on advanced Change and hierarchical productivity accomplished inside Scopus and Web of Science to recognize other computerized difficulties confronting PME and the advanced abilities that they truly do vent developer pour y foreface.  We utilized semi-organized apparatuses to safeguard supplements and work with the investigation of metadata specialists. Results: Because Regarding this review, We've got fostered a sophisticated hierarchical skill simulation for proficiency organized that empowers SMEs to distinguish and foster the computerized capacities expected to progress organized change, refined with bits of knowledge from six counseled specialists. We have noticed the significance of authoritative learning and hierarchical information to propel the computerized change of small and medium-sized. Competent modernity /esteem: known as created designs is valuable regarding small and medium-sized administrators in understand what the beginning circumstance is, explain appear computerized holes were, along with have the option by design activities to foster the advanced abilities important to move in the direction of digital maturity coordinated.

"Blue Ocean Leadership" is a strategic approach that aims to create a new market that is free from competitors by focusing on innovation and value creation. In the context of increasingly competitive businesses, many organizations are trapped in a "sea of red," where fierce competition leads to declining profit margins. This concept invites leaders to move to the "blue ocean," which is an unexplored market space where demand can be created rather than simply shared. Through visionary and creative leadership, leaders can encourage teams to identify new opportunities, design unique products or services, and deliver unparalleled customer experiences. Leadership in the context of Blue Ocean also involves developing an organizational culture that supports innovation, collaboration, and continuous learning. By empowering employees to think outside conventional boundaries, organizations can find solutions that not only meet customer needs but also create greater value. This approach is not only financially profitable, but it also contributes to the company's long-term sustainability in the face of market changes. Overall, Blue Ocean Leadership offers a relevant framework for leaders to design effective strategies in creating new markets that are sustainable and free from competitors.      

This study aims to systematically examine the influence of transformational leadership and organizational culture on nurses' performance in hospitals. The method used is a Systematic Literature Review (SLR) with a qualitative approach. The findings indicate that transformational leadership has a significant impact on improving nurses’ performance, particularly through enhanced work motivation, job satisfaction, loyalty, and team effectiveness. Transformational leaders inspire nurses by providing a vision, encouraging innovation, and fostering a supportive environment that aligns with their values and goals. As a result, nurses exhibit increased commitment to their work, higher engagement levels, and a proactive attitude toward their tasks, leading to better overall performance. Organizational culture also plays a crucial role, especially values such as collaboration, human orientation, and integrity, which have been shown to support a positive work environment and nurse productivity. A culture that prioritizes teamwork, shared responsibility, and mutual respect enables nurses to work more cohesively and efficiently. Hospitals with a supportive and inclusive culture experience reduced turnover rates and higher job satisfaction, as nurses feel valued and respected within the organization. Additionally, when the culture encourages continuous learning and professional development, nurses are more likely to stay updated on best practices and provide high-quality care to patients. However, differences in findings across studies suggest the need for contextual understanding and consistent internalization of cultural values. Factors such as geographical location, hospital size, and leadership styles may influence the degree of impact that transformational leadership and organizational culture have on nurse performance. Therefore, it is essential to adapt leadership strategies and cultural initiatives to the unique needs and challenges of each healthcare setting.

This study aims to (1) analyze the influence of the principal’s leadership style on the performance of student cooperative managers at SMP Negeri 21 Makassar; (2) assess the influence of organizational culture; (3) examine the impact of teacher commitment; (4) analyze the simultaneous effect of leadership style, organizational culture, and teacher commitment; and (5) identify the most dominant influencing variable. This quantitative research involved 45 student cooperative managers from grades VII–IX using a saturated sampling technique. Data were collected through questionnaires and analyzed using multiple regression, t-test, and F-test with SPSS 26. Results show that leadership style, organizational culture, and teacher commitment have a significant positive partial and simultaneous effect. Teacher commitment is the most dominant variable influencing cooperative management performance.

This qualitative literature review explores the transformative role of generative artificial intelligence (GenAI) in reshaping organizational problem-solving. Moving beyond prediction, GenAI supports ideation, design, and decision-making by enhancing exploration, reducing cognitive constraints, and enabling hybrid human-machine intelligence. Drawing on recent studies in strategic management, organizational learning, and AI innovation, this review synthesizes evidence of GenAI’s capacity to augment creativity, frame redefinition, and solution diversity. The findings highlight both opportunities—such as improved search efficiency and strategic adaptability—and challenges, including algorithmic opacity, trust issues, and socio-technical complexity. Ultimately, GenAI represents a generative shift in how organizations define problems and pursue innovation, requiring thoughtful integration to maximize its cognitive and strategic value

The English language teaching at Pondok Pesantren Nurul Falah aims to improve the students' communication skills in English through an approach that is more adaptive to the organizational culture. This pesantren has a habit of using Arabic in daily life, so in the teaching of English, Arabic terms such as “huwa,” “huma,” and “huna” are used in teaching pronouns. The method applied involves interactive teaching, adapted to the students’ habits, where each session begins with an explanation of English concepts, which are then linked to Arabic terms that the students are already familiar with. This activity took place over four meetings per month, with morning and afternoon sessions. The results of the teaching activity showed an improvement in the students' understanding of basic English concepts, especially in teaching pronouns, which were easier to understand when linked to Arabic. The discussion in this activity revealed that adapting the language of instruction to the local culture, in this case, Arabic, can create a more comfortable atmosphere and support the students' enthusiasm for learning. Students, who initially felt less confident in speaking English, became more active and open to practicing. In conclusion, English teaching that is adapted to the organizational culture, especially through the use of Arabic in teaching, has proven effective in improving students' understanding and communication skills in English, as well as creating a learning environment that is more enjoyable and relevant to their needs

Remote work has expanded rapidly in Indonesia and created new challenges for sustaining employee performance in digitally mediated work settings. This study examines the role of employee engagement in mediating the effects of compensation and career development on the performance of remote workers. A quantitative approach was employed using survey data from 200 Indonesian remote workers, and the relationships among variables were analyzed through Partial Least Squares Structural Equation Modeling. The results show that compensation and career development both have significant positive effects on employee engagement, while employee engagement has a strong positive effect on employee performance. The direct effect of compensation on performance is not significant, indicating that its influence operates mainly through engagement. In contrast, career development affects performance both directly and indirectly through engagement. These findings indicate that employee engagement is a key mechanism linking organizational support to remote employee performance. The study implies that organizations should not rely solely on financial rewards, but also provide clear career pathways, continuous learning opportunities, regular feedback, and meaningful recognition to strengthen engagement and improve performance in remote work environments.

This research aims to analyze the influence of work engagement, work environment, and organizational learning on organizational commitment at the Nawangan Community Health Center. The sample in this study was 50 respondents who worked at the Nawangan Community Health Center. The data collection technique used was a survey method with the research instrument used was a questionnaire. The results of the instrument test stated that the data in this study was proven to be valid and reliable. The Classical Assumption Test states that the data in this study is normally distributed and produces a regression model that is free from multicollinearity and heteroscedasticity. The results of this research prove that: (1) Work Engagement has a positive and significant effect on Organizational Commitment, (2), Work Environment has a positive and significant effect on Organizational Commitment, (3) Organizational Learning has a positive and significant effect on Organizational Commitment

This research is a Systematic Literature Review (SLR) aimed at analyzing the application of Artificial Intelligence (AI) technology in the management of information technology (IT) projects. This study focuses on identifying the AI technologies employed, the benefits gained, and the challenges faced in implementing these technologies. The study gathers and analyzes literature from various leading databases, including Scopus, IEEE Xplore, and SpringerLink, within the timeframe of 2015–2025. The findings reveal that AI technologies such as machine learning, predictive analytics, and natural language processing play a significant role in improving efficiency, reducing risks, and supporting decision-making in IT project management. However, challenges such as data quality, organizational resistance, and implementation costs remain major obstacles in adopting this technology. This review provides comprehensive insights into trends, benefits, and barriers associated with AI utilization, along with recommendations for more effective implementation in the future.