TAMBUN – Theory and Application in Management, Business, and the Unity of Nations

Implementation of islamic economic principles in re-skilling and entrepreneurship programs for former workers affected by layoffs

2025-09-07T10:38:38+00:00

The increasing phenomenon of layoffs (PHK) across various industrial sectors poses serious challenges to workers’ welfare. This study aims to explore the implementation of Islamic economic principles in re-skilling and entrepreneurship programs as an economic recovery strategy for former workers affected by layoffs. Using a descriptive qualitative approach, this research analyzes Islamic economic concepts such as justice, partnership, productive zakat, and the prohibition of usury in designing sustainable training and entrepreneurship programs. The findings are expected to provide an effective sharia-based empowerment model, enhance economic independence, and minimize the social impacts of layoffs. Moreover, the study is anticipated to serve as a reference for Islamic financial institutions, government bodies, and social organizations in formulating post-layoff workforce empowerment policies.

Influence of competency and work environment on motivation and career development of lecturers of the faculty of agriculture UMSU

2026-06-05T14:02:03+00:00

This study aims to analyze the influence of competence and work environment on the motivation and career development of lecturers at the Faculty of Agriculture, Universitas Muhammadiyah Sumatera Utara (UMSU). The study used a quantitative approach with a causal associative method. The study population was all 52 active lecturers of the Faculty of Agriculture, UMSU, who were used as research samples. Data were collected through a questionnaire with a Likert scale and analyzed using multiple linear regression through the SPSS program. The results showed that competence had a positive and significant effect on lecturer motivation (β = 0.858; p < 0.05), likewise the work environment had a positive and significant effect on lecturer motivation (β = 0.144; p < 0.05). The model was able to explain 91.2% of the variation in lecturer motivation. However, competence, work environment, and motivation did not have a significant effect on lecturer career development with significance values of 0.761; 0.072; and 0.660, respectively. These variables were only able to explain 18.8% of the variation in career development. These findings indicate that competence is the most dominant factor in increasing lecturer motivation, while lecturer career development is more influenced by institutional factors such as promotion policies, credit points, support for scientific publications, and the university's human resource development system. This research implies that improving competence and creating a conducive work environment are important for increasing lecturer motivation, while career development requires stronger policy support and institutional systems.

Employee competence, leadership style and employee performance: mediating role of work motivation at PT Perkebunan Nusantara IV Regional VI

2026-06-22T01:34:53+00:00

This study examines the influence of employee competence and leadership style on employee performance through work motivation as a mediating variable at PT Perkebunan Nusantara IV Regional VI. The research is motivated by the need to enhance employee performance to achieve organizational targets in the increasingly competitive plantation industry, where competence, leadership, and motivation are key determinants of success. A quantitative survey method was applied in this study. The population consisted of 85 permanent employees, all of whom were included as respondents using a census sampling technique. Data were collected through a structured questionnaire using a five-point Likert scale. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results show that employee competence has a positive and significant effect on work motivation (β = 0.578; p < 0.001), and leadership style also significantly influences work motivation (β = 0.805; p < 0.001). Employee competence has a positive and significant effect on employee performance (β = 0.328; p = 0.002), while work motivation significantly affects employee performance (β = 0.612; p < 0.001). However, leadership style does not have a significant direct effect on employee performance (β = 0.067; p = 0.515). The model explains 64.8% of the variance in work motivation and 86.2% of the variance in employee performance. These findings indicate that work motivation plays an important mediating role in linking employee competence and leadership style with employee performance. Strengthening employee competence and implementing effective leadership practices can enhance motivation, which in turn improves employee performance at PT Perkebunan Nusantara IV Regional VI.