PurposeThe purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).Design/methodology/approachThis research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).FindingsOut of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.Research limitations/implicationsThis study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.Practical implicationsSince bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.Social implicationsISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.Originality/valueMost theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.

PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

BUMDes Desa Sukorahayu  mempunyai unit-unit usaha di dalamnya Salah satu diantaranya adalah dengan adanya BUMDes Tirta Kencana yang bergerak di bidang Budidaya keramba, dan kelautan. Kini dengan hadirnya BUMDes warga Sukorahayu sudah tidak kesulitan lagi dalam memenuhi kebutuhan dan keperluan sehari-hari. Tujuan penelitian ini adalah untuk mengetahui Tujuan penelitian ini adalah untuk Mengetahui bagaimanakah peranan keberadaan BUMDes terhadap pendapatan nelayan desa Sukorahayu.Tekhnik pengumpulan data adalah observasi, wawancara dan Studi pustaka.  Berdasarkan hasil penelitian yang diperoleh peneliti menyimpulkan bahwa peningkatan minimum sebesar Rp 2000.000 sementara data maksimum perubahan peningkatan pendapatan sebesar Rp. 95000000 sementara mean atau data rata rata peningkata pendapatan dengan adanya dana BUMDes sebesar 14.682.926,00. Sementara total peningkatan pendapatan sebanyak Rp. 1.221.000.000 dengan total pinjaman Rp. 813.000.000. dan berdasarkan peningkatan sebesar 53.6% dari pendapatan sebelum menggunakan dana BUMDes. Sehingga dapat diketahui bersama bahwa keberadaan BUMDes berperan penting dalam meningkatakan pendapatan masyarakat nelayan desa Sukorahayu. .  Kata Kunci : BUMdes, Pendapatan  Masyarakat

Fulfill all needs or desires in the employee, it will create a feeling of satisfaction, and employees with high levels of satisfaction will experience an increase in performance. Based on this matter, this study aims, (1) To determine the effect of work motivation on employee performance, (2) To determine the effect of work motivation on job satisfaction, (3) To determine the effect of job satisfaction on employee performance, (4) To determine the effect work motivation on employee performance with job satisfaction as an intervening variable. The data collection technique of this study was a questionnaire and documentation. The population of this study was employees of PT. PT. Federal International Finance (FIF), eastern Lampung region with a total of 96 people. While the data analysis uses regression analysis and phat path. The results of this study are, (1) Motivating Work Influence on Employee Performance, (2) Motivating Influential Work Against Job Satisfaction, (3) Influential Job Satisfaction on Employee Performance, (4) Job Satisfaction Role as Intervening Variables Between Work Motivation and Performance Employees (5) Work motivation influences employee performance directly, but work motivation will have greater influence on employee performance if first through or added to job satisfaction. These Research Results Can Become Input For PT. Federal International Finance (FIF), as material for consideration to improve employee performance.

BUMDes Desa Sukorahayu  mempunyai unit-unit usaha di dalamnya Salah satu diantaranya adalah dengan adanya BUMDes Tirta Kencana yang bergerak di bidang Budidaya keramba, dan kelautan. Kini dengan hadirnya BUMDes warga Sukorahayu sudah tidak kesulitan lagi dalam memenuhi kebutuhan dan keperluan sehari-hari. Tujuan penelitian ini adalah untuk mengetahui Tujuan penelitian ini adalah untuk Mengetahui bagaimanakah peranan keberadaan BUMDes terhadap pendapatan nelayan desa Sukorahayu.Tekhnik pengumpulan data adalah observasi, wawancara dan Studi pustaka.  Berdasarkan hasil penelitian yang diperoleh peneliti menyimpulkan bahwa peningkatan minimum sebesar Rp 2000.000 sementara data maksimum perubahan peningkatan pendapatan sebesar Rp. 95000000 sementara mean atau data rata rata peningkata pendapatan dengan adanya dana BUMDes sebesar 14.682.926,00. Sementara total peningkatan pendapatan sebanyak Rp. 1.221.000.000 dengan total pinjaman Rp. 813.000.000. dan berdasarkan peningkatan sebesar 53.6% dari pendapatan sebelum menggunakan dana BUMDes. Sehingga dapat diketahui bersama bahwa keberadaan BUMDes berperan penting dalam meningkatakan pendapatan masyarakat nelayan desa Sukorahayu. . Kata Kunci : BUMdes, Pendapatan  Masyarakat