Hubungan Nilai-Nilai Syariah dan Disiplin Kerja dengan Kualitas SDM pada UMKM Terasi Pak Agus di Desa Sungai Pedada

Abstract

This exploratory cross-sectional study aims to analyze the relationship between the application of Sharia values (honesty, trustworthiness, justice, and transparency) and work discipline with the quality of human resources (HR) at Mr. Agus's Shrimp Paste MSME in Sungai Pedada Village, Ogan Komering Ilir Regency. Given the limitation of generalizability in a single case study, this research separates the unit of analysis into two data sources: (1) a census of internal employees (N = 12) to test the multiple linear regression model regarding inter-variable correlations, and (2) a consumer perception survey (N = 20) as supporting external validation of perceived quality. The instrument used a 5-point Likert scale tested for content validity and reliability (> 0.70). Multiple linear regression analysis on the employee sample (N = 12) revealed that Sharia Values were positively and significantly associated with HR Quality (B = 0.421; b = 0.485; t = 3.412; p = 0.008; 95% CI  [0.142, 0.700]), as was Work Discipline (B = 0.365; b= 0.392; t = 2.758; p = 0.022; 95% CI [0.066, 0.664]). Simultaneously, the regression model was statistically significant (F(2, 9) = 12.82; p = 0.002) with R² = 0.740 and R² = 0.682. These findings indicate a strong association between Islamic work ethics, operational order, and internal perception of HR quality. The main limitations include a very small sample size, potential social desirability bias, ceiling effects, and a cross-sectional design that precludes causal inferenceThis exploratory cross-sectional study aims to analyze the relationship between the application of Sharia values (honesty, trustworthiness, justice, and transparency) and work discipline with the quality of human resources (HR) at Mr. Agus's Shrimp Paste MSME in Sungai Pedada Village, Ogan Komering Ilir Regency. Given the limitation of generalizability in a single case study, this research separates the unit of analysis into two data sources: (1) a census of internal employees (N = 12) to test the multiple linear regression model regarding inter-variable correlations, and (2) a consumer perception survey (N = 20) as supporting external validation of perceived quality. The instrument used a 5-point Likert scale tested for content validity and reliability (> 0.70). Multiple linear regression analysis on the employee sample (N = 12) revealed that Sharia Values were positively and significantly associated with HR Quality (B = 0.421; b = 0.485; t = 3.412; p = 0.008; 95% CI  [0.142, 0.700]), as was Work Discipline (B = 0.365; b= 0.392; t = 2.758; p = 0.022; 95% CI [0.066, 0.664]). Simultaneously, the regression model was statistically significant (F(2, 9) = 12.82; p = 0.002) with R² = 0.740 and R² = 0.682. These findings indicate a strong association between Islamic work ethics, operational order, and internal perception of HR quality. The main limitations include a very small sample size, potential social desirability bias, ceiling effects, and a cross-sectional design that precludes causal inference.