Articles

Artificial Intelligence, Change Leadership, and Employee Performance: Evidence from BUMN KCPs in Surakarta

/in /by

In the era of digital transformation, the adoption of Artificial Intelligence (AI) in the banking industry presents opportunities to increase efficiency as well as challenges in the form of concerns about the replacement of human roles by technology. This condition has the potential to affect employee performance and work attachment if not managed properly. This study aims to analyze the influence of Artificial Intelligence on Employee Performance and Job Attachment, as well as test the role of Change Leadership as a moderation variable in the context of state-owned banking. The quantitative approach was used by collecting data through a Google Form-based questionnaire which was distributed online and offline to 225 employees from 12 sub-branch offices of state-owned banks in the city of Surakarta. Respondents were selected using the probability cluster sampling technique. Data analysis was carried out using the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS). The results of the study show that Artificial Intelligence has a positive but not significant effect on Employee Performance and Work Attachment. Then, the role of Change Leadership was found to be able to strengthen the influence of Artificial Intelligence on Employee Performance and Work Attachment, which emphasizes the importance of adaptive leadership in managing technological change. Theoretically, these findings enrich the perspective of Dynamic Capabilities theory by showing that the synergy between technology and change leadership shapes the ability of organizations to adapt in a digital environment. Practically, this research provides implications for the banking industry in optimizing the use of AI through adaptive leadership to improve employee performance and engagement in a sustainable manner.

Does Work–Life Balance Matter? Examining the Effects of Flexible Work Arrangements and Work Overload on Employee Performance at the Regional Office of the Directorate General of Taxes, Special Region of Yogyakarta

/in /by

Employee performance in the public sector is increasingly influenced by the adoption of flexible work policies and rising job demands. However, empirical evidence explaining how flexible work arrangements and work overload jointly affect performance, particularly through psychological mechanisms, remains limited in highly regulated public institutions. This study examines the effects of flexible work arrangements and work overload on employee performance, with work–life balance serving as a mediating variable among civil servants at the Regional Office of the Directorate General of Taxes, Special Region of Yogyakarta. A quantitative research design was employed using a census survey of 139 civil servants. Data were collected through structured Likert-scale questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results show that flexible work arrangements have a positive and significant effect on both employee performance and work–life balance. Work–life balance also positively and significantly influences employee performance. In contrast, work overload does not have a significant direct effect on employee performance but demonstrates a positive and significant relationship with work–life balance. Mediation analysis indicates that work–life balance partially mediates the relationship between flexible work arrangements and employee performance and fully mediates the relationship between work overload and employee performance. These findings suggest that within a highly regulated public sector environment, employee performance is shaped less by workload intensity and more by employees’ ability to maintain a balanced integration of work and personal life. This study contributes to the public sector human resource management literature by clarifying the mediating role of work–life balance in linking flexible work policies and workload conditions to performance outcomes.

Analysis of the Influence of Workload on Digital Competence and Its Impact on Employee Performance in the State-Owned Enterprise Service Division of PT XYZ

/in /by

Employee performance is a crucial factor in achieving organizational goals, especially within the telecommunications industry that is currently undergoing digital transformation. This study aims to analyze the effect of workload on digital competence and employee performance in the State-Owned Enterprise Service Division of PT XYZ. A quantitative approach was used, employing a questionnaire distributed to 126 respondents determined using the Slovin formula. Data analysis was conducted through the Structural Equation Modeling (SEM) technique with the Partial Least Squares (PLS) approach. The results show that workload has a significant effect on digital competence, workload significantly affects employee performance, and digital competence has a significant effect on employee performance. These findings emphasize the importance of workload management and the enhancement of digital competence to improve performance amid technology-driven work demands.

The Influence of Competence and Organizational Culture on Employee Performance with Self-Efficacy as an Intervening Variable A Study at the Human Resources and Health Division of PT Kereta Api Indonesia (Persero) DAOP 6 Yogyakarta

/in /by

This study aims to analyze the influence of competence and organizational culture on employee performance, with self-efficacy as an intervening variable among employees of the Human Resources and Health Division at PT Kereta Api Indonesia (Persero) DAOP 6 Yogyakarta. A quantitative approach was employed, using a census sampling method involving 60 employees as respondents. Data were collected through a questionnaire and analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method via SmartPLS 4.0. The results show that both competence and organizational culture have a direct positive influence on employee performance. Furthermore, self-efficacy plays a significant mediating role in the relationship between competence and employee performance, as well as between organizational culture and employee performance. These findings highlight the importance of enhancing employee self-efficacy, especially in critical divisions, to maximize their contribution to organizational goals. This research contributes theoretically by addressing the research gap on the mediating role of self-efficacy, and practically by providing insights for HR development strategies in state-owned enterprises.

The Influence of Knowledge Management and Talent Management on Employee Performance in the Telecommunications Industry (Case Study: PT Dayamitra Telekomunikasi Tbk)

/in /by

The rapid transformation of the telecommunications industry has increased the urgency for strategic human resource management to maintain organizational competitiveness and sustainability. This study explores the influence of knowledge management and talent management on employee performance within a leading telecommunications infrastructure company in Indonesia. A quantitative method was applied using Partial Least Squares – Structural Equation Modeling (PLS-SEM) to analyze responses from permanent employees collected through a structured questionnaire. The findings indicate that knowledge management plays a crucial and positive role in enhancing employee performance, particularly through knowledge creation, sharing, and application. In contrast, talent management was found to have a negative relationship with performance, suggesting possible misalignment in its implementation. Overall, the study emphasizes the importance of effective knowledge management in driving individual and organizational productivity, while also highlight ting the need for a more responsive and strategic approach to talent management in adapting to the demands of the digital era.

The Influence of Employee Engagement and Corporate Culture on Employee Performance in the Telecommunications Industry (Case Study: PT Dayamitra Telekomunikasi Tbk)

/in /by

The purpose of this study is to examine how corporate culture and employee engagement influence the performance of employees at PT Dayamitra Telekomunikasi Tbk (Mitratel). The research is motivated by the crucial role of fostering strong employee engagement and cultivating a positive corporate culture to support optimal employee performance, particularly within the telecommunications infrastructure sector, which is highly dynamic and competitive. To achieve this objective, this study employs a quantitative research approach, with data analysed using the Structural Equation Modelling-Partial Least Squares (SEM-PLS) method facilitated by SmartPLS software. Based on the findings, it can be concluded that employee performance at PT Dayamitra Telekomunikasi Tbk (Mitratel) shows significant improvement when employees experience higher levels of engagement and operate within a supportive and well-developed corporate culture. This positive relationship underscores the vital role of employee engagement and corporate culture as strategic levers in enhancing organizational performance. Theoretically, this study is expected to contribute to the enrichment of organizational behavior literature by providing empirical evidence on the interplay between cultural factors and employee engagement in driving performance outcomes. Practically, the results of this research can serve as a valuable reference for managers and policymakers in designing and implementing effective strategies to strengthen employee engagement and cultivate a positive work environment that supports sustainable performance improvements.

Optimizing Employee Performance at Karanganyar Regional Bank: A Study on the Influence of Personal Competence, Work Commitment, Emotional Intelligence, and Supervision Systems

/in /by

Study to investigate impact personal competence, work commitment, emotional intelligence, and supervision on employee performance. A quantitative survey with 93 sample. Primary data was gathered through questionnaires, which were the main data collection instrument, supported by observational methods. The data quality test confirmed that the data was both valid and reliable. Classical assumption testing indicated that the regression model met the assumptions of normality, and showed no signs of multicollinearity or heteroscedasticity. The findings reveal that each of the independent variables—personal competence, work commitment, emotional intelligence, and supervision—individually exerts a significant positive influence to performance employee at Regional Bank Karanganyar. Collectively, these variables also demonstrate a significant and positive effect. The model explains approximately 50.9% of the variance in employee performance, suggesting that these factors play a considerable role in enhancing work outcomes.

Mediation Effect of Job Satisfaction between Transactional Leadership and Employee Performance

/in /by

The basis for conducting this study was to investigate the effect of transactional leadership behaviour on employee performance as well as the role job satisfaction played as a mediating variable in the relationship between transactional leadership style and employee performance. Evidence of previous studies that investigated how transactional leadership affected employee performance were contained in the literature. However, studies that indicated the role job satisfaction played in the transactional leadership-employee performance relationship were scanty. This necessitated conducting the study to determine the mediating effect of job satisfaction between predictor and outcome variables.

A survey research design was the basis for carrying out the study. Data were collect on a scale that ranged from strongly disagree 1, to strongly agree, 4. Data collection was from a random sample of 226 employees of a food and beverage manufacturing company in Lagos State, Nigeria. Inferential statistics involving simple and multiple regression was the basis for data analyses.

The findings indicated that job satisfaction partially mediated the relationship between transactional leadership style and employee performance; the effect of transactional leadership on employee performance was positive as well as the effect of transactional leadership on job satisfaction. However, there was insignificant positive effect of job satisfaction on performance.

The conclusion of the study stated that transactional leadership was a good predictor of employee performance. It was also indicated that the management of the studied company should ensure the availability of factors that promote job satisfaction and give more attention to ensuring the adequacy of rewards for attaining goals in a transactional relationship with employees as a means of boosting performance.

The Effect of Organizational Support and Work Stress on Employee Performance with Satisfaction as a Mediating Variable

/in /by

The hospitality industry in Bali has great potential in line with the growth of new tourist destinations and changes in global tourism trends. This study aims to examine the theoretical and practical implications related to organizational support and employee performance in 3-star hotels in Badung, Bali. Data collection was conducted by distributing questionnaires to 110 employees of 3-star hotels in Badung Regency, Bali. Data analysis used inferential analysis using SEM PLS. Based on the results of the study, it was found that organizational support had a positive and significant effect on employee job satisfaction and performance. Job stress had a significant negative effect on employee job satisfaction and performance. In addition, job satisfaction was able to partially mediate the relationship between organizational support and job stress on the resulting performance. The theoretical implications of this study contribute to equity theory and social exchange theory, which show that a reciprocal relationship between organizations and employees based on fair support will increase employee motivation and performance. Conversely, high job stress can decrease satisfaction and performance, due to an imbalance in the relationship.

Impact of Transformational Leadership on Employee Performance in Startups: Mediating Role of Job Satisfaction and Commitment

/in /by

Human resources are a valuable asset for any organization. In human resource management, the issue of employee performance is very important because performance has a major impact on the success of an organization. Therefore, researchers want to conduct research by linking the variables of transformational leadership, job satisfaction, and organizational commitment because these variables are considered to be very instrumental in efforts to improve employee performance at company.

The purpose of this study was to determine the effect of transformational leadership on employee performance with job satisfaction and organizational commitment as mediation at company. This research was conducted on employees at company. The sampling method used simple random sampling. Data collection was carried out by distributing questionnaires to 100 respondents. This type of research is a type of quantitative research and uses an analysis method with the Smart PLS 3.0 programmed.

The results indicate that transformational leadership does not have a significant positive impact on job satisfaction or employee performance within the company. However, it positively and significantly influences organizational commitment. Additionally, job satisfaction shows no effect on employee performance, whereas organizational commitment demonstrates a positive and significant impact on employee performance. Furthermore, transformational leadership indirectly and significantly affects employee performance.