Articles

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

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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.

The Influence of Transformational Leadership and Perceived Organizational Support on Innovative Work Behaviour Mediated by Work Engagement among Civil Servants at PPSDM Regional Yogyakarta

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The low level of innovative work behaviour at PPSDM Regional Yogyakarta is reflected in the institution’s 2024 accreditation result, which was rated at the one-star category, as well as the limited contribution of new ideas from employees. This condition highlights the importance of understanding internal organizational factors that can foster IWB, particularly the roles of transformational leadership, organizational support, and work engagement. This study aims to analyze the effects of transformational leadership and perceived organizational support on innovative work behaviour and to examine the mediating role of work engagement among civil servants at PPSDM Regional Yogyakarta. A quantitative approach was employed using a survey method, involving 108 civil servants. Data were analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM). The findings indicate that transformational leadership and perceived organizational support directly influence IWB. Both variables also have a positive and significant effect on work engagement. Furthermore, work engagement was found to have a positive and significant impact on IWB. Work engagement also significantly mediates the effects of transformational leadership and perceived organizational support on IWB. These results emphasize that work engagement serves as a key mechanism linking leadership and organizational support to employees’ innovative behaviour. Enhancing employees’ IWB cannot be achieved solely through transformational leadership or organizational support; instead, strengthening work engagement as a central mediator is essential. Organizations need to foster employee involvement by improving support, appreciation, and the consistency of policies to build a sustainable innovation culture in the workplace.

Work Engagement Mediation to Optimize the State Civil Apparatus Performance

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This research aims to investigate the effect of self-efficacy on work engagement and the influence of both constructs on the performance of the state civil apparatus at the tourism office of North Sumatra province. The target population was 269 people. The sample was set at 200 people, their opinions were collected using cluster random sampling techniques. Primary data were processed using a structural equation model supported by the lisrel application program. Self-efficacy affects work engagement and the performance of state civil apparatus. Work engagement affects employee performance. Work engagement fully mediates the effect of self-efficacy on the state civil apparatus performance. The leadership of the tourism office of North Sumatra province is important to pay attention to work enthusiasm, especially enthusiasm when working to enhance work quality.

Determinants of Work life Balance on Lecturer Performance mediated by Work Engagement

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In a dynamic and demanding academic environment, achieving optimal work-life balance is crucial for the well-being and performance of faculty members. This research investigates the determinants of work-life balance among lecturers and explores the mediating role of work engagement in influencing lecturer performance. The study employs a quantitative method with a systematic review. A questionnaire-based survey was designed to test the model based on a dataset from 98 private lecturers in Banten. The partial results indicate that Work-Life Balance (WLB) and Work Engagement (WE) have a positive and significant impact on Lecturer Performance (EP). The research also reveals that WE plays a crucial mediating role, influencing the relationship between work-life balance and lecturer performance. This study is one of the few that explores the interconnections among WLB, Lecturer Performance, and Work Engagement (WE) as a crucial mediating variable.

The Impact of Work Motivation and Engagement on the Productivity: Case Study at Consumer Loan Account Officer

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Consumer credit has emerged as the type of credit that leads most banks in Indonesia, including Bank Batara, which has made consumer credit the first pillar of its credit operation. However, taking into account the situations that have come about in the recent few periods, the quantity of consumer loan disbursement at Bank Batara genuinely reveals a minor average benefit in distribution compared to rival banks, despite the fact that the characteristics and credit terms offered remain largely the same, which suggests the differences in productivity issues within consumer credit divisions, particularly account officer productivity at Bank Batara.

The present study seeks to evaluate the effect of job motivation and employee engagement on employee work productivity. This study makes use of linear analytic methodologies to verify the hypothesis given. The findings gathered suggest that all variables are in dire straits. Partially, job motivation and employee engagement have a favourable and profound effect on employee work productivity. Likewise, simultaneously, job motivation and employee engagement have an enormous impact on employee work productivity.