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All Journal Master Manajemen Jurnal Manajemen Kreatif dan Inovasi
Avanin Hanina Sukotjo
Unknown Affiliation
Decision Sciences, Operations Research & Management

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Transformasi Kepemimpinan dengan AI: Peluang dan Risiko bagi Dunia Kerja Masa Kini Fanny Ariza Afifa; Avanin Hanina Sukotjo; Ahmad Yusril Ghufron; Mochammad Isa Anshori
MASMAN Master Manajemen Vol. 4 No. 2 (2026): Mei: MASMAN : Master Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/masman.v4i2.1334

Abstract

The digital transformation driven by the acceleration of Artificial Intelligence (AI) has fundamentally transformed leadership paradigms and the structure of the modern workplace. This study aims to provide an in-depth analysis of the various strategic opportunities and systemic risks arising from the integration of AI into contemporary organizational leadership practices, where technology is no longer merely a tool but a collaborative partner in managerial processes. Using a Systematic Literature Review (SLR) method on 30 reputable scientific journals with publications spanning up to 2026, this article analyzes the transition of the leader’s role from a conventional hierarchical model toward the concept of Augmented Leadership. Data analysis results indicate that AI implementation offers significant opportunities through data-driven decision-making systems with high precision, intelligent resource allocation optimization, and enhanced leadership intervention effectiveness, which has been documented to reach up to 35%. However, this transformation also brings a series of complex multidimensional risks, including algorithmic biases that could trigger inequality cascades, ethical dilemmas related to operational transparency (black box), and the potential erosion of the meaning of work for employees. The discussion in this article emphasizes that the success of this transformation depends not only on technical expertise, but also on redefining leadership competencies to prioritize emotional intelligence and ethical governance frameworks such as the CARE Framework (Control, Awareness, Responsibility, and Evaluation).
Budaya Organisasi dan Pengembangan Sumber Daya Manusia: Systematic Literature Riview Kudusiah Safriani Rumodar; Avanin Hanina Sukotjo; Nurul Ananda; M.Ashar Hafiludin; Mochammad Isa Anshori
Jurnal Manajemen Kreatif dan Inovasi Vol. 4 No. 4 (2026): Oktober : Jurnal Manajemen Kreatif dan Inovasi
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jmki-widyakarya.v4i4.6979

Abstract

An increasingly dynamic organizational environment has made organizational culture and human resource development two strategic elements in enhancing competencies, work behavior, and organizational effectiveness. This study aims to systematically analyze the relationship between organizational culture and human resource development, identify the mechanisms that bridge the two, and map their impact on competencies, human capital, engagement, organizational citizenship behavior, and performance. This study employed a systematic literature review approach, utilizing 30 relevant scientific references as the basis for the analysis and synthesizing the characteristics of the publications, methodological approaches, and key findings. The study’s findings indicate that organizational culture serves as a context of values, norms, support, and learning that influences the effectiveness of the human resource development process, while human resource development strengthens individual capacity by enhancing knowledge, skills, competencies, and adaptive abilities. The relationship between the two is not always direct or uniform, but is influenced by factors such as learning culture, organizational support, leadership, knowledge management, and sector characteristics. This study makes a conceptual contribution by positioning organizational culture and human resource development as two mutually integrated elements in shaping individual and organizational outcomes, and offers practical implications for developing human resource strategies that are more aligned with the organization’s values, learning, and needs.
Co-Authors Ahmad Yusril Ghufron Anshori, Mochammad Isa Fanny Ariza Afifa Kudusiah Safriani Rumodar M.Ashar Hafiludin Nurul Ananda