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All Journal Scientific Journal of Reflection : Economic, Accounting, Management and Business Journal of Artificial Intelligence and Digital Business Jurnal Bisnis dan Manajemen (JURBISMAN) Karimah Tauhid JURNAL RUMPUN MANAJEMEN DAN EKONOMI Jurnal Ilmiah Ekonomi dan Manajemen Indonesia JURNAL MANAJEMEN SUMBER DAYA MANUSIA
Rafika Meilia Sari
UIN SAYYID ALI RAHMATULLAH TULUNGAGUNG
Humanities Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Law, Crime, Criminology & Criminal Justice Mathematics Neuroscience Social Sciences Other

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Reorientasi Preferensi Kerja Generasi Z melalui Perspektif Workplace Loneliness dan Modal Sosial Rachmadina Fitriani; Sita Rahmawati; Rafika Meilia Sari
JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 3 No. 3 (2026): Mei
Publisher : CV. KAMPUS AKADEMIK PUBLISHING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jrme.v3i3.10599

Abstract

Literatur MSDM mengidentifikasi Generasi Z sebagai kelompok yang paling antusias terhadap model kerja dari rumah (WFH). Namun, temuan terbaru justru menunjukkan bahwa Generasi Z adalah yang paling kecil kemungkinannya untuk memilih kerja full remote. Paradoks ini belum dibahas secara memadai dalam literatur. Artikel ini bertujuan untuk menjelaskan preferensi Generasi Z terhadap kerja tatap muka atau hybrid, dengan mengidentifikasi workplace loneliness dan kekurangan modal sosial sebagai pendorong utama. Metode yang digunakan adalah systematicliterature review yang mensintesis berbagai studi akademis secara tematis. Studi ini menemukan bahwa workplace loneliness dalam WFH mendorong kebutuhan akan koneksi sosial, bimbingan, dan modal sosial yang paling baik diperoleh melalui kehadiran fisik. Temuan ini berkontribusi pada pengembangan perspektif baru dalam merancang kebijakan hybrid yang lebih responsif. Orisinalitas terletak pada integrasi perspektif workplace loneliness dan modal sosial ke dalam diskursus preferensi kerja yang sering didominasi oleh pendekatan produktivitas dan fleksibilitas. Kata Kunci: preferensi kerja hybrid, Generasi Z, workplace loneliness, social capital
Digital Human Resource Management dan Kinerja Karyawan di Era Tranformasi Digital: A Systematic Literature Review Vivi Nur Fitriani; Ruli Lailatul Fitria; Desti Tampi Prabowo; Rafika Meilia Sari
SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business Vol. 9 No. 3 (2026): SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management, & Business
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/sjr.v9i3.1556

Abstract

Advances in digital technology have brought about changes in human resource management, particularly through the implementation of digital human resource management approaches. Although this concept continues to evolve, there remains a lack of research that clearly explains how Digital HRM relates to improvements in employee performance. This study aims to analyze the role and mechanisms of Digital HRM in enhancing employee performance during the era of digital transformation. This study employs a qualitative approach by reviewing and analyzing the literature, specifically using thematic analysis. The data utilized comes from 25 articles published in relevant peer-reviewed scientific journals, supplemented by books and other scholarly publications. The research indicates that Digital HRM enhances employee performance through several key mechanisms: streamlining work processes to make them faster and more efficient, making decisions based on accurate data, and improving employees’ digital competencies. Digital recruitment accelerates and simplifies the hiring process; e-learning-based training expands skills in a more flexible manner; and technology-driven performance evaluations enhance clarity and boost employee motivation. Additionally, Digital HRM strengthens communication and collaboration within the company, thereby fostering a more flexible work environment that responds quickly to change. However, in practice, there are still many challenges to be addressed, such as technological readiness, organizational culture, employees’ ability to adapt, as well as data security and privacy protection issues all of which are critical factors that must be considered when implementing digital systems. From an academic perspective, this study helps clarify how Digital HRM influences employee performance and serves as a reference for further research and a resource for companies seeking to enhance the implementation of Digital HRM more effectively.
Co-Authors Aditya Wardana Alfian Rizka Syahrianur Ashabul Firdaus Ashiva Asyura Salma Dea Rindha Seftiana Deni Malik Desti Tampi Prabowo Devina Luthvia Putri Dwi Batrisya Cahaya Ningrum Eka Puri Sabrina Fajrina Syafinatul Islam Fina Karima Floreta Luhtitisari Imama Inaroh Hasanah Ismatul Eka Novita Sari Loventa Zulvania Abellia M. Khoirul Anwar Maya Dwi Yuliani Najwa Dhana Almaghvira Natswa Alodia Putri Ananta Nur Indah Ageng Setiani Rachmadina Fitriani Riris Andani Rizka Unia Zatul Umroh Ruli Lailatul Fitria Sendy Marcello Edy Putra Sholikhatun Nisa Nur Janah Sita Rahmawati Sivi Nova Setyorini Soraya Exsaniah Bilkhist Viona Anie Vadinda Sari Vivi Nur Fitriani Yunia Nelly Zakkiyah