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p-Index From 2021 - 2026
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All Journal Journal of Loomingulisus ja Innovatsioon Journal of Social Science Utilizing Technology
Mukhlis Mukhlis
Sekolah Tinggi Teknologi Angkatan Laut
Religion Computer Science & IT Environmental Science Law, Crime, Criminology & Criminal Justice Other

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ARCHITECTING AGILITY: TRANSFORMING HUMAN CAPITAL CAPABILITY INTO ORGANIZATIONAL RESILIENCE THROUGH TALENT MOBILITY FRAMEWORKS Isma Budiawan; Mukhlis Mukhlis
Journal of Loomingulisus ja Innovatsioon Vol. 3 No. 3 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/innovatsioon.v3i3.4153

Abstract

Organizations increasingly operate in environments characterized by technological disruption, workforce transformation, and persistent uncertainty, making organizational resilience a strategic priority. Conventional human resource practices frequently emphasize talent acquisition and retention while giving insufficient attention to internal talent mobility as a mechanism for developing adaptive organizational capability. This study aimed to examine how talent mobility frameworks transform human capital capability into organizational resilience through organizational learning, workforce flexibility, leadership development, and digital workforce readiness. A mixed-methods sequential explanatory design was employed involving 2,850 employees from thirty-six organizations across multiple industries. Quantitative data were analyzed using multilevel modeling, structural equation modeling, mediation and moderation analyses, and hierarchical regression, while qualitative evidence from executive interviews, focus group discussions, organizational documents, and case studies was examined through thematic analysis. Findings revealed that talent mobility exerted the strongest direct effect on organizational resilience, whereas organizational learning partially mediated this relationship by strengthening knowledge transfer, capability renewal, and adaptive performance. Leadership capability, learning agility, workforce flexibility, and employee engagement further enhanced resilience when supported by competency-based mobility systems and digital workforce platforms. Results indicate that organizational resilience emerges from strategically integrated human capital systems rather than isolated human resource practices. The proposed framework provides evidence-based guidance for organizational leaders seeking to align workforce capability, internal mobility, and organizational learning to strengthen long-term adaptability, innovation, and sustainable competitive advantage in dynamic business environments.
Technostress and Personnel Flourishing: A Longitudinal Study on the Impact of AI-Driven Monitoring on Psychological Well-being Mukhlis Mukhlis; Syafiq Amir; Haziq Idris
Journal of Social Science Utilizing Technology Vol. 4 No. 1 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/jssut.v4i1.3427

Abstract

The rapid integration of artificial intelligence (AI)–driven monitoring systems in contemporary workplaces has transformed performance management practices and intensified digital supervision. While such systems promise efficiency and data-driven decision-making, concerns have emerged regarding their psychological consequences. Technostress theory suggests that continuous technological exposure may generate strain, yet limited longitudinal evidence exists on how AI-based monitoring influences personnel flourishing over time. This study aims to examine the dynamic relationship between AI-driven monitoring intensity, technostress dimensions, and psychological well-being using a longitudinal framework. A three-wave panel design was implemented with full-time employees working in organizations utilizing AI-based performance analytics. Data were collected at four-month intervals and analyzed using cross-lagged structural equation modeling to assess causal pathways and moderating effects. Measures included monitoring intensity, technostress dimensions, flourishing indicators, perceived organizational support, and digital literacy. Results indicate that AI-driven monitoring significantly predicts increased technostress, particularly techno-invasion and techno-overload, which subsequently reduce personnel flourishing across time. Technostress mediates the relationship between monitoring and well-being, while organizational support buffers negative effects. Partial adaptation was observed but did not fully restore flourishing levels. The findings underscore the importance of human-centered AI governance to sustain psychological well-being in digitally monitored workplaces.
Co-Authors Haziq Idris Isma Budiawan Syafiq Amir