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All Journal Jurnal Paedagogy Journal of Management and Social Sciences International Journal of Business, Marketing, Economics & Leadership Journal of Economic and Leadership
Willy Chandra
STIE Kasih Bangsa
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Mathematics Social Sciences Transportation Other

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Efek Intensi Pengunduran Diri Tenaga Kependidikan dan Lingkungan Organisasi dengan Kinerja Sebagai Variabel Mediasi Terhadap Pengembangan Karir dalam Era Digital di Sekolah Swasta Willy Chandra
Jurnal Paedagogy Vol 10, No 1: Jurnal Paedagogy (January 2023)
Publisher : Universitas Pendidikan Mandalika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33394/jp.v10i1.6075

Abstract

This study aims to analyze the effect of the intention to leave educational staff and the organizational environment with performance as a mediating variable on career development in the digital era in private schools. This study used a quantitative approach with PLS-SEM data analysis to test the hypothesis. The research instrument used a questionnaire of 87 respondents using simple random sampling. The results of this study indicated that performance mediated the relationship between the intention to resign from educational staff and positive career advancement. On the other hand, performance mediated the relationship between the organizational work environment and negative career advancement. The work environment and intention to resign were positively related, and the organizational work environment did not positively affect performance. Overall, the analysis of the study's findings is important in providing new insights and valuable implications for improving teacher careers, as well as a value of optimism for administrators of primary and secondary education institutions in presenting policies that will impact enhancing teaching staff careers.
Artificial Intelligence Leadership and Employee Engagement in Contemporary Organizations: A Literature Review Willy Chandra; Ruslaini Ruslaini; Tanti Sugiharti
Journal of Management and Social Sciences Vol. 5 No. 2 (2026): May: Journal of Management and Social Sciences
Publisher : Sekolah Tinggi Ilmu Administrasi (STIA) Yappi Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimas.v5i2.2666

Abstract

This study aims to examine the factors influencing employee engagement in AI-driven organizations, particularly from the perspective of Artificial Intelligence (AI) leadership. This literature review focuses on the relationship between AI leadership, AI utilization, and employee engagement in contemporary organizational settings. The review was based on recent empirical studies selected according to their relevance to artificial intelligence, leadership, employee engagement, work engagement, and knowledge sharing. The analysis indicates that AI does not inherently improve employee engagement merely through its availability in the workplace. Employee engagement is likely to improve with AI-savvy leadership that is supported by meaningful AI utilization, an innovative organizational culture, effective change leadership, work engagement, and enhanced team performance. AI implementation can promote employee knowledge sharing through learning opportunities, especially when supported by paradoxical leadership and positive employee attitudes toward technology. Therefore, this review highlights the importance of human-centered leadership in enabling employees to experience AI as a source of learning, collaboration, empowerment, and meaningful contribution.
The Role of Litigation Risk in Shaping Valuation Techniques in Mergers and Acquisitions: A Qualitative Synthesis Dadang Irawan; Willy Chandra
International Journal of Business, Marketing, Economics & Leadership (IJBMEL) Vol. 3 No. 2 (2026): May: International Journal of Business, Marketing, Economics & Leadership (IJBM
Publisher : LPPM STIE Kasih Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70142/ijbmel.v3i2.432

Abstract

This study explores how litigation risk influences valuation techniques in mergers and acquisitions (M&A), focusing on discounted cash flow (DCF) models and peer comparables. Through a qualitative synthesis of recent literature, it finds that legal exposure significantly alters valuation strategies—particularly in fairness opinions—prompting conservative estimates to mitigate shareholder lawsuits and regulatory scrutiny. The analysis reveals that litigation risk can distort valuation objectivity, reduce deal premiums, and shift the role of valuation from economic justification to legal protection. This paper contributes to a deeper understanding of the intersection between legal risk and financial valuation in corporate transactions
Building Employee Agility in the AI-Enabled Workplace: Digital Leadership, AI Literacy, Digital HRM Practices, and the Moderating Role of Digital Mindset Willy Chandra
Journal of Economic and Leadership Vol. 3 No. 2 (2026): September: Journal of Economic and Leadership
Publisher : LPPM STIE Kasih Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70142/jbl.v3i2.71

Abstract

This study examines the role of Digital Leadership (DL), AI Literacy (AIL) and Digital Human Resource Management (DHRM) practices in enhancing Employee Agility (EA) in AI-enabled workplaces and the moderating role of Digital Mindset (DM). Drawing on the Dynamic Capabilities (DC) viewpoint, the study conceptualises EA as an adaptable capability, which is a result of the interaction of leadership, individual technological competence, organisational systems, and employees’ cognitive orientation towards digital change. A quantitative, cross-sectional approach was used with data from 360 employees in Tangerang-Banten, Indonesia, who were exposed to digital technology and AI applications in their job. Data were analysed using AMOS, Covariance-Based Structural Equation Modelling (CB-SEM). The results showed that AIL and DHRM practices had significant positive effects on EA, whereas DL had no significant direct effect. The relationship between DL and EA was significantly moderated by DM, however, the interaction was negative. In contrast, DM did not significantly moderate the relationship between DHRM practices and EA. The model accounts for 85.8% of the variance in EA. Our findings suggest that agility in AI-enabled workplaces may be more dependent on employees’ AI-related capabilities and digitally supportive HR systems than on digital leadership alone. In addition, our findings suggest that DM may change, rather than uniformly increase, the value of digital organisational resources.
Co-Authors Dadang Irawan Ruslaini, Ruslaini Tanti Sugiharti