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All Journal Jurnal Penelitian Ekonomi Manajemen dan Bisnis Pajak dan Manajemen Keuangan
Kurroh Kurroh
Universitas Trunodjoyo Madura
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Digital Leadership dan Kinerja Organisasi : Peran Artificial Intelligence dalam Pengambilan Keputusan Strategis Kurroh Kurroh; Indah Wahyu Ningtias; Naematul Khomariyah; Syavina Amellia Rizqi Rosadi; Mochammad Isa Anshori
Jurnal Penelitian Ekonomi Manajemen dan Bisnis Vol. 5 No. 2 (2026): Jurnal Penelitian Ekonomi Manajemen dan Bisnis
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jekombis.v5i2.6104

Abstract

This study aims to analyze the effect of digital leadership on organizational performance and examine the role of Artificial Intelligence (AI) in strategic decision-making as a mediating variable. Digital transformation encourages organizations to adopt data-driven technologies to improve effectiveness and efficiency, making digital leadership a crucial factor in directing the optimal use of technology. This study employs a quantitative approach with an explanatory research design to test causal relationships among variables. The data used are primary data collected through questionnaires distributed to respondents involved in strategic decision-making, such as managers and supervisors. The sampling technique used is purposive sampling, with a total sample ranging from 100 to 200 respondents. Data analysis is conducted using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results indicate that digital leadership has a positive and significant effect on organizational performance. Additionally, digital leadership positively influences the use of Artificial Intelligence in strategic decision-making. The use of Artificial Intelligence is proven to enhance decision quality through more accurate and faster data analysis, thereby improving organizational performance. Furthermore, Artificial Intelligence is found to mediate the relationship between digital leadership and organizational performance. These findings suggest that the influence of digital leadership on organizational performance occurs not only directly but also indirectly through the utilization of AI in strategic decision-making.
Strategi Membangun Talenta Berbasis AI untuk Meningkatkan Kompetensi dan Daya Saing Sumber Daya Manusia Digital Kurroh Kurroh; Indah Wahyu Ningtias; Syavina Amellia Rizqi Rosadi; Naematul Khomariyah; Moch. Isa Anshori
Pajak dan Manajemen Keuangan Vol. 3 No. 5 (2026): Oktober: Pajak dan Manajemen Keuangan (PAJAMKEU)
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/pajamkeu.v3i5.2640

Abstract

Digital transformation has changed the way organizations manage human resources, particularly in identifying, developing, placing, and retaining talent. The use of artificial intelligence (AI) in talent management enables organizations to utilize data to support recruitment, competency mapping, employee development, career planning, performance evaluation, and talent retention. This article aims to analyze strategies for building AI-based talent by reviewing eight articles related to artificial intelligence, talent management, human resource development, talent acquisition, and data integration. This study uses a literature review approach by comparing the findings, research focuses, methods, benefits, and challenges discussed in the selected sources. The literature indicates that AI can support organizations in identifying talent and employee potential, analyzing competency gaps, providing personalized learning programs, supporting career development, and predicting employee turnover risks. However, AI implementation also presents challenges, including algorithmic bias, data quality limitations, lack of transparency, privacy concerns, organizational readiness, and the need for digital competencies. Therefore, an AI-based talent development strategy should integrate technology, data quality, organizational readiness, leadership, employee development, and ethical governance. AI should complement human judgment rather than replace the human role in talent management. This collaboration can improve talent management while maintaining contextual, relational, and ethical considerations.
Co-Authors Indah Wahyu Ningtias Moch. Isa Anshori Mochammad Isa Anshori Naematul Khomariyah Syavina Amellia Rizqi Rosadi