Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal Maneggio
Diatmono, Prastiyo
Unknown Affiliation
Decision Sciences, Operations Research & Management

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Artificial Intelligence and Employee Engagement: Evidence from Digital HR Practices Diatmono, Prastiyo
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/bj9bba77

Abstract

The digital transformation of human resource management has accelerated the adoption of artificial intelligence (AI) across various HR practices, including recruitment, performance appraisal, and employee development. While AI has been widely recognized for improving efficiency and accuracy in HR processes, its implications for employees’ psychological outcomes, particularly employee engagement, remain underexplored. This study aims to examine the influence of artificial intelligence in digital HR practices on employee engagement. A quantitative explanatory design was employed, involving employees who actively use AI-based digital HR systems. Data were collected through a structured questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM–PLS). The results indicate that artificial intelligence embedded in digital HR practices has a positive and significant effect on employee engagement. These findings suggest that AI-driven HR systems that emphasize support, personalization, and transparency enhance employees’ cognitive, emotional, and behavioral engagement. This study contributes theoretically to the digital HR literature by positioning AI as a strategic driver of employee engagement and provides practical insights for organizations seeking to implement human-centered AI in HR management.
The Effect of Talent Management on Employee Retention in Indonesian Banking Industry Diatmono, Prastiyo
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/h0fpyw11

Abstract

The Indonesian banking industry faces significant challenges in retaining qualified employees due to intense competition and high workforce mobility. This condition positions employee retention as a strategic issue closely related to organizational stability and performance sustainability. This study aims to examine the influence of talent management on employee retention in the Indonesian banking industry. A quantitative explanatory design was employed involving 215 permanent employees from national commercial banks (conventional and Islamic) operating in urban areas of Indonesia. Data were analyzed using Partial Least Squares-Structural Equation Modelling (PLS-SEM) with SmartPLS 4 software. The results reveal that talent management has a positive and statistically significant effect on employee retention (β = 0.62; p < 0.001). The R² value of 0.38 indicates that talent management explains 38% of the variance in employee retention. The predictive relevance test (Q² = 0.24) confirms that the model has adequate predictive capability. Furthermore, the effect size (f² = 0.38) demonstrates a large substantive impact of talent management on employee retention. These findings confirm that talent management functions as a strategic mechanism rather than a purely administrative practice in the banking sector. The study contributes theoretically to the human resource management literature and provides practical insights for banking institutions in designing sustainable talent management strategies to enhance employee retention.
Co-Authors