Article Per Year (5 Year)
p-Index From 2021 - 2026
6.334
P-Index
This Author published in this journals
All Journal Literatus JUDICIOUS: Journal of Management Vocational : Jurnal Inovasi Pendidikan Kejuruan International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Jurnal Pengabdian Kepada Masyarakat Abdi Nusa Jurnal Pengabdian Kepada Masyarakat Abdi Putra Jurnal Minfo Polgan (JMP) KNOWLEDGE: Jurnal Inovasi Hasil Penelitian dan Pengembangan HEALTHY: Jurnal Inovasi Riset Ilmu Kesehatan The Eastasouth Management and Business SABAJAYA Jurnal Pengabdian Kepada Masyarakat West Science Interdisciplinary Studies West Science Interdisciplinary Studies Journal of Educational Technology and Learning Creativity Jurnal Penelitian Pendidikan Indonesia E-Amal: Jurnal Pengabdian Kepada Masyarakat
Mintawati, Hesri
Universitas Nusaputra
Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Mechanical Engineering Physics Public Health Social Sciences Other

Published : 46 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN MAINTAINING EMPLOYEE WELL-BEING AND ORGANIZATIONAL COMMITMENT ON ERA CRISIS GEOPOLITICS GLOBAL IMPLICATIONS FOR SDGS 3 AND SDGS 16 Hesri Mintawati
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 2 (2026): April
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19477065

Abstract

This study aims to analyze the role of Sustainable Human Resources Management in maintaining welfare employee And strengthen commitment organization, at a time evaluate the implications to achievement Sustainable Development Goals (SDGs) 3 (Good Health and Well-Being) And SDGs 16 (Peace, Justice, and Strong Institutions). In a number of week last increase instability geopolitics global, pressure economy international, as well as The dynamics of changes in the work environment have encouraged organizations to adopt a human resource management approach. Power man Which more sustainable And oriented on welfare employees. Although draft Sustainable Human Resources Management (S-HRM) the more develop In the management literature, empirical studies linking S-HRM practices with employee well-being and organizational commitment in the context of the global geopolitical crisis are still relatively limited. This use approach quantitative with method survey Which involving employees from various organization Which has apply practice management source Power human oriented sustainability. Data collected through questionnaire with scale Likert five points to measure indicators of Sustainable HRM practices , employee well-being, and organizational commitment. Data analysis was conducted using multiple regression analysis and structural model testing to examine the relationships between variables within the research framework. Results study show that practice Sustainable Human Resources Management has a positive and significant effect on increasing employee well-being and organizational commitment. work–life balance, support health mental, development competence sustainable, as well as practice order manage organization Which ethical proven capable increase welfare employee psychology while strengthening their attachment to the organization. This study proposes the Sustainable HRM–Well-Being Commitment Framework as a conceptual contribution that explains the strategic mechanisms of S-HRM in strengthening employee well-being and organizational commitment amidst global uncertainty. These findings provide contribution theoretical for development literature Sustainable HRM as well as implications practical for organizations in designing sustainable HR management strategies that are aligned with achieving SDGs 3 and SDGs 16
STRATEGIC HUMAN RESOURCE MANAGEMENT BASED ON ARTIFICIAL INTELLIGENCE IN IMPROVING ORGANIZATIONAL RESILIENCE AMID GEOPOLITICAL UNCERTAINTY GLOBAL: CONTRIBUTION TO SDGs 8 AND SDGs 9 Hesri Mintawati
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19477015

Abstract

This study aims to analyze the role of Artificial Intelligence (AI)-based Strategic Human Resource Management (SHRM) in increasing organizational resilience amidst increasing global geopolitical uncertainty and evaluate its contribution to achieving Sustainable Development Goals (SDGs) 8 (Decent Work and Economic Growth) and SDGs 9 (Industry, Innovation and Infrastructure). Global economic instability, technological disruption, and geopolitical dynamics have encouraged organizations to adopt more adaptive, data-driven, and innovation-oriented human resource management strategies to maintain the sustainability of organizational performance. In this context, the use of Artificial Intelligence technology in SHRM practices is one strategic approach to improve an organization's ability to anticipate, respond, and adapt to changes in an uncertain business environment. Study This use approach quantitative with method analysis inferential For test the relationship between capability Artificial Intelligence in management HR, practice Strategic Human Resource Management, and the level of organizational resilience. Data collection was conducted by distributing questionnaires to employees and managers in organizations that have implemented system digital HR or HR analytics. Instrument study use Likert scale 1–5, which measure AI capability indicators, technology-based SHRM practices, workforce adaptability, and organizational resilience. Data analysis was conducted using multiple regression analysis and structural model testing to identify the interplay between variables and the strategic contribution of AI to strengthening organizational resilience. The research results show that the implementation of AI-driven Strategic Human Resource Management has a positive and significant impact on increasing organizational resilience through enhanced HR analytical capabilities, data-driven decision-making, and strengthening workforce adaptability to changes in the business environment. The implementation of AI technology in the process recruitment, development competence, And management performance proven capable improving the effectiveness of talent management while strengthening organizations' capabilities in the face of geopolitical uncertainty and global economic disruption. These findings demonstrate that integrating digital technology into HR strategies not only improves organizational efficiency but also contributes to the creation of a more innovative and productive work environment. The novelty of this research lies in the development of the AI-Driven Strategic HR Resilience Framework conceptual framework, which explains how the integration of Artificial Intelligence in Strategic Human Resource Management practices can strengthen organizational resilience while supporting the implementation of SDGs 8 by improving the quality of work and workforce productivity. as well as SDGs 9 through strengthening innovation And transformation digital in management Theoretically, this research expands the study of strategic human resource management by integrating the perspectives of digital technology, organizational resilience, and sustainable development. In a way practical, study This give implications for organization in designing more adaptive, innovative, and technology-based HR management strategies to face increasingly complex global challenges.
Co-Authors Abdurrahman, Abdan Achyadi, Naya Nur Annisa Aina, Nahla Qurrotul Al-Farizs, Jidan Al-Farizs Albert, Jhoni Alivia, Nazwa Apriansyah, Arip Ardiansyah, Azril Mochammad Arfayan, Elly Arrasyid, Reiza Fandia Arrosid, Faisal Asep Hermawan Asep Hermawan Asep Hikmat Asep Hikmat Aulia, Restu Nur Aulia, Tasya Az-zahra, Dilla Prilzilia Azzahra, Vinsa Bonse Aris Mandala Bonse Aris Mandala Putra Simangunsong Dana Budiman Darmariani, Martiana Kusuma Dede Rifa Sa’bana Efrida, Irma Endrawati, Titin Fakhri Anam Fannia Nur Putriadi Fasha, Zahra Aprili Fauzan, Fawwar Firdaus, Rifka Salsabila Fitriani, Ayu Desi Gibrani, Syairil Giri Verianti Goh Khang Wen Gusmara, Idha HANDAYANI, NUR RITA Handayani, Nurita Hariyadi, Septian Haskoro, Nastiti Intan Herawati, Dea Ariana Herdiansyah, Moch Fachreza Heryani, Rina Ibrahim, Ely Idha Gusmara Indah, Neng Susan Wulan Purnama Indrawati Indrawati Indrawati Intan Deanida Pratiwi Jainun, Abdul Rahman Jhoni Albert Judijanto, Loso Kharisma , Kharisma Kohar Pardesa Kohar Pradesa Kurniawan Kurniawan, Nazwa Nadiva Laksana, M. Agung Liana, Nazwa Lisa Chandrasari Desianti Louw, Rachmi Febryani Luckieta, Meiliani Lutfi Sopiana Putra M. Fikry N H M. Fikry N.H M. Iqbal M. Raffi Rijalallah Mandala Putra, Bonse Aris Martin Selian, Dwi Septiani Maskanah, Siti Neng Maulana , Agung Md. Shodiq Mela, Mela Muhammad Aridan Muhammad Rafiq Abdul Basith Muslim, Meutia Nabilah Nur Saniyyah Nabillah, Adinda Nadia Sumardiani Naufhelia Dwi Athifany Nazareina, Leisya Putri Nazwa Liana Nazwa Nadiva Kurniawan Nur Hikmah NUR RITA HANDAYANI Nur Saniyyah, Nabilah Nurhafida, Gishella Nurohmah, Vinda Amelia P, Bintang Betari P., Meisya Eka Putri Paikun Pradesa, Kohar puspita, dela Putri Khalisa Wijaya Putri Puspita sari Putri, Desti Amelia Putri, Dwi Novianti Qoidah, Nadiatul Rahmawati, Seftiya Rahmi, Eneng Reiza Fandia Arrasyid Risa, Risa Safhira, Futri Safrila, Annisa Sajidin Salsabilla, Rhaisa Saputra, Galih Aditya Sedera, Rakotoarisoa Maminiaina Heritiana Sheira Cleophila Azzahra Shodiq, Moh Djafar Sinta, Shindi Ayu SIPAYUNG, ISKANDAR Sodiq, Md Sofyan Putri, Indah Rahayu Solihah, Siti Sa'adiatus Sonia, Citra Suhardi, Mulyadi Suhendar, Sundari Sukma, Novia Indah Sumardiani, Nadia Suprapto Supriadi, Saffana Azka Supriyadi, Agung Teluma, Brigita Barek Thessa Tri Astuty Vinoza, Ridan Ahwi WIDANINGSIH, WULAN Wijaya, Putri Khalisa Wijaya, Rian Maulana Wiwin Winarni Yayandi, Moh Zein, Reza Maulana