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All Journal Binus Business Review EQUILIBIRIA BENING Enrichment : Journal of Management Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Smart Society: Community Service and Empowerment Journal PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING Global Digital
Lukmanul Hakim
Prodi Manajemen Universitas Riau Kepulauan Batam
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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A REVIEW ON DIVERSITY, EQUITY, AND INCLUSION POLICIES: THEIR INFLUENCE ON ORGANIZATIONAL COMMITMENT Delfianti; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 10 (2026): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23205642

Abstract

Diversity, equity, and inclusion (DEI) policies have transitioned from peripheral compliance measures to core strategic drivers of workforce sustainability. This systematic critical review examines the impact of multi-dimensional DEI policy bundles on employee organizational commitment, differentiating across affective, normative, and continuance commitment dimensions. Guided by the PRISMA 2020 protocol, a synthesis of 16 peer-reviewed empirical and conceptual studies published between 2021 and 2026 was conducted. The findings demonstrate that comprehensive DEI policies exert a strong, statistically significant positive effect on affective commitment, primarily mediated through psychological safety, perceived organizational support, and organizational justice. Equity-focused initiatives, such as pay transparency audits and fair promotional pathways, strongly drive normative commitment by fostering perceived reciprocity and social justice alignment. Conversely, symbolic or superficial DEI practices ('DEI washing') generate cynical psychological contract breaches, elevating continuance commitment while deteriorating trust and voluntary retention. A multi-level implementation matrix highlights the moderating role of managerial authenticity and inclusive leadership behaviors. Strategic recommendations emphasize aligning macro-level governance with meso-level leadership behaviors to optimize sustainable organizational commitment.
HUMAN RESOURCE ANALYTICS AND DATA-DRIVEN DECISION MAKING: A SYSTEMATIC REVIEW OF CONTEMPORARY PRACTICES Wan Rita Azmiyati; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 10 (2026): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23205271

Abstract

Human resource analytics (HRA) has rapidly evolved from a descriptive reporting function into a strategic imperative that drives organizational agility, evidence-based decision-making, and workforce Optimization. This systematic review critically synthesizes 16 benchmark empirical and conceptual studies published between 2021 and 2026 to evaluate contemporary practices, architectural frameworks, and performance outcomes associated with data-driven HR practices. Following PRISMA 2020 guidelines, literature was extracted across leading management and analytics databases. Findings reveal that while predictive talent modeling and machine learning algorithms significantly enhance decision quality (β = 0.51, p < 0.001) and strategic talent ROI (β = 0.34, p < 0.001), full organizational adoption remains constrained by data silos, privacy governance gaps, and a prevalent HR data literacy deficit. The review synthesizes a multi-level maturity framework illustrating the transition from descriptive dashboards to prescriptive machine intelligence. Ultimately, successful digital HR transformation requires balancing technical analytics capability with robust ethical data governance, continuous skill re-tooling, and executive alignment to ensure sustainable competitive advantage.
TOXIC LEADERSHIP AND EMPLOYEE BURNOUT: EMERGING CHALLENGES IN CONTEMPORARY ORGANIZATIONS: A CRITICAL REVIEW Darliansyah; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 10 (2026): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23205699

Abstract

Toxic leadership has emerged as a pervasive threat to employee well-being and organizational sustainability in modern hyper-competitive environments. This critical review systematically synthesizes 16 benchmark empirical and conceptual studies published between 2021 and 2026 to evaluate the multidimensional impacts of toxic leadership behavior—encompassing abusive supervision, authoritarian control, narcissistic exploitation, and unpredictable bullying—on employee burnout dimensions (emotional exhaustion, depersonalization, and reduced personal accomplishment). Adhering to PRISMA 2020 systematic review guidelines, the findings establish that toxic supervisory practices operate as severe workplace stressors that deplete employees' cognitive and psychological capital. Key mediating mechanisms include the erosion of psychological safety, role overload, and perceived organizational injustice, while organizational climate, peer solidarity networks, and proactive HR support act as critical boundary moderators. A multi-level structural mitigation framework is formulated, articulating actionable HR governance strategies, leadership development interventions, and individual resilience programs. This review provides strategic guidance for HR executives, scholars, and policymakers seeking to dismantle toxic managerial structures and foster psychologically safe, sustainable work environments.
REMOTE WORK FATIGUE AND EMPLOYEE ENGAGEMENT IN HYBRID WORK ENVIRONMENTS: A REVIEW Neneng Hamidah; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 10 (2026): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23205378

Abstract

The widespread institutionalization of hybrid work arrangements has fundamentally reshaped modern employment, offering unprecedented flexibility while simultaneously introducing novel socio-technical stressors. This critical review systematically examines the complex relationship between remote work fatigue—encompassing videoconference exhaustion, digital overload, work-life boundary blurring, and cognitive depletion—and multidimensional employee engagement (vigor, dedication, and absorption). Synthesizing 16 benchmark empirical and conceptual studies published between 2021 and 2026 across high-impact management journals, this paper articulates the underlying psychological mechanisms governing fatigue accumulation and engagement erosion through the theoretical lenses of Job Demands-Resources (JD-R) theory, Conservation of Resources (COR) theory, and Self-Determination Theory (SDT). Our synthesis highlights how unmitigated digital demands deplete psychological capital, inducing ego depletion and professional isolation that directly undermine employee vigor and dedication. Furthermore, the review identifies key contextual moderators, including hybrid schedule autonomy, camera-off norms, asynchronous communication practices, and empathetic leadership support. Based on meta-synthesized structural path evidence, we propose a multi-level structural framework offering actionable managerial strategies to mitigate digital fatigue and foster sustainable employee engagement in post-pandemic hybrid workplaces.
EMPLOYEE RESILIENCE AND ORGANIZATIONAL COMMITMENT DURING PERIODS OF ECONOMIC UNCERTAINTY: A CRITICAL REVIEW Gilang Perdana; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 11 (2026): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23291493

Abstract

This critical review systematically investigates the relationship between employee resilience and organizational commitment during periods of macroeconomic uncertainty. Drawing from psychological capital theory, conservation of resources theory, and social exchange theory, this study synthesizes 16 empirical and conceptual benchmark publications (2021–2026) to delineate how individual resilience mechanisms—such as hope, self-efficacy, and adaptive coping—influence affective, normative, and continuance commitment. The findings indicate that employee resilience serves as a vital psychological buffer against crisis-induced stress, directly enhancing affective commitment (β = 0.48, p < 0.001) while mitigating voluntary turnover intentions. Furthermore, perceived organizational support (POS) and compassionate crisis leadership act as crucial mediating and moderating conduits that amplify resilience capabilities into sustained organizational loyalty. Two analytical tables and four high-resolution structural models synthesize empirical findings, methodological distributions, and multi-level strategic alignment frameworks. The review concludes with actionable recommendations for HR practitioners to institutionalize resilience-building interventions to safeguard organizational sustainability during volatile economic cycles.
THE INFLUENCE OF AI-DRIVEN PERFORMANCE APPRAISAL SYSTEMS ON EMPLOYEE MOTIVATION AND JOB SATISFACTION: A REVIEW Mohammad Ridhwan; Ramon Zamora; Lukmanul Hakim
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 11 (2026): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23291528

Abstract

Artificial intelligence (AI) has fundamentally restructured performance management, shifting organizational appraisals from episodic subjective evaluations to real-time, data-driven algorithmic monitoring. This systematic review critically evaluates the impact of AI-driven performance appraisal systems on employee motivation and job satisfaction across modern enterprise settings. Synthesizing 16 benchmark empirical studies published between 2021 and 2026, this paper examines how core AI attributes—such as continuous telemetry tracking, natural language sentiment processing, predictive rating algorithms, and real-time feedback loops—shape worker perceptions of organizational justice and psychological safety. Findings indicate a dual socio-technical paradox: while algorithmic appraisal objectivity and reduced supervisory bias enhance distributive justice and extrinsic performance drive, black-box opacity, algorithmic surveillance, and automated rating errors significantly degrade procedural justice, intrinsic motivation, and job satisfaction. The review highlights perceived algorithmic fairness and human-in-the-loop (HITL) oversight as crucial mediating pathways that determine whether AI appraisals foster empowerment or techno-stress. Based on structural synthesis, a multi-level governance model is proposed to guide ethical AI integration, balanced feedback, and employee-centered performance management.
Co-Authors Ade Parlaungan Nasution Agus Ariyadi Alpizar Amalia Natasya Ana Rio Fika Anggi Sadela Annisa Kurnianingsih Arios Zeus Sandry Arnesih Arnesih Bangun Budi Raharjanti Catur Fatchu Ukhriyawati Christina Maria Attonete Dahlina Nopilawati Dahrul Aman Harahap Dahrul Aman Harahap Darliansyah Darma Rahmat Suraja Delfianti Desy Afriyanti Dian Nofrianti Dini Anggraini Edy Sunarno Eki Saputra Endiet Jaloe Prasetiyo Enny Lastuti Fini Fisielia Firman Setyawan Gilang Perdana Haji Mustaqim Halipah Haini Heni Esra Simanjuntak Heni Sulistyomurti Herri Setiawan Jasril Indra Hidayat Ismarini Jajang Jamaludin Kalvin Rico Telaumbanua Kepi Kusumayanti Khairul Putra Magneta Hisyam Maris Dilla ayu Marlissa Oktaviani Ma’rifah Mohammad Ridhwan Mon Korcharoen Muhamad Nazri Muhammad Ali Siregar Muhammad Said Mujiono Natasya Nurkhalita Neneng Hamidah Neni Asmayati Rahayu Syahputri Raja Risnanda Putra Ramon Zamora Ria Muazizah Ridho Saputra Riesca Arsyi Lia Riky Aprianto Ririn Laila Ulfah Ronni Yanto Samapto Shafie Mohamed Zabri Shinta Widyastati Sistiana Sri Langgeng Ratnasari Subekti Suharti Susi Syafrul Bahri Synthia Tanjung, Rona Tara Hasbelita Tibrani Tibrani Tibrani Tibrani Tibrani Tika Zulhiani Tuti Damayanti Wan Rita Azmiyati Yeni Idayusi Yuliansisti