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All Journal Jurnal Studi Manajemen Organisasi Equator Journal of Management and Entrepreneurship Diponegoro Journal of Management Eduvest - Journal of Universal Studies Research Horizon Economic and Business Horizon
Eisha Lataruva
Jurusan Manajemen Fakultas Ekonomika dan Bisnis Universitas Diponegoro
Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences

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Journal : Research Horizon

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Enhancing Corporate Environmental Performance Through Green Human Resource Management Rizqulloh, Ahmad Dafa Bahits; Mutmainah, Rouf Esa; Lataruva, Eisha
Research Horizon Vol. 4 No. 4 (2024): Research Horizon - August 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.4.2024.308

Abstract

Green human resource management is becoming a major focus in organizations that play a role in environmental performance. With increasing awareness of the positive impact of business activities on the environment, companies are faced with the challenge of adopting Green Human Resource Management (GHRM) practices. The concept of Green Human Resource Management (GHRM) involves the integration of environmental considerations into Human Resource (HR) policies, with the aim of encouraging sustainable resource utilization and increasing ecological awareness within the organization. It aims to engage employees in practices that support the environment, raise awareness of environmental issues, and strengthen a culture of sustainability. The research method used in this study is a literature review on Green Human Resource Management, which includes various types of literature on the topic. This study aims to evaluate the impact of green human resource management on improving corporate environmental performance. The results show that the green training, and Involvement consistently have a positive impact on Corporate Environmental Performance (CEP).
Revitalization of the Workforce Training System in Response to the Dynamics of Globalization: A Systematic Literature Review Utami, Dian Sri; Prakosa, Hilman; Lataruva, Eisha; Hidayati, Retno
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.403

Abstract

The global landscape of workforce training has been profoundly influenced by the forces of globalization, digital transformation, and the rapid evolution of job requirements. This paper presents a systematic literature review on the transformation of workforce training in the face of globalization's challenges and opportunities. By examining a wide range of scholarly sources, this study aims to identify emerging trends, prevailing challenges, and potential frameworks for effective workforce development. Findings indicate a growing emphasis on digital skills, adaptability, and lifelong learning, alongside the need for a comprehensive approach that addresses disparities in training accessibility. This review contributes insights into the critical elements for developing workforce training strategies that are globally competitive, inclusive, and resilient.
The Role of Emotional Intelligence and Self-Efficacy in Enhancing Employee Performance: A Systematic Literature Review Aziz, Muhammad Fikri Nur; Mahmud, Renaldi; Hidayati, Retno; Lataruva, Eisha
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.408

Abstract

This study investigates the role of Emotional Intelligence (EI) and Self-Efficacy in enhancing employee performance, framed within the context of an empowered economy for sustainable prosperity in Indonesia. As businesses increasingly recognize the importance of non-technical competencies in driving success, Emotional Intelligence has emerged as a critical factor in employee productivity and satisfaction. Self-Efficacy, as an individual's belief in their ability to succeed, has been identified as a crucial mediator in the relationship between EI and performance outcomes. This paper presents a Systematic Literature Review (SLR) that synthesizes research findings on the impact of Emotional Intelligence and Self-Efficacy on employee performance. By examining recent studies, the review highlights how these constructs contribute to sustainable workplace practices and foster a culture of empowerment. Findings reveal that EI positively influences performance by enhancing employees' adaptability, resilience, and collaboration skills, with Self-Efficacy serving as a significant mediator in these relationships. This review underscores the importance of incorporating Emotional Intelligence and Self- Efficacy into human resource strategies to support sustainable economic growth and organizational success.
Improving Employee Performance Quality Through Training and Work Life Balance: Literature Review Rizqulloh, Ahmad Dafa Bahits; Kuncoro, Wicaksono Andy; Hidayati, Retno; Lataruva, Eisha
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.427

Abstract

Employee empowerment is a major focus in organizations because it plays an important role in improving performance. By improving employee skills and motivation, organizations can create a positive impact on work productivity and effectiveness. However, companies are faced with challenges in implementing empowerment practices, such as changing organizational culture and overcoming resistance to change. Therefore, companies must proactively address these challenges to optimize employee empowerment and achieve organizational goals. The concept of employee empowerment involves key elements such as providing autonomy in decision-making, providing training and skills development, and creating strong managerial support. In addition, open communication and policies that support work-life balance also contribute to employee empowerment. By implementing strategies such as rewarding achievements, working time flexibility, and career development opportunities, companies can create a supportive atmosphere. This study uses the literature review method to evaluate the impact of empowerment through training and work-life balance on employee performance. The results show that training and work-life balance consistently have a positive impact on employee performance.
The Role of Empowerment in Improving Generation Z Engagement and Performance in the Workplace Nurmasari, Salwa Salsabila; Pala’langan, Reza; Hidayati, Retno; Lataruva, Eisha
Research Horizon Vol. 5 No. 3 (2025): Research Horizon - June 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.3.2025.603

Abstract

Generation Z is becoming a dominant force in the workforce, raising critical concerns for organizations aiming to maximize productivity and retain talent. To address this challenge, optimizing the potential of Gen Z through employee empowerment is essential. As this generation values autonomy and recognition for their contributions, employee empowerment plays a key role in enhancing both employee engagement and performance. This study explores the relationship between employee empowerment, employee engagement, and employee performance among Generation Z employees in formal sector companies in Semarang. A quantitative approach was employed, using questionnaires distributed to 100 Gen Z employees, with data analyzed through Structural Equation Modelling (SEM) using Partial Least Squares (PLS). The findings reveal strong correlation between employee empowerment, performance, and engagement. Additionally, the study emphasizes the role of employee engagement as a mediator in the connection between employee empowerment and performance, demonstrating that positioning employee engagement as a mediator is both relevant and impactful.
Co-Authors Arminta, Ega Aziz, Muhammad Fikri Nur Bagaskhara, Reyzza Anferditya Djaya, Yonatan Asadi Fauzi Br Utoyo, Zaki Udin Galang Nuzul Firman, Galang Nuzul Josua, Randy Victor Kuncoro, Wicaksono Andy Mahmud, Renaldi Mohammad Maftuh Baedowi ZA Mutmainah, Rouf Esa Nur Azliah, Devita Septi Nur Rahman, Ali Ilmi Nurmasari, Salwa Salsabila Palalangan, Reza Pala’langan, Reza Prakosa, Hilman Purnomo, Igas Aji Putri, Narda Nadia Rahmadianti, Raissa Faristia Retno Hidayati Rizka Afrisalia Nitasari Rizqulloh, Ahmad Dafa Bahits Saragi, Naomi Jesika Sismawati, Wiwik Utami, Dian Sri