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All Journal Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Pengabdian dan Kewirausahaan Jurnal Pengabdian kepada Masyarakat JURNAL ABDIKARYASAKTI Business and Entrepreneurial Review Majority Science Journal Oikonomia : Journal of Management Economics and Accounting Maneggio Nomico
Prastiyo Diatmono
Fakultas Ekonomi Dan Bisnis, Universitas Trisakti
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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The Influence of Employee Engagement and Job Satisfaction on Employee Performance in the Digital Transformation Era: A Study of Service Companies in Indonesia Prastiyo Diatmono; Fariz Pradhitya Illabi; Prana Yama Soedjatmiko; Muhamad Ramdhansyah; Muhamad Ryadhi Fariziansyah
Dinasti International Journal of Economics, Finance & Accounting Vol. 7 No. 3 (2026): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v7i3.7313

Abstract

Digitalization is reshaping service organizations by altering routines, technology requirements, and expectations for employee output. This study investigates whether employee engagement and job satisfaction are associated with employee performance in Indonesian service companies. A quantitative explanatory cross-sectional survey was conducted with 200 purposively selected employees using a five-point Likert questionnaire. Employee engagement was assessed through vigor, dedication, and absorption; job satisfaction through work characteristics, compensation and recognition, supervision, coworkers, and communication; and employee performance through task and contextual performance. The data were examined using descriptive statistics, correlation analysis, reliability assessment, and multiple linear regression. Employee engagement showed a positive but non-significant coefficient (B = 0.113; p = 0.157), whereas job satisfaction had a very small negative and non-significant coefficient (B = −0.034; p = 0.698). The joint regression model was also non-significant (F = 1.092; p = 0.338; R² = 0.011). The results indicate that these two employee-related factors explain only a small part of performance differences, suggesting that organizational and digital-work conditions should also be considered.
Green Human Resource Management and Organizational Sustainability Prastiyo Diatmono
Oikonomia : Journal of Management Economics and Accounting Vol. 3 No. 4 (2026): Oikonomia - August
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v3i4.655

Abstract

Increasing environmental regulatory pressures, stakeholder demands, and global commitments to the Sustainable Development Goals have prompted organizations to integrate ecological dimensions into all management functions, including human resource management. Green Human Resource Management (GHRM) has emerged as a strategic approach that aligns recruitment, training, performance appraisal, and reward systems with organizational sustainability goals. This article aims to conceptually examine how these practices contribute to organizational sustainability through a narrative thematic analysis of current literature, intentionally avoiding a systematic literature review. The study was conducted by identifying themes, synthesizing findings across studies, and then developing a conceptual framework linking green HR practices, employee green behavior, green organizational culture, sustainable leadership, and organizational environmental performance. The results show that these practices contribute to organizational sustainability through three main pathways: improving environmental performance, strengthening employee affective commitment, and creating green innovation. The article's novelty lies in the integration of the perspectives of human resource digitalization and environmental, social, and corporate governance into a conventional framework that has rarely been discussed in an integrated manner within a single model. Theoretical and practical implications and future research directions are also briefly discussed at the end of the article.
Co-Authors Ardadi Widyananda Baliartati, Beta Oki Dedie Supriady Martadisastra Eko Retno Indriyarti Etty Murwaningsari Fariz Pradhitya Illabi Harmaini Harmaini Indra Saputra Kristian Chandra Lenggogeni Lenggogeni Muhamad Ramdhansyah Muhamad Ryadhi Fariziansyah Muhammad Tafrizi Priarso Prana Yama Soedjatmiko Retno Sari Murtiningsih Sistya Rachmawati Siti Mariam Yvonne Augustine