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This Author published in this journals
All Journal Dinasti International Journal of Education Management and Social Science Business Economic, Communication, and Social Sciences Journal (BECOSS)
Soraya Agustina Situmorang
Bina Nusantara University
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering

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Talent Mobility Program: Diagnostic Process and Facilitating Systemic Change at the Telkom Group Soraya Agustina Situmorang; Lelo Yosep Laurentius; Hendry Hartono
Business Economic, Communication, and Social Sciences (BECOSS) Journal Vol. 2 No. 3 (2020): BECOSS
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/becossjournal.v2i3.6522

Abstract

This study aims to understand that the talent mobility program in the Telkom group is a strategy, process and practice of human resources. This qualitative study evaluates the talent mobility program with the 2017-2019 CIPP (Context, Input, Process, Product) model in the Telkom Group. Data were collected through document studies, observations, questionnaires, FGDs from former program participants, program participants, and in-depth interviews with Telkom Group Human Capital Management Director, TELKOMSEL Vice President People Development, Telkom Indonesia International Finance & Human Capital Director, and Chair of the Trade Unions Telkom Group. Analysis and interpretation of data shows that (1) the program contributes to assessing the effects of the human resource strategy on the Telkom Group's business strategy; (2) The program has dynamic planning and human resource control so that it is integrated with the business strategy and critical position in the Telkom Group; (3) The program is a method of accounting for human resources, namely the calculation of investments made to recruit, evaluate and train the potential of top talent to create a sustainable competitive advantage of the Telkom Group; and (4) The talent pool system in the program serves to accommodate the recognition of the needs, goals, and achievements of the top talent in the Telkom Group. The findings lead to a recommendation that the long-term organization availability of the Telkom Group depends on this talent mobility program. This is because the talent mobility program is a diagnostic process and facilitates systemic change in the Telkom Group through human capital.
The Impact of Communication and Trust in Leadership on Workers' Compensation: A Case Study of Suka Ramai Coffee Shop in Tanjung Pinang City Soraya Agustina Situmorang
Business Economic, Communication, and Social Sciences Journal (BECOSS) Vol. 5 No. 3 (2023): BECOSS
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/becossjournal.v5i3.10393

Abstract

Human resources play a crucial role in every company, and managing them effectively is essential for creating a positive work environment. Human Capital Management (HCM) emphasizes the value of employees as assets that need to be professionally and sustainably managed. Proper management of employees can lead to significant benefits, including the ability to execute business strategies, create future opportunities, and enhance overall company competitiveness. This study examines the role of trust in leadership and communication in employee compensation. It adopts a descriptive qualitative approach, utilizing interview data and observations. The findings highlight the significance of trust in leaders for effective communication, which contributes to building trust among employees. When trust between leaders and employees is established, leaders can transparently provide fair compensation, which enhances employee motivation, performance, and loyalty to the company. The study underscores the importance of trust and communication in ensuring equitable compensation for employees.
Intergenerational Dynamics of Work Attitudes and Performance in Hybrid AI Work Soraya Agustina Situmorang; Allan Desi Alexander; Hiram Reagen Panggabean
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 4 (2026): Dinasti International Journal of Education Management and Social Science (April
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i4.6421

Abstract

This study examines how generational cohorts differ in translating workplace transformation into performance outcomes in AI-enabled hybrid systems within AI-enabled and hybrid work systems. Using an extended Job Demands–Resources framework, this study analyzes key predictors of employee performance, we examine the effects of attitudes toward change, technological adaptability, job loyalty, and social interaction on employee performance and compare Millennials and Baby Boomers using Multi-Group Analysis (MGA). Data were collected through a cross-sectional survey and analyzed using PLS-SEM with multi-group analysis to assess measurement robustness and structural path differences across cohorts. The findings reveal that social interaction is the most powerful predictor of performance across generations, with a significantly stronger effect among Baby Boomers. Technological adaptability demonstrates a universally positive impact, yet its magnitude varies by cohort. In contrast, job loyalty shows a comparatively modest contribution to performance, suggesting a shift from traditional commitment paradigms toward more conditional forms of allegiance. MGA results confirm significant generational heterogeneity in key structural paths. This study offers a contextualized model of generational performance in AI-driven work environments, this study advances a contextualized model of generational performance, offering novel insights for global scholarship on multigenerational workforce management.
Brand Switching in Skincare: The Role of Social Media Marketing, Electronic Word-of-Mouth, and Variety Seeking Rita Rita; Soraya Agustina Situmorang; Allan Desi Alexander
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 4 (2026): Dinasti International Journal of Education Management and Social Science (April
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i4.6623

Abstract

The rapid expansion of Indonesia’s local skincare industry has intensified competition and increased consumer propensity for brand switching. This study examines the effects of social media marketing (SMM) and electronic word-of-mouth (e-WOM) on brand switching behavior, incorporating variety seeking as a moderating variable. A quantitative approach was employed using partial least squares structural equation modeling (PLS-SEM) based on data collected from 312 active skincare users in the Greater Jakarta area. The findings show that e-WOM has a significant positive effect on brand switching, highlighting the critical role of peer-generated information in shaping consumer decisions. In contrast, SMM does not exhibit a significant effect, suggesting that firm-generated promotional content alone is insufficient to alter brand preferences in high-involvement product categories. Furthermore, variety seeking demonstrates a strong direct effect on brand switching and negatively moderates the relationship between SMM and brand switching, while its moderating effect on the e-WOM relationship is not significant. These results indicate that consumers with higher novelty-seeking tendencies are less responsive to promotional stimuli but remain influenced by credible interpersonal communication. This study contributes to the literature by integrating digital marketing and psychological perspectives, emphasizing the primacy of socially validated information in driving consumer switching behavior.
Co-Authors Allan Desi Alexander Hendry Hartono Hiram Reagen Panggabean Lelo Yosep Laurentius Rita Rita