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All Journal Publika Publisia: Jurnal Ilmu Administrasi Publik Pelangi Ilmu Jurnal Dimensi Pendidikan dan Pembelajaran Reformasi : Jurnal Ilmiah Ilmu Sosial dan Ilmu Politik Jurnal Ilmiah Manajemen Publik dan Kebijakan Sosial JPSI (Journal of Public Sector Innovations) Jurnal Ilmiah Edunomika (JIE) Jurnal Ilmu Administrasi Negara ASIAN (Asosiasi Ilmuwan Administrasi Negara) PROFICIO: Jurnal Pengabdian Masyarakat JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Formosa Journal of Computer and Information Science JKMP (Jurnal Kebijakan dan Manajemen Publik) (JUMPER) GEMAH RIPAH: Jurnal Bisnis Maneggio Jurnal Inovasi Administrasi Negara Terapan Oikonomia : Journal of Management Economics and Accounting Maneggio
DIAN ARLUPI UTAMI
Universitas Negeri Surabaya
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Transportation Other

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Human Resource Management Strategies in the Digital Age: Building an Adaptive and Innovative Organization Bayu Retno; Yeni Yeni; Dian Arlupi Utami; Dhiazumar Falih Gani Ramadhan
Oikonomia : Journal of Management Economics and Accounting Vol. 2 No. 4 (2025): Oikonomia-August
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v2i4.429

Abstract

Digital transformation has brought significant changes to organizational dynamics and human resource management patterns. The digital era is characterized by developments in information technology, automation, big data, and artificial intelligence, which directly require organizations to change their approach to managing their workforce. This study aims to analyze relevant HR management strategies in the digital era with a focus on building adaptive and innovative organizations. The study method was conducted through an analysis of the latest literature related to digitalization trends, modern HR management models, and best practices in employee competency development. The results of the study show that key strategies include digital talent management, technology-based skills development, digital recruitment systems, data-based performance management, and a collaborative work culture supported by digital platforms. In addition, strengthening soft skills such as creativity, critical thinking, and agility are determining factors for organizational success in facing business environment uncertainty. This research confirms that organizations that are able to integrate HR management strategies with digital technology will be more adept at adapting to change and encouraging continuous innovation. Thus, HR management in the digital age not only functions as a workforce manager, but also as a strategic catalyst in creating long-term competitive advantage
Change Management Strategies in Improving Organizational Resilience: An Approach Based on Innovation, Digitalization, and Adaptive Leadership Dian Arlupi Utami; Yesa Cahayaning Ramadhani
Maneggio Vol. 2 No. 1 (2025): Maneggio-Feb
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/zbqqsj95

Abstract

Changes in a dynamic business environment require organizations to develop effective change management strategies to improve organizational resilience. This research discusses change management strategies in improving organizational resilience through innovation-based approaches, digitalization, and adaptive leadership. This research uses a qualitative approach with a case study design to analyze change management strategies in improving organizational resilience through innovation, digitalization, and adaptive leadership. The results showed that change management strategies based on innovation, digitalization, and adaptive leadership have a significant role in improving organizational resilience. Innovation allows organizations to stay relevant by creating new solutions in the face of evolving challenges. Digitalization plays a role in improving operational efficiency, accelerating decision-making, and opening up new opportunities through the use of technology. Meanwhile, adaptive leadership is a key factor in directing change with flexibility, building a culture that is responsive to external dynamics, and empowering human resources to be more responsive to change. The results of this study provide insights for organizational leaders in designing effective change management strategies to achieve resilience and sustainable growth.
Digital Transformation and Change Management: An Analysis of the Impact of Artificial Intelligence and Big Data Implementation on Organizational Performance Yesa Cahayaning Ramadhani; Dian Arlupi Utami
Maneggio Vol. 2 No. 1 (2025): Maneggio-Feb
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/tsp44n91

Abstract

Digital transformation through the application of artificial intelligence (AI) and big data has become a key strategy in improving organizational performance in various sectors. The implementation of these technologies enables increased operational efficiency, accelerated decision-making, and innovation in services and products. However, on the other hand, organizations face various challenges, including technology infrastructure readiness, employee resistance to change, and data security risks. Therefore, an effective change management strategy is needed to ensure the successful implementation of AI and big data in supporting digital transformation. This research uses a qualitative approach with case study method and literature review. Case studies were conducted on organizations that have implemented AI and big data to analyze their impact on operational performance and business strategy. Data was collected through in-depth interviews with key stakeholders, observation of work processes, and analysis of organizational documents. In addition, a literature review was used to identify findings from previous research on the enablers and barriers of digital technology implementation.  The results show that the implementation of AI and big data has a positive impact on organizational performance, especially in improving efficiency, decision-making accuracy, and innovation. However, successful implementation is strongly influenced by the organization's readiness to face technical and cultural challenges. Organizations that have visionary leadership, effective change management strategies, and training programs for employees tend to be more successful in adopting digital technologies.
The Relationship Between Work Stress, Supervisor Support, Mindfulness, and Employee Well-Being on Job Performance Outcomes Djafri, Novianty; Kusumawati, Tresna; Utami, Dian Arlupi; Laksmi, Noorhani Dyani
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1088

Abstract

This study examines the relationship between work stress, supervisor support, mindfulness, employee well-being, and job performance outcomes. Drawing on the Job Demands–Resources (JD-R) framework, this research investigates how work stress as a job demand and supervisor support and mindfulness as organizational and personal resources influence employee well-being and performance. A quantitative approach was employed using a cross-sectional survey design, with data collected from 250 employees across various sectors. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that work stress has a significant negative effect on both employee well-being and job performance. In contrast, supervisor support and mindfulness show significant positive effects on well-being and performance. Furthermore, employee well-being significantly influences job performance and serves as a key mediating variable in the relationships between work stress, supervisor support, mindfulness, and performance outcomes. These findings highlight the importance of reducing workplace stress while enhancing organizational support and individual mindfulness practices to improve employee well-being and productivity. The study contributes to the literature by integrating job demands, organizational resources, and personal resources into a comprehensive model, offering practical implications for organizations aiming to achieve sustainable performance through employee well-being.
Co-Authors Adi Santoso Aditya Pratiwi Fitrianingrum Agus Nurofik Agus Prasetyawan Agus Prasetyawan AGUS PRASTYAWAN Agus Prastyawan Ahmad Salabi Aini, Khurotul Audi Faradilla Rachman Banuwati, Pungky Bayu Retno Budi Sulistiyo Nugroho Candra Sari, Dewi Cicha Isnain Dinda Kharisma Cindy Pramita Agustin Dhiazumar Falih Gani Ramadhan Dinata, Nadlirotul Azizah Febrianti, Talqimusholihah Ferdiansyah, Ilham Gading Gama Putra Gading Gamaputra Indah Prabawati Indah Sahilla, Fenny INDIRA ZARA UTAMI Islamiya, Nur Aida Isnaini Fitri Effendi Karimah, Arzetya Fitri Al Kartika, Mutiara Kemalia, Noor Krisna Dewi, Fifi Kunto Wibisono, Haryo Kusumawati, Tresna Laksmi, Noorhani Dyani Laskar Intifada Saifullah Fatah Wardana Lilian Christia Dharma Lintang Salsa Bilqis Meirinawati Mifta, Aisha Rahma mohammadd, hafizhh Moll, Nadhifah Naflah Mulyoto, Syafira Tabithasari Nabila Septia Rosa Nadhifah Naflah Moll Naufal Hanif Ramadhan Ningrum Nungraina Lintang Alfrida, Tiara Normansyah Normansyah Novianty Djafri Noviyanti NOVIYANTI Noviyanti Noviyanti, Noviyanti Nur Mahmudah, Laila Pakpahan, Ribca Angelia Prasetyawan, Agus Prasetyo I Prasetyo Isbandono Pratama Juliyanto, Andra Rachmah Amaretta, Fanni Ramadhani, Yesa Cahayaning Rika Suryanti Rizaldy Hafizh Imawan Rofiqoh Azmi, Putri Rohmi Nur Utami Salsabila Putri Difa Salsabilla, Sania Salma Setiani, Fatma Sasmita SETIAWAN JODI, I WAYAN GEDE ANTOK Sri Hartono Sri Hartono, Sri Sulistiyo Nugroho, Budi Teguh Cahyo Santoso Tiara Ningrum Nugraina L. A Vidi, Iqra Vivid Violin WENI ROSDIANA Wibisono, Haryo Kunto Yasmin, Erika Yeni Yeni Yoga Pradana, Alfiano Septian Yuliansyah, Al Ridho Saqi'an Yuni Lestari Yuni Lestari Yuni Lestari Zam Zami, Muhammad Rifqi