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All Journal Jurnal Dimensi EQUILIBIRIA Jurnal Bina Praja Minda Baharu Ecobisma (Jurnal Ekonomi, Bisnis dan Manajemen) BENING Jurnal Trias Politika Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat 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 Jurnal Manajemen, Organisasi, Dan Bisnis International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Jurnal Pendidikan Siber Nusantara Jurnal Manajemen dan Pemasaran Digital Jurnal Manajerial dan Bisnis Tanjungpinang
Ramon Zamora
Universitas Riau Kepulauan
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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ETHICAL HUMAN RESOURCE MANAGEMENT AND CORPORATE REPUTATION IN THE ERA OF SOCIAL ACCOUNTABILITY: A REVIEW Firman Setyawan; 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.23134760

Abstract

In an era defined by heightened social accountability, stakeholder scrutiny, and strict Environmental, Social, and Governance (ESG) mandates, human resource management (HRM) has transitioned from an operational support function to a central ethical driver of corporate reputation. This systematic review synthesizes 16 peer-reviewed benchmark empirical and theoretical studies published between 2021 and 2026 to critically evaluate the mechanisms through which ethical HRM practices influence internal and external corporate reputation. Following PRISMA 2020 guidelines, literature was extracted across major databases including Web of Science, Scopus, ScienceDirect, and Emerald Insight. The synthesis reveals that ethical HRM—operationalized through procedural justice, fair compensation, whistleblowing protections, inclusive DEI practices, and employee well-being—drives corporate reputation primarily through organizational trust, psychological safety, and perceived authenticity. Structural path meta-evidence demonstrates significant direct and mediated relationships between ethical HRM capabilities and external reputation metrics (R² = 0.62). However, implementation paradoxes such as ethical decoupling, greenwashing/ethics-washing, and algorithmic bias in AI-driven HR tools represent major threats to organizational legitimacy. This review provides an integrative socio-technical framework for organizational leaders and establishes priority directions for future empirical inquiry.
A REVIEW ON THE RELATIONSHIP BETWEEN PSYCHOLOGICAL WELL-BEING AND EMPLOYEE PRODUCTIVITY IN HYBRID WORK ENVIRONMENTS Muhamad Nazri; 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.23134940

Abstract

The post-pandemic transition toward hybrid work models has radically reshaped organizational structures, elevating employee psychological well-being into a primary strategic driver of individual productivity and organizational resilience. This paper presents a systematic critical review evaluating the relationship between psychological well-being—encompassing autonomy, competence, relatedness, emotional vitality, and cognitive health—and multi-dimensional employee productivity in hybrid work environments. Guided by the PRISMA 2020 protocol, a synthesized analysis of 16 peer-reviewed empirical and meta-analytic studies published between 2021 and 2026 was conducted. The findings demonstrate that spatial and temporal autonomy significantly enhances task performance and creative output, mediated primarily by psychological well-being. However, unmanaged hybrid arrangements induce severe socio-technical risks, including digital fatigue, technostress, and erosion of organizational social capital, which severely impair focus and long-term engagement. Structural equation modeling synthesis confirms that psychological well-being mediates the relationship between hybrid work antecedents and individual productivity (β = +0.48, p < 0.001). Furthermore, supportive leadership, digital infrastructure quality, and cultural right-to-disconnect norms serve as vital boundary moderators. This review establishes a comprehensive framework for strategic HR practitioners and offers targeted research directions.
UPSKILLING AND RESKILLING STRATEGIES FOR WORKFORCE READINESS IN THE AGE OF AUTOMATION: A CRITICAL REVIEW Heni Sulistyomurti; 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.23134800

Abstract

Rapid technological advancements in generative artificial intelligence, cognitive robotics, and industrial automation are fundamentally reshaping occupational structures and accelerating skill obsolescence across global labor markets. This critical review systematically evaluates upskilling and reskilling strategies designed to foster workforce readiness in automated environments. Synthesizing 16 benchmark empirical and conceptual studies published between 2021 and 2026, this study examines the structural, psychological, and organizational mechanisms through which targeted learning and development (L&D) interventions mitigate skill displacement and enhance adaptive employability. The literature reveals that while technical upskilling enhances domain-specific proficiency, cross-functional reskilling yields broader career mobility and organizational resilience. Furthermore, the efficacy of workforce transformation depends heavily on a supportive learning climate, psychological safety, and AI-driven personalized learning architectures. A structural path meta-analysis demonstrates that strategic upskilling directly influences workforce readiness (β = .48, p < .001), fully mediated by skill transferability and self-efficacy. However, persistent implementation barriers—such as digital divide disparities, micro-credentialing accreditation gaps, and managerial resistance—continue to impede scalable transformation. This review provides an integrative framework and offers practical recommendations for HR leaders and policymakers to align workforce reskilling initiatives with technological adoption.
A REVIEW ON SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES AND THEIR IMPACT ON ORGANIZATIONAL SUSTAINABILITY PERFORMANCE Agus Ariyadi; 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.23134598

Abstract

Sustainable Human Resource Management (Sustainable HRM) has emerged as a crucial strategic paradigm aligning workforce management with the Triple Bottom Line (TBL) framework of environmental protection, social equity, and economic viability. This critical review systematically synthesizes 16 benchmark empirical and conceptual studies published between 2021 and 2026 to evaluate the multidimensional impacts of Sustainable HRM practices—encompassing Green HRM, Socially Responsible HRM, and Triple Bottom Line HRM—on organizational sustainability performance. Utilizing PRISMA 2020 guidelines, this paper maps the core operational dimensions, primary mediating pathways, and key boundary conditions that govern the SHRM-performance relationship. The analysis reveals that Sustainable HRM directly and indirectly enhances environmental performance (R² = 0.54), social performance (R² = 0.46), and financial viability (R² = 0.38). Employee Green Behavior (EGB), organizational commitment, and psychological safety act as vital mediating mechanisms, while leadership commitment and pro-environmental culture significantly moderate these structural relationships. The study identifies critical research gaps regarding longitudinal cross-industry dynamics, digital integration in SHRM, and SME-specific contextual variations, providing actionable recommendations for organizational leaders and HR strategists.
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 Abdi Suramana Harahap Abdul Manan Nasution Ade Parlaungan Nasution Adzkia Reihani Salsabila Agus Ariyadi ahmad arifin Ahmad Yasin Albert Efendi Pohan Ali Amran Alivia Rahmawati Amalia Natasya Amalia Susanti Annisa Kurnianingsih Ardika Triwibowo Arief Sumarsono Arwan Kasri Asmaul Husna Bangun Budi Raharjanti Bangun Faozi Catur Fatchu Ukhriyawati Celina Cicilia Margaritha Cen Sui Lan Dahrul Aman Harahap Darliansyah Daryadi D David Nasution David Panjaitan Deby Maryanti Delfianti Dendi Prawira Denny Ammary Ramadhan Deri Tiodora Desi Pratama Dewi Fatmawati Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dian Molivia Dini Anggraini Dwi Septi Haryani Ervin Nora Susanti Ervin Nora Susanti Ferry Muliadi Manalu Fini Fisielia Firman Setyawan Fitriana Gandhi Sutjahjo Gilang Perdana Hairyzal Halipah Haini Hanafi Siregar Hendri Afrinal Heni Pujiastuti Heni Sulistyomurti Hera Elrya Nurmawanti Herni Widiyah Nasrul Herri Setiawan Jasril Ira Maylita Juan Feliks Siburian Kurniawan Laely Ma’rufah Lamra Megawati Br Sipayung Lidia Saputri Linayati Lestari, Linayati Lukmanul Hakim Lukmanul Hakim M Tarmizi M. Sarif Maidawati Marlissa Oktaviani Marta Lova Diana Mochamad Iwan Kusnandar Mohammad Ridhwan Muh Saleh Muhamad Nazri Muhammad Iqbal Muhammad Rahmat Mujiono Neneng Hamidah Neng Dian Febrianti Niken Wulandari Nona Yani M. Abas Manupassa Nur Wahdania Nuraini Nurhalimah Nurhayati Nurhayati Oktavianti Paras Faturohim Putri Lestari Rabul Yamin Rasyid Hidayat Sagala Ravika Permata Hati Rico Fernando Ririn Agustriani Rizky Karnando Rachmat Saifuddin Amin Seow Tawee Sri Langgeng Ratnasari Sri Mulyati Sri Mulyati Sriwati Sriwati Sumber Silangit Sitepu Surya Kusumah Syafrul Bahri Syah Reza Akbar Synthia Tanjung, Rona Tibrani Tibrani Tika Zulhiani Tuti Damayanti Utami Yerikania Wan Rita Azmiyati Wardi Marsis Winda Roselina Effendi Yossy Oktalina Zulfadli Zulkifli Zulkifli Zulkifli