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All Journal AL-ULUM : Jurnal Ilmu Sosial dan Humaniora Management Studies and Business Journal
Asrini Mahdia
Fakultas Psikologi Universitas Gunadarma
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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THE ROLE OF AI DRIVEN HR ANALYTICS IN PREDICTING EMPLOYEE WELL BEING AND PRODUCTIVITY Hidayat, Muhammad; Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 2 No. 3 (2025): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/tvrkt534

Abstract

In the era of Industrial Revolution 4.0, the integration of artificial intelligence (AI)-based analytics in human resource management (HRM) has become important to improve employee welfare and productivity. However, challenges related to algorithm bias and transparency in the use of AI are still major concerns. This research aims to evaluate the effectiveness of AI-based HR analytics in predicting employee well-being and productivity in various organizations. Using a Systematic Literature Review (SLR) approach, this research analyzes 69 relevant peer-reviewed studies, with a focus on data collection techniques and analysis methods applied, including thematic analysis and framework analysis. QFindings show that the use of AI-based predictive models, such as Natural Language Processing and Deep Learning, can increase the accuracy of employee well-being predictions by up to 92%. Additionally, holistic data integration strengthens understanding of employee dynamics and improves strategic decisions in HRM. This research makes a significant contribution to the development of HRM theory and practice by emphasizing the importance of transparency and ethics in the application of AI. It is hoped that these findings will encourage organizations to adopt more effective and sustainable data-driven approaches.
The Role of HR in Nurturing Organizational Innovation Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 2 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/8bawsh97

Abstract

This research aims to investigate the role of Human Resources (HR) in supporting organizational innovation. Through systematic literature analysis, this research explores factors such as organizational culture, recruitment and selection processes, training and development, rewards and recognition, teamwork and collaboration, policies of flexibility and openness, communication and knowledge sharing, and the role of leaders in encouraging innovation . The findings of this research indicate that the integration of HR functions into an organization's innovation strategy, along with the implementation of innovation-oriented HR policies, can increase the overall level of organizational innovation. Although this research is faced with limitations in the range of literature selected, the research implications provide important insights for HR practitioners and organizational leaders in strengthening the innovative capacity of their organizations.
The Role of Human Resource Management in Employee Well-Being and Mental Health: A Systematic Literature Review Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 3 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/phea4z38

Abstract

This research is a systematic literature review on the role of Human Resource Management (HRM) in employee well-being and mental health. This literature review aims to identify HRM practices that influence employee well-being and mental health, as well as to evaluate their impact on organizational performance. The results of the literature review show that HRM practices such as working time flexibility, support from superiors and colleagues, career development opportunities, organizational justice and compensation policies, a healthy and safe work environment, recognition of achievements, participation and decision making opportunities play an important role in improving employee well-being and mental health. The implications of these findings support the need for organizations to prioritize the implementation of HRM practices oriented towards employee well-being as a strategy to improve overall organizational performance.
The Importance of Reskilling and Upskilling for Employees Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 4 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/px62rw36

Abstract

Reskilling and upskilling for employees is an important key in increasing competitiveness and global economic growth. This research explores the relationship between reskilling/upskilling initiatives and labor market needs through case studies in several countries. Findings from the case study highlight the importance of balancing training programs with evolving skills needs, facilitating early job placement and career advancement. However, the limitations of this study underscore the need for broader research, including organizational and peer impact, cost-time effectiveness, and the efficacy of reskilling/upskilling methodologies, especially in older employees. Additionally, future studies should explore the interaction between job crafting and reskilling/upskilling to identify effective learning strategies and overcome the challenges faced.
Psychological Safety in the Workplace: Fostering Open Communication and Innovation Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 5 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/skyy4p96

Abstract

Psychological safety in the workplace is of key importance in influencing individual well-being, team performance, and an organization's ability to innovate. This research aims to investigate the relationship between psychological safety at work and organizational innovation, as well as its managerial implications. This research method uses the PRISMA method to collect and analyze articles from international databases such as Scopus and Web of Science. The selected articles include empirical studies that explore the relationship between psychological safety and organizational innovation. The research results show that psychological safety plays a crucial role in facilitating an environment where employees feel safe to collaborate, take risks, and convey new ideas without fear of negative judgment. The implications of these findings highlight the importance of developing organizational policies that support psychological safety to enhance innovation and organizational performance.
THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROFESSIONAL IDENTITY IN PREDICTING HAPPINESS AT WORK AMONG EMPLOYEES OF MULTINATIONAL COMMUNICATION CONSULTING FIRMS IN JAKARTA Mahdia, Asrini
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 1 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/rdrmgx30

Abstract

This study examines the influence of Perceived Organizational Support (POS) and Professional Identity on Happiness at Work among employees of multinational communication consulting firms in Jakarta. Happiness at Work is conceptualized as a multidimensional construct encompassing hedonic well-being, engagement, and positive affect experienced within the occupational context. Drawing on Social Exchange Theory (Blau, 1964) and Social Identity Theory (Tajfel & Turner, 1979), this study proposes that employees who perceive strong organizational support and possess a robust professional identity will report higher levels of happiness at work. A quantitative correlational design was employed with a sample of 100 employees selected through purposive sampling. Data were collected using validated Likert-scale instruments and analyzed via Pearson correlation and multiple regression in SPSS. Results indicated that both POS (r = .612, p < .01) and Professional Identity (r = .673, p < .01) were significantly and positively correlated with Happiness at Work. The regression model explained 56.4% of the variance in Happiness at Work (R² = .564). These findings underscore the critical role of organizational and identity-based resources in fostering employee well-being in the high-demand environment of the communications consulting industry.
Pengaruh Keseimbangan Kehidupan Kerja dan Motivasi Kerja terhadap Kualitas Kehidupan Kerja pada Ibu Tunggal yang Bekerja di Agensi PR Multinasional di Jakarta Selatan Mahdia, Asrini
AL-ULUM : Jurnal Ilmu Sosial dan Humaniora Vol 12, No 1 (2026): Edisi April
Publisher : Universitas Islam Kalimantan Muhammad Arsyad Al Banjari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31602/alsh.v12i1.19108

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh work-life balance dan motivasi kerja terhadap kualitas kehidupan kerja (QWL) pada ibu tunggal yang bekerja di agensi Hubungan Masyarakat (Humas) multinasional di Jakarta Selatan. Partisipan dalam penelitian ini berjumlah 20 ibu tunggal yang telah bekerja lebih dari satu tahun dan dipilih melalui teknik purposive sampling. Pendekatan yang digunakan adalah kuantitatif korelasional dengan kuesioner skala Likert. Hasil analisis korelasi Pearson dan regresi berganda menunjukkan bahwa baik work-life balance maupun motivasi kerja memiliki hubungan yang positif dan signifikan dengan kualitas kehidupan kerja. Temuan ini menunjukkan bahwa keseimbangan yang lebih baik antara pekerjaan dan kehidupan pribadi serta motivasi kerja yang kuat berkontribusi pada peningkatan kualitas kehidupan kerja bagi ibu tunggal di lingkungan kerja profesional yang penuh tekanan.
Co-Authors Muhammad Hidayat