Garuda - Garba Rujukan Digital

Click, Ship, Regret: E-Commerce Strategies Behind Compulsive Fashion Buying Librina Tria Putri; Nofrizal Nofrizal; Rafidianto Wibisono; Afvan Aquino; Aznuriyandi Aznuriyandi; Richa Afriana Munthe
Binus Business Review Vol. 17 No. 1 (2026): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v17i1.14101

E-commerce has become a widely used platform around the world to obtain fashion products in an easy and efficient way. However, there is a negative impact on consumer behavior, namely excessive consumption. It can harm the environment and consumers’ mental health if not addressed. The research aimed to examine the roles of free shipping and Cash on Delivery (COD) in Fear of Missing Out (FOMO) and compulsive buying, as well as the mediating role of FOMO on e-commerce sites such as Shopee, Tokopedia, Lazada, and Zalora. A quantitative approach was used, with an online survey via Google Forms distributed via social media such as WhatsApp, Instagram, and Facebook, involving 467 e-commerce customers selected through purposive sampling. Data were analyzed using Structural Equation Modeling Partial Least Squares (SEM-PLS). The results show that free shipping does not significantly encourage FOMO or compulsive buying. In contrast, the COD feature has a significant impact on FOMO and compulsive buying. In addition, FOMO positively mediates the relationship between COD and compulsive buying, but not between free shipping and compulsive buying. These findings make important contributions to the theory of FOMO and compulsive buying in e-commerce, to consumer and e-commerce education on digital marketing strategy algorithms, and to the development of environmentally friendly waste management strategies. The research is particularly novel in the context of Indonesian e-commerce, as it simultaneously examines four. Furthermore, FOMO is tested as a mediating variable.

Dampak Self-Efficacy Pada Servant Leadership Dalam Upaya MeningkatkanKinerja Di Badan Pendapatan Daerah Kabupaten Rokan Hilir muslim muslim; Adolf Bastian; Richa Afriana Munthe
New Economy Vol. 2 No. 1 (2026)
Publisher : CV. Akira Java Bulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63935/fmphed80

The purpose of this study is to analyze the effect of servant leadership on the performance of employees of the Regional Revenue Agency of Rokan Hilir Regency mediated by self-efficacy. The population in this study were all ASN Bapenda employees of Rokan Hilir Regency totaling 91 people, where the sampling was carried out using the saturated sampling method. Data collection techniques using questionnaires and distribution using google forms. The technical data analysis in this study was Structural Equation Modeling (SEM) using SmartPLS 3.0 as a data processing tool. The results of this study indicate that Servant leadership and self-efficacy have a positive effect on employee performance. Servant leadership has a positive effect on employee self-efficacy. In addition, Servant leadership has a positive effect on employee performance mediated by self-efficacy.

Peran Mediasi Pelatihan Pada Kompetensi Pegawai Terhadap Kinerja Pada Dinas Perdagangan Dan Perindustrian Kabupaten Bengkalis Marliya Marliya; Richa Afriana Munthe; Susandri Susandri
New Economy Vol. 1 No. 1 (2025)
Publisher : CV. Akira Java Bulu

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This study aims to Analyze the Influence of Competence on Performance through Employee Training at the Bengkalis Regency Trade and Industry Service. The research method used is quantitative research. all ASN employees of the Bengkalis Regency Trade and Industry Service totaling 58 people and sampling was carried out using census techniques. The data collection technique used was a structured questionnaire. The instrument testing technique in this study was the validity and reliability test using PLS (Partial Least Square) as its measurement. The results of this study indicate that Competence and training have a significant effect on employee performance. Competence also has a significant effect on employee training. In addition, Competence also has a positive effect on employee performance mediated by training.

Pengaruh Organizational Culture Terhadap Kinerja Di Mediasi Komunikasi Interpersonal Pada Pegawai Badan Pendapatan Daerah Kabupaten Bengkalis fadli agus; Richa Afriana Munthe; Siti Syamsudarmi
New Economy Vol. 1 No. 1 (2025)
Publisher : CV. Akira Java Bulu

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This study aims to determine the Analysis of the Influence of Organizational Culture on Performance through Interpersonal Communication of Employees of the Bengkalis Regency Regional Revenue Agency. The population in this study were all ASN employees of the Bengkalis Regency Regional Revenue Agency where the sampling was carried out using the saturated sample method so that the number of samples obtained was 57 respondents. The data collection technique used a questionnaire and distribution using a google form. The data analysis technique in this study was with Structural Equation Modeling (SEM) using SmartPLS 3.0 as a data processing tool. The results of this study indicate that organizational culture and interpersonal communication have a positive effect on employee performance, in addition, interpersonal communication is able to mediate the influence of organizational culture on the performance of Bengkalis Regency Regional Revenue Agency Employees.

MEMBANGUN DAYA SAING PERGURUAN TINGGI SWASTA MELALUI MARKETING MIX: KAJIAN EMPIRIS PADA UNIVERSITAS LANCANG KUNING Ahmad Ade Irwanda; Wentisasrapita Abiyus; Richa Afriana Munthe
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 8 No. 2 (2025): May 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i2.3032

Abstract: This study aims to evaluate how the marketing mix elements (7Ps) influence prospective students' decision to choose Lancang Kuning University. The analysis focuses on seven main dimensions: Product (study program quality), Price (tuition fees), Place (campus location), Promotion (promotional efforts), People (quality of lecturers and administration), Process (learning procedures), and Physical Evidence (infrastructure facilities). Quantitative methods are used in this research study by collecting data through questionnaires distributed to 192 new students at the Faculty of Economics and Business (FEB). This resulted in data being tested using a variety of statistical tests, including validity tests, reliability tests, classical assumption testing, multiple linear regression, and testing with the F-test and T-test using SPSS software. The results show that overall the seven dimensions have a significant influence simultaneously (Adjusted RÂ² = 62.5%). However, partial analysis reveals that only Price, Promotion, and Process have significance. The main determinants include affordable tuition fees, effective promotion, and simple administrative processes. This research contributes to the development of marketing strategies for private universities in Indonesia by emphasizing the importance of prioritizing the aspects of cost, targeted promotion, and efficiency of academic processes to strengthen the competitiveness of the institution.Â Â Keyword: marketing mix; higher education; student decision makingÂ Abstrak: Penelitian ini bertujuan untuk mengevaluasi bagaimana elemen-elemen marketing mix (7P) memengaruhi keputusan calon mahasiswa dalam memilih Universitas Lancang Kuning. Analisis berfokus pada tujuh dimensi utama: Produk (kualitas program studi), Harga (biaya kuliah), Tempat (letak kampus), Promosi (upaya promosi), Orang (kualitas dosen dan tata usaha), Proses (prosedur pembelajaran), dan Bukti Fisik (sarana prasarana). Metode kuantitatif digunakan pada kajian riset ini dengan mengumpulkan data melalui angket yang dibagikan pada 192 mahasiswa baru di Fakultas Ekonomi dan Bisnis (FEB). Sehingga diperoleh data yang diuji menggunakan beragam uji statistik, termasuk uji validitas, uji reliabilitas, pengujian asumsi klasik, regresi linier berganda, serta pengujian dengan uji F dan uji T menggunakan perangkat lunak SPSS. Hasil menunjukkan bahwa secara keseluruhan ketujuh dimensi tersebut memiliki pengaruh signifikan secara simultan (Adjusted RÂ² = 62,5%). Namun, analisis parsial mengungkapkan bahwa hanya Price, Promotion, dan Process yang memiliki signifikansi. Faktor penentu utama meliputi biaya pendidikan yang terjangkau, promosi yang efektif, dan proses administrasi yang sederhana. Penelitian ini berkontribusi terhadap penyusunan strategi pemasaran untuk kampus swasta di Indonesia dengan menekankan pentingnya prioritas pada aspek biaya, promosi yang terarah, serta efisiensi proses akademik untuk memperkuat daya saing institusi.Â Kata kunci: marketing mix; pendidikan tinggi; keputusan mahasiswa;

PENGARUH INTEGRASI GREEN HUMAN RESOURCE MANAGEMENT (GREEN HRM) DAN DIGITAL HR TERHADAP KEBERLANJUTAN ORGANISASI MELALUI EMPLOYEE GREEN BEHAVIOR: STUDI KUALITATIF PADA PERUSAHAAN SWASTA DI PROVINSI RIAU Imran Alucok; Richa Afriana Munthe; Didik Siswanto
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 1 (2026): February 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i1.5818

Abstract: Amidst growing global pressure for corporate sustainability, the integration of Green Human Resource Management (Green HRM) and Digital HR has emerged as a strategic imperative. While Green HRM aims to align human resource practices with environmental goals, Digital HR offers a technological pathway to strengthen these initiatives. However, the success of such synergy relies heavily on the establishment of Employee Green Behavior (EGB), and a significant research gap remains in understanding this dynamic, particularly through a qualitative lens in the context of a resource-dependent emerging economy such as Riau Province, Indonesia. Therefore, this study aims to qualitatively explore the process by which the integration of Green HRM and Digital HR shapes EGB, ultimately influencing organizational sustainability within private sector firms in Riau. Adopting a constructivist paradigm, the study employed a qualitative multiple case study design. Data were collected from sustainability-oriented private firms in Riau through purposive sampling of participants from various organizational levels. Triangulation of data collection methods, including in-depth interviews, participant observation, and document analysis, was used to ensure the richness and credibility of the findings. The results indicate that the integration of Green HRM and Digital HR creates a dynamic synergy that serves as an accelerator of operational efficiency and environmental awareness. Digital HR acts as a crucial catalyst, strengthening Green HRM practices by enhancing employees' ability, motivation, and opportunity (AMO) to engage in green behaviors. Furthermore, EGB emerges as an essential bridge that translates policies into concrete actions, evolving from mandated in-role behaviors to voluntary extra-role behaviors, with its implementation heavily influenced by the local socio-cultural context of Riau. The implications of this study are twofold. Theoretically, this study contributes an integrated conceptual model that extends the Resource-Based View (RBV) and AMO theories in an under-researched developing country context. Practically, this study offers a strategic roadmap for leaders to design holistic HR strategies, leveraging digital tools as catalysts for green culture while navigating local socio-cultural dynamics and addressing the digital skills gap to achieve true organizational sustainability. Keywords: Green HRM, Digital HR, Employee Green Behavior, Organizational Sustainability, Sustainable HR Abstrak: Di tengah meningkatnya tekanan global untuk keberlanjutan korporat, integrasi antara Green Human Resource Management (Green HRM) dan Digital HR telah muncul sebagai sebuah keharusan strategis. Sementara Green HRM bertujuan untuk menyelaraskan praktik sumber daya manusia dengan tujuan lingkungan, Digital HR menawarkan jalur teknologi untuk memperkuat inisiatif ini. Namun, keberhasilan sinergi tersebut sangat bergantung pada pembentukan Employee Green Behavior (EGB), namun masih terdapat kesenjangan penelitian yang signifikan dalam memahami dinamika ini, terutama melalui lensa kualitatif dalam konteks ekonomi berkembang yang bergantung pada sumber daya alam seperti Provinsi Riau, Indonesia. Oleh karena itu, penelitian ini bertujuan untuk mengeksplorasi secara kualitatif proses di mana integrasi Green HRM dan Digital HR membentuk EGB, yang pada akhirnya memengaruhi keberlanjutan organisasi di dalam perusahaan sektor swasta di Riau. Mengadopsi paradigma konstruktivis, penelitian ini menggunakan desain studi kasus jamak kualitatif. Data dikumpulkan dari perusahaan swasta berorientasi keberlanjutan di Riau melalui purposive sampling partisipan dari berbagai tingkatan organisasi. Triangulasi metode pengumpulan data, termasuk wawancara mendalam, observasi partisipatif, dan analisis dokumen, digunakan untuk memastikan kekayaan dan kredibilitas temuan. Hasil penelitian menunjukkan bahwa integrasi Green HRM dan Digital HR menciptakan sinergi dinamis yang berfungsi sebagai akselerator efisiensi operasional dan kesadaran lingkungan. Digital HR bertindak sebagai katalisator penting, memperkuat praktik Green HRM dengan meningkatkan kemampuan, motivasi, dan kesempatan (Ability-Motivation-Opportunity - AMO) karyawan untuk terlibat dalam perilaku hijau. Lebih lanjut, EGB muncul sebagai jembatan esensial yang menerjemahkan kebijakan menjadi tindakan nyata, berkembang dari perilaku in-role yang diwajibkan menjadi perilaku extra-role yang sukarela, dengan implementasinya sangat dipengaruhi oleh konteks sosio-kultural lokal Riau. Implikasi dari penelitian ini ada dua. Secara teoretis, penelitian ini menyumbangkan model konseptual terintegrasi yang memperluas teori Resource-Based View (RBV) dan AMO dalam konteks negara berkembang yang kurang diteliti. Secara praktis, penelitian ini menawarkan peta jalan strategis bagi para pemimpin untuk merancang strategi SDM holistik, memanfaatkan alat digital sebagai katalisator budaya hijau sambil menavigasi dinamika sosio-kultural lokal dan mengatasi kesenjangan keterampilan digital untuk mencapai keberlanjutan organisasi yang sejati Kata Kunci: Green HRM, Digital HR, Employee Green Behavior, Organizational Sustainability, Sustainable HR

PENERAPAN GREEN HUMAN RESOURCE MANAGEMENT DI UNIVERSITAS LANCANG KUNING Mutiara Hati; Junaidi; Richa Afriana Munthe
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 2 (2026): April 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i2.6202

Abstrack: The global environmental crisis and the 2030 Agenda for Sustainable Development Goals (SDGs) position higher education institutions as strategic actors in promoting sustainability, including through environmentally oriented human resource management. This study examines the implementation of Green Human Resource Management (Green HRM) at Universitas Lancang Kuning (Unilak), a private university grounded in Malay cultural values that seeks to transform into a sustainable campus. The study aims to: (1) analyze the forms and level of Green HRM practices at Unilak, (2) identify supporting and inhibiting factors of its implementation, and (3) analyze the impact of Green HRM on campus environmental performance. A qualitative approach with an intrinsic case study design was employed, involving university leaders, HR managers, lecturers, and administrative staff selected through purposive sampling. Data were collected through in-depth interviews, observation, and document analysis, and were examined using thematic analysis. The findings indicate that Green HRM practices at Unilak have emerged through various green initiatives such as energy conservation, paper reduction, waste management, and the provision of green open spaces, yet remain at a medium level of institutionalization since they are not fully integrated into formal HR policies and performance management systems. Key supporting factors include top management commitment, alignment with the institutional vision, and the availability of several green facilities, while inhibiting factors comprise limited financial resources, the absence of standardized green performance indicators and reward schemes, and uneven ecological literacy among academic communities. Green HRM contributes to a cleaner and greener campus environment, increased pro-environmental work behaviors, and a stronger sustainability image for Unilak, but still requires a more structured strategic roadmap aligned with SDG targets 4.7 and 13.3. Keywords: Green Human Resource Management, Green Campus, AMO Theory, Sustainability, Universitas Lancang Kuning. Abstrak: Krisis lingkungan global dan tuntutan Agenda 2030 melalui Sustainable Development Goals (SDGs) menempatkan perguruan tinggi sebagai aktor strategis dalam mendorong pembangunan berkelanjutan, termasuk melalui pengelolaan sumber daya manusia yang berwawasan lingkungan. Penelitian ini mengkaji penerapan Green Human Resource Management (Green HRM) di Universitas Lancang Kuning (Unilak) sebagai perguruan tinggi swasta berbasis nilai budaya Melayu yang berupaya bertransformasi menuju kampus berkelanjutan. Tujuan penelitian adalah: (1) menganalisis bentuk dan tingkat penerapan praktik Green HRM di Unilak, (2) mengidentifikasi faktor-faktor pendukung dan penghambat implementasinya, serta (3) menganalisis dampak Green HRM terhadap kinerja lingkungan kampus. Penelitian menggunakan pendekatan kualitatif dengan desain studi kasus intrinsik, dengan subjek pimpinan universitas, pengelola SDM, dosen, dan tenaga kependidikan yang dipilih secara purposive. Data dikumpulkan melalui wawancara mendalam, observasi, dan studi dokumentasi, kemudian dianalisis secara tematik. Hasil penelitian menunjukkan bahwa praktik Green HRM di Unilak telah muncul dalam bentuk berbagai program hijau seperti penghematan energi, pengurangan penggunaan kertas, pengelolaan sampah dan ruang terbuka hijau, tetapi masih berada pada tingkat institusionalisasi menengah karena belum sepenuhnya terintegrasi dalam sistem kebijakan dan manajemen kinerja SDM. Faktor pendukung utama meliputi komitmen manajemen puncak, kesesuaian dengan visi institusi, serta ketersediaan sejumlah fasilitas hijau, sedangkan faktor penghambat mencakup keterbatasan anggaran, belum adanya indikator dan skema reward hijau yang baku, serta literasi ekologis sivitas akademika yang belum merata. Green HRM berkontribusi pada terciptanya lingkungan kampus yang lebih bersih dan asri, peningkatan perilaku kerja pro-lingkungan, serta penguatan citra keberlanjutan Unilak, namun masih memerlukan roadmap strategis yang lebih terstruktur dan selaras dengan target SDG 4.7 dan 13.3. Kata Kunci: Green Human Resource Management, Kampus Hijau, AMO Theory, Keberlanjutan, Universitas Lancang Kuning.

STRATEGI ADOPSI TEKNOLOGI KESEHATAN DIGITAL DI KLINIK PRATAMA DURI DENGAN PENDEKATAN TECHNOLOGY-ORGANIZATION-ENVIRONMENT (TOE) Belman Junaidi; Adi Rahmat; Richa Afriana Munthe
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 2 (2026): April 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i2.6237

Abstrack: Belman Junaidi, Postgraduate School of Management, Lancang Kuning Univerisity. Digital Health Technology Adoption Strategy at Duri Primary Clinic Using TOE Approach. Supervisory Chairpeson Assoc. Prof. Dr. Adi Rahmat, S.E., M.M and Supervisory Member Dr. Richa Afriana Munthe, S.E., M.M.The purpose of this study was to determine the digital health technology adoption strategy at the Pratama Duri Clinic using the TOE Approach. Using the Technology-Organization-Environment (TOE) framework for health technology adoption strategies is to identify and analyze key factors that influence the success of technology implementation in the health system. This study uses a quantitative research type. The data collection technique uses a questionnaire. The sample in this study amounted to 61 employees of the Pratama Reza Medika Clinic, Pratama Khaira Clinic and Pratama Mandau Sejahtera Clinic. This study used Partial Least Squares (PLS) data analysis. The results of the study indicate that digital health technology has a significant influence through the TOE approach (Technology, Organization and Environment). Keywords: Strategy, Adoption, Digital Health, TOE Approach. Abstrak: Tujuan penelitian ini untuk mengetahui strategi adopsi teknologi kesehatan digital di Klinik Pratama Duri dengan Pendekatan TOE. Menggunakan kerangka Technology-Organization-Environment (TOE) untuk strategi adopsi teknologi kesehatan adalah mengidentifikasi dan menganalisis faktor-faktor kunci yang memengaruhi keberhasilan implementasi teknologi dalam sistem kesehatan. Penelitian ini menggunakan jenis penelitian kuantitatif. Teknik pengumpulan data menggunakan kuisioner. Sampel dalam penelitian ini berjumlah 61 orang karyawan Klinik Pratama Reza Medika, Klinik Pratama Khaira dan Klinik Pratama Mandau Sejahtera. Penelitian ini menggunakan analisa data Partial Least Squares (PLS). Hasil penelitian menunjukkan bahwa teknologi kesehatan digital berpengaruh signifikan melalui pendekatan TOE (Teknologi, Organisasi dan Lingkungan). Kata Kunci: Strategi, Adopsi, Kesehatan Digital, Pendekatan TOE.

PENGARUH KEPEMIMPINAN BERKELANJUTAN TERHADAP INOVASI FRUGAL DENGAN BERBAGI PENGETAHUAN SEBAGAI MEDIASI DAN IKLIM INOVASI ORGANISASI SEBAGAI MODERATOR PADA APARATUR PEMERINTAH KABUPATEN KEPULAUAN MERANTI Ismail Sinaga; Adi Rahmat; Richa Afriana Munthe
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 2 (2026): April 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i2.6240

Abstract: This study aims to examine the effect of Sustainable Leadership on Frugal Innovation with Knowledge Sharing as a mediating variable and to examine the role of Organizational Innovation Climate as a moderating variable in the Meranti Islands Regency Government apparatus. This research is motivated by the still low achievement of regional innovation amidst limited resources, so that public organizations are required to be able to create efficient and useful innovations. The research approach used is quantitative with a survey method. Data collection was carried out through distributing questionnaires, then analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with the help of SmartPLS software. The results of the analysis indicate that sustainable leadership has a positive and significant effect on frugal innovation and knowledge sharing. Furthermore, knowledge sharing is proven to have a positive and significant effect on frugal innovation and acts as a mediating variable in the relationship between sustainable leadership and frugal innovation. However, organizational innovation climate is not proven to have an effect as a moderating variable. These findings indicate that frugal innovation in public organizations is more influenced by the effectiveness of sustainable leadership and knowledge sharing practices than by the condition of the organizational innovation climate. Keywords: Sustainable Leadership, Frugal Innovation, Knowledge Sharing Organizational Innovation Climate. Abstrak: Penelitian ini bertujuan untuk mengkaji pengaruh Kepemimpinan Berkelanjutan terhadap Inovasi Frugal dengan Berbagi Pengetahuan sebagai variabel mediasi serta menguji peran Iklim Inovasi Organisasi sebagai variabel moderasi pada aparatur Pemerintah Kabupaten Kepulauan Meranti. Penelitian ini didorong oleh masih rendahnya capaian inovasi daerah di tengah keterbatasan sumber daya, sehingga organisasi publik dituntut mampu menciptakan inovasi yang efisien dan bermanfaat. Pendekatan penelitian yang digunakan adalah kuantitatif dengan metode survei. Pengumpulan data dilakukan melalui penyebaran kuesioner, kemudian dianalisis menggunakan Structural Equation Modeling berbasis Partial Least Squares (SEM-PLS) dengan bantuan perangkat lunak SmartPLS. Hasil analisis menunjukkan bahwa kepemimpinan berkelanjutan berpengaruh positif dan signifikan terhadap inovasi frugal serta berbagi pengetahuan. Selanjutnya, berbagi pengetahuan terbukti berpengaruh positif dan signifikan terhadap inovasi frugal dan berperan sebagai variabel mediasi dalam hubungan antara kepemimpinan berkelanjutan dan inovasi frugal. Namun demikian, iklim inovasi organisasi tidak terbukti berpengaruh sebagai variabel moderasi. Temuan ini menunjukkan bahwa inovasi frugal dalam organisasi publik lebih banyak dipengaruhi oleh efektivitas kepemimpinan berkelanjutan dan praktik berbagi pengetahuan dibandingkan oleh kondisi iklim inovasi organisasi. Kata Kunci: Kepemimpinan Berkelanjutan, Inovasi Frugal, Berbagi Pengetahuan, Iklim Inovasi Organisasi

Dynamics of Employee Adaptation, Anxiety, and Role Change Under AI Integration in Indonesia Richa Afriana Munthe; Imran Al Ucok Nasution
International Journal of Applied Business and International Management Vol 11, No 2 (2026): August 2026
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/ijabim.v11i2.4658

The rapid adoption of artificial intelligence (AI) is transforming Indonesian workplaces, reshaping employees’ perceptions of work, identity, and job security. This study explores employees’ experiences of AI integration, workplace anxiety, readiness for change, and evolving job roles. Guided by the Transactional Theory of Stress and Coping, the Job Demands–Resources model, Change Readiness Theory, Role Theory, and UTAUT, an interpretive phenomenological approach was employed. Eighteen semi-structured interviews were conducted with employees and HR practitioners from banking, manufacturing, and digital-service organizations in Indonesia. Data were triangulated through workplace observations and organizational documents and analyzed using thematic analysis. Five themes emerged: ambivalent perceptions of AI, anxieties over job displacement and surveillance, uneven readiness shaped by digital literacy and psychological safety, role shifts toward analytical and relational work, and the importance of transparent communication and learning culture. The findings demonstrate that successful AI adoption depends on technological implementation, organizational support, psychological safety, AI literacy, and participatory change management.

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