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All Journal International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Pengabdian Masyarakat Indonesia (JPMI) Safari : Jurnal Pengabdian Masyarakat Indonesia Masyarakat Mandiri: Jurnal Pengabdian Dan Pembangunan Lokal
Kumala Vera Dewi
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Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Economics, Econometrics & Finance Education Engineering Languange, Linguistic, Communication & Media Public Health Social Sciences Other

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ANALYSIS OF THE INFLUENCE OF TALENT MANAGEMENT ON ORGANIZATIONAL INNOVATION WITH ARTIFICIAL INTELLIGENCE (AI) AS AN INTERVENING VARIABLE IN INDONESIA Kumala Vera Dewi; Azriel Situmorang; Raysal Januar Siregar
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 4 No. 8 (2025): JULY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v4i8.885

Abstract

This study aims to analyze the influence of talent management on organizational innovation with artificial intelligence (AI) as an intervening variable in Indonesia. The background of this study is based on the importance of strategic human resource management in driving organizational innovation in the era of digital transformation. This study uses a quantitative approach with the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. Data were collected by distributing questionnaires to respondents from various organizations in Indonesia that have implemented talent management systems and AI technology. The results of the study indicate that talent management has a significant effect on organizational innovation, both directly and through artificial intelligence as a mediator. This finding strengthens the argument that organizations that manage talent effectively will be better able to adopt intelligent technology and ultimately create sustainable innovation. The role of AI as an intervening variable has been shown to strengthen the relationship between talent management and organizational innovation. This study provides theoretical contributions to the development of human resource and technology management, as well as practical implications for policy making in driving organizational digital transformation.
THE INFLUENCE OF JOB RELATED ANXIETY AND GREEN HUMAN RESOURCE MANAGEMENT PRACTICE ON JOB PERFORMANCE WITH EMPLOYEE BEHAVIOR AS A MEDIATING VARIABLE AT PT SAMATOR GAS INDUSTRI TEBING TINGGI Eryani; Indra Welly Arifin; Kumala Vera Dewi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 3 No. 4 (2024): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v3i4.404

Abstract

The type of research used is quantitative research, a research method that places greater emphasis on the aspect of objective measurement of social phenomena. The data source used in this research is a primary data source which was directly collected by the researcher from the first source. The data analysis method used by researchers is the Structural Equation Model (SEM) based on Partial Least Square (PLS). Based on the research results, the first hypothesis is that Job Related Anxiety (X1) has a significant influence on the Employee Behavior (Z) variable. The second hypothesis is that Green Human Resource Management Practice (X2) has a significant influence on the Employee Behavior variable (Z). The third hypothesis is that Job Related Anxiety (X1) has a significant influence on the Job Performance variable (Y). The fourth hypothesis is that Green Human Resource Management Practice (X2) has a significant influence on the Job Performance variable (Y). The fifth hypothesis is that Employee Behavior (Z) has a significant influence on the Job Performance (Y) variable. The sixth hypothesis concludes that Employee Behavior (Z) has a positive and significant effect in mediating Job Related Anxiety (X1) on Job Performance (Y). The seventh hypothesis concludes that Employee Behavior (Z) has a positive and significant effect in mediating Green Human Resource Management Practice (X2) on Job Performance (Y).
Co-Authors Ayu Zurlaini Damanik Azriel Situmorang Bayu Arif Prabudi Bobby Hartanto Cici Puspaningrum Daniel Collyn Donald Frensius Pasaribu Eryani Fitrianingsih Fitrianingsih Hastuti Handayani Harahap Indra Welly Arifin Murbanto Sinaga Rapat Piter Sony Hutauruk Raysal Januar Siregar Rika Surianto Zalukhu Rika Surianto Zalukhu Sri Winda Hardiyanti Damanik Suci Etri Jayanti Suci Etri Jayanti S Suwadi Suwadi Syafrizal, Rodi Yenni Mariani Sinurat Yomeini Margareth Sagala