Article Per Year (5 Year)
p-Index From 2020 - 2025
1.431
P-Index
This Author published in this journals
All Journal Jurnal Mirai Management Journal of Economic, Bussines and Accounting (COSTING) SEIKO : Journal of Management & Business Jurnal Riset Bisnis dan Manajemen Paradoks : Jurnal Ilmu Ekonomi JER
Laelawati, Kania
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

Published : 8 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 8 Documents
Search

 1 
Keberagaman Dan Inklusi Di Tempat Kerja Digital: Strategi Manajemen Sdm Dalam Menghadapi Tenaga Kerja Global Yang Beragam Laelawati, Kania
Jurnal Mirai Management Vol 9, No 1 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i1.7375

Abstract

ABSTRAK Penelitian ini bertujuan untuk menganalisis dampak keberagaman dan inklusi terhadap kinerja tim dalam lingkungan kerja digital, dengan menyoroti peran teknologi digital sebagai moderator. Keberagaman yang ditinjau mencakup keberagaman demografis (gender, ras, budaya) serta keberagaman kognitif (perbedaan cara berpikir dan perspektif). Selain itu, inklusi dianalisis sebagai variabel mediasi yang mempengaruhi hubungan antara keberagaman dan kinerja tim. Hasil penelitian menunjukkan bahwa keberagaman, jika dikelola secara efektif melalui strategi inklusi yang komprehensif, dapat meningkatkan kinerja tim di lingkungan kerja digital. Keberagaman kognitif terbukti memiliki pengaruh yang lebih kuat terhadap kinerja tim dibandingkan keberagaman demografis, terutama dalam konteks pekerjaan yang membutuhkan kolaborasi lintas batas geografis dan budaya. Teknologi digital juga memainkan peran penting dalam mendukung inklusi, namun perusahaan perlu berhati-hati agar teknologi yang digunakan tidak menciptakan kesenjangan digital di antara anggota tim. Implikasi praktis dari penelitian ini menekankan pentingnya pengembangan kebijakan keberagaman dan inklusi yang holistik serta penyediaan infrastruktur teknologi yang inklusif. Kesimpulannya, keberagaman kognitif dan inklusi yang dikelola secara tepat dapat menjadi aset penting dalam meningkatkan keterlibatan dan produktivitas karyawan di era kerja digital. Kata Kunci: keberagaman, inklusi, kinerja tim, teknologi digital, keberagaman kognitif, lingkungan kerja digital ABSTRACT This research aims to analyze the impact of diversity and inclusion on team performance in a digital work environment, highlighting the role of digital technology as a moderator. The diversity reviewed includes demographic diversity (gender, race, culture) as well as cognitive diversity (differences in ways of thinking and perspectives). Additionally, inclusion is analyzed as a mediating variable that influences the relationship between diversity and team performance. The research results show that diversity, if managed effectively through a comprehensive inclusion strategy, can improve team performance in digital work environments. Cognitive diversity has been shown to have a stronger influence on team performance than demographic diversity, especially in work contexts that require collaboration across geographic and cultural boundaries. Digital technology also plays an important role in supporting inclusion, but companies need to be careful that the technology used does not create a digital divide between team members. The practical implications of this research emphasize the importance of developing holistic diversity and inclusion policies and providing inclusive technology infrastructure. In conclusion, properly managed cognitive diversity and inclusion can be an important asset in increasing employee engagement and productivity in the digital work era. Keywords: diversity, inclusion, team performance, digital technology, cognitive diversity, digital work environment
Membangun Budaya Inovasi Melalui Digital Leadership: Tantangan Dan Peluang Dalam Manajemen Sumber Daya Manusia Laelawati, Kania
Jurnal Mirai Management Vol 9, No 1 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i1.7376

Abstract

ABSTRAK Penelitian ini mengeksplorasi peran kepemimpinan digital dalam membangun budaya inovasi dalam manajemen sumber daya manusia (SDM). Di era digital yang berkembang pesat, inovasi menjadi kunci keberhasilan organisasi. Kepemimpinan digital, yaitu kemampuan pemimpin untuk memanfaatkan teknologi dalam mengelola organisasi dan mendorong inovasi, dianggap vital dalam menciptakan lingkungan yang mendukung kreativitas dan eksperimen. Penelitian ini mengadopsi pendekatan mixed methods dengan analisis kuantitatif melalui kuesioner dan analisis kualitatif melalui wawancara mendalam dengan 120 responden dari berbagai sektor.Hasil penelitian menunjukkan bahwa kepemimpinan digital memiliki pengaruh positif signifikan terhadap budaya inovasi, dengan tantangan utama termasuk resistensi terhadap perubahan, kurangnya keterampilan digital, dan komunikasi lintas generasi. Teknologi digital menawarkan peluang besar untuk meningkatkan kolaborasi dan pengambilan keputusan berbasis data, mempercepat proses inovasi.Implikasi dari temuan ini meliputi perlunya strategi manajemen perubahan, pelatihan berkelanjutan, penyesuaian gaya komunikasi, dan pemanfaatan teknologi digital untuk mendukung inovasi. Penelitian ini memberikan kontribusi terhadap literatur manajemen dan kepemimpinan dengan menghubungkan kepemimpinan digital dengan budaya inovasi dalam konteks SDM, serta memberikan panduan praktis bagi pemimpin organisasi dalam menghadapi tantangan dan memanfaatkan peluang era digital. Kata Kunci: Kepemimpinan Digital, Budaya Inovasi, Manajemen Sumber Daya Manusia, Transformasi Digital, Teknologi Digital ABSTRACT This research explores the role of digital leadership in building a culture of innovation in human resource management (HR). In the rapidly developing digital era, innovation is the key to organizational success. Digital leadership, namely a leader's ability to utilize technology to manage an organization and encourage innovation, is considered vital in creating an environment that supports creativity and experimentation. This research adopts a mixed methods approach with quantitative analysis through questionnaires and qualitative analysis through in-depth interviews with 120 respondents from various sectors. The research results show that digital leadership has a significant positive influence on innovation culture, with the main challenges including resistance to change, lack of digital skills, and communication across generations. Digital technology offers great opportunities to improve collaboration and data-based decision making, speeding up the innovation process. The implications of these findings include the need for change management strategies, continuous training, adapting communication styles, and utilizing digital technology to support innovation. This research contributes to the management and leadership literature by connecting digital leadership with a culture of innovation in the HR context, as well as providing practical guidance for organizational leaders in facing the challenges and exploiting the opportunities of the digital era. Keywords: Digital Leadership, Innovation Culture, Human Resource Management, Digital Transformation, Digital Technology
The New HR Paradigm: Integrating AI And Human Insight For Superior Talent Management Laelawati, Kania
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 4 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i5.11779

Abstract

This research investigates the impact of AI Integration and Human Insight on Superior Talent Management at PT Aneka Gas Industri, focusing on both direct and indirect effects mediated by HR Practices. Utilizing a quantitative research design with a sample of 70 employees and analyzed through SMART PLS, the study finds that AI Integration has a significant positive effect on both HR Practices and Superior Talent Management, demonstrating its crucial role in enhancing talent management processes. The analysis reveals that the impact of Human Insight on HR Practices is not statistically significant, and its indirect effect on Superior Talent Management is also not significant. These results highlight the critical importance of AI in optimizing HR practices and improving talent management outcomes while suggesting that further exploration is needed to better understand and leverage Human Insight within talent management strategies.
Membangun SDM yang Produktif di Era Kerja Fleksibel: Analisis Tantangan dan Solusi dalam Pengelolaan Remote dan Hybrid Work Laelawati, Kania
Paradoks : Jurnal Ilmu Ekonomi Vol. 8 No. 2 (2025): Februari - April
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v8i2.1169

Abstract

Perubahan signifikan dalam dunia kerja akibat perkembangan teknologi digital menuntut organisasi untuk menyesuaikan diri dengan model kerja baru, seperti remote work dan hybrid work. Penelitian ini bertujuan untuk menganalisis tantangan dan solusi dalam manajemen sumber daya manusia (SDM) di era kerja jarak jauh dan hybrid, dengan fokus pada komunikasi digital, manajemen kinerja berbasis hasil, pengembangan keterampilan, dan kebijakan kesejahteraan yang mendukung work-life balance. Penelitian ini menggunakan pendekatan kajian literatur sistematis dengan menganalisis berbagai studi terdahulu yang relevan dari jurnal ilmiah, buku, dan laporan penelitian. Teknik sampling yang digunakan adalah purposive sampling, dan literatur yang dipilih mencakup penelitian yang diterbitkan antara tahun 2015 hingga 2025. Hasil kajian literatur menunjukkan bahwa tantangan utama dalam manajemen SDM pada remote dan hybrid work mencakup masalah komunikasi yang kurang efektif, penilaian kinerja yang subjektif, keterbatasan pelatihan keterampilan, serta ketidakmampuan dalam menjaga keseimbangan kehidupan kerja. Solusi yang diusulkan termasuk penggunaan teknologi komunikasi yang lebih terstruktur, penerapan manajemen kinerja berbasis hasil yang lebih transparan, pelatihan keterampilan yang lebih komprehensif, dan kebijakan kesejahteraan yang lebih mendukung kesejahteraan mental karyawan. Implikasi dari penelitian ini memberikan panduan bagi organisasi dalam merancang kebijakan SDM yang adaptif untuk menghadapi dunia kerja yang semakin fleksibel.
Kajian Literatur: Empati Dan Kesadaran Diri Sebagai Dimensi Utama Kecerdasan Emosional Dalam Kepemimpinan Dampaknya Terhadap Kinerja Organisasi Laelawati, Kania
Paradoks : Jurnal Ilmu Ekonomi Vol. 8 No. 2 (2025): Februari - April
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v8i2.1182

Abstract

Penelitian ini bertujuan untuk mengeksplorasi peran empati dan kesadaran diri sebagai dua dimensi utama kecerdasan emosional dalam konteks kepemimpinan dan dampaknya terhadap kinerja organisasi. Metode yang digunakan adalah kajian literatur sistematis, yang mengidentifikasi dan mensintesis temuan-temuan dari berbagai penelitian terdahulu. Hasil penelitian menunjukkan bahwa empati memiliki peran yang signifikan dalam membangun hubungan yang kuat antara pemimpin dan tim, serta meningkatkan komunikasi dan kolaborasi dalam organisasi. Pemimpin yang empatik cenderung mampu mengurangi konflik, meningkatkan keterlibatan anggota tim, dan mendorong inovasi. Selain itu, kesadaran diri sebagai dasar untuk pengambilan keputusan yang bijaksana juga berpengaruh besar terhadap kinerja organisasi. Pemimpin yang sadar akan kekuatan dan kelemahan diri mampu mengelola emosi dan menyeimbangkan hubungan interpersonal dengan tujuan organisasi. Temuan ini juga menunjukkan perlunya modifikasi model kecerdasan emosional dengan memasukkan dimensi kesadaran emosional sosial untuk memperkuat pengelolaan emosi dalam organisasi. Secara keseluruhan, pengembangan empati dan kesadaran diri dapat meningkatkan efektivitas kepemimpinan dan berkontribusi pada keberhasilan jangka panjang organisasi.
Work Stress In Finatama Bandung Affects Individual Performance Laelawati, Kania; Komariyah, Imas
SEIKO : Journal of Management & Business Vol 6, No 1 (2023): January - Juny
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v6i1.4202

Abstract

This study aims to identify the predominant kind of stress affecting employee performance at BPR Finatama and examine the factors that influence work stress in individuals and organisations and have an impact on individual performance. 57 employees who were selected at random from the general public were used as a sample in this explanatory study. The information was gathered using a Likert scale questionnaire. The data were examined by multiple linear regression using the SPSS 23.0 programme. The hypothesis test made use of the validity and reliability tests, the traditional assumption test, and the F and t tests. The results of this study indicate that both individual and collective stressors have an effect on employee performance. The results of this study show that employee performance decreases as employee stress increases, and that employee performance increases as employee stress decreases. Leaders at BPR Finatama should be able to participate more actively in each activity or group task and offer rewards to staff members to ensure that every work is completed correctly in order to improve employee performance. Keywords: Stress Work, Performance, Performance Employee
Human Resource Management Strategies to Reduce Burnout and Improve Well-Being: A Literature Review with the Job Demands-Resources Framework Laelawati, Kania; Pertiwi, Dewi; Fauzi, Haris
Jurnal Economic Resource Vol. 8 No. 2 (2025): September - February
Publisher : Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/jer.v8i2.1521

Abstract

High rates of emotional exhaustion (burnout) and declining psychological well-being of employees are serious challenges in modern human resource management, especially in sectors with high work pressure. This study aims to examine the effectiveness of integrated human resource management (HRM) strategies in reducing burnout and improving employee psychological well-being through a systematic literature review approach. This study used a qualitative method with a descriptive-analytical approach to more than 30 recent scientific articles, which included meta-analyses, systematic reviews, and empirical studies from various industry sectors. The literature reviewed was selected using a purposive sampling technique based on topic relevance and publication quality. The results showed that a combination of Employee Assistance Programs (EAP), work flexibility, supportive leadership training, and mental well-being programmes were significantly effective in reducing burnout and improving psychological well-being. The effectiveness of the interventions was influenced by organisational contexts such as psychosocial safety climate and transformational leadership style. In addition, technology-based digital approaches were also found to be effective when combined with interpersonal support. These findings provide important implications for the development of wellbeing-based HRM strategies in building psychologically healthy and sustainable workplaces.
THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND COMPETENCE WITH ORGANIZATIONAL COMMITMENT IN EMPLOYEES OF BUMD BINJAI, NORTH SUMATRA Komariyah, Imas; Prayudi, Ahmad; Edison, Emron; Laelawati, Kania
Jurnal Riset Bisnis dan Manajemen Vol. 16 No. 2 (2023): August Edition
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23969/jrbm.v16i2.7572

Abstract

This study aimed to examine the influence of organizational culture and competence on organizational commitment in BUMD Binjai. The purpose of this study was to determine, assess, and analyze the partial and simultaneous influence of organizational culture and competence on organizational commitment. This study used a quantitative method with data collection techniques through distributing questionnaires to 124 respondents using random sampling technique. Data analysis was carried out using descriptive and verification analysis. The results of the study descriptively showed that organizational culture was considered strong to very strong, competence was considered good to very good, and organizational commitment was considered good to very good. Meanwhile, the results of the study verifiably showed that organizational culture had a positive and significant influence on organizational commitment, competence had a positive and significant influence on organizational commitment, and organizational culture and competence simultaneously had a positive and significant influence on organizational commitment.
Co-Authors Ahmad Prayudi Dewi Pertiwi Edison, Emron FAUZI, HARIS Imas Komariyah