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All Journal International Journal of Application on Economics and Business
Fakhriyah, Finna
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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INDUSTRIAL REVOLUTION 4.0: THE PROCESS OF RECRUITING QUALIFIED HUMAN RESOURCES Fakhriyah, Finna; Adiyanti, Hayu Dwi; Almutazan, Rahman; Saryatmo, Mohammad Agung
International Journal of Application on Economics and Business Vol. 2 No. 4 (2024): November 2024
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v2i4.796-803

Abstract

The Industrial Revolution 4.0 brings changes in all aspects where all access and work involve technology and high optimization using AI and artificial intelligence. The industrial revolution 4.0 is also known as the technological revolution, whereas revolutions 1.0, 2.0, and 3.0 did not use technology. This process also involves changes in human behavior and life patterns. Individuals or human resources in a company must have high quality in line with the changes in the industrial revolution. To get quality human resources, of course, you have to go through a recruitment and selection process until you are selected to join an organization or company. The recruitment process itself currently also involves technology because it adapts to changes in the industrial revolution; this has been happening for a long time, including in Indonesia. The aim of this research is to see the influence of the industrial revolution on the process of conserving quality human resources. The method used is a literature study from previous related research; the journals used are journals from the last 10 years, and then a review process is carried out. Previous research illustrates that by following the industrial revolution, the conservation process will be more effective and efficient, and if companies or organizations do not follow the revolution, it will cause difficulties in obtaining quality human resources. The results of the literature review presented by us no longer need to send applications directly to the office; just send an email, and information about job openings can be obtained via digital and online platforms. This research still has shortcomings due to limited resources and research time. This research provides a contribution to organizations or companies as reference material, and it is hoped that further research can study it more deeply with more and more accurate sources.
THE EFFECT OF LEADERSHIP ON EMPLOOYEE PERFOMANCE: ANALYSIS OF THE MEDIATING AND MODERATING ROLE OF REWARD Fakhriyah, Finna; Yanuar, Yanuar
International Journal of Application on Economics and Business Vol. 3 No. 4 (2025): November 2025
Publisher : Graduate Program of Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/ijaeb.v3i4.1941-1950

Abstract

Employee performance is an important factor in achieving organizational goals, with transformational leadership shown to improve performance through its influence on organizational commitment. However, a decline in productivity in Indonesian private companies and gaps in reward effectiveness prompted this study to develop a new research model. This Research aims to examine the impact of transformational leadership on employee work performance with organizational commitment as a mediating variable and reward as a moderating variable. This research was conducted on employees of PT X in Jakarta using quantitative methods by distributing questionnaires via googleform with 161 respondents and analyzed using Smartpls-SEM. The results showed that transformasional leadership offers a positive and significant effect on employee work performance. Organizational commitment is proven to mediate the relationship between transformational leadership and work performance, where employees who have high commitment tend to have better performance. However, extrinsic reward and perceived equitable reward did not moderate the relationship between transformasional leadership and work performance. Although rewards are important in creating satisfaction and motivation, employees at PT X are more influenced by intrinsic motivation and support provided by their leaders compared to extrinsic factors such as bonuses or other rewards. This research explores the important role of leadership and motivational strategies in improving employee performance. This research highlights the importance of fairness in rewarding employees, which ultimately provides valuable insights for company management to improve employee performance and motivation.
Co-Authors Adiyanti, Hayu Dwi Almutazan, Rahman Saryatmo, Mohammad Agung Yanuar Yanuar, Yanuar