Article Per Year (5 Year)
p-Index From 2020 - 2025
0.408
P-Index
This Author published in this journals
All Journal Riwayat: Educational Journal of History and Humanities
Dharmani, I Gusti Agung Aju Nitya
Unknown Affiliation
Humanities Education Social Sciences

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search
Journal : Riwayat: Educational Journal of History and Humanities

 1 
Ethical Use of AI in Creative Industries and Recruitment: Legal, Transparency, and Data Accountability Implications Anugrafianto, Tegar Roli; Sarmento, Amndio de Arajo; Dharmani, I Gusti Agung Aju Nitya; Perdana, Muhammad Rizki; Yusup, Aldian
Riwayat: Educational Journal of History and Humanities Vol 8, No 3 (2025): July, Social Studies, Educational Research and Humanities Research.
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i3.47932

Abstract

The rapid integration of Artificial Intelligence (AI) into creative industries and recruitment processes has introduced significant benefits in efficiency, automation, and content generation. However, this advancement brings with it serious ethical, legal, and governance challenges, particularly related to transparency, data accountability, and fairness. The ethical use of AI in recruitment has raised concerns about algorithmic discrimination and bias, while in creative sectors, it raises unresolved questions about intellectual property rights and authorship of AI-generated content. This study aims to explore and critically analyze the ethical implications of AI usage in both the creative and recruitment domains, focusing on legal uncertainty, transparency deficits, and governance limitations. The research employs a qualitative method through a literature review strategy, using secondary data from 10 selected peer-reviewed articles published between 2019 and 2025. The study applies content analysis to extract key themes such as algorithmic fairness, explainability, bias mitigation, legal frameworks, and cultural accountability. The findings suggest that AI systems in both sectors often operate in regulatory grey zones, lacking enforceable mechanisms for transparency, data protection, and human oversight. In recruitment, AI tools may amplify historical discrimination patterns, while in creative industries, generative models challenge traditional notions of authorship and intellectual ownership. To mitigate these issues, the study proposes a governance framework grounded in six principles: transparency, fairness, accountability, consent, auditability, and inclusivity. These principles serve as practical guidelines for developers, policymakers, and industry stakeholders to build responsible AI ecosystems that promote innovation while safeguarding human dignity.
The Role of Organizational Culture in Enhancing Talent Retention in the Hybrid Work Era Budiadi, Hasman; Dharmani, I Gusti Agung Aju Nitya; Nurhandayani, Henny
Riwayat: Educational Journal of History and Humanities Vol 8, No 4 (2025): Oktober, In proggress
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i4.49622

Abstract

The COVID-19 pandemic accelerated the adoption of hybrid working models, where employees divide their time between remote and on-site work. While hybrid work offers flexibility and better worklife balance, it also introduces challenges such as digital fatigue, social isolation, and fairness concerns. Organizational culture emerges as a critical factor influencing employee engagement, loyalty, and retention in such contexts. This study aims to explore how cultural dimensionsparticularly fairness, inclusion, and support for worklife balanceaffect talent retention in hybrid environments. Using a qualitative literature study, data were collected from academic journals, books, and industry reports published within the last five years. The analysis employed a thematic content approach to synthesize findings and identify patterns linking organizational culture and retention outcomes. Results indicate that organizations fostering fairness and transparency in performance evaluations and workload distribution are more successful in reducing turnover intentions. Inclusion and belonging are equally vital in preventing remote worker isolation, while worklife balance initiatives help mitigate digital fatigue. Conversely, toxic or neglectful cultures significantly increase disengagement and attrition. The study concludes that organizational culture is not a peripheral factor but a strategic resource that strengthens loyalty and long-term commitment. Practical examples from companies such as Microsoft, Google, and Spotify illustrate how adaptive cultures support retention during hybrid transitions.
Co-Authors Anugrafianto, Tegar Roli Budiadi, Hasman Nurhandayani, Henny Perdana, Muhammad Rizki Sarmento, Amndio de Arajo Yusup, Aldian