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All Journal Jurnal Ilmiah Manajemen Kesatuan Jurnal Ilmiah Akuntansi Kesatuan
Budi Harto
Universitas Pendidikan Indonesia, Indonesia
Economics, Econometrics & Finance Social Sciences

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The Effect of Training, Organizational Flexibility, and Proactive Personality on Learning Agility to Enhance Employee Agility Nurmiyati Nurmiyati; Tjutju Yuniarsih; Disman Disman; Ade Sobandi; Budi Harto
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 2 (2026): JIMKES Edisi March 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i2.4984

Abstract

In increasingly dynamic and technology-driven environments, healthcare professionals are required to adapt rapidly, making employee agility a critical capability. This study is to analyze the influence of employee training, organizational flexibility, and proactive personality on learning agility, as well as the impact of learning agility on employee agility. This study employs an explanatory quantitative approach, with data collected from 177 physicians in Semarang Regency using purposive sampling techniques. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings indicate that employee training and organizational flexibility have significant positive effects on learning agility, and that learning agility, in turn, significantly enhances employee agility. However, proactive personality does not exhibit a significant effect on learning agility. These findings suggest that organizational factors and structured training play a more dominant role than individual characteristics in fostering adaptive capabilities among healthcare professionals. In conclusion, strengthening training programs and enhancing organizational flexibility are essential strategies for improving employee agility, particularly within highly structured and rapidly evolving healthcare environments.
Harmony in the Hybrid Era: Digital Competence and Work Life Balance Create Exceptional Resilient Human Resources Budi Harto; Tjutju Yuniarsih; Ade Sobandi; Disman; Arief Yanto Rukmana; Teti Sumarni
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4085

Abstract

The rapid growth of the digital startup ecosystem has transformed the labor market, creating a demand for resilient and adaptive human resources. Hybrid work arrangements and digital competencies are crucial in this context, yet their impact on human resource resilience, with work-life balance as a mediator, remains underexplored. This study aims to examine the effects of hybrid work and digital competence on human resource resilience in digital startups while investigating the mediating role of work-life balance. A quantitative approach using Structural Equation Modeling–Partial Least Squares (SEM-PLS) analysis was employed on a purposive sample of 150 employees from digital startups in Bandung, with data collected through structured questionnaires measuring hybrid work, digital competence, work-life balance, and human resource resilience. Results indicate that hybrid work and digital competence significantly influence human resource resilience, with work-life balance partially mediating these effects. The proposed model explains 83.4% of the variance in human resource resilience and 60.5% of the variance in work-life balance. These findings underscore the necessity of integrated policies that combine hybrid work, digital competency development, and work-life balance enhancement to foster sustainable human resource resilience in digital startups.
Empirical Analysis of Innovation-Driven Strategies on Vocational School Graduate Competitiveness in the Industry 4.0 Era Chaerunnisa; Heny Hendrayati; Ratih Hurriyati; Puspo Dewi Dirgantari; Budi Harto
Jurnal Ilmiah Akuntansi Kesatuan Vol. 13 No. 6 (2025): JIAKES Edisi Desember 2025
Publisher : Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jiakes.v13i6.4413

Abstract

The fourth industrial revolution has changed the economic landscape and labor market, creating disruption in various sectors and increasing demand for graduates with 21st-century skills. However, there is a striking difference between the competencies of vocational high school graduates and the growing needs of industry 4.0, as evidenced by the high unemployment rate. Previous research on the impact of transformational leadership, industry partnerships, and teacher talent management on graduate competitiveness has often shown inconsistent results and indicated the presence of a suspected mediating factor, namely school innovation culture. This study is explanatory and quantitative, applying a Partial Least Squares Structural Equation Modeling approach involving 150 respondents from vocational high schools. The analysis shows that industry partnerships have an influential and largest direct effect on school innovation culture (β=0.698) and graduate competitiveness (β=0.667). Furthermore, teacher talent management contributes (β=0.251) to graduate competitiveness. School innovation culture shows an influential mediating role in the relationship between industry partnerships and graduate competitiveness (β=0.151), but has no effect on the relationship with other strategic variables. These findings indicate the importance of strengthening strategic industry partnerships and the need to implement concrete innovation incentive policies to accelerate the transformation of vocational schools.
Co-Authors Ade Sobandi Arief Yanto Rukmana Chaerunnisa Disman Disman Disman Heny Hendrayati Nurmiyati Nurmiyati Puspo Dewi Dirgantari Ratih Hurriyati Teti Sumarni Tjutju Yuniarsih, Tjutju