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All Journal Jurnal Ilmiah Manajemen Kesatuan
Intan Ratnawati
Universitas Diponegoro, Indonesia
Economics, Econometrics & Finance Social Sciences

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Human Resource Development in the Digital Era: A Transformation and Competence Adaptation Shidqi Mukhtar; Moh Shodoqin; Intan Ratnawati
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.4767

Abstract

Digital transformation has become a key catalyst in reshaping human resource management practices, requiring organizations to continuously adapt employee competencies in response to rapid technological change. This study aims to examine the relationships between digital transformation, competency adaptation, and human resource development in contemporary organizational settings. The research adopts a qualitative design using a systematic literature review approach, synthesizing evidence from 50 reputable peer-reviewed journal articles published between 2020 and 2025. The findings indicate that organizational agility, leadership, and technological readiness serve as major antecedents enabling effective digital adaptation in human resource development. The results further show that digital transformation contributes to improved employee competencies, stronger innovation capability, and more sustainable workforce performance. However, the review also identifies several challenges, including technostress, digital fatigue, and job insecurity, particularly when digital initiatives are implemented without sufficient human-centered strategies. Overall, the findings highlight that successful human resource development in the digital era depends on a balanced integration of technological advancement, human capabilities, and ethical digital governance. This study offers a theoretical contribution by proposing an integrated framework linking digital transformation, competency adaptation, and human resource development, while also providing practical insights for organizations in designing adaptive, inclusive, and sustainable digital transformation strategies.
Workplace Well-Being, Mental Health, Generation Z Performance: A Systematic Review and Future Research Agenda Elfa Fitria Anabila; Sophia Insan Kamila Armunanto; Intan Ratnawati; Ahyar Yuniawan
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.5444

Abstract

The increasing participation of Generation Z in the workforce has raised concerns regarding the influence of workplace well-being and mental health on employee performance in modern organizations. This study analyzed the relationship between workplace well-being, mental health, and the performance of Generation Z employees through a systematic review of the academic literature for the period 2019–2026. Using the Systematic Literature Review (SLR) method, this study examined and synthesized relevant scholarly publications to identify key patterns, relationships, and research gaps. The results showed that mental health has a significant positive impact on performance, which is mediated by factors of work-life balance, employee attachment, and psychological security under organizational support. Despite this, a paradoxical phenomenon was discovered in which happiness is not always directly proportional to productivity. Current research gaps indicate the need for further deepening of technology and the integration of these three main variables into a Special Research model for Generation Z. As a practical implication, organizations must adopt flexible Human Resource strategies and inclusive leadership to create a work ecosystem that supports mental health while optimizing employee performance sustainably and comprehensively in the future.
Technostress and Employee Performance in AI-Enabled and Hybrid Work Contexts: A Systematic Literature Review Vandika Anindya Hutama; Novita Hariyanti; Ahyar Yuniawan; Intan Ratnawati
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 5 (2026): JIMKES Edisi September 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i5.5442

Abstract

The rapid integration of Artificial Intelligence (AI) and the expansion of hybrid work arrangements have transformed the modern workplace, while simultaneously exposing employees to increasing technological demands and potential sources of technostress. This study investigates how technostress shapes employee performance within the dual context of AI adoption and hybrid work arrangements, employing a systematic literature review methodology. Sixteen empirical articles published between 2020 and 2026, drawn from well-regarded academic databases, form the basis of this synthesis. The analysis reveals that technostress operates as a dualistic construct, capable of both undermining and facilitating employee performance. When functioning as a hindrance stressor, technostress amplifies burnout, heightens anxiety, and diminishes performance outcomes. However, when employees interpret it as a challenge stressor, technostress may stimulate engagement, encourage creative behavior, and strengthen digital adaptability. Key antecedents are identified across technological, organizational, and individual dimensions. Mediating variables, particularly work engagement and burnout, alongside moderating conditions such as perceived organizational support and digital literacy, prove pivotal in determining the direction and magnitude of this relationship. The evidence indicates that the consequences of technostress are highly context-sensitive, varying according to how individuals appraise the stressor and the degree of support available within their organizations.
Ethical Leadership and Gen Z Engagement in the Digital Era: A Systematic Review Rachmad Karubaba; Intan Ratnawati; Ahyar Yuniawan
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 5 (2026): JIMKES Edisi September 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i5.5454

Abstract

The rapid adoption of digital technologies is reshaping how Gen Z employees experience and engage with work. This study reviews how digital technology affects the work engagement of Generation Z employees, focusing on four interconnected variables: ethical leadership, psychological safety, Algorithm-Based Management (ABM), and Gen Z work engagement. Analyzing 30 peer-reviewed articles published between 2012 and 2025, the review synthesizes findings across empirical, theoretical, and mixed-methods designs. Gen Z employees demonstrate higher engagement when they perceive their leaders as fair and transparent, feel psychologically safe, and work within supportive digital environments. Ethical leadership consistently enhances commitment, job satisfaction, and positive workplace behavior, with trust and psychological safety serving as key mediating mechanisms. However, ABM, encompassing automated performance monitoring, algorithmic task allocation, and data-driven discipline, poses an underexplored challenge to Gen Z engagement by disrupting the relational pathways through which ethical leadership operates. Evidence on ABM remains sparse and skewed toward platform economy workers, leaving Gen Z knowledge workers understudied. Gaps in cross-cultural and longitudinal research also persist. These findings offer practical guidance for managers and HR professionals designing engagement strategies for digital work environments.
Co-Authors Ahyar Yuniawan Elfa Fitria Anabila Moh Shodoqin Novita Hariyanti Rachmad Karubaba Shidqi Mukhtar Sophia Insan Kamila Armunanto Vandika Anindya Hutama