<![CDATA[This study aims to examine the influence of Technostress and Humanistic Human Resource Management (HRM) Practices on Employee Performance in a digital work environment. Using a quantitative approach with an associative design and a survey of 56 employees who work using digital systems or applications in work. Data were analyzed using multiple linear regression. The test results showed that Technostress had a regression coefficient of 0.147 with a t-value of 1.634 and a significance of 0.108, so that its partial influence on Employee Performance was not significant. On the other hand, Humanistic HRM Practice had a regression coefficient of 0.447, t of 2.987, and a significance of 0.004, thus having a positive and significant effect on Employee Performance. Simultaneously, the two variables resulted in an F of 5.991 with a significance of 0.005. The R Square value of 0.184 and the Adjusted R Square of 0.154 showed that the model explained 18.4% variation in Employee Performance, while after adjustment it was 15.4%. These results show that in the study sample, human-oriented HRM practices have a more pronounced role partially in explaining performance compared to Technostress.]]>
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