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IJHCM (International Journal of Human Capital Management)
Published by Universitas Negeri Jakarta
ISSN : -     EISSN : 25809164     DOI : -
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
International Journal of Human Capital Management (IJHCM) E-ISSN: 2580-9164 for English version publication. IJHCM is dedicated to the latest research and developments in both theoretical and practical aspects of Human Capital Management. The journal is intended as a forum for practitioners and reseachers to share their findings from the research in the area, to identify new issues and to shape future direction for reseach, while education practitioners may use and apply the findings in a large-scale method.
Arjuna Subject : -
Articles 167 Documents
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Analysis of Research in Human Capital Management Practices for Workforce Agility and Knowledge Sharing Kurniawan, Erfan; Sudiarditha, I Ketut R; Yohana, Corry
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.11

Abstract

This study aims to analyze the development of research in the field of Human Capital Management (HCM) with a particular emphasis on the constructs of Workforce Agility and Knowledge Sharing. Using a literature review approach, this study synthesizes findings from 30 Scopus-indexed articles published between 2019 and 2024. The analysis reveals that Workforce Agility and Knowledge Sharing play versatile roles in research models, functioning as independent, dependent, and mediating variables in relation to organizational outcomes. The findings also indicate that both constructs are strongly interconnected, where Workforce Agility enhances adaptive responses to dynamic environments, while Knowledge Sharing facilitates collective learning and innovation. Together, these two variables contribute to strengthening organizational competitiveness, productivity, and sustainable performance. The study highlights that incorporating Workforce Agility and Knowledge Sharing as strategic references within HCM practices provides valuable guidance for organizations in addressing uncertain, complex, and rapidly changing business contexts. Furthermore, the implications suggest that future research should explore more diverse methodologies and contexts to deepen the theoretical and practical understanding of their impact on organizational growth.
The Influence of Employee Happiness, Leadership, and Agile Mindset on Work Performance Kurnia Turrahmi; Dedi Purwana; Agus Wibowo
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.5

Abstract

This study examines the influence of employee happiness, leadership, and agile mindset on work performance. The aim is to provide a comprehensive understanding of how individual and organizational factors interact to enhance employee performance. Data were collected from 200 employees of PT Adhi Karya (Persero) Tbk through a structured survey. The analysis was conducted using structural equation modeling (SEM). The findings reveal that employee happiness has a positive effect on work performance. Leadership that fosters trust and collaboration also has a significant impact on performance. Furthermore, the implementation of an agile mindset in HR practices plays an important role in increasing employee engagement and adaptability, which ultimately improves performance. These results highlight the importance of psychological and organizational factors in enhancing employee outcomes. This study contributes to the organizational behavior literature and offers practical implications for state-owned construction companies in developing leadership strategies, employee well-being, and an agile mindset to optimize performance.
The Influence of Academic Culture and Knowledge Sharing on Green Innovation Performance Kartika, Ika; Susita, Dewi; Yohana, Corry
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.9

Abstract

This study investigates the influence of academic culture and knowledge sharing on green innovation performance at Mercu Buana University, Jakarta. A quantitative approach with a survey technique was employed to test the proposed hypotheses. The respondents comprised 100 lecturers selected through random sampling. Data were collected using questionnaires on academic culture, knowledge sharing, and green innovation performance, which were validated using the product moment correlation and reliability tested with Cronbach’s Alpha. Structural Equation Modeling with SmartPLS was applied for hypothesis testing and model evaluation. The findings reveal three key results. First, academic culture has a direct, positive, and significant influence on green innovation performance. Second, knowledge sharing positively and significantly affects green innovation performance. Third, academic culture exerts a direct and significant influence on knowledge sharing. Among the indicators, cooperation in academic tasks emerged as the strongest reflection of academic culture, while discussions between two or more parties proved to be the most influential indicator of knowledge sharing. Comfortable environmental innovation was found to be the most dominant indicator of green innovation performance. The study concludes that strengthening academic culture and promoting knowledge sharing are effective strategies to enhance green innovation performance in higher education institutions. These results provide theoretical implications for organizational behavior models and practical insights for universities to improve academic quality through sustainable innovation initiatives.
The Influence of E-Learning on Innovative Work Behavior in Companies: A Theoretical Review Kartini, Tri Mulyani; Sariwulan, Tuty; Dara, Despinur; Susita, Dewi
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.6

Abstract

This study aims to examine the influence of e-learning on Innovative Work Behavior (IWB) within corporate environments through a theoretical literature review. The research employed a qualitative approach using a literature review method by analyzing 20 peer-reviewed journal articles sourced from databases such as Publish or Perish and Mendeley. Of these, 11 studies utilized quantitative methods while the rest applied qualitative approaches. The articles were selected using non-probability sampling techniques, including random and snowball sampling, focusing on keywords such as e-learning, digital learning, and training. VOS viewer was used for bibliometric analysis and visualization of research trends related to e-learning. The findings reveal that e-learning has developed significantly and is closely associated with key factors such as digital learning, learning motivation, learning effectiveness, and employee performance. E-learning platforms have shown to not only improve knowledge transfer and training efficiency but also encourage innovative behaviors among employees by enhancing flexibility, collaboration, and engagement. Visualization analysis showed a growing trend in research related to e-learning and innovation, with several research areas still underexplored, particularly regarding how digital learning influences the generation and implementation of new ideas at work. This study concludes that e-learning serves as a strategic tool for developing innovative work behavior, contributing both to organizational performance and to the advancement of knowledge in human resource management and educational technology.
The Role of Creative Self-Efficacy on The Proactive Personality and Self- Leadership to Innovative Work Behavior Relationship Mahardika, Ghana Yoga; Yohana, Corry; Fauzi, Achmad
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.4

Abstract

This study examines the role of proactive personality (PP) and self-leadership (SL) in the innovative work behavior (IWB) of employees at the Bodhi Prasadha Foundation. In addition, the purpose of this study is to investigate the mediating effect of creative self-efficacy (CSE) on the relationship between proactive personality (PP) and self-leadership (SL) with Innovative Work Behavior (IWB) of employees at the Bodhi Prasadha Foundation. Primary data were collected from employees at the Bodhi Prasadha Foundation. Structural Equation Modeling (SEM) was used to analyze the data and identify direct and indirect effects. The findings show a significant positive impact of self-leadership (SL) on the Innovative work behavior of employees at the Bodhi Prasadha Foundation. In addition, self-leadership (SL) was found to have a direct and indirect effect on Innovative work behavior (IWB), with the indirect effect mediated by creative self-efficacy (CSE). This finding highlights the importance of having programs that help people become better at leading themselves, such as classes on how to manage one's own actions, things that make employees want to do their best, setting goals for oneself, and managing how to act. By strengthening self-leadership, companies can increase the creative confidence of their employees, which will improve IWB. Companies should not rely solely on people who are naturally ready to take on responsibility when recruiting them, as this study shows that readiness to take on responsibility does not always help in generating new ideas if there is insufficient mental and company support.
Green motivation in Digital Era: A Systematic Literature Review for Sustainability Human Resource Practices Hamidi, Dendi Zainuddin; Parimita, Widya; Wibowo, Agus
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.3

Abstract

The importance of organizational sustainability, green motivation are increasingly becoming an option for organizational managers in their organization's human resource management practices. The digital era has the potential to change the current construct of green motivation. This paper attempts to re-conceptualize the construct of green motivation by conducting thematic analysis of research questions such as what is the conceptual definition of green motivation in the digital era, and what are its dimensions. The Systematic Literature Review method was chosen to explore this. A descriptive analysis of the 20 selected articles was conducted using a classification framework, which included distribution by year, country, concept focus, and dimensions relevant to the digital age. By conducting this analysis, it is hoped that this study can provide a deeper understanding of the concept of green motivation in human resource management in the digital era, as well as identify key dimensions associated with the concept. It was found that green motivation is still a multidimensional construct consisting of green intrinsic motivation, and green extrinsic motivation.
Analysis of Work Environment Factors, Incentives, and Job Satisfaction in Increasing the Loyalty of Indonesian Ombudsman Employees Dharma Diani, Rinny; Sariwulan, Rd. Tuty; Aminah, Hania
IJHCM (International Journal of Human Capital Management) Vol. 8 No. 2 (2024): International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.08.02.13

Abstract

Employee loyalty is a central issue in sustaining service quality and organizational stability in the public sector. In Indonesia, the urgency of this issue is reflected in the 2024 Bureaucratic Reform Report of the Ombudsman of the Republic of Indonesia (ORI), which recorded a loyalty score of only 73%, below the 80% target, along with rising turnover among Non-Civil Servant employees. Existing studies indicate that loyalty is shaped by multiple organizational factors, yet most research remains fragmented or private-sector oriented, leaving a gap in comprehensive understanding within public institutions. This study aims to conduct a systematic literature review to synthesize empirical findings on the relationship between work environment, incentives, job satisfaction, and employee loyalty in the public sector. Following the PRISMA framework, peer-reviewed articles published between 2015 and 2024 were identified through databases such as Scopus, Web of Science, and ScienceDirect. The review is designed to map research trends, assess methodological approaches, and identify consistent patterns of relationships across the four variables. The contribution of this study lies in building a solid theoretical foundation for developing an empirical model of public sector loyalty. The results are expected to enrich theoretical discourse, provide evidence-based directions for human resource management practices, and identify gaps to guide future research agendas.

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