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Yohana Cahya Palupi Meilani
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Feedforward: Journal of Human Resource
Published by Universitas Pelita Harapan
ISSN : -     EISSN : 27762025     DOI : -
Core Subject : Social,
Social Sciences
Feedforward: Journal of Human Resource aims to foster leading scientific research on human resource management. It provides a central and independent forum for the critical evaluation and dissemination of research and to publish the highest quality research with evaluation, evidence and conclusions that are relevant to human resource management while engaging human resource management scholars and practitioners. Feedforward: Journal of Human Resource places a strong emphasis on both knowledge and practice, facilitating the exchange of ideas and discoveries on research issues. The journal is intended to give both an academic and practical focus, reflecting the trends, interests in on going human resource initiatives, phenomenon related to business human resource management.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 5 Documents
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Search results for , issue "Vol. 6 No. 1: April 2026" : 5 Documents clear
Education Leadership in the Era of Digital Transformation and Artificial Intelligence: Implications for Sustainable Human Development Natalina Damayanthi; Ardin Sianipar; Widya Angelia
Feedforward: Journal of Human Resource Vol. 6 No. 1: April 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i1.10357

Abstract

This study examines how educational leadership responds to digital transformation and artificial intelligence (AI), and how such leadership fosters sustainable human development in Indonesia and similar developing contexts. Methodology, A systematic literature review (SLR) was conducted using PRISMA 2020 guidelines. Fifteen eligible articles published between 2018 and 2024 were analyzed through a thematic synthesis and bibliometric mapping approach, with quality appraisal guided by the Joanna Briggs Institute (JBI) standards. The results show that digital leadership improves instructional quality, organizational innovation, and governance efficiency. AI in education enables data-driven decision-making, but it also raises concerns about equity and ethics. In resource-constrained settings, leadership that strikes a balance between technological use and humanistic values makes a significant contribution to human development. The study focuses solely on peer-reviewed articles from 2018 to 2024, potentially excluding gray literature and earlier foundational work. The findings emphasize the urgency of strengthening digital leadership capacity, developing AI governance in education, and ensuring inclusive access to technology. This study integrates leadership, digital transformation, AI, and human development into a unified framework, offering fresh insights for policy and practice.
Work from Home and Work-Family Conflict: A Systematic Literature Review of Empirical Studies Since the COVID-19 Pandemic : [Kerja dari Rumah dan Konflik Pekerjaan–Keluarga: Tinjauan Literatur Sistematis terhadap Studi Empiris sejak Pandemi COVID-19] Laila Listiana Ulya; Azzahra Putri Khairunnisa; Amira Rosyida Arisya'bani; Enindya Zen Akalili
Feedforward: Journal of Human Resource Vol. 6 No. 1: April 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i1.10560

Abstract

Working from home (WFH) has now become a permanent working model in various organisations in the wake of the COVID-19 pandemic, but this change has also given rise to new challenges related to the balance between work and family roles. This phenomenon is closely related to work–family conflict (WFC), which can impact employee well-being and performance. On the other hand, although WFH is often associated with flexibility and the convenience of working from home, this practice also has negative consequences due to the blurring of boundaries between work and domestic life. This study aims to systematically review the relationship between WFH and WFC to answer the question of whether WFH truly provides beneficial flexibility or or instead increases role conflict within the family domain. This study employs a Systematic Literature Review (SLR) method on 15 empirical articles published between 2023 and 2025, which were collected through a literature search conducted from October to November 2025 using the Google Scholar database. The results of the SLR indicate that WFH tends to increase WFC, with determining factors such as digital pressure, work demands, family roles, and gender differences. These findings suggest that although WFH offers flexibility, its implementation without clear boundary management may intensify role conflict. This study is expected to provide insights into organizations and workers regarding the strategies and policies needed to minimise WFC in the implementation of WFH. Abstrak Bahasa Indonesia: Work from home (WFH) kini menjadi salah satu model kerja permanen dalam berbagai organisasi pasca pandemi COVID-19, namun perubahan ini juga memunculkan tantangan baru terkait keseimbangan peran antara pekerjaan dan keluarga. Fenomena tersebut berkaitan erat dengan work–family conflict (WFC) yang dapat berdampak pada kesejahteraan serta kinerja pekerja. Di sisi lain, meskipun WFH sering diasosiasikan dengan fleksibilitas dan kemudahan bekerja dari rumah, praktik ini juga menimbulkan konsekuensi negatif akibat kaburnya batas antara ranah pekerjaan dan kehidupan domestik. Penelitian ini bertujuan untuk meninjau secara sistematis hubungan antara WFH dan WFC guna menjawab pertanyaan apakah WFH benar-benar memberikan fleksibilitas yang menguntungkan atau justru meningkatkan konflik peran keluarga.  Penelitian ini menggunakan metode Systematic Literature Review (SLR) terhadap 15 artikel empiris yang dipublikasikan pada periode 2023–2025, yang dikumpulkan melalui pencarian literatur pada Oktober–November 2025 menggunakan basis data Google Scholar. Hasil SLR menunjukkan bahwa WFH cenderung meningkatkan WFC, dengan faktor penentu seperti tekanan digital, tuntutan kerja, peran keluarga, dan perbedaan gender. Temuan ini mengindikasikan bahwa meskipun WFH menawarkan fleksibilitas, implementasinya tanpa pengelolaan batas kerja yang jelas justru berpotensi memperbesar konflik peran. Penelitian ini diharapkan dapat memberikan wawasan bagi organisasi dan pekerja mengenai strategi dan kebijakan yang dibutuhkan untuk meminimalkan WFC pada pelaksanaan WFH.
`The Influence of Situational Leadership, Organizational Culture, Work Motivation, Work Environment, and Job Satisfaction on the Employee Performance Liawren Anzelina; Hananiel M. Gunawan
Feedforward: Journal of Human Resource Vol. 6 No. 1: April 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i1.10879

Abstract

This research aims to examine the influence of situational leadership, organizational culture, work motivation, and work environment on the performance of Gen Z employees at PT Agung Sedayu Group, with job satisfaction as a moderating variable. This study employs an associative quantitative method using a purposive sampling technique on 115 Gen Z employees at PT Agung Sedayu Group. Primary data were collected through questionnaires and analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. The results of data analysis show that situational leadership, organizational culture, work motivation, work environment, and job satisfaction each have a direct, positive, and significant influence on the performance of Gen Z employees. Job satisfaction was found to be the predictor with the strongest influence. Furthermore, this research found that job satisfaction significantly strengthens the positive influence of situational leadership, organizational culture, work motivation, and work environment on employee performance. These findings provide theoretical implications by enriching human resource management literature and practical insights for PT Agung Sedayu Group to optimize the performance of Gen Z employees.
The Influence of Digital Leadership on Employee Performance through Work Engagement Eny Rochmatulaili; Erik Bisri Alamsyah; Muhammad Alif Rahman
Feedforward: Journal of Human Resource Vol. 6 No. 1: April 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i1.10934

Abstract

This study examines the influence of digital leadership on employee performance, with a particular emphasis on the mediating role of work engagement. In the context of rapid digital transformation, organizational effectiveness is increasingly shaped not only by technological advancement but also by the readiness of human resources and leadership capabilities in managing digital change. A quantitative research approach was employed using a survey method involving N=150 employees working in organizations undergoing digital transformation. Data were analyzed using Structural Equation Modeling (SEM) with AMOS software. The results indicate that digital leadership has a significant positive effect on work engagement, which in turn enhances employee performance. Furthermore, mediation analysis confirms that work engagement plays a significant mediating role in the relationship between digital leadership and employee performance. Theoretically, this study extends the Job Demands–Resources (JD-R) framework by incorporating digital leadership as a critical job resource in the digital era. Practically, the findings provide important implications for organizations in designing leadership development strategies that foster employee engagement and improve performance outcomes in digitally transforming environments.
Parental Leadership in Educational Mobility Decisions: How Indonesian Parents Lead Family Choices for European Higher Education (Germany–France) Ardin Sianipar; Fransiska Wahyu Ari Susilawati
Feedforward: Journal of Human Resource Vol. 6 No. 1: April 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i1.10964

Abstract

This systematic review examines how parental leadership influences Indonesian families' decisions to pursue higher education in Europe, specifically in Germany and France. Following PRISMA (2020) guidelines and assessed with MMAT (2022), we reviewed multidisciplinary databases and included 67 studies. We synthesize evidence across five mechanisms to propose and evaluate a sequential pathway: (1) autonomy-supportive parental leadership encourages (2) student participation and agency, which enhances (3) decision quality and satisfaction, enabling (4) pre-departure readiness, and predicting (5) early academic and sociocultural adjustment. Three links—leadership to agency, agency to decision quality, and decision quality to preparedness—are consistently supported, while preparedness to adjustment depends on boundary conditions. Two key moderators are identified: (a) advising and information quality (clarity, credibility, task–fit) strengthens the link from agency to decision quality; (b) cultural and linguistic capital (prior exposure, host-language proficiency) enhances preparedness and sociocultural adjustment. Germany–France policy requirements (e.g., language thresholds, administrative steps, financial documentation) highlight the importance of structured counseling and family role-sharing. The review connects parental leadership theory with family decision-making and study-abroad research, reframing decision quality as justified choice and positioning preparedness as the mechanism driving outcomes. We propose a Family Leadership Playbook and advising protocols (including quality gates, pre-departure sprints, and ERP/CRM tracking). Future research should test dyadic (parent–child) and longitudinal designs, standardize indicators, and incorporate digital traces to identify families at risk.

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