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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 100 Documents
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Model of Change Management Performance in Citraraya Parish through the Leadership Role of the Parish Priests Matius Bili; Mercurius Broto Legowo
Feedforward: Journal of Human Resource Vol. 5 No. 1: April 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i1.9588

Abstract

Change management in religious organizations, such as parishes, requires an effective management model so that it can run well and sustainably. The lack of consideration of personal quality factors and leadership of parish priests is a major problem in realizing better change management performance.  This study is intended to initiate a change management performance model in Citra Raya Parish through the leadership role of the parish priest. This study uses an empirical research method with a quantitative approach, with a case study in Citra Raya Parish. Valid data was collected from 100 parishioners through an online empirical survey, using a purposive random sampling technique. The results of the study show that the effectiveness of change management performance in the parish environment was influenced by the role of the pastor's leadership style and the personal qualities he possesses. Theoretically, these results contribute significantly to the existing literature, in line with the understanding that good leadership and personal qualities impact the ability to overcome management changes in an organization in this case study in a religious organization. The performance model of change management in Citra Raya Parish produced in this study has significant benefits and can contribute to being a reference for other churches in managing change more systematically and sustainably.
Disiplin Kerja dan Stres Kerja Sebagai Determinan Produktivitas Pegawai: Studi Kasus pada BPJS Ketenagakerjaan Banda Aceh : [Work Discipline and Work Stress as Determinants of Employee Productivity: A Case Study on BPJS Employment Banda Aceh] Nasri Zarman; Banta Karollah; Eliana; Ferdi Nazirun Sijabat; Endra Gunawan; Sri Maulida
Feedforward: Journal of Human Resource Vol. 5 No. 2: September 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i2.10264

Abstract

This study aims to analyze the effect of work discipline and job stress on employee productivity at BPJS Employment Banda Aceh, both partially and simultaneously. The research employed a quantitative survey method, with a population of 33 employees, all of whom were included as the sample using a census (saturated sampling) technique. Data were collected through a Likert-scale questionnaire developed from Robbins & Judge (2019) and Mathis & Jackson (2019), which had been tested for validity and reliability. The data were analyzed using multiple linear regression. The findings reveal that work discipline has a positive and significant effect on employee productivity, indicating that higher discipline leads to greater productivity. Job stress also has a positive and significant effect on productivity, suggesting that moderate stress can serve as eustress that motivates employees to work more effectively, although excessive stress may still reduce performance. Simultaneously, discipline and job stress significantly influence employee productivity, with a determination coefficient of 54.7%. These results imply that the management of BPJS Employment Banda Aceh should strengthen the organizational culture of discipline and maintain job stress at an optimal level through clear work policies and effective stress management programs to sustainably optimize organizational performance. Abstrak Bahasa Indonesia: Penelitian ini bertujuan untuk menganalisis pengaruh kedisiplinan dan stres kerja terhadap produktivitas pegawai pada BPJS Ketenagakerjaan Kota Banda Aceh, baik secara parsial maupun simultan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei, dengan populasi berjumlah 33 pegawai yang seluruhnya dijadikan sampel penelitian melalui teknik sampling jenuh (census). Data dikumpulkan melalui kuesioner berbasis skala Likert yang dikembangkan dari teori Robbins dan Judge (2019) serta Mathis dan Jackson (2019), dan telah diuji validitas serta reliabilitasnya. Analisis data dilakukan menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa kedisiplinan berpengaruh positif dan signifikan terhadap produktivitas kerja pegawai, sehingga semakin disiplin pegawai, semakin tinggi pula produktivitas yang dicapai. Stres kerja juga berpengaruh positif signifikan terhadap produktivitas kerja, yang mengindikasikan bahwa tingkat stres moderat mampu menjadi pendorong (eustress) bagi pegawai untuk bekerja lebih efektif, meskipun stres berlebihan tetap berpotensi menurunkan kinerja. Secara simultan, kedisiplinan dan stres kerja berpengaruh signifikan terhadap produktivitas pegawai, dengan kontribusi determinasi sebesar 54,7%. Temuan ini memberikan implikasi bahwa manajemen BPJS Ketenagakerjaan Kota Banda Aceh perlu memperkuat budaya disiplin pegawai serta mengelola tingkat stres pada level optimal melalui kebijakan kerja yang jelas dan sistem dukungan manajemen stres, guna mengoptimalkan kinerja organisasi secara berkelanjutan.
The Effect of Working Hours and Incentives on the Quality of Work of PT MNY Employees Pramudita Ananta Prabowo; Erik Bisri Alamsyah; Eny Rochmatulaili
Feedforward: Journal of Human Resource Vol. 5 No. 2: September 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i2.10274

Abstract

This study examines the impact of working hours and incentives on employee work quality at PT MNY. A quantitative approach was employed, with a survey method used to collect data from 200 respondents selected through purposive sampling. Structural Equation Modeling (SEM) was utilized to analyze the data. The findings indicate that working hours significantly and positively affect employee work quality (p = 0.035). Effective management of working hours is crucial for enhancing employee performance and productivity. Additionally, incentives were found to have a significant positive effect on work quality (p = 0.034), underscoring the importance of financial and non-financial rewards in motivating employees. The simultaneous analysis revealed that working hours and incentives jointly influence employee quality, with a path coefficient of 0.423 and a significant value of p = 0.005. Balanced work schedules and fair incentive systems are critical in maintaining employee motivation and productivity. The study recommends that PT MNY's management implement balanced work schedules and design a more equitable reward system to optimize employee performance. Future research should consider additional factors, such as leadership style and organizational culture, to gain a more comprehensive understanding of the determinants of employee work quality. By implementing these recommendations, PT MNY can enhance employee motivation, productivity, and overall work quality, contributing to the organization's success. This study provides valuable insights for organizations seeking to improve employee performance and work quality through effective management of working hours and incentives.
Peran Strategi HRM dalam Meningkatkan Employee Engagement dan Retensi Karyawan Pada PT. ABC : [The Role of HRM Strategy in Increasing Employee Engagement and Employee Retention at PT. ABC] Ardi Kho; Teuku Alif Ananda; Christina Michelle; Savira Alifa; Yustika Rusnanda
Feedforward: Journal of Human Resource Vol. 5 No. 2: September 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i2.10282

Abstract

This study aims to analyze the role of Human Resources Management (HRM) strategies in improving employee engagement and retention at Sport7 and ABC Sport, using a case study of the Sport program. A quantitative approach was used through the distribution of questionnaires to 65 respondents using a purposive sampling technique. The results showed that Sport7 employees had high levels of work engagement across the dimensions of vigor, dedication, and absorption, while ABC Sport employees demonstrated low levels across all dimensions. These findings indicate that effective HRM strategies, such as a supportive work environment, reward systems, and coaching programs, have a positive impact on employee motivation and loyalty. Conversely, the absence of such strategies contributes to low engagement and retention. This study provides important implications for organizations to evaluate and strengthen HRM strategies to create a productive and sustainable workforce. Abstrak Bahasa Indonesia: Penelitian ini bertujuan untuk menganalisis peran strategi Human Resources Management (HRM) dalam meningkatkan employee engagement dan retensi karyawan pada Sport7 dan ABC Sport, dengan studi kasus pada program Sport. Pendekatan kuantitatif digunakan melalui penyebaran kuesioner kepada 65 responden dengan teknik purposive sampling. Hasil penelitian menunjukkan bahwa karyawan Sport7 memiliki tingkat keterlibatan kerja yang tinggi pada dimensi vigor, dedication, dan absorption, sementara karyawan ABC Sport menunjukkan tingkat yang rendah pada seluruh dimensi tersebut. Temuan ini mengindikasikan bahwa strategi HRM yang efektif, seperti lingkungan kerja yang suportif, sistem penghargaan, dan program coaching memiliki dampak positif terhadap motivasi dan loyalitas karyawan. Sebaliknya, absennya strategi tersebut berkontribusi terhadap rendahnya engagement dan retensi. Penelitian ini memberikan implikasi penting bagi organisasi untuk mengevaluasi dan memperkuat strategi HRM demi menciptakan tenaga kerja yang produktif dan berkelanjutan.
Dukungan Organisasi dan Keterikatan Karyawan terhadap Kinerja Pegawai PT. ABC : [Organizational Support and Employee Attachment to Employee Performance of PT. ABC] Andi Muhammad Sabilillah Tahir; Yohana F. Cahya Palupi Meilani
Feedforward: Journal of Human Resource Vol. 5 No. 2: September 2025
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v5i2.10283

Abstract

This study aims to determine the influence of organization support and employee engagement on waste management, which is currently a serious problem facing Indonesia. PT. ABC, a waste management company, currently faces complex challenges in achieving business success amidst a constantly changing environment. One critical factor is employee performance, which is influenced by organizational support and employee engagement levels. This paper highlights the importance of organizational support and employee engagement on employee performance at PT. ABC. The analysis shows that strong organizational support can improve employee performance, while high employee engagement drives employees to achieve their best results. This contributes to the achievement of company goals and the continued success of the waste management industry in Indonesia. Abstrak Bahasa Indonesia: Penelitian bertujuan untuk mengetahui tinjauan pustaka yang mendasari dukungan organisasi dan keterikatan kerja terhadap kinerja Pengelolaan sampah menjadi salah satu masalah serius yang dihadapi Indonesia saat ini. PT. ABC sebagai salah satu perusahaan pengelolaan sampah saat ini tengah menghadapi tantangan kompleks dalam mencapai kesuksesan bisnis di tengah dinamika lingkungan yang terus berubah. Salah satu faktor penting adalah kinerja karyawan, yang dipengaruhi oleh dukungan organisasi dan tingkat keterlibatan karyawan. Makalah ini menyoroti pentingnya dukungan organisasi dan employee engagement terhadap kinerja karyawan di PT. ABC. Hasil analisis menunjukkan bahwa dukungan organisasi yang kuat dapat meningkatkan kinerja karyawan, sementara employee engagement yang tinggi mendorong karyawan mencapai hasil terbaik. Hal ini memberikan kontribusi pada pencapaian tujuan perusahaan dan berkelanjutan kesuksesan industri pengelolaan sampah di Indonesia.
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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