cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Yohana Cahya Palupi Meilani
Contact Email
yohana.meilani@uph.edu
Phone
+62215460901
Journal Mail Official
feedforward.journal@uph.edu
Editorial Address
Kampus Universitas Pelita Harapan Gedung F Lt 12 Jl. M.H. Thamrin Boulevard 1100, Tangerang, Banten 15811
Location
Kota tangerang,
Banten
INDONESIA
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 84 Documents
 3   4   5   6   7 
REVOLUTIONIZING ORGANIZATIONAL EFFICIENCY WITH DIGITAL TRANSFORMATIONAL LEADERSHIP: THE BRIDGING ROLE OF EMPLOYEE PERFORMANCE AND ENGAGEMENT Mariana
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.v5i1.9572

Abstract

This study investigates the influence of digital transformational leadership on organizational efficiency, focusing on the mediating effects of employee performance and work engagement. In an increasingly digitalized business environment, leaders must leverage technology to guide their teams toward enhanced productivity, innovation, and agility. However, only some studies have comprehensively examined the intersection of digital leadership behaviors, employee- related factors, and efficiency metrics. Adopting an exploratory approach, this paper synthesizes recent literature (2018–2023) from Scopus-indexed journals to identify patterns and gaps in the current understanding of how digital transformational leadership can foster a high-performing, engaged workforce that drives improved organizational efficiency. The review involved searching key terms such as "Digital transformational leadership," "Employee performance," "Work engagement," and "Organizational efficiency," ensuring a targeted examination of relevant sources. This integrative approach supports a comprehensive perspective. The findings suggest that digital transformational leadership behaviors—such as providing a clear digital vision, encouraging innovation, and using collaborative platforms— positively affect employee performance and work engagement. This, in turn, enhances organizational efficiency by optimizing resource use, improving workflow processes, and fostering a more innovative and responsive organizational culture. The results also highlight the importance of managerial capabilities in navigating digital transformation initiatives. However, the paper acknowledges certain limitations, including its reliance on secondary data and the exploratory nature of its design. Future empirical studies should further validate these relationships, considering contextual factors and longitudinal frameworks to strengthen generalizability and applicability.
PULLING THE HEARTSTRINGS: EMPLOYER BRANDING, ENGAGEMENT, AND THE RETENTION OF MILLENNIAL TALENT IN HIGHER EDUCATION Manalu, Della Edelweiss; Yohana F. Cahya Palupi Meilani
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.v5i1.9573

Abstract

In a progressively competitive global environment, employer branding has emerged as a vital element in talent retention, especially among millennials who constitute a significant portion of the workforce. Higher education institutions contribute to knowledge advancement and the establishment of an appealing work environment for their personnel. The elevated turnover rate among millennials presents a difficulty for businesses, especially institutions. This study seeks to examine the influence of corporate branding on talent retention, utilizing employee engagement and affective commitment as mediating variables. The study used a quantitative methodology including a sample of 50 permanent staff members at XYZ University. The employed sample method is purposive sample, with data gathered using a questionnaire. Data were examined utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results demonstrate that employer branding positively influences employee engagement and affective commitment. Employee engagement substantially affects talent retention, although affective commitment does not directly influence it. Furthermore, employee engagement is established as a crucial mediator in the correlation between company branding and talent retention, although affective commitment does not function as a significant mediating variable. This study underscores that effective employer branding must prioritize the enhancement of employee engagement to bolster talent retention within higher education institutions. Organizations are encouraged to cultivate an inclusive workplace, implement supporting policies, and provide career development opportunities to enhance employee engagement and loyalty.
REKONSTRUKSI TEORI KEPEMIMPINAN PENDIDIKAN: MEMBANGUN KERANGKA HOLISTIK BAGI SEKOLAH ABAD KE-21 [RECONSTRUCTING EDUCATIONAL LEADERSHIP THEORY: BUILDING A HOLISTIC FRAMEWORK FOR 21ST CENTURY SCHOOLS] Putu Ayu Novita; Yohana F. Cahya Palupi Meilani
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.v5i1.9577

Abstract

21st century education faces complex challenges due to technological disruption, social change, and demands to improve the quality of learning. Unfortunately, many educational institutions still apply a partial and less adaptive approach to leadership. This research aims to build a holistic leadership framework that is more integrative and contextual. A PRISMA-based meta-analysis method was used to review 150 Scopus Q1–Q2 (2018–2024) articles, with a final selection of the 10 most relevant articles. The results of the analysis show that a combination of transformational, instructional, digital, and distributed leadership can increase learning effectiveness, teacher participation, management efficiency, and institutional adaptability.  The proposed Holistic Leadership Framework model combines transformational vision, academic focus, technology utilization, and organizational collaboration. A key contribution of this study is the integration of various leadership approaches into a single strategic framework that is applicable to principals and policymakers. The study also encourages further validation in different contexts to test the effectiveness of its implementation. Abstrak Bahasd Indonesia: Pendidikan abad ke-21 menghadapi tantangan kompleks akibat disrupsi teknologi, perubahan sosial, dan tuntutan peningkatan mutu pembelajaran. Sayangnya, banyak institusi pendidikan masih menerapkan pendekatan kepemimpinan yang parsial dan kurang adaptif. Penelitian ini bertujuan membangun kerangka kepemimpinan holistik yang lebih integratif dan kontekstual. Metode meta-analisis berbasis PRISMA digunakan untuk mereview 150 artikel Scopus Q1–Q2 (2018–2024), dengan seleksi akhir 10 artikel paling relevan. Hasil analisis menunjukkan bahwa kombinasi kepemimpinan transformasional, instruksional, digital, dan terdistribusi mampu meningkatkan efektivitas pembelajaran, partisipasi guru, efisiensi manajemen, serta daya adaptasi institusi. Model Holistic Leadership Framework yang diusulkan menggabungkan visi transformasional, fokus akademik, pemanfaatan teknologi, dan kolaborasi organisasi. Kontribusi utama studi ini adalah integrasi berbagai pendekatan kepemimpinan ke dalam satu kerangka strategis yang aplikatif bagi kepala sekolah dan pembuat kebijakan. Penelitian ini juga mendorong validasi lanjutan dalam konteks yang berbeda untuk menguji efektivitas implementasinya.
EFEK MOTIVASI KERJA DAN KEPUASAN KERJA PADA KINERJA KARYAWAN YANG DIMEDIASI OLEH KETERIKATAN KARYAWAN PADA PT. ABC [THE EFFECT OF WORK MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE MEDIATED BY EMPLOYEE ENGAGEMENT AT PT. ABC] Ong, Daniel; Adriani Ajeng Dewi Putri Prabowo
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.v5i1.9587

Abstract

This study aims to examine the influence of work motivation, job satisfaction, and employee engagement on employee performance at an IT consulting company, PT ABC. A quantitative research method was employed, using a non-probability sampling technique. The entire population of 109 employees was selected through a census (saturated) sampling approach. Data was collected via questionnaires using a likert scale and analyzed with Partial Least Squares - Structural Equation Modeling (PLS-SEM) using SmartPLS 3.0 software. The study was motivated by a slight increase in the company's Key Performance Indicator (KPI), which rose from 3.2 in 2022 to 3.3 in 2023, indicating a potential influence of human resource factors on performance improvement. The results indicate that both work motivation and job satisfaction have a positive effect on employee performance. Furthermore, employee engagement plays a significant partial mediating role in strengthening the relationship between motivation and job satisfaction with performance. These findings highlight the importance of implementing strategies that enhance motivation, satisfaction, and engagement to drive optimal employee performance within the organization. Abstrak Bahasa Indonesia: Penelitian ini bertujuan untuk menganalisis pengaruh motivasi kerja, kepuasan kerja, dan keterikatan karyawan terhadap kinerja karyawan pada perusahaan konsultan IT, PT ABC. Metode yang digunakan adalah metode kuantitatif dengan teknik non-probability sampling, di mana seluruh populasi sebanyak 109 karyawan dijadikan sampel melalui pendekatan sampel jenuh. Pengumpulan data dilakukan menggunakan kuesioner berskala likert dan dianalisis dengan teknik Partial Least Squares - Structural Equation Modeling (PLS-SEM) menggunakan software SmartPLS 3.0. Penelitian ini dilatarbelakangi oleh adanya peningkatan Key Performance Indicator (KPI) perusahaan dari angka 3,2 pada tahun 2022 menjadi 3,3 pada tahun 2023, yang mengindikasikan adanya kemungkinan kontribusi faktor sumber daya manusia terhadap perbaikan kinerja. Hasil penelitian menunjukkan bahwa motivasi kerja dan kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Selain itu, keterikatan karyawan berperan sebagai mediator parsial yang signifikan dalam memperkuat hubungan antara motivasi dan kepuasan kerja terhadap kinerja. Temuan ini menegaskan pentingnya strategi organisasi dalam meningkatkan motivasi, kepuasan, dan keterikatan karyawan guna mendorong kinerja yang optimal di lingkungan perusahaan.
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.
KINERJA KARYAWAN, APAKAH SUATU KEHARUSAN? [EMPLOYEE PERFORMANCE: IS IT A MUST?] Suryawan, Ian Nurpatria; Ramadhani, Nanda Putri
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8662

Abstract

This research aims to find out the effect of the independent variable (X), namely training, work discipline, and leadership style on the dependent variable (Y), namely employee performance at the PT. XYZ. The sampling technique used in this study was purposive sampling. Respondents involved in this study were 59 permanent employees. Data collection is done by spreading the spread. The method for analyzing the data in this study is multiple linear regression. Based on the hypothesis, the results of this study are that training, work discipline and leadership style have an effect on employee performance.Bahasa Indonesia Abstrak: Penelitian ini punya tujuan yang jelas untuk mengetahui pengaruh variabel bebas yakni gaya kepemimpinan, disiplin kerja, pelatihan pada variabel tergantung yakni kinerja karyawan di PT. XYZ. Teknik pengambilan sampel yang dipakai pada penelitian ini adalah purposive sampling. Responden yang terlibat pada penelitian sejumlah 59 orang karyawan tetap. Metode untuk analisa data pada penelitian yaitu regresi linear berganda. Sesuai pengujian hipotesis hasil dari penelitian ini yaitu pelatihan, disiplin kerja, gaya kepemimpinan memberi pengaruh pada kinerja karyawan.
LEADERSHIP BEHAVIORAL DEVELOPMENT OF MILLENNIAL LEADERS AS A CHANGE AGENT IN THE DIGITAL TRANSFORMATION ORGANIZATION Ardi, Ardi; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8668

Abstract

The digital transformation era and Industry 4.0 provide ample opportunities for this generation to thrive with their rapid technological adaptation and openness to new ideas. This research examines millennial leadership behavioral development to enable them to effectively become change agents in digital organizations, using the case study of William Tanuwijaya at Tokopedia. Through a review of literature from international sources during 2020-2023, this study discusses millennial leadership theories and change management, highlighting the urgency and importance of adaptive leadership capable of managing change in the face of digital organizational challenges. The research findings indicate that millennial leadership styles vary according to organizational contexts. Millennials are confronted with change management, where organizational readiness to adapt is critical to success. Adaptive leadership, a key strategy in managing change, is crucial. Through William Tanuwijaya's leadership at Tokopedia, millennial leadership characteristics prioritizing social and environmental issues, sustainability, and the implementation of sustainable values are evident, alongside collaboration with the government to create an inclusive environment and focus on innovation and digital transformation in the economy. Leaders like William Tanuwijaya start by building teams consisting of celebrities or public figures in Indonesia to promote Tokopedia and strengthen the company's image while formulating the company's vision and initiatives, motivating employees, overcoming obstacles such as improving work efficiency, implementing successful minor changes, ensuring smooth change integration, and making change an integral part of the organizational culture and system.
PENGARUH GAYA KEPEMIMPINAN ETIS, KOMITMEN NORMATIF, DAN MOTIVASI KERJA TERHADAP PERFORMA PEKERJA DI YAYASAN XYZ [THE INFLUENCE OF ETHICAL LEADERSHIP STYLE, NORMATIVE COMMITMENT, AND WORK MOTIVATION ON WORKER PERFORMANCE AT XYZ FOUNDATION] Alatas, Thania; Kui, Daniel Ong Kim; Pramono, Rudy
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8718

Abstract

This research aims to identify the influence of ethical leadership, normative commitment and work motivation on employee performance. This research uses quantitative methods. Data was collected to test the hypothesis and used purposive sampling where the respondents are workers at the XYZ foundation. The sample for this research consisted of 120 respondents. The statistical analysis method used in this research is Smart PLS 4.0 software. This research found that the ethical leadership style has a positive effect on the performance of workers at the XYZ foundation. This shows that the better ethical leadership implemented will be able to improve employee performance, while normative commitment does not have a positive effect on employee performance at the XYZ foundation. The results of this research also show that normative commitment has no effect on worker performance, the rise and down of normative commitment cannot affect worker performance, and work motivation has a positive effect on worker performance at the XYZ foundation, meaning that the greater work motivation will be able to improve an employee's performance.Abstrak Bahasa Indonesia: Penelitian ini bertujuan mengidentifikasi pengaruh gaya kepemimpinan etis, komitmen normatif dan motivasi kerja terhadap performa pekerja. Penelitian ini menggunakan metode kuantitatif. Data dikumpulkan untuk menguji hipotesis dan menggunakan purposive sampling dimana responden adalah pekerja di yayasan XYZ. Sampel penelitian ini berjumlah 120 responden. Metode analisis statistik yang digunakan dalam penelitian ini menggunakan software Smart PLS 4.0. Hasil penelitian ini mendapati bahwa gaya kepimpinan etis berpengaruh positif terhadap performa pekerja di yayasan XYZ. Hal ini menunjukkan bahwa semakin baik kepemimpinan etis yang diterapkan akan dapat meningkatkan peforma pekerja, sedangkan komitmen normatif tidak berpengaruh positif pada performa pekerja di yayasan XYZ. Hasil penelitian ini juga menunjukkan bahwa komitmen normatif tidak berpengaruh terhadap performa pekerja, naik turunnya komitmen normatif tidak dapat mempengaruhi performa pekerja, dan motivasi kerja berpengaruh positif terhadap performa pekerja di yayasan XYZ, artinya semakin besar motivasi kerja akan dapat meningkatkan performa seorang karyawan.
PENGARUH KUALITAS LAYANAN TERHADAP KEPUASAN DAN LOYALITAS PASIEN DI RUMAH SAKIT IBU DAN ANAK XYZ DI JAKARTA [THE INFLUENCE OF SERVICE QUALITY ON PATIENT SATISFACTION AND LOYALTY AT XYZ MOTHER AND CHILDREN'S HOSPITAL IN JAKARTA] Putra, Derryl Komala; Hutabarat, Zoel
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8731

Abstract

This study was conducted to find out clearly what factors play the most role for patients to choose one hospital as their choice. Becoming the hospital of choice is not just coming to the hospital for treatment but forming trust and good relations between the two parties, so that patients can make repeated visits and even recommend to their relatives. Data collection in this study was carried out on the parents of patients in the hospital using a questionnaire containing 30 questions on a Likert scale of 1-5. The data that has been collected is then analyzed with PLS-SEM. From the results of the study, it was found that in order to get loyalty so that patients continue to choose the hospital in the future, it is necessary to create patient satisfaction first. All the factors discussed both from the physical environment, quality of care, medical personnel, and price reasonableness each have a positive impact on patient satisfaction. In the results of this study, the most significant factor is the quality of care provided to patients, namely about how patients are treated in the hospital. From these results, it is important for hospitals to build a physical environment and services that support patient comfort so that patients feel well served. This creates patient satisfaction and always returns to use the hospital's services. To achieve this, it is necessary to audit services and equipment as well as maintain the physical environment regularly so that service standards at the hospital can be maintained.Abstrak Bahasa Indonesia: Penelitian ini dilakukan untuk mengetahui secara jelas, faktor apa yang paling berperan bagi pasien untuk memilih satu rumah sakit sebagai pilihannya. Menjadi rumah sakit pilihan yang dimaksud bukan hanya sekedar datang ke rumah sakit untuk berobat namun agar terbentuk kepercayaan dan hubungan baik antar kedua pihak, agar pasien dapat melakukan kunjungan berulang dan bahkan merekomendasikan ke kerabatnya. Pengambilan data pada penelitian ini dilakukan terhadap orangtua pasien di rumah sakit dengan menggunakan kuesioner berisi 30 pertanyaan dengan skala likert 1-5. Data yang sudah terkumpul lalu dianalisis dengan PLS-SEM. Dari hasil penelitian didapatkan temuan bahwa untuk mendapatkan loyalitas agar pasien tetap memilih rumah sakit tersebut di masa mendatang maka perlu diciptakan kepuasan pasien terlebih dahulu. Adapun semua faktor yang dibahas baik dari lingkungan fisik, kualitas perawatan, tenaga medis, dan kewajaran harga masing-masing memberikan dampak yang positif terhadap kepuasan pasien. Pada hasil penelitian ini faktor yang paling signifikan adalah kualitas perawatan yang diberikan kepada pasien, yaitu tentang bagaimana pasien diperlakukan di rumah sakit. Dari hasil ini didapatkan bahwa penting bagi rumah sakit untuk membangun lingkungan fisik serta layanan yang mendukung kepada kenyamanan pasien sehingga pasien merasa terlayani dengan baik. Hal ini menciptakan kepuasan pasien dan selalu kembali menggunakan layanan rumah sakit tersebut. Untuk mencapai itu, dibutuhkan audit terhadap layanan dan peralatan serta pemeliharaan lingkungan fisik yang rutin sehingga standar pelayanan di rumah sakit tersebut dapat terjaga.
LEADING LEARNING IN THE 21ST CENTURY: CHALLENGES AND STRATEGIES Sitorus, Denny S. P.; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol. 4 No. 2: September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i2.8736

Abstract

This study aims to find out the challenges faced by educational leaders in learning in the 21st century and explore various effective strategies to overcome them. Rapid technological advances, diverse student populations, and evolving educational paradigms, educational leaders face various challenges in improving learning outcomes. The method used is through a comprehensive review of relevant literature and empirical studies. The results of the study indicate that various strategies are needed for effective leadership in the 21st century, including visionary leadership, collaborative approaches, innovative pedagogy, and continuous professional development. Successful leadership initiatives and have a positive impact on learning outcomes in the context of modern education. Ultimately, this article contributes to the ongoing discourse on educational leadership and provides insights and recommendations for educational leaders, policymakers, and practitioners to navigate the complexities of leading learning in the 21st century.

Page 5 of 9 | Total Record : 84

 3   4   5   6   7 

Filter by Year

2021 2025


Reset
Filter By Issues
All Issue Vol. 5 No. 2: September 2025 Vol. 5 No. 1: April 2025 Vol. 4 No. 2: September 2024 Vol 4, No 2: September 2024 Vol 4, No 1: April 2024 Vol. 4 No. 1: April 2024 Vol 3, No 2: September 2023 Vol 3, No 1: April 2023 Vol. 3 No. 1: April 2023 Vol. 2 No. 2: September 2022 Vol 2, No 2: September 2022 Vol. 2 No. 1: April 2022 Vol 2, No 1: April 2022 Vol. 1 No. 2: September 2021 Vol 1, No 2: September 2021 Vol. 1 No. 1: April 2021 Vol 1, No 1: April 2021 More Issue