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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 84 Documents
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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 Ketenagakerjaan 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 Role of Training and Development in Enhancing Employee Engagement: A Systematic Literature Review Tukiran, Martinus; Lisa Chandrasari Desianti
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.v5i2.10268

Abstract

Employee engagement has emerged as a critical determinant of organizational performance, yet its relationship with training and development remains fragmented across literature. This study conducts a Systematic Literature Review (SLR) guided by the PRISMA framework to synthesize evidence from the past decade (2015–2025). A structured search of the Scopus database yielded 137 documents, which were narrowed to 88 after applying filters and further screened to a final sample of 10 highly relevant peer-reviewed articles. The findings confirm that training and development initiatives directly foster engagement by signaling organizational support and enhancing employee competencies. Engagement often acts as a mediating mechanism linking training to outcomes such as performance, commitment, and retention, while factors such as leadership quality, digital transformation, and cultural context moderate these effects. The synthesis also underscores that the training–engagement nexus is strongest when development initiatives align with national priorities and socio-cultural expectations. This review contributes to the HRD literature by consolidating fragmented evidence and integrating theoretical perspectives, including social exchange theory, the Job Demands-Resources model, and institutional theory. Practical implications suggest that organizations must treat training as a strategic lever, embedding digital tools and contextual sensitivity to cultivate sustainable employee engagement.
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] Kho, Ardi; 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.
Pengaruh Kepuasan Kerja Terhadap Turnover Intention Cabin Crew Maskapai X dengan Organizational Commitment dan Intent to Stay Sebagai Variabel Mediasi [Effect of Job Satisfaction on Turnover Intention of Airline Crew on X Airline with Organizational Commitment and Intent to Stay as the Mediating Variable] Tantrianto, Yogie; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol. 1 No. 1: April 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i1.3414

Abstract

This study was conducted to determine the effect of job satisfaction on the turnover intention of airline crew on X airline with organizational commitment and intent to stay as the mediating variable. This study uses a quantitative method, using convenience sampling technique to determine the sample of airline X airline cabin crew throughout Indonesia who are still actively contracted and working for airline X, this airline is under the auspices of PT Lion Mentari Airlines. There were 85 cabin crew whose data were successfully collected through a questionnaire distributed on google form. The data that has been collected is processed with PLS SEM using program SmartPLS software. The results showed that job satisfaction has an influence on organizational commitment, organizational commitment has an influence on intent to stay, job satisfaction has an influence on turnover intention, and job satisfaction has an influence on turnover intention of airline crew cabin X with organizational commitment and intent to stay as the mediating variable. The managerial implication of this research suggests that airline X can make efforts to improve cabin crew job satisfaction in order to increase organizational commitment and intent to stay and reduce the turnover intention of cabin crew.BAHASA INDONESIA ABSTRACT:Penelitian ini dilakukan untuk mengetahui pengaruh kepuasan kerja terhadap turnover intention cabin crew maskapai X dengan organizational commitment dan intent to stay sebagai variabel mediasi. Penelitian ini menggunakan metode kuantitatif, dengan menggunakan teknik convenience sampling untuk penentuan sampel kepada para cabin crew maskapai penerbangan X di seluruh Indonesia yang masih aktif dikontrak dan bekerja di maskapai penerbangan X. Maskapai ini berada di bawah naungan PT Lion Mentari Airlines. Terdapat 85 cabin crew yang berhasil dikumpulkan datanya melalui kuesioner yang disebar dengan google form. Data yang telah dikumpulkan diolah dengan alat statistik PLS-SEM dengan program SmartPLS. Hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh terhadap organizational commitment, organizational commitment memiliki pengaruh terhadap intent to stay, kepuasan kerja memiliki pengaruh terhadap turnover intention, dan kepuasan kerja memiliki pengaruh terhadap turnover intention cabin crew maskapai penerbangan X dengan organizational commitment dan intent to stay sebagai variabel mediasi. Implikasi manajerial dari penelitian ini disarankan maskapai X dapat melakukan upaya untuk meningkatkan kepuasan kerja cabin crew supaya dapat meningkatkan organizational commitment dan intent to stay serta mengurangi tingkat turnover intention dari cabin crew.
Hubungan Transformational Leadership Serta Peran Exchange Norm dan Communal Norm Terhadap Employee Voice Dalam Industri Swasta di Jabodetabek [Relationship Between Transformational Leadership and the Role of Exchange Norm and Communal Norm with Employee Voice in Private Industry in Jabodetabek] P.W., Maria Yolandita; Barry, Rinto Rain
Feedforward: Journal of Human Resource Vol. 1 No. 1: April 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i1.3761

Abstract

This study aims to determine whether transformational leadership, exchange norm, and communal norm have a positive relationship with employee voice. This study was shown to private employees of the banking industry with 133 respondents consisting of 98% male respondents and 2% female respondents. The instrument used for data collection is a questionnaire, which consists of 13 indicators. Testing of the questionnaire was carried out by means of a validity test which resulted in sig < α (0.000 < 0.05) and a reliability test which resulted in Cronbach's Alpha > 0.7. Furthermore, the tool used in analyzing the data is IBM SPSS 25. The results of this study reveal that transformational leadership has a positive relationship with exchange norm, transformational leadership has a positive relationship with communal norm, transformational leadership has a positive relationship with employee voice, norm exchange has a positive relationship with employee voice, and communal norm have a positive relationship with employee voice.
Pengaruh Social Capital dan Human Capital Terhadap Business Growth Pengusaha Perempuan di Jakarta dan Tangerang [Effect of Social Capital and Human Capital on Business Growth of Women Entrepreneurs in Jakarta and Tangerang] Hutabarat, Zoel; Dini, Shania Jusan
Feedforward: Journal of Human Resource Vol. 1 No. 1: April 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i1.3803

Abstract

The aim of this study is to examine the positive effect of social capital, human capital, reputational capital on business growth on women entrepreneurs in Jakarta dan Tangerang. Intangible assets are widely regarded as a key success factor for business growth in various countries. The growth of women's businesses in developing countries is still rare to find, but in recent years women have been seen to be more active in terms of entrepreneurship and business with women's ownership continues to grow to this day. This study uses a quantitative approach. The data collection technique in this study used an electronic questionnaire via Google Form, consisting of 31 indicators and the number of respondents was 201 respondents who are women and currently have businesses. The analytical method used in this research is SmartPLS 3.0, and in distributing the questionnaire, this study uses judgment sampling technique. The results of this study conclude that social capital has a positive effect on business growth, human capital has a positive effect on business growth, individual reputation capital has a negative effect on business growth, and organization reputational capital has a positive effect on business growth.
Talent Management Literature Review Singh, Rajesh Prettypal
Feedforward: Journal of Human Resource Vol. 1 No. 1: April 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i1.3804

Abstract

The concept of talent management has attracted most of the researchers’ attention in the recent years. In today’s business environment, talent management becomes one important source of competitive advantage that creates value for all companies. In the current economic downturn, there is a high demand for talent in the organizations. The aim of this study is to examine talent management process in organizations. This article is based on a review of the academic and popular talent management literatures. The paper focused by clarifying the definitions and the importance of talent management and what factors influencing the growth of talent management.
Shifting Orientation in Competition from Profit to People Quality: Influence of Service Quality, Product, Satisfaction on Customer Loyalty of a Fastfood Restaurant in Jakarta Fery, Fery; Sembel, Jacquelinda Sandra
Feedforward: Journal of Human Resource Vol. 1 No. 1: April 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i1.3820

Abstract

In fast-food industry, food quality and safety become pre-requisite to launch a fast-food restaurant. Thus, the players in this industry offer similar quality of food. This has caused a shift of the focus of competition in the industry from competing in the quality of product to the quality of human resources in serving customers. The aim of this study is to find out whether service quality, product, and satisfaction have any impact on customer loyalty. The study surveyed 30 respondents in the pre-testing and 170 respondents in actual data testing. SmartPLS3.2 software was used to process data, that was collected using questionnaire. Data processing was conducted using validity test, reliability test, multiple regression analysis and hypothesis testing. The test revealed that Service Quality is indeed an important variable to affect Customer Loyalty. The same result applied to Product and Satisfaction what also revealed positive effect on Customer Loyalty.

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