Pengaruh Digital Human Resource Management terhadap Kinerja Karyawan melalui Employee Engagement sebagai Variabel Mediasi
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Abstract
Transformasi digital mendorong organisasi mengadopsi Digital Human Resource Management (DHRM) untuk meningkatkan efektivitas pengelolaan sumber daya manusia. Namun, keberhasilan implementasi DHRM dalam meningkatkan kinerja karyawan dipengaruhi oleh tingkat employee engagement. Penelitian ini bertujuan menganalisis pengaruh DHRM terhadap kinerja karyawan melalui employee engagement sebagai variabel mediasi. Penelitian menggunakan pendekatan kuantitatif dengan metode explanatory research terhadap 210 karyawan pada perusahaan sektor jasa yang telah menerapkan DHRM. Data dikumpulkan menggunakan kuesioner dengan teknik purposive sampling dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS) melalui SmartPLS 4. Hasil penelitian menunjukkan bahwa seluruh konstruk memenuhi kriteria validitas dan reliabilitas dengan loading factor sebesar 0,742–0,903, AVE sebesar 0,684–0,731, Composite Reliability sebesar 0,914–0,931, dan Cronbach's Alpha sebesar 0,901–0,919. Model struktural memiliki kemampuan prediksi yang baik dengan nilai R² sebesar 0,507 untuk Employee Engagement, 0,693 untuk Kinerja Karyawan, serta Q² sebesar 0,849. Pengujian hipotesis menunjukkan bahwa DHRM berpengaruh positif dan signifikan terhadap Employee Engagement (β = 0,712; t = 12,854; p < 0,001) dan Kinerja Karyawan (β = 0,386; t = 4,127; p < 0,001). Employee Engagement juga berpengaruh positif terhadap Kinerja Karyawan (β = 0,487; t = 5,982; p < 0,001) serta memediasi secara signifikan pengaruh DHRM terhadap Kinerja Karyawan (β = 0,347; t = 4,865; p < 0,001). Temuan ini menunjukkan bahwa penerapan DHRM yang didukung oleh peningkatan employee engagement dapat mengoptimalkan kinerja karyawan.
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References
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