Pengaruh DHRM terhadap Employee Engagement dengan Sustainable HR Pratices sebagai Variabel Mediasi pada Karyawan di Solo Raya

Ummu Arofah; Tri Hastuti; Shania Devi; Fitri Dianitami

doi:10.53697/emak.v7i1.3248

Authors

Ummu Arofah Universitas Muhammadiyah Karanganyar
Tri Hastuti Universitas Muhammadiyah Karanganyar
Shania Puspita Devi Universitas Muhammadiyah Karanganyar
Fitri Dianitami Universitas Muhammadiyah Karanganyar

DOI:

https://doi.org/10.53697/emak.v7i1.3248

Keywords:

Digital Human Resource Management, Employee Engagement, Sustainable HR Practices

Abstract

Adanya peningkatan Digital Human Resource Management (DHRM) menjadi salah satu aspek yang krusial dalam mengelola Sumber Daya Manusia (SDM) karena dinilai mampu meningkatkan efisiensi proses, efektivitas dalam pengambilan keputusan, serta meningkatnya pengalaman kerja karyawan. Adanya tuntutan organisasi modern, Digital Human Resouces (DHRM) tidak hanya sebagai alat administratif, tetapi juga menjadi salah satu strategi untuk memperkuat keterlibatan karyawan melalui sistem yang lebih responsif dan terintegrasi. Tujuan penelitian yang dilakukan untuk menyelidiki sejauh mana Digital Human Resource Management (DHRM) memengaruhi keterlibatan karyawan (employee engagement), melalui Sustainable Human Resource Practices (SHRP). Menggunakan Pendekatan kuantitatif deskriptif dengan mengumpulkan data melalui penyebaran kuesioner kepada 118 responden. Data yang telah terkumpul dianalisis menggunakan Structural Equation Modeling (SEM) untuk menguji hubungan antar variabel. Hasil pengujian menunjukkan bahwa Digital Human Resource Management (DHRM) memiliki pengaruh positif dan signifikan terhadap employee engagement, baik secara langsung maupun melalui mediasi Sustainable Human Resource Pracitces. Studi ini mengindikasikan bahwa praktik manajemen SDM digital yang diterapkan oleh perusahaan mampu meningkatkan keterikatan, motivasi, dan komitmen karyawan. Selain itu, penelitian ini berkontribusi secara teoritis dengan menunjukkan bahwa dalam praktik manajemen SDM digital harus beriringan dengan sifat yang keberlanjutan agar berdampak secara optimal pada pengalaman kerja karyawan. Secara praktis, hasil penelitian dapat diimplementasikan oleh perusahaan untuk terus mengoptimalkan strategi Digital Human Resource Management (DHRM) yang tidak hanya berorientasi pada efisiensi, tetapi juga harus berorientasi dalam hal pengoptimalan budaya kerja yang mendukung kesejahteraan jangka panjang karyawan. Dengan demikian, penelitian ini dapat berkontribusi dalam menambah literatur baru mengenai pemanfaatan teknologi digital dalam pengelolaan SDM di era transformasi digital.

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