Peran Agility dalam Memediasi Pengaruh Digital HRM dan Pengembangan Pegawai terhadap Kinerja Pegawai
Article Sidebar
Main Article Content
Abstract
Penelitian ini bertujuan untuk menganalisis peran agility pegawai dalam memediasi pengaruh Digital Human Resource Management (Digital HRM) dan pengembangan pegawai terhadap kinerja pegawai pada organisasi sektor publik berbasis digital. Penelitian dilakukan pada Direktorat Transformasi dan Sistem Informasi Direktorat Jenderal Kekayaan Negara (DJKN), dengan latar belakang bahwa implementasi Digital HRM belum secara otomatis menghasilkan peningkatan kinerja individu. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian eksplanatori. Data dikumpulkan melalui kuesioner yang melibatkan 94 pegawai Direktorat Transformasi dan Sistem Informasi DJKN dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan bantuan SmartPLS 4. Hasil penelitian menunjukkan bahwa Digital HRM tidak berpengaruh langsung terhadap kinerja pegawai, tetapi berpengaruh positif dan signifikan terhadap agility pegawai. Pengembangan pegawai berpengaruh positif dan signifikan terhadap kinerja pegawai maupun agility pegawai. Agility pegawai juga berpengaruh positif dan signifikan terhadap kinerja pegawai serta memediasi secara penuh (full mediation) pengaruh Digital HRM terhadap kinerja pegawai, dengan mempertimbangkan keterbatasan kekuatan statistik pada jalur langsung, dan memediasi secara parsial (partial mediation) pengaruh pengembangan pegawai terhadap kinerja pegawai. Penelitian ini menyimpulkan bahwa agility pegawai merupakan mekanisme penting dalam menentukan efektivitas implementasi Digital HRM dan pengembangan pegawai untuk meningkatkan kinerja pegawai dalam konteks transformasi digital di sektor publik.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
References
Abu Rumman, A., Al-Abbadi, L., & Alshawabkeh, R. (2020). The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants. Problems and Perspectives in Management, 18(1), 130–140. https://doi.org/10.21511/ppm.18(1).2020.12
Alharbi, S. S. (2025). Perceived financial and operational impact of E-HRM in Saudi Arabia. Edelweiss Applied Science and Technology, 9(3), 328–344. https://doi.org/10.55214/25768484.v9i3.5210
Almazrouei, M., & Alnahhal, M. (2025). Transformational leadership and employee performance in UAE public sector: the role of digital transformation and agility. International Journal of Public Leadership, 1–23. https://doi.org/10.1108/IJPL-06-2025-0094
Barney, J. B. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108
Barney, J. B. (2001). Is the Resource-Based “View” a Useful Perspective for Strategic Management Research? Yes. The Academy of Management Review, 26(1), 41. https://doi.org/10.2307/259393
Becker, G. S. (1964). Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (First edition). New York: National Bureau of Economic Research; distributed by Columbia University Press, 1964. https://www.nber.org/books-and-chapters/human-capital-theoretical-and-empirical-analysis-special-reference-education-first-edition.
Chong, Y. K., & Zainal, S. R. M. (2024). Employee agility’s mediating role on the link between employee vitality, digital literacy and transformational leadership with job performance: an empirical study. Cogent Business & Management, 11(1). https://doi.org/10.1080/23311975.2024.2337447
Creswell, J. W. (2014). Research design: qualitative, quantitative, and mixed methods approaches (Fourth edition). SAGE.
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
Fowler, F. J. (2014). Survey research methods (5th ed.). SAGE.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (3rd ed.). SAGE Publications, Incorporated. https://books.google.co.id/books?id=y8JyzgEACAAJ
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The Use of Partial Least Squares Path Modeling in International Marketing. Dalam R. R. Sinkovics & P. N. Ghauri (Ed.), New Challenges to International Marketing (Vol. 20, hlm. 277–319). Emerald Group Publishing Limited. https://doi.org/10.1108/S1474-7979(2009)0000020014
Herman, Yeo, S. F., Chaerunnisa, A., & Lai, K. P. (2024). Human Resource Development as a Key to Enhanced Performance: Insights from Outsourcing Employees in a Delivery Service Company. Paper Asia, 40(4), 1–11. https://doi.org/10.59953/paperasia.v40i4b.81
Hu, D., & Lan, Y. (2024). The dual path effect mechanism study of digital-HRM on employee innovative performance and cyberloafing. PLOS ONE, 19(8), e0307195. https://doi.org/10.1371/journal.pone.0307195
Huynh Thi Thu, S., Pham, M., & Luc, H. N. (2025). Leveraging digital human resource management to optimize organizational performance in Vietnam. Humanities and Social Sciences Communications, 12(1). https://doi.org/10.1057/s41599-025-05113-2
Kementerian PANRB. (2020). Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia Nomor 25 Tahun 2020 tentang Road Map Reformasi Birokrasi 2020-2024. Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia. https://peraturan.bpk.go.id/Details/143701/permen-pan-rb-no-25-tahun-2020
Kementerian PANRB. (2023). Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia Nomor 3 Tahun 2023 tentang Perubahan atas Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Nomor 25 Tahun 2020 tentang Road Map Reformasi Birokrasi 2020-2024. Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Republik Indonesia. https://peraturan.bpk.go.id/Details/254769/permen-panrb-no-3-tahun-2023
Kurniawan, R., Budiastuti, D., Hamsal, M., & Kosasih, W. (2020). The impact of balanced agile project management on firm performance: the mediating role of market orientation and strategic agility. Review of International Business and Strategy, 30(4), 457–490. https://doi.org/10.1108/RIBS-03-2020-0022
Mangkunegara, A. A. A. P. (2017). Manajemen sumber daya manusia perusahaan. Remaja Rosdakarya.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891. https://doi.org/10.3758/BRM.40.3.879
Ringle, C. M., Wende, S., & Becker, J.-M. (2024). SmartPLS 4 (Version 4). SmartPLS GmbH. https://www.smartpls.com/
Rosita, S., Amin, S., & Musnaini. (2026). Proactive behavior and work innovation of ASN in the public sector with a digital HRM approach: The role of technology support and readiness for change. Multidisciplinary Science Journal, 8(6). https://doi.org/10.31893/multiscience.2026393
Saputra, N., Patrick, G., & Ronald. (2022). Digital Competence as a Mediator for the Leadership in Empowering Workforce Agility. 2022 International Conference on Information Management and Technology (ICIMTech), 59(1), 612–617. https://doi.org/10.1109/ICIMTech55957.2022.9915161
Sekaran, U., & Bougie, R. (2016). Research Methods for Business: A Skill-Building Approach (7th Edition). John Wiley & Sons.
Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44(3), 466–473. https://doi.org/10.1016/j.ergon.2014.01.002
Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 34(3), 345–365. https://doi.org/10.1177/2397002220921131
Sumaryono, Fauzi, A., Machdar, N. M., Hidayat, W. W., & Rony, Z. T. (2026). The Influence of Information Technology-Based E-HRM Transformation on Employee Performance through the Improvement of Human Resource Quality and Job Satisfaction. MSW Management Journal, 36(1), 970–977. https://doi.org/10.7492/ha6z9v03
Teece, D. J. (2007). Explicating dynamic capabilities: the nature and microfoundations of (sustainable) enterprise performance. Strategic Management Journal, 28(13), 1319–1350. https://doi.org/10.1002/smj.640
Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509–533. https://doi.org/10.1002/(SICI)1097-0266(199708)18:7<509::AID-SMJ882>3.0.CO;2-Z
Zervas, I., & Triantari, S. (2025). Digital HRM Practices and Perceived Digital Competence: An Analysis of Organizational Culture’s Role. Digital, 5(3). https://doi.org/10.3390/digital5030034
Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257