Bina Bangsa International Journal of Business and Management

THE EFFECT OF AI INTEGRATION IN HR PRACTICES ON EMPLOYEE PERFORMANCE: MEDIATING ROLES OF ENGAGEMENT AND PERCEIVED JOB SECURITY

Osly Usman, Suryadi Suryadi, Rindi Nurlaila Sari — Mon, 07 Jul 2025 00:00:00 +0000

This study examines the effect of Artificial Intelligence (AI) implementation in Human Resource Management (HRM) on employee performance, with employee engagement and perceived job security as mediating variables. This research was conducted in a biopharmaceutical company in Jakarta with 100 respondents. The method used for data collection is a survey with data collection techniques through online questionnaires. The data processing technique used is Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results showed that the application of AI in HR has a significant influence on employee engagement, perceived job security, and employee performance. In addition, perceived job security was found to mediate the relationship between AI implementation and employee performance, while employee engagement did not play a mediating role on employee performance. The practical implications of this study provide a reference for HR managers and policy makers to effectively implement AI technologies, support innovation, and maintain employee well-being.

QUALITY OF WORK LIFE, JOB SATISFACTION, AND PERFORMANCE: A MEDIATION ANALYSIS

Venesia Venesia — Mon, 07 Jul 2025 00:00:00 +0000

This research aims to determine the influence of quality of work life on job satisfaction, the influence of quality of work life on employee performance, the influence of job satisfaction on employee performance, and the influence of quality of work life on employee performance through job satisfaction. This research method is a quantitative method with a population of thirty-seven employees at PT Pelabuhan Indonesia II (Persero) in Pontianak. The data collection technique is saturated sampling (census), the sample used is thirty-seven respondents where the author distributed questionnaires to all employees. From the calculation of the validity test, all variables are valid. The results of the reliability test also show that all instruments used by the researcher are reliable. The results of the hypothesis test show that quality of work life does not have a significant effect on job satisfaction, quality of work life does not have a significant effect on employee performance, job satisfaction has a positive and significant effect on employee performance by 66.10 percent, then quality of work life does not have a significant effect on performance through job satisfaction. Based on the mediation effect test, it is stated that the research model does not have a mediation effect.

New Trends in Human Resource Management: A Literature Review on Millennials and Gen Z

Sun, 20 Jul 2025 00:00:00 +0000

The demographic shift in the workforce, marked by the increasing presence of Millennials and Generation Z, has significantly transformed human resource management (HRM) practices. This literature review explores recent trends in HRM strategies tailored to address the unique characteristics, values, and work expectations of these generations. Millennials and Gen Z prioritize work-life balance, inclusivity, flexibility, and meaningful engagement at work, demanding organizations to innovate managerial approaches, embrace digital technologies, and foster more agile leadership styles. The study synthesizes findings from both Indonesian and international journals to identify critical HRM adaptations, such as personalized employee engagement, hybrid work systems, and value-driven career development. Challenges related to managing multigenerational workforces and prospects for sustainable talent retention are also discussed. This review provides comprehensive insights to help organizations develop dynamic, technology-enabled, and human-centered HRM strategies that effectively attract, motivate, and retain Millennial and Gen Z talent in today’s competitive business environment.

The Influence of Quality of Work Life, Work Life Balance, And Financial Reward on Employee Job Satisfaction (Case Study at PT. Nayfisha Bintang Jaya)

Shofi Nur Jannah, Hawik Ervina Indiworo, Shofif Sobaruddin Akbar — Mon, 07 Jul 2025 00:00:00 +0000

The purpose of this study is to analyze the influence of Quality of Work Life (X1), Work Life Balance (X2), and Financial Reward (X3) on employee job satisfaction (Y). The data in this study were collected using a questionnaire method administered to 60 respondents to determine their responses to each variable. The data were analyzed using quantitative analysis. The analytical technique employed in this study is multiple linear regression analysis to test the research hypotheses. Based on the results, it is concluded that Quality of Work Life has a significant effect on employee job satisfaction; Work Life Balance has a significant effect on employee job satisfaction; and Financial Reward has a significant effect on employee job satisfaction. Simultaneously, Quality of Work Life, Work Life Balance, and Financial Reward significantly affect employee job satisfaction. The coefficient of determination test shows that job satisfaction is influenced by these three variables by 42.1%, while the remaining 57.9% is influenced by other factors not included in this study.

ONBOARDING IN RECRUITMENT OF THE MODERN WORKPLACE: A LITERATURE REVIEW

Apriana Dewi Maharani, Umi Anugerah Izzati, Reza Dwi Ramadhan — Mon, 07 Jul 2025 00:00:00 +0000

This research investigates the strategic role of onboarding as part of modern recruitment and employee integration practices. Utilizing a Systematic Literature Review (SLR) approach, the research examines between 50 and 15 peer-reviewed publications selected and released between 2020 and 2025 in order to pinpoint innovations, advantages, and alignment with current HR trends about onboarding. As described in most of the analyzed research, the results confirm a five-stage theoretical framework of onboarding, preboarding, orientation, integration, execution, and delivering results. Furthermore, the study backs up the growing idea that onboarding is a strategy for human resources as well as a tool for sustainability and digital transformation, especially when it comes to the usage of remote onboarding technologies and paperless systems. Quantitatively, the results show that 86.7% (13 of 15) of the journals directly address onboarding in the context of the modern work environment. Improved role clarity, early-stage confidence, social integration, a quicker time to productivity, and support for Green HRM are among the fundamental advantages that are highlighted across the literature. The study solely looks at onboarding in the early phases of recruitment and is restricted for new hires than about employee’s long-term retention. Future studies could investigate empirical findings from surveys or interviews, look at onboarding procedures in certain sectors, and assess how they affect long-term results like job satisfaction and retention. All things considered, onboarding is a game- changing procedure for creating inclusive and long-lasting workforces.