Digital HR Sustainability Model in Indonesian MSMEs and Employee Performance: Compensation, Leadership and Employee Retention

Putri Ayu Permata Devi
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Abstract

This study looks into the connection between worker performance in Indonesian Micro, Small, and Medium-Sized Enterprises (MSMEs) and the Digital HR Sustainability Model (DHSM). The study uses partial least squares (PLS) path modeling to examine the direct and mediated impacts of employee retention, leadership, and compensation on the link between the DHSM and employee performance. It draws on a sample of 241 HR managers and senior management staff. The findings show that there is a strong positive correlation between employee performance and the DHSM and that this correlation is mediated by leadership, remuneration, and employee retention. The results highlight how crucial it is to adopt employee-centric and sustainable digital HR practices to improve organizational performance. By offering empirical proof of the mechanisms by which digital HR initiatives affect employee performance in the context of Indonesian MSMEs, the study adds to the body of current knowledge.
印度尼西亚中小微企业的数字人力资源可持续性模式与员工绩效:薪酬、领导力和留住员工
本研究探讨了印度尼西亚中小微型企业(MSMEs)的员工绩效与数字人力资源可持续性模型(DHSM)之间的联系。本研究使用偏最小二乘法(PLS)路径模型来检验员工保留、领导力和薪酬对 DHSM 与员工绩效之间联系的直接和中介影响。研究以 241 名人力资源经理和高级管理人员为样本。研究结果表明,员工绩效与 DHSM 之间存在很强的正相关性,而这种相关性又受到领导力、薪酬和员工留任的中介影响。研究结果凸显了采用以员工为中心、可持续的数字化人力资源实践对提高组织绩效的重要性。本研究以印尼中小微企业为背景,通过实证研究证明了数字化人力资源措施影响员工绩效的机制,从而丰富了当前的知识体系。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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