Pengaruh Transformasi Digital SDM terhadap Produktivitas Kerja Karyawan dengan Kompetensi Digital sebagai Variabel Mediasi

Rusli Efendi Damanik; Nurhalimah Sibuea

doi:10.30640/jmcbus.v4i3.7210

Authors

Rusli Efendi Damanik Universitas Alwashliyah Medan
Nurhalimah Sibuea Universitas Alwashliyah Medan

DOI:

https://doi.org/10.30640/jmcbus.v4i3.7210

Keywords:

Digital Competence, HR Digital Transformation, Mediation, SEM-PLS, Work Productivity

Abstract

Human resource digital transformation has become a strategic agenda for organizations that seek to improve work productivity through integrated HR information systems, digital learning, data-based performance management, and technology-enabled communication. However, the productivity effect of digital HR transformation depends not only on the availability of digital systems but also on employees' digital competence. This study aims to analyze the effect of human resource digital transformation on employee work productivity and to examine the mediating role of digital competence. The study uses a quantitative explanatory design with a survey instrument measured using a five-point Likert scale. At the draft preparation stage, the analysis is demonstrated using simulated questionnaire data from 120 employee respondents. Data were analyzed using a mediation model based on the SEM-PLS logic, including measurement model evaluation, reliability, convergent validity, discriminant validity, R-square, path coefficient, and indirect effect testing. The simulated results indicate that human resource digital transformation has a positive effect on digital competence and employee productivity. Digital competence also shows a positive effect on productivity and mediates the relationship between human resource digital transformation and employee work productivity. The findings imply that organizations should combine digital HR systems with systematic upskilling, digital work culture, and employee support mechanisms.

References

Al-Faouri, E. H., Abu Huson, Y., Aljawarneh, N. M., & Alqmool, T. J. (2024). The role of smart human resource management in the relationship between technology application and innovation performance. Sustainability, 16(11), 4747. https://doi.org/10.3390/su16114747.

Bagga, S. K., Gera, S., & Haque, S. N. (2023). The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), 120–131. https://doi.org/10.1016/j.apmrv.2022.07.003.

Bansal, A., Panchal, T., Jabeen, F., Mangla, S. K., & Singh, G. (2023). A study of human resource digital transformation (HRDT): A phenomenon of innovation capability led by digital and individual factors. Journal of Business Research, 157, 113611. https://doi.org/10.1016/j.jbusres.2022.113611.

Budiarti, I., & Firmansyah, D. (2024). Innovation capability: Digital transformation of human resources and digital talent in SMEs. Journal of Eastern European and Central Asian Research, 11(3), 621–637. https://doi.org/10.15549/jeecar.v11i3.1709.

Fauzi, R., Suhardi, & Firdaus, R. (2025). The impact of digital competence, organizational culture, and work flexibility on employee productivity with job satisfaction as a moderation variable. International Journal of Applied Finance and Business Studies, 12(4), 217–226.

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.

Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook. Springer. https://doi.org/10.1007/978-3-030-80519-7.

Kemer, E., & Kirici Tekeli, E. (2023). The mediating role of trait anxiety in the impact of digital competence perception on job insecurity: An application for hotel managers. Management Research Review, 46, 914–930.

Milhem, M., Ateeq, A., Al Astal, A., & Almeer, S. (2025). Digital transformation in HRM: Navigating the future of human resource management. In Business sustainability with artificial intelligence (AI): Challenges and opportunities (pp. 23–33). Springer Nature.

Nyathi, M., & Kekwaletswe, R. (2022). Realizing employee and organizational performance gains through electronic human resource management use in developing countries. African Journal of Economic and Management Studies, 14(1), 121–134. https://doi.org/10.1108/AJEMS-11-2021-0489.

OECD. (2024). OECD digital economy outlook 2024 (Volume 2): Strengthening connectivity, innovation and trust. OECD Publishing.

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.

Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020). Partial least squares structural equation modeling in HRM research. International Journal of Human Resource Management, 31(12), 1617–1643.

Rohayati, T. (2024). Integrating human resources management and digital competencies: A strategic approach in higher education. AL-ISHLAH: Jurnal Pendidikan.

Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management, 34(3), 345–365.

Tomczak, M. T., Ziemianski, P., & Gawrycka, M. (2023). Do the young employees perceive themselves as digitally competent and does it matter? Central European Management Journal, 31, 522–534.

Trenerry, B., Chng, S., Wang, Y., Suhaila, Z. S., Lim, S. S., Lu, H. Y., & Oh, P. H. (2021). Preparing workplaces for digital transformation: An integrative review and framework of multi-level factors. Frontiers in Psychology, 12, 620766. https://doi.org/10.3389/fpsyg.2021.620766.

Verhoef, P. C., Broekhuizen, T., Bart, Y., Bhattacharya, A., Qi Dong, J., Fabian, N., & Haenlein, M. (2021). Digital transformation: A multidisciplinary reflection and research agenda. Journal of Business Research, 122, 889–901. https://doi.org/10.1016/j.jbusres.2019.09.022.

Vial, G. (2019). Understanding digital transformation: A review and a research agenda. Journal of Strategic Information Systems, 28(2), 118–144. https://doi.org/10.1016/j.jsis.2019.01.003.

Vuorikari, R., Kluzer, S., & Punie, Y. (2022). DigComp 2.2: The digital competence framework for citizens. Publications Office of the European Union. https://doi.org/10.2760/115376.

World Economic Forum. (2025). The future of jobs report 2025. World Economic Forum.

Zervas, I., & Triantari, S. (2025). Digital HRM practices and perceived digital competence: An analysis of organizational culture's role. Digital, 5(3), 34. https://doi.org/10.3390/digital5030034.