Integrative Digital Human Resource Management and Employee Experience Model on Organizational Agility in the Society 5.0 Era in Indonesia
DOI:
https://doi.org/10.38035/dijemss.v8i1.6793Keywords:
Digital HRM, Employee Experience, Organizational Agility, Society 5.0, Human Resource ManagementAbstract
This study examines the effects of Digital Human Resource Management (Digital HRM) and Employee Experience on Organizational Agility in the Society 5.0 era in Indonesia. The rapid development of digital technology, artificial intelligence, and human-centered innovation requires organizations to become more adaptive and responsive in managing change. Digital HRM is positioned as a strategic mechanism for transforming human resource functions through integrated digital systems, while Employee Experience reflects the quality of employees' interactions throughout the employee lifecycle. This research applies a quantitative explanatory design using a survey of 400 employees across multiple industries in Indonesia. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings indicate that Digital HRM has a positive and significant effect on Employee Experience and Organizational Agility. Employee Experience also significantly influences Organizational Agility and partially mediates the relationship between Digital HRM and Organizational Agility (indirect effect β = 0.402, p < 0.001). These results indicate that organizational agility is positively associated not only with Digital HRM but also with Employee Experience, which partially mediates the relationship between Digital HRM and Organizational Agility. Organizations should therefore integrate digital HR transformation with employee-centered strategies to sustain competitiveness in dynamic environments.
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