The Influence of Technology Integration in HRM, Employee Welfare, and Sustainable Practices with Employee Satisfaction Mediators on Organizational Performance at PT. PLN Banten Province

Abstract

The transformation of the digital era brings changes to the human resource strategy in achieving organizational Performance because the impact of this implementation will show the organization vertically in line with the mission and goals; organizational Performance encompasses effective utilization of all resources at the disposal of the organization for profit maximization and future growth of the organization. The research method uses a quantitative approach with a data collection method using a questionnaire, and the analysis technique uses SEM with smartPLS software, a multivariate statistical analysis used to test the causal relationship between latent variables (constructs) and indicator variables. The study results show that the model occurs through mediators such as job satisfaction and or Performance. HR technology has the most significant influence on organizational Performance directly and through job satisfaction. Employee welfare increases job satisfaction but can reduce organizational Performance without a sound management system. Job satisfaction has been shown to improve organizational Performance, which supports the theory that happy employees are more productive. Sustainable practices improve employee welfare but do not directly impact job satisfaction and organizational Performance