Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective
This study explores a combination of Sustainable Human Resource Management and Artificial Intelligence on employee well-being with a view to improving employee engagement for workers in Greater Jakarta, Indonesia. We applied Chi-Square and Rasch Model analyses on data collected from a cross-sectiona...
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| Format: | Article |
| Language: | English |
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EDP Sciences
2025-01-01
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| Series: | E3S Web of Conferences |
| Online Access: | https://www.e3s-conferences.org/articles/e3sconf/pdf/2025/01/e3sconf_icegc2024_00020.pdf |
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| author | Grace Herlina Maria Iskandar Karto |
| author_facet | Grace Herlina Maria Iskandar Karto |
| author_sort | Grace Herlina Maria |
| collection | DOAJ |
| description | This study explores a combination of Sustainable Human Resource Management and Artificial Intelligence on employee well-being with a view to improving employee engagement for workers in Greater Jakarta, Indonesia. We applied Chi-Square and Rasch Model analyses on data collected from a cross-sectional survey of 366 employees. The results yield significant positive associations between the sustainability of HRM practices and employee engagement along with those of well-being and engagement. However, it also noted that the integration of AI technology enhances employee engagement by reducing workload and enhancing decision-making support. Therefore, these findings emphasize the need to adopt sustainable HRM practices that aim to guarantee employee welfare and well-being, resulting in a more productive and engaged workforce. Contribution to the literature: A multidimensional model of employee engagement that integrates the role of sustainability, well-being, and technology. Practical implications include organizations investing in holistic HRM strategies that are commensurate with their sustainability goals and using AI to leverage value-added responses in employees. Future research directions could also be suggested, such as longitudinal studies and a broader approach to sampling, thereby enhancing generalizability across diverse contexts. |
| format | Article |
| id | doaj-art-fc8c298f5aa2432a851f6e816f347a4a |
| institution | Kabale University |
| issn | 2267-1242 |
| language | English |
| publishDate | 2025-01-01 |
| publisher | EDP Sciences |
| record_format | Article |
| series | E3S Web of Conferences |
| spelling | doaj-art-fc8c298f5aa2432a851f6e816f347a4a2025-02-05T10:46:25ZengEDP SciencesE3S Web of Conferences2267-12422025-01-016010002010.1051/e3sconf/202560100020e3sconf_icegc2024_00020Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 PerspectiveGrace Herlina Maria0Iskandar Karto1Management Department, BINUS Business School Undergraduate Program, Bina Nusantara UniversityComputer Science Department, School of Computer Science, Bina Nusantara UniversityThis study explores a combination of Sustainable Human Resource Management and Artificial Intelligence on employee well-being with a view to improving employee engagement for workers in Greater Jakarta, Indonesia. We applied Chi-Square and Rasch Model analyses on data collected from a cross-sectional survey of 366 employees. The results yield significant positive associations between the sustainability of HRM practices and employee engagement along with those of well-being and engagement. However, it also noted that the integration of AI technology enhances employee engagement by reducing workload and enhancing decision-making support. Therefore, these findings emphasize the need to adopt sustainable HRM practices that aim to guarantee employee welfare and well-being, resulting in a more productive and engaged workforce. Contribution to the literature: A multidimensional model of employee engagement that integrates the role of sustainability, well-being, and technology. Practical implications include organizations investing in holistic HRM strategies that are commensurate with their sustainability goals and using AI to leverage value-added responses in employees. Future research directions could also be suggested, such as longitudinal studies and a broader approach to sampling, thereby enhancing generalizability across diverse contexts.https://www.e3s-conferences.org/articles/e3sconf/pdf/2025/01/e3sconf_icegc2024_00020.pdf |
| spellingShingle | Grace Herlina Maria Iskandar Karto Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective E3S Web of Conferences |
| title | Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective |
| title_full | Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective |
| title_fullStr | Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective |
| title_full_unstemmed | Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective |
| title_short | Integrating Sustainable HRM, AI, and Employee Well-Being to Enhance Engagement in Greater Jakarta: An SDG 3 Perspective |
| title_sort | integrating sustainable hrm ai and employee well being to enhance engagement in greater jakarta an sdg 3 perspective |
| url | https://www.e3s-conferences.org/articles/e3sconf/pdf/2025/01/e3sconf_icegc2024_00020.pdf |
| work_keys_str_mv | AT graceherlinamaria integratingsustainablehrmaiandemployeewellbeingtoenhanceengagementingreaterjakartaansdg3perspective AT iskandarkarto integratingsustainablehrmaiandemployeewellbeingtoenhanceengagementingreaterjakartaansdg3perspective |