The Influence of Human Resource Management Digitalization on Employee Performance through Readiness for Change as a Mediating Variable
TL;DR
The findings indicate that employee performance improvements through HRM digitalization occur not only directly, but also through increased employee readiness to accept and adapt to organizational change.
Abstract
Digital transformation has encouraged organizations to adopt various technologies in human resource management to improve work effectiveness and efficiency. However, the success of human resource management (HRM) digitalization is not only determined by the technology used, but also by employee readiness to face organizational change. This study aims to analyze the effect of HRM digitalization on employee performance and examine the role of readiness to change as a mediating variable in this relationship. The study used a quantitative approach with an explanatory research design. Data were collected by distributing questionnaires to employees in organizations that have implemented HRM digitalization. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS), which includes validity, reliability, and hypothesis testing. The results of the study indicate that HRM digitalization has a positive and significant effect on employee performance. HRM digitalization has also been shown to have a positive and significant effect on employee readiness to change. Furthermore, readiness to change has a positive and significant effect on employee performance. The results of the mediation test indicate that readiness to change can significantly mediate the relationship between HRM digitalization and employee performance. These findings indicate that employee performance improvements through HRM digitalization occur not only directly, but also through increased employee readiness to accept and adapt to organizational change. This research provides a theoretical contribution by enriching the study of HRM digitalization and change management, particularly regarding the role of change readiness as a mediating mechanism. Practically, the research findings provide implications for organizations to focus not only on technology investment, but also on competency development, training, change communication, and the formation of an adaptive work culture. Thus, HRM digitalization supported by a high level of change readiness can be an effective strategy for improving employee performance and organizational competitiveness in the digital era.