Peran Keterlibatan Karyawan dalam Memediasi Pengaruh Digital HRM terhadap Kesejahteraan Psikologis Karyawan

Abstract

This study examines the role of employee engagement in mediating the relationship between Digital Human Resource Management (Digital HRM) and employees’ psychological well-being. As organizations increasingly adopt digital technologies such as HR analytics, artificial intelligence, and electronic HRM systems, understanding their psychological impact on employees becomes essential. Using a systematic literature review approach, this research synthesizes findings from recent scholarly publications to identify patterns, relationships, and theoretical explanations linking Digital HRM, employee engagement, and well-being outcomes. The review indicates that Digital HRM can function as a job resource by enhancing transparency, communication, and access to information, which strengthens employee engagement and, in turn, improves psychological well-being. However, digitalization may also act as a job demand when it increases cognitive load and technostress, particularly in the absence of organizational support. The study highlights the Job Demands–Resources (JD-R) framework as a useful lens for explaining these dual effects. The findings underline the importance of organizational support, training, and a supportive digital culture to maximize the positive psychological outcomes of Digital HRM implementation