EXAMINING THE MEDIATING ROLE OF DIGITAL CULTURE ON DIGITAL TALENT IN THE TELECOMMUNICATION SECTOR

Nurul Khaira, Yunus Triyonggo, Anggraini Sukmawati

Abstract


The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership.  The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

Keywords


Digital Culture Digital Leadership; Digital Literacy; SEM-PLS; Talent Management

Full Text:

PDF

References


Ahmad, M., Badusah, J., Mansor, A. Z., Abdul Karim, A., Khalid, F., Daud, M. Y., Din, R., and Zulkefle, D. F. 2016. The Application of 21st Century ICT Literacy Model among Teacher Trainees. Turkish Online J. Educ. Technol, 15(3), pp. 151–161.

Becker, K. and Smidt, M. 2016. A Risk Perspective on Human Resource Management: A Review and Directions for Fu-ture Research. Hum. Resour. Manag, 26(2), pp. 149–165. DOI: https://doi.org/10.1016/j.hrmr.2015.12.001.

Beechler, S. and Woodward, I. C. 2009. The Global "War for Talent". Journal of International Management, 14, pp. 273–285.

Belshaw. 2012. What Is Digital Literacy?. Durham University.

Bughin, J., Manyika, J., Woetzel, J., Mattern, F. M., Chui, S., Lund, A., Madgavkar, S., Ramaswamy, J., Cadena, A., Dobbs, R., George, K., Gupta, R., Hazan, E., Labaye, E., Leke, A., and Nyquist, S. 2017. A Future that Works: Automation, Employment, and Productivity. McKinsey Global Institute, January, pp. 1–28. http://njit2.mrooms.net/pluginfile.php/688844/mod_resource/content/1/Executive Summary of McKinsey Report on Automation.pdf.

Cadorin, E., Klofsten, M., and Löfsten, H. 2021. Science Parks, Talent Attraction and Stakeholder Involvement: An International Study. Journal of Technology Transfer, 46(1), pp. 1–28. DOI: https://doi.org/10.1007/s10961-019-09753-w.

Cardenas-Navia, I. and Fitzgerald, B. K. 2019. The Digital Dilemma: Winning and Losing Strategies in the Digital Talent Race. Industry and Higher Education, 33(3), pp. 214–217. DOI: https://doi.org/10.1177/0950422219836669.

Carneiro, R. and Draxler, A. 2008. Education for the 21st Century: Lessons and Challenges. European Journal of Education, 43(2), pp. 149–160.

Chung, H. and van der Lippe, T. 2020. Flexible Working, Work–Life Balance, and Gender Equality: Introduction. Social Indicators Research, 151(2), pp. 365–381. DOI: https://doi.org/10.1007/s11205-018-2025-x.

Creswell, J. W. 2014. Research Design, Qualitative, Quantitative, and Mixed Methods Approaches (4th ed.). Sage Publications.

Dan, S., Ivana, D., Zaharie, M., Metz, D., and Drăgan, M. (2021). Digital Talent Management. DOI: https://doi.org/doi:10.1007/978-3-030-76750-1.

Delery, J. E. and Doty, D. H. 1996. Modes of Theorizing in Strategic Human Resource Management : Test of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal, 39(4), pp. 802–835.

Dessler, G. 2020. Human Resource Management. 16th ed. Pearson.

Eaves, A. O. 2016. Moved by Meaning: Attracting, Retaining, and Managing Digital Talent in Government.

Elahi, E. 2013. Risk Management: The Next Source of Competitive Advantage. Emerald Group Publishing Limited, 15(2), pp. 23–46.

Garavan, T. N., Carbery, R., and Rock, A. 2012. Mapping Talent Development: Definition, Scope and Architecture. European Journal of Training and Development, 36(1), pp. 5–24. DOI: https://doi.org/doi:10.1108/03090591211192601.

Ghozali, I. and Latan, H. 2015. Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 untuk Penelitian Empiris. 2nd ed. Badan Penerbit Universitas Diponegoro.

Huang, Y. H., Wu, H. J., Yeh, C. H., Wang, C. P., Lu, L. H., and Tsai, I. C. 2020. Innovative Training Model of Cross-Domain Digital ICT Talent Development for Training Application of Data Analysis in Medical Field. Proceedings of 2020 IEEE International Conference on Teaching, Assessment, and Learning for Engineering, TALE 2020, pp. 601–605. DOI: https://doi.org/10.1109/TALE48869.2020.9368422.

Jong, J. D. 2010. Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1).

Karaboğa, T., Gürol, Y., Binici, C. M., and Sarp, P. 2021. Sustainable Digital Talent Ecosystem in the New Era: Impacts on Businesses, Governments and Universities. Istanbul Business Research. DOI: https://doi.org/10.26650/ibr.2020.49.0009.

Karacay, G. 2018. Talent Development for Industry 4.0. pp. 123–136. DOI: https://doi.org/10.1007/978-3-319-57870-5_7.

Kraev, V. M. 2019. Risk Management in Human Resource Management. TEM J, 8(4), pp. 1185–1190.

Kristanti and Harahap, P. 2012. The Effect of Digital Leadership, Communication and Work Motivation on Employee Performance (Study at PT. Bank Tabungan Pensiunan Nasional Semarang Branch). USM Management Dynamics, 1(1), pp. 16–28.

Marta, O. E. 2011. Analisis Pengaruh Gaya Kepemimpinan dan Budaya Organisasional terhadap Kinerja Organisasi: Responsiveness sebagai Variabel Intervening. Universitas Diponegoro, Indonesia.

McFarland, W. and Jestaz, D. 2016. Talent Development in the Digital Age: A Neuroscience Perspective. Industrial and Commercial Training, 48(2), pp. 74–79. DOI: https://doi.org/10.1108/ICT-09-2015-0062.

Morakanyane, A. G. 2017. Conceptualizing Digital Transformation in Business Organizations: A Systematic Review of Literature. 30th Bled EConference Digit. Transform. - From Connect Things to Transform Our Lives, BLED 2017, pp. 427–444.

Nair, K. 2019. Overcoming Today's Digital Talent Gap in Organizations Worldwide. Development and Learning in Organizations, 33(6), pp. 16–18. DOI: https://doi.org/10.1108/DLO-02-2019-0044.

Nofrita, R., Kamil, I., Jonrinaldi, J., Yuliandra, B., and Halim, I. 2020. The Effect of Digital Talent on Individual Innovation Behavior, Skills of Revolution Industry 4.0 as Mediator Variables. Jurnal Optimasi Sistem Industri, 19(2), pp. 133–143. DOI: https://doi.org/10.25077/josi.v19.n2.p133-143.2020.

Raf, A. G. 2014. Pengaruh Gaya Kepemimpinan, Budaya Organisasi, Motivasi Kerja dan Lingkungan Kerja terhadap Kinerja Akuntan Pemerintah (Studi Empiris pada Perwakilan BPKP Provinsi Riau). JOM FEKON, Fakultas Ekonomi, Universitas Riau, 1(2).

Ready, D. A. and Peebles, M. E. 2015. Developing The Next Generation of Enterprise Leaders. MIT Sloan Management Review, 57(1), pp. 43–51.

Sarwono. 2010. Pengertian Dasar Structural Equation Modeling (SEM). J. Ilm. Manaj. Bisnis, 10(3), pp. 173–182.

Schein, E. H. 2010. Organizational Culture and Leadership. John Wiley and Sons, Ed.; 2nd ed.

Shelton-Hunt, C. 2014. Managing Human Capital in the Digital Era. People and Strategy, 37(2), pp. 37–41.

Shikweni, S., Schurink, W., and Van Wyk, R. 2019. SA Journal of Human Resource Management. DOI: https://doi.org/10.4102/sajhrm.

Shin, G., Choi, J. N., and Moon, R. J. 2019. Skilled Migrants as Human and Social Capital in Korea. Asian Survey, 59(4), pp. 673–692.

Silvanto, S. and Ryan, J. 2018. An Investigation into the Core Appeals for Nation Branding to Attract and Retain Talent to Enhance a Country's Competitiveness. Competitiveness Review, 28(5), pp. 584–604. DOI: https://doi.org/10.1108/CR-05-2017-0036.

Smet, A. D., Lurie, M., and George, A. S. 2018. Leading Agile Transformation: The New Capabilities Leaders Need to Build 21st-Century Organizations. McKinsey Co, October 27.

Sobocka-Szczapa, H. 2021. Recruitment of Employees—Assumptions of the Risk Model. Risks, 9(3). DOI: https://doi.org/10.3390/risks9030055.

Trost, A. 2020. Human Resources Strategies Balancing Stability and Agility in Times of Digitization. Springer. DOI: https://doi.org/https://doi.org/10.1007/978-3-030-30592-5.

Udin-Ganaie, M. 2017. Talent Management and Value Creation: A Conceptual Framework Talent Management Practices and Value Creation: A Study on Selected Service Organizations. View Project. In Article in Academy of Strategic Management Journal. https://www.researchgate.net/publication/321026135.

Uğural, M. N. 2020. Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis. Sustainability (Switzerland), pp. 12–13.

Van den Berg, M. J., Stander, M. W., and van der Vaart, L. 2020. An Exploration of Key Human Resource Practitioner Competencies in a Digitally Transformed Organisation. SA Journal of Human Resource Management, 18(December), pp. 1–13. DOI: https://doi.org/10.4102/sajhrm.v18i0.1404.

Walford-Wright, G. and Scott-Jackson, W. 2018. Talent Rising; People Analytics and Technology Driving Talent Acquisition Strategy. Strategic HR Review, 17(5), pp. 226–233. DOI: https://doi.org/10.1108/shr-08-2018-0071.

Wulansari, E. G. 2020. Stres Kerja dengan Produktivitas Kerja Karyawan di PT Politama Pakindo Ungaran. Jurnal Psikologi Perseptual, 5(1), pp. 1. DOI: https://doi.org/10.24176/perseptual.v5i1.5002.

Yuan, Y. H., Liu, C. H., and Kuang, S. S. 2021. Innovative Interactive Teaching Model for Cultivating Digital Literacy Talent in Decision Making, Sustainability, and Computational Thinking. Sustainability (Switzerland), 13(9). DOI: https://doi.org/10.3390/su13095117.




DOI: http://dx.doi.org/10.21776/ub.jam.2023.021.02.13

Refbacks

  • There are currently no refbacks.