Rinto Yuniarso, Henky Lisan Suwarno

Transformasi Digital, Manajemen Pengetahuan, dan Pengaruhnya terhadap Kinerja Karyawan Universitas Swasta Bandung

Introduction

Transformasi digital, manajemen pengetahuan, dan pengaruhnya terhadap kinerja karyawan universitas swasta bandung. Pelajari dampak transformasi digital & manajemen pengetahuan terhadap kinerja karyawan universitas swasta di Bandung. Studi ini berikan strategi terpadu untuk pendidikan tinggi.

Abstract

Digital transformation is now a strategic imperative in higher education human resources, crucial for boosting administrative staff performance. This study investigates how digital transformation impacts employee performance, using knowledge management as a mediating factor. Conducted at a private university in Bandung, the research employed a quantitative method with a sample of 100 administrative employees. Using PLS-SEM analysis, the results show that digital transformation significantly improves both knowledge management and employee performance. Knowledge management also proved to be a strong mediator. These findings confirm that digital tools must be paired with structured knowledge management to sustainably enhance employee outcomes, providing a blueprint for universities to develop integrated digital strategies.

Review

This study, titled "Transformasi Digital, Manajemen Pengetahuan, dan Pengaruhnya terhadap Kinerja Karyawan Universitas Swasta Bandung," delves into a highly relevant and timely subject: the impact of digital transformation on employee performance within higher education, specifically focusing on the mediating role of knowledge management. The authors correctly position digital transformation as a strategic imperative for administrative staff in universities. Utilizing a quantitative method with a sample of 100 administrative employees from a private university in Bandung, the research employed PLS-SEM analysis to uncover these relationships. The core findings indicate that digital transformation significantly improves both knowledge management and employee performance, with knowledge management emerging as a strong mediator in this process. A key strength of this paper is its clear focus on a critical area for modern higher education institutions. The methodology chosen, a quantitative approach with PLS-SEM, is appropriate for investigating the hypothesized direct and mediating effects, providing a robust statistical foundation for the conclusions. The identification of knowledge management as a strong mediator offers a nuanced understanding of how digital transformation translates into improved performance, going beyond a mere direct correlation. The specific context of a private university in Bandung also adds valuable localized insights, contributing to the understanding of these dynamics within a particular regional and institutional setting. The practical implications of this research are significant, offering a clear "blueprint" for universities aiming to develop more effective and integrated digital strategies. The finding that digital tools must be coupled with structured knowledge management provides actionable guidance for university administrators and HR departments. To further build on this strong foundation, future research could explore the specific mechanisms of knowledge management enhanced by digital tools, conduct qualitative studies to gather employee perspectives, or broaden the scope to comparative studies across different types of universities or national contexts to assess generalizability and nuanced differences. Overall, this paper provides a valuable and practical contribution to the fields of digital transformation and human resource management in higher education.

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