Dampak Pelatihan, HRIS, dan Kesejahteraan Karyawan terhadap Komitmen Organisasional pada Perusahaan Transportasi di Semarang
DOI:
https://doi.org/10.58192/wawasan.v4i3.4359Keywords:
Digital Transformation, Employee Well-Being, HRIS, organizational commitment, Training and developmentAbstract
This study was motivated by the growing challenges faced by transportation service companies in Semarang in maintaining organizational commitment amid digital transformation and increasing service competition. Organizational commitment is recognized as a strategic factor influencing employee retention, productivity, and service quality. The study aims to analyze the effects of training and development, adoption of the Human Resource Information System (HRIS), and employee well-being on organizational commitment. Using a quantitative design with a one-group pre–post test method, data were collected from 100 employees across three main divisions of a transportation company. Data were analyzed using paired-sample t-tests and multiple linear regression. The findings revealed significant improvements across all variables after the interventions, with employee well-being having the most dominant influence on organizational commitment (β = 0.348; p < 0.05). The R² value of 0.68 indicates that the three variables together explain 68% of the variation in employee commitment. These results highlight the importance of integrating training programs, HR digitalization, and well-being initiatives to strengthen employee loyalty and emotional attachment. The study offers practical implications for developing digital HR strategies oriented toward long-term well-being and commitment.
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