Pengaruh Otomatisasi dan Digitalisasi terhadap Human Sustainability: Peran Mediasi Human Capital Readiness dan Moderasi Perceived Organizational Support
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Published
Sep 27, 2026
Abstract
Digital transformation in Rupiah currency management (PUR) encourages the implementation of automation and digitalization that changes not only work processes but also competency requirements and workforce sustainability. However, empirical research explaining the mechanism through which technological transformation contributes to Human Sustainability, particularly in central-bank Rupiah currency management, remains limited. This study examines the effects of automation and digitalization on Human Sustainability and investigates the mediating role of Human Capital Readiness (HCR) and the moderating role of Perceived Organizational Support (POS) among employees in the PUR area of Bank Indonesia. A quantitative approach was employed involving 270 respondents from a population of 828 employees. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that automation and digitalization have positive but statistically insignificant direct effects on Human Sustainability. In contrast, HCR has a positive and significant effect on Human Sustainability and significantly mediates the effects of both automation and digitalization. POS does not significantly moderate the relationships between automation or digitalization and HCR, but it has a positive and significant direct effect on HCR. The findings indicate that technology acts as an enabler, while human capital readiness is the key mechanism translating technological transformation into human sustainability. The novelty lies in integrating technological transformation, human capital readiness, and organizational support in the specific context of Rupiah currency management within a central bank. Keyword: Automation, Digitalization, Human Capital Readiness, Perceived Organizational Support, Human Sustainability.
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How to Cite
Pujiastuti, M. R. and Kasmir, K. (2026) “Pengaruh Otomatisasi dan Digitalisasi terhadap Human Sustainability: Peran Mediasi Human Capital Readiness dan Moderasi Perceived Organizational Support ”, Ranah Research : Journal of Multidisciplinary Research and Development, 8(6), pp. 2432-2443. doi: 10.38035/rrj.v8i6.2294.
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Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual Review of Organizational Psychology and Organizational Behavior, 10, 25–53. https://doi.org/10.1146/annurev-orgpsych-120920-053933
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Fu, F., Zha, W., & Zhou, Q. (2023). The impact of enterprise digital capability on employee sustainable performance: From the perspective of employee learning. Sustainability, 15(17), 12897. https://doi.org/10.3390/su151712897
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Gutu, I., Agheorghiesei, D. T., & Tugui, A. (2023). Assessment of a workforce sustainability tool through leadership and digitalization. International Journal of Environmental Research and Public Health, 20(2), 1360. https://doi.org/10.3390/ijerph20021360
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (3rd ed.). SAGE Publications.
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Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Hornungová, J., & Petrová, K. (2025). The role of digital transformation on sustainable human resource management. Studies in Business and Economics, 20(1), 58–76.
Khalequzzaman, M., Wang, S., Zhang, N., & Wang, L. (2025). Digital transformation stressors in banking: Technostress as a mediator and organizational support as a moderator of job performance. Acta Psychologica, 260, 105699. https://doi.org/10.1016/j.actpsy.2025.105699
Kramar, R. (2014). Beyond strategic human resource management: Is sustainable HRM the next approach? The International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Lou, Y., Hong, A., & Li, Y. (2024). Assessing the role of HRM and HRD in enhancing sustainable job performance and innovative work behaviors through digital transformation. Sustainability, 16(12), 5162. https://doi.org/10.3390/su16125162
Marsh, E., Perez Vallejos, E., & Spence, A. (2024). Overloaded by information or worried about missing out on it: Stress, burnout, and mental health implications in the digital workplace. SAGE Open, 14(3). https://doi.org/10.1177/21582440241268830
Masyhuri, M., Sudiro, A., Prabandari, S. P., & Kurniawati, D. T. (2024). Human capital and readiness for digital innovation: The mediating role of thriving at work and the moderating role of perceived organizational support. The Journal of Behavioral Science, 19(2), 30–43.
Mat Khairi, S. M., et al. (2025). Linking digital transformation and sustainable HRM: A conceptual framework on the mediating role of digital competencies. International Journal of Research and Innovation in Social Science, 9(10), 5885–5901. https://doi.org/10.47772/IJRISS.2025.910000484
Nafukho, F. M., Hairston, N. R., & Brooks, K. (2004). Human capital theory: Implications for human resource development. Human Resource Development International, 7(4), 545–551. https://doi.org/10.1080/1367886042000299843
Nikou, S., De Reuver, M., & Mahboob Kanafi, M. (2022). Workplace literacy skills—How information and digital literacy affect adoption of digital technology. Journal of Documentation, 78(7), 371–391. https://doi.org/10.1108/JD-12-2021-0241
Ogbeibu, S., et al. (2024). Demystifying organisational smart technology, artificial intelligence, robotics and algorithms capability. Business Strategy and the Environment, 33(2), 369–388. https://doi.org/10.1002/bse.3495
Pansini, M., Buonomo, I., De Vincenzi, C., Ferrara, B., & Benevene, P. (2023). Positioning technostress in the JD-R model perspective: A systematic literature review. Healthcare, 11(3), 446. https://doi.org/10.3390/healthcare11030446
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Schlegel, D., & Kraus, P. (2023). Skills and competencies for digital transformation in the context of robotic process automation. International Journal of Organizational Analysis, 31(3), 804–822. https://doi.org/10.1108/IJOA-04-2021-2707
Schultz, T. W. (1961). Investment in human capital. The American Economic Review, 51(1), 1–17.
Teece, D. J. (2007). Explicating dynamic capabilities: The nature and microfoundations of sustainable enterprise performance. Strategic Management Journal, 28(13), 1319–1350. https://doi.org/10.1002/smj.640
Tjahjadi, B., Soewarno, N., Nadyaningrum, V., & Aminy, A. (2022). Human capital readiness and global market orientation in Indonesian MSME performance. International Journal of Productivity and Performance Management, 71(1), 79–99. https://doi.org/10.1108/IJPPM-04-2020-0181
Vial, G. (2019). Understanding digital transformation: A review and a research agenda. The Journal of Strategic Information Systems, 28(2), 118–144. https://doi.org/10.1016/j.jsis.2019.01.003
Virmani, N., et al. (2025). Navigating the landscape through digital human resource management: An initiative to achieve sustainable practices. Sustainable Futures, 9, 100594. https://doi.org/10.1016/j.sftr.2025.100594
Wang, X., et al. (2025). Do digital technology-related demands facilitate employees' innovative behavior? The effects of career resilience and perceived organizational support. SAGE Open, 15(4). https://doi.org/10.1177/21582440251393866
Xu, G., Xue, M., & Zhao, J. (2023). The association between artificial intelligence awareness and employee depression: The mediating role of emotional exhaustion and moderating role of perceived organizational support. International Journal of Environmental Research and Public Health, 20(6), 5147. https://doi.org/10.3390/ijerph20065147
Zhou, X., Xiong, Q., Wang, M., Huang, L., & Zhong, M. (2025). Employees' perception of digital human resource management changes and proactive behavior. Frontiers in Psychology, 16, 1623702. https://doi.org/10.3389/fpsyg.2025.1623702
Acemoglu, D., & Autor, D. (2011). Skills, tasks and technologies: Implications for employment and earnings. In Handbook of Labor Economics, 4B, 1043–1171. Elsevier. https://doi.org/10.1016/S0169-7218(11)02410-5
Aust, I., Matthews, B., & Muller-Camen, M. (2020). Common Good HRM: A paradigm shift in sustainable HRM? Human Resource Management Review, 30(3), 100705. https://doi.org/10.1016/j.hrmr.2019.100705
Autor, D. H. (2015). Why are there still so many jobs? The history and future of workplace automation. Journal of Economic Perspectives, 29(3), 3–30. https://doi.org/10.1257/jep.29.3.3
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands–resources theory: Ten years later. Annual Review of Organizational Psychology and Organizational Behavior, 10, 25–53. https://doi.org/10.1146/annurev-orgpsych-120920-053933
Bank Indonesia. (2024). Blueprint Pengelolaan Uang Rupiah (BPPUR) 2024–2030. Bank Indonesia.
Bank Indonesia. (2025). Laporan Perekonomian Indonesia 2024. Bank Indonesia. https://www.bi.go.id
Barišić, A. F., Rybacka Barišić, J., & Miloloža, I. (2021). Digital transformation: Challenges for human resources management. ENTRENOVA, 7(1), 357–366. https://doi.org/10.54820/GTFN9743
Becker, G. S. (1964). Human capital: A theoretical and empirical analysis, with special reference to education. Columbia University Press.
Bibi, M., Tan, T. G., & Yao, H. (2025). Exploring the impact of AI capabilities on employee well-being: A mediated moderation analysis. SAGE Open, 15(3). https://doi.org/10.1177/21582440251361981
Caroline, A., Coun, M. J. H., Gunawan, A., & Stoffers, J. (2025). A systematic literature review on digital literacy, employability, and innovative work behavior. Frontiers in Psychology, 15, 1448555. https://doi.org/10.3389/fpsyg.2024.1448555
Deci, E. L., & Ryan, R. M. (2000). The what and why of goal pursuits. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Deloitte. (2024). 2024 Global Human Capital Trends. Deloitte Insights.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Ekuma, K. (2024). Artificial intelligence and automation in human resource development: A systematic review. Human Resource Development Review, 23(2), 199–229. https://doi.org/10.1177/15344843231224009
Espina-Romero, L., et al. (2024). The role of digital transformation and digital competencies in organizational sustainability. Sustainability, 16(16), 6993. https://doi.org/10.3390/su16166993
Fu, F., Zha, W., & Zhou, Q. (2023). The impact of enterprise digital capability on employee sustainable performance: From the perspective of employee learning. Sustainability, 15(17), 12897. https://doi.org/10.3390/su151712897
Galanti, T., De Vincenzi, C., Buonomo, I., & Benevene, P. (2023). Digital transformation: Inevitable change or sizable opportunity? The strategic role of HR management in Industry 4.0. Administrative Sciences, 13(2), 30. https://doi.org/10.3390/admsci13020030
Gutu, I., Agheorghiesei, D. T., & Tugui, A. (2023). Assessment of a workforce sustainability tool through leadership and digitalization. International Journal of Environmental Research and Public Health, 20(2), 1360. https://doi.org/10.3390/ijerph20021360
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (3rd ed.). SAGE Publications.
Harunavamwe, M., Ward, C., & Marange, T. (2025). Influence of technostress on work engagement and workplace flourishing: The mediating role of perceived organizational support. Cogent Psychology, 12(1), 2561437. https://doi.org/10.1080/23311908.2025.2561437
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Hornungová, J., & Petrová, K. (2025). The role of digital transformation on sustainable human resource management. Studies in Business and Economics, 20(1), 58–76.
Khalequzzaman, M., Wang, S., Zhang, N., & Wang, L. (2025). Digital transformation stressors in banking: Technostress as a mediator and organizational support as a moderator of job performance. Acta Psychologica, 260, 105699. https://doi.org/10.1016/j.actpsy.2025.105699
Kramar, R. (2014). Beyond strategic human resource management: Is sustainable HRM the next approach? The International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Lou, Y., Hong, A., & Li, Y. (2024). Assessing the role of HRM and HRD in enhancing sustainable job performance and innovative work behaviors through digital transformation. Sustainability, 16(12), 5162. https://doi.org/10.3390/su16125162
Marsh, E., Perez Vallejos, E., & Spence, A. (2024). Overloaded by information or worried about missing out on it: Stress, burnout, and mental health implications in the digital workplace. SAGE Open, 14(3). https://doi.org/10.1177/21582440241268830
Masyhuri, M., Sudiro, A., Prabandari, S. P., & Kurniawati, D. T. (2024). Human capital and readiness for digital innovation: The mediating role of thriving at work and the moderating role of perceived organizational support. The Journal of Behavioral Science, 19(2), 30–43.
Mat Khairi, S. M., et al. (2025). Linking digital transformation and sustainable HRM: A conceptual framework on the mediating role of digital competencies. International Journal of Research and Innovation in Social Science, 9(10), 5885–5901. https://doi.org/10.47772/IJRISS.2025.910000484
Nafukho, F. M., Hairston, N. R., & Brooks, K. (2004). Human capital theory: Implications for human resource development. Human Resource Development International, 7(4), 545–551. https://doi.org/10.1080/1367886042000299843
Nikou, S., De Reuver, M., & Mahboob Kanafi, M. (2022). Workplace literacy skills—How information and digital literacy affect adoption of digital technology. Journal of Documentation, 78(7), 371–391. https://doi.org/10.1108/JD-12-2021-0241
Ogbeibu, S., et al. (2024). Demystifying organisational smart technology, artificial intelligence, robotics and algorithms capability. Business Strategy and the Environment, 33(2), 369–388. https://doi.org/10.1002/bse.3495
Pansini, M., Buonomo, I., De Vincenzi, C., Ferrara, B., & Benevene, P. (2023). Positioning technostress in the JD-R model perspective: A systematic literature review. Healthcare, 11(3), 446. https://doi.org/10.3390/healthcare11030446
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Schlegel, D., & Kraus, P. (2023). Skills and competencies for digital transformation in the context of robotic process automation. International Journal of Organizational Analysis, 31(3), 804–822. https://doi.org/10.1108/IJOA-04-2021-2707
Schultz, T. W. (1961). Investment in human capital. The American Economic Review, 51(1), 1–17.
Teece, D. J. (2007). Explicating dynamic capabilities: The nature and microfoundations of sustainable enterprise performance. Strategic Management Journal, 28(13), 1319–1350. https://doi.org/10.1002/smj.640
Tjahjadi, B., Soewarno, N., Nadyaningrum, V., & Aminy, A. (2022). Human capital readiness and global market orientation in Indonesian MSME performance. International Journal of Productivity and Performance Management, 71(1), 79–99. https://doi.org/10.1108/IJPPM-04-2020-0181
Vial, G. (2019). Understanding digital transformation: A review and a research agenda. The Journal of Strategic Information Systems, 28(2), 118–144. https://doi.org/10.1016/j.jsis.2019.01.003
Virmani, N., et al. (2025). Navigating the landscape through digital human resource management: An initiative to achieve sustainable practices. Sustainable Futures, 9, 100594. https://doi.org/10.1016/j.sftr.2025.100594
Wang, X., et al. (2025). Do digital technology-related demands facilitate employees' innovative behavior? The effects of career resilience and perceived organizational support. SAGE Open, 15(4). https://doi.org/10.1177/21582440251393866
Xu, G., Xue, M., & Zhao, J. (2023). The association between artificial intelligence awareness and employee depression: The mediating role of emotional exhaustion and moderating role of perceived organizational support. International Journal of Environmental Research and Public Health, 20(6), 5147. https://doi.org/10.3390/ijerph20065147
Zhou, X., Xiong, Q., Wang, M., Huang, L., & Zhong, M. (2025). Employees' perception of digital human resource management changes and proactive behavior. Frontiers in Psychology, 16, 1623702. https://doi.org/10.3389/fpsyg.2025.1623702