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"Penelitian ini bertujuan untuk menguji pengaruh artificial intelligence (AI) terhadap employee performance dan work engagement pada pekerja Gen Z. Investigasi dilakukan dengan menganalisis peran variabel moderasi change leadership terhadap atas pengaruh AI terhadap employee performance dan work engagement. Pendekatan kuantitatif digunakan dengan metode analisis data partial least square structural equation model (PLS-SEM) dengan menggunakan SmartPLS 4. Metode sampling yang digunakan ada purposive samping dengan kriteria: pekerja Gen Z, bekerja di wilayah Jabodetabek, bekerja minimal 1 tahun, memiliki atasan langsung dan pernah menggunakan AI untuk urusan pekerjaan. Terkumpul sebanyak 186 responden yang memenuhi syarat kriteria. Hasil studi menunjukkan bahwa AI memiliki efek yang positif dan signifikan terhadap employee performance dan work engagement. Change leadership secara positif memoderasi pengaruh AI terhadap work engagement. Namun, change leadership memoderasi secara negatif pengaruh AI terhadap employee performance. Kontribusi penelitian ini untuk mengisi celah penelitian dalam hal pengembangan teori manajemen sumber daya manusia dalam konteks penggunaan teknologi AI dan efektivitas organisasi, lebih khusus pada pekerja generasi Z. Sebagai implikasi manajerial, organisasi perlu cepat beradaptasi dengan perkembangan teknologi AI, terutama dalam hal pengambilan keputusan manajemen dan penyelesaian masalah operasional dan stratejik.

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This research aims to examine the influence of artificial intelligence (AI) on employee performance and work engagement among Gen Z workers. The investigation was conducted by analyzing the role of the moderating variable of change leadership on the influence of AI on employee performance and work engagement. A quantitative approach was used with partial least square structural equation model (PLS-SEM) data analyis method using SmartPLS 4. The sampling method used was purposive sampling with the criteria: Gen Z workers, work in the Jabodetabek area, have worked for at least 1 year, have a direct supervisor, and used AI for work-related tasks. A total of 186 respondents who met the criteria were collected. The study results show that AI has a positive and significant effect on employee performance and work engagement. Change leadership positively moderates the influence of AI on work engagement. However, change leadership negatively moderates the influence of AI on employee performance. The contribution of this study is to fill the research gap in the development of human resource management theory in the context of AI technology usage and organizational effectiveness, particularly for generation Z workers. As a managerial implication, organizations need to quickly to adapt to the development of AI technology, especially in terms of management decision making and solving operational and strategic problems.

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"Ancaman siber yang semakin canggih dan sering mengincar organisasi menuntut pendekatan keamanan yang lebih kuat. Salah satu solusi yang terbukti efektif adalah penerapan Zero Trust Architecture (ZTA), yang dapat meningkatkan ketahanan jaringan dengan mencegah penyebaran malware dan lateral movement. Namun, implementasi ZTA sering kali memerlukan sumber daya yang besar dan biaya yang tinggi, sehingga sulit dijangkau oleh organisasi dengan keterbatasan anggaran dan infrastruktur. Penelitian ini menghasilkan dan mempublikasikan AutoZT, sebuah alat otomatisasi yang menggabungkan dua fungsi utama: ZTscan, yang mengintegrasikan Masscan dan Nmap untuk mempercepat serta meningkatkan akurasi resource discovery jaringan; dan modul perancangan ZTA yang menyederhanakan proses microsegmentation jaringan. AutoZT dikembangkan untuk membantu administrator jaringan dalam mengidentifikasi aset dan celah keamanan secara efisien, serta mempermudah perancangan kebijakan Zero Trust yang tepat. Alat ini telah dipublikasikan secara terbuka melalui GitHub agar dapat diakses, dievaluasi, dan dikembangkan lebih lanjut oleh siapa pun. Kinerja AutoZT dievaluasi menggunakan skenario berbasis GNS3 dengan metrik utama meliputi akurasi, kecepatan, validitas, dan ketahanan. Hasil pengujian menunjukkan bahwa ZTscan, sebagai bagian dari AutoZT, mampu menyelesaikan pemindaian 10,64% lebih cepat dibandingkan Nmap TCP SYN dengan akurasi 100% serta mencapai peak throughput yang 13,8% lebih rendah dan lebih stabil, sehingga mengurangi risiko lonjakan trafik yang mengganggu. AutoZT diuji pada dua skenario topologi jaringan dan menghasilkan akurasi sebesar 100% dan 92%, serta validitas konfigurasi sebesar 100% dan 76%, menunjukkan efektivitas yang tinggi terutama pada topologi jaringan yang lebih sederhana. Selain itu, AutoZT berhasil meningkatkan ketahanan jaringan terhadap lateral movement, dengan menurunkan potensi serangan dari 100% menjadi 7% pada skenario pertama, dan dari 92% menjadi 7% pada skenario kedua melalui penerapan konfigurasi VLAN dan ACL pada perangkat yang tersedia. Temuan ini menunjukkan bahwa AutoZT merupakan solusi inovatif, praktis, dan terbuka bagi organisasi dengan sumber daya terbatas untuk memulai penerapan ZTA secara efektif, sekaligus meningkatkan postur keamanan jaringan tanpa beban biaya dan kompleksitas yang tinggi.

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The growing sophistication and frequency of cyber threats targeting organizations demand a more robust security approach. One proven effective solution is the implementation of Zero Trust Architecture (ZTA), which can improve network resilience by preventing the spread of malware and lateral movement. However, implementing ZTA often requires large resources and high costs, making it difficult to reach for organizations with limited budgets and infrastructure. This research produces and publishes AutoZT, an automation tool that combines two main functions: ZTscan, which integrates Masscan and Nmap to accelerate and increase the accuracy of network resource discovery; and a ZTA design module that simplifies the network microsegmentation process. AutoZT is developed to help network administrators in efficiently identifying assets and security gaps, as well as facilitating the design of appropriate Zero Trust policies. This tool has been openly published through GitHub so that it can be accessed, evaluated, and further developed by anyone. The performance of AutoZT is evaluated using a GNS3-based scenario with the main metrics including accuracy, speed, validity, and resilience. Test results show that ZTscan, as a part of AutoZT, is able to complete scanning 10.64% faster compared to Nmap TCP SYN with 100% accuracy and achieve peak throughput that is 13.8% lower and more stable, thereby reducing the risk of disruptive traffic spikes. AutoZT was tested on two network topology scenarios and produced accuracy of 100% and 92%, as well as configuration validity of 100% and 76%, showing high effectiveness especially on simpler network topologies. In addition, AutoZT successfully increased network resilience against lateral movement by reducing attack potential from 100% to 7% in the first scenario, and from 92% to 7% in the second scenario through the application of VLAN and ACL configurations on available devices. These findings show that AutoZT is an innovative, practical, and open solution for organizations with limited resources to start implementing ZTA effectively, while also improving network security posture without the burden of high costs and complexity."

"Persaingan bisnis yang semakin ketat menjadikan bisnis berlomba-lomba untuk mengadopsi teknologi terbaru untuk menunjang bisnisnya. Salah satu teknologi dengan adopsi tertinggi dalam bisnis adalah teknologi Artificial Intelligence. PT XYZ merupakan salah satu perusahaan yang telah mengadopsi Artificial Intelligence dalam proses bisnisnya. Penelitian ini bertujuan untuk menganalisis pengaruh Artificial Intelligence terhadap individual work performance dan work engagement dengan change leadership sebagai variabel moderasi pada karyawan PT XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode penarikan sampel total sampling yang disebarkan melalui instrumen kuesioner secara daring kepada 201 karyawan PT XYZ. Data dianalisis menggunakan pendekatan Structural Equation Modelling (SEM) menggunakan perangkat lunak AMOS 24.0.  Hasil penelitian menunjukkan bahwa Artificial Intelligence memiliki pengaruh positif signifikan terhadap individual work performance dan work engagement karyawan PT XYZ. Selain itu, uji moderasi menunjukkan bahwa change leadership secara positif memoderasi pengaruh Artificial Intelligence terhadap individual work performance dan work engagement.

 

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Business competition is getting tougher, making businesses trying to adopt the latest technology to support their business. One of the technologies with the highest adoption in business is Artificial Intelligence technology. PT XYZ is a company that has adopted Artificial Intelligence in its business processes. This study aims to analyze the effect of Artificial Intelligence on individual work performance and work engagement with change leadership as a moderating variable for PT XYZ employees. This study used a quantitative approach with total population sampling method which was distributed through an online questionnaire instrument to 201 PT XYZ employees. Data were analyzed using the Structural Equation Modeling (SEM) test using AMOS 24.0 software. The results of the study show that Artificial Intelligence has a positively significant effect on individual work performance and work engagement of PT XYZ employees. In addition, the moderation test shows that change leadership positively moderates the effect of Artificial Intelligence on individual work performance and work engagement.

 

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"This study aims to explore the determinants of AI adoption and its impact on HRM effectiveness in Tanzanian medium enterprises (MEs). With a focus on providing insights for HR professionals and decision makers, data from 185 respondents comprising HR professionals, IT professionals, and CEOs who have adopted AI were analyzed using PLS-SEM, which includes factors of Relative Advantage, Complexity, Compatibility, Security/ Privacy, Top management, Organizational readiness, Competitive pressure, External support, and Government support for AI adoption. The results highlight relative advantage, compatibility, and competitive pressure as the key drivers of AI adoption in the Tanzanian context, which in turn enhances the effectiveness of HR systems. The study bridges the existing gap and offers recommendations for the integration of AI into HRM practices. Implications for managers and solution providers are discussed to facilitate a better understanding of the determinants influencing the adoption process in SEs in Tanzania. The study builds on theoretical knowledge of AI adoption by utilizing the TOE model, which incorporates technological, organizational, and environmental factors. The study recommends future exploration of additional factors and inclusion of a larger sample to enhance the universality of the results.

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This study intends to explore the determinants of AI adoption and its impact on HRM effectiveness in Tanzanian medium enterprises (MEs). With a focus on providing insights for HR professionals and decision-makers, data from 185 respondents comprising HR professionals, IT professionals, and CEOs who have already adopted AI was analyzed using PLS-SEM, in which factors of Relative advantage, Complexity, Compatibility, Security/Privacy, Top management, Organization readiness, Competitive pressure, External support and Government support were tested for the adoption of AI. Results highlight relative advantage, compatibility, and competitive pressure as key drivers of AI adoption in Tanzania's context, subsequently enhancing HR systems' effectiveness. The study bridges the existing gaps and offers recommendations for AI integration into HRM practices. Implications for managers and solution providers were discussed to facilitate a better understanding of the determinants influencing the adoption process within Tanzanian MEs. The study underlies the theoretical knowledge of AI adoption by utilizing the TOE model, incorporating technological, organizational, and environmental factors. This study recommends future exploration of additional factors and including a larger sample to enhance the universality of results."

"Kehadiran artificial intelligence (AI) merubah cara orang bekerja secara global dan bahkan dapat mengungguli manusia dalam banyak tugas manual dan konseptual sehingga diperkirakan satu pertiga dari pekerjaan yang ada pada hari ini dapat di diambil alih oleh AI di masa depan. Generasi Milenial dan Z saat ini mulai menjadi mayoritas angkatan kerja dunia, sebagian besar dari mereka khawatir pekerjaan mereka saat ini akan dapat tergantikan oleh AI di masa depan. Penelitian ini bertujuan untuk menganalisis pengaruh Artificial Intelligence Awareness terhadap Career Competency dan Job Burnout dengan Organizational Commitment sebagai Variabel Mediasi, khususnya pada karyawan Generasi Milenial dan Z. Melalui pendekatan kuantitatif, data dikumpulkan melalui kuesioner online yang disebarkan kepada karyawan tetap yang menggunakan AI pada pekerjaannya, data responden yang terkumpul sebanyak 194. Analisis penelitian ini dilakukan dengan perangkat lunak SPSS dan SmartPLS. Hasil penelitian menunjukkan bahwa Artificial Intelligence Awareness tidak memiliki pengaruh signifikan terhadap Career Competency secara langsung, namun berpengaruh melalui mediasi Organizational Commitment. Lalu, Job Burnout dipengaruhi oleh Artificial Intelligence Awareness secara langsung maupun melalui mediasi. Temuan ini menggarisbawahi pentingnya perusahaan atau HR untuk memerhatikan akibat buruk AI pada sumber daya manusia.

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The presence of artificial intelligence (AI) is transforming the way people work globally and can even surpass humans in many manual and conceptual tasks. It is estimated that one-third of today’s jobs could be taken over by AI in the future. Millennials and Generation Z are now becoming the majority of the global workforce, with many of them concerned that their current jobs could be replaced by AI in the future. This study aims to analyze the effect of Artificial Intelligence Awareness on Career Competency and Job Burnout, with Organizational Commitment as a mediating variable, particularly among Millennial and Generation Z employees. Using a quantitative approach, data were collected through an online questionnaire distributed to permanent employees who use AI in their work, resulting in 194 respondents. The analysis was conducted using SPSS and SmartPLS software. The findings reveal that Artificial Intelligence Awareness does not have a direct significant effect on Career Competency, but it does have an impact through the mediation of Organizational Commitment. Additionally, Job Burnout is directly influenced by Artificial Intelligence Awareness, as well as through mediation. These findings highlight the importance for companies or HR departments to address the negative impacts of AI on human capital."

"Startup merupakan industri yang sedang marak di Indonesia. Startup memiliki dinamika juga cenderung lebih banyak perubahan bila dibandingkan dengan perusahan swasta yang sudah settled atau perusahaan publik. Hal itu terjadi karena startup harus berubah/beradaptasi terhadap segala kondisi (developing time). Peneliti berusaha meneliti mengenai affective commitment to change dan mengetahui variabel apa yang mendorong munculnya affective commitment to change. Penelitian ini bertujuan untuk menganalisis pengaruh dari change leadership terhadap affective commitment to change dengan psychological empowerment, dan employee engagement sebagai variabel mediasi pada perusahan Startup di DKI Jakarta). Jenis penelitian yang digunakan adalah eksplanatif dengan pendekatan kuantitatif. Penelitian ini dilakukan dengan menyebarkan kuesioner dengan teknik purposive sampling yang disebarkan ke 240 karyawan tetap perusahaan startup di DKI Jakarta. Data pada penelitian ini diolah menggunakan software IBM SPSS 26 dan SmartPLS, dimana Analisis data pada penelitian ini dilakukan menggunakan SEM-PLS (Structural Equation Modelling-Partial Least Square). Hasil dari penelitian ini memperlihatkan bahwa terdapat pengaruh positif dari change leadership terhadap affective commitment to change pegawai tetap perusahaan startup di DKI Jakarta dan terdapat pengaruh positif dari change leadership terhadap affective commitment to change dengan psychological empowerment/employee engagement sebagai variabel mediasi pada pegawai tetap perusahaan startup di DKI Jakarta.

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tartups are a thriving industry in Indonesia, characterized by dynamic changes compared to settled private or public companies. This is due to the constant need for startups to adapt to various conditions within a developing timeframe. The researcher aims to explore affective commitment to change and identify the variables driving the emergence of affective commitment to change. This research aims to analyze the influence of change leadership on affective commitment to change, with psychological empowerment, and employee engagement as mediating variables (a study on startup companies in DKI Jakarta). The research adopts an explanatory approach with a quantitative method. Questionnaires were distributed using purposive sampling to 240 permanent employees of startup companies in DKI Jakarta. Data were processed using IBM SPSS 26 and SmartPLS, employing Structural Equation Modeling-Partial Least Square (SEM-PLS) for data analysis. The results indicate a positive influence of change leadership on affective commitment to change among permanent employees of startup companies in DKI Jakarta. Furthermore, there is a positive impact of change leadership on affective commitment to change, with psychological empowerment/employee engagement serving as mediating variables among permanent employees of startup companies in DKI Jakarta."

"Perubahan lingkungan bisnis yang dinamis dan disruptif memaksa manajemen untuk memiliki strategi dalam melakukan pengelolan SDM secara memadai. SDM memiliki peran kritikal dalam mencapai kinerja organisasi melalui dukungan job resources yang berasal dari lingkungan bekerja. Perubahan paradigma pada sektor publik terhadap pengelolaan SDM semakin menuju ke arah yang efektif dan efisien. Penelitian ini dilakukan untuk menganalisis hubungan antara perceived organizational support (POS) dan servant leadership terhadap employee performance melalui peran mediasi work engagement pada Aparatur Sipil Negara (ASN) Organisasi Keuangan Pemerintah. Penelitian ini dilakukan dengan melakukan cross-sectional study melalui survei kuesioner google form dengan sampel sebanyak 305 responden ASN yang berkedudukan di Kantor Pusat Organisasi Keuangan Pemerintah. Teknik analisis data dilakukan dengan menggunakan metode Covariance Based – Structural Equation Modeling (CB-SEM). Hasil penelitian menunjukkan bahwa POS dan servant leadership memiliki pengaruh positif signifikan terhadap work engagement. Selanjutnya, work engagement mampu memediasi secara penuh dan signifikan hubungan POS dan servant leadership terhadap employee performance, serta work engagement memiliki pengaruh positif signifikan terhadap employee performance. Penelitian ini memiliki kontribusi terhadap implikasi manajerial untuk dapat diterapkan bagi organisasi, pimpinan, dan individu pada sektor publik terkait konsep yang berkaitan dengan variabel yang diteliti.

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The dynamic and disruptive business environment necessitates management to adopt adequate human resource management strategies. Human resource management plays a critical role in achieving organizational performance through job resources support from the work environment. Paradigm shifts in the public sector toward more effective and efficient human resource management have been observed. This study aims to analyze the relationship between perceived organizational support (POS) and servant leadership on employee performance, mediated by work engagement, among Civil Servants (ASN) in Government Financial Organizations. A cross-sectional study using a survey questionnaire through Google Form was conducted, with a sample of 305 respondents comprising ASN at the Central Office of Government Financial Organizations. The data analysis was performed using Covariance-Based Structural Equation Modeling (CB-SEM). The research findings reveal that both POS and servant leadership have a significant positive impact on work engagement. Furthermore, work engagement fully mediates the relationship between POS, servant leadership, and employee performance, with work engagement also significantly influencing employee performance. This research offers managerial implications that can be applied to organizations, leaders, and individuals in the public sector concerning the concepts related to the variables under study."

"Penelitian ini ditulis dengan tujuan untuk mengetahui pengaruh work-life balance dan transformational leadership terhadap employee engagement di PT Great Giant Foods, Jakarta Indonesia sebagai salah satu manufaktur terbesar di Indonesia. Teori yang digunakan dalam penelitian ini adalah employee engagement dari Hewitt (2004), work-life balance dari Fisher (2001), dan transformational leadership dari Bass and Avolio (2003). Penelitian ini menggunakan metode kuantitatif dengan total sampel sama dengan populasi sebanyak 191 karyawan di PT Great Giant Foods. Penelitian ini akan dilakukan pada satu waktu di PT Great Giant Foods, Jakarta Indonesia. Selain. Pengumpulan data dengan mendistribusikan kuesioner kepada karyawan Great Giant Foods, Jakarta Indonesia. Hasil perolehan data akan diolah dengan SPSS. Hasil penelitian ini menunjukan bahwa terdapat pengaruh positif dari Work-Life Balance dan Transformational Leadership terhadap Employee Engagement pada Great Giant Foods baik secara parsial maupun simultan.The purpose of this study is to find out the effect of work balance and transformational leadership on employee engagement. The employes targeted would be from PT Great Giant Foods, Jakarta Indonesia, on of the largest manufacturers in Indonesia. Theories used in this study are employee engagement from Hewitt (2004), work-life balance from Fisher (2001), and transformational leadership from Bass and Avolio (2003). This research would be carried out in quantitative methods to a population of 191 employees at PT Great Giant Foods using cross sectional research type sampling to obtain information on a case at a certain point in time (Neuman, 2015). This research will be conducted at PT Great Giant Foods, Jakarta Indonesia and questionnairres will be distributed for data collection then all acquired data would be processed with SPSS. The results of this study indicate that there is a positive impact of Work-Life Balance and Transformational Leadership on Employee Engagement in Great Giant Foods, both partially and simultaneously."

"Target pemerintah untuk mempercepat penurunan angka kemiskinan hinggal 8% sampai 10 % pada akhir tahun 2014 didukung oleh Putera Sampoerna Foundation (PSF) yang bertransformasi dari yayasan filantrofik menjadi sebuah organisasi bisnis sosial sejak akhir tahun 2010. Dengan transformasi ini, PSF perlu mendorong kinerja karyawan dimana Employee Engagement adalah alat ukur yang sesuai dengan teori Gallup Path digunakan untuk mengukur keterikan emosional karyawan yang akan terealisasi menjadi peningkatan kinerja karyawan tersebut. Terdapat beberapa faktor yang mempengaruhi employee engagement seperti kepemimpinan, komunikasi di dalam organisasi, diri karyawan, kesempatan untuk berkembang, serta reputasi perusahaan itu sendiri. Terdapat dua faktor yang dijadikan penelitian yaitu pengaruh dari atasan yang diwakili dengan dimensi dimensi didalam authentic leadership serta pengaruh dari diri karyawan sendiri yang diwakili oleh dimensi dimensi di dalam emotional intelligence. Dari penelitian sebelumnya ditemukan adanya korelasi positif antara Authentic Leadership dan Emotional Intelligence terhadap Employee Engagement. Penelitian ini dilakukan terhadap 269 responden karyawan PSF. Hasil dari penelitian ini adalah ditemukannya korelasi positif dan signifikan antara dimensi self awareness, relational transparency, Internalized moral perspective dan balanced processing dari Authentic Leadership serta dimensi self management dari Emotional Intelligence secara bersama sama terhadap dimensi management support dalam employee engagement. Pengaruh tertinggi diberikan oleh dimensi internalized moral perspective dari Authentic Leadership.

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The government has put a target to accelerate poverty reduction by 8% to 10% by the end of 2014 and this is supported by Putera Sampoerna Foundation (PSF) which has transformed from the philantrophic foundation to a social business since end of 2010. With this transformation, PSF needs to increase the employee performance where an Employee Engagement is the measuring tool used that based on Gallup Path is used to measure the emotional bonding of the employee which will influence them to enhance their performance.

There are two factors that influence employee engagement such as leadership, communication in an organization, the employee, opportunity to grow and company's reputation. There are two factors that are considered in this research and they are the leadership represented by the dimensions in authentic leadership and employee?s quality represented by the dimensions in emotional intelligence. As a reference, there's a positive correlation measured in previous research between authentic leadership and emotional intelligence towards employee engagement. This study was conducted to 269 respondents from PSF.

The results of this study is the discovery of a positive, together and significant correlation between the dimensions in authentic leadership (self awareness, relational transparency, Internalized moral perspective, balanced processing) together with dimension self management from emotional intelligence towards dimension management support from employee engagement. The most dominant influence came from internalized moral perspective from authentic leadership."

"Peningkatan globalisasi dan keragaman budaya menuntut perusahaan multinasional untuk mengelola perbedaan budaya dan dinamika pengetahuan secara efektif, dengan dibantu oleh pemimpin dan juga adanya work engagement karyawan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh cultural intelligence dan knowledge-oriented leadership terhadap knowledge management success dengan work engagement sebagai variabel mediasi pada PT Bank DBS Indonesia, kantor pusat Jakarta. Dengan pendekatan kuantitatif dan desain cross-sectional, data dikumpulkan melalui survei daring terhadap 197 karyawan tetap dan kontrak. Teknik analisis menggunakan Structural Equation Modeling (SEM) untuk menguji hubungan antar variabel. Hasil penelitian menunjukkan bahwa cultural intelligence dan knowledge oriented leadership memiliki pengaruh positif dan signifikan terhadap knowledge management success. Selain itu, work engagement berperan sebagai mediator yang signifikan dalam hubungan antara variabel-variabel tersebut. Studi ini memberikan kontribusi praktis bagi perusahaan untuk meningkatkan knowledge management success melalui pengembangan pelatihan lintas budaya, knowledge-oriented leadership, dan strategi untuk meningkatkan work engagement karyawan. Implikasi akademis mencakup perluasan literatur terkait knowledge management dalam konteks multinasional, khususnya di Indonesia.

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Increasing globalization and cultural diversity require multinational companies to manage cultural differences and knowledge dynamics effectively, with the help of leaders and the work engagement of company employees. This study aims to analyze the influence of cultural intelligence and knowledge-oriented leadership on knowledge management success with work engagement as a mediating variable at PT Bank DBS Indonesia, Jakarta head office. With a quantitative approach and cross-sectional design, data were collected through an online survey of 197 permanent and contract employees. The analysis technique used Structural Equation Modeling (SEM) to test the relationship between variables. The results showed that cultural intelligence and knowledge-oriented leadership positively and significantly influence knowledge management success. In addition, work engagement is a significant mediator in the relationship between these variables. This study provides practical contributions for companies to improve knowledge management success through developing cross-cultural training, knowledge oriented leadership, and strategies to increase employee work engagement. Academic implications include expanding the literature on knowledge management in a multinational context, especially in Indonesia."