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"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."

"Penelitian ini menganalisis pengaruh Digital Leadership Capability terhadap Employee Innovation Performance dengan mediasi Digital Platform Capability pada perusahaan teknologi di Daerah Khusus Jakarta. Dengan metode kuantitatif dan analisis Structural Equation Modeling (SEM), data diperoleh melalui penyebaran kuesioner kepada karyawan tetap yang menggunakan platform digital dalam pekerjaan mereka. Teknik pengumpulan data dilakukan dengan kuantitatif melalui kuesioner terstruktur, dan teknik penarikan sampel menggunakan metode non-probabilitas purposive sampling. Jumlah responden dalam penelitian ini sebanyak 192 orang. Hasil menunjukkan bahwa Digital Leadership Capability memiliki pengaruh signifikan terhadap Employee Innovation Performance, baik secara langsung maupun melalui mediasi Digital Platform Capability. Temuan ini menegaskan bahwa pengembangan kepemimpinan digital yang efektif dapat mendorong kolaborasi digital, meningkatkan keterampilan karyawan, dan menciptakan lingkungan kerja yang mendukung inovasi yang lebih cepat dan efisien di era transformasi digital.

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This study analyzes the influence of Digital Leadership Capability on Employee Innovation Performance with the mediation of Digital Platform Capability in technology companies located in Daerah Khusus Jakarta. Using a quantitative method and Structural Equation Modeling (SEM) analysis, data were collected through the distribution of questionnaires to permanent employees who utilize digital platforms in their work. Data collection was conducted quantitatively using structured questionnaires, and the sampling technique employed was non-probability purposive sampling. The study involved a total of 192 respondents. The results show that Digital Leadership Capability has a significant influence on Employee Innovation Performance, both directly and through the mediation of Digital Platform Capability. These findings emphasize that effective digital leadership development can promote digital collaboration, enhance employee skills, and create a work environment that supports faster and more efficient innovation in the era of digital transformation."

"Perubahan model kerja di era digitalisasi membuat banyak perusahaan terutama di sektor teknologi mulai menerapkan sistem kerja hybrid pada karyawannya. Penelitian ini bertujuan untuk mengkaji bagaimana pengaruh pelatihan dan pengembangan terhadap keterikatan kerja dan kinerja karyawan hybrid working perusahaan teknologi Daerah Khusus Jakarta dengan menggunakan keterikatan kerja sebagai variabel mediasinya. Penelitian ini menggunakan pendekatan kuantitatif melalui survei yang melibatkan 170 karyawan hybrid working perusahaan sektor teknologi sebagai respondennya. Instrumen pengumpulan data ini menggunakan kuesioner yang sudah melalui uji validitas dan reliabilitas. Analisis data yang digunakan dalam penelitian ini adalah analisis regresi linier sederhana dengan menggunakan SPSS untuk menguji hubungan antar variabel. Berdasarkan hasil penelitian, variabel pelatihan dan pengembangan terbukti memiliki pengaruh positif dan signifikan terhadap variabel keterikatan kerja dan kinerja karyawan. Selain itu, keterikatan kerja berperan secara signifikan sebagai variabel mediasi dalam hubungan antara pelatihan dan pengembangan dengan kinerja karyawan.

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The shift in work models in the digitalization era has led many companies, particularly in the technology sector, to adopt hybrid work systems for their employees. This study aims to examine the impact of training and development on employee engagement and performance among hybrid-working employees in technology companies in the Special Capital Region of Jakarta, using employee engagement as a mediating variable. This research employs a quantitative approach through a survei involving 170 hybrid-working employees from technology companies as respondents. The data collection instrument used a questionnaire that had undergone validity and reliability tests. The data analysis method applied in this study is simple linear regression analysis using SPSS to examine the relationships between variables. The results of the study demonstrate that the training and development variable has a positive and significant effect on both the employee engagement and performance variables. Furthermore, employee engagement plays a significant role as a mediating variable in the relationship between training and development and employee performance. "