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The rapid digital transformation in emerging economies highlights the need for integrating Human Capital Analytics powered by Artificial Intelligence (AI) and digital leadership to improve organizational performance. However, empirical evidence on how these factors interact through organizational agility remains limited in Indonesia. This study aims to examine the direct and indirect effects of AI-based Human Capital Analytics and digital leadership on organizational performance, with agility as a mediator. Data were collected from 300 IT professionals in Indonesia and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that digital leadership is the strongest predictor of agility (β = 0.38), AI-based Human Capital Analytics significantly improves organizational performance (β = 0.28), and agility partially mediates both relationships. The structural model explained 56% of the variance in agility (R2 = 0.56, Q2 = 0.39) and 64% of the variance in performance (R2 = 0.64, Q2 = 0.42), supporting the Dynamic Capability Theory. This research fills the gap as no prior study has empirically tested the integrated effects of AI-based Human Capital Analytics and digital leadership on performance through agility in Indonesia’s IT sector.

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Integration of AI-Based Human Capital Analytics and Digital Leadership on Organizational Performance: The Mediating Role of Organizational Agility in the Indonesian Informatika Technology Industry

  • 章节

  • 发表日期：

    2026年

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  • Syahril Ramadhan,
  • Angelina Sofya Friscila,
  • Sri Hartati,
  • Ismail Nurdin,
  • Budiarti

摘要

The rapid digital transformation in emerging economies highlights the need for integrating Human Capital Analytics powered by Artificial Intelligence (AI) and digital leadership to improve organizational performance. However, empirical evidence on how these factors interact through organizational agility remains limited in Indonesia. This study aims to examine the direct and indirect effects of AI-based Human Capital Analytics and digital leadership on organizational performance, with agility as a mediator. Data were collected from 300 IT professionals in Indonesia and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that digital leadership is the strongest predictor of agility (β = 0.38), AI-based Human Capital Analytics significantly improves organizational performance (β = 0.28), and agility partially mediates both relationships. The structural model explained 56% of the variance in agility (R2 = 0.56, Q2 = 0.39) and 64% of the variance in performance (R2 = 0.64, Q2 = 0.42), supporting the Dynamic Capability Theory. This research fills the gap as no prior study has empirically tested the integrated effects of AI-based Human Capital Analytics and digital leadership on performance through agility in Indonesia’s IT sector.