Artificial Intelligence-Based Talent Management and Its Impact on Employee Engagement and Organizational Resilience
Keywords:
Talent Management, Artificial Intelligence, Employee Engagement, Organizational Resilience
Abstract
The rapid advancement of Artificial Intelligence (AI) has transformed human resource management, particularly in organizational talent management. This study examines the effect of AI-based talent management on employee engagement and its impact on organizational resilience. A quantitative approach was employed using a survey of employees from service organizations and knowledge-based industries in Indonesia. Data were analyzed using Structural Equation Modeling (SEM) to test direct and indirect relationships among variables. The findings indicate that AI-based Employee engagement is positively and significantly impacted by talent management, which in turn significantly influences organizational resilience. Additionally, AI-based talent management directly affects organizational resilience, both independently and through the mediating role of employee engagement. These results highlight the importance of AI-driven talent management in enhancing organizational adaptability and sustainability amid dynamic environmental changes.
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References
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Bondarouk, T., & Brewster, C. (2016). Conceptualising the future of HRM and technology research. The International Journal of Human Resource Management, 27(21), 2652–2671. https://doi.org/10.1080/09585192.2016.1232296
Boudreau, J. W., & Cascio, W. F. (2017). Human capital analytics: Why are we not there? Journal of Organizational Effectiveness: People and Performance, 4(2), 119–126. https://doi.org/10.1108/JOEPP-02-2017-0019
Budhwar, P., Malik, A., De Silva, M., & Thevisuthan, P. (2022). Artificial intelligence–challenges and opportunities for international HRM. International Journal of Human Resource Management, 33(6), 1065–1097. https://doi.org/10.1080/09585192.2021.1879206
Collings, D. G., Mellahi, K., & Cascio, W. F. (2019). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), 540–566. https://doi.org/10.1177/0149206318757018
Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage Publications.
Davenport, T. H., & Ronanki, R. (2018). Artificial intelligence for the real world. Harvard Business Review, 96(1), 108–116.
Duchek, S. (2020). Organizational resilience: A capability-based conceptualization. Business Research, 13(1), 215–246. https://doi.org/10.1007/s40685-019-0085-7
Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information Systems, 36(3), 899–925. https://doi.org/10.1080/07421222.2019.1620181
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38(1), 31–56. https://doi.org/10.1108/ER-10-2015-0194
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2021). Multivariate data analysis (8th ed.). Cengage Learning.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2019). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2017). How does human resource management influence organizational outcomes? A meta‐analytic investigation. Academy of Management Journal, 55(6), 1264–1294. https://doi.org/10.5465/amj.2011.0088
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kozlowski, S. W. J., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations. Journal of Management, 26(1), 3–90. https://doi.org/10.1177/014920630002600104
Lengnick-Hall, C. A., Beck, T. E., & Lengnick-Hall, M. L. (2011). Developing a capacity for organizational resilience through strategic human resource management. Human Resource Management Review, 21(3), 243–255. https://doi.org/10.1016/j.hrmr.2010.07.001
Lepak, D. P., Smith, K. G., & Taylor, M. S. (2007). Value creation and value capture: A multilevel perspective. Academy of Management Review, 32(1), 180–194. https://doi.org/10.5465/amr.2007.23464011
Margherita, A., & Bua, I. (2021). The role of human resource management in the digital transformation: HRM 4.0. Management Decision, 59(6), 1329–1347. https://doi.org/10.1108/MD-04-2020-0459
Nankervis, A., Connell, J., Cameron, R., Montague, A., & Prikshat, V. (2021). Strategic human resource management: Theory and practice. Asia Pacific Journal of Human Resources, 59(2), 170–193. https://doi.org/10.1111/1744-7941.12287
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19–38. https://doi.org/10.1108/JOEPP-06-2018-0034
Teece, D. J. (2018). Business models and dynamic capabilities. Long Range Planning, 51(1), 40–49. https://doi.org/10.1016/j.lrp.2017.06.007
Van Esch, P., Black, J. S., & Ferolie, J. (2019). Marketing AI recruitment: The next phase in job application and selection. Computers in Human Behavior, 90, 215–222. https://doi.org/10.1016/j.chb.2018.09.009
Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A., & Trichina, E. (2022). Artificial intelligence, robotics, advanced technologies and human resource management: A systematic review. Employee Relations, 44(3), 522–540. https://doi.org/10.1108/ER-03-2021-0150
Published
2026-06-01
How to Cite
Siregar, D. A., Pohan, F., & Ramadani, R. (2026). Artificial Intelligence-Based Talent Management and Its Impact on Employee Engagement and Organizational Resilience. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 9(2), 12501-12511. https://doi.org/10.31538/iijse.v9i2.9755
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Articles
Copyright (c) 2026 Dicky Arpillo Siregar, Fatimah Pohan, Ramadani Ramadani
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