International Journal Of Artificial Intelegence Research ISSN: 2579-7298

Vol 6, No 1, June 2022

How The Role of Electronic Human Resource System (E-

System), Environment, Job Satisfaction on Employee
Performance? An Empirical Study on Private Bank Employee
Muhammad Ramdhan
Sekolah Tinggi Ilmu Ekonomi Ganesha Jakarta, Indonesia
[email protected]
* corresponding author

ARTICLE INFO ABSTRACT

Article history: The purpose of this study is to analyze the relationship between the
Received 08 March 2022 work environment on job satisfaction, the relationship between the
Revised 12 Apr 2022 HR e-system on job satisfaction, the relationship between the work
Accepted 08 June 2022 environment and employee performance, the relationship between
the HR e-system on employee performance, the relationship between
job satisfaction and employee performance. This study uses a
quantitative approach. The scope of the research object is determined
by the variables of the HR e-System, Work Environment, Job
Satisfaction, Work Motivation, and Bank Employee Performance.
The sampling technique uses purposive sampling. The number of
samples specified in this study were 500 respondents who were
distributed through Google Form. Data collection techniques can be
done with online questionnaires distributed through social media.
Sources of data that directly provide data to data collectors are
derived from primary sources by distributing tools, namely
Keywords: questionnaires to employees at the Bank. The instrument uses a
Electronic Human Resource System ( E- questionnaire with a Likert scale using 5 (five) scores ranging from
System) answers to statements provided through tools from a scale of '1'
Environment Strongly Disagree to a scale of '5' Strongly Agree. Data analysis
Job Satisfaction techniques use structural equation modeling (structural equation
Employee Performance modeling). or abbreviated as SEM. This research data processing
Private Bank Employee tool uses the SmartPLS application or software. The results of this
study are that there is a positive and significant relationship between
the work environment and job satisfaction. There is a positive and
significant relationship between the HR e-system on job satisfaction.
There is a positive and significant relationship between the work
environment and employee performance. There is a positive and
significant relationship between the HR e-system on employee
performance. There is a positive and significant relationship between
job satisfaction and employee performance.
Copyright © 2022 International Journal of Artificial Intelegence Research.
All rights reserved.

I. Introduction
According to Farhan et al. (2021); Ibrahim et al. (2022) In the industrial revolution 4.0
era, dynamic organizations will always increase their productivity through consistently
producing the best performance and maintaining the competitive advantage, and the factor
that is considered the most potential in improving performance is the human resource (HR)
factor. and realizing an organizational plan through human resources (HR) of course
requires several supporting aspects, one of which is the application of an adequate
information technology system. According to Al-Harazneh et al. (2021) Information
technology is an integral part of an organization. The development of information
technology is marked by hardware and software innovations that have an impact on the
complexity of information technology devices and become a challenge for organizations.
Therefore, the use of information technology must also be based on the effectiveness of

DOI: 10.29099/ijair.v6i1.347 W : http://ijair.id | E : [email protected]

 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1, June 2022

systems in organizational management which requires every business person to have

readiness in adopting a role in order to develop the organization and increase the selling
value. Improving the quality of selling points requires an information system to support
personnel programs and improve employee performance or the performance of the
organization itself. Human resource information system is an information system to support
activities in the human resources function. According to Dewi et al. (2021); Farhan et al.
(2021) Human Resources Information System (HRIS) can be defined as a method or system
for storing and managing employee data or company human resources that are useful for the
decision-making process by providing various necessary information.
According to Al-Harazneh et al. (2021) Job satisfaction can be understood as a very
important factor for every employee, because by achieving job satisfaction, employees will
feel comfortable to do their work. Job satisfaction is also an emotional response to work
situations. Each individual has a different level of job satisfaction in achieving job
satisfaction. Job satisfaction is related to attitude factors. The satisfaction felt by employees
after using information systems because the information system helps their work quickly,
precisely and efficiently is one of the benchmarks for perceived job satisfaction. It is hoped
that later it will further improve performance and have an impact on increasing overall
company productivity, which means that before satisfying customers, they must first give
satisfaction to workers so that workers will be happy and sincerely to provide optimal
service for their customers. According to Asbari et al. (2021); Dewi et al. (2021) Facilities
in the form of infrastructure and organizational environment also affect the performance and
satisfaction of HR in carrying out their responsibilities. So that to increase the effectiveness,
productivity, and work commitment of HR, the organization must meet the needs of HR by
providing facilities in the form of infrastructure and a comfortable working environment.
the duties of each work unit in accordance with the company's organizational structure.
Currently, the development of digital transformation design and continuing to strive for
banking transactions can be made easier with the help of digital technology. People can
easily make transactions anywhere and anytime.
According to Farhan et al. (2021); Ibrahim et al. (2022) The increase in the ease of
banking transactions also affects the effectiveness of understanding in the community.
Through millennial age workers, it is also considered that it will be easier to provide
understanding to customers effectively so that it has an effect on increasing banking
productivity. According to Ibrahim et al. (2022) In an effort to increase productivity, the
Digital Payment Work Unit is forced to be able to increase the speed and performance of
Digital Banking Payments. Although banking transactions are not as critical as large value
payment systems in terms of nominal transactions, they still have an important meaning in
increasing productivity and efficiency of economic transactions in society. According to
Farhan et al. (2021); Ibrahim et al. (2022) The existence of inefficiency in the payment
system and/or disruption to the smooth operation of the security of this retail payment
system, can not only cause chaos but can also reduce public confidence in the retail
payment system in general which could potentially harm the national economy.
According to Majid et al. (2021); Myllymäki et al. (2021) The success of achieving goals
in the company is not only caused by technological factors, operational funds, infrastructure
owned, but also on the existing human resources in the company. Performance is the result
of work in quality and quantity achieved by an employee in carrying out his duties in
accordance with the responsibilities given to him. Employee performance and
organizational performance are closely related. The achievement of an organizational goal
cannot be separated from the resources owned by the organization that are used and run by
employees who play an active role as actors in achieving organizational goals. Along with
the development of technology, the need for information that can be obtained quickly,
precisely and accurately is very necessary in the company. Therefore, the existence of an
information system has become an absolute necessity for companies, especially in carrying

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 ISSN: 2579-7298 International Journal Of Artificial Intelegence Research
Vol 6, No 1, June 2022

out business processes in increasing productivity. According to Ismail et al. (2021)

Increasing productivity is the main goal in every company, especially in preparing the
development of the global economic sector or free trade in Indonesia which will benefit
several large companies. This forces every other company to work more productively,
efficiently and effectively. In addition, the use of technology and applications is also
required to be more optimistic in carrying out their duties so that there is a tendency to get
ready for the use of these technologies. Organizational commitment has a positive
relationship with work outcomes (outcomes). According to Majid et al. (2021); Myllymäki
et al. (2021) If the company has a goal to increase worker productivity, then the company
must also increase the work motivation of its employees. Meanwhile, workers will be more
motivated to improve their performance if there is a reward or get an award and satisfaction
with the results done. This is also supported by other factors such as good human resource
management, one of which is the use of an HR information system (HR e-system) which
will facilitate the work activities of employees. In addition, another factor that also
influences is the comfort in the work environment.
According to Majid et al. (2021); Myllymäki et al. (2021) The comfort of working is also
supported by leaders who are able to provide motivation and a family atmosphere and have
a vision for the future towards digitizing e-banking products. According to Ismail et al.
(2021) A leader who is able to provide direction to his team and provide support to the
ranks below him will make the work unit more solid and also provide morale to achieve
challenges and accelerate target achievement. This HR e-system factor is expected to be a
solution to solve the identified problems that occur in the Digital Payment work unit at the
Bank. HR management that can facilitate the coordination process between workers and
facilitate monitoring of work results, low job satisfaction caused by the use of the HR e-
system that is not optimal and a work environment that does not support work comfort and
reduced work motivation in an uncomfortable work environment so that indirectly have an
impact on decreasing employee performance. Therefore, this study examines specifically
the influence of the HR e-System and Work Environment, Job Satisfaction and Work
Motivation as a liaison on the performance of banking employees in the scope of the Digital
Payment Work Unit.

II. Method
This study uses a quantitative approach. The scope of the research object is determined by the
variables of the HR e-System, Work Environment, Job Satisfaction, Work Motivation, and Bank
Employee Performance. The sampling technique uses purposive sampling. The number of samples
specified in this study were 500 respondents who were distributed through Google Form. Data
collection techniques can be done with online questionnaires distributed through social media.
Sources of data that directly provide data to data collectors are derived from primary sources by
distributing tools, namely questionnaires to employees at the Bank. The instrument uses a
questionnaire with a Likert scale using 5 (five) scores ranging from answers to statements provided
through tools from a scale of '1' Strongly Disagree to a scale of '5' Strongly Agree. Data analysis
techniques use structural equation modeling (structural equation modeling). or abbreviated as SEM.
This research data processing tool uses the SmartPLS application or software. After that, an
evaluation of the SEM model is carried out to obtain and evaluate the proposed suitability and
further testing will be carried out using the Bootstrap resampling method developed by Geisser &
Stone. The test statistic used is the t statistic (t-value) or if the p-value 0.05 (at 5 percent alpha), it is
concluded that the results are significant.

Muhammad Ramdhan (How The Role of Electronic Human Resource System …)

 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1, June 2022

Fig 1. Research Model

The hypotheses of this research are:

H1: There is a positive and significant relationship between work environment and job satisfaction
H2: There is a positive and significant relationship between the HR e-system on job satisfaction
H3: There is a positive and significant relationship between the work environment and employee
performance
H4: There is a positive and significant relationship between the HR e-system on employee
performance
H5: There is a positive and significant relationship between job satisfaction and employee
performance.

III. Result and Discussion

A. Respondent Description
In the form of a google form questionnaire obtained at the Bank, 8 (eight) respondents were
not described so that the total respondents who were described were 500 employees. The criteria for
respondents from 500 respondents are the majority of women at 76 percent and the rest are men at
424 percent. The majority of undergraduate graduates are 80 percent, 16 percent of them are masters
graduates and 4 percent are D3 graduates. Respondents have worked in the range of 4-7 years as
much as 65.5 percent, 15.5 of them have worked for 1-3 years and the remaining 19 percent have
worked for more than 7 years.
B. Evaluation of Outer and Inner Model
Testing the measurement model (outer model) gives an output where the latent variable requires
that the convergent validity test has a loading factor that must be greater than 0.70. This decision-
making can use the help of arithmetic calculations or quantitative models with analysis into the
covariance matrix structure with certain modeling. According to Nayak et al. (2021); Pallawagau, A.
(2021); Parry, E., & Tyson, S. (2011); Purwanto et al. (2022) which in this study went through the
path diagram after fulfilling the requirements in testing convergent validity, discriminant validity
and composite reliability in the instrument quality test on the outer model. The next test by looking
at the Average Variance Extracted (AVE) value shows the average percentage of covariance
extracted from a set of latent variables estimated through loading standardize the indicators in the
algorithm iteration process in PLS which requires the score to be above 0.50. Composite reliability

Muhammad Ramdhan (How The Role of Electronic Human Resource System …)

ISSN: 2579-7298 International Journal Of Artificial Intelegence Research
Vol 6, No 1, June 2022

to see the reliability of indicators on a variable will be considered eligible if it has a value greater
than 0.70.

Fig 2. Validity and Reliability Model

The output values of Outer Loading and Average Variance Extracted (AVE) from this research
data can be concluded to have met the requirements of convergent validity, this can be seen from the
AVE score for the moderating effect is the largest among others. Then the composite reliability
value of each variable has met the requirements, which is more than 0.7 and the composite reliability
for moderation also has the largest score so that it can be said to be the most reliable. After the
accepted model meets convergent validity and discriminant validity, the next step is to test the
structural model (Inner Model). The inner model test begins with the specification of the R-Square
coefficient of determination with the provisions of Purwanto et al. (2022) that the R-Square value is
0.67 (strong), 0.33 (moderate) and 0.19 (weak).
Tabel 1. Reliability Test Results
Composite
Cronbach's Alpha Category (>0.7)
Reliability
Work Environment 0.876 0.934 Reliable
e-HRM 0.887 0.923 Reliable
Job satisfaction 0.998 0.916 Reliable
Job Performance 0.897 0.818 Reliable

The R-Square Adjusted output assigned to the Job Satisfaction variable is 0.898, meaning that it
has a predictive power for the influence of the Work Environment and HR E-System of 89.8 percent
while the remaining 10.2 percent is influenced by other factors. Furthermore, the R-Square Adjusted
output of Employee Performance is 0.943, meaning that it has predictive power for the variables of
Work Environment, HR E-System, Job Satisfaction and Work Motivation (as Moderator) of 94.3
percent, the remaining 5.7% percent is influenced by other factors. The f-Square (f2) test is used at a
later stage to determine the magnitude of the effect of the endogenous latent variable on the
exogenous latent variable. The f2 values of 0.02, 0.15 and 0.35 can be interpreted whether the latent
variable indicator has a weak, medium or large influence on the structural level.

Muhammad Ramdhan (How The Role of Electronic Human Resource System …)

 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1, June 2022

Fig 3. Hypotheses Testing

Table 2 . Hypotheses Testing

T- P- Analysis Results
statistics values

Work Environment- Job satisfaction 2.482 0.000 Accepted

e-HRM- Job satisfaction 5.217 0.000 Accepted
Work Environment- Performance 3.432 0.001 Accepted
e-HRM- Performance 2.324 0.003 Accepted
Job Job satisfaction -Performance 2.654 0.003 Accepted

H1: There is a positive and significant relationship between work environment and job satisfaction
After the data meets the measurement requirements, the research is continued by conducting
bootstrapping method on SmartPLS with a significance level of 0.05 where if the p-values are less
than
of 0.05 or t-values greater than t-critical (1.96) means that the alternative hypothesis is
accepted.The summary of the path diagram with the output t-values above is based on the results of
the hypothesis test in Figure 3 of each effect tested. Work Environment has an effect on Job
Satisfaction, with a t-value of > 1.96 which means that it has a significant effect (H1 is accepted).
This finding is in accordance with previous empirical evidence which shows that the influence of the
physical and non-physical work environment has a significant effect on employee job satisfaction.
According to Nayak et al. (2021); Pallawagau, A. (2021); Parry, E., & Tyson, S. (2011); Purwanto et
al. (2022) positively.
H2: There is a positive and significant relationship between the HR e-system on job satisfaction
After the data meets the measurement requirements, the research is continued by conducting
bootstrapping method on SmartPLS with a significance level of 0.05 where if the p-values are less
than
of 0.05 or t-values greater than t-critical (1.96) means that the alternative hypothesis is accepted.
The work environment is one of the supporting factors in employee performance which if the

Muhammad Ramdhan (How The Role of Electronic Human Resource System …)

ISSN: 2579-7298 International Journal Of Artificial Intelegence Research
Vol 6, No 1, June 2022

environment is good then employees will consider the company still a better place to work. HR E-
System has an effect on Job Satisfaction, with a t-value of > 1.96 which means that it has a
significant effect (H2 is accepted). This finding is in accordance with previous empirical evidence.
According to Nayak et al. (2021); Pallawagau, A. (2021); Purwanto et al. (2022) which shows that
MIS has a positive effect on improving employee performance (Wiranda, Prihatini, & Hidayat,
2015). HR e-System values that match the value of job satisfaction can have significant benefits in
developing the company with the aim of reducing costs by reducing employee behavior and
increasing employee productivity.
H3 : There is a positive and significant relationship between the work environment and employee
performance
After the data meets the measurement requirements, the research is continued by using the
bootstrapping method on SmartPLS with a significance level of 0.05 where if the p-values are less
than 0.05 or t-values are greater than t-critical (1.96) it means an alternative hypothesis. declared
accepted According to Ruël et al. (2004); Sudirman et al. (2021); Shamout et al. (2022); Thathsara et
al. (2021); Strohmeier (2007) which provides empirical evidence that the work environment has no
significant effect on employee performance while the work environment has a positive and
significant effect on satisfaction. According to Al-Harazneh et al. (2021); Asbari et al. (2021); Dewi
et al. (2021); Farhan et al. (2021); Ibrahim et al. (2022) A good working environment is one of the
factors supporting employee productivity. Therefore, a conducive work environment is needed to
support employee performance in carrying out their work, so that the work results obtained can be
achieved optimally. According to Nayak et al. (2021); Pallawagau, A. (2021); Parry, E., & Tyson, S.
(2011); Purwanto et al. (2022) A good information system can also be seen from the ability of
employees to access, understand, and use and utilize the information generated in assisting the
completion of work.
H4 : There is a positive and significant relationship between the HR e-system on employee
performance
After the data meets the measurement requirements, the research is continued by conducting
bootstrapping method on SmartPLS with a significance level of 0.05 where if the p-values are less
than
of 0.05 or t-values greater than t-critical (1.96) means that the alternative hypothesis is accepted.
Work Environment has an effect on Employee Performance, with a t-value of > 1.96 which means
that it has a significant effect (H3 is accepted), then the HR e-System also has an effect on Employee
Performance, with a t-value of 2.283 which means it is also significantly influential (H4 is
accepted). These two findings are in accordance with previous empirical evidence which shows the
influence of MIS and work environment significantly on employee performance but not in
accordance with research
H5: There is a positive and significant relationship between job satisfaction and employee
performance
With a good information system it will produce optimal performance. Job satisfaction has an
effect on employee performance, with a t-value of 4.090 meaning that it has a significant effect (H5
is accepted). This finding is in accordance with previous empirical evidence which shows that
between the variables of job satisfaction and performance there is a linear relationship and the effect
of job satisfaction on bank employee productivity and also a positive and significant influence on
satisfaction on employee performance. . (2021); Khashman et al. (2022); Kumari et al.
(2021);Muliati et al. (2022); Majid et al.. (2021); Myllymäki et al. (2021) which does not prove the
moderating effect of the work environment on employee performance on employee performance.
This is also of course evidenced by the fulfillment of work environment indicators such as always
trying to complete work more than the targeted number, always trying to correct mistakes, making
lessons not to repeat mistakes, being self-improvement, paying attention to details in work,
completing work with good results. neat and tidy makes employees feel appreciated and supported
by the company to improve long-term careers that will improve company performance. Given the
importance of motivation for individuals as an inherent drive or motive and influence certain
behaviors as well as efforts to develop the personal life concerned.

Muhammad Ramdhan (How The Role of Electronic Human Resource System …)

 International Journal Of Artificial Intelegence Research ISSN: 2579-7298
Vol 6, No 1, June 2022

IV. Conclusion
The conclusion of the research aimed at specifically examining the effect of the HR e-System
and Work Environment, Job Satisfaction and Work Motivation as a liaison on the performance of
banking employees within the Digital Payment Work Unit resulted in the essence, namely the
research results obtained facts in the form of a very significant relationship and has value the t
statistic is 4.285, this understanding provides an illustration that the work environment has an impact
on increasing job satisfaction. The results of the study obtained facts in the form of a very significant
relationship, this understanding illustrates that the HR e-System will also have an impact on
increasing Job Satisfaction in Work Units at the Bank. The results of the study obtained facts in the
form of a significant relationship, this understanding illustrates that the work environment has an
impact on improving employee performance in the work unit at the bank. The results of the study
obtained facts in the form of a significant relationship. This understanding illustrates that the HR e-
System will also have an impact on improving employee performance at the bank. The results of the
study obtained facts in the form of a significant relationship, this understanding illustrates that the
work environment moderated by work motivation has an impact on improving employee
performance in the work unit at the bank. can be said to affect the Employee Performance variable.
The results of this study have implications for the management of the need for synergy between
sections in the unit. work in optimizing programs that have an impact on improving employee
performance. The work environment is one that has an important effect on employee performance.
Further surveys are needed to evaluate the work environment in order to further increase job
satisfaction and its impact on employee performance. Appreciation to employees when employees
can complete certain tasks must be done so that employees are motivated to work which directly has
a significant influence on job satisfaction.

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