Reconstruction of Strategic-Humanistic Digital Human Resource Management (DHRM) for Sustainable Employee Performance in Modern Organizations

Abstract

This study aims to reconstruct a Digital-Based Human Resource Management (DHRM) model that enhances employee motivation and sustainable performance in modern organizations. It examines how DHRM is implemented, contributes to employee motivation, and supports sustainable employee performance. A qualitative library research approach was employed through a Systematic Literature Review guided by the PRISMA 2020 framework. Relevant studies were identified from Scopus, ScienceDirect, Emerald Insight, SpringerLink, Wiley Online Library, and Google Scholar. Of 347 initially identified records, 20 peer-reviewed empirical, review, and conceptual articles met the predefined inclusion and exclusion criteria concerning publication quality, topical relevance, publication period, and full-text availability. Content analysis and integrative synthesis were conducted to identify major themes, theoretical perspectives, and research gaps. The findings demonstrate that DHRM improves organizational efficiency, competency development, employee engagement, and data-driven decision-making. Nevertheless, digital transformation may also generate technostress, digital fatigue, competency disparities, and weakened human-centered workplace relationships. Effective DHRM practices can strengthen employee motivation by promoting autonomy, competence, relatedness, trust, and organizational commitment. Based on these findings, the study proposes a Strategic-Humanistic DHRM model that integrates digital transformation, competency development, employee motivation, employee engagement, employee well-being, and demand–resource balance. Supported by digital leadership, the model offers a comprehensive framework for achieving sustainable employee performance while balancing technological efficiency with employees’ psychological and social needs