Abstract
To overcome the problem of declining performance, organizations need a variety of professional experience portfolio and strong pro-commitment to learning in addition to the need for employees to adapt to various changes, especially technological changes. Adopting the role of organizational learning theory and human capital, this study aims to analyse the pro-commitment to learning and adaptability to change whether it is able to mediate the influence of the professional experience portfolio on employee performance. The sample of this research consists of the managers and supervisors at PT POS Region VI in Indonesia. Using stratified random sampling, this research sample involves 223 participants. Research data were analysed using Equation Model (SEM). The results show that there are positive and significant influences of all of the variables studied, except for the direct effect of the professional experience portfolio on employee performance. Thus, the role of pro-commitment to learning mediation and adaptability to technological change are fully mediating variables on the effect of professional experience portfolio toward employee performance. It takes an appropriate linear and crossfield experience for managers and supervisors to increase innovative new opportunities through strength of commitment to learning and readiness in encountering technological changes so that companies can survive amidst sharp competition.
Highlights
In the era of globalization, the ever-changing business environment, with more stringent competition and increasing consumer demand over the last few years, has shifted the issues related to employee competency significantly
Research by Gulfi et al (2015) shows that professional experience stimulates a more effective and efficient system change. This finding is in accordance with Poon and Brownlow (2014) which showed that professional experience in property businesses stimulates the ability to communicate using digital technologies, and experience in operating digital technologies increases the level of practical experience and knowledge about international properties which in turn stimulates these professionals
Employee performance (Nguyen et al, 2019; Pudjiarti & Hutomo, 2020; Samnani et al, 2013) is the comparison between real achievement and the standard speed and punctuality in finishing a task, giving constructive suggestions related to the service to consumers or the main contracts, meeting required targets, and finishing the task according to the set standards
Summary
In the era of globalization, the ever-changing business environment, with more stringent competition and increasing consumer demand over the last few years, has shifted the issues related to employee competency significantly. According to Kumar et al (2013), an organization needs to be able to successfully adapt to market changes This successful adaptation depends on how ready employees are to face changes. Adaptation means continuous change in response to new situations At this time of the ubiquitous use of computers, the internet, and rapid development of artificial intelligence, the work environment is an ever-changing one in which information technology plays a vital role in strengthening a company’s competitiveness. Procommitment to learning is needed, in addition to adaptability to technological changes This is in accordance with Maurer and Weiss (2010) view that continuous learning is an important part of successful work. To examine the role of pro-commitment to learning mediation and adaptation to technological change in improving employee performance. To examine in more depth the role of organizational learning theory and human capital theory to support novelty research
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