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All Journal JURNAL MANAJEMEN INDUSTRI DAN LOGISTIK Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Jurnal Manajemen Transportasi & Logistik (JMTRANSLOG) Devotion: Journal of Research and Community Service Annals of Human Resource Management Research International Journal of Advanced Multidisciplinary Jurnal Siber Transportasi dan Logistik
Fachrial, Peppy
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Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Transportation Other

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Journal : Annals of Human Resource Management Research

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Integrating digital recruitment and employer branding into strategic HRM to foster employee retention through perceived organizational support Husainah, Nazifah; Suhartini, Suhartini; Fachrial, Peppy; Sopyan, Ahmad; Sundari, Pipit
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3271

Abstract

Purpose: This study examines how Digital Recruitment and Employer Branding influence Employee Retention through Perceived Organizational Support (POS), addressing gaps in strategic HRM research regarding the integrated role of digital hiring and employer branding. Research Methodology: A cross-sectional survey involving 200 employees from digitally mature Indonesian organizations was analyzed using PLS-SEM with 5,000 bootstrapped subsamples. The measurement model showed strong reliability and validity (? > .86; CR > .88; AVE > .54), and structural testing evaluated five direct hypotheses and mediation effects. Results: Employer Branding significantly predicts POS and retention, whereas Digital Recruitment enhances POS but shows no direct effect on retention. POS strongly predicts retention and fully mediates the Digital Recruitment–Retention relationship while partially mediating the Employer Branding–Retention link. The structural model explains 43% of POS variance and 51% of retention, supported by medium–large effect sizes and positive Q² values. Conclusions: The findings confirm POS as the key psychological mechanism through which modern HR practices translate into retention outcomes. Employer Branding drives retention both directly and indirectly, while Digital Recruitment contributes indirectly via POS. Limitations: Cross-sectional data limit causal inference, and the digital-sector sample restricts generalizability. Contribution: The study integrates digital recruitment and employer branding within one strategic HRM framework and establishes Digital Recruitment as an empirical antecedent of POS, reinforcing POS’s centrality in digital-era retention strategies.
Co-Authors Aang Gunawan, Aang Adi, Erman Noor Agusinta, Lira Ahmad Sopyan Aldri Frinaldi Ari Barata, Fausta ASEP SUPARMAN Devi Marlita, Devi Dewi Kania, Dinar Dian Artanti Arubusman, Dian Artanti Dinar Dewi Kania Edhie Budi Setiawan, Edhie Budi Fauzi Jaya Sakti, Reza Febrian, Wenny Desty Ferdiansyah, Anton Handayani, Sri Harry Velasko, Ignasius Hidayaatullah, Mukhlis Imam Sonny, Imam Indrawan, Rully Juliater Simamarta Maludin Panjaitan Maysandra, Indriani Nazifah Husainah Oktafianus, Cokky Prasadja Ricardianto, Prasadja Primadi Candra Susanto Putra, Derry Herlasetyadi Rasidi, Fazar Iman Rina Novianty Ariawaty, R. Rini Setiawati Safariningsih, Ratna Tri Hari Sarinah Sarinah Siti Normi, Siti Soekirman, Atong Sri Rahardjo Suhartini Suhartini Suhendra, Agus Sundari, Pipit Tampubolon, Manahan Widia, Ria Widodo, Rintis Eko Widwan Dwipa Putra, Kadek WIjayanthi, Ida Ayu Trisna Yosi Pahala, Yosi Yosiyanto, Robi Zaenal Abidin