Annals of Management and Organization Research
The Annals of Management and Organization Research (AMOR) is an international, peer-reviewed, and scholarly journal that publishes high-quality research articles covering qualitative and quantitative research discussing interesting and contemporary topics on all areas of management and organization sciences. AMOR is aimed at providing academic media for researchers, academicians and practitioners to express their innovative ideas in developing theories and practice of management and organization. The scopes of the journal include, but are not limited to, the following fields: - Management education, particularly experiential education - Organizational behavior - Business strategy and policy - Organisational theory - Human resource management - Business Management - Financial Management - Leadership - Marketing Management - Risk Management - Supply Chain Management - Strategic Management - Organizational Learning - Organizational Culture - Corporate Governance - Reward Management - Educational Management
Articles
392 Documents
<![CDATA[Impact of Mobile Marketing on Brand Loyalty Towards Gen Z in Bangladesh: Evidence from BKash ]]>
<![CDATA[Md. Abdullah Al Jamil]]>;
<![CDATA[Sk Shakil Ahmed Sk Shakil Ahmed]]>;
<![CDATA[Md. Azmir Hossain]]>
<![CDATA[ Annals of Management and Organization Research Vol. 7 No. 4 (2026): May ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v7i4.4010
<![CDATA[Abstract Purpose: The aim of the study is to investigate the impacts of mobile marketing on the brand loyalty among Generation Z consumers in Bangladesh, by examining four mobile marketing components: mobile phone contact, text message marketing, permission-based SMS marketing, and mobile website content. Research Methodology: This study adopts an explanatory research design within a quantitative, cross-sectional framework. Primary data were collected in Bangladesh through a structured questionnaire administered online and offline to Gen Z bKash users across 36 districts (n = 322; data collection: 1–20 December 2025). Data were analyzed using IBM SPSS and SmartPLS. Results: Mobile marketing in general has a significant impact on brand loyalty. Text message marketing, permission-based SMS marketing, and mobile website content show significant positive effects on brand loyalty, whereas mobile phone contact is not significant. The strongest predictor is permission-based SMS marketing, which points out the importance of consent and trust. Conclusions: Mobile marketing can strengthen Gen Z’s brand loyalty in Bangladesh when it prioritizes permission-based SMS marketing, relevant SMS content, and a user-friendly mobile web experience; intrusive direct phone contact appears less effective. Limitations: Convenience sampling, a single-brand (bKash) focus, and a cross-sectional design may limit generalizability and causal inference. Contributions: This study extends mobile marketing and brand loyalty evidence to an under-researched emerging market and provides guidance for fintech/service marketers on designing consent-based messaging and mobile website experience improvements to build long-term loyalty among Gen Z.]]>
<![CDATA[Integrating Public Management and Leadership to Explain Local Government Performance ]]>
<![CDATA[Herman Herman]]>;
<![CDATA[Shofia Amin]]>;
<![CDATA[Sigit Indrawijaya]]>;
<![CDATA[Sry Rosita]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p15-31.2026
<![CDATA[Purpose: This study aims to examine how New Public Management (NPM) inf0luences Public Service Performance through two leadership mechanisms, namely Leadership Behaviour as an instrumental mechanism and Servant Leadership as a value-based mechanism, in Indonesian local government organizations. Methodology: This research was conducted in local government organizations in Indonesia using a quantitative explanatory design. Data were collected through a survey of 385 civil servants in South Korea. The study employed a structured questionnaire and analyzed the data using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software to test both direct and indirect relationships among variables. Results: The results show that New Public Management has a strong positive effect on both Leadership Behaviour and Servant Leadership. However, only Servant Leadership has a significant direct effect on Public Service Performance and acts as a significant mediating variable between NPM and Public Service Performance. Leadership Behaviour does not have a significant direct effect on Public Service Performance. Conclusions: The study concludes that managerial reforms alone are insufficient to improve Public Service Performance. Value-based leadership, particularly Servant Leadership, is a crucial mechanism for translating New Public Management reforms into meaningful service outcomes. Limitations: This study is limited by its cross-sectional design and reliance on self-reported data from a single regional context, which may restrict its generalizability. Contributions: This study contributes to the public management literature by integrating managerial reform and leadership and providing empirical evidence of the role of servant-oriented leadership in public sector performance.]]>
<![CDATA[Human Resource Management Practices in Strengthening Organizational Performance through Innovation Capabilities among SME Employees ]]>
<![CDATA[Erbin Chandra]]>;
<![CDATA[Reina A Hadikusumo]]>;
<![CDATA[Elly Romy]]>;
<![CDATA[Acai Sudirman]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p33-51.2026
<![CDATA[Purpose: This study examines how Human Resource Management (HRM) practices, organizational agility, and technology capabilities relate to organizational performance through the mediating role of innovation capabilities among Small and Medium Enterprises (SME) employees. Methodology: This study was oriented towards quantitative research. The research sample comprised 250 SME employees. Data were analyzed using Structural Equation Modelling (SEM). Results: The findings indicate that HRM practices, organizational agility, and technological capabilities are positively associated with innovation capabilities. Innovation capability plays a significant mediating role in linking organizational resources to organizational performance. Conclusions: The findings indicate that HRM practices, organizational agility, and technological capabilities are positively associated with innovation capabilities. Innovation capabilities play a significant mediating role in linking organizational resources to organizational performance. Limitations: The cross-sectional design limits causal inference, and reliance on self-reported data may introduce a common method bias. The sample was limited to SMEs within a specific national context. Contributions: This study integrates HRM, agility, and technological perspectives within a dynamic capability framework, offering empirical evidence on capability-based performance mechanisms in SMEs and providing practical insights for SME managers.]]>
<![CDATA[Customer Loyalty in Fast-Food Restaurants: The Mediating Role of Customer Satisfaction in Batam ]]>
<![CDATA[Mohamad Gita Indrawan]]>;
<![CDATA[Angelina Eleonora Rumengan]]>;
<![CDATA[Raymond Raymond]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p1-14.2026
<![CDATA[Purpose: This study aims to examine the direct and indirect effects of selling price, advertising, and location on customer loyalty, with service quality acting as a mediating variable in fast food outlets in Batam City. Methodology: This study employed a quantitative approach using a survey method. Data were collected from customers who purchased and consumed fast-food products in Batam City. The sampling technique used was purposive sampling, and the data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) to test both direct and indirect relationships among variables. Results: The findings indicate that selling price significantly affects service quality but does not directly influence customer loyalty, demonstrating a full mediating effect through service quality. Advertising and location have significant direct and indirect effects on customer loyalty, indicating partial mediation. Furthermore, service quality significantly affects customer loyalty and is the most critical determinant of customer retention. Conclusions: This study confirms that service quality is a key mechanism linking marketing variables to customer loyalty. The effectiveness of pricing, advertising, and location strategies largely depends on their ability to enhance the perceived service quality. Limitations: This study is limited to fast-food outlets in Batam City and focuses only on selected variables, which may restrict the generalizability of the findings to other regions. Additionally, the cross-sectional design does not capture changes in customer behavior over time. Contributions: This study contributes to the literature by integrating marketing mix variables with service quality within the Stimulus-Organism-Response (S-O-R) framework, highlighting the mediating role of service quality in shaping customer loyalty. Practically, it provides insights for fast-food businesses to align their marketing strategies with service quality improvements to achieve a sustainable competitive advantage.]]>
<![CDATA[Determinants of Technology Acceptance of the Pamong Desa LMS Among Village Officials in West Bandung Regency ]]>
<![CDATA[Muhamad Nur Fajar]]>;
<![CDATA[Heri Fathurahman]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p53-71.2026
<![CDATA[Purpose: This study aimed to examine the factors influencing the technology acceptance of the Learning Management System (LMS) Pamong Desa among village officials in West Bandung Regency using the General Extended Technology Acceptance Model for E-Learning (GETAMEL) framework. Methodology: This study employed a quantitative approach with 245 village officials with prior experience using the LMS Pamong Desa. Data were collected through questionnaires and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS), incorporating variables such as experience, subjective norms, enjoyment, computer anxiety, and self-efficacy. Results: The results show that Enjoyment significantly affected perceived usefulness and perceived ease of use, whereas self-efficacy influenced perceived ease of use. Perceived ease of use affects perceived usefulness and intention to use, and perceived usefulness also influences the intention to use. Experience, subjective norms, and computer anxiety were not significant. Conclusions: Intrinsic and cognitive factors are more influential than external and social factors in determining technology acceptance. Limitations: This study was limited to a single regional context and cross-sectional data. Contributions: This study contributes to the literature by demonstrating that the explanatory power of the GETAMEL model is context-dependent rather than universal, particularly in decentralized public sector settings. It highlights that intrinsic and cognitive factors outweigh social influences in shaping technology acceptance, offering new insights into e-learning adoption in local governance environments.]]>
<![CDATA[Enhancing Employee Psychological Well-Being through Flexible Work Arrangements: The Mediating Role of Employee Engagement ]]>
<![CDATA[Ratih Anggraini]]>;
<![CDATA[Signorita Signorita]]>;
<![CDATA[Dhita Hafizha Asri]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p73-86.2026
<![CDATA[Purpose: This study explores how flexible work arrangements influence the mental well-being of Generation Z employees and examines employee engagement as a mediating factor in this relationship. Methodology: A quantitative approach was applied in this study, targeting Generation Z employees working in Information Technology (IT) roles within manufacturing companies in Batam, Indonesia. Data were collected through an online questionnaire administered via Google Forms from November 2024 to January 2025 using a five-point Likert scale. A purposive sampling technique was applied, resulting in 200 valid responses being obtained. The collected data were examined using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Results: The analysis revealed that flexible work arrangements positively contributed to employee engagement and psychological well-being. Furthermore, employee engagement positively affects psychological well-being and serves as an intermediary variable between flexible work arrangements and employee psychological well-being. Conclusions: Flexible work arrangements significantly enhance employees’ psychological well-being, both directly and indirectly, through increased employee engagement among Generation Z employees. Work flexibility allows employees to experience higher motivation, stronger involvement, and better psychological health. Limitations: This study is limited to Generation Z employees working in IT-related roles within manufacturing companies in Batam. Therefore, the findings may not fully represent employees from other industries or generational groups. Contributions: The findings contribute to the literature on human resource management and organizational behavior by highlighting how employee engagement helps explain the connection between flexible work arrangements and psychological well-being among Generation Z employees in digital workplaces.]]>
<![CDATA[Dynamic Capabilities, Knowledge Sharing, and Environmental Dynamism: A Mediated–Moderation Model of SME Innovation Performance ]]>
<![CDATA[Yuli Budiati]]>;
<![CDATA[Hardani Widhiastuti]]>;
<![CDATA[Indarto Indarto]]>;
<![CDATA[Rohmini Indah Lestari]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p87-106.2026
<![CDATA[Purpose: This study examines the relationship between dynamic capabilities and innovation performance in Small and Medium-sized Enterprises (SMEs), with knowledge sharing as a mediator and environmental dynamism as a moderator. Methodology: This study used a quantitative survey of 194 SMEs in Central Java. Data were collected using structured questionnaires, purposive sampling, and Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis. Results: Dynamic capabilities substantially impact innovation performance and knowledge sharing. Knowledge sharing positively influences innovation performance and mediates the effect of dynamic capabilities on it. Environmental dynamism directly and positively influences innovation performance but does not significantly strengthen the relationship between dynamic capabilities and innovation performance. Conclusions: Dynamic capabilities improve innovation performance directly and indirectly through knowledge sharing. Internal capabilities play a more dominant role than external environmental conditions in driving innovation. Limitations: This study is limited by its cross-sectional design and moderate explanatory power, indicating the possible influence of other variables. Contributions: This study addresses gaps in the dynamic capability and knowledge-based view literature through evidence from SMEs in developing countries and offers practical insights for managers to enhance innovation through capability development and knowledge sharing.]]>
<![CDATA[Mobile Payment Systems for Small and Medium Enterprises in Rural Areas: A Business Performance Context ]]>
<![CDATA[Peace Nkiru Nwakoby]]>;
<![CDATA[Victoria Kenechukwu Anagwu]]>;
<![CDATA[Blessing Obiageli Essell]]>;
<![CDATA[Augustine Ebuka Arachie]]>
<![CDATA[ Annals of Management and Organization Research Vol. 8 No. 1 (2026): August ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v8.n1.p107-124.2026
<![CDATA[Purpose: This study examined the relationship between mobile payment systems and the business performance of Small and Medium-Sized Enterprises (SMEs) in Anambra State, Nigeria. Specifically, this study investigated how mobile wallets and Unstructured Supplementary Service Data (USSD) platforms influence market expansion. Methodology: This study adopted a survey research design. Data were collected from 157 unregistered SMEs operating in rural Anambra State using a pre-validated questionnaire. The analyses were conducted using the correlation method, and the hypotheses were tested at the 5% significance level. Results: The findings showed a positive and statistically significant relationship between mobile wallet adoption and market expansion, with a correlation coefficient of 0.295 (p < 0.01). The results also indicate a stronger positive relationship between USSD usage and market expansion, with a correlation coefficient of 0.511 (p < 0.01). Conclusions: The study concluded that mobile payment systems are not merely transactional tools but strategic enablers of business growth and financial inclusion. Limitations: The study was limited to unregistered SMEs operating in rural communities of Anambra State, which may have restricted the generalization of the findings to registered SMEs or businesses in urban areas. In addition, the reliance on self-reported questionnaire responses may make the findings from the study subject to respondents’ bias and perception errors. Contributions: This study provides empirical evidence on how mobile payment systems enhance market expansion among SMEs in rural communities in Anambra State, Nigeria. ]]>
<![CDATA[Leadership Styles: A Necessity for Workplace Conflict Resolution in Yumbe District ]]>
<![CDATA[Aluonzi Burani]]>;
<![CDATA[Ojoatre Rashid]]>
<![CDATA[ Annals of Management and Organization Research Vol. 7 No. 4 (2026): May ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v7i4.3687
<![CDATA[Purpose: This study examines the effect of leadership styles on conflict resolution at the Yumbe District Local Government Headquarters. This study focuses on democratic, laissez-faire, and autocratic leadership styles as approaches to managing workplace conflicts. Research Methodology: This study adopted a mixed-methods approach using a cross-sectional survey design and phenomenological inquiry. The study population consisted of 183 respondents, of which 123 were selected using the Krejcie and Morgan sampling table. Data were collected using structured questionnaires and in-depth interviews. Quantitative data were analyzed using frequency distributions, Pearson Linear Correlation Coefficient, and regression analysis, while qualitative data were analyzed thematically. Results: The findings revealed that most respondents were male, aged 18–39 years, and held a bachelor’s degree. The results showed significant relationships between democratic leadership (r = 0.456), laissez-faire leadership (r = 0.175), and autocratic leadership (r = 0.181) and conflict resolution. Democratic leadership contributed 20.8% to conflict resolution, whereas laissez-faire and autocratic leadership contributed 3.0% and 3.3%, respectively. Conclusions: The study concludes that Leadership styles significantly influence conflict resolution. Democratic leadership was identified as the most effective approach because of its emphasis on participation and communication. Limitations: The study experienced difficulties in obtaining information from some lower administrative staff because of concerns about job security Contributions: This study contributes to the leadership and conflict management literature by providing evidence of the role of leadership styles in resolving workplace conflicts within local government institutions.]]>
<![CDATA[Effect of Employee Training and Development on Organizational Success on Private Banking Sector in Bangladesh ]]>
<![CDATA[Gopal Chandra Saha]]>;
<![CDATA[Aditi Roy]]>;
<![CDATA[Amit Roy]]>;
<![CDATA[Rita Rani Roy]]>
<![CDATA[ Annals of Management and Organization Research Vol. 7 No. 4 (2026): May ]]>
Publisher : <![CDATA[goodwood publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/amor.v7i4.3785
<![CDATA[Purpose: This study aimed to examine the effect of employee training and development on organizational success in the private banking sector of Bangladesh. Research Methodology: A quantitative research approach was applied using structured questionnaires distributed among employees of selected private commercial banks in Bangladesh. Data were analyzed using descriptive statistics and inferential techniques to measure the relationships between training, development, and organizational success indicators. Results: The findings indicate a significant positive relationship between employee training and development and organizational success. Training has a stronger immediate impact on productivity and performance, whereas development contributes more to long-term employee retention and innovation. Conclusion: By examining training-focused and development-oriented initiatives separately, this study will help reveal that short-term skill enhancement and long-term employee growth make distinct yet complementary contributions to organizational success. Limitations: This study is limited to private commercial banks in Bangladesh, which may restrict the generalizability of its findings to other banking segments and service sectors with different structures and practices. Contributions: This study contributes to both previous studies and ongoing implications by providing evidence from Bangladesh’s private banking sector on the positive impact of training and development on employee performance and organizational success. This study fills a key research gap and offers practical insights for professionals to enhance productivity, engagement, and effectiveness through strategic training initiatives. The findings will also support policy formulation by guiding the development of effective training frameworks to strengthen human capital.]]>
