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International Journal of Marketing and Human Resource Research
Published by Training & Research Institute Jeramba Ilmu Sukses
ISSN : -     EISSN : 27464040     DOI : 10.47747
Core Subject : Economy, Social,
Economics, Econometrics & Finance Social Sciences
International Journal of Marketing & Human Resource Research (IJMHRR) is a peer-reviewed and international marketing and human resource journal. The journal covers topics in the areas of human resource management, marketing, organizational behaviour, pricing, digital marketing, social marketing, consumer behaviour, and other related subjects. IJMHRR is open to various methodological approaches, including conceptual work, quantitative, qualitative, and mixed-methods. IJMHRR is published four times a year (January, April, July, and October). e-ISSN: 2746-4040. The Digital Object Identifier (DOI) is assigned to each published article and the journal is indexed by Crossref.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Pemasaran
Articles 223 Documents
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The Effect of Competency, Work Discip line and Motivation on Employee Performance: TheCase of Coal Handling Facility and Main Mining Equipment Maintenance Sub-Division of PT. Bukit Asam Tbk. Tanjung Enim Frenky Hidayat; Choiriyah Choiriyah; Yudha Mahrom
International Journal of Marketing & Human Resource Research Vol. 7 No. 2 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i2.3438

Abstract

This study aims to examine: (1) the simultaneous effect of competence, work discipline, and motivation on employee performance; and (2) the partial effect of each variable—competence, work discipline, and motivation—on employee performance. The research was conducted in the Coal Handling and Main Equipment Maintenance Subdivision of PT Bukit Asam Tbk, Tanjung Enim Mining Unit. This study uses an associative quantitative approach with competence, work discipline, and motivation as independent variables, and employee performance as the dependent variable. The sample consisted of 138 employees selected using cluster random sampling. Data were collected through questionnaires and supported by secondary data sources. The analysis was conducted using multiple linear regression. The results indicate that competence, work discipline, and motivation simultaneously have a significant effect on employee performance. Partially, competence has a significant effect on performance, while work discipline and motivation do not show a significant effec
The Effect of Loyalty, Motivation and Work Discipline on Teachers’ Performance: The Case of Public Junior High School in Prabumulih City Yelli Aswariningsih; Muhammad Idris; Choiriyah Choiriyah
International Journal of Marketing & Human Resource Research Vol. 7 No. 2 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i2.3441

Abstract

This study aims to determine the effect of Loyalty, motivation, and work discipline on the performance of public junior high school teachers in Prabumulih City. To determine the effect of Loyalty on the performance of public junior high school teachers in Prabumulih City, To determine the effect of motivation on the performance of public junior high school teachers in Prabumulih City, To determine the effect of Work Discipline on the performance of public junior high school teachers in Prabumulih City. This type of research is associative-causal quantitative research, which is a study that examines cause-and-effect relationships, where there are independent variables (influencing variables) and dependent variables (influenced variables) (Paramita, 2021: 33). This study was designed to determine the effect of the variables of teacher Loyalty, teacher Motivation, and teacher Discipline on teacher performance variables at public junior high schools in Prabumulih City. The sample in this study consisted of 245 respondents, using cluster random sampling. The data used in this study were primary data, including the number of respondents and the agency profile, and secondary data, using a coequal analysis method. The analysis technique used was multiple linear regression analysis. The results of the study indicate that: (1) Loyalty, motivation, and work discipline have a positive and significant influence on teacher performance at junior high schools (SMP) in Prabumulih City. (2) Loyalty, motivation, and work discipline have a positive and significant influence on teacher performance at junior high schools (SMP) in Prabumulih City. (3) Motivation has a positive and significant influence on teacher performance at junior high schools (SMP) in Prabumulih City. (4) Loyalty, motivation, and work discipline have no positive and significant influence on teacher performance at junior high schools (SMP) in Prabumulih City.
The Effect of Organizational Culture, Motivation and Organizational Commitment on Employee Performance: The Case of Coal Handling and Transportation Unit of PT. Bukit Asam Tbk. Tanjung Enim Benni Irawadi; Abid Djazuli; Choiriyah Choiriyah
International Journal of Marketing & Human Resource Research Vol. 7 No. 2 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i2.3442

Abstract

The purpose of this study is to determine the effects of organizational culture, work motivation, and organizational commitment on employee performance in the Coal Handling and Transportation Unit of PT. Bukitasam, Tbk, Tanjung Enim Mining Unit. This study is a causal associative study using a quantitative approach. The population used in this study comprised all employees of the Coal Handling and Transportation Division of PTBA UPTE, totaling 152. The sample used a purposive sampling technique with a Slovin formula of 111 respondents. The study's results indicate that organizational culture, motivation, and organizational commitment influence employee performance in the Coal Handling and Transportation Unit of PT. Bukit Asam Tbk, Tanjung Enim Mining Unit, both partially and simultaneously
The Meaning of Social Support and Self-Acceptance in Building Psychological Well-Being: An Interpretative Phenomenological Analysis Study of HIV Outreach Workers Who Are Survivors of Sexual Violence Riska Riska; Rifqi Farisan Akbar; Prinska Damara Sastri
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3496

Abstract

Sexual violence experienced by HIV outreach workers can be traumatic and negatively impact the victim's psychological well-being. Lack of social support from the surrounding environment and workplace can leave victims feeling neglected, unprotected, and struggling to accept themselves. This low self-acceptance subsequently impacts the victim's psychological well-being after experiencing sexual violence. This study employed a qualitative method with an Interpretative Phenomenological Analysis (IPA) approach, aimed at deeply understanding the participants' subjective experiences of the phenomenon under study. The subjects in this study were four HIV outreach workers who had experienced sexual violence while carrying out their work. Data collection was conducted through in-depth interviews to explore the subjects' experiences, feelings, and meanings regarding the sexual violence. The results showed that the subjects experienced various psychological impacts, such as fear, stress, trauma, anxiety, overthinking, loss of work enthusiasm, and a tendency to withdraw from social circles. Furthermore, the lack of social support and low self-acceptance made the subjects' psychological recovery process more difficult and time-consuming. This study demonstrates that social support and self-acceptance play a crucial role in building the psychological well-being of HIV outreach workers who are survivors of sexual violence.
The Effects of Role Overload and Resilience on Psychological Well-Being Among the Sandwich Generation in Bandung Wines Restu Alina; Rifqi Farisan Akbar; Prinska Damara Sastri
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3509

Abstract

This study investigates the extent to which role overload and resilience explain psychological well-being among the sandwich generation in Bandung. The research used a quantitative approach, involving 115 employed Generation Z respondents aged 20–29 years residing in Bandung. Data were collected through a structured questionnaire and analyzed using multiple linear regression. The results reveal that role overload and resilience jointly have a significant influence on psychological well-being, accounting for 80.7% of the explanatory contribution. The partial analysis shows that role overload has a negative but non-significant effect on psychological well-being (p > 0.05). Conversely, resilience demonstrates a positive and significant effect and becomes the strongest predictor in the model (p < 0.05). These findings indicate that psychological well-being among the sandwich generation is influenced more strongly by internal adaptive capacity, particularly the ability to withstand pressure, adjust to difficult situations, and recover from stress, than by the perceived intensity of multiple role demands
Human Resource Competency Modelling in Consumer Protection Institutions in the Special Capital Region of Jakarta Novriansyah Novriansyah; Sri Rahayu; Junaidi Junaidi
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3524

Abstract

This study aims to develop and test a model of human resource (HR) competence in Consumer Protection Institutions (LPK) in the Special Capital Region of Jakarta, with technology adoption as a mediating variable. This research is motivated by the low digital competence of LPK HR and the absence of a standardized competence model integrated with technology. The study employed an explanatory quantitative approach using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The study population consisted of 275 leaders and staff from the National Consumer Protection Agency (BPKN), the Consumer Dispute Settlement Agency (BPSK), and Community-Based Consumer Protection Institutions (LPKSM) in DKI Jakarta. The research sample comprised 125 respondents selected through purposive sampling. Data were collected through an online survey using a questionnaire that had been tested for validity and reliability. The results showed that: (1) Individual factors (work experience and motivation) have a positive and significant effect on technology adoption and HR competence; (2) Organizational factors (organizational structure and organizational culture) have a positive and significant effect on technology adoption and HR competence; (3) External factors (government policies and benchmarking institutions) have a positive and significant effect on technology adoption and HR competence; (4) Technology adoption has a positive and significant effect on HR competence; (5) Technology adoption significantly mediates the influence of individual, organizational, and external factors on HR competence. The resulting competence model has strong predictive power (R² = 0.767; Q² = 0.879) and a very good goodness-of-fit (GoF = 0.685). Government policy proved to be the factor with the strongest influence on HR competence (coefficient = 0.346; t-statistic = 9.169). This study recommends strengthening competence-based digital training programs, revitalizing HR management systems that value digital competence, fostering a collaborative organizational culture, and advocating for government policies that ensure adequate training budget allocation
The Effect of Motivation and Career Development on Employee Performance with Job Satisfaction as Intervening Variable: The Case of Education and Culture Office of Banyuasin Regency Miftakul Mu’minin; Trisniarty Adjeng Moelyati; Fadhil Yamaly
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3610

Abstract

This study aims to determine 1) the Effect of Motivation on Employee Job Satisfaction at the Banyuasin Regency Education and Culture Office. 2) The Influence of Career Development on Job Satisfaction of Employees of the Education and Culture Office of Banyuasin Regency. 3) The Influence of Motivation on the Performance of Employees of the Education and Culture Office of Banyuasin Regency. 4) The Influence of Career Development on the Performance of Employees of the Education and Culture Office of Banyuasin Regency. 5) The Influence of Job Satisfaction on the Performance of Employees of the Education and Culture Office of Banyuasin Regency. This type of research is Associative. The population of this study consisted of all employees (179), and the sample comprised 120 employees; the sampling technique used was cluster sampling. The data used in this study are primary, collected through a questionnaire. The data analysis technique used is Structural Equation Modeling (SEM) with the LISREL program. The results of this study indicate that: 1) there is a significant influence of Motivation on Job Satisfaction. 2) There is a significant influence of Career Development on Job Satisfaction. 3) There is a significant influence of Motivation on Employee Performance. 4) Career Development has a significant influence on Employee Performance. 5) Job Satisfaction has a significant influence on Employee Performance. Job Satisfaction strengthens the influence of Motivation and Career Development on Employee Performance at the Banyuasin Regency Education and Culture Office
The Role of Resilience and Readiness for Change in Employee Performance at Company X Previa Sabilla Qolby; Kartika Nuradina; Fauzan Daffa; Prass Rendy
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3611

Abstract

Organizational change places employees under continuous pressure to adjust while maintaining effective work behavior. This study examined whether resilience and readiness for change predict individual work performance among employees of Company X, a healthcare service organization operating across 44 branches. A quantitative cross-sectional explanatory design was employed. From a population of 255 employees, 72 respondents were selected through simple random sampling. Data were collected using adapted versions of the Connor–Davidson Resilience Scale, the Readiness for Change Scale, and the Individual Work Performance Questionnaire. The data were analyzed using descriptive statistics and multiple linear regression. The results showed that resilience positively and significantly predicted individual work performance ((B = 0.233), (t = 2.603), (p = 0.011)). In contrast, readiness for change had a positive but statistically nonsignificant contribution ((B = 0.052), (t = 0.611), (p = 0.543)). The overall regression model was significant ((F = 6.057), (p = 0.004)) and explained 14.9% of the variance in individual work performance. These findings indicate that employees’ capacity to remain persistent, regulate pressure, and recover from workplace difficulties is more directly related to performance than their general preparedness to accept organizational change. The study highlights the importance of strengthening employee resilience while improving managerial support, communication, and employee involvement during organizational transitions.
The Effect of Using Coloring Activities on the Concentration and Fine Motor Skills of Kindergarten B Students at Al Muhajir Islamic Kindergarten Nameira Kayla Yukitami; Pratidina Ekanesia; Rifqi Farisan Akbar
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3614

Abstract

This research examined whether structured coloring activities could strengthen learning concentration and fine motor performance among Kindergarten B children at Al Muhajir Islamic Kindergarten, Bandung. A one-group pretest-posttest design was applied to 25 children aged 6–7 years who joined the school’s extracurricular coloring program. Data were obtained through a 24-item observation instrument covering concentration and fine motor indicators. Instrument testing showed that every item met the validity criterion, with item correlations exceeding the critical value of 0.396. The scales also demonstrated very high internal consistency, with Cronbach’s alpha coefficients of 0.976 for concentration and 0.972 for fine motor skills. Shapiro-Wilk testing confirmed that the score differences were normally distributed, allowing the use of paired-samples t-tests. The findings revealed a statistically significant rise in concentration, with the mean score increasing from 35.04 before the activity to 38.48 afterward, p = .039. In contrast, the change in fine motor performance was not statistically significant, p = .373. These findings suggest that structured coloring can be used to support children’s attention during learning activities, although a brief intervention may not be sufficient to generate measurable improvement in fine motor development.
Self-Efficacy and Perceived Social Support as Predictors of Career Maturity among Twelfth-Grade Vocational High School Students Reni Hadi Sulistio Ningsih; Pratidina Ekanesia; Prinska Damara Sastri
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3616

Abstract

This study investigated the extent to which self-efficacy and perceived social support predict career maturity among twelfth-grade students at SMK Bintara Rancaekek. A quantitative cross-sectional correlational design was applied to the entire population of 53 students through total sampling. Data were collected using adapted and modified measures derived from the Career Decision-Making Self-Efficacy Scale, the Multidimensional Scale of Perceived Social Support, and the Career Development Inventory–Australian Version Short Form. Descriptive statistics, Pearson’s correlation, and multiple linear regression were employed for data analysis. The findings revealed that self-efficacy was a positive and statistically significant predictor of career maturity (β = .707, t = 7.246, p < .001). By contrast, perceived social support showed a positive but nonsignificant contribution (β = .150, t = 1.541, p = .130). The overall regression model was statistically significant, F(2, 50) = 27.603, p < .001, accounting for 52.5% of the variance in career maturity. These results suggest that students’ confidence in handling career-related tasks plays a more substantial role in career maturity than general perceptions of social support. Accordingly, vocational school career guidance should place greater emphasis on strengthening students’ confidence in career exploration, planning, decision-making, and problem-solving, while ensuring that social support is more specifically aligned with practical career-development needs.

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