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Feedforward: Journal of Human Resource
Published by Universitas Pelita Harapan
ISSN : -     EISSN : 27762025     DOI : -
Core Subject : Social,
Social Sciences
Feedforward: Journal of Human Resource aims to foster leading scientific research on human resource management. It provides a central and independent forum for the critical evaluation and dissemination of research and to publish the highest quality research with evaluation, evidence and conclusions that are relevant to human resource management while engaging human resource management scholars and practitioners. Feedforward: Journal of Human Resource places a strong emphasis on both knowledge and practice, facilitating the exchange of ideas and discoveries on research issues. The journal is intended to give both an academic and practical focus, reflecting the trends, interests in on going human resource initiatives, phenomenon related to business human resource management.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 5 Documents
 1 
Search results for , issue "vol. 6 no. 2: september 2026" : 5 Documents clear
Human-Centric Leadership and Employee Outcomes: Task Autonomy and Perceived Career Advancement Among Central Stores Employees at Nnamdi Azikiwe University, Awka, Nigeria Henry Sonna Ojukwu; Oluchukwu Chinyelu Ezeuko; Bankole Isaac Akinroluyo
Feedforward: Journal of Human Resource Vol. 6 No. 2: September 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i2.11387

Abstract

This study examined the relationship between growth mindset orientation, employee guidance, task autonomy, and perceived career advancement among employees of the Central Stores at Nnamdi Azikiwe University, Awka, Nigeria. The study adopted quantitative cross-sectional survey design. From a population of 159 employees, the study selected 112 respondents using the Krejcie-Morgan procedure and analysed 109 valid questionnaires. The researchers collected data using a structured 24-item questionnaire. Experts validated the instrument, and a pilot test produced Cronbach’s alpha of 0.891, indicating good reliability. Data was analysed using Pearson correlation and simple linear regression in SPSS version 25. The results showed a strong positive relationship between growth mindset orientation and task autonomy (r = 0.837, R² = 0.701, p < 0.001). Employee guidance also showed a strong positive relationship with perceived career advancement (r = 0.948, R² = 0.899, p < 0.001). The findings suggest that supportive leadership practices can strengthen employee autonomy and perceptions of career growth. The study recommends learning supportive supervision, structured mentoring, greater employee discretion, and transparent career development practices.
Leadership Relationships: Beyond Leader-Member Exchange to Strategic and Fair Employment Michael Willie
Feedforward: Journal of Human Resource Vol. 6 No. 2: September 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i2.11544

Abstract

This conceptual paper argues that differentiation in leader–member exchange (LMX), reflected in unequal access to trust, discretion, and developmental opportunities, is a common mechanism connecting three problems that management scholarship has traditionally examined separately: the evidentiary reliability of dismissal on relational grounds, the validity of the probationary verdict, and the durability of relational assets under the resource-based view of the firm. The argument is developed through an integrative conceptual synthesis conducted in four stages, combining a structured analysis of the differentiation literature against explicit inclusion criteria with a doctrinal analysis of the Code of Good Practice: Dismissal (2025) and the Labour Relations Act 66 of 1995. The analysis show that the uneven distribution of trust, discretion, and developmental opportunities within a work unit can weaken the evidentiary basis for fair dismissal, influence probationary judgements before valid performance signals emerge, and fragment the relational fabric on which firm-level advantage depends. The paper develops five testable propositions and proposes a managerial approach based on systematic measurement, careful calibration, and procedural safeguards. The issue is particularly significant in South Africa because the Code recognises incompatibility as a form of incapacity and extends probation to considerations of suitability giving managerial judgements about workplace relationships direct legal consequences. The paper contributes a cross-domain reframing of LMX differentiation, a measurement approach that focuses on disparity rather than undifferentiated dispersion, and a basis for testing the proposed mechanism within the South African regulatory context.
Artificial Intelligence Adoption in Human Resources Management Processes: A Corporate Start-Up Context in Developing Economies Arachie Augustine Ebuka; Nwafor Angela Ebele; Obiekezie Alphonsus Emenike; Ukadike Ifeanyichukwu Stewarts
Feedforward: Journal of Human Resource Vol. 6 No. 2: September 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i2.11699

Abstract

This study examined the role of AI adoption in Human Resources Management (HRM) processes within corporate start-ups in developing economies. Adopting a mixed-methods survey research design, the study sampled 293 Limited Liability SME start-ups across five states in Nigeria, collecting quantitative data via primary questionnaires and qualitative insights through a thematic analysis of 12 peer-reviewed articles. A total of 215 valid responses were used for the analysis, representing a 73% response rate. Thematic findings revealed that AI plays a vital strategic role across key HRM functions, including talent acquisition, personalised onboarding, real-time performance tracking, employee retention analytics, and administrative task automation. Conversely, the empirical analysis indicated that the most critical challenges hindering AI adoption are practical constraints such as the perception that their businesses are too small to implement AI, a severe shortage of AI-skilled personnel, and a limited understanding of how AI functions in HR operations, among others. The study also revealed that AI adoption offers corporate start-ups in developing economies opportunities for efficient recruitment, personalised training, improved performance management, employee retention, administrative automation, and enhanced global competitiveness. The study concluded that AI is significant for the competitive agility and sustainable growth of corporate start-ups in emerging economies. It recommended, among others, a phased technology adoption approach alongside proactive management and government support such as training workshops, grants, and subsidised digital infrastructure to mitigate cost barriers and enhance AI literacy. The study’s focus on start-ups in five Nigerian states limits its generalisability and therefore becomes a limitation to the study.
Mobile Device Usage, Employer Expectations, And Work-Life Conflict in an Indonesian NGO Yedija C William Margono; Yohana F. Cahya Palupi Meilani
Feedforward: Journal of Human Resource Vol. 6 No. 2: September 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i2.11728

Abstract

This study examines how mobile device usage relates to productivity, employer expectations and work-life conflict among employees of an international non-governmental organization (NGO X) in South Jakarta, Indonesia. Drawing on work/family border theory and the job demands–resources model, it disaggregates usage into work-related usage at work, work-related usage at home, and personal usage at work, and positions productivity and employer expectations as competing mediators. A cross-sectional census of all 160 full-time employees was conducted between March and May 2024 and analysed with PLS-SEM in SmartPLS 4. Of eleven hypothesised paths, four were supported. Work-related usage at home was positively associated with both productivity and employer expectations; personal usage at work was negatively associated with employer expectations; and employer expectations were very strongly associated with work-life conflict, the model accounting for 80.7% of its variance. Work-related usage at work was associated with neither mediator, job satisfaction was not associated with productivity, and productivity was not associated with employer expectations. Three paths were significant in the direction opposite to that hypothesised: personal usage at work related positively to productivity, flexibility in work structure related negatively to employer expectations, and work-related usage at home related weakly negatively to work-life conflict. Formal mediation testing showed that every significant indirect path ran through employer expectations and none through productivity. Because the design is cross-sectional, these results identify an associational structure rather than a causal one.
Employment Termination Through Digital Media: A Pancasila Industrial Relations, Dispute Settlement, And Workers' Welfare Perspective Daniel H. Wibisana; Lady Yohana Kusnadi; Michael; Bernardus Wishman Simbora Siregar
Feedforward: Journal of Human Resource Vol. 6 No. 2: September 2026
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v6i2.11743

Abstract

This study aims to analyze the practice of employment termination through digital media in the case of PT Star Comgistic Indonesia from the perspectives of Pancasila Industrial Relations and workers' welfare, as well as to assess the conformity of the dispute settlement mechanism with Law Number 2 of 2004 concerning Industrial Relations Dispute Settlement. This study employs a normative juridical approach using a statute approach. The data sources consist of primary legal materials, secondary legal materials, and factual information obtained from online media reports regarding the case under study. The analysis is conducted qualitatively through systematic interpretation of the applicable legal norms. The findings indicate that the practice of employment termination through digital media in the case of PT Star Comgistic Indonesia suggests potential inconsistencies with the principles of deliberation, respect for workers' dignity, and togetherness, which constitute the foundation of Pancasila Industrial Relations. Furthermore, the absence of information regarding the implementation of bipartite negotiations prior to the termination suggests potential non-conformity with the dispute settlement mechanism stipulated in Law Number 2 of 2004. The practice also has the potential to generate implications for workers' welfare, both in material and non-material aspects. Therefore, employment termination through digital media should be understood not only from the perspective of formal legality but also from the perspective of industrial relations values and the protection of workers' welfare.

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