Human Resource Management Studies
Human Resource Management Studies (HRMS) ISSN: 2798-4419 (online), 2798-4400 (print) is a scientific journal devoted to the publication of original papers published by Jurusan Manajemen Fakultas Ekonomi Universitas Negeri Padang in collaboration with Aliansi Program Studi Manajemen dan Bisnis Indonesia (APSMBI). It is a peer-reviewed and open access journal of management and business studies. HRMS accept manuscript in English and Bahasa Indonesia. The aim of this journal is to publish articles dedicated to the latest outstanding developments in the fields of management, business and entrepreneurship. This journal encompasses human resource management and organizational behavior.
Articles
130 Documents
<![CDATA[The effect of transformational leadership on innovative work behavior by sharing knowledge as a mediating variable ]]>
<![CDATA[Ramadhani, Lisa]]>;
<![CDATA[Sarianti, Rini]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.213
<![CDATA[This study aims to analyze: (1) the effect of transformational leadership on sharing knowledge (2) the effect of sharing knowledge on innovative work behavior (3) the effect of transformational leadership on innovative work behavior (4) the effect of transformational leadership on innovative work behavior through knowledge sharing. This research is a causal research. The population of this study are all employees at PT. Telkom Indonesia (Tbk) Witel West Sumatra with a total of 58 people. The sampling technique was taken using total sampling where the number of samples is equal to the total population, namely 58 people. Collecting data using a questionnaire with a Likert scale. The analysis technique used is through SmartPLS 4 software. The results of data processing in this study show that: (1) transformational leadership has a positive and significant effect on knowledge sharing among employees of PT. Telkom Indonesia (Tbk) Witel West Sumatra (2) Knowledge sharing has a positive and significant effect on innovative work behavior among employees of PT. Telkom Indonesia (Tbk) Witel West Sumatra (3) transformational leadership has a positive and significant effect on innovative work behavior of employees of PT. Telkom Indonesia (Tbk) Witel West Sumatra (4) transformational leadership has a positive and significant effect on innovative work behavior through sharing knowledge with employees of PT. Telkom Indonesia (Tbk) Witel West Sumatra]]>
<![CDATA[Leader Member Exchange and Knowledge Sharing on Innovative Work Behavior with Work Engagement as a Mediating Variable ]]>
<![CDATA[Ulfatmi, Alda]]>;
<![CDATA[Sulastri, Sulastri]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.215
<![CDATA[The purpose of this study was to analyze the relationship between leader member exchange, knowledge sharing and innovative work behavior when work engagement is a mediating variabel to employee PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur. The population in this study were all employee in the PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur as many as 124 employees. The number of samples unsed in the study was 122 employees using the proportional cluster simple random sampling technique. The research design used in this study is causative research. The data analysis technique used is the Structural Equational Model (SEM) with the help of the SmartPLS 3.3 The results of this study revealed that: (1) Leader member exchange has a significant effect on innovative work behavior. (2) The influence of leader member exchange has a significant effect on work engagement. (3) Knowledge sharing has a significant effect on innovative work behavior. (4) The influence of knowledge sharing has a significant effect on work engagement. (5) The influence of work engagement on work engagement. (6) work engagement mediating the leader member exchange and innovative work behavior. (7) work engagement mediating the knowledge sharing and innovative work behavior to employee at the PT Pelabuhan Indonesia (Persero) Regional 2 Teluk Bayur.]]>
<![CDATA[Perceived organizational support on affective commitment with organization-based self-esteem as a mediating variabel ]]>
<![CDATA[Amia, Refsi Amia]]>;
<![CDATA[Syahrizal, Syahrizal]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.216
<![CDATA[This study's objective was to analyze the relationship between perceived organizational support, and affective commitment when organization-based self-esteem is a mediating variabel to employee PT Umega Sembilan Berlian Dharmasraya. All employees of PT Umega Sembilan Berlian Dharmasraya were included in this study, totaling 153 employees. 111 employees were selected from the sample using the simple random sampling method in the study. This study is a type of descriptive causative research. Using SmartPLS 4, the Structural Equational Model (SEM) was used as the data analysis method. This study’s findings revealed that: (1) Perceived organizational support has a significant influence on affective commitment. (2) Peceived organizational support has a significant influence on organization-based self-esteem. (3) Organization-based self-esteem has a significant influence on affective commitment. (4) Organization-based self-esteem mediating the perceived organizational support and affective commitment to employees at PT Umega Sembilan Berlian Dharmasraya.]]>
<![CDATA[The Effect of Job Insecurity on Turnover Intention with Job Satisfaction as a Mediating Variable ]]>
<![CDATA[hummairoh, Jihan hummairoh]]>;
<![CDATA[sulastri, Sulastri]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.218
<![CDATA[Penelitian ini menganalisis: (1) pengaruh konflik peran terhadap perilaku cyberloafing (2) pengaruh ambiguitas peran terhadap perilaku cyberloafing (3) pengaruh role overload terhadap perilaku cyberloafing (4) pengaruh konflik peran, ambiguitas peran, dan role overload secara bersamaan terhadap perilaku cyberloafing. Penelitian ini bersifat kuantitatif. Populasi dalam penelitian ini adalah. Populasi dalam penelitian ini adalah karyawan PT. Semen Padang di bagian SDM dan umum, bagian keuangan, bagian perencanaan produksi, dan bagian komunikasi, dengan total 257 orang. Teknik pengambilan sampel menggunakan proporsional clustered simple random sampling dimana jumlah sampel sebanyak 156 orang. Pengumpulan data menggunakan kuesioner dengan skala Likert. Teknik analisis yang digunakan adalah melalui software SPSS 25.0. Hasil pengolahan data dalam penelitian ini menunjukkan bahwa: (1) konflik peran berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang (2) role ambiguity berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang (3) role overload tidak berpengaruh dan tidak signifikan terhadap perilaku cyberloafing pada karyawan PT Semen Padang (4) konflik peran, ambiguitas peran, dan role overload berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang.]]>
<![CDATA[The effect of career management on job satisfaction with career expectations as a mediating variable ]]>
<![CDATA[yesminurfalah, Yesminurfalah]]>;
<![CDATA[zona, Mega asri]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.220
<![CDATA[Penelitian ini mengidentifikasi dan mengkaji: (1) Pengaruh manajemen karir terhadap kebahagiaan kerja pekerja TVRI Sumatera Barat; (2) Pengaruh manajemen karir terhadap ekspektasi karir pegawai; dan (3) Pengaruh ekspektasi karir terhadap kepuasan kerja karyawan. (4) Ekspektasi karir berfungsi sebagai penyangga antara dampak manajemen karir dan kepuasan kerja karyawan di TVRI Sumatera Barat. Penelitian ini merupakan penelitian kausal. Populasi penelitian yang berjumlah 53 orang adalah seluruh pegawai PNS TVRI Sumbar. Total sampling yang menggunakan jumlah sampel yang sama dengan populasi atau 53 orang digunakan sebagai pendekatan sampling. memanfaatkan kuesioner skala Likert untuk mengumpulkan data Perangkat lunak yang disebut SPSS 18 digunakan untuk proses analisis.]]>
<![CDATA[The Effects Of Self-efficacyon Employee Performance with Intrinsic Motivation as a Mediating Variable ]]>
<![CDATA[Valenchia, cindy]]>;
<![CDATA[zona, Mega asri]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.221
<![CDATA[Penelitian ini menguji hubungan antara kinerja karyawan TVRI Sumatera Barat dengan self-efficacy dengan menggunakan variabel motivasi intrinsik sebagai ukuran. 102 orang yang menjadi komposisi SDM TVRI Sumbar merupakan keseluruhan populasi penelitian. Cluster proportional random sampling digunakan dalam penelitian ini untuk memilih 101 sampel dari populasi. Metode penelitian penelitian ini adalah penelitian kausal. Analisis SEM menggunakan SmartPLS 3.3 adalah metode analisis yang digunakan. Temuan penelitian menunjukkan bahwa: (1) Kinerja pegawai berpengaruh positif dan signifikan terhadap self-efficacy TVRI Sumbar (2) Self-efficacy berpengaruh positif dan signifikan terhadap motivasi intrinsik TVRI Sumbar. (3) Kinerja karyawan TVRI Sumatera Barat dipengaruhi secara positif dan signifikan oleh self-efficacy. (4) Kinerja karyawan dan motivasi intrinsik dimediasi oleh self-efficacy.]]>
<![CDATA[Perceived organizational support on affective commitment with organization-based self-esteem as a mediating variabel ]]>
<![CDATA[amia, Refsi]]>;
<![CDATA[Syahrizal, Syahrizal]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.222
<![CDATA[This study's objective was to analyze the relationship between perceived organizational support, and affective commitment when organization-based self-esteem is a mediating variabel to employee PT Umega Sembilan Berlian Dharmasraya. All employees of PT Umega Sembilan Berlian Dharmasraya were included in this study, totaling 153 employees. 111 employees were selected from the sample using the simple random sampling method in the study. This study is a type of descriptive causative research. Using SmartPLS 4, the Structural Equational Model (SEM) was used as the data analysis method. This study’s findings revealed that: (1) Perceived organizational support has a significant influence on affective commitment. (2) Peceived organizational support has a significant influence on organization-based self-esteem. (3) Organization-based self-esteem has a significant influence on affective commitment. (4) Organization-based self-esteem mediating the perceived organizational support and affective commitment to employees at PT Umega Sembilan Berlian Dharmasraya.]]>
<![CDATA[The effect of inclusive leadership on team innovation with team voice as a mediation variable at pt selamat jaya, kabupaten bengkulu utara ]]>
<![CDATA[Finarti, Finarti]]>;
<![CDATA[Sulastri, Sulastri]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.223
<![CDATA[This study aims to analyze the effect of inclusionsive leadership on team innovation with team voice as a mediating variable at PT Selamat Jaya Kabupaten Bengkulu Utara. The population of this research is all employees PT Selamat Jaya Kabupaten Bengkulu Utara is 215 employee. The number of samples in this study is 140 employees using technology clusters proportional random sampling. The research design used in this study is causative research. The data analysis technique used is the Structural Equational Model (SEM) with the help of SmartPLS 3.3. The results of this study indicate that: (1)there is a direct and significant influence between inclusive leadership and the innovation team.(2)there is a direct and significant influence between inclusive leadership and team voice. (3)there is a direct and significant effect between team voice with team innovation. (4)there is a positive and significant indirect (mediation) effect between inclusive leadership on team innovation through team voice as a mediating variable.]]>
<![CDATA[The Influence of Organizational Learning on Innovative Work Behavior with Work Engagement as a Mediating Variable ]]>
<![CDATA[Nurhaliza, Nurhaliza]]>;
<![CDATA[Sarianti, Rini]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.224
<![CDATA[Tujuan dari penelitian ini adalah untuk menguji hubungan antara pembelajaran organisasi dengan perilaku kerja inovatif pada pegawai Perumda Air Minum Kota Padang, dengan keterikatan kerja sebagai variabel pemoderasi. Jenis investigasi yang digunakan adalah investigasi kuantitatif. Investigasi ini adalah analisis kausal. Jumlah karyawan Perumda Air Minum Kota Padang yang termasuk dalam populasi penelitian ini adalah 60 orang, tidak membedakan antara karyawan tetap dan kontrak. Sementara pengambilan sampel lengkap digunakan untuk menghitung jumlah sampel untuk penyelidikan ini, jumlah sampel sesuai dengan ukuran populasi enam puluh individu. Analisis SEM menggunakan SmartPLS3 adalah metode analisis data yang digunakan. (1) Organizational Learning berpengaruh positif dan signifikan secara statistik terhadap Perilaku Kerja Inovatif Pegawai Perumda Air Minum Kota Padang. (2) Organizational Learning berpengaruh positif dan signifikan secara statistik terhadap Work Engagement pegawai Perumda Air Minum Kota Padang. Work Engagement berpengaruh positif dan signifikan secara statistik terhadap Perilaku Kerja Inovatif Insan Perumda Air Minum Kota Padang. Organizational Learning berpengaruh kuat terhadap perilaku kerja inovatif di kalangan Insan Perumda Air Minum Kota Padang, dengan Work Engagement sebagai variabel pemoderasi.]]>
<![CDATA[The effect of mutation and promotion on work spirit with job satisfaction as a mediation variable at perum bulog regional office of west sumatra ]]>
<![CDATA[RIYAN ANERI PRATAMA]]>;
<![CDATA[Fitria, Yuki]]>
<![CDATA[ Human Resource Management Studies Vol. 3 No. 1 (2023): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v3i1.225
<![CDATA[The purpose of this study was to determine the effects of job mutations and promotions on working psyche, with job satisfaction as a mediating variable. This research was conducted at the Perum BULOG Regional Office of West Sumatra The population of this study was staff of the Perum BULOG Regional Office of West Sumatra. While the sample used was 52 employees. Data collection was carried out by distributing online questionnaires and data processing was carried out through Smart PLS4. The results showed that job mutations and promotions had a significant positive effect on work spirit at Perum BULOG Regional Office of West Sumatra. Job satisfaction can mediate the effect of job mutations and promotion on work spirit at Perum BULOG Regional Office of West Sumatra.]]>
