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Annals of Human Resource Management Research
Published by Goodwood Publishing
ISSN : -     EISSN : 27748561     DOI : https://doi.org/10.35912/ahrmr
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
Annals of Human Resource Management Research (AHRMR) is an international, peer-reviewed, and scholarly journal which publishes high-quality research to answer important and interesting questions, develop or test theory, replicate prior studies, explore interesting phenomena, review and synthesize existing research and provide new perspective aimed at stimulating future theory development and empirical research across the human resource management discipline.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 72 Documents
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Search results for , issue "Vol. 5 No. 2 (2025): June" : 72 Documents clear
The role of kyai leadership in preventing child marriage tradition to strengthen human resources in Madura Astutiek, Dwi; Sukesi, Sukesi
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3019

Abstract

Purpose: Elaborating the leadership role of the kyai. Finding solutions to prevent the tradition of child marriage as an effort to strengthen human resources in Madura through an approach based on government policies and traditional practices in the community. Methodology: Using a descriptive qualitative approach, in-depth interviews with informants and key informants. Using an interview guide. Primary data was collected through in-depth interviews. Data were enriched with observation and review of relevant literature. Results: 1) Public policies are implemented in a structured, systematic and massive manner. 2) The implementation of the policy encountered several obstacles and obstacles related to the tradition of child marriage which is rooted because it is carried out for generations, 3) The role of kyai has the power to help overcome child marriage strategically and systematically, as an effort to help strengthen human resources in Madura. Kyai is very open, willing and easy to accept new knowledge related to the physical and psychological health impacts of child marriage. Conclusions: Kyai is a role model-teacher figure for Madurese people who should be obeyed and followed. The role of kyai leadership is a potential that can answer problems in Madura as an effort to strengthen human resources by not marrying off their children at an early age. Although the tradition of child marriage in Madura is very rooted. Limitations: This research is limited to providing awareness, solutions and proposals for strategic steps that must be taken for structural clerics, cultural clerics, communities and policy makers. Further research is needed regarding the application and evaluation of the implementation of the NU/MUI fatwa in preventing child marriage. Contribution: Contributing to the scientific field for scientists, policy makers, religious leaders and the community: realizing the leadership role of kyai, providing solutions to prevent child marriage. Kyai's fatwa can save the fate of the nation's children, provide access to higher education. This research is the basis for making policies and the next strategic steps.
Analysing work-life balance and productivity of working mothers with children with special needs Fanggidae, Rolland Epafras; Tadu, Ingrid Adinda; Nursiani , Ni Putu
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3122

Abstract

Purpose: This study aims to analyze the effect of work-life balance (WLB) on the productivity of working mothers who have children with special needs in Kupang City, Indonesia. Methodology: Using an explanatory quantitative approach with PLS-SEM analysis. Data were collected from a random sample of working mothers in the area and analyzed using SmartPLS 4.0 software. Results: WLB significantly contributes to increased work productivity, with a path coefficient (?) of 0.728 and an R² value of 0.530, indicating that more than half of the productivity variation can be explained by WLB. The main supporting factors for WLB include family support, flexible organizational policies, and effective stress management. Conclusions: The study confirms that productivity success heavily depends on a holistically managed work-life balance through adaptive policies and social support. The additional pressure from the responsibility of having children with special needs requires a support system to prevent productivity decline, highlighting the importance of managing role conflicts and emotional exhaustion. Limitations: This study is limited by its cross-sectional design, localized sample in Kupang City, and reliance on self-reported data. It does not explore qualitative aspects or moderating factors such as job type, support systems, or the severity of the child’s condition, which may influence the results. Contribution: Enriches the human resource management and industrial psychology literature with empirical contextual insights from Indonesia and offers practical recommendations for organizations and policymakers to support working mothers with children who have special needs.
The influence of electronic service quality and perceived value on customer loyalty with electronic trust and customer satisfaction as mediating variables on the Agoda application Riswanda, Aisyah Zahra; Millanyani, Heppy
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3161

Abstract

Purpose: This study examines how e-service quality and perceived value influence customer loyalty on Agoda, with e-trust and customer satisfaction as mediators. Although prior studies link high service quality to strong loyalty, Agoda shows otherwise, revealing a gap addressed through an integrated loyalty model. Methodology: The research adopts a quantitative approach using purposive sampling. A total of 384 respondents of Agoda users in Indonesia were surveyed through an online questionnaire. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0 and supplemented by Importance-Performance Map Analysis (IPMA). Results: The results reveal that e-service quality has the most substantial total effect on customer loyalty, surpassing perceived value. However, its low performance score positions it as a critical area for improvement. Both e-trust and customer satisfaction significantly mediate the relationship between the independent and dependent variables. Conclusions: Based on the problem formulation, hypotheses, results, and discussion, it can be concluded that e-service quality and perceived value influence customer loyalty on the Agoda application through e-trust and customer satisfaction as mediating variables. Limitations: This study is limited to users of the Agoda platform in Indonesia, which may reduce its generalizability to other countries or OTAs. The study provides actionable insights for OTA platforms, particularly Agoda, in designing strategies to improve loyalty through digital service enhancement and value optimization. Contribution: This study uniquely investigates the mediating role of e-trust and customer satisfaction in the Agoda context, where loyalty issues persist despite positive service perception, an area previously underexplored in OTA research. Novelty: This study highlights a novel approach by examining the mediating roles of e-trust and customer satisfaction in the relationship between e-service quality and perceived value on customer loyalty in the context of Agoda.
Psychological well-being as a driver of MSMEs performance: Insights from Tangkahan ecotourism Prayudi, Ahmad; Pratiwi, Henny; Aulia, Muhammad Reza; Sari, Warsani Purnama; Syauqi, Teuku Muhammad; Fuqara, Fantashir Awwal; Yuhendra, Alfis
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3337

Abstract

Purpose: This study aims to explore the relationship between job satisfaction, mental health, motivation, stress management, and performance of MSME actors engaged in the Tangkahan ecotourism sector. The main focus of this study is to understand what psychological factors and working conditions contribute the most to improving the performance of MSMEs in the sector. Methodology/approach: This study involved 117 MSME participants from university and government training programs. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) and supported by field observations to validate and strengthen the obtained quantitative finding. Results/findings: The study found that job satisfaction and mental health positively and significantly affect MSME performance, while motivation shows no significant impact. Psychological conditions and work environment play greater roles. Stress management indirectly enhances performance by improving mental health, despite its insignificant direct effect on performance. Conclusion: This study concludes that psychological well-being and job satisfaction are key factors in improving the performance of MSME actors in the ecotourism sector. Therefore, it is important for stakeholders to create a mentally supportive work environment and implement effective stress management strategies to optimize the productivity of MSMEs. Limitations: This study has limitations in the geographical scope and characteristics of the respondents, which only includes MSME actors in the Tangkahan ecotourism area. Therefore, the results of this study cannot be generalized to other MSME regions or sectors. Contribution: This study contributes to MSME empowerment policy by emphasizing mental health and job satisfaction improvement. The findings guide universities, governments, and institutions in designing effective interventions to enhance MSME actors’ productivity and overall performance.
The mediating effect of innovation on the relationship between managerial ability and competitive advantage of Bandar Lampung MSMEs Oktaria, Eka Travilta; Raras, Pungky Nanda; Alam, Iskandar Ali; Barusman, Andala Rama Putra; Habiburrahman, Habiburrahman
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3555

Abstract

Purpose: This study aims to analyze the effect of managerial ability on competitive advantage through innovation among MSMEs in the craft sub-sector of Bandar Lampung City. Methodology/approach: The study employed a quantitative approach using the survey method. The population of this research consisted of all 62 MSMEs in the craft sub-sector in Bandar Lampung City, while a sample of 60 MSMEs was selected through random sampling. Data were collected from the owners and managers of these MSMEs. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS version 3.2.9 to examine the relationships between variables, both directly and through the mediating effect of innovation. Results/findings: The study shows that managerial skills have a direct positive and significant influence on competitive advantage. Furthermore, managerial skills also have a positive influence on innovation, and innovation acts as a partial mediator that strengthens the influence of managerial skills on competitive advantage. These findings emphasize the importance of effective and innovative managerial development in enhancing the competitiveness of MSMEs. Conclusion: Managerial capability is a strategic resource that plays a direct and indirect role through innovation in creating competitive advantage. Integrating managerial management and innovation is a key strategy for MSMEs to maintain and enhance competitiveness in the market. Limitations: This study focused exclusively on MSMEs in the craft sub-sector of Bandar Lampung City; therefore, the findings may not be generalizable to other MSME sectors or regions. Furthermore, the variables examined were limited to managerial ability, innovation, and competitive advantages. Contribution: This study reinforces the Resource-Based View and Dynamic Capabilities theories in linking managerial ability, innovation, and competitive advantage, providing practical insights for MSME managers to strengthen managerial competence and foster innovation for enhanced organizational competitiveness.
Employee Performance in Hybrid Work: The Role of Virtual Training and Job Autonomy Sunarto , Sunarto; Sinaga, Butet; Umar, Muhammad
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.3670

Abstract

Purpose: This study examines the effects of Virtual Training, Job Autonomy, Employee Engagement, Innovation Culture, and Work Well-being on Employee Performance in hybrid work settings in Indonesia. Research Methodology: This research adopts a quantitative explanatory design using a cross-sectional survey of 150 hybrid employees across multiple industries. Data were analyzed using Partial Least Squares structural equation modeling (PLS-SEM) with SmartPLS 4.0 to test the structural relationships among variables. Results: The findings revealed that only Innovation Culture had a significant effect on Employee Performance, but in a negative direction (? = ?0.204; p = 0.009). Virtual Training, Job Autonomy, Employee Engagement, and Work Well-being do not show direct significant effects. The model explains 6.5% of the variance in Employee Performance, indicating weak direct explanatory power and suggesting the presence of indirect or contextual influences. Conclusions: Employee performance in hybrid work is influenced more by dynamic organizational contexts than by the direct effects of training, autonomy, engagement, or well-being. Innovation culture may temporarily reduce short-term performance owing to adjustment and experimentation demands. Limitations: This study had a cross-sectional design, relied on self-reported data, and focused on the Indonesian context, limiting causal interpretation and generalizability. Contributions: This study extends the Job Demands–resources framework by revealing the nonlinear role of innovation culture in hybrid work and provides empirical evidence from an emerging economy context.
From inclusion to engagement: the psychological safety role in mediating inclusive leadership and diversity initiatives in the Indonesian workplace Fahrizal, Indra; Budiono, Aris; Khalid, Jamaluddin; Santoso, Budi
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2795

Abstract

Purpose: This study explores how inclusive leadership and Diversity, Equity, and Inclusion (DEI) initiatives influence employee engagement and how psychological safety acts as a mediating factor. Methodology/approach: This study used quantitative research methodology. Data were analyzed using SmartPLS 4.0 from a sample of 151 participants who participated in this study between August and October 2024 from private, government, and service organizations in Indonesia. The questionnaire used Likert scales to collect quantitative data on the constructs of interest, including inclusive leadership, DEI initiatives, psychological safety, and work engagement Results/findings: The findings reveal that inclusive leadership and well-implemented DEI initiatives significantly enhance employee engagement, largely through the sense of psychological safety they foster. Employees who feel psychologically safe and confident in contributing ideas or expressing concerns without fear maintain higer levels of engagement in their work. Conclusions: The findings of this study provide actionable insights for practitioners and policymakers, suggesting that fostering psychological safety through inclusive leadership and DEI initiatives can be a strategic approach to improving employee engagement. Limitations: The study is limited by its reliance on self-reported data, a cross-sectional research design, and a focus on primarily service-related sectors in Indonesia, which restrict its generalizability.  Future research should address these limitations by adopting longitudinal designs and exploring diverse industries and cultural settings to validate and extend these findings. Contribution: This study enriches the literature on leadership, diversity and inclusion (DEI), and psychological safety by exploring their interconnected effects on employee motivation and performance. It urges companies to adopt inclusive leadership and DEI initiatives that foster a culture of authenticity, openness, and trust, enhancing overall organizational effectiveness.
The impact of Private Higher Education staff performance management (PHE) in Surabaya, compensation, and competence on universities: Evidence from Indonesia Wijaya, Oscarius Yudhi Ari
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2820

Abstract

Purpose: The purpose of this study is to investigate empirically the factors that influence university team member performance, such as pay and performance management systems, and also to compete. Methodology/approach: As part of this study's quantitative methodology, a questionnaire was given to staff members of Private Higher Education Institutions (PHEIs) in Surabaya, East Java. Results/findings: One of the essential tools to help universities navigate organizational procedures successfully is a performance management system. Since higher remuneration is perceived to result in better work outcomes, compensation plays a significant role in improving team member performance. Similarly, improving personnel competency has a positive impact on work outcomes. Performance management, compensation, and competency significantly impact team member performance in universities, including Indonesia. Research shows that adequate compensation and high competency can improve team performance. In addition, effective performance management also plays a role in enhancing team member motivation and Performance. Conclusions: Both theoretically and practically, this study contributes to the implementation of performance measurement systems, compensation structures, and competence development to improve university performance. Limitations: Performance is a current and expanding topic, debated by both practitioners and academic researchers, being a complex concept that can be defined from several perspectives. The development of a nation is greatly aided by Higher Education Institutions (HEIs), which raise the caliber of human resources. Contribution: The fundamental components of effective management strategies include team member satisfaction, goal achievement support, and clear communication.
Transformational leadership and empowerment as driving factors for employee performance in Star-Rated Hotels in Central Java Nugraheni, Krisnawati Setyaningrum; Palupiningtyas, Dyah; Ardi, Rudi Prasetyo
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2828

Abstract

Purpose: The aim of this study is to examine how transformational leadership and employee empowerment can improve employee performance in four-star hotels in Central Java. Research Methodology: The research was conducted in four-star hotels in Central Java, involving a survey of 185 hotel employees selected through proportional random sampling. The data was analyzed using Partial Least Square (PLS) to explore the causal relationships between the study variables. Results: The study found that transformational leadership has a strong positive effect on employee empowerment. Additionally, employee empowerment positively influences employee performance. Transformational leadership also directly impacts employee performance in a positive manner. Furthermore, employee empowerment acts as a mediator between transformational leadership and employee performance, with a significant indirect effect. The proposed model exhibited strong predictive ability for both employee empowerment and employee performance. Overall, the relationships examined in the study were consistently positive and significant. Conclusion: The research concludes that both transformational leadership and employee empowerment are crucial for enhancing employee performance in the hotel industry. The interaction between these factors significantly contributes to better performance outcomes Limitations: A limitation of the study is that it focuses solely on four-star hotels in Central Java, which may not be generalizable to other types of hotels or regions. Contribution: This study contributes to the fields of management and hospitality by providing insights into how leadership styles and employee empowerment can work together to boost employee performance. It is valuable for hotel managers, HR professionals, and researchers interested in improving workplace dynamics and performance in the hospitality industry.
Financial performance: The impact of age and background of retired military officers on oil, gas, and coal companies Chudri, Intan Rizkia; Fadilla, Fitrah; M.J, Ermad
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2833

Abstract

Purpose: This study aims to investigate the impact of the age and background of retired military officers in management roles on the financial performance of companies. Methodology/Approach: The research was conducted across 22 companies operating in the Oil, Gas, and Coal sub-sector, selected based on specific criteria. The study utilized a quantitative approach, employing panel data regression analysis to assess the relationship between the independent variables (age and background of retired military officers) and the dependent variable (financial performance) over the period from 2021 to 2023. Results: The results of this study found that management age has a significant positive effect on financial performance, and military background has a significant positive effect on financial performance. Conclusions: The research concludes that the age and background of retired military officers play a critical role in shaping the financial performance of companies, particularly within the Oil, Gas, and Coal sectors. Understanding this relationship can provide valuable insights for organizations in selecting management personnel. Limitations: A limitation of this study is its focus on a specific sector, which may restrict the generalizability of the findings to other industries or contexts. Contribution: This study contributes to the fields of management and organizational behavior by highlighting the significance of leadership backgrounds in influencing financial performance. The insights gained can assist companies in making informed decisions regarding management recruitment and development strategies.

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