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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 29 Documents
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Search results for , issue "Vol. 5 No. 3 (2025): September" : 29 Documents clear
Analysis of factors affecting employee turnover with career path as an intervening variable Marlita, Devi; Lesmini, ⁠Lis; Handayani, Sri; Indriyati, Indriyati; Soekirman, Atong; Saribanon, Euis; Sihombing, Sarinah
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3197

Abstract

Purpose: The purpose of this study is to develop hypotheses regarding factors that influence employee turnover, with a particular focus on the land transportation sector in Indonesia. The land transportation industry is characterized by high employee mobility and operational demands, making turnover a critical issue that directly affects service quality, safety, and organizational sustainability. Understanding the underlying factors is therefore essential for designing effective human resource policies and reducing workforce instability. Methodology: This research adopts a descriptive qualitative approach through a literature review. Descriptive qualitative studies aim to systematically synthesize and interpret findings from previous research without relying on statistical data analysis (Creswell & Poth, 2018). Comparative analysis was used to identify patterns and relationships across multiple studies. The data were collected from academic sources such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Q2–Q4 Emerald, Elsevier, Sage, Web of Science, Sinta 2–5 Journals, DOAJ, EBSCO, Google Scholar, Copernicus, and digital reference books. Results: The review identifies ten key findings: work engagement, remuneration, and leadership directly affect both career path and turnover; career path itself strongly influences turnover; and work engagement and remuneration indirectly affect turnover through career path. Conclusions: Employee turnover depends on engagement, leadership, and career opportunities; strengthening these reduces turnover and enhances workforce stability in transportation. Limitations: Future research should include transportation data to strengthen findings. Contribution: This study enhances understanding of employee turnover by examining work engagement, remuneration, leadership, and career path.
The effect of training and work experience on performance: The mediating role of competence at PT Chandra Asri Pacific Feryanto, Muslim; Mulyanti, Rita Yuni; Soma, Abdul Mukti
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3249

Abstract

Purpose: This study investigates the direct and indirect effects of training and work experience on employee performance, with competence serving as a mediating variable in the Marine Division of PT Chandra Asri Pacific. Methodology: Using a quantitative approach, data were collected from all 66 employees through structured questionnaires and analyzed with Partial Least Squares–Structural Equation Modeling (PLS-SEM). Validity, reliability, and mediation tests ensured robust findings. Results: The results show that work experience and competence significantly influence employee performance directly, while training has no direct effect. However, training enhances competence, which fully mediates its impact on performance. Work experience also affects performance indirectly through competence, indicating partial mediation. The model demonstrates strong explanatory (R² = 0.616) and predictive (Q² > 0.34) power. Conclusions: Competence is the central mechanism translating training and experience into performance outcomes. Training is only effective when it strengthens competence, whereas work experience contributes both directly and indirectly. Limitations: The study’s scope is restricted to a single division with a male-dominated workforce, a cross-sectional design, and exclusive use of quantitative methods, limiting generalizability and contextual depth. Contribution: Theoretically, this research validates competence as a mediator in human capital development. Practically, it highlights the importance of aligning training with competence-building, leveraging experiential learning, and implementing structured HR strategies to strengthen performance in safety-critical industrie.
Generation Z work-life preferences: Organizational, social, and arrangement effects Adhiati, Cheesya Siska; Palupiningtyas, Dyah; Samtono, Samtono
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3342

Abstract

Purpose: This study aims to examine the influence of organizational and social environmental factors on Generation Z's work-life balance (WLB) preferences in Semarang City, with work arrangements as a moderating variable. Methodology: Using a quantitative explanatory design, data were collected from Generation Z employees in the creative, technology, and public service sectors through stratified purposive sampling. Moderated regression analysis (MRA) was employed to test the hypotheses. Results: The research results indicate that organizational factors exert a positive influence on Generation Z's work-life balance preferences. Furthermore, the social environment is also shown to have a positive effect on these preferences. Additionally, work arrangements significantly moderate the relationship between organizational factors and work-life balance preferences, as well as the relationship between the social environment and work-life balance preferences. Conclusion: The study highlights the critical role of work arrangements in shaping Generation Z’s WLB preferences. Organizations should develop adaptive HR policies and flexible work options to better align with their expectations. Limitations: The study is limited to Semarang City and specific sectors, which may affect generalizability. Self-reported data could also introduce bias. Contribution: This research extends WLB literature by integrating Social Exchange Theory and Boundary Theory while offering practical insights for organizations to enhance workforce strategies for Generation Z.
Integrating green recruitment and digital technology: Indirect influence on employee performance through digital competencies Samodra, Vegalyra Novantini; Iristian, Jovi; Sidjabat, Sonya; Husainah, Nazifah; Saptaria, Lina
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3162

Abstract

Purpose: This study aims to analyze the direct and indirect relationships between Green Recruitment, Digital Technology, Digital Competence, and Employee Performance at PT Adhi Karya (Persero) Tbk. Specifically, it examines how Digital Competence mediates the influence of Green Recruitment and Digital Technology on employee performance in the construction sector. Methodology: A quantitative research approach was employed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). Data were collected from 194 employees through purposive sampling, and the questionnaire used a five-point Likert scale. The analysis included validity, reliability, and hypothesis testing using SmartPLS 4.0.. Results: The findings reveal that both Green Recruitment (? = 0.225, p < 0.01) and Digital Technology (? = 0.411, p < 0.001) significantly enhance Digital Competence. In turn, Green Recruitment (? = 0.203), Digital Technology (? = 0.253), and Digital Competence (? = 0.437) significantly improve Employee Performance. Moreover, Digital Competence mediates the indirect influence of Green Recruitment (? = 0.098, p < 0.01) and Digital Technology (? = 0.180, p < 0.001) on performance. Conclusions: Integrating sustainable recruitment practices and digital transformation strategies strengthens employee competencies and organizational productivity in construction companies. Limitations: The study focuses on one SOE, limiting generalizability, and does not include moderating variables such as digital leadership or organizational culture. Contribution: This study extends Green HRM and digital transformation theories by providing empirical evidence that Digital Competence serves as a critical bridge between sustainability-oriented HR policies and enhanced employee performance in the digital era.
Analysis of the influence of inflation on consumer purchase interest at the Ansha Aesthetic Beauty Clinic Novianti, Diah Ayuning; Priyambada, Bagus Bimma; Albart, Nicko
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3151

Abstract

Purpose: This study aims to determine the effect of perceptions of inflation on consumer purchasing interest in beauty services at the Ansha Aesthetic Clinic. This study was conducted to answer the question of whether inflation affects consumer decisions in using aesthetic services. Methodology: This study was conducted at Ansha Aesthetic Clinic, Jakarta, using a quantitative approach with a survey method. The data collection instrument was a questionnaire distributed to 50 respondents who were active and potential consumers of the clinic. The analysis method used was simple linear regression with the help of IBM SPSS Statistics software version 26. Results: The results of the study indicate that perceptions of inflation have a positive and significant effect on consumer purchasing interest. The R Square value of 0.689 indicates that 68.9% of the variation in consumer purchasing interest can be explained by perceptions of inflation. The t-test produces a significant value (p <0.05), which confirms that the effect is statistically significant. This finding provides novel evidence that inflation is not merely a macroeconomic concern but also a direct psychological driver of consumer behavior. Conclusions: The study concludes inflation doesn’t always reduce purchasing interest; middle-upper consumers maintain strong demand for aesthetic services despite price pressures. Limitations: This study at one Jakarta beauty clinic with limited respondents requires cautious generalization due to restricted scope and sample size. Contribution: This study highlights consumer behavior under economic pressure, offering insights for beauty industry, service marketers, and marketing researchers.
The impact of compensation on job satisfaction: Work experience and education relationship Novialumi, Anita; Winata, Siti Dewi
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.2888

Abstract

Purpose: To explore the effect of compensation on job satisfaction by mediating the relationship between work experience and education among manufacturing workers in Bekasi City's food and beverage industry. Methodology: A quantitative approach with non-probability sampling. Data from 180 participants were analyzed using Structural Equation Modeling – Partial Least Squares (SEM-PLS) through SmartPLS to assess variable relationships. Results: Work experience is positively associated with higher income and greater job satisfaction. Education likewise shows a significant positive relationship with salary and satisfaction. In addition, work-life balance enhances satisfaction. Furthermore, compensation operates as a mediating mechanism linking work experience and education to job satisfaction, indicating that gains from experience and education translate into satisfaction through pay. Conclusions: Compensation plays a pivotal mediating role in translating work experience and educational background into job satisfaction. Implementing competitive and equitable compensation strategies can effectively enhance job satisfaction among workers in the food and beverage manufacturing sector. Limitations: Non-probability sampling and focus on Bekasi City's food and beverage sector limit the generalizability of results. Contribution: Provides useful insights for HR managers and contributes to human resource management and organizational behavior literature on compensation and job satisfaction.
Determinants of SME tax compliance: The intervening role of tax awareness in Jakarta Rusiyati, Sri; Mulyanti, Kurniawati; Elyana, Instianti; Ichwani, Tia
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3814

Abstract

Purpose: This study examines the determinants of tax compliance among Small and Medium Enterprises (SMEs) in DKI Jakarta by testing tax awareness as an intervening variable. Research Methodology: This research was conducted in DKI Jakarta, Indonesia, using a quantitative approach. Primary data were collected using a structured questionnaire administered to SME taxpayers. The conceptual model is grounded in Attribution Theory, the Theory of Planned Behavior (TPB), the Technology Acceptance Model (TAM), and Institutional Theory. This study evaluates the effects of tax knowledge, e-filing tax systems, tax authority service quality, and tax law enforcement on tax awareness and compliance. Data were analyzed using Partial Least Squares structural equation modeling (PLS-SEM) with dedicated PLS-SEM software (brand/version not specified). Results: The findings indicate that tax knowledge, the e-filing tax system, tax authority service quality, and tax law enforcement have positive and significant direct effects on tax awareness and compliance. Tax awareness also has a positive and significant effect on tax compliance and mediates the relationship between the four antecedent factors and tax compliance. Conclusions: Strengthening SME tax compliance requires improvements in knowledge, digital tax processes, service quality, and enforcement, while tax awareness functions as a key mechanism linking these factors to compliance Limitations: This study uses cross-sectional, self-reported survey data from SMEs in one province, which may limit generalizability and causal inference. Contribution: This study integrates behavioral, technological, and institutional perspectives and provides practical input for the Directorate General of Taxes to enhance voluntary awareness-based compliance among SMEs.
Trust as the Gateway to Islamic Bank Adoption: Integrating Digital Religious Influence and Management Capability Mulyanti, Kurniawati; Rusiyati, Sri; Sulastri, Tuti; Harahab, Jamalludin
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3816

Abstract

Purpose: This study aims to examine customer adoption of Bank Syariah Indonesia (BSI) by applying a parsimonious Stimulus–Organism–Response (SOR) framework that integrates digital religious influence and institutional capability to explain adoption decisions in the context of Islamic banking. Methodology: The study employed a quantitative survey approach using mixed-mode data collection (online and on-site questionnaires). Data were collected from 325 active BSI customers located in the Jakarta–Bogor–Depok–Tangerang–Bekasi (Jabodetabek) area. Online Religious Leaders and Managerial Performance were modeled as exogenous stimuli, Product Value Trust as the organismic variable, and the Decision to Become a BSI Customer as the response variable. The data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). Results: The findings indicate that Online Religious Leaders and Managerial Performance significantly enhance Product Value Trust, which in turn positively influences customers’ adoption decisions. Both stimuli also exhibit significant direct effects on adoption decisions. Mediation analysis confirms that Product Value Trust partially mediates the relationship between the stimuli and customer adoption. Conclusions: The results demonstrate that customer adoption of Islamic banking is shaped by the alignment of credible religious influence and visible managerial performance that collectively strengthen trust in product value. Limitations: This study is limited to customers in the Jabodetabek area and relies on cross-sectional data. Contributions: This study contributes to Islamic banking and consumer behavior literature by identifying Product Value Trust as a central mechanism linking digital religious influence and institutional capability to customer adoption decisions.
Transformational Leadership, Organizational Culture, Change Management, and Employee Engagement Widjajakusuma, Kresna; Anindita, Rina
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.3542

Abstract

Purpose: This study aims to analyze the influence of transformational leadership, organizational culture, change management, and employee engagement on readiness to change within the Indonesian banking sector. It highlights how leadership behavior and cultural alignment shape employees’ willingness and preparedness to adapt to organizational transformation. Research Methodology: Data were collected from 201 permanent employees of Tier-4 banks (Bank Mandiri, BRI, BNI, and BCA) through online questionnaires using a quantitative cross-sectional design. Analysis was conducted using partial least squares structural equation modeling (PLS-SEM) to test the relationships among the variables. Results: The structural model indicated that transformational leadership significantly predicted organizational culture (? = 0.625; t = 15.332; p < 0.001) and change management (? = 0.318; t = 4.270; p < 0.001). Change management significantly increased employee engagement (? = 0.535; t = 9.250; p < 0.001), and employee engagement, in turn, predicted readiness to change (? = 0.601; t = 11.758; p < 0.001). Conclusions: The results confirm that transformational leadership, effective change management, and strong organizational culture collectively foster employee engagement and readiness for change. These factors are crucial for maintaining the adaptability and competitiveness of Indonesia’s banking industry. Limitations: This study focuses on Tier-4 banks, limiting its generalizability to smaller institutions. Future studies could include broader sectors and longitudinal data. Contributions: This research contributes empirical evidence to the human resource management literature by identifying engagement as a key mediating factor between leadership and readiness to change, providing strategic insights for organizational transformation.

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