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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 30 Documents
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Search results for , issue "Vol. 6 No. 1 (2026): March" : 30 Documents clear
Mapping Sustainability Performance in the Hospitality Industry: A Systematic Literature Review and Future Research Agenda Ni Luh Putu Mita Miati; Dodik Ariyanto; Anak Agung Gde Putu Widanaputra; I Gusti Ayu Made Asri Dwija Putri
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3038

Abstract

Purpose: This study aims to identify the main indicators, influencing variables, analytical techniques, and regional trends of sustainability performance in the hospitality industry. Methodology: This study adopts a Systematic Literature Review (SLR) method using the Scopus database as the primary source. Articles were searched through Boolean keyword techniques, screened with PRISMA guidelines, and analysed using descriptive synthesis to map indicators, variables, and methods applied in prior studies. Results/Findings: The review shows that environmental, economic, and social performance remain the most dominant indicators, whereas cultural sustainability is rarely addressed. Green Human Resource Management (GHRM), Corporate Social Responsibility (CSR), and environmental management are the most studied variables. In contrast, green intellectual capital and spiritual capital have not been examined in the hospitality sector, although they show potential relevance. SEM-PLS is identified as the most frequently applied analytical tool, and most studies are concentrated in developing countries. Conclusions: The findings emphasize the need for further research into cultural sustainability and the inclusion of intellectual and spiritual capital in hospitality sustainability practices. The dominance of environmental, economic, and social factors suggests that a broader, more integrated approach is necessary. Limitations: This review is limited to English-language articles indexed in Scopus and excludes non-English or unpublished studies. Contributions: This study makes both theoretical and practical contributions. Theoretically, it expands sustainability research in hospitality by integrating knowledge-based and value-based resources. Practically, it guides hotel managers and policymakers, especially in culturally rich destinations, to incorporate cultural heritage, intellectual capital, and spiritual values into sustainability practices.
Cascade of Misalignment: Understanding Coaching Erosion in Hierarchical Organizations Iwan Pramana
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3240

Abstract

Purpose: This study explores why coaching initiatives fail to deliver sustained developmental impact in hierarchical and compliance-driven organizations using the Indonesian banking sector as a context. Research Methodology: This qualitative study was conducted in Indonesia using Gioia’s methodology to examine why coaching initiatives do not deliver sustained developmental impact in hierarchical banking organizations. Data were collected through semi-structured interviews with 23 professional coaches and triangulated with classroom observations and peer debriefing. The data were manually coded using Microsoft Excel (no software-based CAQDAS was used). Thematic analysis was applied to identify first-order concepts, second-order themes, and aggregate dimensions using interpretive logic. Results: Coaching becomes ineffective as a cascade of misalignment starts with role confusion and behavioral gaps, escalating into symbolic and reactive implementation, and culminating in cultural and structural barriers, such as fear of openness and strategic drift. These dynamics create a recursive breakdown that weakens coaching effectiveness despite formal institutional support. Conclusions: Coaching ineffectiveness in hierarchical organizations emerges not from isolated deficiencies, but from a cumulative cascade of misalignment across individual understanding, managerial practice, and structural–cultural conditions. Limitations: This study focuses on a specific sector (banking) and draws data primarily from coach perspectives. Broader generalizability may require further multi-actor and cross-industry studies. Contributions: This study contributes to human resource development (HRD) theory by offering a multilevel explanation of coaching erosion and proposing a conceptual framework to help organizations realign coaching strategies with structural and cultural realities.
Inclusive and Responsive Strategies for Advancing the Human Resource Paradigm Toward Indonesia's Golden Vision Ilham Tahier; Andi Nadirah; Burhanuddin Harahap
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3465

Abstract

Purpose: The transformation of human resources (HR) towards the vision of Golden Indonesia 2045 requires a strategic approach to human resource management that is both flexible and effective. Research Methodology: A structured questionnaire with a Likert scale was used to collect quantitative data. The research data of 73 students majoring in management at the University of Muhammadiyah Palopo were processed using statistical analysis based on partial least squares structural equation modeling (SEM) with the SmartPLS application. This research was conducted from March to April 2025. Results: This study examines how Generation Z perceives the role of Inclusive HR (X1) in shaping organizational phenomena, revealing that this variable does not exert a significant or beneficial influence on the paradigm of Indonesia's golden vision (Y). Meanwhile, the Responsive HR (X2) research variable has been shown to have a positive and significant impact on the Golden Indonesia HR Paradigm (Y). Furthermore, the Impactful HR variable (X3) has a significant and positive effect on the Golden Indonesia HR Paradigm (Y). Conclusions: The higher the level of responsiveness of HR in dealing with external changes, such as digital transformation, demographic shifts, and labor market dynamics, the greater its contribution to the direction and strategic framework of national human resource development. Limitations: This indicates that Indonesia's HR transformation requires a holistic HR approach: inclusive in engagement, responsive to change, and having a real impact on organizations and society. Contributions: For HR practitioners and policymakers, these findings mean that HR must become an agent of strategic change, training programs, reward systems, and talent development must be directly related to national human resource development macro targets, and HR must evaluate the social impact of policies, such as inclusivity and product development.
Individual Characteristics and Employee Performance in a BUMD: Evidence from Kupang City Rolland Epafras Fanggidae; Ni Putu Nursiani
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3659

Abstract

Purpose: This study examines the influence of individual characteristics on employee performance in a Regional-Owned Enterprise (BUMD), namely, the Regional Public Market Company of Kupang City, with work discipline and organizational commitment as moderating variables. Methodology: An explanatory quantitative approach with a cross-sectional design was employed. Data were collected from 158 employees using a structured questionnaire measured on a five-point Likert scale. The data were analyzed using Moderated Regression Analysis (MRA) with SPSS 25.0 to test both direct and interaction effects. Results: Individual characteristics significantly influence employee performance. The inclusion of work discipline as a moderating variable increased the explanatory power to 37.4%, and organizational commitment further strengthened the model to 66.0%, indicating a substantial moderating effect. Conclusions: Individual characteristics positively affect employee performance, and this relationship becomes stronger when supported by higher levels of work discipline and organizational commitment. Limitations: This study focused on a single local government enterprise, limiting its generalizability. Contributions: Nevertheless, it contributes to the literature on public sector human resource management and offers practical insights for BUMD management in improving recruitment, discipline systems, and commitment-based performance strategies.
Determinants of Financial Reporting Quality Mediated in the Prevention of Fraudulent Financial Reporting and Firm Size as a Moderator Ade Onny Siagian; Adler Haymans Manurung; Tri Widyastuti; Wastam Wahyu Hidayat
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3340

Abstract

Purpose: This study examines the effects of good corporate governance, internal audit function effectiveness, organizational culture, and information technology innovation on the quality of financial reporting, with the prevention of fraudulent financial reporting as a mediator. Additionally, it investigates the role of firm size as a moderating variable. Research Methodology: A survey method was used to gather data from the finance director/general manager, audit committee, internal audit unit manager (SPI), and accounting manager/finance manager at a state-owned enterprise (BUMN). Data analysis was conducted using a Structural Equation Model (SEM) with a Partial Least Squares (PLS) approach. Results: This study found that good corporate governance, internal audit effectiveness, organizational culture, and information technology innovation positively affect the prevention of fraudulent financial reporting. Good corporate governance, organizational culture, and IT innovation also improve financial reporting quality. However, internal audit effectiveness does not directly impact financial reporting quality. Firm size strengthens the positive relationship between governance mechanisms and financial reporting quality, both directly and through fraudulent financial reporting prevention. Conclusions: This study concludes that good corporate governance, internal audit effectiveness, organizational culture, and IT innovation are critical for enhancing financial reporting quality and preventing fraud. Firm size moderates the relationship, thereby amplifying the impact of these factors. Limitations: This study is limited to state-owned enterprises (BUMNs) and relies on self-reported data, which may introduce bias. Contributions: This research contributes insights into improving financial reporting practices by highlighting the roles of governance and organizational factors.
Green HRM, Ethical Leadership and Sustainable Human Resources in International Organizations Ernawati Ernawati; Abdul Kadir; Badrian Badrian; Naimah Naimah; Pati Matu Jahra
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3460

Abstract

Purpose: This study examines how Green Human Resource Management (Green HRM), ethical leadership, psychological welfare, social inclusion, and corporate governance influence the implementation of Sustainable Human Resources (SHR) in international organizations, responding to the call for integrating environmental, social, and governance (ESG) principles into HR systems. Research Methodology: A cross-sectional, quantitative survey was conducted with 150 employees in international organizations involved in sustainability and ESG activities. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS to test five hypotheses related to the influence of Green HRM, leadership ethics, welfare, inclusion, and governance on SHR. Results: The findings reveal that all five determinants positively and significantly affect SHR implementation. Green HRM and ethical leadership show the strongest effects, while psychological welfare, social inclusion, and corporate governance provide complementary contributions. The model explains a significant proportion of SHR variance, emphasizing the importance of integrating ESG practices within HR systems. Conclusions: This study highlights the need for a multidimensional approach to SHR, demonstrating that it emerges from the combined influence of Green HRM, leadership ethics, and governance practices, rather than isolated green or ethical efforts. Limitations: The use of non-probability sampling and cross-sectional data limits generalizability and causal inferences. Future research could employ longitudinal or multi-source designs across various contexts. Contributions: This study advances SHR literature by integrating five key constructs into a single framework and testing it in the context of international organizations, offering practical insights for HR leaders to design integrated ESG-focused HR policies.
A Sharia-Based Strategic Human Resource Management Model for the National Amil Zakat Agency (BAZNAS) Moch Aminudin Hadi; Cahyo Budi Santoso; Netty Syafitri; Robby Kurniawan; Yuddy Giovanna Priscilla
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3462

Abstract

Purpose: This study aims to formulate a comprehensive Sharia-based Strategic Human Resource Management (SHRM) model for the National Amil Zakat Agency (BAZNAS). The model integrates spiritual, moral, and professional values to enhance the organization’s effectiveness and accountability in managing zakat institutions. Research Methodology: A qualitative research approach with an interpretive phenomenological design was employed. Data were collected through in-depth interviews, participatory observations, and document analysis involving eight purposively selected key informants. Data validation was ensured through triangulation and member checking. Results: The findings show that SHRM at BAZNAS is shaped by three key dimensions: foundational (zakat fiqh), external (regulation, digitalization, and global factors), and internal (leadership and organizational culture). Twelve core values integrate spiritual, moral, and professional aspects, whereas HRM functions focus on planning, retention, and development within a Sharia framework. Conclusions: A distinctive Sharia-compliant SHRM model is crucial for strengthening professionalism, accountability, and public trust, thereby enabling zakat institutions to enhance their socioeconomic roles. Limitations: This study is limited by its qualitative design, small sample size, and Indonesian context, which may affect its generalizability. Contributions: This study offers a novel integration of Sharia principles into strategic HRM for non-profit institutions, contributing theoretically to Islamic HRM literature and practically to HR policy and strategic planning in zakat organizations.
Digital Transformation Strategies of Rural Banks in Depok in Response to Fintech Disruption Ahmad Firdaus; Meirna Milisani; Prihatina Jati
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3492

Abstract

Purpose: This study aims to investigate the digital transformation strategies of Rural Banks (BPR) in Depok City in response to the disruption of fintech and digital banking, with a particular focus on the roles of organizational readiness, digital service adoption, technological infrastructure, and regulatory compliance in shaping financial performance. Research Methodology: A quantitative approach was employed, utilizing survey data from 19 BPRs in Depok City and secondary financial reports from 2022 to 2024. Data were analyzed using statistical techniques to assess the relationships between organizational and technological factors and financial performance outcomes. Results: The findings reveal that human resource readiness and digital service adoption significantly enhance the financial performance of BPRs. In contrast, technological infrastructure and regulatory compliance have relatively weaker impacts. These results underscore that successful digital transformation requires not only technological investment but also a strong emphasis on organizational culture and continuous employee upskilling. Conclusions: Digital transformation in BPRs cannot be achieved solely through infrastructure upgrades; it necessitates alignment between human resource capabilities, innovation in service delivery, and governance structures that build trust. Limitations: The study is limited to BPRs within Depok City, with a sample size of 19 institutions, which may restrict the generalizability of findings to other regions or larger financial institutions. Contributions: This research enriches the literature on digital transformation in smaller financial institutions and providing practical insights.
Customer Focus and Organisational Culture Increasing Work Life Balance Moderated by Supportive Management Sigit Dani Nugroho; Agus Riyanto; Parlagutan Silitonga
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3502

Abstract

Purpose: Demanding work-life balance is a human right; therefore, this study aimed to design evidence-based interventions to improve work-life balance. Research Methodology: This study was conducted from December 2024 to March 2025, involving 220 respondents who were employees of an industrial company in the Cikarang, Karawang, and Jakarta regions. The instrument was tested for validity and reliability among 30 respondents prior to the actual survey. Data were analyzed by PLS-SEM using SmartPLS software version 3.0. Results: The organizational culture and supportive management in promoting work-life balance also suggest that their interaction effects are limited in this context. These findings offer theoretical and practical implications for developing comprehensive HR strategies to promote employee well-being. Conclusions: This study provides empirical evidence that organizational culture and supportive management play significant and independent roles in shaping employees' perceptions of work-life balance (WLB). Among the examined variables, supportive management was the most influential factor, followed closely by organizational culture. Limitations: The respondents were permanent staff, excluding non-permanent staff on contract. Limitations: The respondents were permanent staff, excluding non-permanent employees on a contract basis, even though their WLB matters. Contributions: This study contributes to the body of knowledge on managing work-life balance through cultural engagement and supportive management.
Job Insecurity and Workload: Does Stress Lead to Cyberloafing? N. Lilis Suryani; Rahmi Hermawati; Muhamad Guruh
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3578

Abstract

Purpose: This study aimed to examine the effects of job insecurity and workload on cyberloafing behavior among hospital security guards, with job stress as a mediating variable. Research Methodology: This study employed a quantitative survey approach involving all 155 security guards assigned to ten hospitals in South Tangerang using a saturated sampling technique. Data were collected through structured questionnaires and analyzed using SmartPLS. Results: The results show that Job insecurity had a positive and significant effect on cyberloafing behavior and job stress. Workload also significantly influences cyberloafing behavior and job stress. Job stress had a significant effect on cyberloafing behavior and partially mediated the relationship between job insecurity and cyberloafing. However, job stress did not mediate the relationship between workload and cyberloafing, indicating that workload directly influences cyberloafing. Conclusions: Job stress plays a significant role in linking job insecurity to cyberloafing behavior among hospital security guards, whereas workload contributes directly to cyberloafing, regardless of stress levels. Limitations: This study was limited to security guards working in ten hospitals in South Tangerang, which may restrict the generalizability of the findings. In addition, this study examined only job insecurity, workload, and job stress as predictors of cyberloafing behavior. Contributions: This study contributes to the organizational behavior literature by clarifying the mediating role of job stress and providing practical implications for hospital management in managing job insecurity and workload to reduce cyberloafing behavior.

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