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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 130 Documents
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Purchase intention on Bukalapak: Role of risk, convenience, and benefits Ahyani, Ahyani; Solihin, Dede
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.v5i3.3183

Abstract

Purpose: This study aims to examine how perceived risk, perceived convenience, and perceived benefits influence users’ purchase intention on Bukalapak, one of Indonesia’s leading e-commerce platforms. Methodology: The study was conducted using a quantitative method with a survey distributed to 100 active Bukalapak users across various cities in Indonesia. Data were collected using a structured questionnaire and analyzed using SmartPLS 4.0 software to test the relationships between the constructs based on the extended Technology Acceptance Model (TAM). Results: The results show that perceived convenience and perceived benefits have a significant positive impact on purchase intention, while perceived risk has a significant negative impact. This indicates that users are more likely to make purchases on Bukalapak when they perceive the platform as easy to use and beneficial, and less likely when they feel uncertain or insecure. Conclusions: The study concludes that increasing convenience and delivering tangible benefits can strengthen purchase intention, while managing and reducing user risk perceptions is crucial to improving user confidence. Limitations: The study is limited to Bukalapak users and uses a relatively small sample size (n = 100), which may not fully represent the broader population of e-commerce users in Indonesia. Contribution: This study contributes to the understanding of consumer behavior in Indonesian e-commerce by validating the extended TAM in the context of Bukalapak. It provides insights for e-commerce managers, marketers, and platform developers to design better strategies that enhance user trust and buying interest.
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.
Electronic word of mouth, purchase intention, and loyalty in West Java broadband with happiness as a moderator Ramdan, Asep Muhamad; Nurmala, Resa; Komariah, Kokom; Jhoansyah, Dicky
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.v5i2.3407

Abstract

Purpose: This study aims to examine how electronic word of mouth (eWOM) specifically information quality, quantity, and credibility influences purchase intention and customer loyalty among IndiHome subscribers in West Java. Additionally, it tests whether happiness moderates the relationship between purchase intention and loyalty. Methodology: The research employed a quantitative, cross-sectional design using stratified random sampling of 257 IndiHome subscribers across multiple municipalities in West Java. Data were collected through structured questionnaires and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate measurement validity, reliability, mediation, and moderation effects. Results/findings: Findings show that information quality and quantity significantly increase purchase intention, while credibility has no direct effect. Purchase intention strongly predicts loyalty. Quantity and credibility indirectly affect loyalty through intention, whereas quality does not. Happiness moderates intention–loyalty, strengthening the conversion of intention into sustained customer loyalty. Conclusion: The study concludes that clear and abundant eWOM cues are effective in shaping purchase intention, which serves as a key determinant of loyalty. Positive affect in the form of happiness amplifies this relationship, highlighting the importance of both cognitive and emotional drivers in loyalty formation. Limitations: The cross-sectional design limits causal inference, and reliance on self-reported measures may introduce bias. The provincial focus on West Java may also restrict generalizability. Contribution: This research extends eWOM theory by integrating informational attributes with affective moderation, offering both theoretical insights and managerial implications. Broadband providers are advised to improve information clarity, posting frequency, and service experiences that enhance customer happiness to foster sustainable loyalty.
Encouraging entrepreneurship and new business management: A model for creating industry leaders Rustiadi, Sonny
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.v5i2.3475

Abstract

Purpose: This study aims to identify and propose an entrepreneurship and new business management model relevant for cultivating future industry leaders. The research emphasizes comparative insights into regional entrepreneurial ecosystems, focusing on Bandung Raya and Tasikmalaya Raya, to highlight strengths, weaknesses, and opportunities for balanced regional development. Methodology: The study adopts a quantitative and comparative design, analyzing survey data from 76 respondents representing multiple sectors. Using descriptive statistics and ecosystem benchmarking, the research evaluates six domains of the entrepreneurial ecosystem finance, policy, culture, support, human capital, and market access to assess regional variations and strategic needsl. Results The collected data show that Bandung excels in entrepreneurial culture (84.20%), regulatory policy (81.25%), workforce (78.98%), and market access (85.23%), while Tasikmalaya Raya leads in ecosystem support (84.38%) but faces challenges in access to finance (71.25%) and markets (68.13%). Conclusions: The results confirm that entrepreneurial ecosystem disparities significantly affect business sustainability. Bandung’s mature ecosystem offers competitive advantages, while Tasikmalaya’s strong social support is insufficient to compensate for structural gaps in finance and human capital. Limitations: The study is limited to two regions in West Java, restricting generalizability. It also relies on self-reported survey data, which may introduce bias. Contribution: Therefore, enhancement strategies are required, including strengthening financial access, improving human resource quality, as well as digitalization and market expansion for entrepreneurs in Tasikmalaya Raya. With these measures, the entrepreneurial ecosystems in both regions can develop more evenly and contribute to overall regional economic growth.
The effect of compensation, discipline and work environment on the performance of State Civil Apparatus (ASN) of the Transportation Service of Parigi Moutong Regency Sakaria, Maulid; Umar, Muhammad
Annals of Human Resource Management Research Vol. 5 No. 1 (2025): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i1.3514

Abstract

Purpose: The purpose of this study is to find out how compensation, work discipline, and work environment affect the performance of the State Civil Apparatus (ASN) at the Transportation Service of Parigi Moutong Regency. Research Methodology: The research was conducted at the Transportation Service Office of Parigi Moutong Regency. The study used a descriptive quantitative method with a questionnaire survey given to 49 respondents.The data were analyzed using multiple regression and correlation analysis to measure the relationship and influence between variables. Results: The results show that compensation, discipline, and work environment have a very strong relationship with employee performance, with a correlation coefficient (R) of 0.874. The coefficient of determination (R²) is 0.763, which means that 76.3% of employee performance is influenced by the three variables, while 23.7% is influenced by other factors not studied. Conclusions: Compensation, discipline, and work environment together have a significant and strong influence on the performance of the State Civil Apparatus. Improving these factors can lead to better productivity and work results among employees. Limitations: The study only involved a small number of respondents (49) from one government agency in Parigi Moutong Regency, so the findings cannot be generalized to all public institutions. Contribution: This study contributes to public administration and HR management by showing how internal factors affect employee performance. It can help local governments and policymakers improve management and evaluation practices.
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.

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